M.Com. / Please refer to full text to view abstract

published_or_final_version / Psychology / Doctoral / Doctor of Philosophy

Thesis (M.S.)--Virginia Polytechnic Institute and State University, 1990. / Vita. Abstract. Includes bibliographical references (leaves 93-96). Also available via the Internet.

Thesis (M.A.)--Rowan University, 2008. / Typescript. Includes bibliographical references.

Thesis (M.A.)--Indiana University, 2007. / Title from screen (viewed on July 10, 2007) Department of Communication Studies, Indiana University-Purdue University Indianapolis (IUPUI) Includes vita. Includes bibliographical references (leaves 58-60)

Thesis (M.A.)--University of North Carolina at Greensboro, 2007. / Title from PDF title page screen. Advisor: Selima Sultana; submitted to the Dept. of Geography. Includes bibliographical references (p. 77-81).

M.A. / This research study is focused on the influence that racial stereotypes have on South African students’ perceptions of the work environment. A multi-factorial experiment was conducted by randomly assigning 90 male Accounting students (mean age = 22.4 years) to three groups. All participants viewed identical information about a fictitious organisation. In the two experimental groups the race of the manager was manipulated by means of a picture. No picture was displayed in the control group. The hypothesis (which was based on research of traditional stereotypes) was disconfirmed. The highest ratings of organisational attractiveness were provided by participants in the control group, and the lowest ratings by those who viewed the white manager, χ2 (5) = 29.48, p < .05. Further, both black and white participants showed in-group bias on the Loyalty scale, χ2 (5) = 12.11, p < .05. The results are discussed in terms of racial stereotypes, the emergence of a new form of racism, and the prominence of in-group bias.

Globalisation and the falling of trade barriers across the world have changed the way organisations conduct their business. Organisations have to become more competitive to compete against local rivals and imported products. Employees fulfil a vital role in this strategy and productive employees can enable organisations to accomplish this goal. Employees need to be motivated to contribute to the challenges of globalisation and ultimately the success of the organisation. Organisations therefore need to create a motivating climate wherein employees can perform. A number of motivational theories are recorded, but older theories make the assumption than an average human being exists. The more modern theories, which identify the relationship between dynamic variables, are more relevant but to a large extent do not consider the influence of trade unions. Trade unions are still very active in South Africa, and a combined effort by organisations and trade unions could result in a win-win outcome for both parties. Rewards and recognition drive behaviour which will result in enhanced productivity. Monetary rewards are the preferred incentive amongst employees, but the effect of training and development opportunities are often underestimated and under-utilised. Employees are generally eager to improve their skills levels, which could have a positive medium to long term impact on the organisation. Effective leadership is crucial to improved productivity and leaders have to create the environment for employees to perform. Traditional management styles are no longer effective and modern leaders have to develop their skills to achieve sustainability of the organisation.

Organizational injustice has been a long feared and long dissected topic by many in the business world. However, there is no clear idea of what employees expect from their superior, nor how communication is impacted separately from behavior in times of injustice. Interviews with 21 employees were used to study the expectations employees have of their superiors and how fulfillment of those expectations impacts communication in the workplace. Interview data indicate that employees expect open communication, performance assistance and professional behavior. Interview data also indicates that employee communication is impacted immediately, in the midst of situations and long term, both passively and directly. Several relational and communication management techniques are suggested to assist fulfillment of psychological contracts and decrease negative impacts of organizational behavior.

Work environment has been an important part of the Swedish working life for a long time and with the help of the Working Environment Law the work environment is mandatory. The purpose of this study was to gain a deeper insight into how the system of middle managers systematic work environment looks like. The question was: How do six middle managers perceive and deal with systematic work environment? A qualitative study was conducted with six middle managers from a global company. During the analysis, there were three main themes to be recognized (cooperation and support facilitates the work environment, problem with the systematic work and difficulties with staff) and six sub themes. The results showed that respondents felt great support from management and safety representatives, which according to the respondents made ​​their systematic work environment easier. In contrast, respondents indicated that work environment was extensive and because of that the experience was that the work never gets finished. It also emerged in the results that the systematic work environment is about trying to change staff attitudes. The conclusion is that systematic work environment is not an easy task for middle managers. Moreover, it seems that systematic work environment also involve working to change attitudes and behaviors. The study wants to contribute to a greater understanding of how the system of middle managers work with the systematic work environment looks like.