A literature review showed that social services departments use the traditional bureaucratic methods of formalisation and centralisation to control their social workers, and that social workers report this as a source of dissatisfaction. Organisation theorists identify the professional bureaucracy as an alternative organisational model, but there is no study of a social services department operating in this way. A department was found where the social workers stated that there were few rules or procedures governing their practice, and where they expressed satisfaction with their decision making powers. A research programme was designed in order to examine the department's organisation in more detail. Interviews were conducted with 27 social workers and 23 managers, up to and including the director. Detailed transcriptions were prepared and validated by the respondents as an accurate record of their views about their practice and the workings of the department. Analysis of these transcriptions revealed that the department was a variant of the professional bureaucracy model. The thesis explores the practice of the social workers and managers in detail. Whilst the social workers expressed considerable satisfaction with their freedom from rules and procedures and with their decision making powers, a number of concerns about the model are highlighted and discussed. The thesis also examines how a department organised on these professional lines dealt with the issue of accountability, and shows that there is no inevitable conflict between professional discretion and the need for accountability.

The thesis defines a profession as a group of workers who have been authorised by the state to determine aspects of their own work, training and organisation,usually,but not necessarily,as a result of their specialist expertise. It argues that knowledge about professions would be advanced by examining the social structures and processes of regulation and management of different professions, rather than by concentrating on the particular characteristics of the work or of the workers. Following this approach the thesis presents research into the different national regulatory structures, and local management structures of five "welfare service" professions in the U.K. In explaining the differences in structure the thesis shows how each occupation exploited characteristics which provided power in particular situations to establish organisation and control advantageous to its interests,and how characteristics such as specialist knowledge, status, and income were stabilised and further developed as a result. It also examines the complex involvement of the state in legitimating, advancing and limiting professional power. The main contribution of the thesis is to develop Freidson's theory of professions through logical critique and by reference to empirical evidence about five U.K. welfare professions, and by, - showing that national regulatory structures do not define a division of labour or provide the absolute autonomy which Freidson proposed, - showing that different types of professional autonomy are institutionalised in local management structures, usually on central government recommendation, and by providing a typology of professional autonomy based on empirical research, - showing that characteristics of professions are related to, but not, as proposed by Freidson, determined by professional autonomy, - developing Freidson's general perspective to accommodate the empirical evidence by reconceptualising the nature of professions in terms of professional authority, rather than autonomy, and by developing a model of the authorisation of professional power. In developing Freidson's theory the thesis also contributes, - to knowledge about professional organisation within state welfare bureaucracies, mainly by providing detailed descriptions of differences and changes in management structures, - to the methodology of action research by developing the theoretical basis of a method for investigating the legitimation of authority in establishing management structures, - to knowledge about the details of the relationship between the state and welfare professions, mainly by providing evidence of the involvement of the state at national and local levels in decisions and structures which profoundly shape the nature of practice, relationships with clients, and futures of welfare occupations.

This collection of work examines: the concept of youth; the social situation of young people; the nature and adequacy of the institution designed to attend to young people's general needs and problems - the Youth Service; and the training provided for the youth workers who staff that Service. It is made up of one book, chapters contributed to four other books, two occasional papers, and two papers published in scholarly journals. Several types of research are included: conceptual and theoretical analysis which seeks to evaluate assumptions, arguments, models, and plans concerning youth and the Youth Service; historical and documentary analysis aimed at providing an accurate account of the development of the Service and of the various attempts to improve its effectiveness; and empirical investigations involving field research with young people and with youth workers. My conclusions are as follows:- First that the concept of youth is a valid and important component of sociological analysis, recent criticisms not withstanding. Second that the Youth Service, as a result of fundamental structural and cultural changes implicit in modernization, has an important role to play in the social education of young people. Third that there is scope for considerable strengthening of the Youth Service, as much in terms of its underlying conceptual and philosophical foundations as in terms of practical issues such as policy, organisation, management and training.

The object of this study is to draw art into the common net of organization, along with those other enterprizes more commonly associated with the exercise of intelligence. The method chosen for this is based upon the idea of effective procedures, namely by setting out to construct a (notional) 'art machine'. The argument falls into two parts, the first dealing with the general concept of authorship and the second with its products. Part I offers a definition of an abstract, rudimentary productive process and describes its observers. There is an examination of the relation between structure and purpose, which moves towards a general definition of authorship made in terms of extracting order from a surrounding. Principles of order extraction are examined, with particular reference to the Law of Requisite Variety. Examination of extracted order, as structure, heuristics and the like, leads to discussion of the transmission of purposes between purposeful systems, as well as general problems of constraint, and of regulation and control. Part I ends with a proposal for a paradigm for a rudimentary mechanical author. Part II concentrates on the products of authorship, seeking characterizing features of those that may be classified as art. There is discussion of objective knowledge and its value and of the characteristics of experience as a form of objective knowledge. It is suggested that art is concerned with experience and that this dictates its method, which is to produce simulation procedures based on a language constituted by the synthetic structures discussed in Part I. Lines are suggested for realizing an 'art machine' and there is a review of prospects. A section of notes consisting of speculative ideas and empirical applications connected with the conclusions of the text follows Part II.

Are men and women equally likely to be perceived by people to possess similar requisite characteristics in comparable yet diverse occupations within management, leadership, and entrepreneurship? Because modern workplaces continue to be impacted by the persistence of varying perceptions of men and women about requisite attributes of successful people in several organizational roles, the concept of gender bias and occupational stereotypes has warranted the attention of theoreticians, scholars, and practitioners to a large extent (Koch, D’Mello, & Sackett, 2015; Kuwabara & Thébaud, 2017; Pinker, 2003; Pinker & Spelke, 2005). Although empirical evidence clearly indicates that gender inequalities in the workplace can have a significant effect on peoples’ perceptions about different characteristics of individuals in general and in specific organizational roles, there is a paucity of research examining these perceptions in a variety of leadership positions. Previous literature has investigated the gendered construction and re-construction of these professions but only to a limited extent (Gupta, Turban, Wasti, & Sikdar, 2009; Heilman, 2001, 2012; Heilman, Wallen, Fuchs, & Tamkins, 2004; Koenig, Eagly, Mitchell, & Ristikari, 2011; Kuwabara & Thébaud, 2017; Ryan, Haslam, Hersby, & Bongiorno, 2011; Schein, 1973, 1975, 2001). However, research in years past has not yet examined the full range of industry and entrepreneurial contexts that may create gender typecasting of roles. By extension, the current study focuses on how the gender-differentiated perceptions of men and women influenced the requisite characteristics of successful professional personnel in various managerial, leadership, and entrepreneurial positions. Specifically, given that these professions are influenced by gender-role expectations and stereotypes, this empirical investigation drew from role congruity theory of prejudice (Eagly & Karau, 2002) to examine the relative degree of perceived overlap between the traits associated with specific roles in management, leadership, and entrepreneurship with the traits commonly associated with men and women in general. Primary data were obtained from a diverse sample of 600 (12 x 50) working adults in the United States (N = 600, 300 women, 300 men) between the ages of 21 and 65. This was accomplished using an online survey designed via Qualtrics and administered through Amazon’s MTurk, from the lens of the classic think manager-think male (TMTM) research paradigm (Schein, 1973, 1975, 2001). The instrument used for data collection was the 92-item Schein Descriptive Index (SDI), which was used to describe sex role stereotypes and perceived requisite characteristics of twelve distinct target groups. The results of this study indicate that the perceived requisite traits of successful leaders and entrepreneurs are construed in predominantly masculine terms. These findings support and further inform the nature, existence, significance, and persistence of the “think manager-think male stereotype effect” (TMTM effect) and the “glass ceiling phenomenon” across a variety of managerial, leadership, and entrepreneurial roles, contexts, and industries. The TMTM effect was stronger among high tech entrepreneurs, CEOs, and entrepreneurs in general, whereas it was lessened for entrepreneurs in educational and health care roles, as well as for middle managers. Additionally, consistent with prior research, TMTM effects were generally either more likely to occur, or were stronger in magnitude among male raters than among female raters. These results largely support role congruity theory of gender differences in management and leadership that indicate incongruity of female gender stereotypes in general with stereotypes about high-status and prominent occupational roles in various organizations (Eagly & Karau, 2002). Specifically, the perceived trait overlap was noted to generally be stronger between men in general and successful leaders in various roles than that between women in general and successful leaders in various similar roles. The findings of the current study are expected to be valuable for those seeking to encourage opportunity regardless of candidate gender in management, entrepreneurship, and leadership, as well as for those promoting the role of women’s advancement in these professions. The study’s results have both theoretical and practical implications. Understanding these perceptions can have a significant impact on the gender biases prevalent in society, in organizations, and even across the specific entrepreneurial contexts and industries investigated within the current study. In today’s super-competitive business environment, firms must appreciate the importance of fostering equal opportunity, avoiding gender biases, and facilitating racial and ethnic diversity.

Information systems (IS) projects are complex and costly, but only a 3rd of IS projects are successful; the Standish Group reported that 32% of IS projects were successful in 2012. Although investments in research have led to improvements in practice, there is a general perception that management failures are responsible for the low rate of IS project success. The effects of initiating factors on project outcome had not been sufficiently explored; few IS researchers have explored the initiation phase. The purpose of this grounded theory study was to explore project initiation factors, including relational, as well as decision-making aspects, and how they might be addressed to enhance the possibility of success. The research questions were oriented at identifying key initiation factors, how they might be managed to promote project success, and how decision-making factors at initiation might facilitate project success. A conceptual framework consisting of chaos theory and Ashby's law of requisite variety was used. Purposive and snowballing sampling techniques were used, and 24 IS managers and project managers were interviewed. A 3-stage data analysis approach was used and included open coding, focused coding, and theoretical coding. Key themes identified included project governance and management, as well as stakeholder engagement. The emergent theory of IS project initiation indicated that the factors represented by the themes must be identified during initiation but implemented throughout the project lifecycle to ensure project success. Positive social change may be realized as IS managers, and project managers apply the findings and recommendations to achieve project success and avoid costly failures thus benefiting both companies and customers.

Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2008.

Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2008.

Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2008.

Based on literature, a theoretical model was developed for viable performance consisting of eight constructs whilst the trust model of Martins (2000) was used to measure four organisational trust constructs. Exploratory factor analysis was used to extract the constructs, and structural equation modelling was employed to validate the models against the data. An empirical model for viable performance resulted in a solution with seven constructs and organisational trust with five constructs. The two empirical models were unified into a model of viable performance and trust resulting in a measurement model where all 12 constructs were shown. Significant levels of internal consistency were measured. The resulting measurement model was tested for group differences, and no significant differences were found, indicating that the assessment can be used across different groups. It was concluded that the aim to construct and test an integrated and comprehensive theoretical framework of viable performance and trust was achieved and the resulting Viable Performances and Trust Indicator (VPTI) was validated as an assessment to be used across groups. Organisations can thus use the framework and VPTI assessment tool with confidence to assess performance and trust across different biographical groups. Future researchers can build on this exploratory study to refine the scales and apply the measurement model within the wider context of South Africa or as a globally accepted model. / IndustriaI and Organisational Psychology / D. Litt. et Phil. (IndustriaI and Organisational Psychology)