Thesis (MA)--University of Stellenbosch, 2002. / ENGLISH ABSTRACT: On the basis of a literature review regarding effective leadership, coping with change
and the assessment of effective leadership and coping, this study investigated the use of
The Wheel, a free-format, projective technique, which lends itself to a qualitative and
quantitative analysis. A group of (N=75) managers, within a large South African
engineering organisation, were assessed during organisational change. Human
Resource practitioners and supervisors evaluated participants' leadership effectiveness
by using a six-point Lickert scale. Overall performance scores were calculated based on
a gap analysis between perceived performance and required performance. High,
Medium and Low performance groups were identified and compared in terms of The
Wheel results. On a quantitative level significant differences were obtained with regards
to Overall performance scores and the Number of Segments completed by participants.
Furthermore, some of The Wheel constructs correlated with individual performance
rating items and also appears to reflect the impact of organisational change on
participants' Attitudes, Discrimination and Sense of Control towards key words "My
Work". On a qualitative level, the contents of The Wheel profiles indicated themes that
may be an indication of different approaches and lor problems experienced respectively
by High and Low performance groups during organisational change. The Wheel may
thus have predictive validity for assessing leadership effectiveness during organisational
change, but due to limitations of this explorative study, further research is
recommended. / AFRIKAANSE OPSOMMING: Op grond van 'n literatuurstudie van effektiewe leierskap, hantering van verandering en
die meting van effektiewe leierskap en probleemhantering, word die gebruik van The
Wheel, 'n projeksietegniek wat kwalitatiewe en kwantitatiewe interpretasie behels,
ondersoek. Vervolgens is 'n groep (N=75) bestuurders, vanuit 'n groot Suid-Afrikaanse
ingenieurs organisasie, tydens organisatoriese verandering en herstrukturering
geëvalueer. Prestasie beoordelings vir elk van die deelnemers is deur menslike
hulpbronpraktisyns en supervisors gedoen op grond van 'n ses-punt Lickert skaal.
Algehele prestasietellings is vir elke deelnemer bereken op grond van 'n gapingsanalise
tussen waargenome prestasie en vereiste prestasie. Hoë, Medium en Lae
prestasiegroepe is geïdentifiseer en vergelyk in terme van die The Wheel resultate. Op
'n kwantitatiewe vlak was daar betekenisvolle verskille tussen verskillende prestasiegroepe
en die Getal Segmente ingevul deur deelnemers. Sommige van die The Wheel
konstrukte het ook betekenisvolle korrelasies getoon met van die prestasiebeoordelingsitems.
Die The Wheel resultate het ook die situasionele impak van organisatoriese
verandering en herstrukturerinq gereflekteer in terme van deelnemers se Houdings-,
Diskriminasie- en Kontroletellings behaal vir sleutelwoorde "My Werk". Op 'n
kwalitatiewe vlak dui die inhoud van die The Wheel profiele daarop dat Hoë en Lae
prestasiegroepe onderskeidelik verskillende temas meld tydens die vrye assosiasie
oefening. Die The Wheel mag belofte inhou vir die met1ng van effektiewe leierskap,
maar as gevolg van beperkings in hierdie eksploratiewe-studie. word verdere navorsing
aanbeveel.
| Identifer | oai:union.ndltd.org:netd.ac.za/oai:union.ndltd.org:sun/oai:scholar.sun.ac.za:10019.1/53193 |
| Date | 12 1900 |
| Creators | Trümpelmann, Inge |
| Contributors | Meyer, J.C., Stellenbosch University. Faculty of Arts and Social Sciences. Dept. of Psychology. |
| Publisher | Stellenbosch : Stellenbosch University |
| Source Sets | South African National ETD Portal |
| Language | en_ZA |
| Detected Language | Unknown |
| Type | Thesis |
| Format | 45 p : ill. |
| Rights | Stellenbosch University |
Page generated in 0.0023 seconds