Background: Considering high merger failure in the process of strategy implementation, there is a need to elaborate on strategic consensus building during this major organizational change. Purpose: To gain understanding about the strategic consensus building process in a merged organization from a teleological perspective. The premerger influence and the intervening circumstances are expected to affect the process of consensus building. Methodology: A single case study approach was taken by interviewing twelve senior managers from two hierarchical levels as well as five managers from the corporate strategy department of a merged organization to gain a comprehensive understanding of the research topic. Findings: The empirical findings indicated that consensus on strategic priorities is essential for further development of a merged organization. In addition, this study has identified three strategic consensus building facilitators vertical communication, transparency, and agility.

Purpose – This research attempts to shed some light on Palestinian executives and their organizational culture. Specifically, this research focuses on the dimensions of executive courage in the unique Palestinian culture. The impact of executive courage on Palestinian organizations is emphasized. Design/methodology/approach – This research is survey-based. The research instrument utilized in this study was also used in other cultural settings. Content analysis and factor analysis were used to analyze the data collected from a sample of 40 Palestinian executives. Findings – The results underscore the significance of making tough decisions on behalf of the organization, as an important dimension of the multi-dimensional executive courage construct. The results of this study clearly show the positive impact of executive courage on organizational culture of Palestinian organizations. Practical implications – The findings of this research are relevant to Palestinian executives and those executives seeking to engage in joint-ventures with them. Originality/value – This research represents rare insight into the Palestinian organizational culture. In the process, the practices of the Palestinian executives with regard to executive courage and its impact on organizations are examined.

No description available.

No / The National Health Service (NHS) has historically undertaken initiatives to promote equality in employment as well programmes to develop and promote Black and Minority Ethnic (BME) staff. However, discrimination remains a feature of NHS employment practices and may help to explain the lack of BME staff at senior levels in the service. Despite having many initiatives BME staff are underrepresented in NHS senior management and at the top of each organisation, the management is almost always white. This paper will present findings from a case study on the experiences of corrective action by BME staff in senior/middle management positions. The paper will outline key messages and good practice to inform policy and practice.

The discipline of Human Resource Management is regarded as one of the fundamental pillars of organisational theory. The employees of an institution are considered to be the most important assets that an institution possesses, primarily because they determine the success or failure of the institution in question. Employee attraction and retention is known to scholars of the discipline as one of the prominent challenges that constantly confront institutions, both public and private. As labour markets become more globalised, the phenomenon of employee mobility surges, which results in these public and private institutions needing to develop and implement measures that would assist them in attracting skilled personnel, whilst also ensuring that they have the ability to retain such personnel. The war for talent continues to grow in the contemporary world as institutions strive to adapt the ever-changing milieu in which they operate. This study examines the underlying factors of career and retention management practices in the Department of Local Government and Housing by virtue of evaluating the Career and Retention Management Policy that the Department has in place as a means of addressing its turnover and retention challenges. Furthermore, the study recommends possible solutions and strategies for improving the current interventionist policy of the Department. The literature study indicated that employee turnover is detrimental to the ability of an institution to deliver goods and services, particularly if dysfunctional turnover occurs. Some of the causes, costs and types of turnover were conceptualised, in addition to the discussions on career and retention management. The study highlighted that the establishment of effective career development and management systems in the workplace is imperative, particularly as employees continuously seek personal and career growth opportunities. The failure to develop such systems may result in employees seeking these opportunities elsewhere, which would consequently deter the Department or any other institution from attaining its goals and objectives. The empirical study of this dissertation investigated possible reasons or factors why senior managers of the Department of Local Government and Housing may want to leave the Department and seek employment elsewhere. In addition to this, an evaluation of the Career and Retention Management Policy would provide a perceptive for assessing the effectiveness of the Policy in terms of its capacity to reduce employee turnover, at the same time ensuring that the Department remains an attractive employer of choice. Self-administered questionnaires were distributed to forty senior managers; however twenty-one were completed and returned by the participants. The analysis of the data revealed that the public service has the capability to retain critically skilled employees and that this is not necessarily brought about by the introduction of improved remuneration packages, but rather by placing an emphasis on career development because very often employees in the Department of Local Government and Housing are denied opportunities to climb the career ladder and this results in the Department’s retention ability being challenged. Various gaps within the Policy were identified, predominantly its content, which was described by participants as ambiguous. The study recommends possible solutions and strategies for addressing the challenges that were identified in the analysis. International best practices are utilised as a benchmark for establishing how other institutions have successfully formulated and implemented effective career development and management systems. / Dissertation (MAdmin)--University of Pretoria, 2011. / School of Public Management and Administration / unrestricted

Submitted by José Renato de Moraes Salles (jrenato@jrsalles.com) on 2018-03-27T17:44:12Z No. of bitstreams: 1 FGV_MPA_Dissertação_JoséRenatoSalles_VersãoFinal_20180327.pdf: 734974 bytes, checksum: 303f1f7bdf3429b5d2af7e7e3f6e5033 (MD5) / Approved for entry into archive by Mayara Costa de Sousa (mayara.sousa@fgv.br) on 2018-03-28T18:30:20Z (GMT) No. of bitstreams: 1 FGV_MPA_Dissertação_JoséRenatoSalles_VersãoFinal_20180327.pdf: 734974 bytes, checksum: 303f1f7bdf3429b5d2af7e7e3f6e5033 (MD5) / Approved for entry into archive by Suzane Guimarães (suzane.guimaraes@fgv.br) on 2018-04-02T14:42:32Z (GMT) No. of bitstreams: 1 FGV_MPA_Dissertação_JoséRenatoSalles_VersãoFinal_20180327.pdf: 734974 bytes, checksum: 303f1f7bdf3429b5d2af7e7e3f6e5033 (MD5) / Made available in DSpace on 2018-04-02T14:42:32Z (GMT). No. of bitstreams: 1 FGV_MPA_Dissertação_JoséRenatoSalles_VersãoFinal_20180327.pdf: 734974 bytes, checksum: 303f1f7bdf3429b5d2af7e7e3f6e5033 (MD5) Previous issue date: 2018-03-06 / Este trabalho aborda o tema da Gestão da Mudança de Cultura Organizacional. O objetivo da pesquisa foi identificar as percepções de executivos que lideraram processos de mudança de cultura em suas organizações no Brasil a respeito da importância do tema, da possibilidade de se gerenciar a mudança da cultura, dos desafios e obstáculos a uma gestão efetiva da cultura de suas organizações, bem como a respeito dos meios de se superar esses obstáculos. Como objetivo secundário, a pesquisa procurou identificar quais seriam as boas práticas de gestão da mudança de cultura, com base no que os entrevistados revelaram ter funcionado ou não em suas experiências, e propor um conjunto prático de recomendações para aumentar as chances de sucesso na gestão das questões culturais por líderes de organizações no Brasil. Como metodologia optou-se por uma abordagem qualitativa e de natureza exploratória e, para tanto, foram realizadas onze entrevistas semiestruturadas com os executivos da alta gestão responsáveis pelos processos de mudança de cultura em suas organizações, na condição de patrocinadores ou de líderes do projeto de transformação. O método de análise foi o da análise categorial temática para interpretação das entrevistas, e os principais resultados da pesquisa foram: 1º. cultura organizacional é um fenômeno gerenciável e fortemente associado ao desempenho e à sustentabilidade do negócio; 2º. o processo de gestão da mudança segue uma estrutura padrão de etapas, práticas e recursos conhecidos e disponíveis no mercado; 3º. os principais fatores críticos de sucesso do processo de mudança estão nas atitudes da alta gestão; 4º. a falta de autoconhecimento dos membros da alta gestão está na base das principais dificuldades para a mudança; e 5º. há importantes obstáculos à mudança que transcendem a dimensão da liderança. / This research focuses on the Management of Organizational Culture Change. The objective of the research was to gather perceptions from Brazilian executives who lead culture change processes in their organizations with regards to the importance of the subject; the ability to manage cultural change; the challenges of, and obstacles to, introducing effective cultural change in their organizations; and the methods employed for overcoming these obstacles. As a secondary objective, the research sought to identify best practices in cultural change management, based on what has been effective, or not, for the interviewees in their experience, and to put forward a practical set of recommendations for increasing the chances of success for those leading cultural change in Brazilian organizations. The methodology used was a qualitative approach of an exploratory nature, in which eleven semi-structured interviews were carried out with members of senior management responsible for culture change processes in their organizations, as either sponsors or leaders of transformation projects. A categorical analytical method was employed, and the main results of the research were: 1. Organizational culture is a phenomenon that can be managed and is strongly associated with the performance and sustainability of the business; 2. The change management process follows a standard structure of phases, practices and resources that are well-known and available in the market; 3. The critical success factors for change management are directly linked to the attitudes of senior management; 4. Senior management’s lack of self-awareness is recognized as one of the main challenges in achieving change; and 5. There are significant obstacles to change that go beyond the parameters of leadership.

This thesis uses a constructivist grounded theory approach to investigate nonprofit corporate governance in the UK; using data obtained from participatory observations of board and associated meetings, workshops, and unstructured elite interviews. Open codes are generated and brought together as concepts, which are then iteratively compared and grouped in open categories. These categories are then reassembled using the paradigm model into five axial codes: the clash of orthodoxies; clash of motivations; regulator versus board power; clash of rationalities; and effective board duality. A dialectical approach is then used to create the core category of the ‘clash of neoliberal and public service world views which exists at every level of the nonprofit sector’. This core category is analysed in terms of the subordinate contradictions: at an environmental level - regulatory power versus sector power; at board level - accountability; the SMT; board practices and rituals (professionalism, actual and symbolic authority, boards meetings as theatre, and ethical standards); the concept of challenge as an expression of power relations; and rationality and decision making; and at the individual level - motivations of directors, moral duty and social purpose, social group membership, identification, credibility and trust. The substantive theory is then situated within psychology, governance, and corporate governance theories. The contribution made by the thesis are identified as the: use of ethnography to describe the inner workings of the board; creation of a model of nonprofit corporate governance; identification of the importance of political, ideological, regulatory, and ethical contexts; and concept of power, and the senior management team as a component of the board. Further research is suggested into: (i) a comparison of corporate governance in the for-profit and nonprofit sectors; (ii) challenge within the nonprofit culture; and (iii) the SMT as a major player in governance.

Submitted by Sandra Lúcia paiva de Souza (spaivasouza@gmail.com) on 2018-10-06T23:56:41Z No. of bitstreams: 1 TA_Sandra_Souza_V20_Final_Impressão.pdf: 1133447 bytes, checksum: 37f5d1ca51c9b02a72269f586e049ba0 (MD5) / Approved for entry into archive by Tamara Oliveira (tamara.oliveira@fgv.br) on 2018-10-09T16:33:51Z (GMT) No. of bitstreams: 1 TA_Sandra_Souza_V20_Final_Impressão.pdf: 1133447 bytes, checksum: 37f5d1ca51c9b02a72269f586e049ba0 (MD5) / Approved for entry into archive by Suzane Guimarães (suzane.guimaraes@fgv.br) on 2018-10-10T13:17:45Z (GMT) No. of bitstreams: 1 TA_Sandra_Souza_V20_Final_Impressão.pdf: 1133447 bytes, checksum: 37f5d1ca51c9b02a72269f586e049ba0 (MD5) / Made available in DSpace on 2018-10-10T13:17:45Z (GMT). No. of bitstreams: 1 TA_Sandra_Souza_V20_Final_Impressão.pdf: 1133447 bytes, checksum: 37f5d1ca51c9b02a72269f586e049ba0 (MD5) Previous issue date: 2018-08-29 / Nos dias atuais, ainda é comum, no mercado de trabalho brasileiro, existirem diferenças entre oportunidades e reconhecimentos profissionais oferecidos para homens e mulheres quando se trata de alta direção. O presente trabalho tem como objetivo identificar os pontos que ainda permitem essa distinção dentro do mercado de trabalho, bem como a análise dentro de uma empresa caso, a fim de concluir se já há uma análise imparcial no que se refere ao gênero, quando da tomada de decisão para a escolha sobre que merece ocupar um cargo de alta direção. / It is still common in the Brazilian labor market that there are differences between opportunities and professional recognition offered to men and women when it comes to top management. The present work aims to identify the points that still allow this distinction within the labor market, as well as the analysis within a company case, in order to conclude whether there is already an unbiased analysis regarding gender, when taken decision-making body for the choice you deserve to hold a top management position.

This research is aimed at investigating the perceptions of employees regarding the utilization of the in-house Employee Assistance Programme mode in the North West Department of Education. The objectives of the study were: 1. To define EAP and describe its different models through literature review; 2. To determine the extent to which employees are aware of the in-house EAP service; 3. To determine the perceptions of the employees regarding the in-house EAP model; 4. To formulate the functioning of the in-house model; and 5. To provide conclusions and recommendations. RESULTS/FINDINGS From the information gathered, the employees’ perceptions regarding the use of in-house EAP model is negative. RECOMMENDATIONS The researcher proposes the following recommendations: Management support Senior managers must support the programme and take it as one of those programmes that, when properly utilized, will assist the employer to attain its strategic goal. Marketing the programme An extensive marketing strategy has to be put in place and implemented. This must, among other things, outline the rationale, advantages, and disadvantages of the programme in general as well as an in-house EAP model in particular. This could as well motivate the reason why an in-house EAP model is a viable option for the Department. / Dissertation (M.Soc.Sci (Employee Assistance Programme))--University of Pretoria, 2007. / Social Work and Criminology / MSocSci / unrestricted

Thesis (M. Ed.) -- University of Limpopo, 2019 / The comparatively high failure rate in South African rural and township secondary schools is a matter of great concern. This study set out to establish what factors are contributing to the low matric pass rate in our secondary schools, in order to identify possible solutions. The study provides an overview, informed by a review of local and international research literature, of the educational and social factors that hinder school performance. The two secondary schools in Motupa Circuit selected for this study had underperformed for the previous five years, below the benchmark of a sixty percent pass rate. The study population consisted of school management teams, teachers, school governing bodies and grade 12 repeating learners. The study followed a qualitative approach, with a case study research design in which the inquiry process was based on interviews and observation. The theory of educational productivity was used to discuss the social and emotional influences of classroom management, parental support, and interaction between teachers and learners. Analysis of the data collected led to findings that served as the basis for the recommendation that all stakeholders, from departmental officials downwards to communities and parents, join hands and work together to address and correct all the ills. The findings revealed minimal support from departmental officials and school management teams. Poor management and instructional leadership are seen as some of the ills that affect academic results. The lack of involvement of parents in supporting the schools serves to demotivate teachers in their daily work. The study also revealed that non-completion of the syllabus and the poor monitoring of written work were a bane to our rural schools. Lastly, social life outside the classrooms contributed to derailing our learners? progress. The study recommends that the DBE develop and support SMT?s by enhancing their skills of management and leadership, so as to empower teachers at all levels. Career guidance in grade 9 was a necessary step towards guiding learners on their choice of subjects.