Dissertations / Theses on the topic 'Underlying assumptions'

This work concerns the linguistic relativity hypothesis, also known as the Sapir-Whorf hypothesis, which, in its most general form claims that ‘lan-guage’ influences ‘thought’. Past studies into linguistic relativity have treated various aspects of both thought and language, but a growing body of literature has recently emerged, in this thesis referred to as neo-Whorfian, that empirically investigates thought and language from a cross-linguistic perspective and claims that the grammar or lexicon of a particular language influences the speakers’ non-linguistic thought.

The present thesis examines the assumptions about language that underlie this claim and criticizes the neo-Whorfian arguments from the point of view that they are based on misleading notions of language. The critique focuses on the operationalization of thought, language, and culture as separate vari-ables in the neo-Whorfian empirical investigations. The neo-Whorfian stud-ies explore language primarily as ‘particular languages’ and investigate its role as a variable standing in a causal relation to the ‘thought’ variable. Tho-ught is separately examined in non-linguistic tests and found to ‘correlate’ with language.

As a contrast to the neo-Whorfian view of language, a few examples of other approaches to language, referred to in the thesis as sociocultural appro-aches, are reviewed. This perspective on language places emphasis on prac-tice and communication rather than on particular languages, which are vie-wed as secondary representations. It is argued that from a sociocultural per-spective, language as an integrated practice cannot be separated from tho-ught and culture. The empirical findings in the neo-Whorfian studies need not be rejected, but they should be interpreted differently. The findings of linguistic and cognitive diversity reflect different communicational practices in which language cannot be separated from non-language.

Thesis (Ph. D.)--Antioch University New England, 2008.
"A dissertation in partial fulfillment of the requirements for the degree of Doctor of Philosophy Environmental Studies at the Antioch University New England June 2008"--The title page. Title from PDF t.p. (viewed July 29, 2008). Advisor: Dr. Beth A. Kaplin. Keywords: Q-methodology, protected areas, biodiversity conservation, policy sciences. Includes bibliographical references (p. 161-168).

The research focus of this study was upon U.S. peace organizations which sponsor face-to-face contact with Soviet citizens. Nine U.S. peace organizations were included in the study, the names of which were acquired through a publication produced by the Institute for Soviet-American Relations. The researcher contacted approximately 28 organizations either by telephone or mail, requesting that organizational literature (program descriptions, newsletters, brochures, pamphlets) be sent to the researcher for the purpose of conducting a rhetorical analysis of such literature.

Concern over "welfare dependency" has featured prominently in the public discoursearound social assistance programmes in numerous countries for many years. The notionthat social assistance payments tend to sap the recipient's initiative, independence andpropensity for securing paid employment is widespread and is often assumed to be anobjective fact (rather than a concept) by public officials, social commentators and themedia. Consequently, charges of "welfare dependency" have often been used as the basisfor cutting social assistance expenditure, restricting eligibility or preventing newinitiatives. In South Africa, for example, the concept has been used in opposition todeveloping a universal Basic Income Grant (BIG).With the aid of case studies focusing on recent social welfare deVelopments in SouthAfrica, Australia and Brazil, this study attempts to critically analyse the term "welfaredependency" to determine which social values and assumptions inform the concept. Inaddition, the study aims to determine how "welfare dependency" manifests incontemporary social welfare policy and, most importantly, determine if the utilisation ofthe concept is related to other socio-economic agendas.

The purpose with this study is to identify an organizational culture at Posten Örebro based on Edgar H. Schein´s theory about the three levels of culture. These three levels consist of artifacts, espoused beliefs and values and basic underlying assumptions. Artifacts represent the visible and tangible of an organization and this level is the easiest level to identify. Espoused beliefs and values include common thoughts and ideals within the organization and are an aware, but not necessarily material, cultural level. The essence of a culture contains basic underlying assumptions that influence underlying thoughts and actions and this is a level that is difficult to identify since it is unaware to the members of an organization. This study will also examine the organizational culture’s level of homogeneity among departments and employee levels within Posten Örebro.This study is based on the following questions: How can the organizational culture of Posten Örebro be described based on Schein´s levels of culture? How homogenous is the organizational culture among departments and employee levels within Posten Örebro?The result of this study shows that it is possible to apply Schein´s theory on Posten Örebro and to identify artifacts, espoused beliefs and values and an indication of a basic underlying assumption. The result also shows that the organizational culture within Posten Örebro is almost completely homogenous, with the exception of the value of change.Key words: Organizational culture, Schein, Posten, artifacts, espoused values, underlying assumptions

The purpose of this study was to examine the experience of organizational culture among salespeople at a specific workplace. The purpose was also to investigate what motivates these salespeople in their work and the impact culture has on their motivation. We have used a qualitative research method to collect the empirical material. With the help of seven interviews, including six salespeople from one of Sweden’s biggest electronic retailer and also one information interview with a sales consultant, we attempted to find the answer to how they perceive the organizational culture and how it affects their work motivation.  The following questions are used to fulfill this purpose:   How do the salespeople experience the organizational culture?   What motivates the salespeople in their daily work?   What effects does the organizational culture have on the salespersons motivation?  As analytical tools we have used are the concept of organizational culture, Schein's description of the three components of culture and Herzberg Motivation-Hygiene theory.  The results of the study indicate that the salespeople experience a positive organizational culture and that this culture promotes fellowship and unity between colleagues, which in turn contributes to an enhanced motivation. Our study also shows that there are other factors contributing to the salespeople’s motivation such as conscious efforts of the organization and the factors that are built in into their daily work. A strong contest culture is also shown in the organization, the colleagues compete amongst each other to become the best salesperson.
Syftet med denna studie var att undersöka hur försäljarna inom en specifik butikskedja upplever organisationskulturen på sin arbetsplats. Syftet var även att undersöka vad som motiverar försäljarna i deras dagliga arbete samt vilken betydelse organisationskulturen har på försäljarnas motivation.  Vi har använt oss av en kvalitativ undersökningsmetod för att samla in det empiriska materialet. Vi har tagit hjälp av sju intervjupersoner varav sex försäljare i en av Sveriges största elektronikkedjor och en informant som informationskälla till försäljaryrket. Med hjälp av dessa intervjupersoner har vi försökt få svar på hur de upplever organisationskulturen och vad i denna organisationskultur som påverkar deras motivation. Följande frågeställningar används för att uppfylla detta syfte:   Hur upplever försäljarna organisationskulturen?   Vad motiverar försäljarna i deras dagliga arbete?   Vilken betydelse har organisationskulturen på försäljarnas motivation?  Som analysverktyg har vi använt oss av begreppet organisationskultur, Scheins förklaring av organisationskulturens tre olika beståndsdelar samt Herzbergs Motivation-Hygien theory.  Resultatet av undersökningen påvisar att försäljarna upplever organisationskulturen positivt och att denna organisationskultur främjar gemenskapen och samhörigheten mellan kollegorna, vilket i sin tur bidrar till en ökad motivation bland försäljarna. Vår studie visar även att det finns ytterligare faktorer som bidrar till försäljarnas motivation, såsom medvetna insatser från ledningen och faktorer som är invävda i det dagliga arbetet. Även en stark tävlingskultur påvisas i organisationen, där försäljarna tävlar sinsemellan för att bli den bästa säljaren.

This study aims to examine how professionalization and commercializationinfluence the culture of the organization in a non-profit association. The studyobject is the elite preparatory activity in a sports organization. Therespondents in this study consist of head coaches, coaches and leaders inmanagerial positions who together have contributed to empirical material inthe form of qualitative data. The results were then analyzed out of Schein'stheory of organizational culture and the three cultural levels. The conclusionstated that artifacts and espoused values were identifiable in theorganizational culture based on Schein's theory. However, the underlyingassumptions were more difficult to understand. A connection that indicates aprofessionalization and commercialization of the non-profit activity could bepointed out.

Utility analysis is a method used to evaluate human resource decisions on a financial basis. Current methods depend on an assumption that individual performance and value of performance share at least a linear relationship. This study examined several group dynamics factors, expected to be present in a typical organizational setting, which may cause violation of this critical assumption. These factors were group versus individual performance, social norms for effort and performance, and situational constraints. Results of a survey from over 500 computer programmers provided support for the prediction that these factors caused violation of the assumption of a linear, deterministic relationship between performance and value of performance. Computer simulations were then conducted to determine the extent of bias introduced into the utility analysis process resulting from these effects. Results indicated that current methods of estimating selection utility may overestimate true utility by as much as 32 percent. Limitations and extensions of the findings are also discussed
acase@tulane.edu

Searchers typically adopt random-appearing scan patterns when inspecting homogeneous surfaces, presumably because the absence of critical features (pattern irregularities and edges) precludes development of systematic and efficient scanning strategies. The present research attempted to determine whether available modeling tools were appropriate for developing optimal scanning aids for homogeneous displays. Three experiments were conducted to test two critical assumptions that underlie existing models of visual scanning. The first experiment tested the assumption that a static visual lobe, obtained in a task in which the eyes remained fixated at a single location, was the same as a dynamic visual lobe, obtained in a task in which the eyes moved before and after the display presentation. The dynamic lobe was slightly smaller, but no different in shape than the static lobe. The second experiment tested the Independence Model, according to which information acquired in a given fixation cannot be combined with information acquired in a subsequent fixation. Each trial consisted of two tachisoscopic presentations of overlapping portions of the same homogeneous field, controlling target presence on each fixation. Detection performance was compared between conditions on which the target was present on one or two display presentations. The results were consistent with Independence Model. In the third experiment, the Independence Model was tested in a multiple-fixation continuous dynamic scanning task. The subjects' unexpected inability to fixate accurately at specified locations precluded a direct test of the Independence Model, however a Static Independence Model was constructed using a single-fixation continuous lobe model to predict target-detection at each fixation within the dynamic scanning task. Dynamic scanning performance differed systematically from predictions of the Static Independence Model, reflecting an apparent shift in allocation of attentional resources to the center and away from the top and bottom of the display. The attentional shift was embodied in a Dynamic Independence Model which better predicted dynamic scanning performance. Although there was considerable individual variation, the results suggest the requirement to fixate at specified locations may have interfered with target-detection performance at certain target locations. Implications for the development of optimal scanning aids for homogeneous display were discussed.

This study was concerned with elaborating theory and informing practice about the process of managing change in organizations. It was premised on the implications of organizational culture and its underlying basic assumptions for strategy, particularly in terms of responsiveness and resistance to change. Harmony between the external environment and an organization's culture was postulated as a critical determinant of the rate of uptake and acceptance of new strategic directions in an organization. Drawing from organizational and critical social theories, past conservation efforts in KwaZulu-Natal were reinterpreted in the light of historical and contemporary developments. The theoretical contribution rests on exploring how basic assumptions, as the core of a culture, may be conceptualized and accessed to examine historically and culturally based meanings of conservation. The practical contribution relates to the need for mechanisms to explicitly address basic assumptions as the core of an organizational culture. Data collection and analysis were informed by the ideas of hermeneutic philosophy, Giddens' Theory of Structuration and Schein's framework of organizational culture. The main source of primary data was interviews that were tape-recorded, transcribed and analysed using a multi-stage process in data organization and interpretation. The analysis involved the identification of common themes and differences in opinion amongst the respondents. Data analysis was done with the help of Nvivo - computer software for qualitative research. The software did not effect the analysis, but assisted in organizing the interview transcripts for analysis purposes: facilitating easy storage, retrieval and querying. The findings revealed a temporal variance in the understanding and interpretation of the mission of conservation in KwaZulu-Natal. Respective executive leaders of the two erstwhile conservation agencies in KwaZulu-Natal were historically very influential in shaping the mission. For the present leadership, four basic assumptions emerged from the data: 'public funding defines who we are'; 'we are leaders in conservation'; 'we know our realities are changing' and 'we are conserving a great natural and cultural heritage'. These assumptions reflect the various themes which the respondents discussed in respect of the present-day strategy processes in conservation in KwaZulu-Natal. Within and across these four assumptions, respondents expressed variable and sometimes contradictory meanings and interpretations. Differences were especially noticeable between the conservation sector's historical inclinations towards public service and its emergent commercial activities. Overall, the study demonstrated the variety of perspectives the respondents used to interpret their understanding and meanings of what the fundamental mission of conservation in KwaZulu-Natal ought to be. The findings highlight the need for those involved in strategic processes to base their activities, and their approaches to managing change, on the continual exploration of basic assumptions as the portal for the ideas, perceptions and beliefs that influence change. In matters of strategy, leaders should work with the prevailing organizational culture and its underlying basic assumptions, rather than develop the strategy and then attempt to deal with the basic assumptions and cultural support afterwards. Finally, the findings suggest that in all visioning and strategy development processes, whether in a conservation agency or some other organization, explicit analysis of assumptions is critical for securing support for, and reducing prospects of resistance to change. Among members of an organization, visions, missions and strategies are unlikely to be effectively internalized unless they accord with the assumptions they hold. This process requires explicit mechanisms for doing so, and this study highlights such mechanisms.
Thesis (Ph.D.)-University of KwaZulu-Natal, Pietermaritzburg, 2005.

This research deals with organisation culture in the Chemical Industry, with specific reference to the culture in Gas Production. In the literature survey, the concept 'organisation culture' is studied theoretically from the perspective of Burke and Litwin. Theoretically, differences may occur between the current and desired organisation culture, between divisions and between levels of authority. The conclusion is drawn that culture change involves the whole organisation. In the empirical investigation, the Organisation Culture Index is applied to 36 employees at management level and 138 at employee level. The empirical findings show that there are significant differences. The empirical findings therefore support the theoretical findings that a single culture does not always exist in an organisation. This research also confirms that the culture in this organisation may not be appropriate for the present era.
Hierdie navorsing ondersoek organisasiekultuur in die Chemiese Bedryf, met spesifieke verwysing na die kultuur in Gasproduksie. In die literatuuroorsig word die konsep "organisasiekultuur" teoreties vanuit Burke en Litwin se perspektief beskou. Teoreties kan verskille in organisasiekultuur tussen die huidige en die verlangde organisasiekultuur, tussen afdelings en tussen gesagsvlakke voorkom. Die afleiding word gemaak dat kultuurverandering die totale organisasie betrek. In die empiriese ondersoek word die Organisasiekultuurindeks op 36 werknemers van die bestuursgroep en 138 van die werknemersgroep toegepas. Uit die empiriese bevindinge blyk dit dat daar betekenisvolle verskille in organisasiekultuur voorkom. Die empiriese bevindinge steun die teoretiese bevindinge dat daar nie altyd sprake is van 'n enkele kultuur in 'n organisasie nie. Daar word ook vasgestel dat hierdie organisasie se organisasiekultuur nie toespaslik is vir die huidige era nie.
Industrial & Organisational Psychology
M. Com. (Industrial and Organisational Psychology)

The overall purpose of this study is to establish whether auditors in South Africa also fail to issue the appropriate audit opinion on the going concern assumption underlying financial statements the reasons for auditors' failure to issue the appropriate audit opinion on the going concern assumption The hypotheses of this study are tested by examining professional auditing standards and secondary data on the going concern assumption conducting an empirical study of listed industrial compames whose listings were terminated because of financial failure This study provides evidence that auditors in South Africa fail to Issue the appropriate audit opinion on the going concern assumption advances specific reasons for this failure
Auditing
M. Comm. (Auditing)