This research deals with organisation culture in the Chemical Industry, with specific reference to the culture in Gas Production. In the literature survey, the concept 'organisation culture' is studied theoretically from the perspective of Burke and Litwin. Theoretically, differences may occur between the current and desired organisation culture, between divisions and between levels of authority. The conclusion is drawn that culture change involves the whole organisation. In the empirical investigation, the Organisation Culture Index is applied to 36 employees at management level and 138 at employee level. The empirical findings show that there are significant differences. The empirical findings therefore support the theoretical findings that a single culture does not always exist in an organisation. This research also confirms that the culture in this organisation may not be appropriate for the present era. / Hierdie navorsing ondersoek organisasiekultuur in die Chemiese Bedryf, met spesifieke verwysing na die kultuur in Gasproduksie. In die literatuuroorsig word die konsep "organisasiekultuur" teoreties vanuit Burke en Litwin se perspektief beskou. Teoreties kan verskille in organisasiekultuur tussen die huidige en die verlangde organisasiekultuur, tussen afdelings en tussen gesagsvlakke voorkom. Die afleiding word gemaak dat kultuurverandering die totale organisasie betrek. In die empiriese ondersoek word die Organisasiekultuurindeks op 36 werknemers van die bestuursgroep en 138 van die werknemersgroep toegepas. Uit die empiriese bevindinge blyk dit dat daar betekenisvolle verskille in organisasiekultuur voorkom. Die empiriese bevindinge steun die teoretiese bevindinge dat daar nie altyd sprake is van 'n enkele kultuur in 'n organisasie nie. Daar word ook vasgestel dat hierdie organisasie se organisasiekultuur nie toespaslik is vir die huidige era nie. / Industrial & Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

The birth of a non-racial democracy in South Africa brought many challenges such as the supply of potable water to all societies irrespective of their colour or even location. Migration of people from rural to urban has increased the demand of potable water supply in many areas that were previously neglected by the former Apartheid regime. The increase of the human population in urban or developing areas of South Africa will therefore imply that various public services such as potable water supply, proper housing, electricity supply, schooling and basic health facilities should be provided in an efficient, effective and economic manner. As the resident of Khuma Township, the researcher has a keen interest in the management of potable water supply in this area, inter alia, the nature and extent of the physical environment and the efficiency and effectiveness of a potable water supply as a means of improving service delivery by the Matlosana Local Municipality to Khuma Township. The area has the history of gold mining and the majority of the people from other rural areas and neighbouring states moved into this area and were later joined by their families. This resulted in an increase in the population to a point where people were placed in dangerous areas such as underlying dolomite and along the Koekemoer spruit. For example, extension 6 is known to experience sinkholes due to underground mining activities and the underline dolomite rock. The population has increased in Khuma Township to such an extent that a shortage of potable water supply is been experienced. Khuma Township had one water reservoir for the past 40 years and Matlosana Local Municipality did not improve or developed infrastructure related to potable water supply to be able to cater for the increasing population of this area. An empirical study was conducted in among the residents of Khuma Township, Matlosana Local Municipality and role-players in the management of potable water supply. From this study, it was evident that the supply of potable water in Khuma Township is insufficient, and there was poor communication, cooperation and participation between Matlosana Local Municipality and the residents of Khuma Township. The ineffective management of potable water supply in Khuma Township by the Matlosana Local Municipality as well as ignoring the significance of settling people in a safe area that is free from water pollution, sinkholes and underlying dolomite rock left a lot to be desired. The researcher arrived at logical conclusions and recommendations with regard to all aspects related to future management of potable water supply in Khuma Township. / M Development and Management, North-West University, Potchefstroom Campus, 2014

The birth of a non-racial democracy in South Africa brought many challenges such as the supply of potable water to all societies irrespective of their colour or even location. Migration of people from rural to urban has increased the demand of potable water supply in many areas that were previously neglected by the former Apartheid regime. The increase of the human population in urban or developing areas of South Africa will therefore imply that various public services such as potable water supply, proper housing, electricity supply, schooling and basic health facilities should be provided in an efficient, effective and economic manner. As the resident of Khuma Township, the researcher has a keen interest in the management of potable water supply in this area, inter alia, the nature and extent of the physical environment and the efficiency and effectiveness of a potable water supply as a means of improving service delivery by the Matlosana Local Municipality to Khuma Township. The area has the history of gold mining and the majority of the people from other rural areas and neighbouring states moved into this area and were later joined by their families. This resulted in an increase in the population to a point where people were placed in dangerous areas such as underlying dolomite and along the Koekemoer spruit. For example, extension 6 is known to experience sinkholes due to underground mining activities and the underline dolomite rock. The population has increased in Khuma Township to such an extent that a shortage of potable water supply is been experienced. Khuma Township had one water reservoir for the past 40 years and Matlosana Local Municipality did not improve or developed infrastructure related to potable water supply to be able to cater for the increasing population of this area. An empirical study was conducted in among the residents of Khuma Township, Matlosana Local Municipality and role-players in the management of potable water supply. From this study, it was evident that the supply of potable water in Khuma Township is insufficient, and there was poor communication, cooperation and participation between Matlosana Local Municipality and the residents of Khuma Township. The ineffective management of potable water supply in Khuma Township by the Matlosana Local Municipality as well as ignoring the significance of settling people in a safe area that is free from water pollution, sinkholes and underlying dolomite rock left a lot to be desired. The researcher arrived at logical conclusions and recommendations with regard to all aspects related to future management of potable water supply in Khuma Township. / M Development and Management, North-West University, Potchefstroom Campus, 2014

This research deals with organisation culture in the Chemical Industry, with specific reference to the culture in Gas Production. In the literature survey, the concept 'organisation culture' is studied theoretically from the perspective of Burke and Litwin. Theoretically, differences may occur between the current and desired organisation culture, between divisions and between levels of authority. The conclusion is drawn that culture change involves the whole organisation. In the empirical investigation, the Organisation Culture Index is applied to 36 employees at management level and 138 at employee level. The empirical findings show that there are significant differences. The empirical findings therefore support the theoretical findings that a single culture does not always exist in an organisation. This research also confirms that the culture in this organisation may not be appropriate for the present era. / Hierdie navorsing ondersoek organisasiekultuur in die Chemiese Bedryf, met spesifieke verwysing na die kultuur in Gasproduksie. In die literatuuroorsig word die konsep "organisasiekultuur" teoreties vanuit Burke en Litwin se perspektief beskou. Teoreties kan verskille in organisasiekultuur tussen die huidige en die verlangde organisasiekultuur, tussen afdelings en tussen gesagsvlakke voorkom. Die afleiding word gemaak dat kultuurverandering die totale organisasie betrek. In die empiriese ondersoek word die Organisasiekultuurindeks op 36 werknemers van die bestuursgroep en 138 van die werknemersgroep toegepas. Uit die empiriese bevindinge blyk dit dat daar betekenisvolle verskille in organisasiekultuur voorkom. Die empiriese bevindinge steun die teoretiese bevindinge dat daar nie altyd sprake is van 'n enkele kultuur in 'n organisasie nie. Daar word ook vasgestel dat hierdie organisasie se organisasiekultuur nie toespaslik is vir die huidige era nie. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)