Thesis (D. Tech.) -- Central University of Technology, Free State, 2007 / In the face of international crime and terrorism, private security together with public policing and the military is playing a crucial role. The domain of private security is a fairly neglected field of study, especially in South Africa, making this investigation a substantial contribution. With the focus on the impact of organisational culture on the levels of service delivery in South Africa’s largest security company, Group4 Securicor (G4S), a model is proposed for aligning organisational culture with levels of service excellence within the company. Data was collected by means of a structured questionnaire with a preceding pilot study. The Competing Values Framework (CVF) and the Baldrige criteria served respectively as guideline for the development of the culture and quality sections of the questionnaire. Although organisational culture and service excellence are well-researched topics, no other investigation applies these aspects to the private security industry. The results show that organisational cultural impacts on service excellence in G4S.

Thesis (M. Comm.) -- Central University of Technology, Free State, 2007 / From the Stone Age, each nation or group of people has had a distrust of those different from themselves. This is evidenced in various ways, for example, social welfare given to local residents only, scornful names given to foreigners and other ethnic groups and rituals designed to keep themselves separate from others. These incidents of diversity resulted into an unplanned and emergent set of norms, values and beliefs that exert enormous influence on the way in which an organisation operates, how organisational structure is developed, the integration and adaptation of internal and external relationships, as well as the orientation of the underlying values of the organisation. The main aim of changing culture is to improve organisational performance. To achieve this aim, it requires an understanding of the underlying assumptions and values that determine what is important in an organisation as well as assessment of the impact of culture on operational efficiency. The impact of organisational culture is identified through the negative and positive outcomes of mining activities, and is illustrated by employee satisfaction, job commitment, organisational loyalty, turnover, absenteeism and productivity. The aim of this research study was to identify the characteristics of organisational culture and evaluate the impact of organisational culture on gold mining activities in the Free State. The methodology used in this study comprises of empirical as well as a literature study. Questionnaires and interviews were used to gather information for the empirical study. The empirical study revealed that firstly, organisational culture is created partially by leaders, and that one of the most critical functions of leadership is the creation and the management of culture. Lastly, organisational culture emerges when employees think, believe and act according to the pressures and priorities of their environment. Unfortunately, employees do not set aside their cultural values and lifestyle preferences when they come to work. It is the responsibility of the management to create an environment that is conducive to a healthy working environment. This study established that the necessity to control the workforce productivity need not be accompanied by ruthless or aggressive exploitation of cultural management, but by reliance on employees’ capability to exercise judgement to cope effectively with environmental uncertainty. Rules, norms and strategies developed cannot “fit” every circumstance but encourage conformity rather than creativity, and compliance rather than commitment.

The topic of emotional intelligence (EQ) and organisational culture has attracted considerable interest from both academics and practitioners for many years. Much of the interest in the two areas is based on explicit and implicit claims that both leader's emotional intelligence and organisational culture are linked to organisational performance. However, while the links between emotional intelligence and organisational performance and between organisational culture and organisational performance have been examined independently, few studies have investigated the association among the three concepts. This study examines the nature of this relationship and presents empirical evidence that suggests there is a complex relationship between emotional intelligence, organisational culture and organisational performance. The study concludes with implications for theory and practice. / Graduate SBL / D.B.L.

The aim of the study was two-fold: Firstly, the relationships of job satisfaction with the dimensions of employee motivation (energy and dynamism, synergy, intrinsic and extrinsic motives) and the domains of corporate culture (performance, human resources, decision-making and relationships) was investigated. Secondly, the relationships of employee motivation, job satisfaction and corporate culture with a number of demographic variables (age, gender, tenure, education level and seniority) were explored. The findings indicated a statistically significant three-way relationship between employee motivation, job satisfaction and corporate culture, within which several aspects of these constructs contributed more powerfully towards the relationship than others. The age, gender, tenure, education level and seniority of employees were also shown to influence employee motivation, job satisfaction and corporate culture. / Psychology / M. Sc (Psychology)

Modern organisations are facing many challenges that are threatening their survival. These challenges come in the form of social, political, economic and rapid ongoing technological change. As organisations search for appropriate designs for the nineties and beyond, clear schools of thought have developed, vehemently supporting either the organic or mechanistic approach. While these debates rage on, several critical considerations are being ignored. One such consideration is the effect of organisational design on organisational climate, utilisation of power and group cohesiveness. This research sets out to explore this consideration. Various questionnaires were utilized to measure employees' perceptions of climate, power utilisation and group cohesiveness within organistic and mechanistic orientated organisations. A systematic research and design process was undertaken within two business units of a large financial organisation, from which the sample for the study was drawn. Statistical analyses revealed that organisational design does have a significant effect on job satisfaction, work group support and employee support. The employees which perceived the organisation to be more mechanistically inclined reported higher levels of employee empowerment; workgroup support and job satisfaction than their counterparts who perceived the organisation as more organistically inclined. / Psychology / M.A. (Industrial Psychology)

Afrikaans text / Die doel van hierdie navorsing is om die stressors by oorblywende personeel na 'n a.fleggingsproses in die Suid-Afrikaanse Lugmag(SALM), te meet en te beskryf Vanuit die literatuuroorsig word die stressors in aflegging; die bedryfsimpak van stressors na 'n afleggingsproses op organisasiegedrag en die konsepte stres, werkstres en organisasie­ stres bespreek. Die empiriese navorsing word vanuit 'n funksionalistiese paradigma aangebied, waarteen die behaviorisme en sistemiese skole die onderbou vorm. Die navorsingsontwerp is 'n beskrywende studie en maak gebruik van 'n gestratifiseerde proporsionele ewekansige steekproe£ Die ervaring van werk- en lewensomstandighede­ vraelys is vir die meet van stressors in die organisasie gebruik. Die resultate vertoon organisasiefunksionering, loopbaanaangeleenthede en vergoedings­ aspekte as die vemaamste stressors by oorblywende personeel van die SALM. Toekomstige navorsing kan temas soos die sielkundige kontrak, werksonsekerheid en organisasieverbondenheid insluit. Relevante sleutelwoorde is stressors in aflegging, oorlewendes sindroom, organisasie­ klimaat, organisasie·agteruitgang en chroniese stres. / The aim of the survey is to identify and measure the stressors of survivors after a layoff process in the South African Air Force (SAAF). The literature highlights stressors in layoffs; the industrial impact of stressors after a layoff process on organisational behavior and the concepts stress, workstress and organisational stress. The empirical research is presented from a functionalistic paradigm with behaviorism and systems theory as foundation. The research design is a descriptive study and make use of a stratified proportional sample. The experience of work- and life circumstances questionnaire was used in the measurement of stressors. The results show organisational functioning, career aspects and remuneration as the main stressors of survivors. Themes that can be incorporated in future research are the psychological contract, job insecurity and organisational commitment. Relevant keywords in the research are stressors in layoffs, survivor syndrome, organisational climate, organisational decline and chronic stress. / Industrial and Organisational Psychology / MCom (Bedryfsielkunde)

Submitted in partial fulfillment of the requirements of Master of Business Administration, Business Studies Unit, Durban University of Technology, 2008. / South Africa is fast becoming the powerhouse of the African continent, due to its great technological advances in manufacturing, its rich diverse culture, sound business developments and stable economic policies that have seen the country shed the chains of apartheid that had plagued it for more than half a century. The need has become even greater in current economic times, for businesses to find new and innovative ways to improve production and their bottom line. Major corporations are investing heavily in upgrading the skills of their workforce in order to have a more productive workforce. Government legislation has now made it necessary, that all companies acknowledge the previously disadvantaged race groups and make sure that their workforce is fully represented as per the demographics of the country. The term affirmative action is being used more regularly in South African businesses and employees who do not comply with current legislation that seek to redress past disparities, are slapped with hefty fines. This study investigated the preferred as well as the existing culture and employee commitment levels at a South African company. The research reviewed the various types of culture, how culture is created and ways in which culture can be sustained or changed. Ways to cultivate employee commitment and retain skilled employees are also closely explored in this research study. The key results of the research findings revealed that there is a strong achievement culture prevalent at the company, with a good mix of the other culture types like, role culture, power culture and support culture. The employees at Riverview Paper Mill also strongly prefer an achievement and support type, culture. Employee commitment is very low and employees stay with the company out of necessity. Recommendations to improving the culture and commitment levels are also presented in this study.

Submitted in fulfilment of the requirements of the Degree of Master of Technology: Marketing, Durban University of Technology, 2012. / Globalization has brought new challenges for companies operating internationally. Various geographic locations, including numerous cultures, enhance marketing operations for an international company. The marketing communications process is influenced by culture and, therefore, it is important to identify the main national cultural factors and variables which influence this process. This study aimed to investigate the influence of national culture on marketing communications between German and South African businesses. The objectives of this study were to identify the main critical national cultural factors/variables influencing marketing communications between South African and German businesses and to develop a cultural framework to support marketing communications between German and South African firms. In order to accomplish the objectives, the study was undertaken as a quantitative survey combined with qualitative in-depth interviews to provide better understanding of the information obtained from the survey. The quantitative study was conducted from marketing staff selected from a population of 250 companies. Six in-depth interviews discussing the findings and results obtained through the quantitative study completed the qualitative part of the study. Language, value system, religion, level of education, attitude towards time, marketing communication style and marketing messages have been identified as the seven main cultural factors/variables to be critical and which have to be taken into consideration for marketing communications. Two cultural frameworks, one focussing on South Africa, the other one focussing on Germany, have been developed to provide South African and German businesses with the essential information and support if they want to implement a successful marketing communications strategy for either the German or the South African market.

Comprehensive research has been done on organisational behaviour, entrepreneurial spirit, entrepreneur, entrepreneurship and corporate entrepreneurship. Literature is however less clear on which organisational behaviour components influence corporate entrepreneurship. This creates a problem for managers and business leaders when they want to influence the entrepreneurial spirit within an organisation. This study summaries the literature on organisational behaviour variables and corporate entrepreneurship, as well as the limited findings linking the two concepts. The empirical study focuses four areas: testing validity and reliability of the measurements used in the study; the correlation between organisational behaviour components and corporate entrepreneurship; the ability of organisational behaviour components to predict corporate entrepreneurship; and finally testing if the grouping of organisational behaviour variables is justified. This cross sectional study was done in 12 non-listed and 5 listed companies in South Africa. Randomly selected employees completed 862 questionnaires. They represented all the local ethnic groups, both genders, and were from all organisational levels. The results of the empirical study indicated that the measurements used in the study were all acceptable being reliable and valid. The correlation between the selected organisational behaviour components and corporate entrepreneurship were all strong and significant, with goal setting the strongest, followed by performance management, then transformational leadership, and communication. The correlation with shared decision making, organisational culture, and power were less strong but still significant. The organisational behaviour components together declare a 46.5% variance in corporate entrepreneurship with organisational culture and goal setting contributing significantly and uniquely. Grouping the organisational behaviour variables in individual level, group level and organisational level, as suggested by many authors, did not provide a satisfactory solution. Suggestions to managers on where to focus when they want to foster corporate entrepreneurship were made. The limitations as well as suggestions for future research were discussed in the final instance. / Graduate School of Business Leadership / D.B.L.

Thesis (MBA)--Stellenbosch University, 2004. / ENGLISH ABSTRACT: This research project focuses on organisational culture supportive of project management. The study takes the form of a literature review evaluating approximately 30-40 articles. These articles contain research by the most prominent and knowledgeable authors on the subject of project management. The research is divided into the following sections: • an introduction explaining the research topic; • an overview of organisational culture and its role in organisations. This is necessary to get an understanding of organisational culture in general as researched and viewed by different researchers and how it impacts on organisational performance; • comparisons between the functional management and project management. This section gives an overview of the differences between the functional management and the project management with specific emphasis on the cultural dimensions for both types of management. This section reviews the determinants of organisational culture supportive of project management; • measures needed to inculcate the determinants of organisational culture supportive of project management in an organisation; and • conclusions that are drawn from the review done on the determinants of organisational culture supportive of project management. Focus is on the opportunity that exists for future research on the subject of organisational culture supportive of project management. / AFRIKAANSE OPSOMMING: Die navorsings projek fokus op die organisasie kultuur wat projek bestuur ondersteun. Die studie gaan in die vorm van literatuur oorsig wat ongeveer 30-40 artikels evalueer. Hierdie artikels bevat navorsing deur die toonaangewenste en gesaghebbendste skrywers op die onderwerp van prokekbestuur. Die navorsing is in die volgende dele verdeel: • 'n inleidende oorsig wat die navorsings onderwerp verduidelik; • 'n oorsig van die organisasie kultuur en die rol wat dit speel binne organisasies. Dit is noodsaaklik dat die begrip organisasie kultuur verstaan word asook die invloed wat dit het op organisasie prestasie,soos nagevors en beoordeel deur verskeie navorsers; • vergelyking tussen funksionele bestuur en projekbestuur. Hierdie afdeling gee 'n oorhoofse siening van die verskille tussen funksionele bestuur and projekbestuur met spesifieke klem ten opsigte van die kulturele dimensies van beide bestuurs tipes. Hierdie afdeling gee 'n oorsig van die determinante van organisasie kultuur wat projekbestuur ondersteun; • maatreels benodig om die determinante van organisasie kultuur wat projekbestuur binne die organisasie ondersteun; en • gevolgtrekkings wat uit hierdie oorsig gemaak is op die determinante van organisasie kultuur wat projekbestuur ondersteun. Fokus is op die geleenthede wat bestaan vir toekomstige navorsing ten opsigte van die onderwerp, die ondersteuning van organisasie kultuur op projekbestuur.