Text in English with keywords and abstracts in English, Afrikaans and Zulu / Over the past few years, the world in general has been influenced by several rapid changes and disruptions including climate change, globalisation, economic developments, the fourth industrial revolution, technological advancements, social changes, political changes and most recently the Covid-19 pandemic. The above changes have also influenced South Africa Higher Education Institutions (HEI) in South Africa. In particular, over the past two to three years, South African HEIs have been increasingly faced with the drive for transformation in higher education (including the decolonisation of the curriculum), reduced government subsidies, increased competition, rising costs, increased enrolments, declining resources the announcement of free higher education, increased politicisation of higher education and the increased need to use information technology in teaching and research. As a result, the aforementioned rapid changes and disruption require that leaders in South African HEIs possess the capabilities that will enable them to successfully lead their organisations during such times. While leadership has been researched within South African HEIs none was found that focussed on identifying and describing the capabilities needed to lead successfully in South African HEIs during rapid change and disruption. The aim of this research was to determine a leadership capabilities model required to lead successfully during rapid change and disruption within South African HEIs. This research successfully identified and described the capabilities and competencies needed to lead South African HEIs successfully during rapid change and disruption in general as well as for each leadership level. Finally, this research formulated a theory and model that explains the relationship between rapid change and disruption, the possession and application of the capabilities required to lead successfully in South African HEIs during rapid change and disruption and actually dealing successfully with the rapid change and disruption. / Oor die afgelope paar jare was die wêreld deur verskillende vinnige veranderinge en ontwrigtings beïnvloed insluitended limaatverandering, globaliseering, ekonomiese ontwikkelinge asook die vierde industriële rewolusie, tegnolosiese vooruitgange, sosiale veranderinge, politiese veranderinge, en mees onlangs, die Covid-19 pandemie. Die bogenoemde veranderinge het ook die Suid-Afrikaanse Hoër Onderwys beïnvloed. In die besonder, oor die afgelope twee tot drie jaar, is Suid-Afrikaanse Hoër Onderwys Instansies toenemend gekonfronteer deur ‘n strewe na transformasie (insluitended dekolonisering van die kirrikulum), vermindende staatsubsidies, toenemende kompetisie, toenemende kostes, toenemende inskrywings, vermindende hulpbronne, die aankondiging van gratis hoër onderwys, toenemende politisering van hoër onderwys en die toenemende behoefte om inligtingstegnologie te gebruik in onderwys en navorsing. As ‘n gevolg van bogenoemde vinnige veranderinge en ontwrigtings, word dit van leiers in die Suid-Afrikaanse Hoër Onderwys vereis om vermöens te besit wat hulle in staat stel om hulle organisasies suksesvol te kan lei gedurende sulke tye. Alhoewel navorsing oor leierskap binne Suid-Afrikaanse Hoër Onderwys Instansies voorheen gedoen is, kon geen navorsing gevind word wat alleenlik fokus op die identifisering en beskrywing van die eienskappe wat nodig is om Suid-Afrikaanse Hoër Onderwys Instansies suksesvol te kan lei gedurende tye van vinnige veranderinge en ontwrigting. Die mikpunt van hierdie navorsing was om vas te stel watter leierskap eienskappe nodig is om Suid-Afrikaanse Hoër Onderwys Instansies suksesvol te kan lei, gedurende tye van vinnige veranderinge en ontwrigtings. Hierdie navorsing het daarin geslaag om die eienskappe en vaardighede wat leiers benodig om Suid-Afrikaanse Hoër Onderwys Instansies suksesvol te lei gedurende tye van vinnige veranderinge en ontwrigtings te bepaal, asook wat vir elke leierskapvlak benodig word. Hierdie navorsing het ook ‘n teorie en model geformuleer wat die verhouding tussen vinnige veranderinge en ontwrigtings, die besit en toepassing van die eienskappe om Suid Afrikaanse Hoër Onderwys Instansies suksesvol te kan lei gedurende tye van vinnige veranderinge en ontwrigtings en uiteindelik suksevolle leierskap gedurende vinnige veranderinge en ontwrigtings, te beskryf. / Eminyakeni embalwa edlule umhlaba jikelele ubhekane nezinguquko nokuphazamiseka okuningi okuhlanganisa ukuquka kwesimo sezulu, ukuxhumana kwamazwe omhlaba, ukuthuthuka kwezomnotho, uguquko kwezezimboni kwesine (fourth industrial revolution), ukuthuthuka kwezobuchwepheshe, izinguquko kwezenhlalo, izinguquko kwezombusazwe nokwakamuva nje, ubhubhane i-Covid-19. Lezi zinguquko ezingenhla zibe nomthelela naseziKhungweni zeMfundo ePhakeme zaseNingizimu Afrika (HEIs). Ikakhulukazi, eminyakeni emibili kuya kwemithathu edlule, iziKhungo zeMfundo ePhakeme zaseNingizimu Afrika zibhekana ngokwengezekile nomkhankaso wezoguquko kwezemfundo ephakeme (okuhlanganisa nokuhlelwa kabusha kwezinhlelozifundo), ukuncipha kwemalisibonelelo kahulumeni, ukukhula kokuqhudelana, ukukhula kwezindleko, ukukhula kwesibalo sababhalisile, ukuncipha kwezinsiza, ukumenyezelwa kwemfundo ephakeme yamahhala, ukudlondlobala kwezombusazwe ezikhungweni zemfundo ephakeme nokukhula kokusetshenziswa kobuchwepheshe kwezokufundisa nocwaningo. Okungumphumela walokhu, ukudingeka kwabaholi bezikhungo zemfundo ephakeme eNingizimu Afrika abanamakhono azobalekelela ekuholeni ngempumelelo izinhlangano zabo kulezi zikhathi. Yize noma ubuholi bucwaningiwe ezikhungweni zemfundo ephakeme eNingizimu Afrika akukho okutholakele obekugxile ekuhlonzeni nasekuchazeni ngokuyizidingo zokuhola ngempumelelo lezi zikhungo ngalesi sikhathi sezinguquko nokuphazamiseka okwenzeka ngesivinini. Lolu cwaningo luhlonze futhi lwachaza ngamakhono namava adingekayo ukuze kuholwe ngempumelelo iziKhungo ZeMfundo ePhakeme zaseNingizimu Afrika ngesikhathi sezinguquko nokuphazamiseka okwenzeka ngesivinini kanye nokuyizidingo zezinga ngalinye lobuholi. Okokugcina, lolu cwaningo lwakhe injulalwazi nohlaka oluchaza ngobudlelwano phakathi kwezinguquko nokuphazamiseka okwenzeka ngesivinini, ukuba namava adingekayo nokuwasebenzisa ngempumelelo ekuholeni iziKhungo zeMfundo ePhakeme zaseNingizimu Afrika ngesikhathi salezi zinguquko nokuphazamiseka kanye nokubhekana nakho ngempumelelo. / Industrial and Organisational Psychology / D. Phil. (Consulting Psychology)

Text in English, summary in English and Afrikaans / The purpose of this research was to investigate the effect of a performance management training programme on the attitudes of managers towards performance management. The research question was whether a performance management training intervention would change managers' attitude towards performance management. The respondent group consisted of 101 managers who responded to an advertisement and willingly participated in a performance management training programme. A quasi-experimental research design was used in which a pre-test and post-test was applied to the respondent group. The managers in the respondent group completed the same assessment instrument (or questionnaire) before and six months after the performance management training. The results of the empirical analysis indicated that female managers felt less positive about performance management than their male counterparts. No statistically significant change in the attitude and competency of managers towards performance management was found after they had attended the performance management training programme. / Die doel van die studie was om die impak van 'n prestasiebestuuropleidingsprogram op die houdings van bestuurders ten opsigte van prestasiebestuur te ondersoek. Die navorsingsvraag was of 'n opleidingsintervensie in prestasiebestuur, bestuurders se houdings ten opsigte van prestasiebestuur sou verander. Die respondentegroep het uit 101 bestuurders bestaan wat op 'n advertensie gereageer het en vrywillig deelgeneem het aan 'n prestasiebestuuropleidingsprogram. 'n Kwasie-eksperimentele navorsingsontwerp is gebruik waartydens 'n voor- en na-toets op die respondente toegepas is. Die bestuurders in die respondentegroep het dieselfde evalueringsinstrument voor en ses maande na die prestasiebestuuropleiding ingevul. Die resultate van die empiriese ontleding het getoon dat vroulike bestuurders minder positief oor prestasiebestuur gevoel het as hul manlike kollegas. Geen betekenisvolle statistiese verandering in die houdings en vaardighede van bestuurders ten opsigte van prestasiebestuur is gevind nadat hulle die prestasiebestuurprogram bygewoon het nie. / Industrial and Organisational Psychology / M.A. (Industrial Psychology)

Text in Afrikaans / In teenstelling met die buiteland, bestaan daar tans weinig indien enige voltydse gemeenteboukonsultante in Suid- Afrika. Daar bestaan ook weinig indien enige literatuur wat op Suid- Afrikaanse bodem verskyn het wat handel oor die werksaamhede van die gemeenteboukonsultant in die christelike kerk/gemeente. Die gebrek aan 'n voltydse professionele gemeenteboukonsultant word as 'n ernstige leemte beskou in die verskillende fases van gemeentebou. In die studie word literatuur wat handel oor hierdie belangrike onderwerp, asook literatuur vanuit die bestuurswetenskap, teologies en krities bestudeer. 'n Aantal bestaande modelle word uiteengesit en teologies evalueer. Uit hierdie bestudering word op teologies-hermeneutiese wyse 'n voorbeeld-model voorgestel waarvolgens die gemeenteboukonsultant binne die Suid-Afrikaanse konteks die gemeente-analise, gemeenteprofiel en langtermynbeplanning in samewerking met die leiers en lidmate van die kerk/ gemeente kan afhandel. / At present, South Africa, in contrast with countries abroad has a serious disposition regarding the availability of literature dealing with churchgrowth as such. Due to a lack of professional churchgrowth consultants, churchgrowth had been neglected and a gap of deficiency has occured thus hindering the different stages in churchgrowth. This study is an in - depth, theological and critical study of churchgrowth as well as the managerial aspects thereof. Much devotion has been endeavoured upon this thus delivering a model example with which churchgrowth consultants could embark upon congregational analysis and profiling. In colaboration with leaders and members of congregations, long - term planning can be done. All this in a South Africa which had been deprived from this valuable service for so long. / Practical Theology / D. Th. (Practical theology)

Text in Afrikaans / Summaries in English and Afrikaans / Key terms in English and Afrikaans / Die doel van die studie was om organisasietraagheid as stremmende fenomeen te konseptualiseer en die manifestasie daarvan te ondersoek binne 'n tipiese werkorganisasie. Aandag is gegee aan organisasietransformasie binne die raamwerk van 'n diagnostiese model vir organisasie- en individuele ontwikkeling. Die empiriese studie bevestig die manifestasie van organisasietraagheid ten opsigte van die teikenorganisasie. Resultate bevestig dat respondente ten gunste is van veranderingsinisiatiewe, maar ondergeskiktes toon 'n emstige behoefte aan leierskap. Dit blyk ook dat die organisasie nie die vermoe het om vinnig op omgewingsveranderings te reageer nie. Gesonde bestuurspraktyke word nie gevolg nie en kreatiwiteit word nie aangemoedig nie. By ondergeskiktes bestaan ook twyfel oor veranderingsagente se vermoe om verandering te fasiliteer. / The purpose of the study was to conceptualise organisation inertia as a retarding phenomenon and to investigate its manifestation within a typical work organisation. Attention was given to organisational and individual development within the framework of a diagnostic model. The empirical study focussed on the manifestation of organisational inertia within the target organisation. Results confirmed that respondents are in favour of change initiatives but that the stimulation thereof do not exist. Subordinates are not encouraged to show creativity. The organisation demonstrates an incapability to respond to environmental changes and reflects a non-existence of healthy management practices. Little trust exists in the capability of change agents to facilitate change. / Economics and Management Sciences / M.A. (Industrial Psychology)

Thesis (MTh (Practical Theology and Missiology))--University of Stellenbosch, 2010. / AFRIKAANSE OPSOMMING: In 1990 het H.S. Spies navorsing gedoen oor die praktyk en toekoms van die NG kerk in Parow. Sy bevinding was dat die NG kerk in Parow se lidmaattalle teen ʼn baie vinnige tempo daal en dat heelwat van die gemeentes nie finansieël sal oorleef nie. Hy het voorgestel dat daar ʼn paradigma skuif moet kom in die wyse waarop gemeentes funksioneer in die Ring. Hierdie studie som Spies se studie-bevindinge op en bespreek die reaksie van die geestelike leiers in Parow daarop. Dit vra die vraag waarom die Ring van Parow nie daarin kon slaag om die uitdagings van demografiese veranderinge in Parow aan te spreek oor die periode van twintig jaar nie. Die Ring van Parow het groot erns gemaak met die bevindinge van Spies se studie en het beplanning gedoen om die uitdaging van demografiese verandering in Parow aan te spreek. Hulle het voorstelle ontwikkel wat daarop neerkom dat die gemeentes in die Parow Ring moet saamsmelt in een groot makro-gemeente. Dit het nooit gebeur nie en die situasie het bly versleg. Slegs ses gemeentes uit die twaalf wat in 1990 bestaan het, is nog onafhanklik. Ses gemeentes het vanweë finansiële druk met ander gemeentes saamgesmelt in die periode tussen 1990 en 2002. Die omgewing het demografies baie verander en daar woon meer mense as ooit tevore in Parow, maar dit is nie tradisionele wit, Afrikaans sprekende, NG kerkmense nie. Die studie bespreek ook die wyer konteks van verandering waarin die gebeure in Parow Ring afspeel, naamlik, globalisasie, post modernisme en post Christendom. Dit toon aan dat die kennis, gedrag en gewoontes wat die leiers in 'n vorige periode aangeleer het, nie genoegsaam is vir die uitdagings van die veranderinge. Die studie beskryf twee paradigmaskuiwe wat kan help om 'n nuwe ekklesiologiese praktyk in Parow te bevorder. Die eerste paradigmaskuif hang saam met nuwe teologiese insigte wat die afgelope sestig jaar ontwikkel het rondom die begrip missio Dei. Die tweede paradigmaskuif wat in die studie uitgelig word, het te doen met vaardighede van geestelike leiers in die hantering van verandering. Die studie se uitgangspunt is dat die veld en wêreld waarin geestelike leiers moet optree sodanig verander het, dat daar net een manier is om dit te hanteer en dit is die transformasie van die geestelike leiers se eie voorveronderstellings, kennis, idees en praktyke. Die ontluikende leierskapsvaardigheid waardeur ons leer om transformerend aan te pas by die veranderinge deur in pas te kom met missio Dei, is geloofsonderskeiding. Geestelike leiers moet geloofsonderskeiding as leierskapvaardigheid aanleer en gemeentepraktyk maak, omdat dit die wyse is waarop die geloofsgemeenskap vanuit luister en doen-spasies, na die wêreld gelei word om daar saam met missio Dei te werk. Dit is in luisterende, gehoorsame doen-spasies, en in groeiende bewussyn van die teenwoordigheid van Triniteit, waar transformasie van die geloofsgemeenskap plaasvind. Die fenomenologiese beskrywing deur Otto Scharmer van wat hy noem die ontluikende leierskapsvaardigheid van 'presencing' help om die proses van geloofsonderskeiding beter te begryp. Die studie eindig met drie nuwe hipoteses. / ENGLISH ABSTRACT: In 1990 H.S. Spies did research on the praxis and future of the DRC churches in Parow. He found that the membership of the DRC in Parow was declining at a very fast rate and that many congregations would not survive financially. He proposed that a new paradigm was needed for the ministry in Parow. This study makes a summary of his thesis and discusses the reaction of the leaders in Parow on his study. It asks the question why the Circuit of Parow could not in their context address the challenge of changing demographics over a period of twenty years. The Circuit of Parow took the findings of Spies very serious and planned to address the challenge of changing demographics in Parow. Their proposal founds its culmination in the idea that all the Parow congregations must become one big mega-church. It never became a reality and the situation worsened. In fact, only six of the twelve congregations that exist in 1990 are still independent and alive. The other six congregations dissolved and became part of stronger congregations between 1990 and 2002. The area of Parow has changed demographically. There are more people living in the area, but it is not traditional white, Afrikaner, DRC, people. The congregations in the circuit could not cross the borders of race, colour, language and culture to include others. This study also discusses the wider context in which the story of Parow is playing out, namely the three storms of change, globalisation, post modernism and post Christianity. The knowledge, habits and actions that the leaders employed in the past are not helpful in the changing world. The study describes two paradigm shifts that are taking place in the church that could help to develop a new ecclesiological practice in Parow. The first paradigm shift relates closely with the theological insights that developed in the past sixty years around the concept of missio Dei. The second paradigm shift that is brought forward in this study relates with the skills of spiritual leaders in managing change. The study maintain, that in light of the changes in the world and the field in which spiritual leaders operate, the only way to handle the new challenges is by the transformation of the spiritual leader‘s own pre-conceptions, knowledge, ideas and practices. The leadership ability, by which we learn to understand how God is already present in the world according to the insights of missio Dei, is faith discernment. Discernment is the process whereby Christians step into listening and doing spaces as a faith community. Spiritual leaders will have to learn discernment and how to make it an ecclesiological practice. It is in the listening and doing spaces and in growing consciousness of the presence of Trinity, where transformation of the faith community takes place. The phenomenological description by Otto Scharmer of what he calls the new leadership skill of 'presencing' helps to understand the process of faith discernment better. The study ends with three new hipotheses.

Project management is as much art as it is science. Competence of project managers is receiving increasing interest as more organisations accept that project performance has an impact on organisational performance. Scholars and practitioners of project management tend to agree that while the technical aspects of project management are important, it is the behavioural competencies, or soft skills, of project managers that are required for success ? now and in the future. This study set out to explore the expected evolution of the behavioural skills and competencies of the project manager over the next decade. Secondary objectives of the study were to establish if perceptions differ amongst the respective demographic groups, the importance of leadership skills and how identified future behavioural competencies are addressed in current job profiles for project managers. The research study began in the literature where projects and project management was introduced followed by an exploration of some of the trends and perceptions expected to impact on project management in the future. Projects of the future will be strongly influenced by technology with complexity and uncertainty as common themes. Leadership and flexibility will be key for project managers to survive in such a dynamic, hyper–connected environment. A thorough literature study was conducted into the behavioural competencies of project managers especially with respect to the most widely used project management bodies of knowledge. The concept of competency was defined and a number of models of competency were presented. Soft skills relating to project managers were discussed including emotional intelligence which has received much attention recently. A comparison was made of the behavioural competencies of project managers as addressed in the IPMA International Competence Baseline 3.0, the APM Body of Knowledge and the PMI Body of knowledge. Concluding the literature study, the fifteen behavioural competencies from the IPMA International Competence Baseline were discussed drawing on insight from the literature. An empirical study was completed with the aid of a new questionnaire designed using the behavioural competencies contained in the IPMA International Competence Baseline 3.0 as constructs. The questionnaire survey explored the perceptions of members in a South African project management organisation regarding the evolution of the importance given to the identified behavioural competencies. Analysis of the responses showed the questionnaire to be reliable and valid. Respondents indicated that they expect the following project manager behavioural constructs to grow in importance in the future: Efficiency, Leadership, Creativity, Openness and Engagement and Motivation. Respondents expect the following behavioural constructs to be less important in the future: Ethics, Values Appreciation, Reliability, Conflict and Crisis and Self–control. Structured interviews conducted to validate the survey results highlighted only that Leadership is an area that is expected to take on more importance for project managers in future. The interviews produced similar expectations to the literature regarding the future challenges for project management regarding complexity, uncertainty and the rate of change. A review of Project Manager job profiles yielded that generally behavioural competencies for project managers are not comprehensively addressed with more attention required and to utilise research as a basis. Proficiency requirements and assessment of proficiencies remains a major challenge that must be addressed by organisations in future. Conclusions regarding the findings of the research study were presented and recommendations for organisations and interested parties given. The research study was evaluated opposite the primary and secondary objectives with the conclusion that both were achieved. Finally, recommendations for further research into the behavioural competencies and related topics were proposed. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2012.

Project management is as much art as it is science. Competence of project managers is receiving increasing interest as more organisations accept that project performance has an impact on organisational performance. Scholars and practitioners of project management tend to agree that while the technical aspects of project management are important, it is the behavioural competencies, or soft skills, of project managers that are required for success ? now and in the future. This study set out to explore the expected evolution of the behavioural skills and competencies of the project manager over the next decade. Secondary objectives of the study were to establish if perceptions differ amongst the respective demographic groups, the importance of leadership skills and how identified future behavioural competencies are addressed in current job profiles for project managers. The research study began in the literature where projects and project management was introduced followed by an exploration of some of the trends and perceptions expected to impact on project management in the future. Projects of the future will be strongly influenced by technology with complexity and uncertainty as common themes. Leadership and flexibility will be key for project managers to survive in such a dynamic, hyper–connected environment. A thorough literature study was conducted into the behavioural competencies of project managers especially with respect to the most widely used project management bodies of knowledge. The concept of competency was defined and a number of models of competency were presented. Soft skills relating to project managers were discussed including emotional intelligence which has received much attention recently. A comparison was made of the behavioural competencies of project managers as addressed in the IPMA International Competence Baseline 3.0, the APM Body of Knowledge and the PMI Body of knowledge. Concluding the literature study, the fifteen behavioural competencies from the IPMA International Competence Baseline were discussed drawing on insight from the literature. An empirical study was completed with the aid of a new questionnaire designed using the behavioural competencies contained in the IPMA International Competence Baseline 3.0 as constructs. The questionnaire survey explored the perceptions of members in a South African project management organisation regarding the evolution of the importance given to the identified behavioural competencies. Analysis of the responses showed the questionnaire to be reliable and valid. Respondents indicated that they expect the following project manager behavioural constructs to grow in importance in the future: Efficiency, Leadership, Creativity, Openness and Engagement and Motivation. Respondents expect the following behavioural constructs to be less important in the future: Ethics, Values Appreciation, Reliability, Conflict and Crisis and Self–control. Structured interviews conducted to validate the survey results highlighted only that Leadership is an area that is expected to take on more importance for project managers in future. The interviews produced similar expectations to the literature regarding the future challenges for project management regarding complexity, uncertainty and the rate of change. A review of Project Manager job profiles yielded that generally behavioural competencies for project managers are not comprehensively addressed with more attention required and to utilise research as a basis. Proficiency requirements and assessment of proficiencies remains a major challenge that must be addressed by organisations in future. Conclusions regarding the findings of the research study were presented and recommendations for organisations and interested parties given. The research study was evaluated opposite the primary and secondary objectives with the conclusion that both were achieved. Finally, recommendations for further research into the behavioural competencies and related topics were proposed. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2012.

Text in English, summary in English and Afrikaans / The purpose of this research was to investigate the effect of a performance management training programme on the attitudes of managers towards performance management. The research question was whether a performance management training intervention would change managers' attitude towards performance management. The respondent group consisted of 101 managers who responded to an advertisement and willingly participated in a performance management training programme. A quasi-experimental research design was used in which a pre-test and post-test was applied to the respondent group. The managers in the respondent group completed the same assessment instrument (or questionnaire) before and six months after the performance management training. The results of the empirical analysis indicated that female managers felt less positive about performance management than their male counterparts. No statistically significant change in the attitude and competency of managers towards performance management was found after they had attended the performance management training programme. / Die doel van die studie was om die impak van 'n prestasiebestuuropleidingsprogram op die houdings van bestuurders ten opsigte van prestasiebestuur te ondersoek. Die navorsingsvraag was of 'n opleidingsintervensie in prestasiebestuur, bestuurders se houdings ten opsigte van prestasiebestuur sou verander. Die respondentegroep het uit 101 bestuurders bestaan wat op 'n advertensie gereageer het en vrywillig deelgeneem het aan 'n prestasiebestuuropleidingsprogram. 'n Kwasie-eksperimentele navorsingsontwerp is gebruik waartydens 'n voor- en na-toets op die respondente toegepas is. Die bestuurders in die respondentegroep het dieselfde evalueringsinstrument voor en ses maande na die prestasiebestuuropleiding ingevul. Die resultate van die empiriese ontleding het getoon dat vroulike bestuurders minder positief oor prestasiebestuur gevoel het as hul manlike kollegas. Geen betekenisvolle statistiese verandering in die houdings en vaardighede van bestuurders ten opsigte van prestasiebestuur is gevind nadat hulle die prestasiebestuurprogram bygewoon het nie. / Industrial and Organisational Psychology / M.A. (Industrial Psychology)

Text in Afrikaans / In teenstelling met die buiteland, bestaan daar tans weinig indien enige voltydse gemeenteboukonsultante in Suid- Afrika. Daar bestaan ook weinig indien enige literatuur wat op Suid- Afrikaanse bodem verskyn het wat handel oor die werksaamhede van die gemeenteboukonsultant in die christelike kerk/gemeente. Die gebrek aan 'n voltydse professionele gemeenteboukonsultant word as 'n ernstige leemte beskou in die verskillende fases van gemeentebou. In die studie word literatuur wat handel oor hierdie belangrike onderwerp, asook literatuur vanuit die bestuurswetenskap, teologies en krities bestudeer. 'n Aantal bestaande modelle word uiteengesit en teologies evalueer. Uit hierdie bestudering word op teologies-hermeneutiese wyse 'n voorbeeld-model voorgestel waarvolgens die gemeenteboukonsultant binne die Suid-Afrikaanse konteks die gemeente-analise, gemeenteprofiel en langtermynbeplanning in samewerking met die leiers en lidmate van die kerk/ gemeente kan afhandel. / At present, South Africa, in contrast with countries abroad has a serious disposition regarding the availability of literature dealing with churchgrowth as such. Due to a lack of professional churchgrowth consultants, churchgrowth had been neglected and a gap of deficiency has occured thus hindering the different stages in churchgrowth. This study is an in - depth, theological and critical study of churchgrowth as well as the managerial aspects thereof. Much devotion has been endeavoured upon this thus delivering a model example with which churchgrowth consultants could embark upon congregational analysis and profiling. In colaboration with leaders and members of congregations, long - term planning can be done. All this in a South Africa which had been deprived from this valuable service for so long. / Philosophy, Practical and Systematic Theology / D. Th. (Practical theology)

Text in Afrikaans / Summaries in English and Afrikaans / Key terms in English and Afrikaans / Die doel van die studie was om organisasietraagheid as stremmende fenomeen te konseptualiseer en die manifestasie daarvan te ondersoek binne 'n tipiese werkorganisasie. Aandag is gegee aan organisasietransformasie binne die raamwerk van 'n diagnostiese model vir organisasie- en individuele ontwikkeling. Die empiriese studie bevestig die manifestasie van organisasietraagheid ten opsigte van die teikenorganisasie. Resultate bevestig dat respondente ten gunste is van veranderingsinisiatiewe, maar ondergeskiktes toon 'n emstige behoefte aan leierskap. Dit blyk ook dat die organisasie nie die vermoe het om vinnig op omgewingsveranderings te reageer nie. Gesonde bestuurspraktyke word nie gevolg nie en kreatiwiteit word nie aangemoedig nie. By ondergeskiktes bestaan ook twyfel oor veranderingsagente se vermoe om verandering te fasiliteer. / The purpose of the study was to conceptualise organisation inertia as a retarding phenomenon and to investigate its manifestation within a typical work organisation. Attention was given to organisational and individual development within the framework of a diagnostic model. The empirical study focussed on the manifestation of organisational inertia within the target organisation. Results confirmed that respondents are in favour of change initiatives but that the stimulation thereof do not exist. Subordinates are not encouraged to show creativity. The organisation demonstrates an incapability to respond to environmental changes and reflects a non-existence of healthy management practices. Little trust exists in the capability of change agents to facilitate change. / Economics and Management Sciences / M.A. (Industrial Psychology)