Thesis (MBA)--Stellenbosch University, 2005. / ENGLISH ABSTRACT: Workplaces around the world have recently experienced a wide variety of formal
and informal changes in the organisation of work. The pace of change appears to
have accelerated since the early 1990's with increased organisational
restructuring efforts. New forms of work organisation, popularly labeled "high
performance work systems' are reported in the academic and business literature.
These workplace systems are characterised by more flexible job designs and
work arrangements, team/group work, performance related compensation,
greater information sharing and employee involvement in decision-making and
cooperative labour-management relations to foster a participative enterprise
culture.
The general objective of the study is to define the work, organisational culture
and human resources management processes and practices that will enable an
organisation to make it's human capital the differentiating factor compared to it's
competitors or similar organisations in the same industry.
The research design consists of a literature study and the formulation of a
strategy and implementation plan to transform the leadership behaviour and
organisational culture of the organisation, based on experience with the
implementation of leadership and culture interventions described in the literature.
A clinical-descriptive approach was followed with data being collected to enable
the researcher to propose a process to implement a high performance culture in
the organisation.
Recommendations for further research are made. / AFRIKAANSE OPSOMMING: Die werksomgewing het verskeie veranderinge ondergaan in die afgelope jare.
Dit wil voorkom asof die tempo van verandering versnel sedert die begin van die
1990's met 'n toenemende aantal organisasie-herstrukturering wat plaasvind.
Nuwe vorme van werksplekherstrukturering, onder 'n populere beskrywing van
"hoogs presterende werksplekstelsels", word rapporteer in die bestuurs- en
akademiese literatuur. Hierdie werksplekstelsels word gekenmerk deur meer
buigsame posbeskrywings en samestelling van posinhoud, groter klem op die
deel van inligting oor alle vlakke in die organisasie, groter werknemer
betrokkenheid in die neem van besigheidsbesluite, asook samewerkende
verhoudings tussen georganiseerde arbeid en die bestuur van die organissasie
wat lei tot 'n meer deelnemende organisasie kultuur.
Die doelstelling met hierdie studie is om die werkspraktyke, organisasie kultuur
en mensbestuurpraktyke te definieer wat 'n organisasie in staat kan stel om sy
menskapitaal te kan omskep in 'n onderskeidende element, in term van
organisasie prestasie, in vergelyking met kompeterende maatskappye in
dieselfde industrie.
'n Kwalitatiewe navorsingsontwerp is gebruik om verskeie klimaatstudies wat
reeds binne die organisasie gedoen is, te ontleed en aan die hand van die
literatuurstudie, is 'n voorstel gemaak van 'n implimenteringsprogram om die
leierskap-gedrag en organisasie kultuur in die organisasie te verander.
Aanbevelings vir toekomstige navorsing word aan die hand gedoen.
| Identifer | oai:union.ndltd.org:netd.ac.za/oai:union.ndltd.org:sun/oai:scholar.sun.ac.za:10019.1/50252 |
| Date | 03 1900 |
| Creators | Burger, Petrus Frederik |
| Contributors | Denton, Mario, Stellenbosch University. Faculty of Economic and Management Sciences. Graduate School of Business. |
| Publisher | Stellenbosch : Stellenbosch University |
| Source Sets | South African National ETD Portal |
| Language | en_ZA |
| Detected Language | English |
| Type | Thesis |
| Format | 119 leaves |
| Rights | Stellenbosch University |
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