Change is invariable and continuous, and has become inevitable in almost every sphere of business. The FNB Namibia operates in a highly vibrant competitive environment that is influenced by external and internal change drivers, and has not been resistant to any forces of change. This study was conducted to examine the relationship between corporate culture and organisational change of FNB Namibia. In this study corporate culture is the independent variable while organisational change is the dependent variable under the investigation. The data were collected through the questionnaires distributed to the staff members of the bank. A total of 50 questionnaires were administered, 33 of the questionnaires were correctly completed and returned. The findings showed that there is a relationship between corporate culture and organisational change. The findings also showed that the dominant existing organisational culture at the bank is hierarchy culture. Even though hierarchy culture is found to be the dominant organisational culture of the bank, the findings however, further revealed that the bank has adopted all four types of organisational culture. The study also found that different types of organisational culture have different levels of perceptions towards organisational change. / Business Management / M. Tech. (Business Administration)

M.Tech (Department of Business Administration, Faculty of Management Sciences), Vaal University of Technology. / In terms of the Public Service Act, 1994, as amended by Act 30 of 2007, all government departments operate under a recruitment system whereby applicants and employees are selected for positions based on their qualifications for the job. Equity and fairness are underlying democratic values and principles of the system. Therefore, the system guards against pre-determined successors until such time as all qualified candidates are provided an equal opportunity to apply for, and be considered, for the job (RSA 1994). However, organisations need to ensure that the appropriate people are in place with the required values, skills and competencies that are necessary to bring about change and accomplish goals to drive organisational strategy forward. It is also necessary to ensure that a suitable leadership team is chosen to help preserve and build upon an organisation’s existing vision, mission and values. Ensuring that leaders have the appropriate skills, abilities and competencies is crucial to assist an organisation to implement its strategic direction and overall goals and objectives. The purpose of this study was to investigate the influence of organisational strategy, recruitment strategy and organisational culture on effective succession planning in the Department of International Relations and Cooperation (DIRCO). In this study, focus was on trait behavioural, situational and chaos leadership and management theories; and their relationship to succession planning. The study made use of a quantitative research technique. Quantitative primary research was conducted by employing a self-administered questionnaire in the gathering of primary data for the study. The target population comprised employees (from entry level to executive levels) of DIRCO based in Gauteng Province as well as 127 South African Embassies and Consulates in foreign countries. Descriptive analysis was used in the analysis of the sample composition and participants’ perception of succession planning at DIRCO. Furthermore, confirmatory factor analysis and structural equation modelling (SEM) was used to assess model fit and to test the hypotheses. The results of the study confirmed that the recruitment strategy of DIRCO does not create opportunities for identification of internal talent. In order to address these deficiencies, it is recommended that DIRCO identify, mentor and promote diverse pools of internal candidates through succession planning. A proper succession plan will provide an organisation with a surplus of talent and will assist officials to realise their potential. DIRCO prefers to recruit external candidates rather than developing training programmes that will prepare the internal workforce for future leadership positions. The results indicate that lack of organisational and recruitment strategies have substantial influence on organisational processes.

A managerial role place great challenges on the individual from the perspective of self- management, primarily considering the challenges of that role and individual needs and values. This dissertation discusses the potential for maintaining well-being when performing in a managerial role in a supra-national corporation. The focus is primarily on the idea of flourishing (thriving) defined by the American psychologist Martin Seligman. Flourish fundamentally includes subjective, hedonic elements (experiences of joy), as well as, eudaemonic quality built on the individual but for the wider community. Flourishing is closely linked to the self-concept of the individual; its content is subjective in character. Employment in a supra-national environment includes characteristics which may reduce the quality of this for an individual. This, mainly, involves constant adapting to change, working in a turbulent environment, collaborations encountering cultural differences (national and organisational), working in a matrix structure and/or frequent emphases on hedonism or consumerism. The research is predominantly qualitative in character; mapping pivotal topics which, in the future, will require a more empirical approach. This research focuses on a deeper understanding of functional areas and strategies which...

Som yrkesverksam inom sociala arbeten möter professionella tragiska människoöden och traumatiska berättelser. Utifrån återkommande exponering för dessa berättelser kan den yrkesverksamma i längden själv riskera drabbas av traumasymptom. Detta kallas för sekundär traumatisering, vilket i sin tur kan leda till utbrändhet och sjukskrivning. Studien undersöker hur chefer inom sociala verksamheter i Sverige anser att deras organisation kan förebygga sekundär traumatisering bland deras medarbetare. Studien utgår ifrån en kvalitativ, induktiv ansats där sju chefer från olika kommuner intervjuats genom semistrukturerade intervjuer. Intervjupersonerna valdes utifrån ett målinriktat, bekvämlighets- och snöbollsurval. I genomförd innehållsanalys framkom tre kategorier gällande hur sekundär traumatisering kan förebyggas: genom kunskap, en planerad organisationsstruktur samt via en öppen organisationskultur. Resultatet har sedan diskuterats utifrån tidigare forskning samt ur ett chefsperspektiv på krav-kontroll-stödmodellen. Studien konkluderar att chefer kan förebygga sekundär traumatisering. För det första genom att skapa en planerad organisationsstruktur, vilken möjliggör kontroll och stöd för medarbetarna. För det andra genom att uppmuntra en god organisationskultur som bidrar till högt socialt stöd. För det tredje genom att öka kunskapen om sekundär traumatisering, vilket fungerar som ett skydd gentemot sekundär traumatisering. Dessutom dras slutsatsen att cheferna kan använda krav-kontroll-stödmodellen som ett verktyg i sitt förebyggande arbete mot sekundär traumatisering. / Professionals within social work encounter tragic human fates and traumatic stories. Due to recurring exposure of traumatic stories it is possible for professionals to risk suffering from trauma symptoms. This is called secondary traumatisation, which can result in burnout and sick leave. The thesis investigates how managers within the social sector in Sweden find that they can prevent secondary traumatisation among their employees. The study is based on a qualitative, inductive approach where interviews with seven managers from different municipalities where conducted. The interviewees were selected based on target sampling, convenience sampling, as well as snowball sampling. In the content analysis three categories regarding how secondary traumatisation can be prevented was discovered: through knowledge, a planned organisational structure and through an open organisational culture. The result has been discussed based on existing research as well as from a manager’s perspective on the demand-control-support model. The findings conclude that managers can prevent secondary traumatisation. Fist, by creating a planned organisational structure, which enable control and support for employees. Second, by encouraging a good organisational culture, which contribute to high social support. Third, employees receive a form of protection from secondary traumatisation by increasing knowledge about the subject. Furthermore, the findings also conclude that managers can use the demand-control-support model as a tool in preventing secondary traumatisation.

The purpose of this study was to explore the impact of the working conditions on the productivity of the nursing staff in the Midwife&Obstetrical Unit of Pretoria West Hospital. It was important to establish the working conditions prevailing within the unit and further to determine which factors related to the working conditions that influence productivity of the nursing staff. The findings of the research are intended to provide guidance to the management in dealing with issues regarding working conditions so as to improve the productivity of the nursing staff in the unit. A combination of quantitative and qualitative approaches was used, specifically the dominant-less-dominant model. The research approach was predominantly quantitative with lesser qualitative components incorporated for respondents to give recommendations intended for management so that improvement in their working conditions could be implemented Applied research was relevant in this study as the knowledge gained, can be utilised to address productivity problems emanating from working conditions. The aspects of working conditions that impact on productivity were explored and discussed in the literature study. The literature study also included a discussion on the cost of work stress on individuals and organizations. The section concluded with a discussion on the role of Employee Assistance Programme (EAP) in an organization. A self-developed questionnaire was used as a research tool to collect data from the respondents. No sampling was done because of the small size of the population, hence all members of the population were included in the study. The findings of the study were based on thirty-four questionnaires that were returned by the respondents. The findings were analysed and presented using tables and graphs which were then interpreted in words. The study revealed that the majority of the nursing staff in the Midwife Obstetrical Unit of Pretoria West Hospital perceives their working conditions as being stressful. The working conditions are negatively impacting on their well-being and job performance. The study also revealed that EAP has been implemented at the hospital, but the services of the programme are not being utilised by the majority of the nurses in the unit. Based on the findings of the study conclusions and recommendations were made regarding strategies to improve working conditions and to increase productivity. The important limitation of the study was that through reflections of some of the respondents’ views regarding sensitive issues were not obtained. Participants were given a choice of three responses which included remaining neutral. Unfortunately some respondents chose this option rather than taking a firm stand. / Dissertation (MSW)--University of Pretoria, 2010. / Social Work and Criminology / unrestricted

Important changes that have taken place within South African politics mean that most companies today are under pressure to implement affirmative action (AA) policies within their organisations (equity policies). These AA policies include employment equity (EE) policies and Black economic empowerment (BEE) policies. Company agendas now include aspects such as equality and social justice and organisations will continue to be evaluated in terms of how well they meet employment equity targets. Many employees and citizens in general view the process and implementation of these policies with great scepticism and even reluctance. It is important to understand and examine these perceptions because employee perceptions influence employee attitudes and behaviour and therefore have an effect on the success (or failure) of an organisation. The effective implementation of EE and BEE policies will to a large extent depend on whether or not these policies fit into the overall culture of an organisation or whether the organisational culture is adapted to accommodate these policies. Previously, corporate cultures largely ignored principles of diversity and difference. It is important that the question of whether this has changed or changed to a large enough degree be answered, especially with regard to the implementation of EE and BEE policies. Some EE and BEE programmes may fail because previous structures, cultural systems and management styles are adhered to without adapting these to suit the needs of these policies. Ultimately, employees’ perceptions of AA in their organisation, namely the EE and BEE policies that are implemented, influence the attitudes and behaviour of employees and ultimately the success of the organisation. These perceptions are related to the culture of the organisation. This study explores employee perceptions of equity policies, specifically EE and BEE, in terms of differences in demographic characteristics, including race, gender, age, years’ service and occupational level; as well as relative to the main factors of these equity policies, as confirmed by a factor analysis performed on the data, namely the importance, impact and clarity of these policies. The sample company’s organisational culture is also explored in terms of these equity policies and perceptions thereof. The ultimate goal of this research is to examine if any relationships exist between the implementation of organisational cultural practices in an organisation relative to equity policies and employee perceptions of these, and if any relationships do exist, to determine the nature of such relationships. The sample size in this study is 476 employees. / Dissertation (MA)--University of Pretoria, 2010. / Psychology / unrestricted

This study is about the investigation of the impact of organisational culture on employee commitment during an acquisition process in an insurance organisation. A sample of 318 employees was selected from a population of +/-600 in a South African insurance organisation. The sample was categorised between employees in non-management as well as those in management positions. Managers were further categorised as junior managers and middle managers. These participants were selected based on the fact that they were not involved in the strategic decision-making processes during the acquisition. Thus they had no input in the decision making regarding the acquisition process. Employees on senior management level and above did not form part of the study because they were involved in the acquisition process's strategic decision-making. The sample was also based on employees who were already employed by the organisation when the acquisition process was finalised. The acquisition process started in 2013 and was finalised in 2017. The descriptive correlation research method was used for the study. The methodological approach adopted was the quantitative approach analysed based on descriptive statistics followed by inferential statistics using the SPSS 2017 (version 25). Analysis of data was done using Pearson correlation coefficient, regression analysis, independent T-test and ANOVA. The internal consistency of the measuring instruments was determined using the Cronbach's alpha. Questionnaires, namely the Organisational Culture Questionnaire (OCQ) and Organisational Commitment Scale (OCS), were used to measure organisational culture and employee commitment, respectively. The results revealed a high level of internal consistency across the scale and the items of the OCQ (EC & PC) and OCS variables. The conclusions of the empirical study describe the impact of organisational culture on employee commitment during an acquisition process. The empirical study indicated that the impact of preferred organisational culture on employee commitment is insignificant. However, the impact of existing organisational culture on employee commitment is significant. The findings further indicated that the dominant existing culture is the role culture whilst the dominant preferred culture is the power culture. Affective commitment was found to be dominant in terms of employee commitment. The limitations of this study are presented together with recommendations for future research. The recommendations for the profession of industrial and organisational psychology highlight pertinent aspects for practicing psychologists and managers in this field. Based on the study's findings, organisations are advised to diagnose their cultures and determine how it affects their employees’ commitment in addition to other recommendations provided. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

Digital certificates lie at the heart of security where effective security culture enables digital certificates to be widely and properly deployed in organizations. Digital certificates provide a way to secure websites and bank transactions, digitally sign documents and emails, enable secure access to remote locations on the internet through VPNs by providing a means for authentication, authorization, confidentiality, integrity, and non-repudiation. In this thesis, the barriers to an effective digital certificate security culture and the possibilities of misuse or misconception of certificates on both client and server side are investigated by first testing 49 scenarios for misuse and three for misconceptions in the network laboratory in Linnaeus University and, then by conducting a survey designed based on the eight dimensions of the Security Culture Framework. Possibilities for misuse were discovered and described in a Functional Scope Model and the most common barriers were found to be lack of funding and awareness regarding digital certificates within organizations. Overall, it was found that there is high usage, willingness and motivation in regards to certificates in organizations in Sweden but the quality of the digital certificate security culture needs to be improved.

Information hanteras, lagras och används av alla typer av verksamheter i sambandmed digitaliseringens framfart. Information är en drivande resurs för verksamhetersom en viktig biståndsdel i affärsprocesser och därför finns ett behov att skydda den.Informationssäkerhet är inte bara en teknisk fråga utan påverkas av organisationskultur,anställdas säkerhetsmedvetenhet samt ledning och individ. Studien användersig av en abduktiv forskningsansats med en kvalitativ datainsamling. I studien intervjuadesnio anställda från olika kommunala förvaltningar för att undersöka hurarbetet med informationssäkerhet bedrivs. I analysen undersöker vi hur den nuvarandesituationen ställer sig mot teorier om hur ett effektivt säkerhetsarbete skabedrivas. I diskussionen belyser vi vikten av ledningens delaktighet i verksamhetensinformationssäkerhet och hur det påverkar det systematiska säkerhetsarbetet.Vi diskuterar även hur individens roll påverkar säkerhetsarbetets effektivitet. Studienvisar hur informationssäkerheten i kommunala förvaltningar inte ligger i fas medbehovet och pekar på vikten av individen samt ledningens ansvar i säkerhetsarbetet. / Information is handled, stored and used by all types of organisations in conjunctionwith the digitization. Information is an important business driver in the businessprocesses of most organisations therefore the protection of the information is crucial.Information security is not solely a technical question and therfore is affectedby the organisational culture, employees security awareness and the role of managementand individuals. The study uses a qualitative method for data collectionwith an abductive approach. In the study, we perform interviews with 9 differentemployees within different municipal administrations to examine how they workwith information security. In the analysis we investigate the correlation betweentheory and the existing situation. In the discussion we highlight the importance ofmanagement participation and the effects they have on information security, securityawareness and organisational culture. We also discuss the importance of theinvolvement of individuals in information security and how it affects its effectivness.The study shows the municiapals shortcomings within information security and theimportance of individuals and managements responsibility for an effective and secureorganisation.

A review of the literature reveals that organisational commitment is an outcome of organisational culture, when reviewing the definitions, theoretical development and models of these two concepts. The integration of organisational commitment with organisational culture indicates that there is a need for a scientific study to determine the relationship between these two variables. The empirical study involved the participation of 371 respondents in an organisation. A survey was conducted using the organisational commitment scale and the organisational culture questionnaire to determine the relationship between organisational culture and organisational commitment. The results suggest that organisational culture has an effect on organisational commitment. Recommendations are made to successfully implement both organisational culture and organisational commitment change initiatives. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology)