This thesis illustrates the development of a new methodological tool for arts marketing, called the visibility/involvement model, through a critical analysis of promotional material of Christchurch's art galleries. The methodological tool provides insights into the quality of the art galleries' marketing activities, categorising promotional material according to their level of visibility/public accessibility and required individual involvement. The promotional material was considered according to three different dimensions of meaning: (1.) The textual dimension of meaning (Fairclough, 1992); (2.) The visual dimension of meaning (Kress and van Leeuwen, 1996; 2006); (3.) The local dimension of meaning (Scollon and Scollon, 2003). The innovation of the newly developed model lies in the combination of these three dimensions coming from the three different theoretical and methodological areas of thought: Critical Discourse Analysis, Systemic Functional Analysis, and Mediated Discourse Analysis. The model takes the above mentioned three dimensions together in order to categorise and assess a gallery's current marketing approach, and to then recommend a gallery's enhancement of marketing strategies to either deepen or broaden their audience. The visibility/involvement model also provides understanding of a gallery's underlying ideology and can explain why a certain gallery emphasises a particular marketing approach more than another cultural organisation and what implications that might have for future developments. This thesis challenges the view that traditional marketing strategies apply to arts marketing. Following Venkatesh and Meamber's (2006), who account for the cultural production process, drawing on McCracken (1986; 1988), this thesis attempts to engage in a holistic arts marketing approach. In order to attempt a holistic analysis, the thesis is based on analysis of galleries' visual signs, mission statements, and sent-out invitations. A central argument in the thesis is that each class of promotional material implies different properties, and hence requires an altered promotion strategy based on the target audience and the main communicative intention. The concept entails that the audience becomes narrower and more homogeneous from the category of visual signs to the class of sent-out invitations. Likewise, the communication needs to become more personal and specific. The audience layer model, an application of the visibility/involvement model introduced in the final chapter of this thesis, illustrates the relationship between the audience and promotional material.

This thesis illustrates the development of a new methodological tool for arts marketing, called the visibility/involvement model, through a critical analysis of promotional material of Christchurch's art galleries. The methodological tool provides insights into the quality of the art galleries' marketing activities, categorising promotional material according to their level of visibility/public accessibility and required individual involvement. The promotional material was considered according to three different dimensions of meaning: (1.) The textual dimension of meaning (Fairclough, 1992); (2.) The visual dimension of meaning (Kress and van Leeuwen, 1996; 2006); (3.) The local dimension of meaning (Scollon and Scollon, 2003). The innovation of the newly developed model lies in the combination of these three dimensions coming from the three different theoretical and methodological areas of thought: Critical Discourse Analysis, Systemic Functional Analysis, and Mediated Discourse Analysis. The model takes the above mentioned three dimensions together in order to categorise and assess a gallery's current marketing approach, and to then recommend a gallery's enhancement of marketing strategies to either deepen or broaden their audience. The visibility/involvement model also provides understanding of a gallery's underlying ideology and can explain why a certain gallery emphasises a particular marketing approach more than another cultural organisation and what implications that might have for future developments. This thesis challenges the view that traditional marketing strategies apply to arts marketing. Following Venkatesh and Meamber's (2006), who account for the cultural production process, drawing on McCracken (1986; 1988), this thesis attempts to engage in a holistic arts marketing approach. In order to attempt a holistic analysis, the thesis is based on analysis of galleries' visual signs, mission statements, and sent-out invitations. A central argument in the thesis is that each class of promotional material implies different properties, and hence requires an altered promotion strategy based on the target audience and the main communicative intention. The concept entails that the audience becomes narrower and more homogeneous from the category of visual signs to the class of sent-out invitations. Likewise, the communication needs to become more personal and specific. The audience layer model, an application of the visibility/involvement model introduced in the final chapter of this thesis, illustrates the relationship between the audience and promotional material.

Magister Commercii (Industrial Psychology) - MCom(IPS) / At present organisations are faced with considerable changes in the business environment due to globalisation illustrated through specialisation and individualisation in the workplace (Rastegar & Aghayan, 2012). To stay abreast of these changes, organisations attempt to gain competitive advantage within the competitive business environments they operate. The competitive advantage referred to is, enhancing the organisation's culture, so as to ensure the employees in the workplace stay committed (Acar, 2012). Dwivedi, Kaushik and Luxmi (2014) further add that organisation culture is a fundamental element to any activity in the organisation. The authors also purport that a good organisational culture, which yields self-actualisation needs such as capability development, empowerment, achievement and recognition leads to a greater level of commitment between employees. The inverse, that is, poor organisational culture, leads to lower levels of commitment with consequences such as increased employee turnover and lower productivity rates (Dwivedi et al., 2014). The purpose of this study was to examine the influence of organisational culture (sub-dimensions being, mission, involvement, adaptability and consistency) on organisational commitment (sub-dimensions being, affective commitment, normative commitment and continuance commitment). The sample was chosen by means of convenience sampling. Two hundred and thirty – six supervisory and managerial staff who were employed at a beverage company in the Western Cape partook in the study. Three questionnaires were utilised to collect the data namely, a self - developed biographical questionnaire, containing six items which was used to collect information pertaining to the demographics of the sample. The second questionnaire utilised was the Denison Organisational Culture Survey, which contained 60 items and the final questionnaire administered was Allen and Meyer's (1990) Organisational Commitment Questionnaire, which contained 24 items. The data was computed using the Statistical Programme for the Social Sciences (SPSS) software version 23 using a multiple regression technique, yielding the following results: The results indicated that a significant proportion of the variance in organisational commitment was explained by mission, involvement, adaptability and consistency. The most statistical significance predictors of organisational commitment were mission and consistency, however, mission contributed to the highest variance. Additionally, the results indicated that a significant proportion of the variance in affective commitment was explained by mission, involvement, adaptability and consistency amongst staff. Involvement, adaptability and mission were found to be significant predictors of affective commitment with involvement accounting for the highest variance. Furthermore, the results showed that a significant proportion of the variance in normative commitment was explained by mission, involvement, adaptability and consistency. Moreover, the most significant predictor of normative commitment was found to be consistency. Further findings found that a significant proportion of the variance in continuance commitment was explained by mission, involvement, adaptability and consistency amongst staff. Moreover, the results indicated that the most significant predictor of continuance commitment was mission. Lastly, limitations for the current study were presented and recommendations for future research and for the organisation were offered.

This study is motivated by the growing influence in organisational research on the perspective of culture as a toolkit of resources from which individuals can draw on to develop strategies of action. Research has established that ambidextrous organisations succeed both in incremental and discontinuous innovation. However, there remains a scarcity of study on how managers orchestrate ambidexterity. This thesis extends the ambidexterity research by investigating how managers orchestrate ambidextrous strategies and how these strategies are shaped by elements of the organisational culture in high technology firms. An interpretive case study approach was used to achieve the aims of the study. Focusing on two engineering projects, 55 interviews were conducted alongside documentary reviews and participant observation for 6 months at Brush Electrical Machines Ltd, UK. Analysis of the findings is conducted using thematic analysis to identify common themes and NVivo was used to draw out patterns until relationships among the emerging themes became clearer. The thesis makes important contributions to the organisational ambidexterity literature by providing useful empirically-driven insights and deconstructing the roles of middle managers in facilitating ambidexterity. The findings of the research indicate that most of the middle managers demonstrated ambidextrous behaviours. These middle level managers enabled their behaviours through diverse cultural resources selected from the organisation s cultural toolkit. Thus, important contributions are made to the literature on organisational culture, specifically on the toolkit perspectives. The thesis takes the perspective that organisational culture should be viewed as heterogeneous and not homogeneous. The study concludes by suggesting that middle management ambidextrous behaviours shaped by cultural resources may be vital for the realisation of improved or sustained competitiveness in organisations.

n/a

Thesis (M.Com. (Industrial Psychology))--Potchefstroom University for Christian Higher Education, 2003.

During the past three decades the economic performances of South Africa organisations were poor. This poor performance forced a lot of South African organisations to look at the way they do business. A method to analyse the way business is conducted through an Organisation Diagnose. Organisation Diagnose is the process of using concepts and methods from the social and behavioural sciences to assess the current state of an entire organisation and to find ways to improve the organisations effectiveness. The aim of this research was to evaluate perceptions of employees of a distribution organisation through an Organisation Diagnose. A cross-sectional design was used as model for the research. Interviews and questionnaires were used as methods for data gathering. A representative sample (N=30) from different job levels and departments were interviewed. The main themes were identified and these themes were included in the questionnaire as dimensions. The Study population (N=88) was chosen from a depot of a distributing organisation. The empirical investigation was aimed at establishing the reliability and validity of the derived questionnaire and to determine the important dimensions to be focused on with regards to interventions. The results of the empirical study showed that employees of a depot of a distributing organisation tend to have positive perceptions about supervision, remuneration and change organisations. The research also showed that employees of a depot of a distributing organisation tend to have negative perceptions about interpersonal relationships and promotion. The research also indicated a large number of factors that was considered as neutral. This can be an indication that employees of a depot of a distribution organisation may have a lack of motivation. Finally suggestions for future research were made. / Thesis (M.Com. (Industrial Psychology))--Potchefstroom University for Christian Higher Education, 2003.

During the past three decades the economic performances of South Africa organisations were poor. This poor performance forced a lot of South African organisations to look at the way they do business. A method to analyse the way business is conducted through an Organisation Diagnose. Organisation Diagnose is the process of using concepts and methods from the social and behavioural sciences to assess the current state of an entire organisation and to find ways to improve the organisations effectiveness. The aim of this research was to evaluate perceptions of employees of a distribution organisation through an Organisation Diagnose. A cross-sectional design was used as model for the research. Interviews and questionnaires were used as methods for data gathering. A representative sample (N=30) from different job levels and departments were interviewed. The main themes were identified and these themes were included in the questionnaire as dimensions. The Study population (N=88) was chosen from a depot of a distributing organisation. The empirical investigation was aimed at establishing the reliability and validity of the derived questionnaire and to determine the important dimensions to be focused on with regards to interventions. The results of the empirical study showed that employees of a depot of a distributing organisation tend to have positive perceptions about supervision, remuneration and change organisations. The research also showed that employees of a depot of a distributing organisation tend to have negative perceptions about interpersonal relationships and promotion. The research also indicated a large number of factors that was considered as neutral. This can be an indication that employees of a depot of a distribution organisation may have a lack of motivation. Finally suggestions for future research were made. / Thesis (M.Com. (Industrial Psychology))--Potchefstroom University for Christian Higher Education, 2003.

This thesis analyses the Web infrastructure development process experienced by UK Small Businesses and considers the nature and impact of the barriers and problems that affect it. In doing so the thesis combines three previously disparate streams of research; research that considers the infrastructure development process, research that considers the benefits that become available via the use of an infrastructure and research that considers the barriers to benefit realisation. Analysis reveals that while the organisational advantages and benefits are well documented, Small Businesses routinely encounter problems to their realisation. Likewise, current developmental methodologies appear ill suited for use by Small Business. This thesis addresses those gaps within current knowledge and understanding. The study utilises a multiple case study research strategy. The research design utilises multiple data collection methods to triangulate the study data thereby corroborating the accuracy, veracity and parsimony of the study findings. The study findings reveal that the development process encompasses three stages, initial development, corrective development and long-term development. The findings also reveal that as the sophistication of an infrastructure is enhanced, increasingly sophisticated benefits become available. At the same time however, barriers to development will be encountered. Each can curtail benefit realisation or can block ongoing development entirely. Within the development process, the business's owner/manager is the driving force behind development and is motivated to undertake development because of the benefits that will bring to their organisation. The thesis makes a demonstrable contribution to knowledge because its combined analysis of three previously disparate streams of research is novel as is its depiction of a three stage Web infrastructure development process. Future work can build upon this study's findings by testing the theories developed within this thesis so that they can be generalised more widely.

This study crafts a schema for understanding the relationship between what organisations say they do and the way they operationalise what they think: the premise-to-received practice. The study navigates its way through an exhaustive volume of relevant work on organisation and organising. The case is argued for adoption of the symbolic interpretive paradigmatic perspective. It is particularly suitable for investigating enacted premise and received practice contexts. A research design is applied in putting these paradigmatic assumptions into motion. The study reports on interpretations emerging from analysis of 'lived experiences' from the two organisational contexts under investigation.A focus for the study was the Public Sector (Western Australia) reform strategy, known as 'customer focus'. The study's title 'Customer Focus: Enacted premise and received practice', locates interest in the relationship between organisational intentions and actions using customer focus as the lens for grounding organisational experiences. This study investigates the apparent reified social construct of organisation though a customer focus lens.Similar studies have focused on interpretation schemata in order to understand key organisational events that support the methodology and assumptions used in this, study. Such studies owes allegiance to the constructivist ontology, based on the' belief of the existence of multiple realities whereby the research act is epistemologically interpretive, aimed at generating understanding.Following the tenets of constructivist and interpretive knowledge, a qualitative methodology was used. Viewing organising as explicitly communicative, the research strategy adopted a symbolic interpretive theoretical perspective. Consistent with hermeneutics and grounded theory principles (not methods), the study sought further understanding of the relationship ++ / between organisational intentions and actions. The research design emphasised an interpretive approach by eliciting data from individual points of view within the work setting. A sample of six organisations was selected, and sixty-one interviews were conducted. Focus interviews were conducted with Top Management Teams. Individual interviews were conducted with Workers.Two sets of meanings were construed. One, Top Management Teams, enacted involvement, commitment, communication and relationships. This was related to Top Management Teams practice of control. The other, Workers, enacted the same meanings in the customer focus strategy, involvement, commitment, communication and relationships. This was related to Workers received practice of equivocality.This study reports on two major findings. First, there was harmony in the enacted thinking on the meaning for customer focus across Top Management Teams and Workers. Second, the harmony in the enacted thinking on the meanings for customer focus across the two groups were discordant with the way respondents operationalise what they report they think. Top Management Teams were unaware of the discord between the way they say they think (involvement, commitment, communication and relationships) and the way they operationalise what they think (practices of control). The discord between premise and practice in Top Management Teams was received in practice by Workers as equivocality. Equivocality emerged as discordant with Worker premise taken for customer focus as meaning to create shared understanding.The study emerged a non-alignment between what organisations say they do (Top Management Team enacted premise) and the way they operationalise what they think (Worker received practice).