The study set out to explore the influences of change on organisational culture in a private healthcare organisation of South Africa. The research was conducted at Life Healthcare, the largest private hospital group in South Africa. A survey questionnaire was constructed and used as a means of collecting data for the purpose of this study. The data was collected from a sample of 189 respondent managers using stratified probability sampling technique. Data analysis was conducted by applying descriptive and inferential statistical methods.

Contemporary human resources management suggests that organisations which have been able to make it in the business arena have done so through good people management practices. Job satisfaction, through a people centered approach, has not been spared as one of the critical forces used in achieving organisational effectiveness. Traditional thought behind job satisfaction prescribes that satisfied employees tend to be more productive, creative and committed to their jobs; all of which are imperative to ii achieving an organisation’s bottom line. There has been some controversy surrounding the nature of the relationship between job satisfaction and organisational citizenship behaviour, which is another factor that is regarded as important in achieving organisational effectiveness. Some studies have shown that organisational citizenship behavior is a result of job satisfaction. In this regard, the present study focuses on the extent to which job satisfaction influences organisational citizenship behaviour among selected organizations in Zimbabwe. The study hypothesised that job satisfaction correlates positively with organisational citizenship behaviour. Participants in the study comprise of middle level management, supervisors and lower level employees. Two questionnaires were combined to collect data for the study. The Minnesota Satisfaction questionnaire was used to collect data on job satisfaction whilst a questionnaire by Konovsky and Organ (1996:253) was used to collect data on organisational citizenship behaviour. The results show that employees in the organisations surveyed report moderate levels of job satisfaction and organizational citizenship behavior. It was established that there was a substantive correlation between job satisfaction and organisational citizenship behaviour.

The aim of the thesis is to describe and analyse the corporate culture in the company OLHO - Technik Czech ltd. It analyses the influence of the corporate culture on personal activities in the company. Based on interviews, it strives for determination of the elements and principles that constitute the examined corporate culture.

Purpose of my thesis is explication of notion corporate culture. Theoretical part is focused on culture in general and on various aspects of corporate culture. Practical part is concentred on corporate culture of unnamed American company and Swiss company Nestle and reader can find there also comparison of corporate culture of both companies.

This master thesis analyses the topic of corporate culture in the international company. The initial chapters of theoretical part explain the term "corporate culture", i.e. define which elements form corporate culture, present its functions, well known typologies, possibilities of culture measuring, definition of its strength and subcultures. Following chapters describe typical features of American, Czech, French and German corporate culture and its influence on doing business in these countries. The comparison of these cultures on the basis of culture indices is given in the last section of the theoretical part. Practical part analyses corporate culture in the American company Carrier Refrigeration Operation Czech Republic s. r. o., its strength and situation in the clash of four corporate cultures.

The aim of this thesis is to highlight the important aspects in internal company relationships focusing on corporate culture and internal communication. The theoretical terms such as information, communication, motivation, work motivation, organizational culture, domestic corporate communications and their interrelationships are described in the introductory part. The background and knowledge of the theoretical parts are used in the analysis of two specific companies (the first is a Czech middle-sized company with a long tradition and the other is the Czech branch of multinational pharmaceutical corporation) in the practical part. Data were collected by questionnaire, supplemented by personal interviews with staff and management of both companies. Data were evaluated according to several criteria, mostly according to corporate nationality and job title (ordinary employee, manager, top manager). The analysis found many failures in internal communication in both companies, especially in communicating with ordinary employees. Comparing the two companies showed that the level of internal communication in the Czech company is at significantly lower level than in a company with a strong foreign background. Based on the results of analysis and knowledge of internal communication issues were the two companies at the end of the analysis provided with the concrete measures to improve their corporate culture through internal communication. Overall, the results of the practical part indicated that the corporate culture and internal communication are still underestimated in the environment of Czech firms and at a lower level in comparison with foreign companies.

This thesis is described and analyzed in terms of corporate culture, new or potential employees. The work is divided into two parts: theoretical and practical. In the theoretical part, the author deals with the corporate culture in general and then focuses on the creation of corporate culture to new employees in this section are well defined types of corporate culture. The practical part is devoted to corporate culture, as in selected companies in the group "Big Four" and the Internal Audit Department at the Ministry of Youth.

All organisations, including higher education institutions, are subjected to the demands and competition of the market in which they function. Over the past few years there has been a steady increase in the level of competitiveness of the higher education sector. The days when higher education institutions could dictate to learners are definitely something of the past, and quality service and customer care are becoming more important. In order to retain and expand market share, highquality service must be rendered. Due to the very nature of higher education institutions, the contribution and role of employees are quite significant. The nature of corporate culture and level of job satisfaction, as in the case of the private sector, have an impact on the delivery of customer service. The question, however, is: Do a positive corporate culture and high levels of job satisfaction contribute to the level of learner satisfaction in a higher education environment? In order to investigate this matter, empirical research was conducted by presenting two structured questionnaires (a culture survey and a job satisfaction survey) to employees, and a learner satisfaction questionnaire to learners. Based on the data obtained through the research, a rank-order correlation was done to establish whether or not there is a significant relationship between corporate culture, job satisfaction and learner satisfaction. The findings show that there is not a significant relationship between learner satisfaction and job satisfaction. However, a relationship was observed between corporate culture and learner satisfaction. From this observation it can be deduced that a positive corporate culture could contribute to learner satisfaction. / Dr. NR Barnes

Organisations are faced with the reality of having to compete on the global market. It has therefore become critical now more than ever, for managers of these organisations to adopt strategies that will ensure competitive advantage and sustainability into the future. Knowledge has been identified as a strategic asset that can be leveraged to gain this competitive advantage. Unfortunately, the nature of organisations prevents them from having the ability to hire new individuals each time a knowledge gap is identified. Strategic alliances have identified as platforms where knowledge possessed by an alliance partner can be accessed by the other party through the process of knowledge transfer. In order for this process to be effective, both the teaching and the learning partner have to have certain organisational values that promote the transfer of knowledge. This study investigated the organisational values that promoted knowledge transfer in strategic alliances within the context of the construction industry. An additional dimension of knowledge context, i.e. whether knowledge is technical or non-technical, was also investigated to assess if it had a bearing on the organisational values required for knowledge transfer. The study also sought to establish how tensions caused by conflicting values were managed in the context of strategic alliances. The research took the form of an exploratory qualitative study where twelve managers of EPCM/construction companies were interviewed. The insights drawn from the respondents then formed the basis of the research findings. The research identified willingness to learn, willingness to teach, relationship, trust and quality focus as the top five most cited organisational values that are perceived to promote knowledge transfer in strategic alliances. The conflicting organisational values of adaptability and predictability were found to promote technical and non-technical contexts, respectively, and a model was developed on how to effectively manage tensions between alliance partners. Recommendations were then made to managers and academics. / Dissertation (MBA) --University of Pretoria, 2014. / zkgibs2015 / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted

There has been a vast amount of research done in the fields of Entrepreneurship and Risk Taking. There is, however, very little literature regarding the relationship between Risk Taking and Corporate Entrepreneurship (CE). This study attempts to understand that relationship whilst exploring the impact of Risk Propensity on Corporate Entrepreneurship with the intention of questioning current CE frameworks. The objective was to establish criteria to increase CE in the business environment. A bespoke questionnaire was sent out to determine both the individual Risk Propensity of the respondents and their perception of CE within their organisation. The elements of the questionnaire were based on well-known instruments available in literature. The variables used to explore the data further were based on the demographic information supplied by the respondents. The main objective of the study was to determine the relationship between Risk Propensity and CE with the secondary objectives looking to explore the variation in both Risk Propensity and CE across the established variables. The findings indicate little or no relationship between Risk Propensity and CE whilst the results from the variable analysis highlight the importance of Organisational Boundaries as a factor of CE. A framework is then proposed synthesising the results of the analysis before concluding with recommendations for future research. / Dissertation (MBA)-University of Pretoria, 2014. / lmgibs2015 / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted