Magister Artium - MA / Organisational culture has been one of the most studied and theorised concepts in organisational development. New ways of working, globalisation, increased competition and change in technology have created a greater need for strategic innovation and co-ordination and integration across units (Schein, 1992). Culture is the single most important factor for success or failure and has the greatest potential to effect organisational improvements or hold it back (Deal & Kennedy, 1982; Fowler, 2002). Research suggests that organisational culture, its assessment and management is increasingly viewed as a necessary part of healthcare improvements (Scott, Mannion, Davies & Marshall, 2003). In the health care environment, organisational culture has been associated with several elements of organisational experience and initiatives that contribute to quality, such as nursing care, job satisfaction and patient safety (Boan & Funderburk, 2003). In order to implement strategic initiatives or performance improvement interventions, it is important that an organisation understands the current status of its organisational culture. The best way to gain understanding of the culture is by assessing it (Davidson, 2004).  he aim of the research was to assess the organisational culture of a private hospital in the Western Cape. For the purpose of this study a quantitative methodology adopted used utilising purposive sampling. The sample (n = 221) was inclusive of males and females and comprised of permanent and contract employees extending across the following departments: Human Resources, Patient Administration, Pharmacy, Technical, Support Services and Nursing. The nursing department was the largest representative group of the sample. The sample also included of medi-staff, management and an additional small hospital that reports to the management team. The Denison Organisational Culture Survey was used to gather data for the study. The Survey measures four culture traits, namely, involvement, consistency, adaptability and mission. Descriptive and inferential statistics were used to analyse the data. Results indicated that employees perceived involvement, consistency, adaptability and mission positively. Furthermore, there were no significant differences found for consistency and sense of mission by employees in different departments. There were several limitations of the study. Amongst others, the results cannot be generalised to the broader population of all private hospitals as the findings are unique to the particular organisation. Secondly, the Denison Organisational Culture Survey has only been validated in a financial organisation in South Africa. A recommendation for further research would be to utilise quantitative as well as qualitative methodology to add to the existing body of knowledge. / South Africa

Purpose – The purpose of this paper is to examine the Portuguese public sector organizations' familiarity with, and willingness to utilize, project management tools, as these organizations attempt to enhance their operational performance through carefully crafted organizational change. Design/methodology/approach – Using a sample of 102 public officials, 30 project managers' characteristics, 23 project management variables, and information availability on these variables are studied and classified. Findings – In general, the results clearly showed the familiarity of the participants with the important characteristics and variables of effective project management practices. Some exceptions were attributed to the specific nature of public sector operational systems. Research limitations/implications – The sample used in this study is specific in nature. It consisted of Portuguese public sector officials at the middle-level rank in the managerial hierarchy. Thus, the results should be interpreted accordingly. Practical implications – Based on the results of this study, some important organizational implications regarding training and systems development were advanced. Originality/value – This study empirically examines the public sector officials' knowledge and attitude regarding project management practices. It offers significant implications to public sector organizations, as they pursue a more open system operational orientation to meet growing environmental pressures and citizens' demands.

Purpose – Owing to the increasing competitive pressures in the marketplace in recent years, the different facets of performance measures and measurement have changed. In this context, the lack of a clear understanding of the dimensionality of manufacturing performance tends to negatively impact successful implementation and utilization of manufacturing performance measurement systems. The purpose of this paper is to investigate the dimensionality of performance and its effective utilization in a manufacturing operational context. Design/methodology/approach – Using a sample of 92 Portuguese manufacturing executives, this study investigates the dimensionality of manufacturing performance and its associated current utilization practices. Factor analysis and cluster analysis are used to analyze data collected on 63 performance measures. Findings – Based on the results of this study, a conceptual framework is advanced. The framework is intended as an aid to manufacturing organizations in their efforts to modify their patterns of utilization of performance measures in order to be more consistent with the emerging changes and challenges of the global marketplace. Research limitations/implications – The sample used in this study is specific in nature (Portuguese manufacturing organizations). Thus the results should be interpreted accordingly. Practical implications – Based on the results of this study, some important organizational implications regarding the practices related to performance measurement in the manufacturing environment are identified. Originality/value – This study empirically examined the manufacturing Portuguese executives’ opinions regarding the dimensionality and utilizations of performance measures. In this context, this investigation contributes to the understanding of the implementation and utilization of performance measures and measurement systems.

The Bear River Valley Co-op Association was described in terms of certain changes that have occurred in its history, and analysis was made of how these changes relate to changes in the degree of local control by officers and members of the organization. The method used in this study was content analysis of records of the organization. The main sources of data were: The Articles of Incorporation and By-Laws of the organization for 1947 and 1964, and the minutes of meetings from 1968 to 1977. The study shows that the Bear River Valley Co-op Association today, as compared to the early period of its formation, has grown and changed from small-scale to a larger scale organizational pattern. This change is evidenced by a greater degree of formality and bureaucracy in its present organization than existed in the early period. Additional evidence is reflected in the greater concern for business matters today that formerly. Correlated with this change has been a decrease in local control which previously appeared as a predominant characteristic of the organization. This decrease is evidenced in some reduction of concern for membership relations and in a reduction in efforts to encourage local neighborhood and community discussion and planning in regard to common problems and needs of members

Computer professionals have been agents of change in many organizations. In some cases the role inadvertently became theirs as they were the ones at the vanguard of implementing the new information processing technology in organizations. While in other cases they were the catalysts for change, to force new methods/procedures onto lethargic organizations. While introducing change on others in the organization and adapting to new technological changes themselves, the computer professionals have not really had to face a significant change in their status, power, or importance to the organization. The introduction of the personal computer has brought about significant change in the way the job of the computer professional is perceived by many in the business world. While this change is personally affecting the way they do their job, there has not been a noticeable attempt by those managing computer professionals to deal with the human emotions engendered by such a change. Part of the reason for this lack of attention may be due to the lack of a model as to how computer professionals react to change. Such a model would provide a system whereby it would be possible to recognize where efforts could be made to measure, predict, and modify situations so that a smooth transition can be made to the change. Toward this end a model was developed which presents a system as to how computer professionals react to change. This dissertation presents the model, surveys a population of computer professionals, and analyzes the model using data gathered from the population. The data was gathered in the form of a self administered survey which was given to computer professionals working for six investor owned electric and gas utilities in the Northwestern United states. They answered questions on a scale of from one to five as to their emotions and perceptions about the introduction of personal computers into their organizations. These questions spanned the timeframe as the organizations migrated from the early beginnings of personal computer introduction, to a situation where the use of personal computers was widespread in the company. In the case of three of the companies the personal computer had not yet achieved widespread use at the time of the survey. The data gathered from the computer professionals was statistically analyzed to see if relationships exist between the model and the data. Additionally, interesting demographic data was analyzed to see if certain other factors affected the computer professional's perception as to the impact of the personal computer on their quality of worklife.

The purpose of this research was to apply specific organization development strategies in a professional school to test the applicability of Argyris' Theory and Method Model for this setting. The research was designed to determine the effectiveness of group decision-making processes before and after intervention. In order to accomplish this, the research included two phases. The purpose of Phase One was to involve all members in the organization development program so valid information could be collected about strengths, limitations, and problems of the organization. Data for this phase were collected by individual and group interviews. These interviews, while unstructured, were designed to accomplish four objectives: (1)to provide information about perceived strengths and limitations, (2)to ascertain the direction participants wanted the organization to take, (3)to identify specific problem areas, and (4)to ascertain the perceived need for change. In addition, participants were asked to complete a questionnaire designed to elicit perceptions of emphasis given to four missions of the school and the adequacy of the support services and personnel. As a result of the data collected, a new organizational structure was developed by the participants and the researcher. Problem areas were also identified. Phase Two of the research was an experimental study of impact of three interventions on the effectiveness of a group. Effectiveness was measured by a positive change in (1)the degree of collaboration used in problem solving, (2)the effectiveness of communication, (3)role clarity, and (4)the level of trust, concern, and individuality behaviors. The two larger departments were selected for this phase, one serving as the experimental group and the other as the control group. Two data collection methods were employed, the Meetings Questionnaire and nonparticipant observation. The Meetings Questionnaire, a 36-item instrument, measures perceived collaboration, communication, and role clarity. Participants were asked to complete this questionnaire before and after intervention. Nonparticipant observation data were collected by trained observers using Argyris' system of categories. Baseline information on the percent of trust, individuality, and concern behaviors were collected for three weeks before intervention. Post-intervention data were collected for three weeks by the same observers. The organization development strategies employed in the three-week intervention period were surveyed feedback, process consultation, and coaching/modeling. In the survey feedback, data collected from both the questionnaire and the observations were reported to the experimental group during the first week at a two-hour department meeting. The observational categories were also explained and discussed. During the next two weeks, the researcher served as process consultant at the experimental group department meetings, using coaching and modeling of facilitative behaviors as a teaching method. Post-treatment data indicated no significant change in collaboration, communication, role clarity, or trust, concern, and individuality behaviors. The conclusions drawn were that the organization development strategies had little impact on improving organizational effectiveness. The fact that none of the hypotheses were supported does not mean that OD has no value for professional schools, but may be due to the inadequacy of the instruments used. It was further suggested that the time actually spent on intervention may have been too short and the intervention too mild to effect a change in the numerous dependent variables of the research.

A research report submitted to the Faculty of Commerce, University of the Witwatersrand, Johannesburg, in partial fulfillment of the requirement for the degree of Master of Commerce, / Logistics is a management discipline that has been spoken about for years and is yet to deliver the full potential that it purports to bring about. Excellence in logistics has been identified as one of the major challenges that products related organisations currently face to ensure continued success in an increasingly competitive, global market. One of the key enablers to integration is the effective application of information technology. Most managers easily accept this as fact but few are clear in describing how this can be achieved. Two prime works used as reference for this research are Bowersox's research into logistics, providing a reference framework on the role of logistics in organisations, and Cilliers's study of logistics at ISO South African companies, providing a South African reference point, It is the combination of the Bowersox attributes and the Cilliers qualified sample of South African companies that provides the basis for an exciting research initiative establishing the role of information technology in achieving logistics excellence in South Africa Both successful and less successful organisations were measured against a set of attributes to determine which were most crucial in achieving logistics excellence: It is clear from the survey that logistics excellent companies have a marked difference in their approach to information teclmology as compared to those who are not logistics excellent. This is mapped out in the paper in some detail and some of the detailed responses may be somewhat of a surprise to the reader as they challenge conventional wisdom. The results of the survey were encapsulated into a simple model. This should act as a quick reference to IT professionals seeking to playa leading role in driving their company towards logistics excellence. Information technology plays a vital role in achieving logistics excellence. This paper provides some insight into the factors that are critical in achieving this goal. / Andrew Chakane 2018

A thesis submitted to the faculty of Commerce, Law and Management, University of the Witwatersrand, Johannesburg, in fulfilment of the Degree of Doctor of Philosophy, January 2018 / The goal of this research was to develop a comprehensive theoretical perspective on values and framing of sustainability in the context of strategic transformation in an organisational field. This perspective aimed to address the gap in understanding of the role of values within and across framing levels in the sustainability discourse. The goal of this research was accomplished in two stages. Firstly, a conceptual review of the previous research was used to develop an initial model of the valuebased framing of sustainability. Secondly, a case study based on framing analysis was conducted to verify the model. To accommodate the diversity of framing sources, a framing analysis methodology was developed based on the previous methodologies of value elicitation and framing research. The results confirmed the usefulness of the framing analysis in understanding the meaning construction and the outcomes of change, conflict, or resistance to change in strategic transformation. Additional insights from the empirical case revealed both value-framing divergence and convergence and the influence of the roles of frame actors in such processes. The framing analysis also indicated that some values might be associated with silencing sensemaking. The original contribution is three-fold. Firstly, an integrated model was developed based on the conceptual synthesis and the case study. The model differentiates sensemaking, sensegiving, and silencing sensemaking as sub-processes within the framing mechanism of sustainability transformation. The model clarifies the role of values as inputs, outputs, and strategic devices. The model outlines the processes of value-framing divergence and convergence. This model forms the foundation for the value-based theory of sustainability framing. Secondly, a new approach to framing analysis was developed that facilitates analysis of diverse communication styles in a comparable way. Thirdly, this research resulted in the development of an agenda for the advancement of the value-based theory. / XL2018

No description available.

Changes in the global marketplace have led to an increased emphasis on high quality customer service. Highly committed and satisfied employees are integral to developing a loyal and consistent customer base. Principles of organizational communication and trust, the learning and teaching organization, and the Baldrige assessment are integrated into an organizational structure that is Built to Serve all customers, both internally and externally. The literature review aims to enhance the current literature by connecting the interrelated concepts of organizational change, customer service, learning, teaching, communication, trust, and assessment. This qualitative study examined an organization, NetWork, to determine its readiness level to become an organization that is Built to Serve all of its customers. NetWork is a governmental agency that manages employment issues in a county in California. The NetWork customers were categorized into six groups; unemployed job seekers, low income job seekers, employers, youth, service providers/trainers, and staff members. Eighteen focus groups were conducted to ascertain the perceptions and attitudes each customer group had ofNetWork and of relevant employment issues as well as to ascertain the relationship between the customer groups. An interview guide was developed for each of the customer groups to guide the discussions. The total sample size was 166 focus groups participants. The focus group transcripts were analyzed to determine strengths and weaknesses of the current organizational structure as well as to generate strategic development suggestions for the organization to become one that is Built to Serve all customers. The results from the analysis of the transcripts indicated several limitations in the current organizational structure as well as multiple incongruent perceptions that exist between the customer groups. Twelve research questions are examined and evidence is introduced to answer each question. The results are then interpreted in the discussion section. Recommendations for NetWork to become an organization that is Built to Serve are suggested.