Submitted in fulfilment of the requirements of the Degree of Master of Technology: Quality, Durban University of Technology, 2014. / Creativity and innovation drive organisational progress and is being heralded as the next competitive frontier for organisations. This study was initiated by current research which showed that the soft (infrastructure) quality management practices which focuses on people and culture had a greater effect on the pursuit of quality and innovation than the hard (core) quality management practices which focuses on techniques and methodology. Adopting a culture of innovation and creativity in quality instead of mere compliance, should drive the corporate quality strategy. This study made use of qualitative and quantitative research techniques by reviewing national and international related literature and used a questionnaire to investigate 54 ISO 9001 accredited South African organisations, respectively. It also investigated the degree to which creativity and innovation are practiced in these organisations, thereby exploring the gap between the importance of a factor to an organisation and the practice of the same factor. Results from Chapter 4 show that implementing innovation, the role of management and the role of government in encouraging innovation are very important but insufficiently practiced. The questionnaire revealed that hard/core factors are sufficiently practiced in quality but that the soft/infrastructure factors, which are important to innovation, are not. The respondents indicated that pursuing both quality and innovation simultaneously is an important goal and that the external and internal environment impact on innovation as much as the characteristics of the individual does. A model which attempts to consider all the factors that impact on innovation and quality is proposed. The model, called the Qic Model, consolidates previous research on innovation and quality through the Composite Model of Innovation and Quality and then proposes a tool called the Qic Assessment Matrix which can be used to strategically position an organisation or assess effort in innovation and quality. / Durban University of Technology

Thesis (MBA (Business Management))--University of Stellenbosch, 2010. / AFRIKAANSE OPSOMMING: Innovasie is een van die sinvolste strategiese benaderings wat ’n organisasie kan ontgin om ’n mededingende voordeel te bekom. Ondanks wye belangstelling en volop literatuur, verstaan baie organisasies ongelukkig nog nie hoe om innoverend te wees nie. Innovasie is ‘n ingewikkelde konsep wat nie altyd behoorlik verstaan word of toegepas word nie. Hierdie navorsing verken die benutting van innovasie vir mededingende voordele deur dit ’n kernbevoegdheid van die organisasie te maak. Hierdie studie is op ‘n gevallestudie-strategie gegrond, en gebruik semigestruktureerde en ongestruktureerde individuele onderhoude, waarneming en dokumentêre ontledings om data in te samel. Drie gevallestudie-organisasies is doelspesifiek gekies uit organisasies wat in Namibië gebaseer is, en onderhoude is met twaalf mense oor die hiërargie van elke organisasie gevoer. Hierdie mense is op grond van doelgerigte en kriterium-gebaseerde steekproefneming gekies. ‘n Literatuurstudie is onderneem om vorige navorsing oor innovasie in konteks te plaas, en om ’n oorsig te kry van die huidige stand van innovasie-verwante navorsing. Literatuur oor die onderwerp van kernbevoegdhede met spesifieke verwysing na die verwantskap tussen kernbevoegdhede en strategie, en gevolglik ook innovasie as ‘n kernbevoegdheid van ‘n organisasie, is ook bestudeer. ‘n Spesifieke model vir die benutting van innovasie as ‘n organisatoriese bevoegdheid is deur die literatuurstudie geïdentifiseer. Hierdie model sluit ‘n raamwerk van sewe elemente in wat as tersaaklik beskou word vir die vestiging van ’n innovasievermoë in ‘n organisasie. Die toepaslikheid van die model ten opsigte van die gebruik daarvan om innovasie as ’n kernbevoegdheid van ’n organisasie te vestig en die tersaaklikheid van die sewe elemente vir die model is getoets teen die inligting wat in die gevallestudie-organisasies ingesamel is. Die bevindinge dui daarop dat die pragmatiese formulering en belyning van 'n organisasie se strategie, kernbevoegdhede en innoveringspraktyke tot groter mededingendheid kan lei. Daar is ook bevind dat die voorgestelde innovasievermoëmodel meriete het om innovasie as ’n kernbevoegdheid van die organisasie te vestig. Dit blyk ook dat die grootte van ‘n organisasie nie ‘n determinant is vir die toepaslikheid van die model nie. Dit kom ook voor of al sewe elemente van die raamwerk tot ’n mate tersaaklik is vir die aanwending van die innovasievermoëmodel. Die kombinasie van die elemente kan egter verskil. Daarby kan die tersaaklikheid en toepaslikheid van die elemente ook van mekaar verskil. Dit is egter noodsaaklik dat ‘n organisasie verstaan hoe die innovasievermoëmodel werk en ook dat die model by ‘n organisasie se strategie inkorporeer word om sodoende die praktyke en prosesse in plek te stel wat die elemente van die raamwerk vereis. Alle organisasies is inherent innoverend. Hierdie innoveringsvermoë moet net op die korrekte wyse benut en bestuur word – deur die innovasievermoëmodel te gebruik – om sodoende die innoveringsvermoë aan te wend tot die volle potensiaal daarvan. Organisasies moet ook in ag neem dat die doelwit om innovasie as ‘n kernbevoegdheid te vestig, is nie ‘n korttermyn ambisie nie, die organisasie moet die voldoende wil hê om innovasie ’n kernbevoegdheid van die organisasie te maak, en die hele organisasie moet hierby betrek word. Omdat hierdie studie op ‘n gevallestudie-ontwerp gegrond is, word die veralgemeenbaarheid van die bevindinge tot die drie gevallestudie-organisasies beperk. Hierdie navorsingstudie is hoogstens verkennend van aard omdat dit van beperkte steekproewe gebruik gemaak het. Verdere navorsing is nodig om dieper insig te verkry in die konsepte wat in hierdie studie behandel is, om ’n model of raamwerk te ontwikkel vir die belyning van strategie, kernbevoegdhede en innovasie, en ook om ’n praktiese en betroubare manier te vind om innovasievermoë te meet. / ENGLISH ABSTRACT: Abstract Innovation is one of the most significant strategic approaches an organisation can exploit to gain a competitive advantage. Unfortunately, despite broad interest and a vast literature, understanding of innovative behaviour in organisations remains relatively undeveloped. Innovation is a complicated concept that is not always well understood or applied. This study explores how innovation can be exploited for competitive benefits by making it a core competence of the organisation. This study made use of a case study strategy, utilising semi-structured and unstructured individual interviews, observation and documentary analysis to collect data. Three case study organisations were purposefully selected from Namibian-based organisations, and twelve people across the hierarchy of each organisation were interviewed, selected on the basis of purposeful and criterion-based sampling. A literature review was also conducted in order to put the past research done on innovation into context and to review the current state of affairs of innovation-related research. The literature on the topic of core competencies, with a specific focus on the connection between core competencies and strategy, and subsequently innovation as a core competence of an organisation, was also reviewed. Through the literature review a specific model for utilising innovation as an organisational competence was identified. This model included a framework of seven elements that were found to be relevant for establishing an innovation capability (IC) within an organisation. The applicability of the model in terms of utilising it to establish innovation as a core competence of an organisation, and the relevance of the seven elements to the model, were then tested against the information collected in the case study organisations. The findings suggest that the formulation and alignment of an organisation’s strategy, core competencies and innovation practices in a pragmatic way can enable an organisation to become more competitive. The proposed innovation capability model was also found to have merit in terms of utilising this model to establish innovation as a core competence of an organisation and all seven elements of the framework seemed to be relevant to some extent with regards to the deployment of the innovation capability model. The size of an organisation was found not be a determinant in order for the model to be applicable. The combination of elements can be different and the relevance and applicability of the elements can differ from each other as well. It is also imperative that an organisation properly understands how the innovation capability model works and to incorporate the model into the organisation’s strategy in order to establish the practices and processes that the elements of the model require. All organisations are inherently innovative, this innovativeness just needs to be fostered and managed in the proper manner – through the innovation capability model – in order to exploit innovation to its fullest potential. Organisations must also realise that the pursuit of establishing innovation as a core competence is not a short-term ambition and the organisation need to have the proper intent to establish innovation as a core competence and this intent must be shared by the whole organisation. As the study employed a case study design, the generalisability of the findings is limited to the three case study organisations. This research study is, at best, an explorative one, as it used limited samples. Further research is necessary to gain more in-depth insights on the concepts discussed in the research study in order to develop a model or framework for aligning strategy, core competence and innovation and also to find a practical and reliable way of measuring innovation capability.

Thesis (PhD (Business Management))--University of Stellenbosch, 1996. / ENGLISH ABSTRACT: The development of small to medium enterprises (SME's) has various advantages for a country's economy, inter alia the creation of job opportunities. South African SME's are expected to realise these advantages, as set out in the national strategy for SME's. The turbulent national and international environment offers unique challenges to SME' s, but could also be the cause of them not meeting expectations. One possible way to secure dynamic behaviour of SME's in such a turbulent environment is to stimulate creativity. The question arises whether South African SME's are creative, and what can be done to promote their creativity. This study therefore focuses on two issues, namely creativity and SME' s. Creativity is discussed on the basis of existing theories and definitions. The primary aim of the discussion is to identify elements which can explain creativity in SME's. The following four elements are discussed: • characteristics of creative persons; • creative processes; • an environment which can support creativity; and • manifestations of creativity. The second issue under discussion framework of D'Amboise and Muldoney is SME's. An adapted (1984) was used as basis to discuss characteristics of 8ME owners, 8ME behaviour practices, and how 8ME's interact with the task environment. Conclusions regarding 8ME owners and 8ME behaviour patterns indicate that an entrepreneurial approach is conducive to creativity, and that 8ME's that interact dynamically with the environment tend to be creative. These conclusions are then integrated. Characteristics of 8ME owners, 8ME behaviour practices, creative processes, and manifestations of creativity are discussed. It was not possible to provide a list of manifestations, and therefore only an instrument for identification and classification is provided. Evaluation is subjective, which supports findings in the literature that objective evaluation is probably not possible. The integrated 8ME profile is an adapted conceptual model which serves as basis for the empirical research. This model suggests that there could be associations between characteristics of 8ME owners and 8ME behaviour practices, and manifestations of creativity. It was decided on a questionnaire for data collecting, because it is inter alia less expensive, and less time consuming for 8ME owners to complete. Questionnaires were forwarded to 3310 addresses, and 342 usable questionnaires were returned. Telephone inquiries confirmed that the low response could not be attributed to either the study or the questionnaire, but rather to factors unique to 8ME's, such as owners' limited time. After the descriptive statistics were reported, a stepwise logistic regression for binary dependant variables (creativity) and multiway analysis for categorical and ordinal explanatory variables were executed in an explorative way, in order to identify possible predictors of creativity. These predictors were then compared with the descriptive statistics to establish possible deficiencies. The most important deficiency is that the present profile of SME owners is not in equilibrium with predictors, and is therefore regarded as the most important reason why SME's are not creative. There is greater equilibrium between SME behaviour factors and predictors, but this is neutralised by non-creative SME owners. Internal (SME's) and external interventions which can create an environment conducive to creativity in SME's, are finally discussed. This approach can be visualised as an iceberg, which implies that manifestations of creativity are only perceptible if the imperceptible phase has a sound basis. This development approach is not an instant, but rather a long term process. If, however, deliberate efforts are not made to promote creativity in SME's, they will not be able to meet expectations, which could have serious consequences for the economy. / AFRIKAANSE OPSOMMING: Dit word algemeen aanvaar dat die ontwikkeling van klein- en mediumgroot ondernemings (KMO's) verskeie voordele vir 'n land se ekonomie kan inhou, onder andere die skep van werksgeleenthede. In Suid-Afrika word dit van KMO's verwag om hierdie voordele te realiseer, soos in die nasionale strategie vir KMO's uiteengesit. Die omgewing, wat nasionaal en internasionaal turbulent is, bied egter unieke uitdagings aan KMO's, maar kan veroorsaak dat hulle nie aan verwagtinge kan voldoen nie. Een moontlike manier om dinamiese optredes van KMO's in so 'n omgewing te verseker, is stimulering van kreatiwiteit. Die vraag ontstaan of KMO's in Suid-Afrika kreatief is, en op watter aspekte klem gelê moet word om kreatiwiteit te bevorder. Hierdie studie het daarom twee fokuspunte, naamlik kreatiwiteit en KMO's. Kreatiwiteit is bespreek aan die hand van bestaande teoriee en definisies. Die primêre doel van die bespreking was om elemente te identifiseer wat kreatiwiteit in KMO's kan help verklaar. Die volgende vier elemente is bespreek: • eienskappe van 'n kreatiewe persoon; • kreatiewe prosesse; • 'n omgewing wat kreatiwiteit kan bevorder; • manifestasies van kreatiwiteit. KMO's was as tweede fokuspunt bespreek. 'n Aangepaste raamwerk van D'Amboise en Muldoney (1984) is as basis gebruik om eienskappe van KMO-eienaars, KMO-gedragspraktyke, en KMO's se interaksie met die taakomgewing te bespreek. Gevolgtrekkings oor KMO-eienaars en KMO-gedragspraktyke het daarop gedui dat 'n entrepreneuriese benadering bevorderlik is vir kreatiwiteit, en dat KMO's wat dinamies in interaksie is met hul taakomgewing is meer geneig tot kreatiwiteit. Gevolgtrekkings betreffende bogenoemde fokuspunte is daarna in 'n KMO-profiel geintegreer. Eienskappe van KMO-eienaars, KMO-gedragspraktyke, kreatiewe prosesse, en manifestasies van kreatiwiteit is bespreek. Ten opsigte van laasgenoemde was die voorsiening van 'n lys nie moontlik nie, en is slegs 'n instrument vir identifisering en klassifisering voorsien. Die beoordeling is subjektief, maar in die literatuur is aangedui dat objektiewe beoordeling waarskynlik nie moontlik is nie. Die geintegreerde KMO-profiel is omskep in 'n konseptuele model wat as basis dien vir 'n empiriese ondersoek. Hierdie model dui moontlike assosiasies tussen eienskappe van KMO-eienaars en -gedragspraktyke, en manifestasies van kreatiwiteit aan. Daar is besluit om die vraelysmetode te gebruik om data in te samel, omdat dit onder andere goedkoper sou wees, en tydsgewys meer prakties vir KMO-eienaars om in te vul. Vraelyste is na 3310 adresse gestuur, en 342 bruikbare vraelyste is teruggekry. Tydens die data-insamelingsproses is deur telefoniese navrae vasgestel dat die lae respons nie aan die studie of vraelys toeskryfbaar was nie, maar eerder aan faktore eie aan KMO's, soos KMO-eienaars se beperkte tyd. Nadat die beskrywende statistieke gerapporteer is, is stapsgewyse logistiese regressie vir binêre afhanklike veranderlikes (kreatiwiteit) en meerrigtingtabel-analise vir kategoriese en ordinale verklarende veranderlikes op 'n eksploratiewe wyse uitgevoer om moontlike voorspellers van kreatiwiteit te identifiseer. Hierdie voorspellers is daarna met die beskrywende statistieke vergelyk om moontlike leemtes te bepaal. Die belangrikste leemte is dat die huidige profiel van KMO-eienaars nie in ewewig is met voorspellers nie, en daarom as die belangrikste rede beskou word waarom KMO's nie kreatief is nie. Daar is 'n groter mate van ewewig tussen KMO-gedragsfaktore en voorspellers, maar dit word deur nie-kreatiewe KMO-eienaars geneutraliseer. Intervensies op interne (KMO's) en eksterne gebiede wat 'n positiewe omgewing kan skep vir kreatiwiteit in KMO's, is laastens bespreek. Hierdie benadering word as 'n ysberg gevisualiseer, wat impliseer dat manifestasies van kreatiwiteit slegs sigbaar is indien 'n gesonde basis in die onsigbare fase gelê is. Hierdie ontwikkeling kan egter nie eensklaps geskied nie, maar is eerder langtermyn van aard. Indien daar egter nie 'n daadwerklike poging aangewend word om kreatiwiteit in KMO's te bevorder nie, sal hulle nie aan die verwagtinge kan voldoen nie, wat nadelige gevolge vir die ekonomie inhou.

Submitted by Filipe dos Santos (fsantos@pucsp.br) on 2018-11-09T10:24:44Z No. of bitstreams: 1 Diego Paulo Rhormens.pdf: 1747742 bytes, checksum: f865366abd596237b133f6df0704a718 (MD5) / Made available in DSpace on 2018-11-09T10:24:44Z (GMT). No. of bitstreams: 1 Diego Paulo Rhormens.pdf: 1747742 bytes, checksum: f865366abd596237b133f6df0704a718 (MD5) Previous issue date: 2018-09-18 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior - CAPES / Country music is taking the centrality of many events and the media, being the most played and listened music genre in Brazil. This work aims at understanding the social and cultural benefits of country music and its market dynamic in Brazil, from the point of view of the different professionals involved in its production and communication. The research focused on perceiving what are the functions of the different professionals involved in the production and communication of country music, comprehending the factors that led to the great public support to its culture, assessing what are the benefits proportioned to individuals by its songs from the social and cultural standpoint, and understanding the importance of television, radio and internet in its culture. This work is justified in the view of creative economy importance in the Brazilian cultural scene and by the need of better discerning this business to the benefit of country music industry professionals. This work is also upheld by the fact that country music is a cultural asset, which relates to individuals values, traditions, relationships, memories and affections, and therefore cannot be treated merely as a commercial issue, but must be respected in its cultural and social context. The research methodology consisted on reviewing the theme´s bibliography and carrying out eight interviews with different music scene agents that were further analyzed. Through the interviews, it was possible to establish that, when country songs are played in events, they favor many kinds of individual connections, such as new friendships, love relationships, among others. Song lyrics are full of stories with feelings and emotions, and may enable individuals to identify themselves with what is being sung by artists, specially regarding to love relationships and its developments. Traditional country music is a Brazilian historical and cultural heritage that portrays the life in the countryside. There are many professionals working directly with the music industry in different functions and putting together their skills to take culture to the audience, given that music is art, but is also inserted in a market logic / A música do estilo sertanejo vem assumindo a centralidade em diversos eventos e nos meios de comunicação, sendo o gênero musical mais tocado e ouvido no Brasil. O presente trabalho tem como objetivo entender os benefícios sociais e culturais trazidos pela música sertaneja e a dinâmica do mercado deste ritmo no Brasil, a partir do ponto de vista de diferentes profissionais envolvidos em sua produção e divulgação. A pesquisa buscou entender qual a função dos diferentes profissionais envolvidos na produção e divulgação da música sertaneja, compreender os fatores que levam à grande adesão do público brasileiro a sua cultura, verificar quais os benefícios proporcionados aos indivíduos pelas músicas sertanejas do ponto de vista social e cultural, e entender a importância da televisão, do rádio e da internet para a cultura da música sertaneja. Este trabalho se justifica em virtude da importância da economia criativa no cenário cultural brasileiro e pela necessidade de compreender melhor este negócio para que os profissionais envolvidos com a música sertaneja possam ter uma maior compreensão do mercado. Também se justifica pelo fato de que se trata de um bem cultural, que se relaciona com valores, tradições, relações, memórias e afetos dos indivíduos, portanto, não deve ser tratado apenas como uma questão comercial, mas deve ser respeitado o seu contexto cultural e social. A metodologia da pesquisa consiste em uma revisão bibliográfica sobre o tema e a realização de oito entrevistas com diversos atores do cenário musical que foram posteriormente analisadas. Por meio das entrevistas, foi possível verificar que as músicas sertanejas quando tocadas em eventos podem facilitar diversos tipos de relações entre os indivíduos, como o estabelecimento de novas amizades, relacionamentos afetivos, entre outros. As músicas são carregadas de histórias com sentimentos e emoções, e podem fazer com que os indivíduos se identifiquem com aquilo que está sendo cantado pelos artistas, em especial no que se refere aos relacionamentos amorosos e seus desdobramentos. A música sertaneja raiz é um patrimônio histórico e cultural brasileiro que retrata a vida no campo. Existem muitos profissionais que trabalham diretamente com o negócio da música em diferentes funções e unem suas competências para levar a cultura ao público, já que a música é arte, mas também está inserida em uma lógica de mercado

The ability for an organization to innovate has become one of the most important capabilities needed in the new knowledge economy. The research has demonstrated that an organization’s culture of innovation in particular predicts organizational innovativeness across multiple industries. To provide support to these organizations in their abilities to understand the culture of innovation, researchers have developed instruments to measure culture of innovation, and while many of these instruments have been widely used to inform organizational opportunities for improvement, few of these instruments have been validated or replicated beyond their initial use. The current study employs multiple factor analytic methods to validate the factor structure of the Innovation Quotient instrument developed by Rao and Weintraub and assess the extent to which the instrument is reliable for multiple organizational groups. The results of this study, as well as implications for researchers interested in culture of innovation, are presented.

published_or_final_version / abstract / Real Estate and Construction / Master / Master of Science in Construction Project Management

Thesis (MPhil (Information Science))--Stellenbosch University, 2008. / In the fast-changing environment of today, organisations have a tendency to change their strategy to be able to adapt to changing circumstances. It has become increasingly important for organisations to remain competitive in the marketplace. The management of organisations is therefore showing more interest in concepts such as organisational learning and innovation. These concepts are seen as contributing factors to the success of the organisation. History has proven, however, that this is not always true. The infrequent success of applying these concepts has resulted in the approach towards organisational learning and innovation concepts being vague. This study aimed to examine the conceptual ambiguity in order to arrive at a better understanding. The problem statement is examined in some detail in Chapter One of this study. The second and third chapters aim to investigate the concepts of organisational learning and innovation separately. To understand the concept of organisational learning better, other related concepts such as organisation, individual learning, knowledge, knowledge management and change management were studied. The focus, however, remained on organisational learning. To elaborate on the concept of organisational learning, the organisational learning cycle was of specific importance together with the characteristics of organisational learning. Aspects that are seen as restrictions to organisational learning were studied and consequently strong theoretical arguments could be provided regarding organisational learning. Aspects that were prominent were the notion that the presence of certain attributes can influence organisational learning, of which organisational structure and organisational culture stand out. There were also certain stumbling blocks that might prevent organisational learning, and individual learning was identified as essential for organisational learning. In Chapter Three a similar approach was followed regarding the concept of innovation. The characteristics of the individual are as important for the sake of innovation as the individual’s tolerance of change. The concepts of change management and structure of the organisation are important to allow for innovation to take place. These concepts were studied separately and in Chapter Four the aim was to compare the two concepts to determine any possible similarities and differences. By doing this, points of correlation as well as possible relations in terms of a systems approach were identified. In this chapter the attributes that support the concepts were listed along with aspects that are seen as stumbling blocks. In Chapter Five the most important aspects relating to organisational learning and innovation are summarised. The one prominent aspect is the impact that the structure of an organisation has on the success of both organisational learning and innovation. The structure of an organisation, however, is based on the strategy of the organisation. The last contributing aspect that needs to be mentioned is the culture of the organisation. The study has indicated clear similarities as well as relations between the concepts, but as with any learning process there are always questions and therefore the study points towards further research. The research can be extended to determine the impact of the shortage of time on organisational learning and/or innovation processes in terms of knowledge management.

Thesis (MPhil (Information Science))--University of Stellenbosch, 2009. / ENGLISH ABSTRACT: The thesis studies the relationship between knowledge creation and organisational culture. To do that the relations between Nonaka's enabling conditions and the four organisational culture types according to the competing value framework of Cameron and Quinn were tested in two organisations. Whilst many authors are critical of the specifics of Nonaka and Takeuchi’s model of knowledge conversion, most seem to agree with their argument about the requisite enabling conditions for knowledge creation. It is argued that these enabling conditions are shaped by the organisational culture and therefore this relation is of some importance. The empirical research was based on two part questionnaire. The first part of the questionnaire concerned the knowledge creation enablers. The indicators for this part of the instrument had to be developed from the knowledge creation literature. The second part of the questionnaire was based on the validated Cameron and Quinn organisational culture assessment instrument. Since Nonaka recommends a middle-up-down approach for managing knowledge creation in organisations, the questionnaire was directed at the middle management of the selected organisations. 140 questionnaires were sent out and two organisations had adequate responses for statistical data analysis. The results showed that one organisation has a strong market culture. This organisation displayed requisite variety, creative chaos and autonomy as enablers for knowledge creation. The market culture is an organisation’s response to an environment filled with complexities of the brand market which requires the presence of requisite variety and creative chaos. The organisation uses autonomous work teams, hence the prominence of autonomy. The second organisation competes in the business solutions market. Here, the dominant culture type was that of a clan and the organisation was strong in most knowledge creation enablers except redundancy and ba. The dominance in clan culture is in line with a medium size company that is competing in the big league of providers of business solutions and the organisation believes that its success is in providing unique business solutions thanks to teamwork and working like family. It is concluded that for an organization to be competitive requires one dominant appropriate culture and not necessarily all knowledge creating enablers. / AFRIKAANSE OPSOMMING: Die tesis ondersoek die verband tussen kennisskepping en organisasie kultuur. Dit word gedoen deur die relasie tussen Nonaka se omgewingsomstandighede vir kennisskepping en die vier organisatoriese kultuurtipes van Cameron en Quinn in twee organisasies te meet. Terwyl baie skrywers krities is oor die besonderhede van Nonaka en Takeuchi se model van kennisskepping, is die meeste met hulle eens oor die omgewingsomstandighede wat kennisskepping in staat stel. Daar word geargumenteer dat hierdie omgewingsomstandighede hoofsaaklik deur die organisasie kultuur beïnvloed word en daarom is hierdie verband belangrik. Die empiriese navorsing is gebaseer op ‘n tweeledige vraelys. Die eerste deel handel oor die omgewingsomstandighede en die indikatore hiervoor is uit die teorie ontwikkel. Die tweede deel van die vraelys is gebaseer op ‘n reeds gevalideerde instrument van Cameron en Quinn wat organisatoriese kultuurtipes probeer vasstel. Omdat Nonaka klem lê op die sentrale rol van middelbestuur in organisatoriese kennisskepping, is die vraelyste op middelbestuurders in geselekteerde organisasies gemik. 140 vraelyste is uitgestuur en twee organisasies het genoeg response gehad vir statistiese verwerking. Die resultate toon dat een organisasie ‘n sterk markkultuur het. Hierdie organisasie vertoon vereiste verskeidenheid, kreatiewe chaos en outonomie as omgewingsomstandighede wat kennisskepping sou instaat stel. Die markkultuur is ‘n organisasie se respons op ‘n omgewing gevul met kompleksiteit en dit vereis verskeidenheid. Die organisasie gebruik ook outonome werkspanne en daarom meet outonomie ook hoog. Die tweede organisasie kompeteer in die besigheidskonsultasiemark. Hier was die dominante kultuurtipe dié van klan. Die organisasie het hoog gemeet in al die omgewingsomstandighede behalwe oortolligheid en ba. Die dominansie van klan-tipe kultuur strook met ‘n mediumgrootte maatskappy wat unieke oplossings moet bied gebaseer op spanwerk in kompetisie met groter konsultasie maatskappye. Die gevolgtrekking is dat ‘n dominante kultuurtipe ‘n voordeel is vir ‘n organisasie om te kan kompeteer, eerder as die teenwoordigheid van al die omgewingsomstandighede vir kennisskepping.

Thesis (MA)--University of Stellenbosch, 2002. / ENGLISH ABSTRACT: Innovation and creativity are established research areas but both are relatively new research areas within the field of organisational psychology. Early research on innovation and creativity were primarily the focus area of academics in related social sciences disciplines. Research on innovation and creativity was integrated with the orientations and perspectives of organisational psychologists over a period of time. In other words the development and identification of innovation as a success factor of the work environment is something that took place over decades. Changes in the competitive environment over the last few decades contributed to the increasing interest in the concept of innovation. Today managers recognise innovation as a necessity that needs to be managed and developed. Three levels of analyses (the individual, group and organisation) can be identified in the innovation literature. Until recently researchers focused primarily on the individual and the organisation as units of analysis. As a results of this, research that focuses on the individual and the organisation are quite comprehensive compared to studies that focus on the group as a unit of analysis. The utilisation of teams have increased in organisations, but our knowledge of the factors and dimensions that determine group innovation are still restricted. The complex nature of group innovation could perhaps be a contributing factor in terms of the amount of research studies that have been done on group innovation. It is especially in this regard that this study sets out to thoroughly investigate existing group innovation literature and to combine this with an investigation into the possible contributions of related social psychological research (for example group decision making, intragroup conflict and creative problem solving) to the innovation literature. Each one of the three units of analysis (individual, group and organisation) has a unique impact on group innovation, but not one of them explains exclusively the innovativeness of a team. An interdependent relationship exists between these factors. This stresses the complexity of the concept and as a result of this, researchers are encouraged to investigate the possible contributions of related social psychological themes to the innovation research and literature. In this regard this study focused extensively on a input, process and output model of group innovation by West and Anderson (1996) to determine to what extend some of the aspects of the model explained the innovativeness of a group. This is a comprehensive model and for the purposes of this study only certain aspects of the model were included in the research process. The size of the team and team tenure were the two input elements that were included in the study. The process elements of the model includes clarity and commitment to team objectives, participation, task orientation and support for innovation. In terms of the output aspects of the model the focus was on the following: how radical, effective, new and extensive the innovation is, as well as the number of innovations per team. The results of the study indicate that there are a relationship between the variables of West and Anderson's input, process and output model (1996) and the innovativeness of the team. The results of this study indicate that the model by West and Anderson is a valuable contribution to the research literature on group innovation behaviour. Although group innovation has not been researched extensively, it seems that group innovation is starting to make an impact on the organisational psychology domain and that it will be a central aspect of the research agenda of organisational psychologists in future. If we are able to establish a sound theoretical basis organisations will be able to understand and predict group innovation behaviour. It can be concluded that this study made a contribution to the research literature on group innovation behaviour in terms of an awareness of the impact and necessity of innovation in today's work environment, and also in extending the existing knowledge base of group innovation behaviour / AFRIKAANSE OPSOMMING: Alhoewel innovasie al VIr 'n geruime tyd as navorsingsdomein gevestig IS, het organisasiesielkundiges eers redelik onlangs aan innovasie en kreatiwiteit begin aandag skenk. Een van die redes waarom dit so lank geneem het voordat innovasie as 'n waardige wetenskaplike navorsingsonderwerp besef was, was die feit dat vroeëre navorsing oor hierdie onderwerp deur akademici in ander sosiaal wetenskaplike dissiplines uitgevoer was. Die integrering van sodanige navorsing met organisasiesielkundiges se perspektiewe en oriëntasies het skynbaar slegs met verloop van tyd plaasgevind. Die ontwikkeling van innovasie as 'n verskynsel van die werksomgewing het dus stelselmatig oor dekades heen plaasgevind. Die impak van omgewingsveranderinge op organisasies het ook oor die afgelope paar dekades beduidende belangstelling ten opsigte van innovasie ontsluit. Innovasie, as 'n komponent van organisatoriese-kompeterendheid en -effektiwiteit, is vandag 'n noodsaaklikheid wat toenemend deur hedendaagse bedryfsleiers ondersteun en bestuur word. Binne die werksomgewing kom innovasie op drie verskillende vlakke (die individu, die groep en die organisasie) voor. Tot dusver het innovasienavorsers egter in hoofsaak op die individu en organisasie as ontledingseenheid gefokus. Navorsing wat die individu of organisasie as ontledingseenheid gebruik, is volop in vergelyking met studies wat die groep as ontledingseenheid gebruik. Met ander woorde, alhoewel die gebruikmaking van spanne in organisasies toeneem, is ons kennis van die faktore en dimensies wat spaninnoverendheid bepaal, steeds beperk. Die beperkte teoretiese basis van bestaande groepinnovasienavorsing kan deels aan die omvangryke en komplekse aard van die verskynsel toegeskryf word. Dit is juis in hierdie opsig dat hierdie studie dit ten doel gestel het om bestaande groepinnovasieliteratuur deeglik te ondersoek en om vas te stel tot watter mate verwante sosiaal-sielkundige navorsing (onder andere groepbesluitneming, intragroepkonflik en kreatiewe probleemoplossing) 'n bydrae tot die innovasieliteratuur kan lewer. Elk van die drie ontledingsvlakke (individu, groep, organisasie) het 'n unieke effek op die innoverendheid van 'n span, maar nie een van hierdie kategorieë verklaar uitsluitlik die innoverendheid van 'n span nie. Die interafhanklike verhouding van hierdie faktore beklemtoon die kompleksiteit van die verskynsel en dit moedig toekomstige navorsers aan om die nuttige bydraes van verwante sosiaal-sielkundige temas te ondersoek. In hierdie verband is daar ook breedvoerig gebruik gemaak van 'n inset, proses en uitset model van groepinnoverendheid deur West en Anderson (1996), ten einde vas te stel tot watter mate sekere aspekte van die model die innoverendheid van 'n span voorspel. Vanweë die omvangrykheid van die model is slegs sekere veranderlikes in die navorsing ingesluit. In terme van die insette is daar op grootte en spandienstydperk gefokus. Die proses faset van die model verwys na die duidelikheid en verbondenheid tot doelwitte, deelname, taakoriëntasie en ondersteuning vir innovasie. Ten opsigte van die uitset faset van die model is daar op die volgende aspekte gefokus: die radikaalheid, omvangrykheid, nuutheid en effektiwiteit van die innovasie asook die getal innovasie items binne die groep. Die resultate van die studie dui daarop dat daar wel 'n verband tussen hierdie veranderlikes van West en Anderson (1996) se model en die innoverendheid van groepe bestaan. Hierdie model van groepinnoverendheid blyk vanuit die resultate van hierdie studie, en vorige studies, nuttig te wees vir die bestudering van groepinnovasiegedrag. Alhoewel daar tot dusver min lig gewerp is op die faktore wat groepinnoverendheid bepaal, wil dit voorkom asof groepinnovasienavorsing 'n sentrale faset van die organisasiesielkunde se navorsingsagenda in die toekoms sal wees. Die vestiging en uitbreiding van 'n teoretiese basis salorganisasies in staat stelom die innovasiegedrag van spanne beter te verstaan en te voorspel. Ten slotte kan dit vermeld word dat hierdie studie In bydrae gelewer het tot groepinnovasiegedrag, nie net in terme van 'n bewusmaking van die impak en noodsaaklikheid van innovasie in die hedendaagse werksomgewing nie, maar ook in terme van die uitbreiding van die bestaande kennisbasis oor groepinnovasiegedrag.

Thesis (MCom)--Stellenbosch University, 2015 / ENGLISH ABSTRACT : Organisations are rapidly discovering the invaluable influence of creativity and innovation at work. An individual’s capacity to engage creatively with his or her work is becoming increasingly recognised as integral for organisational success and competitive advantage. The quest for an increase in creative output is driven by the following question: what causes variance in creative work involvement? The purpose of this study was to address the question of variance in creative work involvement across a variety of industries. In order to do so empirically, a structural model was developed after an interrogation of the literature to present the hypothesised relationships suggested through previous research. In essence, this study explored the significance of four relationships: (1) the effect of psychological safety on creative work involvement, (2) the effect of inclusive leadership on psychological safety, (3) the effect of openness to experience on creative work involvement, and (4) the moderating effect of vitality on the relationship between psychological safety and creative work involvement. The research approach was a quantitative study in which an ex post facto correlation research design was used. A total of 39 organisations participated in the study; they are located in the Western Cape, Eastern Cape and Gauteng provinces in South Africa. An electronic self-administered survey that consisted of six sections and 39 items was distributed to employees in varying roles and across different industries. Participation was voluntary; 519 employees engaged in the survey. Multiple regression analysis was used in order to evaluate the data collected. Creative work involvement, psychological safety and vitality were measured by utilising the measurement items presented by Kark and Carmeli (2009). Inclusive leadership was measured using nine items from Carmeli, Reiter-Palmon and Ziv (2010). Lastly, openness to experience was measured using the HEXACO-60 survey (Lee & Ashton, 2004), of which only the 10 items pertaining to this construct were included in the survey presented to the participants. The findings reveal that psychological safety had a significant effect on creative work involvement, and inclusive leadership was shown to have a significant effect on psychological safety. In addition, there was a significant positive relationship between openness to experience and creative work involvement. Moreover, vitality was shown not to have a significant moderating effect on the relationship between psychological safety and creative work involvement. It also was found that the relationship between vitality and creative work involvement was significant. The discussions and implications of this research suggest a number of implementations with which managers can engage in order to stimulate creative behaviour and further encourage creative work involvement through strategic decision making at a variety of organisational levels. Greater levels of creative work engagement can be achieved for the overall success of the organisation, which could have an impact on the global community at large. / AFRIKAANSE OPSOMMING : Organisasies besef toenemend die onskatbare waarde van kreatiwiteit en innovasie in die werkplek. ’n Individu se vermoë om kreatief met sy of haar werk om te gaan, word toenemend erken as noodsaaklik vir ’n organisasie se sukses en mededingende voordeel (Florida & Goodnight, 2005, soos Bissola & Imperatori, 2011). Die soeke na ’n toename in kreatiewe uitset/produksie/opbrengs/vermoë word gedryf deur die volgende vraag: wat veroorsaak variansie in kreatiewe werksbetrokkenheid? Die doel van hierdie studie was om die vraag oor variansie in kreatiewe werksbetrokkenheid in ’n verskeidenheid industrieë aan te spreek. Om dit empiries te doen, is ’n strukturele model, na bestudering van die literatuur, ontwikkel wat die hipotetiese verhoudinge uitbeeld wat deur vorige navorsing gesuggereer is. In wese verken hierdie studie die beduidendheid van vier verhoudinge: (1) die effek van sielkundige veiligheid op kreatiewe werksbetrokkenheid, (2) die effek van inklusiewe leierskap op sielkundige veiligheid, (3) die effek van ontvanklikheid vir ervaring op kreatiewe werksbetrokkenheid, en (4) die modererende effek van lewenskragtigheid op die verhouding tussen sielkundige veiligheid en kreatiewe werksbetrokkenheid. Die navorsingswerkswyse is ‘n kwantitatiewe studie waarin ʼn ex post facto-korrelasionele navorsingsontwerp gebruik is. ’n Totaal van 39 organisasies, geleë in die Wes-Kaap, Oos-Kaap en Gauteng, het aan die studie deelgeneem. ’n Elektroniese selfgeadministreerde vraelys, bestaande uit ses afdelings en 39 items, is onder werknemers in verskeie rolle en in verskeie industrieë versprei. Deelname was vrywillig en 519 werknemers het die vraelys voltooi. Meervoudige regressie-analise is gebruik om die ingesamelde data te evalueer. Kreatiewe werksbetrokkenheid, sielkundige veiligheid en lewenskragtigheid is gemeet met behulp van die metings-items wat deur Kark and Carmeli (2009) voorgestel is. Inklusiewe leierskap is gemeet met nege items van Carmeli, Reiter-Palmon en Ziv (2010). Laastens is die ontvanklikheid vir ervaring gemeet met gebruik van die HEXACO-60 opname (Lee & Ashton, 2004), waarvan slegs die 10 items wat betrekking het op hierdie konstruk ingesluit is in die vraelys wat aan die deelnemers voorgelê is. Die bevindinge het getoon dat sielkundige veiligheid ’n beduidende effek op kreatiewe werksbetrokkenheid het en dat inklusiewe leierskap ‘n beduidende effek op sielkundige veiligheid het. Bykomend hiertoe is ’n beduidende positiewe verwantskap tussen ontvanklikheid vir ervaring en kreatiewe werksbetrokkenheid gevind. Verder is aangedui dat lewenskragtigheid nie ’n beduidende modererende effek op die verwantskap tussen sielkundige veiligheid en kreatiewe werksbetrokkenheid het nie. Daar is ook bevind dat die verwantskap tussen lewenskragtigheid en kreatiewe werksbetrokkenheid beduidend is. In die bespreking en implikasies van hierdie navorsing word ’n aantal voorstelle gemaak wat bestuurders kan implementeer om kreatiewe gedrag te stimuleer en kreatiewe werksbetrokkenheid verder aan te moedig deur strategiese besluitneming op ’n verskeidenheid van organisatoriese vlakke. Groter vlakke van kreatiewe werksbetrokkenheid kan bereik word wat die oorkoepelende sukses van ’n organisasie bevorder, wat dan weer ’n impak op die globale gemeenskap kan hê.