Proefschrift Universiteit Maastricht. / Met lit. opg., reg. - Met samenvatting in het Engels.

There have been on-going debates regarding wellness and management roles. There are several general programmes for facilitation of wellness. Some are implemented but others not. The urge to develop a coaching programme for college managers was triggered by personal experiences as the principal of a nursing college with the aim of helping the managers to facilitate employee wellness. The research was conducted to make a meaningful contribution to a body of knowledge, in particular knowledge related to the facilitation of employees’ wellness by the nursing college management. Aim The aim of the study was to develop a coaching programme for nursing colleges’ managers to facilitate employee wellness. The research was conducted into two phases. Phase one The first phase is a situational analysis. A qualitative strategy, which is explorative, descriptive and contextual in nature, was used. The perceptions of employees, guided by a literature review, were explored and described. Research Design Method The design of the study was qualitative, with explorative, descriptive and contextual elements. The nursing college managers were interviewed in both individual and in focus groups interviews. Only six main samples were used, namely: principals, vice-principals, HODs, registrars, nurse educators and support staff. An interview schedule was prepared by the researcher and experts in qualitative design. The first focus group interviews were conducted with the heads of departments in four nursing colleges. Three focus group interviews were held with heads of departments, nurse educators and support staff. Individual interviews were held with three principals and college registrars. The data analysis procedure from Henning, Van Rensburg and Smit’s (2008:106) writing was adopted as the bases for data analysis in phase one of the study. Deductive and inductive strategies were used. The results of phase one relating to the experiences and perceptions of employees and managers were used in conjunction with the integration of the embedded literature to develop the conceptual framework and coaching programme for the management of nursing colleges. Phase two The second phase was the description of the conceptual framework. An integrated map was compiled by mapping the concepts from the conclusions from all the empirical findings from Chapters 3 and 4.The main concepts of the integrated map are described. Finally, a visual conceptual framework was presented. A coaching programme for nursing college managers to facilitate employee’s wellness was developed. The programme was presented into 2 parts; part 1 for training managers to empower them with coaching skills. Part 2 addressed facilitation of employee’s wellness. Ethical considerations were observed throughout the study. Results and findings The results from both the employees and managers reflected challenges which involved the political mandate of increasing numbers of students without extra human and material resource allocation. Most of the employees complained about college management, which did not recognise their efforts and qualifications. Other causes of dissatisfaction included increased workload, the large numbers of students and decreased facilities through the rationalisation and merger of the nursing colleges. / Thesis (PhD (Nursing))--North-West University, Potchefstroom Campus, 2013.

There have been on-going debates regarding wellness and management roles. There are several general programmes for facilitation of wellness. Some are implemented but others not. The urge to develop a coaching programme for college managers was triggered by personal experiences as the principal of a nursing college with the aim of helping the managers to facilitate employee wellness. The research was conducted to make a meaningful contribution to a body of knowledge, in particular knowledge related to the facilitation of employees’ wellness by the nursing college management. Aim The aim of the study was to develop a coaching programme for nursing colleges’ managers to facilitate employee wellness. The research was conducted into two phases. Phase one The first phase is a situational analysis. A qualitative strategy, which is explorative, descriptive and contextual in nature, was used. The perceptions of employees, guided by a literature review, were explored and described. Research Design Method The design of the study was qualitative, with explorative, descriptive and contextual elements. The nursing college managers were interviewed in both individual and in focus groups interviews. Only six main samples were used, namely: principals, vice-principals, HODs, registrars, nurse educators and support staff. An interview schedule was prepared by the researcher and experts in qualitative design. The first focus group interviews were conducted with the heads of departments in four nursing colleges. Three focus group interviews were held with heads of departments, nurse educators and support staff. Individual interviews were held with three principals and college registrars. The data analysis procedure from Henning, Van Rensburg and Smit’s (2008:106) writing was adopted as the bases for data analysis in phase one of the study. Deductive and inductive strategies were used. The results of phase one relating to the experiences and perceptions of employees and managers were used in conjunction with the integration of the embedded literature to develop the conceptual framework and coaching programme for the management of nursing colleges. Phase two The second phase was the description of the conceptual framework. An integrated map was compiled by mapping the concepts from the conclusions from all the empirical findings from Chapters 3 and 4.The main concepts of the integrated map are described. Finally, a visual conceptual framework was presented. A coaching programme for nursing college managers to facilitate employee’s wellness was developed. The programme was presented into 2 parts; part 1 for training managers to empower them with coaching skills. Part 2 addressed facilitation of employee’s wellness. Ethical considerations were observed throughout the study. Results and findings The results from both the employees and managers reflected challenges which involved the political mandate of increasing numbers of students without extra human and material resource allocation. Most of the employees complained about college management, which did not recognise their efforts and qualifications. Other causes of dissatisfaction included increased workload, the large numbers of students and decreased facilities through the rationalisation and merger of the nursing colleges. / Thesis (PhD (Nursing))--North-West University, Potchefstroom Campus, 2013.

The academic environment in higher education institutions has changed over the last years due to certain factors, which in turn, have influenced the way in which higher education institutions are governed. This has resulted in a shift in the way management and leadership are approached to ensure efficiency and effectiveness in higher education institutions. The role of teams in the academic environment is crucial to assist the institution in meeting institutional goals and adhering to national educational objectives, which in turn assumes that leadership is a key element in the development of successful teams. However, it is necessary to distinguish between leadership and management as these concepts are not synonyms and have different operational functions. The focus of this study is to ascertain what the leadership role of School Directors in the Faculty of Arts of the Potchefstroom Campus of North-West University (NWU), is in team development. As the NWU is a higher education institution, it is important to place the focus of the study in this context and, therefore, a description is given of the higher education environment in South Africa. Tuckman and Jensen’s (1977) five-stage model of team development is used to ascertain whether the academic teams in the Faculty of Arts are functioning optimally and whether there is, in fact, team development. This model is furthermore important for this study as it ascertains whether the School Director assists and plays an active role in the development of the team. The study furthermore aims to establish whether a transformational or transactional leadership style, or both, is portrayed by School Directors and which of these styles, or a presence of both styles, enhances the leadership role of School Directors in team development. The empirical findings were obtained by means of a qualitative research method. Semi-structured questionnaires were distributed to academics in all five Schools in the Faculty of Arts, as well as to the School Directors and the high return rate of 91% increase the validity of the study. The questionnaires explored and described how the academics, as well as the School Directors, perceived their leadership roles in team development. The findings from the questionnaires indicated that there were instances when the perception of School Directors differed from the perceptions of academics pertaining to the effectiveness of the team and the leadership style portrayed by School Directors. The analysis of the results from the questionnaires indicated that both transactional and transformational leadership styles were portrayed by School Directors, and that effective team development warranted a combination of these two leadership styles. Recommendations were made accordingly and a strategy proposed to enhance the role of School Directors in the development of academic teams. / M Development and Management, North-West University, Potchefstroom Campus, 2014

The academic environment in higher education institutions has changed over the last years due to certain factors, which in turn, have influenced the way in which higher education institutions are governed. This has resulted in a shift in the way management and leadership are approached to ensure efficiency and effectiveness in higher education institutions. The role of teams in the academic environment is crucial to assist the institution in meeting institutional goals and adhering to national educational objectives, which in turn assumes that leadership is a key element in the development of successful teams. However, it is necessary to distinguish between leadership and management as these concepts are not synonyms and have different operational functions. The focus of this study is to ascertain what the leadership role of School Directors in the Faculty of Arts of the Potchefstroom Campus of North-West University (NWU), is in team development. As the NWU is a higher education institution, it is important to place the focus of the study in this context and, therefore, a description is given of the higher education environment in South Africa. Tuckman and Jensen’s (1977) five-stage model of team development is used to ascertain whether the academic teams in the Faculty of Arts are functioning optimally and whether there is, in fact, team development. This model is furthermore important for this study as it ascertains whether the School Director assists and plays an active role in the development of the team. The study furthermore aims to establish whether a transformational or transactional leadership style, or both, is portrayed by School Directors and which of these styles, or a presence of both styles, enhances the leadership role of School Directors in team development. The empirical findings were obtained by means of a qualitative research method. Semi-structured questionnaires were distributed to academics in all five Schools in the Faculty of Arts, as well as to the School Directors and the high return rate of 91% increase the validity of the study. The questionnaires explored and described how the academics, as well as the School Directors, perceived their leadership roles in team development. The findings from the questionnaires indicated that there were instances when the perception of School Directors differed from the perceptions of academics pertaining to the effectiveness of the team and the leadership style portrayed by School Directors. The analysis of the results from the questionnaires indicated that both transactional and transformational leadership styles were portrayed by School Directors, and that effective team development warranted a combination of these two leadership styles. Recommendations were made accordingly and a strategy proposed to enhance the role of School Directors in the development of academic teams. / M Development and Management, North-West University, Potchefstroom Campus, 2014

Geen opsomming beskikbaar nie / No summary available / Industrial & Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

Problem statement: There seem to be perceptual incongruence between systems development managers and developers. Research shows that while managers are more positive towards systems development methodologies, developers on the other hand seem to resist and not to use systems development methodologies in their entirety but instead adapt, tailor, modify and change them depending on the project at hand (contingent use). Systems development managers can exert power through a variety of influence bases. However, these power influences may be perceived differently by developers. While some might feel constrained, others might actually feel liberated by the existence of the same influence base. Main findings: IS managers are using systems development methodologies to gain control over team members. However, there was no clear perception on whether systems development methodologies were enslaving systems developers. This was indicated by the majority of the respondents neither agreeing nor disagreeing to that effect. The research showed that most organisations are adapting the use of systems development methodologies on a project to project basis, which is referred to as the contingent use of systems development methodologies. Research method followed: The positivistic research paradigm was used as it allowed the researcher to find out patterns and regularities between power, systems development methodologies’ use and success. A survey was conducted and a questionnaire was used for data collection purposes. Questionnaire data was analysed using IBM SPSS Statistics Version 21, Release 20.0.0 software package tools. Principal conclusion: Power is interpreted in terms of the type of power that can be exercised by IT professionals specifically IS developers and their respective managers at the workplace. The roles assumed and the different power types that may be exercised in organisations provide a link as to who has the final say when it comes to the use and success rate of systems development methodologies. The contingent use of systems development methodologies provides a form of “freedom” to systems developers. Based on the research findings, the research proposes an answer to the question – are systems development methodologies enslaving systems developers and empowering IS managers? / MSc (Computer Science), North-West University, Potchefstroom Campus, 2014

Die studie foku.s op die verwantskap tussen sin vir koherensie as 'n intrinsieke hanteringsbron aan die een kant, en elk van streshantering, algemene gesondheid en sielkundige uitbranding aan die antler kant. Vraelyste wat hierdie veranderlikes meet is aan 200 bestuurders gegee om te voltooi. Die bevindinge van hierdie studie toon aan dat bestuurders met 'n hoi! sin vir koherensie goeie algemene gesondheid geniet. Die bestuurder met 'n hoi! sin vir koherensie behoon dus meer e.ffektief te junksioneer in die werksiruasie as die bestuurder met 'n lae sin vir koherensie. Voons is ook bevind dar 'n hoi! sin vir koherensie nie noodwendig aanleiding gee tot lae vlakke van stres of van sielkundige uitbranding nie. Aanbevelings word gedoen oor hoe om die negatiewe gevolge van stres en sielkundige uitbranding te venninder en algemene gesondheid te bevorder, ten einde die bestuurder se potensiaal optimaal benut. This study focuses on the relationship between sense of coherence as an intrinsic coping mechanism. and work stress, general health and psychological burnout. To measure these variables, questionnaires were completed by 200 managers. The findings of this study indicate that managers with a high sense of coherence experience good general health. The manager with a high sense of coherence should therefore junction more efficiently in a work situation·than the manager with a low sense of coherence. It was also found that a high sense of coherence does not necessarily lead to low levels of stress nor of psychological burnout. Recommendations are made on how to reduce the negative effects of stress and psychological burnout and how to improve general health in order to make optimal use of the manager's potential. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

Problem statement: There seem to be perceptual incongruence between systems development managers and developers. Research shows that while managers are more positive towards systems development methodologies, developers on the other hand seem to resist and not to use systems development methodologies in their entirety but instead adapt, tailor, modify and change them depending on the project at hand (contingent use). Systems development managers can exert power through a variety of influence bases. However, these power influences may be perceived differently by developers. While some might feel constrained, others might actually feel liberated by the existence of the same influence base. Main findings: IS managers are using systems development methodologies to gain control over team members. However, there was no clear perception on whether systems development methodologies were enslaving systems developers. This was indicated by the majority of the respondents neither agreeing nor disagreeing to that effect. The research showed that most organisations are adapting the use of systems development methodologies on a project to project basis, which is referred to as the contingent use of systems development methodologies. Research method followed: The positivistic research paradigm was used as it allowed the researcher to find out patterns and regularities between power, systems development methodologies’ use and success. A survey was conducted and a questionnaire was used for data collection purposes. Questionnaire data was analysed using IBM SPSS Statistics Version 21, Release 20.0.0 software package tools. Principal conclusion: Power is interpreted in terms of the type of power that can be exercised by IT professionals specifically IS developers and their respective managers at the workplace. The roles assumed and the different power types that may be exercised in organisations provide a link as to who has the final say when it comes to the use and success rate of systems development methodologies. The contingent use of systems development methodologies provides a form of “freedom” to systems developers. Based on the research findings, the research proposes an answer to the question – are systems development methodologies enslaving systems developers and empowering IS managers? / MSc (Computer Science), North-West University, Potchefstroom Campus, 2014

Finansiele bestuur word aile~ as die taak van finansiele bestuurskundiges beskou. By nie-winsgerigte organisasies raak dit egter dikwels die verantwoordelikheid van niefinansiE! Ie personeel of bestuurslede uit 'n ander opleidingsagtergrond. Maatskaplike werkers, een van die vemaamste diensprofessies betrokke by nie·w;nsgerigte welsynsorganisasies, beskik nie noodwendig oor hierdie bestuursvaardighede nie. Hierdie studie kan bydra tot maatskaplike werkers en ander nie-finansiele personeel se verbeterde kennis en insig van sleutelaspekte van finansiele bestuur. Dit kan terselfdertyd ook finansiele bestuurders sensitiseer vir die eiesoortig-gekompliseerde eise van finansiele bestuur op die terrein van nie-winsgerigtheid, waar die fokus op diensfewering eerder as finansiile gewin, val. Dit konseptualiseer algemene bestuursfunksies en finansiele risikofaktore binne die konteks en eiesoortigheid van nie-winsgerigte flnansiAie bestuur. Hierdie kennis kan moontlik die gaping tussen die. bestuursvaardighede van finansiele- en nie-finansiele bestuurders help oorbrug en die sukses en voortbestaan van nie-winsgerigte welsynsorganisasies bevorder deur die kwaliteit van bestuursinsette te verbeter. / Financial management is commonly regarded to be the field of financial managers. In the case of non-profit or voluntary organisations it often becomes the responsibility of non-financial personnel or members of management from other educational backgrounds. Social workers involved in non-profit organisations rendering welfare services do not necessarily have the required financial management skills. This study can provide social workers and other non-financial personnel with information to better their understanding on key issues concerning financial management. It can also sensitise financial managers towards the uniquely complicated demands on financial management in the non-profit environment, where the focus falls on service delivery rather than on financial gain. It conceptualises management principles as well as financial risk factors in the distinct context of non-profitable financial management. This knowledge could probably aid in bridging the gap between the management skills of financial and non-financial managers and thus promote the success and sustainabUity of non-profit organisations by improving the quality of input by management. / Social work / M.Diac. (Maatskaplike werk (Bestruur)