D.Phil. (Leadership in Performance and Change) / Orientation: This thesis presents a model of spirituality in the workplace. Spirituality in the workplace has largely been avoided or neglected in the banking sector and is therefore ill understood. It shows little theoretical development and could very well be the next competitive advantage for business. Research question: A general research question guided the study, namely: "What are the subjective experiences of spirituality of a manager in a South African retail bank and how can these assist scholars in reaching an understanding of spirituality at work?” Research aim and objectives: The aim of the study was to explore and describe the concrete experiences and views of a branch manager of a retail bank with regard to spirituality in the workplace and to develop a model of it. The key objectives of the study were: · To develop an appropriate qualitative research approach to capture and unravel the experiences and views of the bank manager; · To study the work of prominent scholars in associated study fields in order to infer abstract constructs that could be used as analytic tools to illuminate the world of the bank manager, and · To develop a model of spirituality in the workplace by applying first-order constructs, that is, the concrete experiences and viewpoints of the manager, as well as second-order constructs, that is, the abstract concepts of scholars. Motivation for the study: Knowledge of spirituality in the workplace is in its infancy in the banking sector. Interest in the topic was raised by existential questions such as: Who are you? Where are you going? Why are you going there? The fact that human beings ask these questions, seek meaning and ask about the purpose of life fascinated me. This fascination was not limited to individuals' personal lives; I wanted to know more about spirituality as it is lived and felt in the workplace where workers spend a third of their lives; I also wanted to know the value of spirituality in the workplace for organisations. This finally led to my submission of a research proposal titled "Towards developing a model for spirituality in the workplace". The model I developed for spirituality in the workplace organises information in such a way that the relationships among the various elements are clarified. This theoretical framework provides an understanding for spirituality in the workplace. Research approach: A modernist qualitative research approach was employed, since I wanted to give my research participant a voice regarding spirituality in the workplace. The interpretive-constructivist research philosophy, and more particularly the assumption that reality is constructed by individuals interacting with their social worlds, underpinned my research. The research data were collected by means of a life history and analysed using Strauss and Corbin’s grounded theory. Regarding data management and storage, I followed Bogdan and Biklen’s (2007, p. 118) advice: pledge to keep your data physically well organised; develop a plan on how to achieve this; ensure that you stick to your plan; create a back-up system; have hard copies of all the recorded data in a manual filing system to secure valuable and often irreplaceable data should your computer become infected with a virus or dysfunctional for some other reason. I also ensured that all the data, whether paper-based or electronic, were kept safe and confidential. The writing style was mainly the scientific tale, but confessional, realist and autoethnographic tales were also used. The entire research process was influenced by symbolic interactionism, that is, seeing meaning as something that arises from the interaction between people, especially when they seek understanding of the world in which they work and live. Meaning was constructed through the researcher’s questions to, and discussions and interactions with the research participant.

The purpose of this study is to outline to interested employers and employees the developments that have taken place in the establishment of religious programs within industry. This study should stimulate thinking as to whether or not such a program will develop better inter-personal relationships in working situations.

Thesis (MBA)--Stellenbosch University, 2007. / ENGLISH ABSTRACT: In order to do business is a combination of good skills and knowledge, as well as business sense to make a success. Besides these pOints is there the pressures of moral values and ethical codes with the aim to manage organisations more effectively and honourable. Literature reflects the hard side of business skills, namely strategy, planning, leading, control and monitoring of processes. In addition are there the professional guidelines like the accounting standards to which chartered accountants need to adhere to. There is not too much focus on the soft side of business, like the adherence to values and principles. Organisations like Enron, as example, acted as a starting point to ask questions to the business sector, to ensure that systems need to be developed, to identify and solve any unethical behaviour, directly or indirectly, where possible. Organisations need to follow ethical programmes to address values and principles. Programmes are not sufficient as a higher authority's urules" are necessary to ensure excellent and successful organisations. Business people are experiencing Many Christians experience negative influences in their daily conduct, which are against their principles. This leads to the non-appliance of ethical codes in order to make a success of their businesses. The question remains to what degree is this biblical correct and how does this fit into the organisations business culture. The study project wi ll focus on a process to explain and assist the dilemma of a combination of business and biblical ethical principles. The end result is to give unto both Christian and non-Christian the opportunity to manage their organisations on . principles and not for their own account. To be both ethical and shrewd will also be discussed. Not a[[ people are Christians and it is not expected to only follow biblical principles. This is anyhow not possible, due to the professional codes of Medici, engineers and finance, thus the need for integration. God's "rules" are universal, like gratification, irrespective of the individual's personal perception, and can be applied in any situation. This study also aims to motivate business people to keep focusing on God and to lead people in the workplace to Him. / AFRIKAANSE OPSOMMING: Om besigheid te doen is 'n kombinasie van goeie vaardighede en kennis, asook besigheidsin om sukses te smaak. Suiten hierdie aspekte is daar die druk van morele waardes en etiese kodes, ten doel om organisaises meer effektief en eerbaar te bedryf. Literatuur reflekteer die harde kant van besigheidsvaardighede, SODS strategie, beplanning, leiding, kontrole en monitering van prosesse. Asook, die professionele riglyne so os die rekeningkundige standpunte waaraan geoktroeerde rekenmeesters moet valdoen, word onderrrig. Daar word egter baie min op die sagte kant van besigheid gefokus, soos die handhawing van waardes en beginsels. Organisasies S005 Enron, as voorbeeld, het vrae begin stel aan die besigheidsektor am te verseker dat daar stelsels bestaan of geskep moet word, wat enige onetiese optrede, direk of indirek waar moontlik, te identifiseer en op te los. Organisasies moet poog om etiese programme te volg wat waardes en beginsels aanspreek. Programme is egter nie genoeg nie en 'n hoer gesag se ~reels" is nodig om uitstekende en suksesvolle organisasies daar te stel. Vir enige Christen is daar gedurig negatiewe invloede in die al1edaagse bestaan wat teen hul beginsels is. Dit het die gevolg dat daar probeer word om die etiese kodes te omseil, om 'n sukses te maak van hul besighede. Die vraag is tot watter mate is dit bybels korrek en hoe pas dit in die besigheidskultuur van organisasies. 'n Proses word in die studie projek bespreek wat die kombinasie van die dilemma tussen besigheids en bybelse etise beginsels pro beer verduidelik en te vergemaklik. Die einddoel is om aan beide Christen en nie Christen die geleentheid te gee om besighede op beginsels te bestuur en nie net uit eie gewin nie. Kan individue beide arrogant en nederig wees, word bespreek. Nie aile mense is Christene nie en word nie verwag dat hul op slegs bybelse beginsels moet funksioneer nie. Dis nie moontlik nie, weens professionele kodes vir medisie, ingenieurs en finansies, daarom die behoefte aan integrasie. Wat ookal individue se persoonlike perspektief op beginsels is, God se reels is universeel, soos swaartekrag, en kan in enige situasie aangewend word. Die studie projek dien ook as motivering vir Christen besigheidsmense om hul fokus op God te hou en so dus in die werkplek geleenthede te gebruik om ander mense tot Hom te lei.

Thesis (M.P.A.)--University of Alabama at Birmingham, 2007. / Description based on contents viewed Feb. 5, 2008; title from title screen. Includes bibliographical references (p. 121-130).

Thesis (MTech (Human Resources Management))--Cape Peninsula University of Technology, 2008. / Includes bibliographical references (leaves 75-80). Also available online.

Thesis (Psy. D.)--Wheaton College Graduate School, 2008. / Abstract. Includes bibliographical references (leaves 45-48).

Thesis (Psy. D.)--Wheaton College Graduate School, 2008. / Abstract. Includes bibliographical references (leaves 45-48).

Thesis (MBA (Business Management))--University of Stellenbosch, 2008. / ENGLISH ABSTRACT: Managerial blind spots are business realities that impact the organisation and its employees adversely. Managers are susceptible to their prejudices and ignorance and are not aware that they are sometimes biased when making decisions. All humans have blind spots that impact their functioning. This paper describes the link between blind spots and a person’s conscious and unconscious behaviour. Blind spots are entrenched in the psyche and not easily dismissed. Cognitive dissonance, naïve realism, the introspection illusion and the unconscious role in non-rational behaviour argue strongly that it is not easy to eliminate blind spots. Though internal and cognitive processes are important in understanding the origin of blind spots, they also flourish in the environment. Factors that influence the formation of blind spots include managerial competence, fellow employees and information quality. There are numerous definitions of and approaches to spirituality. When considering the potential value of spirituality within a business context, specifically in relation to blind spots, it is necessary to define spirituality clearly. There is widespread consensus that spirituality is not a synonym for religion. Though there are numerous definitions for spirituality, it has been discovered there are common themes that can be distilled from all the definitions. The essence of spirituality can be described in six terms: love, authenticity, simplicity, silence, living in the present (now) and gratitude. Common spiritual themes include self-awareness, interconnectedness and wholeness. It is in these spiritual themes that managers could unlock the potential value to address managerial blind spots. Managers who are less self-aware are also more susceptible to blind spots. Through various spiritual practices, managers could grow in self-awareness and increase their mental health (e.g. mindfulness and meditation). Some spiritual practices focus on interconnectedness and wholeness which will increase the likelihood of eliminating prejudice and bias (e.g. practising loving-kindness). The leader who employs a spiritual approach to leadership will not only change himself, but will have a positive impact on fellow employees and the organisation. Various organisations where a spiritual approach has been implemented by the leadership have benefited and are considered success stories. The leader has a perfect opportunity to implement a spiritual approach to work, since it dovetails with the emerging paradigm and the future requirements of work. Seeing and implementing the opportunities offered by a spiritual approach, will not only help the leader to address his or her managerial blind spots, but will also benefit the leader, fellow workers, the organisation and society as a whole. / AFRIKAANSE OPSOMMING: Blinde kolle in die bestuurswêreld is ‘n realiteit wat die organisasie en sy werkers negatief beïnvloed. Bestuurders is bevooroordeeld en onkundig. Hulle besef nie altyd dat hulle besluite beïnvloed word deur hulle vooroordele nie. Alle mense het blinde kolle wat hulle funksionering beïnvloed. Hierdie studie beskryf die verband tussen blinde kolle en ‘n persoon se bewustelike en onbewustelike gedrag. Blinde kolle is deel van die psige en kan nie maklik mee weggedoen word nie. Kognitiewe dissonansie, naïewe realisme, die introspeksie illusie en die onbewuste se rol in irrasionele gedrag maak dit duidelik dat dit moeilik is om van blinde kolle ontslae te raak. Alhoewel interne en kognitiewe prosesse belangrik is vir die verstaan van die oorsprong van blinde kolle, is dit ook waar dat hulle in die onmiddellike omgewing floreer. Verskeie faktore beïnvloed die ontstaan van blinde kolle, soos ‘n bestuurder se vaardigheidsvlakke, medewerkers en die kwaliteit van inligting. Daar is verskeie definisies van en aanslagte tot spiritualiteit. Wanneer die moontlike waarde van spiritualiteit in ‘n besigheidskonteks oorweeg word, moet dit duidelik gedefinieer word. Daar is redelike konsensus dat spiritualiteit nie met godsdiens verwar moet word nie. Verder blyk dit duidelik dat, ten spyte van die vele definisies vir spiritualiteit, daar sekere temas keer op keer opduik. Die essensie van spiritualiteit kan in ses konsepte saamgevat word: liefde, egtheid, eenvoud, stilte, lewe in die hede (die nou) en dankbaarheid. Gemeenskaplike spirituele temas sluit self-bewuswording, interverbondenheid en heelheid in. Deur middel van hierdie spirituele temas kan bestuurders die moontlike waarde van spiritualiteit ontsluit om hulle blinde kolle aan te spreek. Bestuurders wat laer vlakke van self-bewuswording het, is meer geneig tot blinde kolle. Deur middel van verskeie spirituele praktyke kan bestuurders groei in hulle self-bewuswording en hulle geestesgesondheid (bv. deur meditasie) verbeter. Sommige spirituele praktyke fokus weer op interverbondenheid en heelheid wat vooroordele kan verminder. Die leier wat werk met ‘n spirituele aanslag benader, sal nie net homself verander nie, maar ook medewerkers en die organisasie as ‘n geheel. Verskeie organisasies waar leiers ‘n spirituele aanslag gevolg het, het daarby gebaat en kan as suksesverhale beskou word. Die leier het die beste geleentheid om werk met ‘n spirituele aanslag te benader, aangesien die ontluikende paradigma agslaan op spirituele waardes. Deur die geleenthede wat die spirituele aanslag bied aan te gryp, sal die leier nie alleen self daarby baat vind nie, maar ook medewerkers, die organisasie, en die samelewing in die algemeen.

Thesis (MBA)--Stellenbosch University, 2008. / ENGLISH ABSTRACT: The integration of spirituality into the workplace is leading to a change in the lives of business leaders and employees. It is becoming evident that spirituality in the workplace is not only having an effect on a personal level through dimensions such as improved well-being, greater connectedness, self-awareness and wholeness, but also improving organisational performance and giving organisations a competitive edge. The objective of this research document is to illustrate the relationship between Spiritual Leadership and positive Organisational Performance. Employees are coming to work for more than just economic prosperity; they are searching for meaning in their work and spiritual leaders need to transform business to enhance not only the well-being of employees and help them with their search for meaning, but also increase their performance excellence. One of the most important new strategic drives for leaders is to be spiritual leaders and therefore create a place of work which provides both a challenging work environment and a work environment which provides a sense of meaning for employees. Spiritual leadership leads to the transformation of the workplace into an environment which incorporates productivity, wholeness, meaning, creativity and connectedness. / AFRIKAANSE OPSOMMING: Die integrasie van spiritualiteit in die werksplek lei tans tot 'n verandering in die lewens van besigheidsleiers en werkememers. Dit is besig om duidelik te word dat spiritualiteit in die werksplek nie net 'n invloed het op 'n persoonlike vlak deur faktore soos verbeterde gesondheid, groter verbondenheid, self-bewustheid en heelheid het nie, maar dat dit ook lei tot 'n verbetering in besigheids prestasie en dat dit besighede 'n kompeterende voordeel kan bied. Die oogmerk van hierdie studie is om die verhouding tussen spirituele leierskap en verbeterde besigheids prestasie toe te lig. Werknemers gaan werk toe op soek na meer as net ekonomiese vooruitgang; hulle is op soek na betekenis in hul werk en die spirituele leier moet besigheid vervorm om nie net die welstand van die werknemer te verbeter en hulle met hul soektog na betekenis te help nie, maar ook werksprestasie verbeter. Een van die belangriskte nuwe strategiese rigtings vir beisgheidsleiers is om spirituele leiers te wees en daardeur 'n werksplek te skep wat beide 'n uitdagende werksomgewing is, sowel as 'n werksomgewing waarin die werknemer betekenis kan vind. Spirituele leierskap lei tot die transformasie van die werksplek tot 'n omgewing wat produktiwiteit, heelheid, betekenis, kreatiwiteit en verbondenheid insluit.

Thesis submitted in partial fulfilment of the requirements for the degree Master of Technology: Human Resources Management in the Faculty of Business at the Cape Peninsula University of Technology, 2008 / Spirituality has made its mark in the global business world. For a long time the spiritual component has been ignored by organisations, possibly out of fear that the workplace will be turned into a religious war-zone. However, the time has arrived for organisations to start engaging their employees spiritually, and give attention to the concept of bringing the whole person to work. In most workplaces today the environment is fertile with elements of materialism, competition, distrust, insecurity, suspicion, corruption and dishonesty. These elements normally manifest in the behaviour of individuals which create a misalignment to the organisations’ values. The value system of an organisation is an important tool for steering the actions of employees in the direction of its mission and purpose. It is crucial however, for organisations to firstly understand the personal or spiritual values of its employees and then attempt to align those values with the organisations’ values. This research established a link between the personal values of employees and the company values however, the value of Integrity was misaligned. Organisations should note that spiritual employees are concerned with values relating to moral or ethical conduct such as Integrity, Honesty, Respect, Equality, Empathy, Trust and Openness. If the moral or ethical values of spiritual employees are perceived to be dishonoured in the workplace, it may cause a negative effect on the organisation as a whole if one considers that employees spend most of their time at work. Spiritual employees will strive to integrate their spiritual beliefs and values in their daily activities at work as it is fundamental to their being. Such employees regard their spiritual beliefs and values as their moral compass which guides factors such as their decision making, attitude at work and overall their mission and purpose in life. Leaders should set an example in living the organisations’ values by acting with integrity, honesty, respect and trust. When this alignment in the leaders conduct is perceived by employees, it builds employees’ confidence and trust in the leadership and organisation as a whole. Organisations today may need to consider taking an inside-out approach to changing employees’ behaviour addressing it at the core, which is the spirit. Integrating spirituality in the workplace must be done with authenticity. The true intent of spirituality is having employees functioning as whole persons in the workplace.