Thesis (Ph. D.)--Indiana University, 2004. / Includes bibliographical references (leaves 68-74).

Thesis (MA)--University of Stellenbosch, 2006. / Bibliography. Also available via the Internet.

Thesis (M.A.)--York University, 2006. / Includes bibliographical references (p. 150-[154])

Thesis (Ph. D.)--University of Hawaii at Manoa, 2001. / Includes bibliographical references (leaves 133-150). Also available on microfiche.

This research initiative responds to some of the issues raised by theoretical challenges leveled at Industrial Psychology (postmodernism), and practical challenges in the workplace (the use of teams) by investigating notions of what a team is via the postmodern methodology of discourse analysis. The research explores “team talk” – repertoires of speech employed by individuals to construct particular versions of “the team” for specific effects, of importance given emphasis placed on shared understanding, expectations and goals in a “team”. A Rhodes University Industrial Psychology Honours class required to work as a team (having participated in a team building exercise), as well as their lecturers who facilitated the team building process were interviewed to obtain “talk” to analyse. This uncovered a multiplicity of meaning, namely four ways of speaking about (constructing) the team. These repertoires are explored in terms of how they are constructed, how they differ across context and speakers, how they interrelate and what they function to achieve. The educational team repertoire constructs academic hierarchy, justifies individualism, positions members as experts and maintains distance from interpersonal processes. The machine repertoire divides work and interpersonal issues, regulates productivity and constructs team roles (defining individual activity and “team fit”), but is inflexible to change. The family repertoire voices emotive aspects to maintain cohesion via conformity, leaderlessness, group identity and shared achievement, but cannot accommodate conflict or workpersonal boundaries. The psychologised team repertoire constructs the team primarily as a therapeutic entity legitimately creating individual identities (and expertise) and facilitating personal growth, but this flounders when support in the “team” fails. Given that each repertoire has a different emphasis (reflective learning versus work processes versus building relationships versus personal growth), there are slippages / clashes between repertoires. This postmodern look at “the team” thus assists in recognizing and problematising these multiple meanings and identifying practical implications.

In many cases congregations are served not by an individual, but by a pastoral team. The optimal functioning of that team requires that careful consideration be given to the factors which govern its composition. The spiritual health and growth of a congregation is largely dependent on the effective functioning of that team. It is apparent, however, that many congregations, church councils or relevant leadership structures have neither the expertise nor the experience required to assemble or extend these teams. The mistakes thus made can prove costly to a congregation. Teams are assembled in which members neither complement, nor are compatible with each other. Considerable unnecessary conflict is thereby created, resulting in ineffective functioning of the team. This study was undertaken with a view to identifying factors which might have a bearing on the manner in which pastoral teams should be assembled for a congregation. It firstly examines whether any references in the Bible should be considered in the composition of the team. It then examines the reasons why pastors operate in teams, the appearance of pastoral teams in modern-day congregations and the manner in which such teams are assembled. It thereafter identifies the key factors to be considered in extending the pastoral team. These factors are then described in more detail. / Dr. GJ Basson

M.B.A. / The main thrust of this research is its critical perspective on the current situation faced by corporate South Africa. This involves the deliberate attempt to make a contribution in dismantling the deeply rooted problems of the past. The research has specifically focused on the transformation of all organisations in the country. The study then chooses to argue that for corporate South Africa to undergo a smooth planned change and overcome resistance to transformation, it has to go via the cultural diversity route. There is a need to prioritise and find new solutions. There is much work to be done. The major motivation behind the study was the very perception that South Africa is a multicultural country having all members aspiring to have their voices heard. The study then further argues that it will be best timing to activate economic transformation simultaneously with political transformation with particular emphasis on corporate South Africa. Hence the need to develop an integrated and formalised methodology for managing corporate planned change in its entirety. The development of the model is thus intended to provide management with a holistic methodology to internalise, think, plan and in the process of its implementation, incorporate all members of the organisation in decision making. This work has attempted through conceptual literature, to create an outcome that will influence other disciplines in different spheres, generate constructive arguments and activate further research. The work also intends to create a new perception that South Africa be seen as doing something concrete- about its corporate impasses.

This study explores gender discrimination among attorneys using Young Lawyers survey data from 2007. The survey included five questions about discrimination which are used as outcome measures. The survey asks respondents about receiving demeaning comments, missing out on desirable assignments, client requests for someone else to do work, colleague requests for someone else to work with, and the partner discounted hours. Results show gender gaps in two of the discrimination measures: experience in receiving demeaning comments and missed out desirable comments. Gaps persist even after controlling for performance, educational attainment and ability, individual characteristics, firm characteristics and areas of law. Data do not indicate gender gaps for the other measures. This suggests that gender discrimination persists in specific situations among young lawyers.

The purpose of this research was to study the relationship between diversity climate perceptions and turnover intention among knowledge workers in the South African nuclear industry. The researcher hypothesised that race will moderate the above-mentioned relationship (Hypothesis 1), and organisational commitment will mediate the same relationship (Hypothesis 2). The research problem was a challenge seemingly facing South African businesses regarding Black knowledge worker retention. The research was a quantitative, cross-sectional study, and was a replication of a study conducted in the United States of America (USA). Data was collected by means of a questionnaire, which was e-mailed to subjects selected randomly from strata of Black and White knowledge workers. In total, 128 questionnaires were e-mailed to subjects, out of a population of 143. Multiple regression methods for testing moderator and mediator effects were used to test the hypotheses. The response rate was 56% (N=72). From the data collected, there was sufficient evidence in support of hypothesis 1. The null hypothesis was therefore rejected. Data collected did not support hypothesis 2 for the two race groups analysed together. However, when race was controlled for, mediation of the above-mentioned relationship was found among Whites. There was no evidence for mediation among Blacks. Copyright / Dissertation (MBA)--University of Pretoria, 2010. / Gordon Institute of Business Science (GIBS) / unrestricted

The research centres on the theme that, even though there are various drivers for a more virtual workplace, ranging from organisational, workforce and technology to environmental issues, it seems that progress in adopting virtual work on both individual and organisational level, is still low. The purpose of the research is to determine if there are specific mindsets required to make the implementation of a virtual workplace more successful, with the aim of making recommendations to organisations, managers, teams and individuals for improved implementation strategies. The research defined the target population as a large South African Information and Communication Technology (ICT) company, and its customers. A combination of quantitative and qualitative methods was used. Data relating to needs, perceptions, practicality and readiness concerning the virtual workplace was collected on three levels, namely individual, team and organisational level. The quantitative research covered the objectives relating to the individual level through questionnaires which were sent out in the form of online surveys. The qualitative research covered the organisational level research through individual interviews with the IT/HR managers, while the team level research was covered through focus group interviews. The study found that various mindsets and needs do exist, and on an individual level the mindsets and needs are not restricted to specific generations. This could be of significance to HR and IT managers in general, who may need to take a wider target group into consideration when designing policies and standards for the organisation. Secondly the organisation itself emerged as an entity with a mindset or culture that transcends the individuals working for the organisation. To implement a virtual workplace would, therefore, require an overarching strategy and organisational change interventions to ensure that all the facets of a virtual workplace are addressed in a balanced way. / Dissertation (MBA)--University of Pretoria, 2010. / Gordon Institute of Business Science (GIBS) / unrestricted