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Development of a framework of organisational culture that characterises an innovative organisation in small, medium and micro enterprises in the South African economy : an exploratory study

Thesis (MBA)--University of Stellenbosch, 2010. / ENGLISH ABSTRACT: It has been suggested that without the ability to innovate, an organisation will not be able to survive the demands of an ever-changing operating environment. This raises the question: How can organisations ensure that they are able to innovate?
Organisational culture has been identified as a critical variable in answering this question. The culture of the organisation determines to a large extent the degree of innovation in that organisation. Business leaders have made attempts to nurture a culture of creativity and innovation in their organisations through the recruitment of dynamic individuals with innovative traits. However, most of their attempts seemed insufficient in achieving their goals.
The primary purpose of this research is to develop a framework for organisational culture that characterises an innovative organisation in small, medium and micro enterprises (SMMEs). The secondary objective is to identify the enablers and inhibitors of innovation.
Research method:
The research approach starts with a review of existing literature. This is followed by the development of the theory and empirical research. Data collection was also carried out in the form of semi-structured interviews with senior and middle management in innovative SMMEs.
Main findings: The analysis of the findings indicates that an organisation cannot focus on any single aspect of organisational culture. Innovation is a system in the organisation that is strongly guided by the culture of the organisation.
Recommendations: Future research on this subject will benefit from the selection of a larger sample of data. Given the dynamic nature of innovation and organisational culture, it is
recommended to repeat this research over time in order to explore whether the same dimensions in determining innovative organisational culture still apply. The current research can also be followed up by a study on the sources of innovation in an organisation. / AFRIKAANSE OPSOMMING: Inleiding:
Sonder die vermoë om te kan innoveer, sal ’n organisasie nie kan oorleef in ’n bedryfsomgewing wat voortdurend verander nie. Dit laat die vraag ontstaan: Hoe kan organisasies seker maak hulle die vermoë het om te innoveer?
Organisasiekultuur is geïdentifiseer as ’n kritiese veranderlike in die beantwoording van hierdie vraag. Die kultuur van ’n organisasie bepaal grootliks die mate van innovering in daardie organisasie. Sakeleiers probeer om ’n kultuur van kreatiwiteit en innovering in hul organisasies te koester deur dinamiese individue met innoverende karaktereienskappe te werf. Dit blyk egter dat die meeste van hul pogings nie daarin kan slaag om hul doelwitte te bereik nie.
Die primêre doel van hierdie navorsing is om ’n raamwerk vir organisatoriese kultuur te ontwikkel wat ’n innoverende organisasie in klein, medium-grootte en mikro ondernemings (KMMO’s) kenmerk. Die sekondêre doelwit is om die moontlikmakers en inhibeerders van innovering te identifiseer.
Navorsingsmetode:
Die navorsingsbenadering begin met ’n oorsig van bestaande literatuur. Dit word gevolg deur die ontwikkeling van die teorie en empiriese navorsing. Data-insameling is uitgevoer in die vorm van semi-gestruktureerde onderhoude met senior en middelvlakbestuurders van innoverende KMMO’s.
Vernaamste bevindinge:
Die ontleding van die bevindinge dui daarop dat ’n organisasie nie op een enkele aspek van organisasiekultuur kan fokus nie. Innovering is ’n stelsel in die organisasie wat baie sterk deur die kultuur van die organisasie beïnvloed word.
Aanbevelings:
Toekomstige navorsing oor hierdie onderwerp sal baat vind by die seleksie van ’n groter steekproef van data. Gegewe die dinamiese aard van innovering en
organisatoriese kultuur, word daar aanbeveel dat hierdie navorsing mettertyd herhaal word om uit te vind of dieselfde dimensies vir die bepaling van innoverende organisatoriese kultuur steeds van toepassing is. Die huidige navorsing kan ook opgevolg word deur ’n studie oor die bronne van innovering in ’n organisasie.

Identiferoai:union.ndltd.org:netd.ac.za/oai:union.ndltd.org:sun/oai:scholar.sun.ac.za:10019.1/8501
Date12 1900
CreatorsButhelizi, Nozipho Charity Sindisiwe
ContributorsMathur-Helm, Babita, University of Stellenbosch. Faculty of Economic and Management Sciences. Graduate School of Business.
PublisherStellenbosch : University of Stellenbosch
Source SetsSouth African National ETD Portal
Languageen_ZA
Detected LanguageUnknown
TypeThesis
RightsUniversity of Stellenbosch

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