Thesis (MBA)--Stellenbosch University, 2000. / This mini-project compares the Airports Company South Africa (ACSA) with three European airports i.e. Helsinki, Frankfurt and Vienna. It describes each airport in terms of its background and describes transformation efforts that have taken place to date. A literature study explores various transformation models and examines the modem role of the Human Resource Department. The final conclusion shows that Airports Company South Africa (ACSA) is not only a major league player in Africa in terms of airport management, but also a true global player in this field. This study project will, therefore, be of interest to particularly developing nations who wish to have an airport system that no longer has to be funded by state money, but rather results in a facility that generates world class service and contributes in terms of dividends and/or capital to state offers.

D. Litt. et Phil.(Leadership in Performance and Change) / The aim of this study was to develop an organisation development model to support organisational change and transformation in a dynamic, continuously changing business environment, specifically for the mining industry in South Africa. Literature revealed that there is a tendency to employ universal and generic models to challenges of organisational change, whereas successful 00 needs a situation specific or contextualised approach. The field of OD reflects a paucity of empirical research, necessitating a greater research competence and more in-depth, robust empirical 00 studies to answer to 'contemporary contextual and environmental challenges. A further call is voiced towards OD to resolve organisational change challenges from a systemic perspective, which has been a central tenet of the field. A number of research participants from a South African company that has been implementing organisational change and transformation interventions in the mining sector, were selected by means of purposive sampling. A modernist qualitative approach with the case study as research strategy was utilised during the development of the model. Various data collection techniques were utilised with grounded theory as a data analysis technique to explore and systematically develop the concepts and categories of the model. Atlas.ti, together with manual coding procedures were utilised to systematically organise and analyse the rich descriptive data. Credibility, transferability, dependability and confirmability were ensured by following the guidelines presented in the literature. In the literature study, the sample's narrative was critically contrasted against the established scientific knowledge base of OD, considering specifically taxonomies, models and theories related to the emergent OD model. The resulting model deviates from the established perspectives on OD, in that it reflects a hybrid of several fields of study endeavour. The latter is consistent with a business practice perspective that integrates and deal with a single application domain, compared to a science-informed perspective which conducts research largely within defined (and confined) disciplinary boundaries. The OD model has implications for the mining industry in South Africa, and the development of grounded theory should facilitate the application thereof in future research.

A research report submitted in partial fulfilment of the requirements for the Degree of Masters by Coursework and Research Report in the field of Industrial Organisational Psychology in the faculty of Humanities, University of the Witwatersrand, 2017 / The purpose of the study was study to investigate relationships of employee psychological empowerment, transformational leadership and resistance to change among employees in Johannesburg, South Africa. There were 51 male participants and 57 female participants. Participants voluntarily participated in the study. The instruments used to collect data were the Multifactor Leadership questionnaire, resistance to change scale and psychological empowerment questionnaire. Data were analysed using correlations and multiple regression analyses. The results showed that employee psychological empowerment and resistance to change, age and resistance to change were the only significant results. Future studies can focus on factors that influence the readiness for change in South Africa which could include the opportunity to participate in the planned change projects, demonstrating the need for change and employee psychological empowerment. In addition, Future studies could also address the interest gap between generation X and Y in terms of implementing rigorous programmes which foster the empowerment of the workforce in organisations for both generations and reduce resistance to change / XL2017

Thesis (M.A.)--University of the Witwatersrand, Arts Faculty (Industrial Psychology), 2002 / The aim of this research was to investigate the career paths of individuals working in an Information Technology (IT) environment. The focus of the study is on the career history, subjective career views and career expectations and aspirations of these individuals. The study is exploratory and involved in-depth semi-structured interviews with nine individuals working in an IT environment in one financial institution. Results indicate that the career paths of these individuals no longer follow the traditional approaches to Career Development (CD), but rather amalgamate aspects of the traditional with the less traditional CD approaches. The results also indicate that the emphasis of CD is increasingly becoming the responsibility of the individual themselves, thereby requiring a more proactive and self-directed Career Management (CM) style. The results are discussed and interpreted in light of the literature reviewed. / AC 2016

M. Tech Business Administration / During the 2010/2011 financial year, the National Department of Human Settlements embarked on its second organisational restructuring effort, in an attempt to align and improve internal departmental performance. It is documented in the academic literature that when organisational change occurs, it impacts on employees. There are, however, few public sector studies of how change affects the psychological contracts of employees. The aim of this research is therefore to add to existing public sector literature by determining whether changes in the National Department of Human Settlements have impacted on employees' psychological contracts in a negative or a positive way. The research seeks to investigate whether the changes have affected employees' trust of their employer, their commitment, dedication, loyalty and career development opportunities.

M. Tech. Business Administration / During the 2010/2011 financial year, the National Department of Human Settlements embarked on its second organisational restructuring effort, in an attempt to align and improve internal departmental performance. It is documented in the academic literature that when organisational change occurs, it impacts on employees. There are, however, few public sector studies of how change affects the psychological contracts of employees. The aim of this research is therefore to add to existing public sector literature by determining whether changes in the National Department of Human Settlements have impacted on employees' psychological contracts in a negative or a positive way. The research seeks to investigate whether the changes have affected employees' trust of their employer, their commitment, dedication, loyalty and career development opportunities.

No abstract available. / Thesis (MPA)-University of Durban-Westville, 2002.

This study was an evaluation of the change management strategy implemented at Formchem Chemicals (KZN). A triangulation method was used where an exploratory study was conducted initially by drawing up a case study and thereafter conducting a quantitative study to evaluate the change strategy. In order to conduct a more focused design only four factors impacting on the change management process were considered. These factors were effective change planning, communication, resistance to change and job satisfaction. Information for the case study was mainly obtained from interviews and focus groups. The pattern matching technique was performed on the case study, where the strategy implemented was compared to those recommended in literature. Questionnaires were administered to the twenty employees in the department undergoing the change. Descriptive statistics were carried out on the information received from the questionnaire. It was found that there was effective change planning and communication. Management impacted positively on the resistance to change and there was an increase in job satisfaction levels. Statistical analysis also showed positive relationships between change planning and level job satisfaction, communication and a positive impact on resistance to change and finally a positive impact on resistance to change and level of job satisfaction. The management team at Formchem Chemicals (KZN) had taken all aspects into account when designing the change strategy as recommended by information gathered from literature and certain areas in communication and planning needed to be improved. / Thesis (MBA)-University of Natal, Durban, 2001.

The research undertaken explores how the culture of a business can be changed. when in distress. Because of the intangible nature of culture and culture change, the research firstly identified what culture is and how it is represented within organisations before exploring how culture could be changed while a firm is in crisis. A number of pragmatic and practical ways of changing culture were identified. / Thesis (M.Com.)-University of KwaZulu-Natal, 2006.

The main objective of this study was to explore how change can be understood fromthe change management perspective, especially in the local sphere of government. The study looked specifically at the Buffalo City Metropolitan Municipality journey through a significant shift or transition from a category B to Category A municipality during the 2011 Local Government elections. Based on change theory and a selected change management model, the framework for change management and issues related to it were constructed. Additionally, a synthesis of the most important phases and interventions in a strategic change process or project was created. The phases included: starting point, planning, implementation and evaluation, and securing. Various literature sources were consulted during the study. Inter alia, these included Lewin’s change management model, which states that change has to follow three stages—including, unfreezing, moving and refreezing. All these stages by Lewin(1951) emphasise the critical management role in driving planned or proactive change in order to address the likely emergence of resistance by observing a systematic process. A qualitative approach was utilized in order to solicit in-depth information using a structured questionnaire. Respondents were visited by the researcher in their offices, to gather data. To this effect, a total 25 respondents from the top management, councillors and middle management were sampled and interviewed accordingly. According to the findings of this study, important change management phases were recognized through researching theoretical literature—starting, planning and implementation phases. Empirical information at the starting phase involves analysis of the current and desired states and the need for change accompanied by guiding coalitions. In the planning phase, the most important interventions is project formulation, action plan development, analysis of prior and current strategic change initiatives and organizational structure analysis. In the change implementation phase the interventions of importance are the launch, quick-wins, creation of a sense of urgency, management of change resistance and communication of the change.