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The influence of a team development intervention (improvisational theatre) on climate for work group innovationKirsten, Burgert 12 1900 (has links)
Thesis (MComm (Industrial Psychology))--Stellenbosch University, 2008. / The present study evaluates the influence on the four factors of an innovative
work group climate, namely participative safety, vision, support for innovation
and task orientation, of a team development intervention based on
improvisational theatre exercises. In the literature study, these four factors
are compared with the principles of improvisational theatre, namely trust and
support, agreement, listening and awareness, and narrative skills. A quasiexperimental
study was conducted. Differences in pre-test and post-test
scores of an experimental group (ne=15), who took part in a half-day
improvisation theatre team development intervention, are compared with the
differences in pre- and post-test scores of a control group (nc=13). The
sample consisted of two teams from a health care management unit, which
formed part of the health care department of a large insurance company in
South Africa. The results show that, for innovative work group climate as a
whole, the experimental group’s scores improved significantly (p<.01) in
comparison to the control group’s scores. The experimental group’s scores
for the three factors, vision, participative safety and task orientation, also
improved significantly in comparison to the control group’s scores (p<.05 for
all three factors). However, the experimental group’s score for support for
innovation did not improve significantly. It is therefore concluded that the
intervention had a positive influence on climate for work group innovation,
based on its impact on the three factors, vision, participative safety and task
orientation. In conclusion, this study builds on previous research that
endorses the application of improvisational theatre techniques in
organisational development settings.
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Gruppklimatets betydelse : En kvalitativ studie om elevers upplevelser avgruppklimat i ämnet idrott och hälsa på gymnasiet. / The significance of group climate : A study of students' perceptions of group climate in physical education in high school.Jonsson, Andreas January 2016 (has links)
This essay is about the significance of group climate for students in physical education. Groupwork and group processes are dealt with in the essay and its importance to students' experiences of the subject and goal attainment. During the autumn of 2015 two different classes in high school were studied in the subject physical education and health. These classes were observed at two different occasions and eight students, four in each class, were selected to participate in the study based on “the role of assumptions” described in the previous research section. Questions regarding group climate and groupwork were asked in order to investigate how the groups were composed, and how the students explained the significance of group climate. Students' responses were connected to Bion’s group theory and the FIRO model which was used as the theoretical foundation and previous research explains groupwork and group processes. The results of the study indicate that students experienced group climate in the class as problematic. Students in the selected classes were divided into many small groups and they explained that they were not talking to the other small groups. The group climate influenced some of the students to the extent that they did not attend classes which may obstruct their goal attainment. According to students, classes had not had any practice in trusting eachother which contradicts the fact that many researchers indicate that it is the teacher's responsibility to create a better climate in classes. Therefore, it may be important for teachers to work actively with exercises that promote group climate. Authors point out that it is becoming more important in today's society to cooperate in most professions. This was also something the students felt they had the opportunity to practice during group work. Students felt that it could sometimes be effective to let the teacher decide the groups in advance because they had the opportunity to get to know more people in the class. Even though a student wants to be in the same group as his best friend it does not mean that it is mutual.
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Management Development Training: an Evaluation of a Program for First Line Staff SupervisorsMechler, Ralph E. 12 1900 (has links)
A pre- and postexperimental design with a control group was used to evaluate the effectiveness of a management development program. Subjects were 48 first line staff supervisors employed by a major manufacturing company. The training group subjects (n = 24) attended the company's 1-week training program. Subjects in the control group (n= 24) were similar with respect to plant location, job assignment, etc.
A 42-item employee-opinion questionnaire was constructed to measure supervisory style and work.-group climate. The subjects' subordinates (n = 313) completed the questionnaire before and after training. Eleven items identified by content analysis as most relevant to the training content comprised the measure of training effectiveness.
An analysis of covariance was performed using the pretest
as the covariate. Results indicated no significant training effects.
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An exploration of the stages of change model in a group treatment program for male batterersWells, Robert Davis 17 February 2005 (has links)
The purpose of this study was to investigate the adequacy of the Stages of Change model in a group therapy treatment program for male batterers. The sample consisted of three groups with a total sample size of 22 participants. Data for this study were obtained by administering the Safe at Home Instrument and the Group Climate Questionnaire Short Form. Results indicated the Safe at Home Instrument had limited clinical utility with involuntary male batterers. Independent of scoring method used, the majority of participants reached the action stage early in group treatment. Because the action stage is the highest stage attainable in this study, further growth was not measurable. The lack of variability in participants scores on the Safe at Home Instrument limits its clinical usefulness. Results from the Group Climate Questionnaire
Short Form indicate the groups did not progress according to a popular group development theory (MacKenzie & Livesley, 1983). The groups appear to enter the differentiation stage but do not successfully master the developmental issues needed to progress through the subsequent stages. The results from both instruments indicate that treatment groups with involuntary, male batterers did not progress as expected.
Recommendations for future research and clinical practice are discussed.
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Klima třídy na 1. stupni ZŠ / Classroom Climate at a Primary SchoolNAVRÁTILOVÁ, Andrea January 2013 (has links)
This dissertation work focuses on societal climate of an elementary school class. The work is dividend into a theoretical part and a practical part. The theoretical part concentrates mainly on the knowledge related to the climate, explanation of the terms such as social group, class and school climate, environment and atmosphere. I characterize the younger school age of examined pupils in detail. Then there are other factors that have an influence on class climate. The practical part concentrates on the research of the actual and ideal school climate both in cities and in the country. I also focus on the difference of perception of the climate between boys and girls. This research was conducted at schools in Jihlava region, specifically in the fifth grades. ?My Class Inventory? questionnaire was used for the research and the results are arranged in charts and graphs with a commentary.
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Model for emotional intelligence as a determinant of organisational climateGerber, Frans Jacobus 08 1900 (has links)
The main objective of this research was to establish a model for emotional intelligence as a determinant of organisational climate. This model should help companies and organisational psychologists to better understand the interrelatedness of the two constructs in order to optimally enhance organisational performance. This research was conducted in a large organisation, utilising a large sample (n = 1 612) of employees in the financial services industry.
During the first phase of this research, emotional intelligence was conceptualised from literature research within the trait paradigm and organisational climate as a molar construct. A theoretical model of emotional intelligence as a determinant of organisational climate was developed and suggested a link to organisational output.
During the second phase of this research (empirical research), assessment instruments for emotional intelligence (the Gerber Emotional Intelligence Scale) and organisational climate (the High Performance Climate Questionnaire) were developed and validated. Thereafter an assessment instrument for work output was designed to test the link with performance.
The structural equation model (SEM) produced a new best-fitting model of emotional intelligence, organisational climate and work output. The model indicates that emotional intelligence does not correlate with work output as expected, but organisational climate does correlates moderately with work output and explains almost 40% of the variance in work output. The strongest influence seems to flow from teamwork and management. The regression weights between emotional intelligence and organisational climate were trivial, although the model fit indices were all within an acceptable range.
The researcher attributed the lack of support for the model to the characteristics of the employees of this type of organisation and concluded that emotional intelligence should not be seen as a determinant of organisational climate in this specific financial services sector.
The results further indicate that significant differences exist between the organisational climate experiences of four biographical categories (race, position level, age and geographical region) and also for the categories of position level and age for work output. These differences need to be considered when developing future interventions.
This research contributes towards a comprehensive understanding of the relationship between emotional intelligence, organisational climate and work output. The three newly developed questionnaires and the SEM could help researchers and practitioners to apply the research model in other industries and subsequently improve organisational outputs. / Industrial and Organisational Psychology / D. Comm. (Industrial and Organisational Psychology)
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Model for emotional intelligence as a determinant of organisational climateGerber, Frans Jacobus 08 1900 (has links)
The main objective of this research was to establish a model for emotional intelligence as a determinant of organisational climate. This model should help companies and organisational psychologists to better understand the interrelatedness of the two constructs in order to optimally enhance organisational performance. This research was conducted in a large organisation, utilising a large sample (n = 1 612) of employees in the financial services industry.
During the first phase of this research, emotional intelligence was conceptualised from literature research within the trait paradigm and organisational climate as a molar construct. A theoretical model of emotional intelligence as a determinant of organisational climate was developed and suggested a link to organisational output.
During the second phase of this research (empirical research), assessment instruments for emotional intelligence (the Gerber Emotional Intelligence Scale) and organisational climate (the High Performance Climate Questionnaire) were developed and validated. Thereafter an assessment instrument for work output was designed to test the link with performance.
The structural equation model (SEM) produced a new best-fitting model of emotional intelligence, organisational climate and work output. The model indicates that emotional intelligence does not correlate with work output as expected, but organisational climate does correlates moderately with work output and explains almost 40% of the variance in work output. The strongest influence seems to flow from teamwork and management. The regression weights between emotional intelligence and organisational climate were trivial, although the model fit indices were all within an acceptable range.
The researcher attributed the lack of support for the model to the characteristics of the employees of this type of organisation and concluded that emotional intelligence should not be seen as a determinant of organisational climate in this specific financial services sector.
The results further indicate that significant differences exist between the organisational climate experiences of four biographical categories (race, position level, age and geographical region) and also for the categories of position level and age for work output. These differences need to be considered when developing future interventions.
This research contributes towards a comprehensive understanding of the relationship between emotional intelligence, organisational climate and work output. The three newly developed questionnaires and the SEM could help researchers and practitioners to apply the research model in other industries and subsequently improve organisational outputs. / Industrial and Organisational Psychology / D. Comm. (Industrial and Organisational Psychology)
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An exploration study of the relationship between effectiveness of filial therapy training groups and group cohesion.Reed, Kelly Layne 05 1900 (has links)
This study examined the relationship of group cohesion among heterogeneous and homogeneous groups on individual treatment outcome of child-parent relationship therapy (CPRT). CPRT is a filial therapy model that targets the parent-child relationship as a means for preventing or improving child and/or family problems. This study included 30 parents or caregivers from 9 groups which met for 10 sessions. Participants qualified for this study if their groups ended with at least 3 group members and 2 leaders, all pretest and posttest data on their child between the ages of 2-11 was completed, and if they attended at least 6 of the 10 sessions. Correlation coefficients, t-tests, and effect sizes were calculated. Results demonstrated no statistically significant differences between pretests and posttests on the Child Behavior Checklist (CBCL) for all 30 participants; however, differences in measured effect (η2) between children identified with borderline and clinical behavior problems and children with normal behavior problems suggest that CPRT is more effective among children who demonstrate significant behavior problems. Perceived and observed group cohesion measurements demonstrated no significant difference at the individual outcome level. This finding suggests that group cohesion may not be related to individual outcome. Although there was no significant relationship between group cohesion and individual outcome for this study, results of the group measurements regarding engagement and group cohesiveness, coupled with previous studies on CPRT effectiveness, suggest that CPRT should be utilized in homogeneous groups.
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Invloed van organisasieklimaat op werkmotivering / The influence of organisational climate on work motivationGerber, Frans Jacobus 30 November 2003 (has links)
Text in Afrikaans / Hierdie navorsing het ten doel om die verband tussen organisasieklimaat en werksmotivering
te bepaaL
Organisasieklimaat is met die Organisasiediagnosevraelys (ODV) gemeet en
werksmolivering is met die Verwagtingsmotiveringsvraelys (VMV) gemeet, 'n skaal wat
gefundeer is in die teoretiese model van Edward E Lawler, III, en deur die navorser
aangepas is vir die steekproef en deur faktorontleding valideer is.
Die interalcsie deur biografiese en organisatoriese veranderlikes (ras, geslag, hierargiese
posvlak, werkspan, ouderdom en diensjare) is dear ontleding van variansie en
korrelasieontleding ondersoek. AI die korrelasies tussen die hoofdimensies van
organisasieklimaat en werksmotivering, met die uitsondering van valensie, ondersteun die
navorsingshipoteses met totale organisasieklimaat en totale werlcsmotivering (volgens die
Lawler-formule) se korrelasie gelyk aan 0,549 teen die 0,01 peil.
Deur stapsgewyse regressie-ontleding is twee dimensies van organisasieklimaat, naamlik
taakeienskappe asook bestuur en leierskap, gebruik om totale werksmotivering volgens
Lawler se formule te voorspel. Ongeveer 30% van die variansie van werksmotivering is
hierdeur voorspel. / The objective of this research is to determine the relationship between organisational climate
and work motivation.
Organisational climate was measured by the Organisational Diagnostic Questionnaire
(ODQ), and work motivation was measured by the Expectancy Motivation Questionnaire
(EMQ), a scale based on the model of Edward E. Lawler, III, and validated by means of
factor analysis for the population.
The interaction of the biographical and organisational variables on the main variables was
studied by means of ANOVA as well as correlations. The correlation between total
organisational climate and total work motivation (calculated according to the Lawler
formula) was 0,549 at the 0,01 level, thus supporting the research hypothesis.
By following the stepwise regression analytical procedures, the two dimensions of
organisational climate (task characteristics and manager/leadership) used to forecast work
motivation (as calculated by the Lawler formula), explained 30% of the variance of work
motivation. / Industrial and Organisational Psychology / MCOM (Industrial and Organisational Psychology)
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Invloed van organisasieklimaat op werkmotivering / The influence of organisational climate on work motivationGerber, Frans Jacobus 30 November 2003 (has links)
Text in Afrikaans / Hierdie navorsing het ten doel om die verband tussen organisasieklimaat en werksmotivering
te bepaaL
Organisasieklimaat is met die Organisasiediagnosevraelys (ODV) gemeet en
werksmolivering is met die Verwagtingsmotiveringsvraelys (VMV) gemeet, 'n skaal wat
gefundeer is in die teoretiese model van Edward E Lawler, III, en deur die navorser
aangepas is vir die steekproef en deur faktorontleding valideer is.
Die interalcsie deur biografiese en organisatoriese veranderlikes (ras, geslag, hierargiese
posvlak, werkspan, ouderdom en diensjare) is dear ontleding van variansie en
korrelasieontleding ondersoek. AI die korrelasies tussen die hoofdimensies van
organisasieklimaat en werksmotivering, met die uitsondering van valensie, ondersteun die
navorsingshipoteses met totale organisasieklimaat en totale werlcsmotivering (volgens die
Lawler-formule) se korrelasie gelyk aan 0,549 teen die 0,01 peil.
Deur stapsgewyse regressie-ontleding is twee dimensies van organisasieklimaat, naamlik
taakeienskappe asook bestuur en leierskap, gebruik om totale werksmotivering volgens
Lawler se formule te voorspel. Ongeveer 30% van die variansie van werksmotivering is
hierdeur voorspel. / The objective of this research is to determine the relationship between organisational climate
and work motivation.
Organisational climate was measured by the Organisational Diagnostic Questionnaire
(ODQ), and work motivation was measured by the Expectancy Motivation Questionnaire
(EMQ), a scale based on the model of Edward E. Lawler, III, and validated by means of
factor analysis for the population.
The interaction of the biographical and organisational variables on the main variables was
studied by means of ANOVA as well as correlations. The correlation between total
organisational climate and total work motivation (calculated according to the Lawler
formula) was 0,549 at the 0,01 level, thus supporting the research hypothesis.
By following the stepwise regression analytical procedures, the two dimensions of
organisational climate (task characteristics and manager/leadership) used to forecast work
motivation (as calculated by the Lawler formula), explained 30% of the variance of work
motivation. / Industrial and Organisational Psychology / MCOM (Industrial and Organisational Psychology)
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