Thesis (MBA)--Stellenbosch University, 2003. / ENGLISH ABSTRACT: The Beehive Model (Figure 1.1) of organisational renewal is a theoretical model and analytical tool, in a honeycomb formation as developed by Nel (2001), which is used to obtain a 'snapshot' of organisational compliance with the application of either best or poor practices associated with seven individual workplace practices within the contemporary economic climate. Each of the seven workplace practices has eight pairs of indicators, in a questionnaire format (Appendix A), used to obtain the 'snapshot' of how an evaluated organisation/department/business unit performs regarding the application of either poor or best practices. The workplace practices, namely Strategy, Change Leadership, Stakeholder Commitment, Pay and Incentives, Talent Creation, Business Disciplines, and Structures, are suggested to be strongly related to and critical for entrenching change and high performance in organisations if best practices are applied correctly as driven by strategy. It is suggested that the application of poor practices within the organisational environment is likely to result in inertia and poor performance. The study project endeavour to determine the rationale behind the Beehive Model of organisational renewal for the entrenchment of change and high performance in organisational culture, as justified by recent academic literature, using a literature review as research design. The correlation of entrenched change and high performance with the application of best practices, and entrenched organisational inertia and poor performance with the application of poor practices, is in both cases assumed to be positive and no attempt is made to empirically test the correlations within this study project. The Beehive Model and the literature reveal a synthesised environment that culturally and structurally integrates workplace practices and questionnaire indicators, reinforcing and causing high performance, and endeavouring to create and explain the following scenario: All employees are enabled and empowered to achieve their maximum capability and potential through formal and informal workplace practices and processes that are integrated throughout the organisation and structured in such a way that makes them clear and simple to understand and easy to use, channels information flow purposefully, encourages and forces active information flow, and delivers relevant and useful information within specific contexts as underpinned by competent employees that are actively involved in the design, implementation, usage and ongoing adjustment of the workplace practices. This encourages contextual business understanding, and commitment to and participation in performance enhancing problem solving through effort that is aligned with strategy. The findings suggest that the Beehive Model's structure and purpose and the associated questionnaire indicators are soundly supported by recent academic theory as well as the limited available empirical research on related topics. It is therefore possible to conclude with a reasonably high level of confidence, as viewed against the backdrop of trends in the literature, that high compliance with the correct and holistic application of best practice, as associated with the seven workplace practices' indicators, is likely to result in the entrenchment of change and high performance within an organisation's culture. The literature reviewed also strongly suggests the industry independence of the effective application of the Beehive Model's questionnaire indicators. / AFRIKAANSE OPSOMMING: Die 'Beehive'-model (Figure 1.1) van organisatoriese vernuwing is 'n teoretiese model en analitiese werktuig, in 'n heuningkoekformaat soos ontwerp deur Nel (2001), wat gebruik word om 'n 'kiekie' te verkry van organisatoriese nakoming ten opsigte van die toepassing van goeie of slegte praktyke binne die kontemporêre ekonomiese klimaat. Elkeen van die sewe werkplekpraktyke het agt pare aanwysers, in 'n vraelysformaat (Aanhangsel A), wat gebruik word om die 'kiekie' te verkry van hoe die geëvalueerde organisasie/afdeling/besigheidseenheid presteer ten opsigte van die toepassing van óf slegte óf goeie praktyke. Daar word te kenne gegee dat die werkplekpraktyke, naamlik Strategie, Veranderingsleierskap, Verbintenis van belanghebbendes, Vergoeding en Aansporing, Talentskepping, Besigheidsdissiplines en Strukture, sterk in verband staan met en kritiek is vir die vaslegging van verandering en hoë prestasie binne organisasies indien goeie praktyke korrek toegepas word soos gedryf deur strategie. Daar word te kenne gegee dat die toepassing van slegte praktyke binne die organisasie-omgewing waarskynlik traagheid en swak prestasie tot gevolg sal hê. Die studieprojek poog om die rasionaal van die 'Beehive'-model van organisasievernuwing vir die vaslegging van verandering en hoë prestasie in die organisasiekultuur te bepaal soos geregverdig deur onlangse akademiese literatuur deur die gebruikmaking van 'n literatuuroorsig as navorsingsontwerp. Daar word aangeneem dat die korrelasie van vasgelegde verandering en hoë prestasie met die toepassing van goeie praktyke, en vasgelegde organisasietraagheid en swak prestasie met die toepassing van swak praktyke in beide gevalle positief is en geen poging word aangewend om die korrelasies empiries te toets as deel van hierdie studieprojek nie. Die 'Beehive'-model en literatuuroorsig toon 'n saamgevoegde omgewing wat kultureel en struktureel die werkplekpraktyke en vraelysaanwysers integreer en daardeur hoë prestasie versterk en veroorsaak, en wat poog om die volgende scenario te skep en te verduidelik: Alle werknemers word in staat gestel (bekwaam) en bemagtig om hul volle vermoë en potensiaal te bereik deur formele en informele werkplekpraktyke en prosesse wat regdeur die organisasie geïntegreer is en wat duidelik en eenvoudig gestruktureer is om dit maklik te maak om te verstaan en te gebruik, informasievloei doelgerig te kanaliseer, aktiewe inligtingsvloei aan te moedig en te forseer, en wat toepaslike en nuttige inligting binne bepaalde verband lewer soos ondersteun deur bekwame werknemers wat aktief betrokke is by die ontwerp, implementering, gebruik en deurlopende aanpassing van die werkplekpraktyke. Dit moedig die kontekstuele begrip van die besigheid, asook verbintenis tot en deelname aan prestasieverhogende probleemoplossing aan deur inspanning wat strategiegerig is. Die bevindings dui daarop dat die 'Beehive'-model se struktuur en doel en die gepaardgaande vraelysaanwysers sterk ondersteun word deur onlangse akademiese teorie asook beperkte beskikbare empiriese navorsing ten opsigte van verwante onderwerpe. Daarom is dit moontlik om met 'n redelike hoë mate van vertroue tot die gevolgtrekking te kom, soos gesien teen die agtergrond van tendense in die literatuur, dat 'n hoë mate van nakoming van die korrekte en holistiese toepassing van goeie praktyke, soos geassosieer met die sewe werkplekpraktykaanwysers, waarskynlik sal lei tot die vaslegging van verandering en hoë prestasie in die kultuur van 'n organisasie. Die literatuuroorsig dui ook redelik sterk op die begryfsonafhanklikheid van die doeltreffende toepassing van die "Beehive'- modelvraelysaanwysers.

Thesis (MBA)--Stellenbosch University, 2006. / ENGLISH ABSTRACT: Making sense of the competitive environment has become an essential condition for organisational survival and growth. The nature of the competitive environment has evolved to a state that all companies in an industry have more or less the same access to information. It is the companies that translate that information into actionable intelligence that will have the best chance of a competitive advantage. However, few organisations have the resources to study every aspect of the competitive environment. Prioritisation is required to ensure that only those aspects of the competitive environment that will really contribute to the performance of a company are studied. Translating information into intelligence requires both a process and a focus. This study was used to derive a conceptual competitive intelligence process model to guide the operations of Old Mutual’s Competitive Intelligence (CI) function. The conceptual model presented is based on a literature study and details the required steps in translating available information into actionable intelligence. The literature study firstly defines the concept of competitive intelligence. Secondly, it describes the conceptual model. Finally, the literature study describes in more detail the first phase of the intelligence process, i.e. the identification of intelligence needs of the organisation, and the translation of those needs into topics that can be prioritised and operationalised for collection and analysis by the CI function. This process is referred to as the Key Intelligence Topics (KITs) process. The identification of needs was done by means of an empirical study and entailed personal interviews with members of the senior management team of Old Mutual. The most significant need identified in the interviews is for forward-looking analysis of industry trends and competitor strategies. The products of these analyses should suggest potential actions to the recipients or users. The interviews and business documentation on strategic and tactical initiatives were used to determine the key intelligence needs of Old Mutual. The process and framework of interpreting the intelligence needs into prioritised KITs is described in Chapter 4. However, on Old Mutual’s request, specifics pertaining to strategic initiatives and intelligence requirements derived from the empirical study have not been documented in this study. / AFRIKAANSE OPSOMMING: Om sin te maak van die mededingende omgewing het ‘n noodsaaklike voorwaarde vir ‘n maatskappy se oorlewing en groei geword. Die aard van die mededingende omgewing het ontwikkel tot ‘n vlak waar al die maatskappye in ‘n industrie merendeels toegang tot dieselfde inligting het. Dit is slegs dié maatskappye wat beskikbare informasie kan omskakel in bruikbare intelligensie wat die beste kans op ‘n mededingende voordeel sal hê. Nogtans, weinig maatskappye het die beskikbare hulpbronne om elke aspek van die mededingende omgewing te kan bestudeer. Prioritisering word dus benodig om te verseker dat slegs die aspekte van die mededingende omgewing wat werklik ‘n bydrae sal lewer tot die welslae van die maatskappy, bestudeer sal word. Omskakeling van informasie na intelligensie benodig beide ‘n proses en ‘n fokus. Hierdie studie dien om ‘n konseptuele prosesmodel van mededingende intelligensie af te lei vir die gebruik in die Mededingende Intelligensie (MI) afdeling van Ou Mutual. Die voorgestelde model is gebaseer op ‘n literatuurstudie en beskryf die nodige stappe om beskikbare informasie om te skakel in bruikbare intelligensie. Eerstens beskryf die literatuurstudie die konsep van mededingende intelligensie. Tweedens beskryf dit die konseptuele prosesmodel. Laastens beskryf die literatuurstudie die eerste fase van die intelligensieproses in meer besonderhede, d.i. die identifisering van intelligensiebehoeftes van die maatskappy en die verwerking van daardie behoeftes tot onderwerpe wat geprioritiseer en in werking gestel kan word vir insameling en ontleding van informasie deur die MI afdeling. Dié omskakelingsproses is bekend as die “Key Intelligence Topics (KITs)”-proses. Die identifisering van behoeftes is deur middel van ‘n empiriese studie verkry, en behels die voer van persoonlike onderhoude met lede van die senior bestuurspan van Ou Mutual. Gedurende die onderhoude was die behoefte aan toekomsgerigte ontledings van industrieneigings en mededingerstrategieë geïdentifiseer as die grootste huidige tekorte. Voorts moet die ontledings voorgestelde optredes aan die ontvangers van die intelligensie bied. Die onderhoude, tesame met strategiese en taktiese dokumentasie, is gebruik om die sleutel intelligensiebehoeftes van Ou Mutual te bepaal. Die proses en raamwerk om die intelligensie behoeftes te vertolk in geprioritiseerde KITs word beskryf in Hoofstuk 4. Op versoek van Ou Mutual is spesifieke inligting soos deur die empiriese studie afgelei en met betrekking tot Ou Mutual se strategieë en intelligensiebehoeftes nie weergegee in hierdie studie nie.

Thesis (MBA)--Stellenbosch University, 2008. / ENGLISH ABSTACT: The research seeks to investigate the progress of an indigenous group of companies in the advertising industry in Nigeria, in its bid to transform from unsustainable organisational practices to more sustainable and progressive practices that promote increased operational efficiency and organisational performance. The study made use of the Beehive Survey of High Performance Organisation TM and the Evolution to Excellence Framework (EEF), tools that were used by permission of the owners, The Village of Leaders Consulting, as well as interviews with staff of the company. The research objectives were firstly, to identify positive and negative influences on organisational culture change, secondly, to assist the subject company in identifying necessary steps to take in its bid to become world class and finally, to test the questionnaire model, the Beehive Survey, in an environment other than South Africa where it had been extensively used. The research further aimed to identify how far Nigerian companies had been able to achieve their bid to become truly world class with sustainable organisational practices, what type of leadership and cultural challenges they might face and what they needed to do to overcome these challenges. The major findings of the research were that indigenous companies need to reduce authoritative hierarchy and control, increase participation and interaction at all levels, increase transparency and information dissemination and clearly define the organisational vision and get the buy-in of all stakeholders.

Much of the previous research on organizational performance deals with the larger businesses. As such, the owner/managers of small firms and researchers interested in small businesses have had to work with planning models which were not formulated with small businesses in mind. Therefore, the general purpose of this study is to help correct this deficiency and add to the body of knowledge concerning the contributions specific factors make toward increasing the performance of small firms. Specifically, selected managerial personality traits, managerial perceived environmental uncertainty, managerial scanning habits, and managerial goal setting activities are utilized to develop three models. The three models are used to determine the relationship the factors have to each other and the contribution the variables make toward the performance of the firm. The firms included in this study are located in a South Central metropolitan area. The firms have between 2 and 100 employees, sales of less than 3 million dollars, and have been in operation 2 years or longer. This study utilizes regression analysis and path analysis to determine the effects the factors have on each other and their contribution to the firm's performance. The Statistical Package for the Social Sciences (SPSSx) is utilized to run the regression analysis. An Analysis of Linear Structural Relationships by the Method of Maximum Likelihood (LISREL) is utilized for the path analysis. Using path analysis, the third model demonstrates a total coefficient of determination for structural equations of 0.09. However, only two of the four factors have a t value of 2.0 or greater. The study also indicates the personality trait of dogmatism is inversely related to managerial scanning -.349 p <.01. Perceived environmental uncertainty is negatively correlated to performance at -.215 p <.05. None of the remaining factors demonstrated significant relationship to the firm's performance.

L’objet de ce travail de recherche est de contribuer à l’étude du concept de Performance Sociétale de l’Entreprise (PSE), dont les problématisations jusqu’à présent fournies demeurent largement controversées. En effet, l’examen du corpus de connaissances révèle l’existence d’anomalies de nature théorique, conceptuelle et empirique. Ces insuffisances renvoient aux modes d’opérationnalisation de la PSE, à la manière dont le concept a été relié à la notion de performance, ainsi qu’à l’absence de contextualisation de la PSE en rapport avec son environnement institutionnel. Il importe donc de réorganiser le concept au sein d’un cadre d’analyse consensuel qui reconnaît le caractère dynamique et contingent de la démarche sociétale de l’entreprise. Ainsi, ce travail se propose d’explorer le concept de PSE et d’analyser ses antécédents institutionnels et ses effets sur le niveau de performance organisationnelle.Sur le plan théorique, l’architecture globale de la thèse obéit à un raisonnement à triple phase : déconstruction/reconstruction/validation. La phase de déconstruction (première partie) se traduit par une mise en perspective critique (théorique, conceptuelle et empirique) de la PSE. La phase de reconstruction (deuxième partie) consiste en le développement d’un cadre d’analyse systémique qui se veut être fédérateur et englobant des différentes orientations théoriques. Et enfin, la phase de validation (troisième partie) est destinée à statuer sur les dépendances étudiées et la recevabilité des hypothèses, de manière à tirer un certain nombre de conclusions et d’enseignements.Sur le plan conceptuel, notre cadre d’analyse mobilise l’approche systémique pour décliner les différents niveaux d’analyse, à savoir, les pressions institutionnelles en tant qu’entrée du système, la PSE en tant que processus, et la performance organisationnelle en tant que résultat du système. Le modèle de recherche est articulé par un corps d’hypothèses multi-niveaux (hypothèse générale, hypothèses partielles, hypothèses adjacentes, hypothèses de modération).Sur le plan méthodologique, notre démarche se décline en deux phases qui reprennent les moments forts de notre travail de recherche. Une première phase exploratoire visant à explorer la PSE, à adapter et à reconfigurer notre modèle de recherche. Une deuxième phase déductive qui cherche à tester les hypothèses de la recherche et à établir les apports en termes de connaissances. L’investigation empirique conduite sur 132 entreprises tunisiennes issues de différents secteurs d’activité a permis d’entériner la systématicité de la PSE. En effet, la démarche sociétale de l’entreprise s’apparente à un processus contingent (fortement conditionné par les pressions institutionnelles), finalisé (produit des résultats en termes de performance), piloté (guidé par des principes et des convictions managériales), et soutenu (appuyé par des instruments et des mesures sociétaux). L’originalité de ce travail se justifie essentiellement par une logique multi-nivaux du modèle de recherche ainsi que par une démarche méthodologique adaptée à la complexité de l’objet de la recherche. De surcroît, cette problématique a été largement discutée dans le contexte occidental et essentiellement américain, elle reste encore peu explorée dans le monde Arabe et en particulier le Maghreb / The purpose of this research is to contribute to the study of Corporate Social Performance (CSP) concept, which provided theorizations remain highly controversial. Indeed, examination of the body of knowledge reveals theoretical, conceptual and empirical anomalies. These shortcomings relate on the operationalization of the CSP, the manner in which the concept has been linked to the notion of performance, and the lack of contextualization of PSE in relation to its institutional environment. It is therefore important to reorganize the concept within a framework that recognizes the dynamic and contingent character of CSP. Thus, this research aims to explore the concept of CSP and analyze its institutional dimension and its effects on organizational performance.On a theoretical level, the overall architecture of the thesis follows triple phase reasoning: deconstruction / reconstruction / validation. Deconstruction phase (first part) consists in highlighting theoretical, conceptual and empirical perspectives of the CSP. The reconstruction phase (second part) consists on developing a framework with systemic approach, which aims to unify different theoretical orientations. And finally, the validation phase (third party) consists on testing our conceptual framework. On the conceptual level, our framework mobilizes systemic approach. It declines institutional pressures as input to the system, PSE as a process, and organizational performance as a result of the system. The research model is articulated by multi-level hypotheses (general hypothesis, partial hypothesis, adjacent hypothesis and moderation hypothesis).On the methodological level, our approach is divided in two phases. An exploratory phase that aims to explore CSP, to adapt and to reconfigure our research model. A second phase seeks to test the research hypotheses and establish contributions in terms of knowledge.The empirical investigation conducted on 132 Tunisian companies endorses the systematicity of the CSP. In fact, the process of CSP is influenced by institutional pressures, piloted by the principles and managerial beliefs. Therefore, this process produces results in terms of performance, and it is supported by societal tools and measures.The originality of this work is essentially justified by multi-level research model as well as a methodological approach which is adapted to the complexity of the research object. In addition, this issue has been widely discussed in the American and European context, but it remains unexplored in the Arab world, particularly in the Maghreb

[pt] A motivação para este estudo surgiu a partir (i) do reconhecimento da controvérsia na literatura sobre se o planejamento estratégico realmente ajuda no desempenho das empresas e (ii) da verificação de escassez de estudos sobre o impacto do planejamento de exportação; além disso, (iii) há indícios de que as empresas brasileiras (em especial, os exportadores) não teriam práticas de planejamento sistematizadas, mas (iv) o estudo de Carneiro et al. (2011) encontrou evidências empíricas preliminares de que o planejamento por parte de exportadores brasileiros traria efeitos positivos sobre o desempenho. Uma revisão da literatura foi realizada a fim de se mapear o domínio conceitual do constructo planejamento de exportação - bem como para detalhar componentes de cada dimensão conceitual. Um quadro conceitual preliminar foi desenvolvido, o qual utilizado como um guia flexível para realizar entrevistas em profundidade com cinco exportadores brasileiros. Este estudo exploratório lança luz sobre quais aspectos do planeamento de exportação parecem ser utilizados pelos exportadores brasileiros e também indica que pode haver diferenças relevantes nas práticas de planejamento de exportação entre empresas, dependendo do seu nível de intensidade de exportação. Uma contribuição adicional deste estudo foi a proposição de um modelo conceitual do constructo planejamento de exportação, o que foi possível por meio da interação da literatura com os resultados desta pesquisa. Este modelo parece ser abrangente e genérico o suficiente para ser usado em futuros estudos empíricos sobre os antecedentes e as consequências do planejamento de exportação. O impacto do planejamento de exportação sobre o desempenho da empresa não pôde ser claramente estabelecido a partir deste estudo e continua a ser um problema para futuras pesquisas. Do ponto de vista dos gestores, este estudo se mostra relevante uma vez que o modelo conceitual proposto pode servir como ponto de partida para o estabelecimento de um processo de planejamento de exportação mais estruturado. Além disso, os gestores poderiam usar este modelo para refletir sobre quais aspectos do planejamento de exportação poderiam potencialmente exercer mais influência sobre os resultados das operações internacionais de suas empresas. / [en] The motivation for this study came from the recognition that i there is a controversy in the literature as to whether strategic planning would help firms enhance their performance; ii there are few studies on the impact of export planning; iii there is anecdotal evidence that Brazilian firms in particular, exporters) would not have systematized planning practices; but also iv Carneiro et al. 2011 found empirical evidence that planning by Brazilian exporters would seem to pay off. A review of the literature was conducted in order to uncover the conceptual domain map of export planning, as well as to detail components for each conceptual dimension. Such preliminary conceptual framework was used as a flexible guide to conduct in-depth interviews with five Brazilian exporters. This exploratory study shed light on which aspects of export planning seem to be used by Brazilian exporters and it also indicated that there can be relevant differences in export planning practices across firms, depending on the level of their export intensity. An additional contribution of this study was the proposition of a conceptual and operational framework of the export planning construct, which was made possible by the interplay of the literature with the findings of this research. Such framework seems to be comprehensive and generic enough to be used in future empirical studies about the antecedents and consequences of export planning. The impact of export planning on firm performance could not be clearly established from this study and remains an issue for future research. From a managerial perspective, this study may be useful since it brings a comprehensive conceptual model that can serve as a starting point for the establishment of a more structured strategic planning effort. Besides, the detailed framework proposed herein can help managers reflect upon which particular aspects of export planning would seem to exert more influence on potential results of their export operations.

[pt] Este estudo tem como objetivo identificar, descrever e compreender o processo estratégico de constituição de uma área de gestão de mudanças em um projeto para a implementação do SAP, tipo de ERP (sistema de planejamento de recursos empresariais), em uma grande empresa do setor de mineração. Para isso, foram realizadas entrevistas com onze gestores integrantes do projeto. Além disso, analisaram-se os documentos dos projetos anteriores de implementação do SAP na empresa e os documentos referentes ao projeto atual. Utilizou-se a metodologia de análise de discurso, que permitiu a criação de seis categorias de análise, quais sejam: (1) Importância do projeto; (2) Fatores de sucesso; (3) Importância da área de gestão de mudança; (4) Ondas de implementações; (5) Criação da área de gestão de mudança e (6) Lidando com a mudança. Os resultados alcançados a partir da análise dos discursos nos permitem identificar que a falta de envolvimento da liderança nos projetos anteriores (ou um envolvimento apenas superficial), a terceirização parcial ou total de algumas atividades para a empresa implementadora (caso da gestão da mudança), o não envolvimento e o não entendimento da importância do projeto pelas áreas de negócio da empresa foram fatores-chave para a decisão de constituição de uma área específica de gestão de mudanças, formada por empregados da empresa, além de outras modificações estratégicas realizadas no projeto atual. / [en] The objective of the present study is to identify, describe and understand the strategic process of constitution of a Change Management department for the SAP, type of ERP (Enterprise Resource Planning System), implementation project of a major company of the mining sector. Thereunto, eleven managers of the project were interviewed. Also, documents from other SAP implementation projects held by this same company and documents from the current project were analyzed. The Speech Analysis methodology was adopted, which allowed the creation of six analysis categories: (1) Importance of the project; (2) Success factors; (3) Importance of the change management department; (4) Implementation phases; (5) Change management department creation process and (6) Dealing with the change. The results achieved by the interviews analysis suggest that the lack of involvement of the leadership on the previous projects; the complete or partial outsourcing of some activities (i.e. Change management) for a third party service provider and the misunderstanding of the importance of the project by some company’s business units were key factors for the decision of constituting a specific Change management department made of the own company’s employees, besides other strategic changes done on the current project.

[pt] Esta dissertação analisa o gerenciamento cultural ao longo do ciclo de vida de uma organização. Para tanto, foi feito um estudo de caso da TIM Brasil - Telecom Itália Mobile Brasil, empresa do mercado de telecomunicações brasileiro, criada em 2002. Com base em uma análise qualitativa, neste trabalho foi analisado o posicionamento da TIM Brasil em suas diferentes fases de vida segundo algumas tipologias culturais identificadas na literatura, e ressaltado o papel do mercado e dos clientes ao longos deste processo. O resultado deste estudo reforça a literatura sobre o tema referente a questão da forte correlação entre cultura e ciclo de vida, evidenciando a importância de algumas variáveis como: processo de comunicação, estrutura de poder e processo decisório no gerenciamento da mudança organizacional. / [en] This essay focuses on analyzing the cultural management through the organization life cycle. To reach this goal a thorough research was conducted involving a case study of TIM Brasil - Telecom Itália Mobile Brasil, a company of the Brazilian telecommunications market, created in 2002. On the basis of a qualitative analysis, in this work was analyzed the positioning of the TIM Brasil in its different phases of life according to some cultural typologies identified in literature, and salient the paper of the market and the customers to the long ones of this process. The result of this study strengthens literature on the referring subject in the question of the strong correlation between culture and cycle of life, evidencing the importance of some variable as: process of communication, power structure and decision process in the management of the organizational change.

[pt] Esta dissertação tem por objetivo compreender o processo de gerenciamento cultural de uma organização que mudou sua natureza jurídica, analisando seu impacto na estratégia e no desempenho organizacional. Para atingir este objetivo foi realizada uma pesquisa exploratória, explicativa e descritiva através do estudo de caso da Embraer - Empresa Brasileira de Aeronáutica, que após a sua privatização em 1994 obteve significativa mudança em seu desempenho. Com base em uma análise qualitativa, este trabalho comparou algumas tipologias culturais identificadas na literatura,com dados primários e secundários levantados através de pesquisa documental e entrevistas estruturadas. O resultado deste estudo reforça a literatura existente que indica forte correlação entre cultura, estratégia e desempenho,evidenciando a importância de algumas variáveis como: processo de comunicação, estrutura de poder, processo decisório, dentre outros, no gerenciamento da mudança organizacional. / [en] This essay focuses on understanding the culture of an organization that has been through a changing process. It analyses the impact of this culture in the organizational performance. To reach this goal a thorough research was conducted involving a case study. Embraer, Empresa Brasileira de Aeronáutica, went through a privatization process and it was used as the focus of this study. The research was based on a bibliographical survey to build a theoretical chart about the relevant topics of the study. Furthermore, documental research and interviews helped on the survey of the current situation and also helped on the understanding of the dimensions that were most affected in the changing process. This data was surveyed in a qualitative way. The conclusion of this study shows the importance of the culture management in order to achieve new corporate goals, showing the most important variables in the process, as well as the way to align them to the new strategies in order to improve performance.

A proposta desta pesquisa é apresentar os sistemas organizacionais de empresas que atuam no mercado imobiliário residencial no Brasil e possuem capital aberto, com o intuito de avaliar o desempenho organizacional desses sistemas e verificar se há ou não a existência de relações entre o desempenho organizacional das empresas e seus valores de mercado. No texto, apresenta-se a contextualização do tema que envolve distintamente três grandes núcleos: Estrutura Organizacional, Desempenho Organizacional e Mercado de Real Estate. Neste último, é apresentado um breve histórico da evolução deste mercado no Brasil, com foco, principalmente, nos acontecimentos após ingresso das empresas do setor no mercado de capitais. Os objetivos centrais são os de avaliar se o desempenho organizacional das estruturas exerce alguma influência no comportamento dos preços das ações das empresas no mercado de capitais. As empresas que participaram da pesquisa tiveram suas estruturas reconhecidas por meio de questionários de reconhecimento e seus modelos de gestão avaliados segundo o questionário de diagnóstico da Fundação Nacional da Qualidade e do Índice de Eficiência Organizacional, criado para esta pesquisa, cuja base são as informações financeiras extraídas dos relatórios trimestrais das empresas. Ao final, faz-se uma avaliação dos resultados obtidos de cada empresa e as considerações gerais acerca da relação entre o desempenho organizacional e o valor de mercado. Os resultados obtidos indicam que empresas que possuem melhores desempenhos organizacionais, incluindo a evolução do Índice de Eficiência Organizacional, tendem a ter comportamento mais estável no mercado de capitais. / The proposal of this research is to demonstrate the organizational systems of companies operating in the residential property market in Brazil and have stocks in BOVESPA\'s New Market, in order to evaluate the performance of these organizational structures and check whether or not the existence of relations between the performance organization of companies and their market values. In the text, is presented the contextualization of the theme that involves three distinctly large cores: Organizational Structure, Organizational Performance and Real Estate Market. In the last core, it gave a brief history of the evolution of this market in Brazil, focusing primarily on the events after entry of such companies in the stock market. The main objectives are to evaluate the performance of organizational structures has an influence in the behavior of stock prices of companies in the stock market. Companies that participated in the study had their structures recognized by questionnaires for the recognition and management models were evaluated according to the diagnostic questionnaire of the National Quality and Organizational and Effectiveness Index, which was developed for this study and has based on financial information obtained from the quarterly reports of companies. Finally, is built an evaluation of the results of each company and the general considerations about the relationship between organizational performance and market value. The results indicate that companies with better organizational performance, including changes in the Index of Organizational Effectiveness, tend to have more stable capital market.