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Die bestuur van diversiteit in die Suid-Afrikaanse PolisiediensFourie, Marius (Mattheus Hermanus Wessels) 12 1900 (has links)
Thesis (PhD)--Stellenbosch University, 2002. / ENGLISH ABSTRACT: Organisation development is an emerging behavioural science discipline. Its goals
are to make organisations more effective and to develop individual potential. For this
reason organisation development provides a set of methodologies to bring about
organisational change and improvement systematically. The techniques introduced
by organisation development adhere to a set frame of values.
This research proposes that organisation development, as an evolving discipline,
can depend on the management of diversity as a tool for change under certain
conditions. Organisations are faced with the problem of surviving a fiercely
competitive world. This they have to do with a workforce that is becoming
increasingly diverse. Diversity as highlighted in this study, is a complex
phenomenon. It does not entail only race and ethnicity as is sometimes believed,
but also incorporates aspects like cultural differences and individual preferences.
The traditional view of diversity has been assimilation, where race and other
differences were standardised in a type of melting pot. In real life groups want to
retain their individuality and this is being increased by today's non-hierarchical,
collaborate and flexible management styles. The challenge is therefore to
acknowledge differences and then to get the same and even more productivity from
a diverse workforce as had been the case with the homogeneous workforce. This
must be done without artificial programmes, standards or barriers. The limited data
strongly suggest that efforts to manage diversity, as undertaken by leading
organisations, have been fairly successful in improving performance regarding
productivity, absenteeism and turnover. If diversity is ignored or improperly
managed, it could become a detractor from performance. On the other hand, if
diversity is managed well, organisations will be able to make diversity an asset to
performance.
This research shows that the management of diversity can and should be used to
change organisation culture and to promote satisfactory performance. In this regard
the monoculture of the South African Police Services is described as an example of
an organisation culture that hampers the personal growth of its members and thus
leads to ineffectiveness. This study identifies the main characteristics of the so-called police culture that
prevents the organisations performance from being effective. It does so in the light
of recent quantitative and qualitative research. Out of this a framework is developed
that can be used to implement the management of diversity. The study also
proposes proposals to utilise the management of diversity as an organisational
development technique. For this purpose a measurement instrument is developed.
The dissertation concludes with an exposition of strategies that the South African
Police Service can implement on individual, group and organisation level, to manage
diversity effectively. / AFRIKAANSE OPSOMMING: Organisasie-ontwikkeling, 'n ontluikende gedragswetenskaplike dissipline, het as
doelwit die verhoging van organisasies se effektiwiteit en die ontwikkeling van
individue se potensiaal. Om dié rede maak organisasie-ontwikkeling voorsiening vir
'n stel metodologieë gerig op die stelselmatige teweegbring van organisatoriese
verandering en verbetering. Die tegnieke wat deur organisasie-ontwikkeling
toegepas word, is op 'n vaste waardestelsel gefundeer.
Hierdie navorsing doen aan die hand dat organisasie-ontwikkeling, as 'n jong
dissipline, onder sekere omstandighede kan reken op die bestuur van diversiteit as
'n instrument vir verandering. Organisasies kom te staan voor die probleem van
oorlewing in 'n hoogs mededingende wêreld en kan dit slegs aandurf met die
beskikbare menslike hulpbronne van 'n toenemend diverse aard. Diversiteit, soos in
hierdie studie toegelig, is 'n komplekse verskynsel wat nie slegs, soos dikwels
aanvaar, ras en etnisiteit behels nie, maar ook aspekte soos kulturele verskille en
individuele voorkeure insluit. Die tradisionele siening van diversiteit was een van
assimilasie waar ras en ander verskille in 'n tipe smeltkroes gestandaardiseer is. In
die werklike lewe wil groepe hul individualiteit behou, 'n beginsel wat bevorder word
deur die hedendaagse nie-hiërargiese, samewerkende en buigsame bestuurstyle.
Die uitdaging is dus om, met erkenning van die verskille, met die diverse arbeidsmag
selfs hoër produktiwiteit te behaal as met 'n homogene arbeidsmag. Dit moet
sonder kunsmatige programme, standaarde of hindernisse bewerkstellig word. Die
beperkte data laat deurlopend blyk dat die diversiteitsbestuurspogings, soos deur
vooraanstaande organisasies aangewend, in 'n mate geslaag het om verbeteringe in
produktiwiteit, werksafwesigheid en arbeidsomset teweeg te bring. Indien
geïgnoreer of swak bestuur, kan diversiteit nadelig op produktiwiteit inwerk, soos die
teendeel ook waar is, naamlik dat diversiteit, wanneer goed bestuur, tot voordeel van
produktiwiteit kan wees.
Hierdie navorsing toon dat die bestuur van diversiteit kan en behoort gebruik te word
om organisasiekultuur te verander en om bevredigende werkverrigting te bevorder.
In hierdie verband word die monokultuur van die Suid-Afrikaanse Polisiediens
beskryf as 'n voorbeeld van 'n organisasiekultuur wat die persoonlike groei van lede strem en so tot oneffektiwiteit aanleiding gee. Aan die hand van resente kwantitatiewe
en kwalitatiewe navorsing identifiseer hierdie studie die hoofkenmerke van die
sogenaamde polisiekultuur wat belemmerend inwerk op effektiewe werkverrigting.
Hieruit word 'n raamwerk ontwikkel wat gebruik kan word vir die implementering van
diversiteitsbestuur. Die studie doen ook voorstelle aan die hand om die bestuur van
diversiteit as Organisasie-Ontwikkelingstegniek te optimaliseer. Vir die doeleindes
word 'n meetinstument ontwikkel. Die proefskrif sluit af met 'n uiteensetting van
strategieë wat die SA Polisiediens vir die effektiewe bestuur van diversiteit op
individuele, groeps, organisasie en interorganisatoriese vlakke kan implementeer.
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University politics under the impact of societal transformation and global processes : South Africa and the case of Stellenbosch University, 1990-2010Baumert, Stefanie Christine 12 1900 (has links)
Thesis (PhD)--Stellenbosch University, 2014. / Der Fakultät für Sozialwissenschaften und Philosophie der Universität Leipzig / ENGLISH ABSTRACT: Worldwide, national higher education systems and universities are repeatedly confronted
with global higher education trends and the challenge to handle them in specific national and
institutional contexts. This observation relates to the broader question how processes of
globalization affect university politics. The work at hand provides insights into how South
Africa and the South African Stellenbosch University (SU) were facing recent processes of
globalization in a situation of deep societal transformation after the end of apartheid.
The dissertation examines how university politics in South Africa were negotiated after 1990.
It investigates which local and global actors were involved and with what kind of interests
they influenced the process. For SU, it is analysed how the different levels making up the
University understood current international trends in higher education and how this
understanding brought about institutional change leading to inter- and transnationalization.
The thesis applies a qualitative multi-method approach drawing on document analysis and
interviews. The research is grounded on major research reports and national policy
documents on higher education, institutional documents of SU (e.g. the Senate and Council
documentation, brochures and speeches) as well as on a total of 52 semi-structured
interviews that were conducted with current and former representatives of SU as well as of
the national South African higher education system between 2010 and 2012.
Theoretically, the study draws on debates from higher education research and transnational
history concerning the internationalization and transnationalization of higher education. It
follows an analytical perspective for exploring and understanding higher education
developments that goes beyond the conventional state-centric nation-state model used to
analysing social processes and interactions. Therefore, the dissertation traces the impact of
the different spatial references of the local and the national level for university politics and
looks at how the local relates to the national and both of them to the regional and the global.
By approaching the topic historically, the study challenges the often referred to hypotheses of
academic isolationism and SU’s increasing insularity due to the international academic
boycott against South Africa during the apartheid era. It accentuates that prior to 1990 there
were many international activities going on at SU. Furthermore, the findings show that SU
has embarked comparatively early on a purposeful and strategic process of
internationalization, which occurred prior to its national opening in the form of transformation
and redress. Only by the turn of the century, processes of internationalization were paralleled
by an open transformation attempt. This was quite in contrast to the post-1990 dealing with
higher education on the national South African level and by many other South African universities. The study demonstrates that in approaching the challenges of societal
transformation and global processes, SU’s management initially favoured the “efficiency”
discourse over the “redress” discourse in order to pave the way for becoming an
internationally esteemed research university. / AFRIKAANSE OPSOMMING: Nasionale hoëronderwysstelsels en universiteite word wêreldwyd voortdurend gekonfronteer
met globale hoëronderwystendense en die uitdaging om in spesifieke nasionale en
institusionele kontekste daarop te reageer. Hierdie waarneming hou verband met die meer
omvattende vraag hoe globaliseringsprosesse universiteitspolitiek beïnvloed. Hierdie studie
gee insig in hoe Suid-Afrika op nasionale vlak en die Universiteit Stellenbosch (US) in Suid-
Afrika die resente globaliseringsprosesse te midde van ’n situasie van ingrypende
maatskaplike transformasie ná die einde van apartheid hanteer het.
Die tesis fokus op die universiteitspolitiek in Suid-Afrika na 1990. Die plaaslike en globale
rolspelers wat betrokke was en die vraag na die soort belange wat die proses beïnvloed het,
word ondersoek In die spesifieke geval van die US word ontleed hoe die huidige
internasionale tendense in hoër onderwys op verskillende vlakke binne die Universiteit
verstaan word en hoe hierdie begrip daarvan institusionele veranderinge teweeg gebring het
wat tot inter- en transnasionalisering aanleiding gegee het.
In die tesis word ’n kwalitatiewe veelmetodebenadering toegepas wat gebruik maak van
dokumentontleding en onderhoude. Die navorsing is gegrond op belangrike
navorsingsverslae en nasionale beleidsdokumente oor hoër onderwys, institusionele
dokumente van die US (bv. Senaats- en Raadsdokumente, brosjures en toesprake) sowel as
op ’n totaal van 52 semigestruktureerde onderhoude wat tussen 2010 en 2012 gevoer is met
huidige en voormalige personeellede van die US en met belangrike rolspelers in die
nasionale Suid-Afrikaanse hoëronderwysstelsel.
Op teoretiese vlak steun die studie op debatte in hoëronderwysnavorsing en die geskiedenis
van die internasionalisering en transnasionalisering van hoër onderwys. Die studie maak
gebruik van ’n analitiese perspektief om hoëronderwysontwikkelings te ondersoek en te
deurgrond. Dit strek verder as die konvensionele staatsentriese model wat gebruik word om
maatskaplike prosesse en interaksies te ontleed. Die effek van die verskillende ruimtelike
verwysings na die plaaslike en nasionale vlakke op universiteitspolitiek word ondersoek.
Daar word gekyk na die verband tussen die plaaslike aspekte en nasionale aspekte, en hoe
beide hierdie aspekte verband hou met regionale en globale aspekte. Aangesien die onderwerp histories benader word, word die algemeen aanvaarde hipoteses
ten opsigte van die akademiese isolasie in die algemeen en spesifiek die US se toenemende
isolasie weens die internasionale akademiese boikot teen Suid-Afrika gedurende die
apartheidsera, uitgedaag. Dit beklemtoon dat daar in die tydperk voor 1990 verskeie
internasionaliseringsaktiwiteite by die US was. In vergelyking met ander instellings het die
US reeds vroeg ’n doelgerigte en strategiese proses van internasionalisering aangepak. Dit
het gebeur voor die tydperk waartydens die nasionale oopstelling plaasgevind het wat onder
meer die vorm aangeneem het van transformasie en regstelling. Eers tydens die draai van
die eeu aan die einde van die negentigerjare het prosesse van internasionalisering parallel
geloop met ’n oop transformasiepoging. Dit was in redelike kontras met die tendense in hoër
onderwys na 1990 op nasionale vlak in Suid-Afrika, en met die tendense by baie ander Suid-
Afrikaanse universiteite. In die studie word aangetoon dat die US se bestuur in hul
benadering tot die uitdagings van maatskaplike transformasie en globale prosesse
aanvanklik die “doeltreffendheidsdiskoers” bo die "regstellingsdiskoers” verkies het om die
weg voor te berei om ’n internasionaal erkende navorsingsuniversiteit te word.
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Success factors of a winning organisation, measured at Rubico (Pty) LtdLubbe, C. R. 03 1900 (has links)
Study project (MBA)--University of Stellenbosch, 2003. / ENGLISH ABSTRACT: South Africa is a land of contrasts - contrasts in its landscape, cultures and business.
Highly successful organisations exist in South Africa. The less fortunate
organisations can learn a lot from them and other successful international
organisations. Business has become a highly sophisticated science and although a
recipe for instant success does not exist, the criteria described in this study can
enhance an organisation's chances for success considerably.
The first section of the study focuses on a literature study of nine critical factors
identified in successful organisations. The study covers: Vision, Map, Customer
Focus, Confidence, Standards, Drive, Teamwork, Support and Belonging. The
establishment and development of these critical factors within an organisation are
fundamental in highly successful organisations. The study will defines and develops
these factors into practical and understandable criteria to be used and measured in
an organisation. It further uses the criteria to show where an organisation could be
failing and highlights some common mistakes that can be avoided. The study also
provides business models to develop these criteria.
The second section of the study focuses on an internal survey done at Rubico (Pty)
Ltd, to measure the criteria explained in the first section. The survey highlights areas
where Rubico (Pty) Ltd is functioning well, but also identifies shortcomings. The
survey can be used as a measuring tool to provide insight into areas where an
organisation is lacking and give the user the ability to manage more effectively. / AFRIKAANSE OPSOMMING: Suid-Afrika is 'n land van kontraste - kontraste in die landskap, kulture en
sakewêreld. Daar bestaan baie suksesvolle organisasies in Suid-Afrika. Minder
suksesvolle organisasies kan baie leer by hierdie en ander suksesvolle
internasionale organisasies. Besigheid het verander in 'n hoogs gesofistikeerde
wetenskap en hoewel daar geen resep bestaan vir oornagsukses nie, kan die kriteria
wat beskryf word in hierdie studie 'n organisasie se kanse op sukses verbeter.
Die eerste deel van die studie fokus op 'n literatuurstudie oor nege kritiese faktore
wat in suksesvolle organisasies geïdentifiseer is. Die studie spreek die volgende aan:
visie, strategie, verbruiker fokus, vertroue, standaarde, dryfkrag, spanwerk,
ondersteuning en "belonging". Die daarstelling en ontwikkeling van hierdie faktore
binne die organisasie is fundamenteel in hoogs suksesvolle organisasies. Die studie
definiëer en ontwikkel hierdie faktore in praktiese en verstaanbare kriteria wat
gebruik en gemeet kan word binne 'n organisasie. Verder gebruik die studie hierdie
kriteria om aan te dui waar 'n organisasie nie slaag nie en om algemene foute wat
vermy kan word, uit te wys. Die studie voorsien ook sakemodelle om die kriteria te
onwikkel.
Die tweede deel van die studie fokus op 'n interne opname wat in Rubico (Pty) Ltd
geloods is, om die kriteria wat in die eerste deel verduidelik is, te meet. Die opname
beklemtoon areas waar Rubico (Pty) Ltd suksesvol is, maar identifiseer ook leemtes.
Die opname kan gebruik word as 'n meetinstrument om insig oor tekortkominge in
die organisasie te bekom en die gebruiker daarvan toe te rus vir effektiewe bestuur.
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Skills development and organisational development : an assessmentCloete, Harlan C. A. (Harlan Courtenay Alva) 12 1900 (has links)
Thesis (MPA)--Stellenbosch University, 2001. / ENGLISH ABSTRACT: Education and training under apartheid can at best be described as
fragmented and unequal along racial lines. The consequence of the
decades of human resource neglect resulted in the virtual destruction
of human resource potential, with devastating effects for social and
economic development. At the organisational level witness to this has
been the lack of career paths offered to workers and the debilitating
effect on worker motivation and general productivity. In response to this
state of affairs the South African government introduced a number of
innovative laws aimed at reversing this downward spiral:
The Skills Development Act, 1998 and the related legislation have as
their single objective the establishment of a more enabling and
responsive human resource environment. This will amount to the
rebuilding of the South African workforce within organisations through
the introduction of new sets of human resource processes, policies and
principles.
This study compares the activities of the Pioneer Foods Group with
those of the Drakenstein Municipality in relation to the skills
development regulatory framework and the subsequent obligations it
places on organisations to establish new human resource practices.
The study goes further and seeks to establish whether there is a causal
link between the processes of skills development and Organisational
Development (00). The study concludes that there is a definitive link
between the skills development regulatory framework and 00. The two
processes are regarded as mutually supportive, leading to the
achievement of individual and organisational end goals. / AFRIKAANSE OPSOMMING: Opvoeding en opleiding onder die Apartheidsregering kan beskryf word
as gefragmenteerd, ongelyk en geskoei op ras. Die gevolge van
dekades van menslike hulpbron vernalting het geweldige en
verreikkende ekonomiese en sosiale implikasies tot gevolg gehad. 'n
Nadere blik op die vlak van organisasies dui aan dat vir werkers geen
beroeps vooruitsigte was nie met die gevolg dat die motiverings vlak en
veral produktiwiteit ontsettend laag was. Die respons vanaf die Suid
Afrikaaanse regering was die bekendmaking van 'n reeks innoverende
wetgewing gemik om die afwaartste kurwe te stop.
Die Vaardigheids Ontwikkeling Wet, 1998 en die ander meegaande
wette het as primêre doelwit die daarskep van "n meer
verantwoordelike menslike hulpbron klimaat. Dit het ten doel die
heropbou van die Suid Afrikaanse mense deur die bekendmaking van
"n stel menslike hulpbron prosessese, beleid en beginsels.
Hierdie studie fokus en vergelyk die vaardigheidsontwikkeling
aktiwiteite van die Pioneers Voedsel Groep met die van die
Drakenstein Munisipaliteit. Die studie gaan verder deur vas stel of daar
n definitiewe verband is tussen die prossese van
vaardigheidsontwikkeling en die van organisasie ontwikkeling. Die
slotsom is die volgende: dat daar 'n definitiewe verbintenis is tussen
vaardigheidsontwikkeling en organisasie ontwikkeling. Die twee
prossese steun op mekaar deurdat beide ten doel het 'n verbeterde
organisasie en individu, soos hulle strewe na die bereiking van
doelwitte.
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Centralisation versus decentralisation of the organisation development function within the Western Cape Provincial AdministrationBoonzaaier, Jacob J. J. 03 1900 (has links)
Thesis (MPA)--Stellenbosch University, 2003. / ENGLISH ABSTRACT: Organisation development is one of the. most important management tools used by
organisations to assess themselves and their environment and to revitalise and to
rebuild their strategies, structures and processes to manage change. The purpose of
this study is to establish an understanding of what organisation development is and how
it works, and to identify and explain the legislative and other aspects that influence the
decision-making process with regard to organisation development interventions within
the public service. In addition to this, the author explains the development and current
reality of organisation development in the Western Cape Provincial Administration.
A current burning issue in the context of public legislation and other directives in the
public service is that managers want to be empowered to manage their own resources.
The issue of centralisation or decentralisation of the organisation development function
is a major source of dissension within the Western Cape Provincial Administration. The
main purpose of this study is to provide a body of knowledge on whether organisation
development is centralised or decentralised and what factors need to be considered
regarding this issue. / AFRIKAANSE OPSOMMING: Organisasieontwikkeling is een van die belangrikste bestuursmiddele wat deur
organisasies gebruik word tydens assessering van die organisasie en van die
omgewing, en om nuwe lewe in hulle strategieë, strukture en prosesse te blaas en dit te
herbou ten einde verandering te kan bestuur. Die doel van hierdie navorsing is om 'n
begrip te verkry van wat organisasieontwikkeling is en hoe dit werk, en om wetgewing
en ander aspekte wat die besluitnemingsproses oor intervensies ten opsigte van
organisasieontwikkelings binne die staatsdiens beïnvloed, te identifiseer en te verklaar.
Voorts sit die skrywer die ontwikkeling en huidige realiteit van organisasieontwikkeling in
die Wes-Kaapse Provinsiale Administrasie uiteen.
'n Vraagstuk wat tans baie aandag geniet binne die konteks van openbare wetgewing
en ander voorskrifte in die staatsdiens, is dié van bestuurders wat bemagtig wil word om
self hulle hulpbronne te bestuur. Die vraagstuk van sentralisering of desentralisering
van die organisasieontwikkelingsfunksie is 'n belangrike bron van meningsverskil binne
die Wes-Kaapse Provinsiale Administrasie. Die hoofdoel van hierdie navorsing is om 'n
kennisgeheel te voorsien rakende die vraag of organisasieontwikkeling gesentraliseer of
gedesentraliseer is en watter faktore ten opsigte van hierdie kwessie in ag geneem moet
word.
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The human resources capacity of Endumeni Municipality as a developmental local government institutionCele, Cyprian Godfrey Nhlanhla 04 1900 (has links)
Thesis (MPA)--University of Stellenbosch, 2003. / ENGLISH ABSTRACT: The post-apartheid era in South Africa has been marked by a whole range of important
changes. At local government, these changes have been manifested by, among other
things, the change in strategy from regulatory to developmental local government.
Interms of the open systems approach to organisational change, changes in one part of an
organisation need to be complemented by matching changes in other parts of the
organisation. This is the premise that forms the basis of this study. It is argued
particularly that the success of developmental local government hinges, to a large extent,
on complementary changes being made in other departments of a municipality.
The study focuses on one of these departments, namely the human resources (HR.)
department of a municipality. It investigates Endumeni Municipality, and researches
whether it has the necessary HR capacity to cope with the new strategy of developmental
local government. This is subsequently followed by recommendations derived from the
findings.
HR capacity is defined as the combination of the following key variables:
strategic partnership between the HR function and other functions of a
municipality;
integration of HR policies, systems and competencies with the developmental
mission of a municipality;
coherence among the different components of the HR strategy;
flexibility of the HR strategy; and
Alignment of the culture of a municipality with its developmental mission. The study is descriptive in character. It makes use of a combination of qualitative and
quantitative methods of investigation. The qualitative method comprises interviews with
key informants and an analysis of official documents. The quantitative method, on the
other hand, consists of a questionnaire that is administered to the Councillors of the
municipality.
The study came to a conclusion that Endumeni Municipality lacks the HR capacity to
carry out its developmental functions. To remedy this situation, the following
recommendations have been suggested:
(i) The current role of the HR section has to be reviewed with the view to elevate it
to the level of a strategic partner.
(ii) The HR competencies, policies and practices of the municipality are still
embedded in the outdated system of regulatory local government. These must
also come up for review so that they can be re-aligned with developmental local
government.
(iii) There is generally lack of co-ordination among the various components of HR
strategy. These must be re-aligned so that they can complement each other.
(iv) The municipality is currently finding it difficult to discard the old HR strategies, a
point which suggests rigidity on the part of these strategies. Inorder to cope with
the changing environmental conditions, the municipality needs to have some
flexibility in its HR strategies.
(v) Finally, the prevailing culture still shows elements, which support the old system.
This has to be addressed in order to create a new culture that is consistent with
developmental local government. / AFRIKAANSE OPSOMMING: Die post-apartheid era in Suid-Afrika word gekenmerk deur 'n reeks baie belangrike
veranderinge. Op plaaslike regeringsvlak word hierdie veranderinge, onder andere
gekenmerk deur die verandering in strategie van regulerende na ontwikkelende plaaslike
regering.
Volgens die oopstelselbehadering tot organisatoriese verandering moet veranderinge in
een afdeling van 'n organisasie aangevul te word deur soortgelyke veranderinge in ander
afdelings van die organisasie. Hierdie stelling vorm die basis van hierdie studie. Daar
word geargumenteer dat die sukses van ontwikkelende plaaslike regering in "n groot mate
rus op aanvullende veranderinge wat gemaak word in ander afdelings van die
munisipaliteit.
Hierdie studie fokus op een van hierdie afdelings, naamlik Menslike Hulpbronne (MH).
"n Studie word gedoen om te bepaal of Endumeni Munisipaliteit oor die nodige MR
beskik om die nuwe strategie van ontwikkelende plaaslike regering te ondersteun. Dit
word gevolg deur aanbevelings wat spruit uit die bevindings.
MH - kapasiteit word gedefinieer as "n kombinasie van die volgende sleutelveranderlikes:
n strategiese venootskap tussen die MR-funksie en ander funksies van "n
munisipaliteit;
inskakeling van MH-beleide, stelsel en - vaardighede met die ontwikkelingsmissie
van' n munisipaliteit;
samehorigheid tussen die verskillende komponente van die MR - strategie;
aanpasbaarheid van die MR - strategie; en
gerigtheid van die kultuur van' n munisipaliteit op sy ontwikkelingsmissie. Die studie is beskrywend van aard. Dit maak gebruik: van "n kombinasie van
kwalitatiewe en kwantitatiewe metodes van ondersoek. Die kwalitatiewe metode behels
onderhoude met belangrike informante en ontleding van amptelike dokumente. Die
kwantitatiewe metode, aan die ander kant, behels "n vraelys wat versprei word onder
ampsdraers van die munisipaliteit.
Die studie kom tot die gevolgtrekking dat Endumeni Munisipaliteit nie oordie MHkapasiteit
beskik om sy ontwikkelingsfunksie uit te voer nie. Die volgende aanbevelings
word gedoen, om hierdie probleem op te los:
(i) Die huidige rol van die MH - seksie moet hersien word om dit uit te lig na die
vlak van "n strategiese vennoot.
(ii) Die MR - vaardighede, beleide en praktyke van die munisipaliteit verteenwoordig
steeds "n uitgediende stelsel van regulerende plaaslike bestuur. Dit moet hiersien
word en in lyn gebring word met die ontwikkelende plaaslike regering.
(iii) In die algemeen is daar min samewerking tussen die verskeie komponente van die
MR - strategie. Hulle moet in lyn gebring word sodat hulle mekaar kan
komplimenteer.
(iv) Die munisipaliteit vind dit moeilik om ontslae te raak van die ou MH - strategie,
"n punt wat die onbuigsaamheid van hierdie strategieë bewys. Om by te bly met
die veranderende omgewingstoestande, moet die munisipaliteit buigsaamheid in
sy MR - strategie hê.
(v)- Ten slote, die huidige kultuur toon steeds elemente wat die ou stelsel steun. Dit
moet aangespreek word om "n nuwe kultuur te ontwikkel wat in ooreenstemming .
is met ontwikkelende plaaslike regering.
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Sustaining administrative effectiveness after municipal elections through change managementEngelbrecht, Maria Magdalena 12 1900 (has links)
Thesis (MPA)--Stellenbosch University, 2013. / ENGLISH ABSTRACT: Municipalities are vulnerable to a potential regime change every five years due to municipal elections. These elections leave a municipality susceptible to the instituting of a new political leadership with its own strategies and ideologies. As part of the government sphere considered closest to its citizens, it is essential that municipalities run efficiently and effectively. The new political leadership could, however, propose and institute changes within the municipality which could temporarily threaten the efficiency of the municipality. It is imperative that the change process is managed effectively to ensure minimum disruption to the administration of the municipality and its ability to deliver services to its citizens.
This study focuses on change management as an instrument to manage the changes proposed and instituted by a new political leadership post-municipal election. The study explores the role of governance, councillors and administration, as well as examines the effects which regime change has on municipalities, both politically and administratively. It explores change management, the various models and approaches which can be applied to change processes and applies this to the case of an anonymous municipality in the Western Cape.
The municipality, used in this study, experienced administrative changes in 2012 with a policy and macrostructure change initiated by the new political leadership. The study uses non-empirical as well as empirical research to illustrate the change process, after which change management principles are applied to this case study.
The importance of instituting a sufficient implementation plan based on change management principles is identified as key to ensure that the change process is managed effectively. The study further emphasises the importance of communication to officials throughout the change period. These findings resulted in the development of a Change Management Procedure Model to serve as guideline for municipal management during change periods. This model, which serves as recommendation to the study, will potentially minimise the possible disruption which changes can bring to the municipality and ensure that efficient service delivery is maintained. / AFRIKAANSE OPSOMMING: Vyfjaarlikse munisipale verkiesings laat munisipaliteite kwesbaar vir ’n potensiële regime-verandering en die daarstelling van ’n nuwe politiese leierskap met sy eie strategieë en ideologiëe. As deel van die regeringsfeer wat die naaste aan sy burgers beskou word, is dit uiters belangrik dat munisipaliteite doeltreffend en effektief bestuur word. Die nuwe leierskap kan egter veranderinge voorstel en instel wat die doeltreffendheid van die munisipaliteit tydelik bedreig. Daarom is dit noodsaaklik dat hierdie veranderingsproses effektief bestuur word ten einde die minimum ontwrigting vir die munisipaliteit en sy vermoë om dienste aan burgers te lewer tot gevolg te hê.
Hierdie studie fokus op veranderingsbestuur as ’n instrument om die veranderinge van ’n nuwe politiese leierskap na ’n munisipale verkiesing te bestuur. Die studie ondersoek die rol van die bestuur, raadslede en die administrasie, asook die effek wat ’n regime-verandering op munisipaliteite, beide polities en administratief, het. Verder word die verskeie modelle en benaderings tot veranderingsbestuur wat op veranderingsprosesse toegepas kan word, verken en op Alak Munisipaliteit toegepas.
Die munisipaliteit wat gebruik is in hierdie studie, het in 2012 administratiewe veranderinge ervaar as gevolg van ’n beleid- en makrostuktuurverandering wat deur die nuwe politiese leierskap geïnisieer is. Hierdie studie gebruik nie-empiriese sowel as empiriese navorsing om die veranderingsproses te illustreer, waarna veranderingsbestuurbeginsels op die gevallestudie toegepas word.
Die bevindinge van die studie identifiseer hoe belangrik ’n voldoende implementeringsplan gebaseer op veranderingsbestuurbeginsels is ten einde te verseker dat die veranderingsproses effektief bestuur word. Die studie benadruk verder die belangrikheid van kommunikasie met amptenare gedurende die veranderingstydperk. Hierdie bevindinge het gelei to die ontwikkeling van ’n Veranderingsbestuur Prosedure Model om as riglyn vir munisipale bestuur gedurende veranderingstydperke te dien. Die model, wat dien as aanbeveling na aanleiding van die studie, het die potensiaal om die moontlike ontwrigting wat veranderinge in die munisipaliteit tot gevolg kan hê te verminder en te verseker dat doeltreffende dienslewering gehandhaaf word.
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Towards addressing the challenges of black managers within the context of transforming South African organisationJamodien, Tariq Ishmail 03 1900 (has links)
Thesis (MBA)--University of Stellenbosch, 2009. / ENGLISH ABSTRACT: The phenomenon of transformation was originally conceived, in a South African context, as a
political strategy driven by socio-political force with the objective of fostering change based on
principles of enhancing human dignity and promoting equality in all aspects of society. The
workplace was one of the areas that first experienced the consequences of transformation,
encouraged mainly through legislation such as the Employment Equity Act (No. 55 of 1998).
The manner in which affirmative action measures may be implemented is determined by the
Employment Equity Act (No. 55 of 1998), which aims to ensure that the legacies of apartheid
in the South African workplace are redressed. In this regard, employment equity will, over
time, be achieved by promoting equal opportunity and fair treatment through the elimination of
unfair discrimination and through the implementation of affirmative action measures to
advance Black people, women and people with disabilities.
Regardless of legislative imperatives, South Africa has failed quite markedly to realise the
promotion of greater equality between all South Africans in the workplace. Black South
Africans and women are still seriously under-represented in top and senior management
posts. The key findings of the 2007/8 Employment Equity Report prepared by the
Commission for Employment Equity for the National Department of Labour showed low
representation of Blacks at top level management, senior management, and professionally
qualified and middle management levels, as compared to their white counterparts.
The challenges for organisations to transform are multi-faceted and include skills shortages,
homogeneous organisational cultures, a lack of commitment and a failure to incorporate
proper human resource strategies.
Organisations require a commitment by all members, particularly the leaders, to examine the
norms, customs, values and practices which militate against establishing a culture of valuing
diversity. A holistic approach that changes organisational systems, practices and policies as
well as the individual attitudes and values needed to create a valuing diversity culture should
propel an organisation towards true transformation. / AFRIKAANSE OPSOMMING: Die verskynsel van transformasie is oorspronklik in die Suid-Afrikaanse konteks ontwikkel as
'n politieke strategie aangedryf deur sosiopolitieke kragte en met die doel om verandering te
bevorder, gebaseer op die beginsels van die verbetering van menswaardigheid en die
ondersteuning van gelykheid in alle aspekte van die samelewing. Die werkplek was een van
die areas waar die gevolge van transformasie eerste ondervind is, hoofsaaklik bevorder deur
wetgewing soos die Wet op Gelyke Indiensneming (No. 55 van 1998).
Die wyse waarop maatreels vir regstellende aksie geimplementeer mag word, word deur die
Wet op Gelyke Indiensneming (No. 55 van 1998) bepaal. Hierdie wet het ten doel om te
verseker dat die erfenis van apartheid in die Suid-Afrikaanse werkplek reggestel word. In
hierdie opsig sal gelyke indiensneming mettertyd bewerkstellig word deur gelyke geleenthede
en billike behandeling aan te moedig deur die uitskakeling van onbillike diskriminasie en deur
die implementering van regstellende-aksiemaatreels om swart mense, vroue en gestremde
mense te bevorder.
Ongeag van wetgewing het Suid-Afrika in hoe mate misluk in die daarstelling van groter
gelykheid tussen alle Suid-Afrikaners in die werkplek. Swart Suid-Afrikaners en vroue is
steeds ernstig onderverteenwoordig in top- en senior bestuursposte. Die sleutelbevindings
van die 2007/8 Verslag oor Gelyke Indiensneming voorberei deur die Kommissie vir Gelyke
Indiensneming vir die Nasionale Departement van Arbeid, het aangetoon dat swartes in
vergelyking met hul wit ewekniee swak verteenwoordig is op die vlak van topbestuur, senior
bestuur, professioneel gekwalifiseerdes en middelbestuur.
Die uitdagings vir organisasies om te transformeer het vele fasette en sluit in 'n tekort aan
vaardighede, homogene organisasiekulture, 'n gebrek aan toewyding en 'n gebrek aan die
toepassing van behoorlike strategiee vir menslike hulpbronne.
Organisasies vereis toewyding van alle lede, veral die leiers, om die norme, gewoontes,
waardes en praktyke te ondersoek wat in stryd is met 'n kultuur waarin waarde geheg word
aan diversiteit. 'n Holistiese benadering wat organisasiestelsels, -praktyke en -beleid
verander, asook die individuele houdings en waardes wat nodig is om 'n kultuur te skep wat
waarde heg aan diversiteit, behoort 'n organisasie op die pad te plaas na ware transformasie.
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The effect of organisational restructuring at Xstrata Coal South Africa and its impact on the business culture at the Tweefontein divisionAlberts, Rasmus Stephanus 12 1900 (has links)
Thesis (MBA (Business Management))--Stellenbosch University, 2008. / ENGLISH ABSTRACT: Xstrata Coal South Africa (XCSA) embarked on a restructuring exercise towards the end of 2005 to enable the organisation and its management to adapt to the pressures and requirements of an ever-changing South African coal industry. The executive team of XCSA felt that some of the business units were too large to be effectively managed by one general manager and his/her management team. The Tweefontein and Impunzi business units fell into this category. Further, the executive team felt that the existing organisational structures on the mines were unable to effectively manage the demands coming from an ever-changing coal industry. Most such demands emanated from sustainable development issues: workplace safety, environmental management, health-related concerns to do with the employees and community development around the mines. The restructuring took place towards the end of 2005, not long after the restructuring of the business performance went into decline. The author of this thesis, as the General Manager of the Tweefontein Complex from the beginning of 2006 until mid-2008, was responsible for the day-to-day management of the division at the time. After explaining the need for restructuring, as well as how the structure was changed, the author will describe a comprehensive literature research study. The aim of such a study is to create a common understanding with the reader of the principles relating to culture, leadership and change management. The author then compares the two climate assessments of the organisational culture of the Boschmans Colliery undertaken during 2005 prior to embarking on the restructuring exercise, and of the Tweefontein Complex undertaken during 2007, on completion of the restructuring. Boschmans Colliery employees now constitute most of the underground and surface operations areas of the Tweefontein Complex. The organisational culture of the Tweefontein Complex was found to have been influenced by the restructuring exercise. The author concludes with recommendations on how the organisational culture of XCSA as a whole could be aligned. Chief among the recommendations are that: • A cultural alignment programme should be implemented to create a common organisational culture across XCSA. • A leadership development programme should be implemented to promote the desired organisational culture. • A communication strategy should be implemented to support the cultural alignment programme. • A branding campaign should be launched to strengthen the image of XCSA within the surrounding community. / AFRIKAANSE OPSOMMING: Xstrata Coal South Africa (XCSA) het aan die einde van 2005 besluit om die besigheid te herstruktureer om aan te pas by die veranderende aard van die Suid-Afrikaanse steenkoolindustrie. Die gevoel van die uitvoerende komitee was dat sekere van die besigheidseenhede te groot was om effektief deur een algemene bestuurder, bestuur te word. Die Tweefontein- en Impunzi-besigheidseenhede het in die kategorie geval. Verder het die uitvoerende kommitee gevoel dat die bestaande bestuurstruktuur per myn nie voldoende was om al die verwagtinge vanuit 'n vinnig veranderende steenkoolindustrie effektief te kan bestuur nie. Die vernaamste verwagtinge van die vinnig veranderende industrie was die vanuit die veld van Volhoubaarheid, naamlik veiligheid op myne, omgewingsbewustheid, gesondheid van die werknemers, sowel as die opbou van die gemeenskap. Die herstrukturering het aan die einde van 2005 plaasgevind en nie lank na die herstrukturering nie het die prestasie van die besigheid drasties afgeneem. Die skrywer was die Algemene Bestuurder van die Tweefontein Complex vanaf die begin van 2006 tot die middel van 2008, en was verantwoordelik vir die dag-tot-dag-bestuur van die afdeling. As deel van die studie sal die skrywer eerstens poog om die redes vir die herstrukturering te gee en ook hoe die nuwe struktuur daar uitsien. Tweedens sal die skrywer 'n deeglike literatuurstudie verskaf om 'n gemeenskaplike verstandhouding tussen die skrywer en die leser oor die beginsels van kultuur, leierskap en veranderingsbestuur te skep. Derdens sal die skrywer die resultate van twee klimaatstudies ontleed wat op die besigheidskultuur van die Boschmans-steenkoolmyn in 2005 voor die herstrukturering gedoen is en een wat in 2007 op die Tweefontein Complex na die herstrukturering gedoen is. Die werknemers van die Boschmans-steenkoolmyn maak tans die grootste gedeelte van die Tweefontein Complex se ondergrondse en aanleg- en logistieke afdelings uit. Na aanleiding van die analise van die twee klimaatstudies, bevind die skrywer dat die herstrukturering 'n daadwerklike invloed op die kultuur van die Tweefontein Complex gehad het. Die skrywer maak dan na gelang van sy bevindinge aanbevelings oor hoe die kultuur van Xstrata Coal South Africa (XCSA) as 'n geheel belyn kan word. Sy belangrikste aanbevelings is as volg: • Die implementering van 'n kultuurbelyningsprogram om 'n gemeenskaplike besigheidskultuur regoor Xstrata Coal South Africa (XCSA) daar te stel. • Die implementering van 'n leierskapsontwikkelingsprogram wat belyn is met die verlangde besigheidskultuur. • Die implementering van 'n kommunikasiestrategie wat die kultuurbelyningsprogram ondersteun. • Die loodsing van 'n Xstrata Coal South Africa (XCSA) bemarkingsveldtog am Xstrata Coal se beeld in die gemeenskap te bevorder.
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‘Integration’ as a key concept in organization development : the case of Gauteng Shared Services CentreMogale, Nakampe Joseph 03 1900 (has links)
Perceived failures of previous service delivery models within the Gauteng Provincial Departments dictates for experimentation with new working and improved models. Gauteng Shared Service Centre was established to improve efficiencies and effectiveness and service delivery to all citizens in the province.
This study conceptualizes and analyses integration of Gauteng Shared Service Centre Organisation Development functions. Specialisation within the component seems to create problems both for the component internally and its client externally which may have a spill-over effect to service delivery to the provincial citizens.
The General Systems Theory is utilized to facilitate the analysis of the Organisation Development component from a system’s perspective. This component of the GSSC, like any system exits for the achievement of a specific objective. Working together among system components is crucial for efficiencies. Integration is crucial in coordinating all specialist tasks of the component for improved service delivery to clients. / Public Administration and Management / M.A. (Public Administration)
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