While there is significant evidence to suggest that the alignment of Human Resources (HR) and Information Technology (IT) has a positive impact on firm performance, there is little discussion on how to achieve alignment. Literature in both the HR and IT disciplines provides confirmation of the need to identify and address the people management issues in order to realise the expected returns from IT investments. This research will contribute to these discussions with insights into how an organisation with alignment between IT and HR might appear, who should be responsible for the alignment, and how enabling and inhibiting factors impact the alignment process.

Robert B. McKersie. / "January 1984." / Bibliogrphy: p. 25.

Sustaining competitiveness requires organisations to continuously reinvent themselves, consider both external influences as well as internal risk that may affect the company as a market leader. Organisations that have acknowledged that a relationship between engaged employees and business success exists, would seek ways to foster and facilitate the engagement of their workers through their leadership. The primary objective of the study was to determine whether a relationship exists between values-based leadership and employee engagement. The aim was to contribute to the quality of leadership values, behaviour and influence at Coca-Cola Beverages South Arica by gaining a deeper understanding of leadership and employee engagement. The theoretical study explored the definitions, key concepts, benefits and outcomes of both values based leadership and employee engagement. It provided a detailed literature review of the role of leadership in creating a values based organisation, what values-based leadership encompasses and its relationship with employee engagement. The theoretical overview highlighted that leadership is an influential factor in employee engagement and the extent to which employees feel valued and connected to the organisation’s goals. The theoretical overview further confirmed that leadership values, behaviour and influence are interrelated and exert an influence on employee engagement, thereby strengthening the fact that there is a relationship between values-based leadership and employee engagement. A structured web-based survey, with a questionnaire, was used to corroborate the theoretical findings and to assess employees’ perceptions of the prevalence of values–based leadership and employee engagement. A sample of 269 respondents was selected to participate in the empirical study and 167 responded to the survey, which yielded a 62% per cent response rate. The key findings of the study indicate that strong correlations exist between leadership values, behaviours and influence and that these concepts were interrelated. Furthermore, the study confirmed that values–based leadership was an important factor in employee engagement and specifically in terms of the physical, emotional and social components of engagement and less so in terms of the cognitive component. Values-based leadership and engagement were identified as critical factors in ensuring that organisations are well equipped to deal with the current volatile economic environment and to consider ways to maintain and accelerate their profitability and competitiveness in order to remain a sustainable business. It is strong values that underpin the performance of highly successful and sustainable organisations; coupled with effective leadership as a key driving force.

Esta pesquisa teve por objetivo identificar como ocorre o processo decisório nas Casas Familiares Rurais dos municípios de Manfrinópolis e Pato Branco, localizadas na região sudoeste do Paraná. Para isso foram realizadas algumas pesquisas, dentre elas a bibliográfica, a documental e a exploratória. A pesquisa bibliográfica foi realizada através da leitura de livros, artigos, dissertações e teses acerca do tema gestão participativa; materiais sobre a constituição das Casas Familiares Rurais, bem como o contexto da Pedagogia da Alternância, que é fundamental para este estudo. Já a pesquisa documental verificou os documentos que regem a atuação das Casas Familiares Rurais, ou seja, o Estatuto da Associação de cada CFR; também foi pesquisado o Estatuto da Associação Regional nas Casas Familiares Rurais do Sul do Brasil – ARCAFAR SUL. A pesquisa exploratória se realizou através de uma coleta de dados, a qual se deu da seguinte forma: roteiro de entrevista semiestruturado com os coordenadores das CFR`s, membros da Associação das CFR`s. Presidente, Assessora Pedagógica e Articuladora de Projetos da ARCAFAR SUL. Para o tratamento dos dados nos documentos foi verificada a existência do termo gestão participativa e a forma de constituição e do papel de cada membro da Associação das CFR`s. O estudo foi realizado em três etapas. Na primeira foi realizada a construção do cenário da pesquisa, ou seja, se contextualizou a região sudoeste do Paraná e os municípios de Manfrinópolis e Pato Branco. A segunda parte é constituída por um referencial bibliográfico sobre gestão participativa e traz ainda a constituição histórica das CFR`s, seu surgimento na França, no Brasil e na região sul do Brasil. A terceira parte contém os resultados referentes à coleta de dados realizada. Os resultados obtidos na pesquisa evidenciaram a dificuldade financeira que as CFR`s enfrentam, tendo em vista que estas precisam firmar parcerias com órgãos públicos, ONGs ou empresas privadas. Estas dificuldades financeiras acabam implicando em outros fatores pedagógicos como, por exemplo, falta de estrutura adequada das CFR`s. Todavia, a pesquisa apresentou também alguns dados interessantes, tais como: melhora do desempenho e comportamento dos jovens em relação à escola tradicional frequentada anteriormente por eles. Ainda, segundo os pesquisados, a CFR ajuda a manter o jovem no campo com um Projeto Profissional de Vida, tendo em vista que é necessário sim incentivar que estes permaneçam no meio rural, mas que estes tenham condições de aumentar ainda sua renda. / This research aimed to identify the decision making process as it occurs in the Rural Family Houses in Manfrinópolis and Pato Branco municipalities, located in southwest region of Paraná. Some surveys were carried out, among them bibliography, documentary and exploratory. The bibliography search was performed by reading books, articles, thesis and dissertations on the participative management subject; materials on the constitution of Rural Family Houses, as well as the context of the Pedagogy of Alternation, which is crucial for this study. The document research verified documents governing the operation of Rural Family Houses, in other words, the Statute of Association of each RFH, it was also researched the Regional Rural Family Houses Association Statute in Southern Brazil. The Exploratory research was through a data collecting, which occured as follows: semi-structured interview guide with the RFHs coordinators, members of the Association of RFHs. President and the Regional Rural Family Houses Association in Southern Brazil Educational Adviser and Project organizer. For the processing of the documents was verified the existence of the term and form of participative management constitution and the role of each member of the Association of CFRs. The study was conducted in three stages. The first was held at the construction stage of the research, in other words, contextualized to the southwest region of Paraná and the municipalities of Manfrinópolis and Pato Branco. The second part consists of a referential literature on participative management and also brings the historical constitution of RFHs, its appearance in France, Brazil and southern Brazil. The third part contains the results concerning to the data collection done. The results obtained in the research highlighted the financial difficulties that the RFHs face, considering that they need help from government agencies, NGOs or private companies. These financial constraints end up involving other pedagogical factors such as, for example, lack of adequate structure of the RFHs. But the survey also showed some interesting data, such as improved performance and behavior of young people in relation to traditional school previously attended by those young people. Also according to those surveyed RFH helps keep the young in the field with a Professional Life Project, considering that it is necessary to encourage them to remain in rural areas, but they are still able to increase their income.

Esta pesquisa teve por objetivo identificar como ocorre o processo decisório nas Casas Familiares Rurais dos municípios de Manfrinópolis e Pato Branco, localizadas na região sudoeste do Paraná. Para isso foram realizadas algumas pesquisas, dentre elas a bibliográfica, a documental e a exploratória. A pesquisa bibliográfica foi realizada através da leitura de livros, artigos, dissertações e teses acerca do tema gestão participativa; materiais sobre a constituição das Casas Familiares Rurais, bem como o contexto da Pedagogia da Alternância, que é fundamental para este estudo. Já a pesquisa documental verificou os documentos que regem a atuação das Casas Familiares Rurais, ou seja, o Estatuto da Associação de cada CFR; também foi pesquisado o Estatuto da Associação Regional nas Casas Familiares Rurais do Sul do Brasil – ARCAFAR SUL. A pesquisa exploratória se realizou através de uma coleta de dados, a qual se deu da seguinte forma: roteiro de entrevista semiestruturado com os coordenadores das CFR`s, membros da Associação das CFR`s. Presidente, Assessora Pedagógica e Articuladora de Projetos da ARCAFAR SUL. Para o tratamento dos dados nos documentos foi verificada a existência do termo gestão participativa e a forma de constituição e do papel de cada membro da Associação das CFR`s. O estudo foi realizado em três etapas. Na primeira foi realizada a construção do cenário da pesquisa, ou seja, se contextualizou a região sudoeste do Paraná e os municípios de Manfrinópolis e Pato Branco. A segunda parte é constituída por um referencial bibliográfico sobre gestão participativa e traz ainda a constituição histórica das CFR`s, seu surgimento na França, no Brasil e na região sul do Brasil. A terceira parte contém os resultados referentes à coleta de dados realizada. Os resultados obtidos na pesquisa evidenciaram a dificuldade financeira que as CFR`s enfrentam, tendo em vista que estas precisam firmar parcerias com órgãos públicos, ONGs ou empresas privadas. Estas dificuldades financeiras acabam implicando em outros fatores pedagógicos como, por exemplo, falta de estrutura adequada das CFR`s. Todavia, a pesquisa apresentou também alguns dados interessantes, tais como: melhora do desempenho e comportamento dos jovens em relação à escola tradicional frequentada anteriormente por eles. Ainda, segundo os pesquisados, a CFR ajuda a manter o jovem no campo com um Projeto Profissional de Vida, tendo em vista que é necessário sim incentivar que estes permaneçam no meio rural, mas que estes tenham condições de aumentar ainda sua renda. / This research aimed to identify the decision making process as it occurs in the Rural Family Houses in Manfrinópolis and Pato Branco municipalities, located in southwest region of Paraná. Some surveys were carried out, among them bibliography, documentary and exploratory. The bibliography search was performed by reading books, articles, thesis and dissertations on the participative management subject; materials on the constitution of Rural Family Houses, as well as the context of the Pedagogy of Alternation, which is crucial for this study. The document research verified documents governing the operation of Rural Family Houses, in other words, the Statute of Association of each RFH, it was also researched the Regional Rural Family Houses Association Statute in Southern Brazil. The Exploratory research was through a data collecting, which occured as follows: semi-structured interview guide with the RFHs coordinators, members of the Association of RFHs. President and the Regional Rural Family Houses Association in Southern Brazil Educational Adviser and Project organizer. For the processing of the documents was verified the existence of the term and form of participative management constitution and the role of each member of the Association of CFRs. The study was conducted in three stages. The first was held at the construction stage of the research, in other words, contextualized to the southwest region of Paraná and the municipalities of Manfrinópolis and Pato Branco. The second part consists of a referential literature on participative management and also brings the historical constitution of RFHs, its appearance in France, Brazil and southern Brazil. The third part contains the results concerning to the data collection done. The results obtained in the research highlighted the financial difficulties that the RFHs face, considering that they need help from government agencies, NGOs or private companies. These financial constraints end up involving other pedagogical factors such as, for example, lack of adequate structure of the RFHs. But the survey also showed some interesting data, such as improved performance and behavior of young people in relation to traditional school previously attended by those young people. Also according to those surveyed RFH helps keep the young in the field with a Professional Life Project, considering that it is necessary to encourage them to remain in rural areas, but they are still able to increase their income.

M.Comm. (Business Management) / Communication in a business environment is an aspect that cannot be replaced. Theoretical considerations as revealed by literature indicate that the process is a complicated process. In this study, this is proven by the different types such as information theory which is concerned with the transmission aspects of communication process. The impact that information theory has had on the study of communication is analogous to the tremendous influence that quantitative techniques have had on management decision-making. Interpersonal communication emphasises transference of information from one person to another. It has both verbal and non-verbal forms. In verbal communication there is direct contact between parties involved. In non-verbal communication body postures are used as a means of communication. Written communication involves transmitting information through written word. Business communication within organisations is also influenced by other factors related to the diversity of workforce. Intercultural communication covers a wide variety of attitudes, perceptions and values. Language also plays an important role in communication as illustrated by the communicative, explanatory, regulatory and interrogative functions. The differences between American and British English illustrate the complexity of the process. The situation is more complex in South African organisations as there are eleven official languages. Of these only English and Afrikaans are used in workplaces as business languages. The population census conducted in 1996 indicated that about 43% of South Africans are functionally, illiterate and this number can be as high as 52% amongst blacks. As a result the majority of South Africans have poor understanding of these languages as a result of historical problems. In this study business communication is studies in a South African organisation, Mintek, to establish the effectiveness of communication in that organisation. Questionnaires are used to test the opinions of the employees. The results are tabulated and interpreted. Relevant literature is brought in when discussing the results, recommendations are made aiming at improving communication within Mintek.

The purpose of this research was to investigate three principals’ perceptions and experience of participative management and to gain insight into and understanding of the dimensions involved in participative management from the perspective of the three principals. The research was conducted within the interpretive paradigm, since I was interested in understanding the subjective experience and individual perceptions of three principals with regard to participative management and the meaning they attach to it in their natural settings: how they describe, interpret and make sense of participative management. Data were collected by means of questionnaires, interviews and observation. The findings indicate overwhelming support for the notion that participative management (collegiality) does have a positive influence with regard to creating a sense of common goals, shared vision, a sense of ownership, commitment and improved human relations. The respondents emphasized the critical role of the leader in facilitating the implementation of collegiality as well as an increasing awareness of the potential of participative management to improve human development through delegation. The responses revealed interesting paradoxes with regard to the tensions between leadership and leaderless organizations, as well as between autonomy and interdependence. Responses also reflect the sentiment that participative management should be selective, involving only those with the necessary skills and expertise in the decision-making process. While there is an appreciation of the benefits to be derived from collegiality, critical statements about participative management include the time-consuming nature of participative management, and the notion that participative management impinges on the authority of the principals.

The purpose of my research was to investigate participative management at the Albany Museum with a view to generating knowledge and insights that can be used to support senior management’s engagement with participative management at mid-management level. My interest was to investigate participative management with regards to five HODs of the Albany Museum with a view to generating knowledge and insights that can be used to support senior management’s engagement with participative management at mid-management level. The research was informed by the interpretive paradigm. The interpretive paradigm does not concern itself with the search for broadly applicable laws and rules but rather seeks to produce descriptive analyses that emphasise deep interpretation and understanding of social phenomena through the meaning that the people assign to them. This study is mostly descriptive and presents the reality of participants from their own experience. Semi-structured interviews and observation capture ‘insider’ knowledge that is part of an interpretive methodology. The study found that participative management was both understood and generally accepted as a good way to manage an organisation, and even members who were critical of it could see its benefits. However, the fractured and diversified structure of the organisation calls for a particularly skillful application of this management approach, one which would also demand leadership and a greater sense of working towards what are called collegial models of management. Whether this is in fact desirable for a museum is debatable.

The construction industry is one of the most dangerous industries in the world, with many workplace fatalities every day. The existence of legislation that governs Occupational Health and Safety (OHS) is an intervention to ensure that all governments, employers and employees play their part in establishing and implementing policies that will help secure healthy and safe working environments. The study is qualitative and with the help of an interview guide, semistructured interviews were used to collect the data. The respondents were selected using purposive and snowball sampling methods. Ten managers from ten (five small, five large) construction firms, two employees from each firm, and the OHS inspector from the Department of Labour in Grahamstown were interviewed. Having explored management’s practices, communication methods, training and distribution of information, employee representation and participation, and industrial relations, several conclusions were reached. During the study it was found that there are a number of obstacles that are hampering effective OHS in the construction industry. Some of these include; management’s lack of commitment to a participatory approach in OHS decision-making, limited resources to invest adequately in OHS, and the lack of sufficient trade union involvement. In addition, we know very little about OHS in the construction industry, and the mere existence of OHS legislation does not help reduce the risks associated with construction work, especially when there is a shortage of skilled personnel to enforce the legislation and regulations.

The thesis covers the field of labour law known as employee participation in decision-making. It deals with the examination of the extent to which the Labour Relations Act 66 of 1995 (the Act) promotes employee participation in decision-making. Firstly, the analysis shows that employee participation in decision-making is an aspect of democracy, which is translated into industrial democracy in industrial relations. In South Africa the philosophical foundation of employee participation is supported by the Constitution of the Republic of South Africa Act 108 of 1996 which embodies democratic values permeating all areas of the law including labour law. Secondly, the study elucidates the jurisprudential background of employee participation in South Africa. There is evidence of the development of some principles of participation like consultation; information disclosure; and the existence of participatory forums like works councils under the LRA 28 of 1956. Thirdly, in evaluating the extent to which the LRA 66 of 1995 promotes employee participation, the following aspects are covered: the relevance and contribution of information disclosure; the effect of consultation prior to dismissal for operational requirements; the role of collective bargaining; and the contribution of workplace forums. The conclusion is reached that all the foregoing aspects of the LRA 66 of 1995 will contribute to the promotion of employee participation in decision-making. The Labour Court and the Commission for Conciliation Mediation and Arbitration can also ensure that in interpreting the Act employee participation is promoted where appropriate. Finally, employers and employees will have to accept this necessary partnership for the entrenchment of employee participation in decision-making.