Text in English with abstracts in Zulu and SePedi / Business-oriented studies have revealed that medium-sized enterprises greatly contribute to economic growth and socio-economic development of developed and emerging economies like Uganda. At the same time, these enterprises are faced with copious challenges, and chief among them, is a general lack of prudent talent management model(s) and talented people to propel them forward in order to sustain competitiveness. The aim of the present research undertaking was to develop a model for talent management that could be applied by medium-sized enterprises in Uganda to attract and retain talented people with the view to sustain survival, growth, development and competitiveness. The study evolved on the thesis statement that the characteristics of an enterprise (i.e., main business, number of employees, years of existence, technological advancement, ownership arrangement, location and active website) and managerial characteristics (i.e., level of competition, performance rating of the enterprise, leadership style, owners participation, academic attainment of the General Manager/Chief Executive Officer and academic attainment of Assistant General Manager/Assistant Chief Executive Officer) influence the direction and dynamics of talent management (i.e., talent identification, leadership talent development, talent development for hard to fill positions, higher position talent development, cohort of talent, talent utilization and reward management) in the medium-sized enterprises in Uganda. A mixed research design was adopted. Primary data was obtained through a survey questionnaire and interviews of management experts were conducted, using the theoretical sampling technique. The interviews were meant to obtain the underlying in-depth factors pertaining to emerging issues from the quantitative data analysis. Based on the Business Register for the year 2006, the total population of the medium-sized enterprises in Uganda stood at 58,512 and the targeted sample of 600 medium sized enterprises was statistically arrived at. 570 medium-sized enterprises responded positively to the study. This gave a response rate of 95%, which was classified as excellent. The measuring instrument yielded an overall Cronbach Alpha value of 0.77 which implied that the instrument was reliable to conduct the study. A variable was generated to measure talent management. This was done by the application of STATA Version 13.0. Linear regression analysis was conducted for all the seven research questions for the study. The model fit was good because the probability value (0.000) was less than 0.05 and the conclusions were made at 95 per cent level of confidence. Using the adjusted model, it was established that main business, technological advancement, ownership structure and location of enterprises significantly influence talent management in the medium-sized enterprises in Uganda. In addition, it was revealed that performance rating, leadership style, owners participation and academic attainment of the assistant general managers significantly influence the dynamics and direction of talent management in the medium-sized enterprises in Uganda. These findings formed the developed talent management model for medium-sized enterprises. The fundamental theoretical contribution of this investigation was the development of a talent management model for medium-sized enterprises in Uganda, in the context of developing countries. The practical worth of the model is its application to strengthen talent management in the medium-sized enterprises with the view to sustain survival, growth, development and competitiveness. The recommendations of the study are that: the dependency of medium sized enterprises in Uganda on general management aspects without embracing fundamental ingredients of talent management is a risky business venture; and medium-sized enterprises in Uganda must revisit their talent identification, talent development initiatives, talent retention programs, talent utilization and reward management systems. This will permit them to be aligned with the volatile competitive business environment. Medium-sized enterprises must continuously re-examine leadership talent development initiatives in order to enhance business leaders with the view to attain long term sustainability. / Izingcwaningo eziphathelene nebhizinisi sezikuvezile ukuthi amabhizinisi amaphakathi ngobukhulu anegalelo elikhulukazi ekukhulisweni komnotho kanye nokuthuthukiswa kwenhlalomnotho yamazwe aneminotho esithuthukile kanye nalawo aneminotho esafufusa njenge-Uganda. Kusenjalo, lawa mabhizinisi azithola ebhekene nezinkinga eziningi, futhi enkulu kunazo zonke, wukuntuleka kwemodeli noma amamodeli okuphathwa kwabasebenzi, ngokunjalo nokuntuleka kwabasebenzi abanekhono abazokwazi ukuqhubekisela phambili amabhizinisi lawo ukuze akwazi ukukhula futhi adlondlobale emsebenzini wawo webhizinisi lapho kunesimo sokuncintisana okukhulu phakathi kwamabhizinisi. Inhloso yalolu cwaningo lwamanje kwabe kuwukuthuthukisa imodeli yokuphathwa kwabasebenzi engasetshenziswa emabhizinisini amaphakathi ngobukhulu ase-Uganda, ngenhloso yokuheha nokugcina abantu abanamakhono ukuze kuqinisekiswe ukuthi amabhizinisi ayaqhubeka nokusebenza, ayakhula, ayathuthuka futhi ayakwazi ukuncintisana ngempumelelo emkhakheni wezebhizinisi. Lolu cwaningo kwathuthukiselwa phezu kwesitatimende sethisisi esithi izici-bunjalo zebhizinisi (okusho umsebenzi oyinhloko owenziwa yibhizinisi, inani labasebenzi, iminyaka esiphelile lasungulwa futhi likhona, ukuthuthuka noqhukubekela kwalo phambili kwezobuchwepheshe, isimo sobunikazi, indawo elisebenzela kuyona kanye newebhusayithi esebenzayo) kanye nezici-bunjalo eziphathelene nokuphathwa kwebhizinisi (okusho, izinga lokuncintisana, isilinganiso-kusebenza sebhizinisi, isitayela sobuholi, ukubamba iqhaza komnikazi, izinga lemfundo eliphakeme afinyelele kulona uMphathi-jikelele/uMphathi Omkhulu kanye nezinga lemfundo eliphakeme elifinyelele kulona iPhini loMphathi-jikelele/iPhini loMphathi Omkhulu) kunomthelela emgudwini kanye nezinqubo-kusebenza zokuphathwa kwabasebenzi (okusho, ukuhlonzwa kwabasebenzi abanekhono, ukuthuthukiswa kwabasebenzi abanekhono lobuholi, ukuthuthukiswa kwabasebenzi abanekhono lokugcwalisa izikhala okunzima kakhulu ukuzigcwalisa, ukuthuthukiswa kwabasebenzi abazongena ezikhundleni eziphakeme, iqembulabasebenzi abanekhono, ukusetshenziswa kwabasebenzi abanekhono kanye nokuphathwa kwemivuzo) emabhizinisini amaphakathi ngobukhulu kwelase-Uganda.ngobukhulu abamba iqhaza ngenkuthalo kulolu cwaningo. Lokhu kwahlinzeka ngezinga lokusabela elingama-95%, okuyizinga elithathwa njengelihle kakhulu. Ithuluzi lokukala lakhiqiza inani-bungakho eliphelele le-Cronbach Alpha elingu 0.77 okusho ukuthi leli thuluzi labe liyithuluzi elithembakele futhi elifanelekile ukwenza ucwaningo. Kwenziwa isikali esiguquguqukayo sokukala ukuphathwa kwabasebenzi abanekhono. Lokhu kwenziwa nokusebenzisa i-STATA Version 13.0. Kwenziwa uhlaziyo lwe-linear regression maqondana nayo yonke imibuzo yocwaningo eyisikhombisa. Ukufaneleka kwemodeli kwabe kukuhle kakhulu ngoba i-probability value (0.000) yabe ingaphansi kuka-0.05 futhi imibono yokuphothula yenziwa yafinyelele ezingeni lokuthembakala elingama-95%. Ngokusebenzisa imodeli ehlelwe kabusha, kwatholakala ukuthi umsebenzi oyinhloko owenziwa yibhizinisi, ukuthuthuka nokuqhubekela kwalo phambili kwezobuchwepheshe, isimo sobunikazi kanye nendawo asebenzela kuyona amabhizinisi kunomthethela omkhulu ekuphathweni kwabasebenzi emabhizinisini amaphakathi ngobukhulu ezweni lase-Uganda. Ngaphezu kwalokho, ucwaningo lwakuveza ukuthi isilinganiso-kusebenza, isitayela sobuholi, ukubamba iqhaza komnikazi kanye nezinga lemfundo eliphakeme elifinyelele kulona iphini lomphathi, kunomthelela kwizinqubo-kusebenza kanye nasemgudwini wokuphathwa kwabasebenzi emabhizinisini amaphakathi ngobukhulu kwelase-Uganda. Le miphumela etholakele ocwaningweni yakha imodeli yokuphathwa kwabasebenzi ethuthukisiwe, eqondiswe emabhizinisini amaphakathi ngobukhulu. Igalelo eliyisisekelo, eliphathelene nethiyori, elenziwe yilolu cwaningo wukuthuthukiswa kwemodeli yabasebenzi eyenzelwe amabhizinisi amaphakathi ngobukhulu kwelase-Uganda, ngokwesimo esiqondene namazwe asathuthuka. Ukusebenziseka nokubaluleka okuphathekayo kwale modeli wukusetshenziswa kwayo ekuqiniseni ukuphathwa kwabasebenzi abanekhono emabhizinisini amaphakathi ngobukhulu ukuze kuqinisekiswe ukuthi amabhizinisi ayaqhubeka nokusebenza, ayakhula, ayathuthuka futhi ayakwazi ukuncintisana ngempumelelo emkhakheni wezebhizinisi. Izincomo zocwaningo wukuthi: ukuthembela kwamabhizinisi aphakathi ngobukhulu ase-Uganda ezinqubweni zokuphatha ezijwayelekile ngaphandle kokuqinisekisa ukubhekelelwa kwezinto ezisemqoka kakhulu futhi eziyisisekelo sokuphathwa kwabasebenzi abanekhono kuyinto eyingozi kakhulu ebhizinisini; futhi amabhizinisi amaphakathi ase-Uganda kumele abuyekeze noma abhekisise izindlela nezinqubo zazo eziphathelene nokuhlonza abasebenzi abanekhono, izinhlelo zazo zokuthuthukisa abasebenzi abanekhono, izinhlelo zokugcina abasebenzi abanekhono, izinhlelo zokusebenzisa abasebenzi abanekhono kanye nezinhlelo zokuphathwa kwemivuzo. Lokhu kuzokwenza ukuthi lawa mabhizinisi akwazi ukuhambisana nesimo sebhizinisi esinokuncintisana okunzima impela. Amabhizinisi amaphakathi ngobukhulu kumele aqhubeke nokuhlola nokubhekisisa kabusha izinhlelo zokuthuthukiswa kobuholi bebhizinisi ukuze kuthuthukiswe abaholi bebhizinisi ngenhloso yokuqinisekisa ukusimama kwesikhathi eside. / Dithuto tša go šetša kgwebo di utullotše gore dikgwebo ya bogolo bja magareng bo dira seabe se segolo go kgolo ya ikonomi le tlhabollo ya ikonomi le leago ya diikonomi tšeo ditšwelelago go swana le Uganda. Ka nako e tee, dikgwebo di lebane le mathata a magolo, bjo bogolo go fetiša ke hlokego ya kakaretšo motlolo wa taolo ya talente le batho ba go ba le talente ba kgoromeletša go re go kgone go kgotleletšwa phadišano. Nepo ya matsapa a diphatišišo tša bjalo e be e le go tlhabolla motlolo wa taolo ya talente yeo e bego e ka šomišwa ke dikgwebo tša magareng mo Uganda go gokagoketša le go rua batho ba go ba le talente ka maikemišetšo a go tšwetša pele go phomelela, kgolo, tlhabollo le go kgona go phadišana. Thuto ye e gatetše pele ka go setatamente sa thesise ya go re dimelo tša kgwebo (ke go re., kgwebo ya motheo, palo ya bašomi, mengwaga ya go ba gona, kgatelopele ya thekenolotši, peakanyo ya bong, lefelo le weposaete ya go šoma) le dimelo tša bolaodi (ke go re., maemo a phadišano, kelo ya mašomelo a kgwebo, mokgwa wa boetapele, botšeakarolo bja mong, phihlelelo ya dithuto tša Molaodikakaretšo/Molaodiphethiši le phihlelelo ya dithuto ya 14 Motlatšamolaodikakaretšo/Motlatšamolaodiphethiši) do huetša tsela le mathaithai a taolo ya talente (ke go re., tlhaolo ya talente, tlhabollo ya talente ya boetapele, tlhabollo ya talente ya diposo tšeo go lego boima go di tlatša, tlhabollo ya talente ya diposo tša godingwana, yuniti ya talente, tšhomišo ya talente le taolo ya difoka) ka go dikgwebo tša magareng kwa Uganda. Tlhamo ya hlakahlakano ya diphatišišo e kgethilwe. Datha ya motheo e hweditšwe ka letlakalapotšišo la dinyakišišo le ditsebi tša taolo ya dipoledišano tša mošomo di dirilwe, go šomiša mokgwa wa go dira sampole ya teori. Dipoledišano tša mošomo di be di diretšwe go hwetša dintlha tša motheo tša go tsenelela mabapi le ditaba tšeo di tšwelelago go tšwa go tekolo ya datha ya dipalopalo. Ge go lebeletšwe Retšisetara ya Kgwebo ya ngwaga wa 2006, palomoka ya setšhaba sa dikgwebo tša magareng kwa Uganda e be e eme go 58,512 le sampole yeo e nepilwego ya dikgwebo tša magareng tše 600 di fihlile go ya ka dipalopalo go dikgwebo tše 570 tša magareng tšeo di ikarabetšego ka tshwanelo go thuto ye. Se se file kelo ya dikarabo ya diperesente tše 95 tše di hlophilwego bjalo ka tša maemo a godimo. Sedirišwa sa go ela se fihleletše palomoka ya boleng bja Cronbach Alpha ya 0.77 yeo e laeditšwego go re sedirišwa se se tshepegile go diragatša thuto ye. Sefapantšhi se hlamilwe go ela taolo ya talente. Se se dirilwe ka tšhomišo ya STATA Version 13.0. Poelomorago ya kelo ya tatelano e dirilwe go dipotšišo ka moka tše šupa tša diphatišišo tša thuto. Mohuta wo wa motlolo o be o le botse ka gobane boleng bja kgonagalo e be e le (0.000) ka fase ga 0.05 le dithumo di dirilwe ka diperesente tše 95 tša maemo a boitshepo. Go šomišwa motlolo wo o beakantšwego, go hwetšagetše go re kgwebo ye kgolo, kgatelopele ya thekenolotši, sebopego sa bong le lefelo la dikgwebo di huetša kudu taolo ya talente ka go dikgwebo tša magareng tša Uganda. Go tlaleletša, go tšweleditše go re kelo ya mašomelo, mokgwa wa boetapele, botšeakarolo bja mong le phihlelelo ya dithuto tša batlatšabalaodikakaretšo di huetša kudu mathaithai le khuetšo le tsela ya taolo ya talente ka go kgwebo ya magareng mo Uganda. Dipoelo tše di hlamilwe motlolo wa taolo ya talente wa dikgwebo tša magareng. Seabe sa teori ya motheo sa dinyakišišo tše ke tlhabollo ya motlolo wa taolo ya talente wa dikgwebo tša magareng tša Uganda ka go lefapha la dinaga tšeo di hlabologago. Boleng bja nnete bja motlolo wo ke tšhomišo ya wona go matlafatša taolo ya talente ka go dikgwebo tša magareng ka tebelelo ya go tšwetšapele go phela, kgolo, tlhabollo le go kgona go phadišana. 15 Ditigelo tša thuto ke go re: go ithekga ga dikgwebo tša magareng kwa Uganda go merero ya kakaretšo ntle le go amogela ditswakwa tša motheo tša taolo ya talente ke kgwebo ye kotsi; le dikgwebo tša magareng tša Uganda di swanetše go boela go tlhaolo ya bona ya talente, matsapa a tlhabollo ya talente, mananeo a go swarelela talente, tšhomišo ya talente le tshepedišo ya taolo ya difoka. Se se tla ba dumelela go sepelelana le tikologo yeo e tekatekago ya kgwebo. Dikgwebo tša magareng di swanetše go tšwela pele go lekolaleswa matsapa a tlhabollo ya talente ya boetapele go re go kgontšhwe baetapele ba kgwebo ka maikemišetšo a go fihlelela kgatelopele ya go ya go ile. / Graduate School of Business Leadership / D.B.L.

Abstracts in English, Zulu and Xhosa / The central research issue in this study is the third morphing of economies due to the externally available intelligent building blocks of technology. More specifically, it is anticipated that the widespread use of distributed ledger technology will transform the workings of organisations to such a degree that they will cease to exist in their current form. Hence, the use of distributed ledger technology is not merely a tame management problem; it poses a wicked strategic problem. Furthermore, natural explanations add to the confusion in relation to what managers should do with distributed ledger technology. A transcendental phenomenological attitude is required to transcend the multitude of natural explanations. Phenomenology is both the philosophy and method employed in this study, which questions what human engagement in the world is about. More specifically in this study engagement with distributed ledger technology. This study closes this gap in knowledge by giving an accurate description of the essence of the distributed value ecosystem phenomenon. The study makes a contribution to more coherent and fundamental understanding the essences of the distributed value ecosystem phenomenon is the nature of the relationship patterns that participants hold to distributed ledger technology. The central factual finding is the nature and pattern of these relationships is transactional and circular. The pattern preferred by most organisations is the bounded binary transactional pattern. Organisations seek primarily to have power over the socially complex aspects in transacting. However, the bounded binary transactional pattern may become an unbalanced and unfair value-subtract relationship over time. The response to unbalanced binary bounded value relationships is the unbounded transactional pattern, which gives participants greater autonomy and privacy pseudonymity, but not the transparency that is essential to transact seamlessly. The third value relationship pattern and novel idea presented is the folded value relationship pattern in which participants balance conflicts over socially complex aspects in relation to self and others by meeting narrow micro-level near interaction conditions. This is a more folded, novel strategic game that participants can pick. The key implication for society and organisations is that it presents an alternative approach to dealing with conflict in socially complex value relationships. In essence, with the folded transactional pattern, participants seek to trade up value relationships in relation to self and with others, as opposed to making value relationship trade-offs or sacrifices that lead to either compromises in relation to self or dominance over others. However, the practical managerial implication is truly folded value relationship pattern is not easy to create and is rare. / Umbandela ophambili wophando kwesi sifundo kukuzotywa ngokutsha kwesithathu kwezoqoqosho ngenxa yobukho bezakhi zobuchwepheshe ezinobukrelekrele. Eyona nto ingundoqo yeyokuba kucingelwa ukuba ukusetyenziswa kakhulu kobuchwepheshe bokubhala iingxelo mali buya kuyiguqula indlela asebenza ngayo amaqumrhu, ade ayeke ukusebenza ngale ndlela enza ngayo ngoku. Ukusetyenziswa kobuchwepheshe bokusasaza iingxelo zogcino mali (ngesiNgesi kusetyenziswa isishunqulelo esithi DLT) akuyongxakana nje yolawulo; kuyingxaki enkulu nekhohlakeleyo. Ngaphaya koko, iinkcazelo ezikhoyo zongeza ukubhideka malunga neyona nto emele ukwenziwa ngabaphathi ngobu buchwepheshe bokusasaza iingxelo zogcino mali. Into efunekayo kukusebenzisa indlela yophando ngokuphicotha amava nokufuna ukuqonda indlela acinga ngayo umntu, ngakumbi kumba omalunga nobuchwepheshe bokusasaza iingxelo zogcino mali. Esi sifundo sivala isikhewu solwazi esikhoyo ngokunika inkcazelo echanekileyo ngalo mbandela wokusasazwa kokuxabiseka kwentsebenziswano yendalo nomntu. Esi sifundo sinceda ekuqondeni iziseko zombandela wokusasazwa kokuxabiseka kwentsebenziswano yendalo nomntu neepatheni zolwalamano lwabathathi nxaxheba kwicandelo lobuchwepheshe bokusasaza iingxelo zogcino mali. Eyona nto ingundoqo efumanisekayo kukuba ubume nepatheni yolu lwalamano iquka intsebenziswano yorhwebo kwaye ifana nomjikelo. Ipatheni ekhethwa ngamaqumrhu amaninzi yileyo yentsebenziswano ephakathi kwesibini. Amaqumrhu afuna tanci ukuba nolawulo kwimiba enzima yezentlalo xa erhwebelana. Noxa kunjalo, ipatheni yokurhwebelana ngezibini isenokudala ukungalingani nokuqhathana ngokuhamba kwexesha. Usabelo kulwalamano lwezibini olungenalingano yiphatheni yorhwebelwano olungabekelwanga mida, apho abathathi nxaxheba bekwazi ukuzithathela izigqibo ekhusini bengazichazi ukuba bangoobani, nto leyo inqanda ukusebenza ekuhleni nokufunekayo ekusebenzisaneni ngaphandle kwamagingxigingxi. Ipatheni yesithathu kwixabiso lolwalamano kulapho ulwalamano lusongiwe, apho abathathi nxaxheba belungelelanisa iingxabano ezingemiba yezentlalo enzima ngokufezekisa iimeko ezilula nezincinane. Oku kufana nomdlalo osongeneyo nolicebo lobulumko onokukhethwa ngabathathi nxaxheba. Okubalulekileyo kukuba le yindlela eyenye enokukhawulelana neengxwabangxwaba eluntwini nakumaqumrhu. Eneneni, kwipatheni yentsebenziswano esongeneyo, abathathi nxaxheba bazama ukutshintsha ulwalamano oluphakathi komntu nabanye, endaweni yokuncama izinto ezithile ezinokukhokelela kwilahleko okanye ekonganyelweni ngabanye. Noxa kunjalo, ipatheni yolwalamano olusongeneyo kulwalamano lwabalawuli ayinto ilula kwaye inqabile. / Udaba olungumgogodla walolu cwaningo wukuguquka kwesithathu kweminotho ngenxa yamandla namakhono obuchwepheshe besimanjemane atholakala ngaphandle kwenhlangano. Ngokuqondileyo, kubhekeke ukuthi ukusetshenziswa kakhulu kwe-distributed ledger technology kusiguqule kakhulu isimo-sakhiwo sezinhlangano kanye nendlela ezisebenza ngayo, kangangukuthi zigcine sezingabonakali neze ukuthi zike zaba kulesi simo-sakhiwo ezikusona njengamanje. Ngakhoke ukusetshenziswa kwe-distributed ledger technology akuyona neze inkinga elula futhi abangayixazulula kalula abaphathi; kepha kuyinkinga eyinkimbinkimbi futhi eyimpicabadala okungelula nakancane ukuyixazulula. Ngaphezu kwalokho, izincazelo zemvelo ziyengeza phezu kokudideka okuphathelene nalokho okumele kwenziwe ngabaphathi maqondana ne-distributed ledger technology. Ukuze kudlulelwe ngale kwenqwabanqwaba yezincazelo zemvelo ezikhona kudingeka indlela-kucabanga nendlelakubuka evulekile yokuqonda ulwazi oluphathelene nezimo kanye nezigameko okuhlangatshezwane nazo noma okudlulwe kuzona. Ifenomeloji iyikho kokubili ifilosofi kanye nendlela-kusebenza esetshenzisiwe kulolu cwaningo, okuphonsa umbuzo mayelana nokuthi kuphathelene nani ukuxhumana kanye nokubandakanywa kwabantu emhlabeni, ikakhulukazi maqondana nokubandakanywa okuphathelene ne-distributed ledger technology. Lolu cwaningo luvala igebe lokungabi khona kolwazi ngokuthi lunikeze incazelo enembayo yomongo we-distributed value ecosystem. Ucwaningo luyalekelela futhi lufake isandla ekutholakaleni kokuqonda okuhle nokuhleleke kahle futhi okuyisisekelo komongo we-distributed value ecosystem okungukuthi lokhu kuwuhlobo lwamaphethini obudlelwano obuboniswa ngababambiqhaza maqondana ne-distributed ledger technology. Umphumela osemqoka kakhulu futhi oyiqiniso otholakale ocwaningweni wukuthi ubunjalo kanye nephethini yalobu budlelwano ibandakanya izinhloso zokuzizuzela okuthile futhi okungubudlelwano obusasiyingi. Iphethini encanyelwa yiningi lezinhlangano yi-bounded binary transactional pattern. Izinhlangano zihlose ikakhulukazi ukuba namandla phezu kwezinto ezithile ezinobunkimbinkimbi emphakathini lapho zenza umsebenzi wazo. Kodwa-ke ngokuhamba kwesikhathi i-bounded binary transactional pattern kungenzeka ibonise ubudlelwano obungenakho ukulingana futhi obuchemile obungenabugugu. Impendulo yokubhekana nobudlelwano obungama-unbalanced binary bounded value relationships yi-unbounded transactional pattern, enikeza ababambiqhaza ukukhululeka nokuzimela okukhudlwana kanye nobumfihlo bokuthi bangazidaluli noma baziveze ukuthi bangobani, kodwa-ke lokhu akubanikezi ukusebenza ngendlela esobala okuyinto edingekayo ekusebenzeni ngaphandle kwezihibe. I-third value relationship pattern kanye nomqondo ophusile owethulwayo yi-folded value relationship pattern lapho ababambiqhaza beqinisekisa ukuthi kunokulingana phakathi kokungqubuzana noma udweshu oluphathelene nezinto eziyinkimbinkimbi emphakathini maqondana nabo uqobo kanye nabanye abantu, ngokuthi bahlangabezane nama-narrow micro-level near-interaction conditions. Lokhu kuwumdladlwana ofongqekile wesimanjemanje futhi okhethekile nosemqoka ongasetshenziswa ngababambiqhaza. Umthelela osemqoka walokhu emphakathini nasezinhlanganweni wukuthi lokhu kuhlinzeka ngendlela ehlukile yokubhekana nokungqubuzana nodweshu kubudlelwano obuyinkimbinkimbi emphakathini. Empeleni, ku-folded transactional pattern, ababambiqhaza bahlose ukuthola okungcono kubudlelwano phakathi kwabo bona uqobo lwabo kanye nabanye abantu esikhundleni sokwakha ubudlelwano lapho izinhlangothi zonke zithola ukushintshisana okulinganayo noma ukuzidela okuthile maqondana nobudlelwano, okuyinto eholela ekutheni kube nokuvumelana phakathi kwezinhlangothi okuhambisana nokuzidela komuntu uqobo lwakhe noma-ke ukukhonya phezu kwabanye. Kodwa-ke umthelela walokho oqondene nabaphathi wukuthi akulula neze ukwakha i-folded value relationship pattern yoqobo futhi lokhu kuyivela kancane. / Business Management / D. Com. (Business Management)

Text in English with abstracts in English, Afrikaans and isiZulu. Translated titles in Afrikaans and isiZulu supplied / Alarming global crime levels lead to increased incarcerations, resulting in changes in the dynamics of the offender population. Developments that call for urgent progressive reforms of corrections, thereby fast-tracking the employment of female officers. A qualitative study was conducted to explore the lived work experiences of 17 female correctional officers, at Kgoši Mampuru II Management Area in Pretoria, South Africa, to determine how they shape their work identity in this male-dominated sector. An interpretive phenomenological analysis methodology is applied, informed by the Social Identity Theory (SIT) to conceptualise the factors that shape these officers’ work identity. Themes identified include the role of the corrections environment as a social institution, corrections operating as separate communities, and how being different contributes to the distinct attributes of female correctional officers. Emotional labour, vigilance and their uniform also proved significant tools these female officers applied as a means to cope and assert their rightful place in this harsh, strained environment. / Ubugebengu obuphakeme kakhulu emhlabeni sebuholele ekutheni sikhule isibalo seziboshwa emajele, okwenza ukuthi silokhu sidlondlobale njalo isibalo seziboshwa nakuba amajele esegcwele ngokweqile. Izinguquko esimweni sesibalo seziboshwa esikhulayo sezibeke ingcindezi engeziwe phezu kwamahlombe ojele nakuba sebevele bethwele kanzima. Lokhu sekudale isidingo esiphuthumayo sokuthi kwenziwe izinguquko ezinohlonze okuhloswe ngazo ukuphucula nokuthuthukisa isimo, ngokuthi kusheshiwe ukuqashwa kojele besifazane. Lolu cwaningo lwenziwe ngaphansi kwalesi simo-ke ngenhloso yokuhlola nokucubungula impilo ephilwa ngojele besifazane uma besemsebenzini nezigameko zansukuzonke abahlangabezana nazo ukuze kubhekwe ukuthi basibumba futhi basibonakalise kanjani isimo-bunjalo sabo njengabantu ukuze bathathe indawo yabo ngeqholo kulo mkhakha okukhonya kuwona kakhulu abantu besilisa. Ulwazi locwaningo lwaqoqwa ngokusebenzisa izingxoxo zokubonana ubuso nobuso ezingama-semi-structured interviews ezabanjwa nojele besifazane abayi-17 e-Kgoši Mampuru II Management Area ePitoli, eNingizimu Afrika. Izindlela zocwaningo ezasetshenziswa kwaba yindlela yocwaningo olukhwalithethivu kanye nohlaziyo olubizwa nge-interpretive phenomenological analysis. Ithiyori yokuzihlonza komuntu isimo sakhe emphakathini nokuthi ungubani iveza umbono wokuthi umuntu wakha izimo-bunjalo ezihlukahlukene okuyizimo-bunjalo zakhe uqobo ngaphakathi kanye nezimo-bunjalo afuna ukuziveza ngazo futhi azibonakalise ngazo emphakathini ukuze akwazi ukwenza izinto kahle futhi ngendlela efanele endaweni ethile azithola ekuyona. Izingqikithi eziyinhloko ezahlozwa ngenhloso yokweseka lo mgomo zibandakanya indima yesikhungo okwenzelwa kusona umsebenzi wokuhlunyeleliswa kwezimilo njengesikhungo zomphakathi, isikhungo sokuhlunyeleliswa kwezimilo uma sisebenza njengesikhungo somphakathi oseceleni noma ohlukile, kanye nokuthi ukwehluka kwaso kusifaka kanjani isandla ekuvezeni izimo-binjalo ezicacile futhi ezihlukile zojele besifazane. Ikhono labo lokulawula imizwa yabo ukuze bakwazi ukwenza umsebenzi wabo ngendlela efanele kanye nokucophelela kwabo kwahlonzwa njengamathuluzi asetshenziswa ngojele besifazane ukuze bakwazi ukumelana nesimo esilukhuni, esishubile futhi esimazonzo abasebenza ngaphansi kwaso. Indima edlalwa ngumfaniswano ekubumbeni isimo-bunjalo sabo emsebenzini nayo yabonisa ingqikithi encikile esemqoka eyahlonzwa ngenkathi kwenziwa uhlaziyo. / Toenemende misdaadsyfers lei globaal tot al hoër getalle oortreders in gevangenskap, wat onvermydelik die dinamiek van dié groeiende populasie verander. Die tendens noodsaak die transformasie van korrektiewe dienste, wat gevolglik die indiensneming van vroulike korrektiewe beamptes bespoedig het. ‘n Kwalitatiewe studie is onderneem met 17 vroulike beamptes te Kgoši Mampuru II Korrektiewe Bestuursarea, Pretoria, Suid-Afrika. ‘n Interpretiewe fenomenologiese analisemetode is toegepas, met die beginsels van die Sosiale Identitieitsteorie as grondslag, om die faktore te konseptualiseer wat bydra tot werksidentiteitvorming van vroue in hierdie manlik gedomineerde sektor. Temas geidentifiseer behels die rol van die korrektiewe omgewing as sosiale instelling, korrektiewe dienste wat funksioneer as afsonderlike gemeenskap, en die besondere bydraes wat die vroulike beampte, juis deur haar uniekheid lewer. Emosionele arbeid, voortdurende waaksaamheid, asook die rol van haar uniform, is verder aangedui as betekenisvolle meganismes wat dié beamptes aanwend in ‘n uitdagende omgewing en so hul regmatige plek inneem in hierdie onkonvensionele werksmilieu. / Psychology / M.A. (Psychology)