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People management competitive practices in the new economyGoslett, Daniel Gideon 12 1900 (has links)
Thesis (MBA)--Stellenbosch University, 2003. / ENGLISH ABSTRACT: People management, as a differentiating factor for an organisation in a competitive
environment, has become a reality. This report focuses on practical best practices in
making human capital the differentiating factor in any organisation.
Eight topics are discussed, after positioning them against existing models and
showing their relationship to the MARDEN diagnostic model of change management.
The topics are:
• Ensuring that your organisation's people management strategy delivers
tangible results.
• Entrenching a workplace culture that delivers optimum performance.
• Creating high performance workplace practices.
• Achieving growth through competency-based people performance and
development.
• Leveraging superior performance through team based leadership.
• Strategy processes in developing supply chains and workplaces into major
competitive advantages.
• Transforming knowledge into power by becoming a true learning organisation.
• Enabling your organisation to implement a successful change and
transformation process.
The topics are each evaluated in further detail, in order to drill down into specific
practices and issues that need to be addressed by organisations. This ensures that practical best practices are positioned to ensure that the human capital, as a major
intangible asset, is nurtured into high performing teams and a cohesive group. / AFRIKAANSE OPSOMMING: Mensebestuur as 'n differensierende faktor vir 'n organisasie in 'n mededingende
omgewing is 'n realiteit. Hierdie verslag fokus op praktiese beste praktyke vir die
versekering om mense-kapitaal as die differensiasie faktor te vestig in enige
organisasie.
Daar word agt onderwerpe bespreek teen die agtergrond van bestaande modelle,
asook die verwantskap met die MARDEN diagnostiese model van
veranderingsbestuur as evaluerings basis. Die onderwerpe is:
• Versekering dat die organisasie se mense-bestuur strategie tasbare resultate
lewer.
• Vestiging van 'n werkplek kultuur wat optimale resultate verseker.
• Vestiging van hoë verrigting werkplek praktyke.
• Groei stimulasie deur bevoegdheid gebasseerde mense-prestasie en
ontwikkeling.
• Hefkrag van buitengewone prestasie deur span gebasseerde leierskap.
• Strategiese prosesse deur die ontwikkeling van waardekettings en werkplek
tot mededingende voordele.
• Omskakeling van kennis in mag deur 'n ware lerende organisasie.
• Bemagtiging van 'n organisasie deur die implimentering van suksesvolle
veranderings en transformasie prosesse.
Elke onderwerp word verder ondersoek in meer praktyke en detail wat deur
organisasies geadresseer moet word om te verseker dat die beste praktyke toegepas word. Sodoende word die organisasie by gestaan om mense-kapitaal te posisioneer
as die belangrikste ontasbare bate en ontwikkel in hoë prestasie spanne en 'n
samehorige groep.
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Imprinting Effects of Founding Conditions, Structure, and Capabilities on Social and Financial Organizational Outcome SatisfactionUnknown Date (has links)
My work investigates the effects of founding conditions for organizational
founders on the eventual satisfaction founders have with the financial and social
outcomes of their organization. First, I introduce two new constructs, social salience and
economic salience, which represent the intended social or economic goals of the founder
for their organization when they found the new organization. I then utilize organizational
imprinting theory to argue that the social and economic salience, along with founders’
previous work experience, influence the structure of the new organization via the legal
form. I then argue that the legal form influences the specific capabilities that the
organization will acquire or create early in the organization’s life. Finally, I argue that the
capabilities established at founding will influence the eventual satisfaction founders currently have with their organizations’ social and financial outcomes as the capabilities
endure over time.
Based on a sample of 150 organizational founders that are still actively managing
their organizations, my results support the idea that founding conditions for individual
founders influence the capabilities that their organizations create or acquire. Further,
founders’ current level of satisfaction with the financial and social performance of their
organizations is significantly related to these capabilities. These results largely support
the process based model of imprinting effects on organizational outcomes, and suggest
that founders play a critical role in setting the original imprint of an organization that will
endure via organizational inertia, perhaps long after the imprint’s originally designed
purpose. / Includes bibliography. / Dissertation (Ph.D.)--Florida Atlantic University, 2016. / FAU Electronic Theses and Dissertations Collection
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Organisational transformation using total quality management and ISO 9000Nabe, Percival Mvuyisi January 2008 (has links)
To be submitted in partial fulfilment of the requirements for the degree
MAGISTER TECHNOLOGIAE
in
Quality
Faculty of Engineering
CAPE PENINSULA UNIVERSITY OF TECHNOLOGY
2008 / Engineering by its very nature is associated with quality processes. Ineffective
processes have the potential to jeopardize the chances of providing
consistently, products that meet customer and applicable regulatory
requirements. By implication, this senario also calls for organizational
transformation. SA Five Engineering (Pty) Ltd (SAF), which will serve as the
target organization for this research study has in the past year suffered
numerous complaints of poor products as a result of ineffective processes,
impacting on production quality. Both 150 9000 and the concept of Total
Quality Management have the potential to mitigate ineffective processes
within SAF.
The key research objective with this research study, is to recommend how to
improve ineffective processes and the competitive advantage of SAF through
improved products. Furthermore, to analyze the business organization in
order to determine the extent to which Total Quality Management principles
are deployed with the aim of developing a model, which will serve as a
benchmark for sustained improvement. The research problem deals with
ineffective processes within SAF which impacts adversely on delivery of
quality products and services.
The research design and methodology to be conducted within the ambit of
this research study is applied research, as applied research is designed to
apply its findings to solve a specific existing problem. The research will
furthermore fall in the social world as the research relates to a structured
business research study pertaining to how things are, and why. The research
will be conducted from both an empirical and theoretical research paradigm,
using a survey for the purpose of data collection. The research method that
will be applied within the context of this research study will be a case study
research.
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An investigation of the middle managers' attitude towards organizational change: a case of the automotive industryHarunavamwe, Martha January 2010 (has links)
The present study investigated the attitudes of middle managers towards organisational change within the automotive industry in South Africa. As a result of global recession, the automotive industry has been going through a series of changes but at a very slower pace. An empirical investigation was undertaken using a sample of seventy two (72) middle managers drawn using the cluster sampling technique. An organisational change attitude questionnaire adjusted to suit the automotive industry environment was employed to collect data. The findings of the study indicated that middle managers have positive attitudes towards technological change (59%), Innovative Change (84%) and Total Quality Management (65%) However, middle managers indicated that they have negative attitudes towards re-organisation. There was moderate significant relationship between factors influencing attitudes (administration, participation, communication and the threats and benefits) and the attitudes portrayed. Factors such as administration of the change process, threats and benefits of the outcomes as well as opportunity for personal growth were found to be highly influential to middle managers attitudes towards change. In all cases, demographic variables such as gender, age and experience played a significant role in the views of middle managers towards organisational change. Key words: Attitudes, organisational change, middle managers, factors influencing attitudes and automotive industry.
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Making sense of digitalization : En fallstudie om digital transformationLyxell, Tobias, Mossö Wendelius, Johan January 2019 (has links)
Denna studie visar hur både sensemaking och berättelser tjänar som verktyg för att ge fördjupad förståelse för de implikationer som digitalisering innebär för moderna organisationer och därigenom samspelet mellan organisering och digitalisering. Berättelser bidrar med en djupare förståelse för hur sensemaking konstrueras och struktureras i en organisation under digital transformation. Sensemaking och berättande visar hur organisationen konstruerar olika förändringsbilder av digitalisering, hur dessa fluktuerar, samt vad detta kan innebära för organisationens arbete med detta. / This study shows how both sensmaking and storytelling serve as a tool for providing in-depth understanding of the implications that digitalization entails for modern organizations and thereby the interaction between organizing and digitization. Stories contribute with a deeper insight of the way in which sensmaking is constructed and structured within an organization undertaking digital transformation. Sensemaking and storytelling show how the organization portrays various change images of digitization, the way these fluctuate, and what implications they may pose for organizations.
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The Impact of Business Unit (BU)-Information Technology (IT)-Relationships on Business Transformations: A Mixed Methods StudyMallgrave, Justin 12 April 2023 (has links)
No description available.
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The effects of Fraud and Embezzlement in the organizational structuresNyandwi, Safia, Mohamedbrhan, Ikram, Saadallah, Dima January 2023 (has links)
Level: Bachelor thesis in Business and Administration Institution: School of business, Society and engineering, Mälardalen University Authors: Ikram Mohamedbrhan, Safia Nyandwi, Dima Saadallah Title: The effects of Fraud and Embezzlement in the organizational structures Supervisor: Stylianos Papaioannou Keywords: Fraud and Embezzlement, Organizational structure, Organizational Change Management (OCM), Corruption inequality /injustice, Ethic and transparency Research question: How does embezzlement and fraud affect the disparities in organizational structures? Purpose: The purpose of this thesis is to analyze the effect of fraud and embezzlement in organizational structures specifically focusing on the disparities of the tall and flat organizational structures. Method: Semi-structured interviews were conducted as part of the thesis' qualitative research methodology. The data was then analyzed on a thematic level. Conclusion: The study concludes that the effects of embezzlement and fraud are more severe in the tall organizational structure than in the flat organizational structure. The data show that reporting misconduct is simpler under flat organizational structures. Resulting, a disparate equilibrium regarding corruption in organizational structures.
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Organisational change management in South Africa : the development of a change framework and scorecard within a mergers and aquisitions environmentGlensor, Michael Colin 11 1900 (has links)
Change in today’s business environment may be seen as inevitable however in the
absence of a generic and endemic Change Framework for Managing and Leading
Change; South African businesses face a difficult task of surviving into the future unless
they are able to find an Organisational Change Management Approach that will assist
them in navigating the Organisational Change Landscape for the 21st Century.
This study provides an exploratory approach to understanding the nature of
Organisational Change Management in South Africa, by exploring the following key
concepts:
(1) An understanding of the nature of Organisational Change Management in South
Africa
(2) The Critical Success Factors needed for Organisational Change Management to
succeed in South Africa
(3) The provision of a practical Organisational Change Management Framework and
Scorecard for the measurement of Organisational Change Management processes
and initiatives
(4) Recommendations towards a Organisational Change Management Scorecard
The study which is largely qualitative in nature makes use of a multiple case study design
methodology for the collection of empirical evidence as well as quantitative research data
from a survey questionnaire to support the underlying constructs and research questions
posed within the study. The use of data and methodological triangulation, namely
research interviews, survey data, company and archival documentation as well as focus
group discussion points has provided the research study with the necessary validity and
reliability to support research results, findings and recommendations.This information should be utilized by Change Practitioners practicing organisational
change within a rapidly transforming environment, where Mergers and Acquisitions are
major force for change as it would help to provide the necessary change framework and
change scorecard for the management and measurement of organisational change
interventions.
This study also highlights the Critical Success Factors for change by focusing on the
Emotional side (Low impact) and Change Imperatives / Prerequisites (High impact) for
the management of organisational change. In addition, the study also provides a first view
of some change performance measures in the form of a Change Scorecard, which can be
used to assess the overall impact of the current change intervention being implemented. / Graduate School for Business Leadership / DBL
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The stories that leaders tell during organisational change : the search for meaning during large-scale transformationVeldsman, Dieter 05 February 2013 (has links)
Change has become the norm as knowledge economy organisations aim to build
agile people, process, and technology practises to ensure future sustainability.
Leaders have been criticised due to the inability to manage sustainable and
meaningful change that will navigate the future success of the organisation. The
research will explore leaders’ stories during an organisational change journey in
order to determine the story type and subsequent meaning associated with
leadership stories during organisational transformation. The research utilised a
qualitative narrative inquiry research design to explore multiple leadership stories.
Thematic network analysis was used to explore the themes identified within the
leaders’ stories and to identify the themes of meaning evident beneath the surface.
The research findings contribute to the field of Organisational Psychology by
providing leaders with a framework for navigating sustainable change journeys, and
explore current leadership practices that contribute to the high rate of current
organisational change failures. / Industrial & Organisational Psychology / M. A.
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An analysis of the impact of industry role players on the competitiveness and profitability of an entity in a volatile environmentMuli, Mary Goreti Shingirai 25 July 2013 (has links)
The airline industry has grown rapidly over the past few decades, recording a ten-fold rise in
passenger numbers and a fourteen-fold increase in cargo volumes. This growth has created
overwhelming value to airline passengers, employees, suppliers and the broader economy.
Unfortunately, this industry has been affected by terrorism attacks, wars, revolutions, pandemic
fears, earthquakes, volcanoes, failing economies and skyrocketing fuel prices all of which have
negatively impacted on profitability and resulted in intense competition. Consequently, airlines
have spent the last decade in survival mode having to adapt to harsh changes.
Air Zimbabwe, a state-run organisation which operates in this highly regulated and turbulent
industry, is faced with numerous micro and macro environmental challenges and has been
purposively selected for this study. According to company statistics, the airline’s annual
passenger uplifts have declined from a peak of over 1 million in the 1990s to less than 200 000
in 2011, with revenue generation declining in correlation. Whilst Air Zimbabwe has experienced
depressed demand for its services, competitor airlines are recording brisk business. The aim of
this study was to investigate how a struggling organisation, which operates in a turbulent
environment, can improve its competitiveness and profitability by better understanding the
impact of industry role players and adapting organisational strategies to industry variations.
This study examined, from the point of view of the industry players themselves, the extent to
which customers, suppliers, competitors, regulatory authorities, substitute products and new
entrants have impacted on the competitiveness and profitability of the airline. Major findings
reveal that an organisation cannot operate in isolation and be competitive or profitable, but
constantly needs to analyse the industry environment in which it operates in and to amicably
interact with other industry role players. The research outlines the need for competition in
certain areas and cooperation in others. / Business Management / M. Com. (Business Management)
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