The objective of this research study is to attempt to determine whether the realities or life-stories that successful' employees construct with input from both their cultures of origin (external culture) and the organisational (internal) culture impact on their state of motivation in the workplace. This mini-dissertation is approached from both a theoretical and practical point of view. Related theories and perspectives are explored in an attempt to arrive at an understanding of the philosophy pertaining to construction of reality and motivation in the workplace. Individual narrative discussions were conducted with successful employees, also referred to as respondents, in the research and development division of a South African target industry in an effort to determine whether internal and/or external locus of control impacted on construction of reality and subsequently on work-related motivation. The results from a motivation questionnaire were also incorporated in the research study in order to try to determine whether it supported the findings from the narrative discussions. It can be concluded from this study that successful employees are mostly also motivated employees and that both their cultures of origin and the organisational culture impact on their construction of reality regarding motivation in the workplace. Furthermore, this explanation revealed that an employee's construction of reality definitely impacts on his3 motivation. It is also evident from this research study that these employees have an internal and/or external locus of control. It seemed insignificant whether the respondents were motivated by internal or external factors, but what distinguished them from the other employees were the finding that they were in fact motivated by some or other factor. This study confirmed that different motivational factors impact on different employees as a result of their uniquely constructed realities regarding work-related motivation and success. The challenge for organisations therefore lies in determining which specific, culturally determined internal and/or external factors motivate individual employees. This will enable them to instigate, sustain or increase the motivation of their employees. / Thesis (M.A. (Sociology))--Potchefstroom University for Christian Higher Education, 2002.

Conditions for the establishment of family oriented organization are analysed in this Master's work. Half-standardized (N=63) qualitative and quantitative (N=111) surveys were done. For the processing of qualitative data narrative method was chosen and quantitative data was analysed using to the Wilcoxon's test. Also analysis of documents describing the situation of family and professional roles' combination was done. Held hypotheses proved out only partially. Combination of family and professional roles is important only for the members of university which have children themselves and for a few managing persons and it goes in more informal way. There are some cases when both - family and professional interests - are met, but in the most cases it depends on the situation, circumstances and person's relations with the managers.Recommendations for the combination of family and professional roles, as one of the main factors for the creation of family oriented university, are proposed in this Master's work.

The aim of this study was to determine a Green approach towards systems development methodologies and to investigate influences that affect the adoption of Green Information Technologies and Green Information Systems in South Africa. A literature review was done in order to determine which empirical is required to achieve the research objectives. The positivistic paradigm was found to be the most suited paradigm for this study. A survey was used as the research method and conducted in South Africa. The data was collected using a questionnaire, after determining that it was the most suited data collection method. The questionnaire was validated using structural equation modelling in order to determine if the data that was collected is valid. The valid data was then evaluated using different statistical methods, such as correlations, t-test, ANOVA tests and Cross-Tabs. The study revealed that the different characteristics of organisations can influence different aspects, such factors that inhibit or motivate the adoption of Green IT and Green IS. Interestingly, characteristics of individuals had no impact. It was also revealed that organisational culture and national culture had an impact on factors that motivate the adoption of Green IT initiatives. / MSc (Computer Science), North-West University, Potchefstroom Campus, 2014

The objective of this research study is to attempt to determine whether the realities or life-stories that successful' employees construct with input from both their cultures of origin (external culture) and the organisational (internal) culture impact on their state of motivation in the workplace. This mini-dissertation is approached from both a theoretical and practical point of view. Related theories and perspectives are explored in an attempt to arrive at an understanding of the philosophy pertaining to construction of reality and motivation in the workplace. Individual narrative discussions were conducted with successful employees, also referred to as respondents, in the research and development division of a South African target industry in an effort to determine whether internal and/or external locus of control impacted on construction of reality and subsequently on work-related motivation. The results from a motivation questionnaire were also incorporated in the research study in order to try to determine whether it supported the findings from the narrative discussions. It can be concluded from this study that successful employees are mostly also motivated employees and that both their cultures of origin and the organisational culture impact on their construction of reality regarding motivation in the workplace. Furthermore, this explanation revealed that an employee's construction of reality definitely impacts on his3 motivation. It is also evident from this research study that these employees have an internal and/or external locus of control. It seemed insignificant whether the respondents were motivated by internal or external factors, but what distinguished them from the other employees were the finding that they were in fact motivated by some or other factor. This study confirmed that different motivational factors impact on different employees as a result of their uniquely constructed realities regarding work-related motivation and success. The challenge for organisations therefore lies in determining which specific, culturally determined internal and/or external factors motivate individual employees. This will enable them to instigate, sustain or increase the motivation of their employees. / Thesis (M.A. (Sociology))--Potchefstroom University for Christian Higher Education, 2002.

The overall objective of the thesis was to investigate aspects of mental health among Swedish Sami reindeer herders and to deepen the understanding of the experience of the living conditions of young Sami reindeer-herding men. Theories of intersectionality, organisational culture and acculturation were used. Methods A questionnaire covering different aspects of mental health was distributed to the Sami population, including the Hospital Anxiety and Depression Scale (HADS), the Alcohol Use Disorder Identification Test, selected parts of the Attitudes Towards Suicide questionnaire (ATTS) and the Job Control Questionnaire (JCQ). 15 interviews with young male reindeer-herders were conducted and analysed according to qualitative content analysis. Results A higher load of anxiety and depression was found in the Sami population, most evident regarding anxiety and among middle aged reindeer-herding men. Regarding alcohol risk consumption reindeer-herding Sami do not in general drink more than a geographically matched reference population, but reindeer-herding men reported a higher proportion of hazardous drinkers, and of teetotallers and periodic drinkers. The reindeer-herding population reported significantly higher exposure to suicide and suicidal behaviour among significant others. Reindeer-herds also reported higher prevalence of different types of suicidal problems. The main theme that emerged in qualitative analysis was ‘Being a young reindeer herder means so many (impossible) dreams and conditions’, and the five subthemes were ‘Being inside or outside is a question of identity’, ‘There is a paradox between being free/unfree’, ‘An experience of different threats and a feeling of powerlessness’, ‘Specific norms for how a ‘real’ reindeer-herder should be’ and ‘The different impacts and meanings of relations’. Conclusions The thesis hypothesizes that the reindeer-herding right as an including, excluding and enclosing historically induced border plays an important part when trying to understand the mental health problems in the group. At present, the situation within reindeer-herding is strained because of practical obstacles and feelings of unfairness and uninfluencability. Furthermore, lack of social support, except from the closest part of the family, and experiences of multi-layered conflicts. This – together with norms of reindeer-herding and reindeer-herders that e.g. say that the reindeer herder is a man who doesn’t show weakness – plays a role in the present mental health problems of the Swedish reindeer-herding population. This applies especially to young and middle-aged reindeer-herding men. / Mental health among reindeer-herding Sami in Sweden

Top-down, centralised approaches to reform of mental health services implemented over the past 15 years in Australia have failed to achieve the widely shared aim of comprehensive, integrated systems of care. Investment to date has focused on the development and integration of specialist mental health services and primary medical care, and evaluation research suggests some progress. Substantial inadequacies remain however in the comprehensiveness and continuity of care received by people affected by mental health problems, particularly in relation to social and psychosocial interventions. Intersectoral collaboration that includes the diverse range of non-medical primary health and social care services is one of the most fundamental remaining challenges facing mental health system reform.

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.

Made available in DSpace on 2009-11-18T19:00:49Z (GMT). No. of bitstreams: 1 cjarck.pdf: 2377384 bytes, checksum: 68f6a0118f6f2af1e4c034162fb78123 (MD5) Previous issue date: 2008 / Over the past few years, innovation has increasingly garnered the headlines as one of the core competencies every sustainable organisation must have. Yet, it is the idea which is the foundation of any innovation. This paper draws together knowledge about idea generation, and its management, and how the process of encouraging ideas, creativity and then managing them effectively will enhance the opportunities of successfully finding and implementing innovations which will add value to the organisation and its stakeholders. Extensive review of literature in the field of idea and innovation management, as well as a study of Souza Cruz¿s recently conceptualised and implemented Idea Management programme has brought together the many facets involved in successfully harnessing and implementing ideas.

The main purpose of this study was to determine the positive relationship between transformational leadership and organisational culture using a sample of 238 employees of a military organisation. A secondary objective was to determine whether individuals from different race, position and age groups differ significantly in perception regarding transformational leadership and organisational culture. The instruments used in the study were the Leadership Profile Inventory and the Organisational Culture Inventory. The results of the empirical study indicated that there was a significant statistical positive relationship between transformational leadership and the constructive dimension of organisational culture. The findings also indicated that demographic groups differ significantly in perception regarding transformational leadership and organisational culture. It is recommended that interventions aimed at leadership development and organisational culture change take into consideration the relationship between transformational leadership and organisational culture. This study is concluded with recommendations for industrial and organisational psychology practices and further research. / Industrial and Organisational Psychology / M. Admin. (Industrial and Organisational Psychology)

The general aim of this study was to determine whether there is a relationship between organisational culture and organisational commitment in a consulting firm in South Africa. A quantitative, cross-sectional survey design was used on a non-probability sample (n=68) from an identified consulting firm in South Africa, utilising the Organisational Culture Questionnaire (Harrison & Stokes, 1992) and Organisational Commitment Scale (Meyer & Allen, 1997). The results were analysed using Pearson’s correlation analysis and indicated that there is no relationship between organisational culture and organisational commitment in the consulting firm / Industrial and Organisational Psychology / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology)