Thesis (MBA (Business Management))--Stellenbosch University, 2008. / ENGLISH ABSTRACT: In the 20th century, many employees in the South African mining industry were involved in occupational accidents which either resulted in personal injury or had fatal consequences. Despite the introduction of numerous industrial safety programmes to prevent fatal incidents and minor injuries, the South African mining industry death toll remains consistently high, at approximately 200 employees per annum. The trend of employee injury and death continues unabated into the new millennium. This safety performance has been met with growing dissatisfaction in the ranks of government, worker unions, employees and business stakeholders. This dissatisfaction is directed at chief executives who are being blamed for the occupational accidents on their mines. There is now growing focus on the leadership of mining companies and how it contributes to shaping an organisational culture for improved safety performance. The researcher examines whether leadership is a key component in creating a safety conscious organisational culture, and uses literature studies and the Anglo American mining company as a practical case study to support the investigation. Anglo American, listed on the Johannesburg and London stock exchanges is the largest mining company in South Africa and also one in which many fatal injuries have occurred; providing an abundance of safety information. The researcher reviews previous literature studies and explains the journey Anglo American undertook to improve its safety performance since listing on the London Stock Exchange in 1999. The concepts of organisational culture, safety culture, leadership and organisational performance, are discussed from a theoretical and practical perspective using literature studies. These are then examined with the ultimate view of understanding their practical impact on organisational safety as espoused in the literature. The literature provides a broad framework on which to assess Anglo American's safety journey from 1999 to the end of 2007. This journey details the safety programmes and efforts employed by Anglo American to eliminate fatalities and injuries and also highlights the impact of the organisation's leadership on the safety performance of the company. It is concluded that the contribution of leadership is pivotal to establishing a safety-conscious organisational culture and that specific behaviours from executives, senior managers, middle managers, supervisors and workers are needed to develop an organisations safety culture for improved safety performance. / AFRIKAANSE OPSOMMING: Gedurende die 20ste eeu was baie werkers in die Suid-Afrikaanse mynbedryf betrokke in beroepsverwante ongelukke wat tot persoonlike beserings of lewensverlies gelei het. Ten spyte van die instelling van veelvuldige beroeps-veiligheidsprogramme om noodlottige insidente en ander minder ernstige beserings te voorkom, bly die dodetal in die Suid-Afrikaanse mynbedryf konstant hoog, teen ongeveer 200 werkers per jaar. Hierdie tendens van dood en beserings onder werkers gaan ongetem voort tot in die nuwe millennium. Hierdie veiligheidsrekord word met toenemende ontevredenheid deur die regering, werkers-vakbonde, werkers en bedryfsinsethouers beskou. Hierdie ontevredenheid word gemik op uitvoerende bestuur, wie blameer word vir beroepsverwante ongelukke in hul myne. Daar word dus toenemend gefokus op die leierskap van mynmaatskappye en hoe dit bydra tot die skepping van 'n organisasiekultuur van verbeterde veiligheidsuitslae. Die navorser ondersoek die vraag of leierskap 'n kern komponent is in die daarstelling van 'n veiligheids-bewuste organisasiekultuur, en maak gebruik van literatuurstudies sowel as Anglo American mynmaatskappy as 'n praktiese gevallestudie om sy ondersoek te ondersteun. Anglo American is die grootste mynmaatskappy in Suid-Afrika en ook die een waar baie noodlottige ongelukke voorgekom het, en dus 'n groot bron van veiligheidsinligting kan voorsien. Die navorser hersien teoretiese literatuurstudies en verduidelik dan die optrede van Anglo American om sy veiligheidsrekords te verbeter sedert sy noteering op die Londonse Effektebeurs in 1999. Die konsep van organisasiekultuur, veiligheidskultuur, leierskap en organisasieprestasie, word bespreek vanuit 'n teoretiese en praktiese perspektief met behulp van literatuurstudies en hierdie word bestudeer met die uiteindelike doel om die praktiese impak daarvan in industrie te verstaan soos uiteengesit in die literatuur. Die literatuur voorsien 'n breë raamwerk waarteen Anglo American se veiligheidstog gemeet kan word vanaf 1999 tot einde 2007. Hierdie tog verskaf detail van hoe Anglo American veiligheidsprogramme gebruik het om noodlottigge ongelukke en beserings uit te skakel en beklemtoon ook die impak van die organisasie se leierskap op die veiligheidsrekord van die maatskappy. Die gevolgtrekking word gemaak dat die bydrae van leierskap kern is tot die daarstelling van 'n veiligheidsbewuste kultuur en dat spesifieke optredes van hoofbestuurders, seniorbestuurders, middelvlakbestuurders, opsieners en werkers nodig is om 'n veiligheidskultuur te bewerkstellig om veiligheid in maatskappye te verbeter.

Thesis (PhD (Curriculum Studies))--University of Stellenbosch, 2009. / ENGLISH ABSTRACT: Organisational culture and external quality assurance in higher education have both drawn significant attention to their promise of greater organisational effectiveness and efficiency and enhanced, improved higher education respectively. In recent years, these constructs have been linked by an assumption that an organisational culture that is amenable to change would be more receptive to the introduction of formal external quality‐assurance structures, systems and instruments, as these are aimed at effective and efficient higher education practices, processes and outcomes. However, this assumption has not been sufficiently tested given that there are significant philosophical, conceptual and methodological controversies and contestations surrounding both constructs. While the organisational culture literature has been littered with a proliferation of paradigms and, albeit, fragmented theories, there has been a paucity of theory building in the corresponding literature on quality in higher education in general and on the impact of external quality assurance on institutions specifically. A qualitative case study was conducted at a newly merged university of technology to investigate two taken‐for‐granted assumptions: first, that organisational cultures are homogenous, unitary and centred around shared values and could therefore easily be manipulated (usually from the top by management), and second, that the introduction of external quality assurance is an unproblematic technology that will be accepted without question by higher education institutions as it was premised upon the laudable aim of improving the quality of those institutions. A conceptual four‐perspective framework was developed to critically evaluate the literature and provide the basis for the threedimensional model used in analysing the findings. The research generated several key conclusions that appear to challenge commonly held and articulated positions with regard to organisational culture and external quality assurance. First, organisational culture should be considered as being more ephemeral than concrete, multidimensional than singular, characterised simultaneously by conflict, consensus and indifference and in a constant state of flux. Second, external quality assurance is not necessarily a value‐free and neutral exercise aimed at improving the quality of teaching and learning, as promised in its early conceptualisation and implementation. Third, multiple cultures may exist simultaneously, interact with and influence each other constantly and of course determine interactions within the organisation and the nature of engagement with externally originated initiatives. Fourth, external quality assurance has purposes that go beyond its often morally just and public‐good motives as it tacitly and overtly acts as an agent of control, empowerment and transformation and simultaneously as an agent of the state, though not necessarily to the same extent. / AFRIKAANSE OPSOMMING: Organisatoriese kultuur en eksterne gehalteversekering in hoër onderwys het albei die aandag in groot mate gevestig op hulle belofte van groter organisatoriese doeltreffendheid en doelmatigheid en gevorderde, verbeterde hoër onderwys onderskeidelik. In die afgelope paar jaar is hierdie konstrukte byeengebring deur ʼn veronderstelling dat ʼn organisatoriese kultuur wat vatbaar is vir verandering, meer ontvanklik sal wees vir die invoer van formele eksterne strukture, stelsels en instrumente vir gehalteversekering, aangesien dit op doeltreffende en doelmatige praktyke, prosesse en uitkomste vir en van hoër onderwys gerig is. Hierdie aanname is egter nie voldoende getoets nie gegee die feit dat daar aansienlike filosofiese, konseptuele en metodologiese strydvrae en twispunte ten opsigte van albei konstrukte bestaan. Terwyl literatuur oor organisatoriese kultuur deur ʼn magdom paradigmas en weliswaar gefragmenteerde teorieë oorweldig is, was teoriebou in die ooreenstemmende literatuur oor gehalte in hoër onderwys in die algemeen en oor die impak van eksterne gehalteversekering op instellings in die besonder redelik skaars. ʼn Kwalitatiewe gevallestudie is onderneem by ʼn universiteit van tegnologie wat onlangs saamgesmelt het om twee aannames wat as vanselfsprekend aanvaar is, te ondersoek: eerstens, dat organisatoriese kulture homogeen, unitêr en óm gedeelde waardes gesentreer is en dat dit dus maklik gemanipuleer kan word (gewoonlik van bo af deur die bestuur), en tweedens, dat die invoer van eksterne gehalteversekering ʼn onproblematiese tegnologie is wat sonder teenspraak deur hoëronderwysinstellings aanvaar sal word, aangesien dit op die prysenswaardige oogmerk van verbetering van die gehalte van daardie instellings gegrond is. ʼn Konseptuele raamwerk bestaande uit vier perspektiewe is ontwikkel vir die kritiese evaluering van die literatuur en dit verskaf die grondslag vir die driedimensionele model wat vir die analise van die bevindings gebruik is. Die navorsing het verskeie belangrike gevolgtrekkings na vore laat kom wat algemeen geldende en duidelik bepaalde posisies ten opsigte van organisatoriese kultuur en eksterne gehalteversekering blyk uit te daag. Eerstens moet organisatoriese kultuur beskou word as efemeries eerder as konkreet, multidimensioneel eerder as enkelvoudig, terwyl dit gelyktydig deur konflik, konsensus en onverskilligheid gekenmerk word en in ʼn gedurige toestand van wisseling verkeer. Tweedens is eksterne gehalteversekering nie noodwendig, soos in die vroeë konseptualisering en implementering belowe, ʼn waardevrye en neutrale oefening gemik op verbetering van die gehalte van onderrig en leer nie. Derdens kan veelvuldige kulture gelyktydig bestaan, met mekaar in interaksie tree en mekaar voortdurend beïnvloed en natuurlik interaksies binne die organisasie en die aard van betrokkenheid by inisiatiewe wat ekstern ontstaan, bepaal. Vierdens het eksterne gehalteversekering oogmerke wat veel verder strek as die motiewe daarvan wat dikwels moreel geregverdig en vir die openbare beswil is aangesien dit stilswyend en op overte wyse optree as ʼn agent vir beheer, bemagtiging en transformasie en tegelyk as ʼn agent van die regering, alhoewel nie noodwendig tot dieselfde mate nie.

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)

The aim of this study was to determine the impact of appreciative inquiry (AI) on the development of organisational culture after a merger. The empirical study was con-ducted among the employees of a telecommunications company in South Africa. AI was conducted after a merger of teams within a department of the organisation to assist in the development of a new and combined team culture. Interactive qualitative analysis (IQA) was used to determine the impact of AI on the new culture. The sample size for the study was 35 for the AI session and 20 for the IQA. A qualitative approach was adopted in this study in order to understand and explore the experiences of individuals who had recently been a part of the change process. The research design was based on IQA, a structured approach which constructs a systematic representation of the experience. It was found that AI allowed the teams to gain a new understanding of and insight into what it meant to work together as a unit. A significant difference was noted in the IQA facilitation that was performed six months after the AI session. This re-search therefore confirmed that the AI had a significant positive impact on the culture of the organisation under investigation. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

Many organisations experience the new general data protection regulation (GDPR) as difficult to understand and are unsure as to how they should formulate and communicate a policy that is complied by the organisation's employees. ePrivacy is a separate regulation that works as a compliment to GDPR and makes the regulation even more complex. The purpose of this study is to identify recommendations to formulate policies that increases likelihood that the policy is complied by the organisation's employees. The study was conducted as a case study with a participating company. In this study a policy has been developed within the context of the GDPR and ePrivacythat was then used in interviews with employees of the participating company. This was done in order to research the policy development process and handling of policies in that company. With this research, the knowledge of factors within policy development that affect the employees likelihood to comply with and be aware of the organisation's policies will increase. The recommendations that are formulated as a result of the study may be usedby developers to increase the likelihood that the organisation's policies are complied with and that the employees are more aware of the policies. The recommendations of the study is that developers should take advantage of user involvement in the policy development process. This gives the employees their chance to affect their own work and their processes themselves which will increase their self efficacy and awareness of policies. / Många organisationer upplever att nya dataskyddsförordningen (GDPR) ärsvar att förstå och hur de ska formulera och kommunicera en policy som efterlevs och följs av organisationens anställda. ePrivacy är en separat förordning som är tänkt att komplettera dataskyddsförordningen och gör förordningen än mer komplex. Syftet med studien är att identiera rekommendationer för att formulera policys som höjer sannolikheten att de efterlevs och följs av organisationens anställda. Undersökningen har utförts som en fallstudie på det medverkande företaget. I denna studie har det inom kontexten dataskyddsförordningen och ePrivacy formulerats en policy som sedan användes vid intervjuer med anställda på det medverkande företaget. Detta för att undersöka Policyutvecklingsprocessen och hantering av policys på företaget.Med den här undersökningen ökar kunskapen om vilka faktorer inom policyutveckling som påverkar anställdas sannolikhet att följa organisationens policys och ökar policy-medvetenhet inom organisationen. De rekommendationer som formuleras som ett resultat av undersökningen kan nyttjas av utvecklare för att öka sannolikheten att organisationens policys efterlevs och följs av anställda samt ökar medvetenheten om organisationens policys. Studiens rekommendationer är att utvecklare bör nyttja användarinvolvering i dess policyutvecklingsprocess. Detta ger anställda chansen att påverka sin vardagoch dess arbetsprocesser själva vilket bidrar till höjd upplevd självförmågaoch medvetenhet om policys.

This thesis attempts to identify what the barriers to building a trusted police service in China and India are through answering the questions: How has economic modernisation impacted upon policing? To what extent are the two police forces trusted by its citizens? Do the police carry out their duties in a fair and unbiased fashion? What do police corruption/malpractices look like and why does it persist? And what are the influencing factors in decision-making at the moments-of-truth? There is very limited research into the Chinese Police generally and even less on factors affecting organisational culture, practices, and decision making. There is no comparative study between the Chinese and Indian Police. This thesis found that the Chinese Police are held in higher esteem than the Indian Police by their respective citizenry. Both the Chinese and Indian police use stereotypes and are biased against certain section of society in the way they carry out their duties and that corruption and malpractices are tolerated and engrained in its culture but is subtler in China than in India. However, one surprised finding is that India is more at risk of the rule by man than China, even though India is said to be the world's largest democracy grounded on the principles of the rule of law.

Employee engagement is the ability of employees to express themselves ‘physically, cognitively and emotionally during role performance’. Nurse employees comprise the largest workforce in healthcare. They spend a significant time caring for patients, they have a strong impact on patient experiences. Thus, in order to improve patient care experiences, nurse employees require positive work environments with the necessary factors that drive employee engagement. This study aimed to investigate current nurse engagement practices and the work-related aspects that impact engagement among nursing employees. The ultimate goal was to enable nursing management to identify the areas for continued sustainability and to improve gaps identified through appropriate implementation initiatives. The hospital is in the central part of Riyadh, Saudi Arabia, and consists of a multicultural population and the local Saudi nurses. The study population is nursing employees, employed for one year and longer within the organisation, and includes both genders between the ages of 18 to 60 years old. Simple random sampling was adopted using a sampling frame. A structured questionnaire was used to collect data from the sample of nurses from the hospital. Descriptive and inferential statistical tests were performed to analyse data using Statistical Package for Social Sciences (SPSS) version 24 for Windows, while Ordered Probit regression was conducted using the Stata statistical program version 14 for Windows. This study showed the extent of nurses’ engagement using the selected constructs. Areas of strengths and weaknesses were identified. This study found that nurses were generally positive and passionate in their contribution to the organisation and connected in their work roles. This was established statistically and literature was also used to interpret the results. Respondents placed high importance on items that assessed the extent of nurses’ engagement and work-related factors. All the loadings in the eight dimensions measured were above 0.5, which shows significant correlation. In terms of organizational factors that impact nurse engagement, the estimates from the Ordered Probit regression showed that “feelings about the job” by employees had a statistically significant and positive influence on the employees’ or nurses’ “satisfaction about job aspects”. Results suggest the need to strengthen the identified areas in order to improve the nurses’ level of engagement. / Health Studies / M.A. (Nursing Science)

Syftet är att ur ett kulturanalytiskt perspektiv beskriva och analysera Länsdelegationen i jämställdhet. Början av uppsatsen kan ses som ett bakgrundskapitel. Detta för att förstå uppkomsten av undersökningen. Där förklaras kort den svenska jämställdhetspolitiken, hur det strategiska arbetet sker genom jämställdhetsintegrering och Länsstyrelsens roll och arbete kring Länsdelegationen. Vidare behandlas hur delegationen arbetar med den avsiktsförklaring de tagit fram och hur de förhåller sig till den. Men också på hur delegaterna faktiskt ser på sitt deltagande, hur de arbetar med att införliva jämställdhetspolitiken i praktiken samt de svårigheter och möjligheter som kommer med arbetet i delegationen. Vidare diskuteras hur delegaterna ser på framtiden med sin medverkan och delegationens varande. Senare görs en kort jämförelse med hur förändringen gestaltat sig sedan delegationens start år 1997. Detta med hjälp av de två tidigare utvärderingarna från år 2000 och år 2006. I den avslutande diskussionen knyts uppsatsen ihop genom att besvara syftet med utvärderingen: att söka svar på hur delegationen arbetar och verkar med jämställdhetsarbetet. Till undersökningen valde jag att arbeta med två olika insamlingsmetoder, dels en webbenkät som gått ut till samtliga delegater i Länsdelegationen i jämställdhet, dels tre intervjuer med några av delegaterna. Jag har även studerat den avsiktsförklaring som togs fram för år 2014-2016 för att få kunskap om vad delegationen ska förhålla sig till. Jag har också använt två tidigare utvärderingar som gjorts av Länsdelegationen i jämställdhet samt den debattartikel som delegationen publicerade inför 2014 års nationella genusforskarkonferens, g14 som var förlagd till Umeå universitet. Slutsatserna i undersökningen är att Länsdelegationen främst verkar som en symbolisk faktor och många talar och skriver om att de vill bli en mer arbetande grupp och agera utåt och bidra till att Västerbotten ska bli ett jämställt län. Men det stannar av där, det blir tillsynes kanske inte mer än vackra ord i handlingsplanerna.

En marknadsförändring innebär utmaningar för de företag som verkar på marknaden, eftersom de då måste anpassa sig till nya marknadsförhållanden, ny konkurrenssituation och liknande. Denna studie har haft som syfte att undersöka vilka utmaningar företag upplever när de utvecklar sina affärsmodeller. Detta har undersökts genom att läsa på om teori kring ämnet och intervjuer med representanter från elmarknaden i Sverige. Teorin visade att flera olika koncept kan kopplas samman till en övergripande bild där en förändring är katalysatorn. Fyra aspekter kring utmaningar kunde tas fram baserat på tidigare forskning, dessa är: (1) organisationen är inte van vid förändringsledning; (2) organisation är van vid förändringsledning; (3) ledningen vet inte hur de ska påbörja arbetet med BMI; och (4) ledningen vet hur de ska påbörja arbetet med BMI. Resultatet från intervjuerna visade att litteraturen återspeglas i verkligheten, då informanterna beskrev flera koncept från litteraturen. Informanternas organisationer kunde placeras i de aspekter som tagits fram, och baserat på tidigare forskning kunde hanteringsförslag på dessa utmaningar tas fram, några av dessa som informanterna redan applicerat (men ännu inte fullt ut). / A market change comes with challenges for the organisations which operate on that market, since they must adjust to the new market conditions, a new competitive situation and such. The purpose of this study was to examine which challenges organisations experience when they develop their business models. This was performed by doing a literature review as well as interviews with representatives from the electric market in Sweden. The result from the literature review showed that multiple concepts can be connected to form an encompassing view with the change as the catalyst. Four aspects regarding challenges could be developed based on previous research: (1) he organisation is not used to change management; (2) the organisation is used to change management; (3) management does not know how to start working with BMI; and (4) management knows how to start working with BMI. The result from the interviews showed that the literature was reflected in reality, since the informants described several concepts from the literature. The informants’ organisations could be placed in the aspects which had been developed and based on previous research suggestions of how to handle these challenges could be developed, some of which the informants had already applied (but not fully, yet).

This dissertation is a Christian-ethical comparison of Western and Tanzanian leadership styles and their impact on cross-cultural partnerships. Christian ethics and the two cultural models by Hofstede, and Hampden-Turner and Trompenaars provide a framework for the analysis, interpretation, comparison and evaluation of both leadership styles. This study combines theoretical and empirical qualitative research in a dialectical process. The data are generated through interviews, observations, case studies, group discussion and literature. The main leadership features of character, relationship, power and conflict in the West and in Tanzania are described and compared. Furthermore, Western and Tanzanians enter into a cross-cultural dialogue on leadership issues to discover the differences, strengths and weaknesses and what they can learn from each other. Both leadership styles are evaluated in light of the Scripture. Practical action steps are proposed to move towards a truer Christian leadership style. Finally, the impact of the different leadership styles, challenges and hindrances for partnerships are addressed and a way to foster partnerships is proposed. / Philosophy, Practical and Systematic Theology / (M.Th. (Theological Ethics)