Two contrasting notions have been put forward on how social capital may influence individual effectiveness in organizations. Burt (1992) sets forth the informational and control advantages that are possible by building an open network characterized by large numbers of structural holes. In contrast, Coleman (1990) and Simmel (1950) have suggested that network closure, exemplified by large numbers of Simmelian ties, enables actors to develop trust, cohesiveness, and norms which contribute to effectiveness. Simmelian ties are strong, reciprocal ties shared by three actors. It is proposed that an actor's network cannot be dominated by both structural holes and Simmelian ties. Thus, this study examines whether a moderating variable is at work. It is proposed that the actor's task interdependence in the workplace influences the relationship between network closure and individual effectiveness. Actors in less task interdependent environments will benefit especially from the information and control benefits afforded by a network characterized by structural holes. Conversely, actors in highly interdependent environments will benefit especially from the creation of trust and cooperation that result from large numbers of Simmelian ties. Data was collected on 113 subjects in three organizations. Subjects were asked to rate the strength of their relationship with all organization members and their own level of task interdependence. Contrary to expectations, nearly all subjects reported high levels of task interdependence. Raters in each organization provided individual effectiveness measures for all subjects. Hypotheses were tested using hierarchical set regression and bivariate correlation. The results indicated support for the hypothesized relationship of Simmelian ties with task interdependence. When examining all cases, no support was found for the hypothesized relationship of structural holes and Simmelian ties with individual effectiveness and of structural holes with task interdependence. Nonetheless, additional analyses provided some indication of an association between Simmelian ties and individual effectiveness. Task interdependence did not moderate the relationships between either Simmelian ties or structural holes and individual effectiveness.

Small and medium-sized enterprises (SMEs) with fewer than 250 employees are the category of firm which accounts for the majority of businesses worldwide. In spite of their strategically important role as 'engines of economic growth', scant research has been devoted thus far to the underlying owner-manager learning processes in SMEs. In the literature on learning, little distinction is made between micro, small and medium-sized businesses in terms of company size or ownership structure. The literature also provides few reference points for the question of how ownermanagers learn in start-ups and small family firms as their businesses develop. The investigation of both types of owner-managers in small firms enriches the research context. The research main aim is to explore the learning of founding owner-managers ('founders') and initial successor owner-managers ('successors') in small family firms in greater depth, focusing on both content and process which lead to the growth of start-ups and small family firms, taking into account the development of Human Capital (HC). The social and contextual integration of owner-managers into the business environment is also considered. The research interest and emphasis are directed at analysing the learning of owner-managers on the basis of their understanding and interpretation of critical events during the development of the firm within its business and social environment. In order to capture these learning processes of the individual owner-managers, a phenomenological research paradigm is adopted. To fulfil the research aim, extensive literature research was carried out on the themes of entrepreneurial learning, learning at the workplace, Intellectual Capital (IC) and HC as well as the development of small and family firms. In order to explore these themes in the context of entrepreneurial development in the Rhine Valley, the research topic was extended to include regional business and training development in this geographical area (with its bordering countries Austria, Liechtenstein and Switzerland). The research sample with a multiple-case study design encompasses six owner-managers, founders and initial successors of technology-based small firms with fewer than 50 employees in the Rhine Valley region. The empirical data collection was based on a pilot interview phase with the owner-managers, followed by two interview phases in autumn 2008 and spring 2010 as part of a longitudinal study. The iterative data analysis integrates several systematic approaches to code, analyse and compare these six case study firms to identify the learning approaches of the owner-managers. The key findings obtained are described with the aid of the developed 'Hexagon Framework'. This model visualises the dynamics of continuous learning for ownermanagers, founders and successors in small firms. The knowledge contribution of the thesis lies in the identification and analysis of the different learning trajectories of the owner-managers, who either founded a start-up or took over a firm as initial successor. The findings make a significant contribution towards an enhanced understanding of the dynamics of continuous learning processes for ownermanagers in small firms during development phases. In addition, the developed framework of the owner-manager learning continuum contributes to entrepreneurial learning theory.

With the increased globalization and expansion of the markets worldwide, companies have to struggle with increased competition. Therefore, organisations have begun to offer advantages such as a personalisation of products to potential customers. Market conditions and legal policies can make it challenging to predict whether those ad-vantages can be realized. Project managers are often in the position of having to fulfil these requirements; in continuously changing influencing factors that make tasks diffi-cult to manage. These circumstances create complexity. Frequently, managers are una-ware that complexity has created problems in a specific project. Often, the traditional standards of project management no longer provide a sufficient support to managers of complex projects. This research investigates how current standards of project management address com-plexity, and whether a supplement is necessary. Complexity strengtheners are investi-gated. One standard Project Management Institute (PMI) is selected as an example to analyze the influence of strengtheners on PM-processes. A funnel model is developed based on these research findings. This is aimed to help managers in their daily practice and support them in categorizing the complexity of their projects. Based on this model, managers should be able to recognize the actual strengtheners of complexity and which processes of their project are affected. Finally, a possible adaption of the standard is re-searched. A proposition for a new comprehensive guide is designed to support manag-ers carrying out complex projects. The key managerial implication of this research is the development of a five-step model for handling complexity in projects: forming, storming, norming, performing, and ad-journing. Furthermore, the intent of this thesis is to make a valid contribution to the management literature. For handling complexity the new funnel model should close the gap between the recognition of complexity in a project and underlying causes. The new five-step model thus provides project managers helpful guidelines for handling complex projects. This research applies a mixed method, consisting of a survey (quantitative method) and focus interviews (qualitative method) with experts of project management (PMI) in Germany. There are approximately 4.900 PMI certified project managers in Germany; more than 170 participated in the survey (3.6%). This is considered sufficient to provide reliable results for this research. Further, three focus interviews deepen the knowledge and validate the results of the survey: Complexity is an actual problem in project man-agement. Existing standards are sufficient for project management, but complexity can-not be standardized. This thesis proposes to help project managers to resolve project complexity by providing guidelines for navigating through complex projects.

This thesis investigated the approaches concepts and techniques concerning Training Evaluation within organisations as a means of contributing to the assertion that training and development can provide added value for an organisation in a non-western context. In light of this the HRD policies and strategies available and the barriers which can exist to these strategies in those countries in the Arab world, like Libya, where considered. Additionally the paradigm that in transitional countries emphasise should be placed on encouraging training and improving performance is investigated. An interpretive research philosophy was applied and led to a qualitative design being chosen for this research as it required the creation of researchable questions which were salient to target respondents. The case chosen to be studied is the Libyan Iron and Steel Company (LISCO). An exploratory study was carried out involving a review of documentary evidence acquired from LISCO which included a survey of employees’ views on training within the company. The questioning of respondents to this study involved the use interviews managers of departments and professional training staff in the company were asked for their views to compare with those of the employees. In this study certain factors were grouped into themes, Arab Culture and the difficulties facing many transitional economies given the nature of the national and organisational culture in countries like Libya show that Western developed models of training and training evaluation cannot be universally applied. Organisations in Libya are typically state controlled and operate on strict hierarchical basis. This study proposes that in the current level of economic development Libyan organisations would benefit from a training evaluation model that focuses on a performance improvement perspective. The Training evaluation for transitional countries model proposed contributes to knowledge because it comes from the Libyan context. Any model of training evaluation considered for Libya or any transitional economy must combine the positive attribute of Western theoretical models with new elements specific to countries environment. This thesis is unique as it contributes to our understanding of models of HRD, and Evaluation practice by exploring their implementation and barriers to their use in an Arabic country that is in transition from a centralised economy to a more privatised one. Furthermore it investigates the transferability of western training evaluation practices to the Libyan environment A conclusion reached from this study is that any national policy that is introduced by the new Libyan government needs to include some radical reforms at national, sectoral and local levels. The Training evaluation for transitional countries model, although only a theory will serve as a guide to others embarking on similar research.

D.Litt et Phil. / Questions relating to organisational roles in industry are studied in terms of personality factors as well as the associated group behaviours. A two dimensional model is conceptually constructed according to which eight role sets can be placed in relation to Introversion vs Extroversion on one axis and Group vs Self Orientation on the other. The research is aimed at establishing the homogeneity of natural work groups and comparing the preferred team role profiles of different groups with one another. By means of the procedure and methodology used in the study it becomes possible to analyse group compositions, establish role requirements and to compare these role requirements with an individual's role preferences. A questionnaire, that measures a person's predisposition towards these roles, was used for ranking the order of 1415 respondent's role preferences. The statistical significance of the homogeneity of 40 organisational job groups are calculated by means of the Kendall Coefficient of Concordance and reported in the study. The different group profiles are compared using the Chi-square statistic for 2x2 tables. By means of this comparison, the similarities and differences between job groups are indicated in terms of status level, hierarchical relationships, titles and job types. Significant homogeneity, below the 0.05% level, is reported for 90% of the job-related groups selected for the study. Of these homogeneous groups, 75% indicated significance levels below 0.001%. The similarities and differences between groups were identified for each role set and meaningful conclusions could be reached regarding the reasons why these differences were observed. The conclusions drawn from the study are that job-related groups are homogeneous in terms of role composition, that differences between groups are significant, and that the extent of a person's adaptation to meet the requirements of another role can be judged according to his predispositions towards that role.

M.Ing. / The purpose of the research was to determine the relationship, between the innovative culture and employee retention within the organisation. High labour turnover impacts on organisational performance and survival. Despite an organisation’s level of development, many organisations face employee retention challenges. Therefore devising strategies to improve employee retention has become a priority for most organisations. The problem of high labour turnover was also observed during a pilot study conducted at the initial stage of this research study. From the pilot study it appeared as though a relationship existed between an organisation’s innovative culture and employee job satisfaction. A review of literature revealed that there were no extensive studies which had been conducted to establish the relationship between innovative culture an employee retention especially in South Africa. The need to develop strategies to improve employee retention and the lack of extensive studies in South Africa about whether innovative culture could influence employee retention motivated the current research study. High labour turnover has the potential to affect an organisation negatively with regards to employee morale, productivity, etc. Therefore, there was a need for a study to be carried out to determine the relationship between an organisation’s culture on innovation and labour turnover within the organisation. The research involved conducting a desk and pilot study to establish the problem of labour turnover; an extensive literature review to inform the researcher about labour turnover, employee retention, organisational culture, innovation and employee conditions of service. Finally a questionnaire survey and interview was used to establish the existing conditions among the selected sample. A relationship between innovative culture, employee satisfaction and employee retention was inferred from the data obtained from the questionnaire and interview survey. The empirical data obtained from the questionnaire survey and interviews was analysed using the Statistical Package for Social Sciences software (SPSS) providing descriptive and inferential statistics. Recommendations on employee retention were informed by the findings from the survey. The respondents to the questionnaire survey and interviews were professionals and employees in the selected organisations from all departments (Marketing, Finance, Human Resources and Trade Marketing). The participants to the study were drawn from the Fast Moving Consumer Goods (FMCG) sector, Manufacturing and Construction Industry Sector and from the Services (Banking and Utilities) sector.

This qualitative case study was designed to investigate employee involvement in a voluntary diversity-training program. There is limited research on what motivated employees to be involved in the diversity workshops. The data collected from the study may give workshop facilitators information on ways to enhance the modules of future workshops in order to reach out to those who have not attended and to sustain the participation of those who do. The researcher interviewed workshop participants to examine their experiences with the voluntary, diversity-training workshops provided by the School of Education. The interview examined the reasons why employees were motivated to become involved in the workshops, employee expectations of the workshops, and participants’ overall experiences with the workshops. The researcher also observed and noted the participants’ body language and facial expressions during the interview to determine their ease with the questioning strategies and to interpret whether to probe them for additional responses. The agenda and flyer was shown to the participants to see how those documents influenced their decision to participate in the workshops. Additionally, to provide a description of the sample, the participants completed a demographic questionnaire. The study took place at a university in the southeastern region of the United States. Data collection included interviews and documents. Interpretation analysis was used to identify themes. An analysis of the data revealed the importance that curiosity, a sense of belonging, peer interaction and a desire to learn has on an individual’s motivation to become involved in a voluntary, diversity-awareness workshop.

Despite progress made over the past decade, women in medicine are underrepresented in advanced academic leadership positions. This qualitative case study explored the perceptions of full-time women faculty at one large urban academic medical center regarding leadership trajectories within academic medicine, comparing those who are and those who are not in institutionally-defined leadership roles. The purpose of the research was to explore participants’ perceptions of the characteristics of effective leadership, how they view their own leadership potential, what motivates them to (or not to) seek leadership positions, what facilitators and challenges they may face in seeking such positions, what rewards and sacrifices they may have experienced on their career paths, and how and what they learned in the process. In-depth, semi-structured interviews were conducted with 27 full-time women faculty members of one large urban academic medical center. The participants were recruited based on leadership positions, years in practice and specialties. Several key findings emerged from the interviews. First, all participants described interpersonal skills as important elements of effective leadership in academic medicine. Second, women described gender biases in the workplace as challenges on their career paths. Also, work-life balance and the unique demands placed on working mothers were discussed. Third, mentoring relationships were perceived as facilitators of career advancement. Also, a majority of participants described having an interest in and self-efficacy toward leadership. Fourth, women described focusing their learning on acquiring organizational and administrative skills, through a combination of informal and formal learning. Most of the learning described was incidental and unplanned. Experiences were important for the incremental development of leadership proficiency. Women engaged in reflection to improve performance and to evaluate self. The benefits of engaging in communities of practice were described.

Thesis (Ph.D.)--University of the Witwatersrand, Faculty of Commerce, Law and Management, Wits Business School, 2016 / The market research industry prides itself on providing accurate and reliable information and solutions to varying business problems. However, the industry has been faced with the challenge of racial transformation at senior decision-making positions of the organisations. The pace of upward mobility of black researchers is slow and this is a threat for the industry because the senior level positions are often tasked with the analysis of research data and formulation of the strategic insights and business solutions to communicate to clients and stakeholders to meet their business needs. Therefore, it is difficult to be confident that the data about the black market does not get lost in translation and interpretation due to cultural nuances that may not be accessed. What is unique about the market research industry is that promotions to senior level positions are based on training on the job and the mastering of relevant skills on the job rather than specific prior training at college or university level. This opened theoretical and practical questions about the individual and organisational qualities that made it difficult for black researchers to progress to senior level positions. A phenomenological research approach was implemented to explore the lived experiences of the black researchers and the organisations, which could explain the slow upward mobility pace. In-depth semi-structured individual interviews were conducted with four CEOs of prominent organisations in the industry and 14 black researchers at various levels in these organisations. These interviews identified the organisational identity espoused by the leadership and the organisational identity lived by the black researchers. Narrative identity research approach and Erikson’s (1956) stage developmental model guided the process of understanding the individual identity of the black researchers at the point of the interview. The results suggest that there are three categories of black researchers in the industry. It is those who are not promoted within a specified timeframe promised by the leadership who leave the organisations, those who are not promoted but stay in the organisations for longer periods than would have been expected and those researchers who are promoted to senior level positions. Each of these categories shows unique individual qualities that potentially shape their experience in the organisations. A framework for understanding the interplay between the various lived experiences and outcomes has been developed. The slow pace of racial transformation at senior levels of the organisations can be traced to the responses of organisational management to change and the types of social exchange relationships between the black researchers and management. Future research may quantify the findings and validate the framework developed in this study to establish generalisability in the industry and in contexts outside the market research industry. A case study research methodology focusing on all the demographics of the organisations could also enrich the framework. / MT 2018

Thesis advisor: Willaim A. Gamson / What are the class culture differences among US progressive social movement groups? This mixed-methods study finds that activists speak and act differently depending on their class background, current class and upward, downward or steady class trajectory, confirming previous research on cultural capital and conditioned class predispositions. In 2007-8, 34 meetings of 25 groups in four movement traditions were observed in five states; 364 demographic surveys were collected; and 61 interviews were conducted. I compared activists' approaches to six frequently mentioned group problems. * Lifelong-working-class activists, usually drawn in through preexisting affiliations, relied on recruitment incentives such as food and one-on-one relationships. Both disempowered neophytes and experienced powerhouses believed in strength in numbers, had positive attitudes towards trustworthy leaders, and stressed loyalty and unity. * Lifelong-professional-middle-class (PMC) activists, usually individually committed to a cause prior to joining, relied on shared ideas to recruit. They focused more on internal organizational development and had negative attitudes towards leadership. Subsets of PMC activists behaved differently: lower professionals communicated tentatively and avoided conflict, while upper-middle-class people were more assertive and polished. * Upwardly mobile straddlers tended to promote their moral certainties within groups. A subset, uprooted from their working-class backgrounds but not assimilated into professional circles, sometimes pushed self-righteously and brought discord into groups. * Voluntarily downwardly mobile activists, mostly young white anarchists, drew the strongest ideological boundaries and had the most distinct movement culture. Mistrustful of new people and sometimes seeing persuasion as coercive, they had the weakest recruitment and group cohesion methods. Analysis of class speech differences found that working-class activists spoke more often but more briefly in meetings, preferred more concrete speech, and used more teasing and self-deprecating humor. The professional-middle-class (in background and/or current class) spoke longer but less often, preferred more abstract vocabulary, and used less negative humor. Group styles were formed by the interplay of members' predominant class trajectories and groups' movement traditions. Better understanding these class culture differences would enable activists to strengthen cross-class alliances to build more powerful social movements. / Thesis (PhD) — Boston College, 2012. / Submitted to: Boston College. Graduate School of Arts and Sciences. / Discipline: Sociology.