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Determining the key components of a diversity management model : a qualitative case study approachEngelbrecht, Carel 03 1900 (has links)
Stellenbosch University. Faculty of Economic and Management Sciences. Dept. of Graduate School of Business. / Thesis (MBA)--Stellenbosch University, 2007. / ENGLISH ABSTRACT: The purpose of this study is to investigate diversity management practices as
discussed in the literature and practiced in a South African manufacturing organisation,
with the aim to determine key components of a diversity management model.
Furthermore, the study aims to discuss diversity and the related concepts to create a
clear understanding.
The study reviews the rationale in creating and managing a diverse workforce and
explores the benefits for the organisation. The study provides a synopsis of
components of diversity management initiatives and diversity models from the literature
with the view to include components in the proposed diversity management model.
A qualitative methodological research design was selected with a single case study at
Coca-Cola Canners. The case study examines in detail the diversity management
practices at Coca-Cola Canners, which has applied diversity concepts. Through
interviews with managers and employees data was collected and contrasted with
theoretical premises on diversity management.
The study found that although participants had a reasonable knowledge of diversity,
misunderstandings still exist on the dimensions of diversity to be included and the
relation of diversity with concepts such as affirmative action and equity legislation.
Clarification on these concepts is essential before debating diversity management
initiatives.
Furthermore a real commitment from leadership to agree that valuing diversity can be
leveraged to benefit both the organisation and the individual is required. The
organisation needs to identify the transition to the ideal situation of a multicultural
organisation, where differences are valued. Full integration exists structurally and
informally. The key components identified in the study are integrated into a conceptual
model that supports the desired outcomes.
The study recommends that diversity management transcend above equity and
affirmative action and requires a culture change that values differences and include all
employees in the organisation. This process requires an integrated and ongoing
strategy. Critical components include determine the status of the organisation, train ing
and awareness workshops, re- establish internal systems and procedures, evaluation,
communication and change management practices.
Internal systems such as performance management, training, development planning
and succession planning are critical to motivate and support employees. Specific focus
on training diverse teams and team leaders on how to work together is essential / AFRIKAANSE OPSOMMING: Die doel van die studie is om diversiteitsbestuur praktyke te ondersoek, 5005 bespreek
in die literatuur en toegepas in 'n Suid Afrikaanse vervaardigingsorganisasie en om
deur die proses sleutelkomponente van 'n diversiteitsbestuursmodel te identifiseer.
Verder beoog die studie om diversiteit en verwante konsepte te bespreek, om
sodoende die konsepte beter te verstaan.
Die studie bespreek die motivering om 'n diverse werkersmag te skep en te bestuur.
Die vaordele vir die organisasie, met'n diverse werkersmag word bespreek. Die studie
bespreek die komponente van diversiteitsbestuurs inisiatiewe en madelle uit die
literatuur met die doel om dit te inkorporeer in 'n voorgestelde
diversiteitsbestuursmodel.
'n Kwalitatiewe navorsingsmetodiek is gevolg met'n enkeJe gevallestudie by Coca-Cola
Canners. Die gevaliestudie ondersoek die diversiteitsbestuurspraktyke wat gevolg
word in die organisasie. Onderhoude was gebruik om inligting te versamel en inligting
is vergelyk met die teorie verkry vanaf die literatuuroorsig.
Die studie het gevind dat, alhoewel deelnemers 'n redelike kennis het van diversiteit,
misverstande nog steeds bestaan oor die dimensies van diversiteit, wat ingesluit moet
word asook ten opsigte van die verwantskap met regstellende aksie en gelyke
indiensneming. Ooreenstemming ten opsigte van die konsepte is belangrik voordat die
debat oor bestuur van diversiteit voortgesit kan word.
Verder word die ondersteuning en leierskap van bestuur benodig am waarde in
diversiteit te sien, en om sodoende v~ordele vir die organisasie en individue te
bewerksteHig. Die idea Ie situasie sal wees om die onderneming te verander na 'n multikulturele
organisasie deur 'n transformasieproses. Integrasie word bewerkstellig in die
formele en informele strukture, sonder voorkeure aan sekere groepe. Die sleutel -
komponente geYdentifiseer, word ingesluit in 'n model wat die verwagte voordele
nastreef.
Die aanbevelings sluit in dat die bestuur van diversiteit, veel meer behels as
regstellende aksie, gelyke indiensneming en dat die bestuur van diversiteit 'n
organisasie-kultuuraanpassing verg deurdat waarde geheg word aan verskille en dat
almal in die organisasie ingesluit word. Hierdie proses benodig 'n geO(ntegreerde en
aaneenlopende strategie.
Kritiese komponente sluit in die volgende: bepaal die status van die organisasie,
opleiding en bewusmaking, hersien sisteme en prosedures, evaluasie, kommunikasie
en die bestuur van verandering.
Interne sisteme soos prestasiebestuur, opleid ing, ontwikkeling en opvolgbestuur is
belangrik om werknemers te motiveer en te ondersteun. Spesiale fokus word benodig
om spa nne met diverse lede te bestuur. Opleiding moet gereel word vir die spanlede
en spanleiers.
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1092 |
Ethical standards : the missing link to business developmentLouw, Alberto Johannes 03 1900 (has links)
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.
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Development of an instrument for data collection in a multidimensional scaling study of personal Web usage in the South African workplaceTillemans, Stephen 12 1900 (has links)
Thesis (MBA)--Stellenbosch University, 2011. / In a relatively very short period the Internet has grown from being virtually unknown to becoming
an essential business tool. Together with its many benefits, the Internet has unfortunately brought
with it several new organisational challenges. One of these challenges is how to manage personal
Web usage (PWU) in the workplace effectively. Although many managers see PWU as a form of
workplace deviance, many researchers have pointed out its potential benefits such as learning,
time-saving, employee well-being and a source of ideas.
To help organisations manage PWU in the workplace more effectively, this research realised the
need for a typology of PWU behaviours in the South African workplace. Multidimensional scaling
(MDS) was identified as an objective method of creating such a typology. The objective of this
research was therefore to develop an instrument to gather data for a multidimensional scaling
study of PWU behaviours in the South African workplace.
A questionnaire was designed that consists of three distinct sections. The first section contains
seven pre-coded demographics questions that correspond with specific demographic variables,
proven to have a relationship with PWU.
The second section of the questionnaire is designed to gather dissimilarity data for input into an
MDS algorithm. To begin with, 25 Web usage behaviours of South Africans were identified using
Google Ad Planner. After weighing up various options of comparing the Web usage behaviours,
the pairwise comparison method was selected. Ross sequencing was used to reduce positioning
and timing effects. To reduce the number of judgements per participant, the 300 required
judgments are split six ways, resulting in 50 judgements per participant.
The last section of the questionnaire is designed to gather data to assist with interpreting the
dimensions of the MDS configuration. Eight benefits and risks of PWU were identified. These are
combined into a matrix together with the 25 Web usage behaviours. The data from this section will
allow future research to use linear regression to discover the relationship between the Web usage
behaviours (the objects), and the benefits and risks of PWU (the variables).
It is believed that this design offers a fair compromise between the time and effort required of
participants and the quality and integrity of the acquired data.
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Detect, defuse and protect : preventative intervention strategies towards minimising bullying in the workplaceMalila, Harry Clifton 03 1900 (has links)
Thesis (MBA)--Stellenbosch University, 2002. / ENGLISH ABSTRACT: Until recently, there was little awareness of the phenomenon of workplace bullying,
or of the means by which it is carried out. Even today, many people still know very
little or nothing of what goes on behind closed office doors. The prevalence of
workplace bullying seems to indicate a worsening trend, and it may be that
everyone in the workplace is now at risk of having "an experience".
Workplace bullying is the deliberate, hurtful mistreatment of a person by a bully
driven by her or his need to control others at work. It is quite simply, psychological
violence in the workplace, and the results thereof include psychological trauma,
loss of dignity, and feelings of shame in the person being targeted or victimised.
Bullying can be regarded as the use or abuse of position or power to coerce others
by fear or persecution or to oppress them by force or threat. It has been identified
as a more crippling and devastating problem for both employees and employers
than all other work-related stresses put together.
Most bullying is insidious in that it is carried out at the psychological level.
Although it may be most obvious in screaming and publicly abusive episodes, it is
usually more subtle and persistent. Its behaviours can include rumours, gossip
and attempts to turn others against a person, stealing credit for others' work,
deliberate attempts to sabotage someone's work, highly public and humiliating
criticism, blame, threatened job loss or punishment. In the case of physical
assault, there is no doubt that an attack has taken place. In the case of bullying, it
may be months, perhaps even a year or more, before one begins to realise that the
difficulty one is experiencing with a particular individual, or group of individuals,
goes beyond what can reasonably be expected in one's place of work.
In the research the author explored the impact of workplace bullying on the
organisation and the individuals (victims) concerned. The author used a real-life
case study / example in Chapter 2 to illustrate the existence and the negative
effects of this workplace phenomenon. The author suggests some strategies to
victims and employers on how to recognise the tactics of their tormentors, how to stop the hurt and regain their dignity, self-esteem and confidence and, furthermore,
how to discourage workplace bullying and eliminate its debilitating effects.
Organisations should realise that bullying at work is a hidden menace that can
destroy individuals and undermine both individual and teamwork performance, and
that people can never perform at their best when they are bullied. Employers and
employees therefore have a mutual interest in the eradication of this workplace
demoraliser, workplace bullying.
Ignoring the problem will not make it go away - it will slowly eat away your
organisation's bottom line. / AFRIKAANSE OPSOMMING: Daar was tot onlangs min bewustheid van die verskynsel van werkplektreitering of
van die wyse waarop dit toegepas word. Selfs vandag nog weet baie mense baie
min of selfs niks van wat eintlik agter geslote kantoordeure aangaan nie. Die
voorkoms van werkplektreitering dui op 'n toenemende tendens, en dit kan wees
dat elke persoon in die werkplek die gevaar loop om aan hierdie "ervaring"
blootgestel te word.
Werkplektreitering is die opsetlike en skadelike mishandeling van 'n persoon deur
'n bullebak wat gedryf word deur sy/haar behoefte om almal in die werkplek te
beheer. Dit is eenvoudig sielkundige geweld in die werkplek, sowel as die
resultaat daarvan, wat insluit sielkundige trauma/geweld, die verlies aan
waardigheid, en gevoelens van skaamte in die persoon wat geteiken word of die
slagoffer is. Werkplektreitering kan beskou word as die gebruik of misbruik van
mag en posisie om vrees by ander in te boesem deur vervolging of onderdrukking
of deur dwang of bedreiging. Werkplektreitering is geïndentifiseer as 'n probleem
wat meer verlammend en verwoestend is as alle ander werkverwante stressors
van werkgewers en werknemers saamgevoeg.
Die meeste treitering is verradelik deurdat dit op 'n sielkundige vlak uitgevoer word.
Alhoewel 'n geskree en openlike beledigende episodes die ooglopendste is, is dit
gewoontlik meer subtiel en aanhoudend. Die gedrag van die werkplekbullebak kan
insluit gerugte, skinderpraatjies, pogings om persone teen mekaar op te steek,
krediet te neem vir 'n ander se werk, doelbewuste pogings om iemand se werk te
saboteer, hoogs openlike en vernederende kritiek, beskuldigings, asook
dreigemente met betrekking tot werksverlies of straf.
Met fisieke geweld is daar geen twyfel dat 'n aanranding plaasgevind het nie. Met
werkplektreitering kan dit egter maande, miskien selfs 'n jaar of meer, neem
voordat 'n mens besef dat die probleme wat met 'n spesifieke individu of groep
individue ondervind word verder strek as wat redelikerwys binne 'n mens se
werkplek verwag kan word. In die navorsingsverslag het die skrywer die moontlike impak van treitering in die
werkplek op die organisasie én die individue wat daaraan onderworpe is,
ondersoek. Die skrywer het gebruik gemaak van 'n werklike gevallestudie in
Hoofstuk 2 om die teenwoordigheid en die negatiewe impak van werkplektreitering
binne die werksomgewing te illustreer. Die skrywer stel sekere strategieë aan
slagoffers en werkgewers voor oor die wyse waarop die taktiek van die
plaaggeeste herken kan word, hoe om die seerkry te stop en waardigheid,
selfagting en selfvertroue terug te bring en voorts hoe om werkplektreitering te
ontmoedig en die aftakelende gevolge daarvan te elimineer.
Organisasies moet besef dat werkplektreitering 'n weggesteekte bedreiging is wat
individue kan vernietig en individuele en spanwerkprestasies kan ondermyn en dat
mense nooit op hul beste kan presteer wanneer hulle getreiter word nie.
Werkgewers en werknemers het dus 'n wedersydse belang in die uitroeiing van
hierdie werkplek demorialiseerder, werkplektreitering.
Deur die probleem te ignoreer sal dit nie laat verdwyn nie, maar dit sal stadig maar
seker tot organisasies se ondergang lei.
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1095 |
A description of an adventure-based team development interventionKriek, Hendrik Sebastiaan 12 1900 (has links)
Thesis (MBA)--Stellenbosch University, 2002. / ENGLISH ABSTRACT: The past decade saw increasing prominence put on teams in the workplace
and concurrently a proliferation in the use of adventure-based programmes to
develop teams. The study provides a description of an adventure-based team
development intervention into the executive team of the Health and Racquet
Club's Gauteng region. The team consisted of fourteen executives that all took
part in a three-day team development programme.
As a qualitative study it refers to the nature of the intervention as characterised
by the participants through their experience thereof and as a descriptive study it
learns about the who, what, when, where, and how of the adventure-based
team development intervention. The study is done from a phenomenologicalconstructionist
perspective and therefore focuses on the meaning attached to
the experience by the participants while it recognises the involvement of the
researcher.
The study is accomplished by describing:
• the principles underscoring the intervention and illustrating how the
intervention is based on recent literature applying the principles to
adventure-based team development;
• intervention (and research) context by recounting the activities that were
used; and
• meaning attached to the intervention with regards to the impact thereof on
individuals and team development.
In Chapter One an overview of the study, the scope thereof and a formulation
of the research problem are given. Chapter Two presents an overview of the
team within its context and explains the process of contracting, the team's
needs and the fit between the intervention and the strategic aims of the
organisation. "The following Chapter provides the principles that were applied in
the design and construction of the intervention and gives the theoretical
underpinnings of the programme as stemming from recent literature.
In Chapter Four a description of the course design as well as the activities that
were used is given. This is followed by a description of the impact of the
intervention on the individual members and on the team respectively. An
overview of the phenomenological method of analysis of Georgi is given and it
is used to analyse partlcipant's presentation of the most memorable moments
they experienced during the course. The study is concluded by presenting the
research outcomes, suggestions on future research and final comments. / AFRIKAANSE OPSOMMING: Gedurende die afgelope dekade is aansienlik meer prominensie aan spanne in
die werkplek toegeken. Daarmee saam is daar ook 'n toename in die gebruik
van avontuur-gebaseerde ontwikkelingsprogramme vir spanne. Hierdie studie
verskaf 'n beskrywing van 'n avontuur-gebaseerde
spanontwikkelingsintervensie waaraan die uitvoerende span van die Health
and Racquet Club se Gautengstreek onderwerp is. Die span het bestaan uit
veertien bestuurders wat almal aan 'n drie-dag spanontwikkelingsprogram
deelgeneem het.
Die studie is kwalitatief van aard in die wyse waarop die aard van die
intervensie deur die deelnemers gekenmerk word deur hul belewenis daarvan.
As 'n beskrywende studie beskryf dit die wie, wat, waar en hoe van die
avontuur-gebaseerde spanontwikkelingsintervensie. Die studie word vanaf 'n
fenomenologies-konstruksionistiese perspektief aangepak. Dit behels dat daar
op die betekenis wat aan die ervaring deur die deelnemers geheg word,
gefokus word. Die betrokkenheid van die navorser word terselfdertyd erken.
Die studie is voltooi deur 'n beskrywing aan te bied van:
- die beginsels wat die intervensie onderlê en hoe die intervensie
gebaseer is op 'n toepassing van resente onwikkelings in navorsing
rakende avontuur-gebaseerde spanontwikkeling;
- die intervensie- (en navorsings-) konteks deur die aktiwiteite wat
gebruik is te skets;
- die betekenis wat aan die intervensie geheg is met betrekking tot die
impak daarvan op individue en spanontwikkeling onderskeidelik.
In Hoofstuk Een word 'n oorsig van die studie, die omvang daarvan en 'n
formulering van die navorsingsprobleem verskaf. Hoofstuk Twee bied 'n oorsig
van die span binne sy konteks aan en verduidelik die proses van kontraktering,
die span se behoeftes en die belyning van die intervensie met die strategiese
doelwitte van die organisasie.
Die volgende Hoofstuk bied die beginsels wat toegepas is in die ontwerp en
daarstelling van die intervensie en gee die teoretiese onderbou van die
program soos dit put uit resente literatuur. In Hoofstuk Vier word 'n beskrywing
van die kursusontwerp asook die aktiwiteite wat gebruik is verskaf. Dit word
gevolg deur 'n beskrywing van die impak van die intervensie op individuele
deelnemers en die span onderskeidelik. 'n Oorsig van die fenomenologiese
metode van Georgi word verskaf en dit word aangewend om 'n analise van die
deelnemers se weergawe van die mees betekenisvolle oomblikke wat hulle
gedurende die program ervaar het, te doen. Die studie word afgesluit met die
navorsingsresultate, aanbevelings oor toekomstige navorsing en finale
opmerkings.
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Descriptive study of discrimination and bullying in the workplaceDe Villiers, Charl Johan 12 1900 (has links)
Thesis (MBA)--Stellenbosch University, 2003 / ENGLISH ABSTRACT: Organisations have to address the issues of discrimination and bullying in the
workplace, issues that have a negative impact on productivity. Organisations also need
to address discrimination and bullying, as these phenomena have a large impact on the
morale of employees within the organisation; morale that in turn influence productivity.
Discrimination and bullying have been addressed by research in the past; however,
more research has been done on discrimination than on bullying which is a fairly new
field of study. Therefore the purpose of this report is to shed more light on the topic of
bullying in the workplace and how to overcome it.
It is necessary that discrimination and bullying as phenomena, is thoroughly understood,
if one wants to attempt to find remedies for these issues. Therefore this research has
been conducted by describing discrimination in the workplace, in order to create a
thorough base from which to look at bullying in the workplace (a manifestation of
discrimination).
After the discussion on discrimination, bullying in the workplace is described by means
of defining it, and describing its various aspects; how bullies work, examples of bullying,
circumstances leading to bullying and its impact on all parties involved.
A phenomenological analysis (research that attempts to describe a phenomena as it
happen rather than trying to explain it) of bullying behaviour has been conducted by
looking at the role of reinforcement, experience, knowledge and intrinsic values in
creating a bullying personality. Childhood bullies has been discussed, bullies described
and how they are created, together with their psychology, in order to understand more
about the bully as an adult. The research also dealt with the victim and his psychology,
in order to understand the bully-victim dyad (the relationship between the bully and the
victim). Further, prejudice and power also plays a role in supporting bullying behaviour. Various remedies that can be used to eradicate discrimination and bullying from the
workplace have been identified and described. These remedies are:
• Legislation and the burden of proof.
• Education and training to empower individuals to recognise and act against
discrimination and bullying.
• Social learning.
• Continuous evaluation of the corporate culture of the organisation which will identify
problem areas with regards to discrimination and bullying.
• The establishment of support networks for minority groups.
• Proactive, reasonable accommodation of differences (such as disability, HIV or
AIDS, cancer, diabetes and the mental and emotional illnesses, left-handedness).
• All parties should be informed about their responsibilities in combating the problem.
• Workplace policies to deal with discrimination and bullying.
• Establishment of efficient communication within the organisation.
• Using mediation as a less expensive and quicker solution.
• Emotional intelligence training or coaching.
This research has shown that:
• Discrimination is still a problem in South Africa and will prevail to be one in future as
a result of the changing nature of the phenomenon.
• Bullying is a live phenomenon in the workplace of today and its incidence is on the
increase.
• Bullies are created. Sufficient evidence to conclude that bullies are born, has not
been found.
• It is not clear from the literature to what extent human resource practitioners are
equipped to deal with discrimination and bullying in the workplace.
• Managers have the responsibility to deal with discrimination and bullying in the
workplace. / AFRIKAANSE OPSOMMING: Organisasies moet diskriminasie en karnuffelry (gedrag van boelies) in die werkplek
aanspreek aangesien dit produktiwiteit en moraal van werknemers negatief beïnvloed.
Moraal opsig self beïnvloed produktiwiteit.
Diskriminasie en karnuffelry is in die verlede in navorsing aangespreek. Meer navorsing
oor diskriminasie bestaan egter as oor karnuffelry, wat 'n nuwer studieveld is. Die doel
van hierdie navorsingsverslag is dan juis om meer lig te plaas op die onderwerp van
boelies in die werkplek en hoe om die probleem te oorkom.
'n Goeie kennis oor die verskynsels van diskriminasie en karnuffelry is nodig, indien 'n
poging aangewend gaan word om die probleem aan te spreek. Om die rede het hierdie
navorsing diskriminasie in die eerste plek aangespreek, met die doel om 'n goeie basis
daar te stel waarvandaan daar na karnuffelry ('n manifestasie van diskriminasie) gekyk
kan word.
Karnuffelry word dan vervolgens bespreek deur te kyk na die definisie daarvan, 'n
beskrywing van die verskeie aspekte daar rondom, hoe boelies te werk gaan,
voorbeelde van karnuffelry, omstandighede wat daartoe aanleiding gee en die impak
daarvan op alle betrokke partye.
'n Fenomenologiese ondersoek (navorsing wat 'n fenomeen beskryf soos dit gebeur
eerder as om dit te probeer verklaar) oor die gedrag van boelies is onderneem deur te
kyk na die rol wat versterkingsteorie, ervaring, kennis en intrinsieke waardes speel in die
totstandkoming van boelies. Boelies as kinders is bespreek en boelies beskryf, asook
hoe hulle gevorm word, tesame met hulle psigologie met die doel om meer van die
boelie as volwassene te verstaan. Die navorsing het ook gekyk na die slagoffer en sy
psigologie met die doel om die boelie-slagoffer verhouding te verstaan. Vooroordeel en
mag is verdere aspekte wat 'n rol speel in die gedrag van boelies. Hulpmiddels wat aangewend kan word in die stryd teen diskriminasie en karnuffelry,
soos vervolgens gelys, is geïdentifiseer en bespreek:
• Wetgewing en bewyslas.
• Opvoeding en opleiding vir die bemagtiging van individue.
• Aanleer van gedrag uit sosiale omstandighede.
• Deurlopende evaluering van die kultuur binne die organisasie om probleemareas
rondom diskriminasie en karnuffelry uit te wys.
• Die daar stel van ondersteuningsnetwerke vir minderheidsgroepe.
• Pro-aktiewe en billike tegemoetkoming van verskille (soos gebrek, MIV of VIGS,
kanker, diabetes, verstandelike of emosionele siektes, linkshandigheid).
• Alle partye moet ingelig word oor die verantwoordelikheid wat hulle dra met
betrekking tot die bekamping van die probleem.
• Werkplek beleid rakende die verskynsels.
• Verseker dat daar effektiewe kommunikasie binne die organisasie plaasvind.
• Mediasie moet gebruik word as 'n vinnige en kostebesparende metode van
afrekening met die probleem.
• Mentorskap en opleiding in emosionele intelligensie.
Die navorsing het verder bewys dat:
• Diskriminasie steeds 'n probleem is in Suid-Afrika en dat dit een sal bly in die
toekoms.
• Karnuffelry in die werkplek is 'n lewendige verskynsel en die insidensie daarvan is
aan die toeneem.
• Boelies word geskep. Daar kon egter nie voldoende bewyse gevind word dat boelies
gebore word nie.
• Die bestudeerde literatuur kon nie bewys tot watter mate personeelbestuur
praktiseerders toegerus is om die probleem te hanteer nie.
• Dit is bestuurders se verantwoordelikheid om af te reken met diskriminasie en
karnuffelry in hulle organisasies.
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1097 |
The relationship between job satisfaction and work performance : a case study of the maintenance department of the University of StellenboschPetro, Graham 12 1900 (has links)
Thesis (MBA)--Stellenbosch University, 2012. / The fundamental purpose of this research was to establish whether there was a link between the work performance of individual employees within a technical division and their own levels of job satisfaction. The degree of work performance was ascertained from individual scores achieved in the biannual performance appraisal. The levels of job satisfaction were ascertained by means of completed job satisfaction questionnaires. All the respondents to the job satisfaction questionnaire did so on a voluntary basis and with the condition of anonymity.
The outcomes of these questionnaires were analysed and one of the conclusions that could be drawn was that although the performance scores were positively skewed, there was a tendency that those individuals did not experience similar levels of job satisfaction. The results also indicated that despite higher levels of work performance, the respondents experienced high levels of dissatisfaction in relation to their jobs. This outcome should be further researched and appropriate interventions made.
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The relationship between servant leadership, follower trust, team commitment and unit effectivenessDannhauser, Zani 03 1900 (has links)
Thesis (PhD (Industrial Pshychology))--University of Stellenbosch, 2007. / A study of the literature revealed that the content and the structure of several
constructs that are used in research in the framework of Positive Organisational
Behaviour are subject to doubt. It also became clear that the relationship between
the constructs (servant leadership, trust, team commitment, and unit effectiveness)
could profitably be investigated further. A study to obtain more clarity about these
aspects was therefore planned and executed. In order to conduct this exploratory
survey research, an electronic web-based questionnaire was used as the method of
data gathering. The questionnaire was programmed and posted for a period of three
weeks on the portal of the company where the survey was conducted. A total of 531
respondents from the vehicle sales division of the particular organisation participated
in the study. Sales persons (n=417) who were working in 100 dealerships in the
automobile business completed three questionnaires. The three questionnaires were
the rater version of the Servant Leadership Questionnaire of Barbuto and Wheeler (a
self-report version also exists), the Workplace Trust Survey developed by Ferres, the
Team Commitment Survey of Bennett. The sales persons assessed the level of
servant leadership of their superiors (sales managers) and their own levels of trust
and of team commitment. The sales managers (n=114) assessed the effectiveness of
the sales persons who reported to them by completing the Team Effectiveness
Questionnaire developed by Larson and LaFasto. The Directors who were
responsible for the marketing of the products of the organisation completed an
internal questionnaire on the performance of the sales function in the dealerships.
Answers were sought to five research questions, dealing with the content of the
constructs, their configurations, their interrelations and biographic and organisational
variables that could possibly have an influence on the constructs.
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Behavioral analysis of project team performance in China房照陽, Fang, Zhaoyang. January 2002 (has links)
published_or_final_version / Real Estate and Construction / Doctoral / Doctor of Philosophy
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1100 |
Project management of building services engineering in Hong KongWong, Wai-keung., 汪偉強. January 2001 (has links)
published_or_final_version / Real Estate and Construction / Master / Master of Science in Construction Project Management
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