Text in Afrikaans / The goal with the research is firstly is to study and theoretically describe the interpersonal style repertoire of middle level managers according to the interpersonal approach and more specifically the 1982 Interpersonal Circle. Secondly the interpersonal development interventions and the development process for middle level managers were discussed from this approach. The third theoretical goal involved compiling a interpersonal development programme for middle level managers. The empirical goals of the research involved the evaluation of the interpersonal style repertoires of middle level managers by means of self and fellow manager evaluations in an attempt to get an indication of the most prominent interpersonal styles of middle level managers. Furthermore the empirical investigation involved an analysis of the influence of the interpersonal development programme in expanding the interpersonal style repertoires of middle level managers. The results of the self evaluations suggest that the warm-friendly, deferent-trusting, assureddominant and sociable-exhibitionistic styles are the primary styles of the 263 middle managers in the sample. Their evaluations by the 82 fellow managers seem to indicate that the warmfriendly, assured-dominant, deferent-trusting, and sociable-exhibitionistic styles are the most prominent interpersonal styles of middle level managers. Although these results seem to correspond to the teoretically applicable style repertoires of middle level managers the scores were all below average. XIV With the interpersonal development programme an attempt was made to make the group of 32 managers aware of their own interpersonal style repertoires and to provide them with the opportunity to study the way in which these are used in interpersonal transactions during a experiential learning experience. The development interventions, process and the influence of the development programme are also discussed. / Die doel met hierdie navorsmg is eerstens om die interpersoonlike stylrepertoire van middelvlakbestuurders aan die hand van die interpersoonlike benadering en meer spesifiek 1982 Interpersoonlike Sirkel, te bestudeer en teoreties te beskryf. Tweedens is die interpersoonlike ontwikkelingsintervensies en -ontwikkelingsproses vir middelvlakbestuurders vanuit die benadering beskryf. Die derde teoretiese doelstelling het die samestelling van 'n interpersoonlike ontwikkelingsprogram vir middelvlakbestuurders behels. Wat die empiriese doelstellings in die navorsing betref, is die interpersoonlike stylrepertoire van middelvlakbestuurders deur middel van self- en medebestuurderevaluasies geevalueer om sodoende 'n aanduiding van die mees prominente interpersoonlike style van middelvlakbestuuders te kry. Verder het die empiriese ondersoek ook 'n ontleding van die invloed van die interpersoonlike ontwikkelingsprogram op die uitbreiding van middelvlakbestuurders se interpersoonlike style ingesluit. Die resultate van hulle selfevaluasies suggereer <lat die warm-vriendelik, geleidend-vertrouend, versekerd-dominant en sosiaal-ekshibisionistiese style die primere interpersoonlike style van die steekproef van 263 middelvlakbestuurders is. Wat die resultate van die evaluasies van die 82 medebestuurders betref, blyk dit dat die warm-vriendelik, versekerd-dominant, geleidendvertrouend en sosiaal-ekshibisionistiese style as die mees prominente style is. XVI Alhoewel hierdie resultate in 'n groot mate met die teoereties-toepaslike stylrepertoire van middelvlakbestuurders ooreenstem, was al die tellings ondergemiddeld. Met die interpersoonlike ontwikkelingsprogram is daar gepoog om 'n bewustheid by 'n groep van 32 bestuurders van hulle eie interpersoonlike stylrepertoire te kweek, en om hulle die geleentheid te bied om die interpersoonlike transakies waarin die style na vore tree, tydens 'n eksperimentele leerondervinding te bestudeer. Die gedragsontwikkelingsintervensies, die gedragsontwikkelingsproses en die invloed van die ontwikkelingsprogram word ook bespreek / Industrial and Organisational Psychology / D. Com (Bedryfsielkunde)

Text in Afrikaans / The goal with the research is firstly is to study and theoretically describe the interpersonal style repertoire of middle level managers according to the interpersonal approach and more specifically the 1982 Interpersonal Circle. Secondly the interpersonal development interventions and the development process for middle level managers were discussed from this approach. The third theoretical goal involved compiling a interpersonal development programme for middle level managers. The empirical goals of the research involved the evaluation of the interpersonal style repertoires of middle level managers by means of self and fellow manager evaluations in an attempt to get an indication of the most prominent interpersonal styles of middle level managers. Furthermore the empirical investigation involved an analysis of the influence of the interpersonal development programme in expanding the interpersonal style repertoires of middle level managers. The results of the self evaluations suggest that the warm-friendly, deferent-trusting, assureddominant and sociable-exhibitionistic styles are the primary styles of the 263 middle managers in the sample. Their evaluations by the 82 fellow managers seem to indicate that the warmfriendly, assured-dominant, deferent-trusting, and sociable-exhibitionistic styles are the most prominent interpersonal styles of middle level managers. Although these results seem to correspond to the teoretically applicable style repertoires of middle level managers the scores were all below average. XIV With the interpersonal development programme an attempt was made to make the group of 32 managers aware of their own interpersonal style repertoires and to provide them with the opportunity to study the way in which these are used in interpersonal transactions during a experiential learning experience. The development interventions, process and the influence of the development programme are also discussed. / Die doel met hierdie navorsmg is eerstens om die interpersoonlike stylrepertoire van middelvlakbestuurders aan die hand van die interpersoonlike benadering en meer spesifiek 1982 Interpersoonlike Sirkel, te bestudeer en teoreties te beskryf. Tweedens is die interpersoonlike ontwikkelingsintervensies en -ontwikkelingsproses vir middelvlakbestuurders vanuit die benadering beskryf. Die derde teoretiese doelstelling het die samestelling van 'n interpersoonlike ontwikkelingsprogram vir middelvlakbestuurders behels. Wat die empiriese doelstellings in die navorsing betref, is die interpersoonlike stylrepertoire van middelvlakbestuurders deur middel van self- en medebestuurderevaluasies geevalueer om sodoende 'n aanduiding van die mees prominente interpersoonlike style van middelvlakbestuuders te kry. Verder het die empiriese ondersoek ook 'n ontleding van die invloed van die interpersoonlike ontwikkelingsprogram op die uitbreiding van middelvlakbestuurders se interpersoonlike style ingesluit. Die resultate van hulle selfevaluasies suggereer <lat die warm-vriendelik, geleidend-vertrouend, versekerd-dominant en sosiaal-ekshibisionistiese style die primere interpersoonlike style van die steekproef van 263 middelvlakbestuurders is. Wat die resultate van die evaluasies van die 82 medebestuurders betref, blyk dit dat die warm-vriendelik, versekerd-dominant, geleidendvertrouend en sosiaal-ekshibisionistiese style as die mees prominente style is. XVI Alhoewel hierdie resultate in 'n groot mate met die teoereties-toepaslike stylrepertoire van middelvlakbestuurders ooreenstem, was al die tellings ondergemiddeld. Met die interpersoonlike ontwikkelingsprogram is daar gepoog om 'n bewustheid by 'n groep van 32 bestuurders van hulle eie interpersoonlike stylrepertoire te kweek, en om hulle die geleentheid te bied om die interpersoonlike transakies waarin die style na vore tree, tydens 'n eksperimentele leerondervinding te bestudeer. Die gedragsontwikkelingsintervensies, die gedragsontwikkelingsproses en die invloed van die ontwikkelingsprogram word ook bespreek / Industrial and Organisational Psychology / D. Com (Bedryfsielkunde)