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1
Ali, Sabah Hamid. "Factors affecting organisational development in Iraqi public sector organisations". Thesis, Lancaster University, 1985. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.329626.
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This thesis considers the question of organisational development in Iraq and the role that senior public managers in the public sector of the economy in that country may have in the process. The argument begins with a consideration of the history of the country with special reference to the factors contributing to political instability, economic backwardness and the emergence of state planning of the economy. An understanding of the role of management in public sector organisations and the importance of organisation itself is developed through a consideration of scholarly work concerned with development and the character of organisation. This part of the thesis, which is primarily concerned with theoretical issues, culminates in a critique of contingency theory both as it has been developed by theorists and ex-patriate Arab scholars studying various middle-eastern countries. The conclusion of this consideration of contingency theory is the suggestion that, suitably amended, it can be used as the basis for research into organisational development in countries such as Iraq. In essence the amendments necessary are: to alter the concept of the environment so that it can take into account that in planned economies the most important influence on public sector organisations are the institutions of the state; and to adopt a more adequate definition of the culture and its impact on organisational forms. In the last part of the thesis the findings from an empirical survey of Senior managers in the Iraqi public sector are reported. As a result of this survey a good deal of information concerning the characteristics of Iraqi managers is discussed. The survey covers both factual details of the characteristics of Iraqi managers and also detailed information concerning their attitudes. On both these subjects there has been a negligible quantity of information available hitherto. In a final chapter which considers the survey results, an attempt is made to assess the extent to which subsamples of managers have different values and dispositionsand so might be thought more or less likely to bring about development through the active pursuit of policies designed to induce organisational change. In this way the empirical survey is directly related to the earlier historical and theoretical sections of the thesis
2
Siddieg, T. E. S. I. "Culture and organisational change in a major Sudanese organisation". Thesis, Lancaster University, 1988. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.304295.
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Alblas, Lourence Badenhorst. "The organisational diagnoses of a distribution organisation / Lourence Badenhorst Alblas". Thesis, Potchefstroom University for Christian Higher Education, 2002. http://hdl.handle.net/10394/171.
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Al-Ali, Adnan A. S. "Human resource development : training and development practices and related organisational factors in Kuwaiti organisations". Thesis, University of Bradford, 1999. http://hdl.handle.net/10454/4936.
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This study examines and aims to disclose the current policies and practices of Training and Development (T&D) within Kuwaiti government and private/joint-venture organisations. The literature review indicates that although much attention has been devoted in studying Training and Development practices, a very few focus on T&D related factors on organisation performance in developing countries. The literature also indicates the need for considering these factors in order to have a better T&D effectiveness, and hence organisation overall performance. In this study the Training for Impact model was adopted and tested within Kuwaiti context in terms of training needs assessment and evaluation and follow-up. This research uses data collected from 100 organisations in Kuwait. 50 of these were government and 50 private /joint venture listed in Kuwait Stock Exchange. Therefore, all managers (100 training personnel) who are in charge of T&D function/programmes, were samples of the respondents of the present study. The main data collection methods adopted by this study were interviews (semi-structured) and "drop-in and pick-up" self-completion questionnaires. The data were quantitatively analysed and triangulation of quantitative findings was carried out in order to find out the difference between the two sectors in Kuwait in terms of T&D practices and related factors. To establish a causal connection between related factors and identified dimensions (T&D effectiveness, organisational rating, and satisfaction with evaluation process), a multiple regression technique was employed. The major findings of this study are noted below: Results indicate that the majority of the investigated organisations do not have a formal T&D system. T&D programmes are still carried out on a piecemeal basis rather than a systematic long-term policy. Findings which were common among the majority of the approached organisations were absence of a systematic organisational training needs analysis, use of conventional training methods, lack of effective procedures for T&D evaluation. The study explores the training personnel's way of thinking towards their T&D function and to the proposed T&D dimensions framework (integrated HRD strategy, top and line management commitment, a supportive formal system, T&D mechanism, organisational culture, and training budget). The findings indicate that most of the training personnel perceived these dimensions as providing motivation, commitment and support to their T&D function. Six main factors were found to influence T&D practices in government and private/joint venture organisations. These factors are: top management commitment, mutual support between organisational philosophy and T&D activities, line management support T&D involvement in organisation strategy, T&D policies and plans, and T&D effects on employees self-development. The study also identifies T&D effects on organisation performance in Kuwaiti organisations in terms of eliminating problems; increasing commitment and motivation; fulfilling individual needs and personal objectives, improving interpersonal and interdepartmental relations, improving quality of goods and services; and leading to effective utilisation and investment in human resources. In addition the study establishes a causal connection of T&D related factors with performance dimensions, organisation rating, and satisfaction of T&D evaluation. The author recommends that for the T&D function to be treated as seriously as other organisational functions, then Kuwaiti training personnel, as well as top and line management, need to be more willing to play proactive and strategic organisational roles in T&D activities.
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Cloete, Harlan C. A. (Harlan Courtenay Alva). "Skills development and organisational development : an assessment". Thesis, Stellenbosch : Stellenbosch University, 2001. http://hdl.handle.net/10019.1/52452.
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Thesis (MPA)--Stellenbosch University, 2001.ENGLISH ABSTRACT: Education and training under apartheid can at best be described as fragmented and unequal along racial lines. The consequence of the decades of human resource neglect resulted in the virtual destruction of human resource potential, with devastating effects for social and economic development. At the organisational level witness to this has been the lack of career paths offered to workers and the debilitating effect on worker motivation and general productivity. In response to this state of affairs the South African government introduced a number of innovative laws aimed at reversing this downward spiral: The Skills Development Act, 1998 and the related legislation have as their single objective the establishment of a more enabling and responsive human resource environment. This will amount to the rebuilding of the South African workforce within organisations through the introduction of new sets of human resource processes, policies and principles. This study compares the activities of the Pioneer Foods Group with those of the Drakenstein Municipality in relation to the skills development regulatory framework and the subsequent obligations it places on organisations to establish new human resource practices. The study goes further and seeks to establish whether there is a causal link between the processes of skills development and Organisational Development (00). The study concludes that there is a definitive link between the skills development regulatory framework and 00. The two processes are regarded as mutually supportive, leading to the achievement of individual and organisational end goals.
AFRIKAANSE OPSOMMING: Opvoeding en opleiding onder die Apartheidsregering kan beskryf word as gefragmenteerd, ongelyk en geskoei op ras. Die gevolge van dekades van menslike hulpbron vernalting het geweldige en verreikkende ekonomiese en sosiale implikasies tot gevolg gehad. 'n Nadere blik op die vlak van organisasies dui aan dat vir werkers geen beroeps vooruitsigte was nie met die gevolg dat die motiverings vlak en veral produktiwiteit ontsettend laag was. Die respons vanaf die Suid Afrikaaanse regering was die bekendmaking van 'n reeks innoverende wetgewing gemik om die afwaartste kurwe te stop. Die Vaardigheids Ontwikkeling Wet, 1998 en die ander meegaande wette het as primêre doelwit die daarskep van "n meer verantwoordelike menslike hulpbron klimaat. Dit het ten doel die heropbou van die Suid Afrikaanse mense deur die bekendmaking van "n stel menslike hulpbron prosessese, beleid en beginsels. Hierdie studie fokus en vergelyk die vaardigheidsontwikkeling aktiwiteite van die Pioneers Voedsel Groep met die van die Drakenstein Munisipaliteit. Die studie gaan verder deur vas stel of daar n definitiewe verband is tussen die prossese van vaardigheidsontwikkeling en die van organisasie ontwikkeling. Die slotsom is die volgende: dat daar 'n definitiewe verbintenis is tussen vaardigheidsontwikkeling en organisasie ontwikkeling. Die twee prossese steun op mekaar deurdat beide ten doel het 'n verbeterde organisasie en individu, soos hulle strewe na die bereiking van doelwitte.
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Beck, Karen. "The development of affective organisational commitment /". Title page, contents and summary only, 1997. http://web4.library.adelaide.edu.au/theses/09PH/09phb3933.pdf.
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Baillie, Tamara Lee. "Getting development organisations right for women : gender policy and organisational culture at AusAID /". Title page, contents and abstract only, 1998. http://web4.library.adelaide.edu.au/theses/09AR/09arb157.pdf.
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Wagner, Andre. "The impact of an organisational capacity assessment on non-profit organisations in South Africa". University of the Western Cape, 2020. http://hdl.handle.net/11394/7706.
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Magister Economicae - MEconThe research study investigated the potential impact that organisational capacity assessments can have on the long-term sustainability of non-profit organisations (NPOs). The researcher employed longitudinal research design as the main instrument in the collection of data. Data was collected from four local non-profit organisations in the Cullinan and Bronkhorstspruit areas of South Africa. These organisations were evaluated by means of a questionnaire, which was developed by the researcher. NPOs can only play a pivotal role in community and social services if management, leadership, governance and other elements of organisational capacity are well developed and continuously strengthened. This is critical for attracting local and international donors who provide crucial running costs and relieve national, provincial and local government departments of the financial burden. Currently, the South African government supports NPOs in South Africa. The legislative and registration aspects of NPOs are regulated by the NPO Act (Act 71 of 1997) and the Income Tax Act (Act 58 of 1962). The State of South African Registered NPOs Report 2010/2011 indicated a growth of the number of registrations to have increased by 8.3%. However, in the same financial year a total number of 468 NPOs were deregistered; 98% of these lost their registration due to non-compliance of regulatory requirements. According to the State of South African Registered NPOs Report (2016) the total number of applications received for the financial year was 16 726 (53.7%), however 4 421 (46%) did not meet the requirements of sections 12-13 of the NPO Act, an issue that would definitely affect the existence of non-compliant institutions.
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Tregidga, Helen, i n/a. "Power and politics of organisational sustainable development : an analysis of organisational reporting discourse". University of Otago. Department of Accountancy and Business Law, 2007. http://adt.otago.ac.nz./public/adt-NZDU20071219.160116.
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This research begins and ends with a concern for the environment, in particular with unease about current constitutions of the organisation/environment relationship. This thesis explores the discourse of organisational sustainable development examining organisational representations of sustainable development and 'sustainable organisations'. How a group of New Zealand organisations have come to (re)present sustainable development and how they have come to (re)present themselves in relation to sustainable development within a set of reports is analysed. The analysis aims to problematise the discourse and challenge such constitutions by opening out the debate surrounding the 'meaning' of sustainable development within this organisational context. The research considers the role of organisational reporting in creating and maintaining organisational legitimacy, something which is underplayed in the current literature. The thesis makes a contribution to both theoretical development and analytical method through elucidating sustainable development and sustainable development reporting from a discourse perspective.
Discourse (in particular the influences of Foucault and Laclau and Mouffe) both frames and informs the analysis. The discourse of organisational sustainable development is examined through an analysis of an archive of organisational reports and the context of which they are a part. The archive consists of 220 organisational reports (both annual and standalone) from member organisations of the New Zealand Business Council for Sustainable Development from 1992-2003. The texts which make up the archive were selected as they represent 'important texts' in the discursive debate surrounding organisational sustainable development.
Six themes employed in the discourse when representing sustainable development are identified. These themes are: 1) enlightened self-interest and the business case; 2) organisational sustainable development as a balancing act; 3) organisational sustainable development as necessary and important; 4) being sustainable: a responsibility and/or obligation; 5) the challenge and opportunity of organisational sustainable development; and 6) sustainable development: a new or old concept. Overall, 'organisational sustainable development' represents a reweaving of the discourse of organisations and accounting and the discourse of sustainable development. 'Organisational sustainable development' is shown to be organisationally focused, and generally does not challenge the traditional rational economic objectives of these organisations.
Representations of 'sustainable organisations' within the texts are analysed to show how organisational identities are constructed in relation to sustainable development. Five representations are recognised; 1) 'sustainable organisations' as providers; 2) organisations as leaders in sustainable development; 3) 'sustainable organisations' as responsible and committed; 4) 'sustainable organisations' as protectors; and 5) 'sustainable organisations' as accountable and transparent. How the process and practice of 'sustainability' reporting serves in constituting the identity of 'sustainable organisations' is underscored.
Potential effects of such discourse are acknowledged. The hegemonic potential of the discourse is recognised along with an identification of the ideologically-laden assumptions embedded within the texts. In reflecting on the discourse and its effects, the thesis concludes on a pessimistic note regarding the form of sustainable development articulated and the unchallenging nature of this form of sustainable development on the current structures of organisations and organising.
10
Preston, Diane. "Making sense of organisational culture : the role of management development in organisational socialisation". Thesis, Lancaster University, 1991. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.316543.
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Mugisha, John Francis. "Continuing professional development, organisational culture and organisational performance; a case of selected hospitals". Thesis, Keele University, 2011. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.699676.
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For long, many organisations have incurred huge expenditure on continuing professional development (CPD). Yet, there is still no concrete evidence linking CPD to organisational performance despite several studies that have been conducted. Consequently, expenditure on CPD is beginning to be queried, and could be slashed if evidence is not produced. In health, this would undermine quality of care, increase morbidity and mortality and reduce productivity and quality of life. This study argues that to understand how CPD influences performance, one should understand organisational conditions in which CPD is planned and executed ~ the organisational culture. Hence, this research sought to document, through empirical study, the relationship between CPD and performance; and the moderating role of organisational culture. Using a blended methodology with triangulated data sources and collection methods, evidence from four case study hospitals indicates that CPD is associated with outcomes such as improved supervision, efficiency and clinical care that influence organisational performance. The forms of CPD that are conducted on the job such as bedside coaching, support supervision and ward rounds are cheaper and have more practical performance benefits compared to those conducted out-of-station such as workshops and conferences. Cultures emphasising ·employee participation in CPD planning, reflective practice, and information - sharing enhance CPD effectiveness. Likewise, cultures emphasising mutual support, trust, client respect, performance measurement, accountability and use of cultural artefacts such as dress code and religious symbols are associated with better performance. The use of mixed designs in case study research contributes to methodology while empirical findings contribute to development of policy and theory on the interplay between CPD, organisational culture and organisational performance. The study findings suggest that organisational culture does maximise the benefits of CPD to support performance. However, the three variables interact independently in complex ways that make it difficult to untangle their cause-effect relations.
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Zhang, Xiaoxing. "Organisational development : values and the sustainable workplace". Thesis, Loughborough University, 2009. https://dspace.lboro.ac.uk/2134/10757.
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Organisations exist. An organisation is not just a group of people, a workplace, a structure or system; it is a combination of these and many other aspects involved in its operation. In recent years, the nature and needs of organisations have changed dramatically, challenging them to rethinking how they organise themselves and accomplish their goals in a sustainable manner. This is an important, but not easy, task. The research presented in this thesis aims to contribute to organisational development theory and practice, in terms of how to articulate collective organisational values, and upon which to establish a sustainable workplace framework to govern and improve organisational performance. The research was undertaken in two phases. Phase 1 focused on researching organisational values, which is considered as a critical step towards the development of sustainable workplaces. A values and behaviours study was conducted in the UK offices of the sponsoring company. Schwartz's values survey instrument and values theory are, for the first time, applied extensively in an organisational context, as opposed to the comparative intercultural research conducted at the national/cultural level. The study used a structured, mixed methods approach which Involved virtually all employees, whose values profiles were collected and analysed through an organisation-wide survey. Follow-up workshops and post workshop activities with a company Values Group faCilitated the sharing of common values; they then helped staff representatives develop their own organisational values statements, independent of senior management, before a final stage of negotiation. Meanwhile, a set of core-values-related workplace behaviours and relevant mechanisms were identified and communicated across the whole organisation. The core organisational values are fundamental in governing the workplace behaviours, and the mechanisms represented desirable work practices. This values-based approach facilitated the identification of the grassroots demand for continuous improvement of workplace environmental, social and economic performances, hence formed a foundation for the development of sustainable workplaces. The findings from the first phase revealed the core values of the organisation, highlighted the importance of applying the principles of sustainable development to the workplace context, which prompted further research into the nature of a sustainable workplace (phase 2). Although there is an increasing interest in sustainable workplace development, as an emerging and fast developing area, the body of research is still fragmented and unbalanced. In order to establish a holistic and balanced approach to the development of sustainable workplaces, available guidance documents were systematically categorised, compared and synthesised within a clear framework, to facilitate easy understanding and practice. This revealed that, at present, emphasis tends to be placed on environmental impacts arising from workplace activities, and hence the promotion of environmental awareness among the workforce. Whilst this may be appropriate in itself, it is of concern that other key aspects of sustainable development (Le. social and economic aspects) have been overlooked to a significant extent. A sustainable workplace framework was therefore established which provides a balanced approach for governing all aspects of the workplace development. The data obtained from phase 1 not only highlighted the need for such a balanced approach, but also inform the identification and prioritisation of the indicators within the framework, which offer useful measures for organisational behaviours. Meanwhile, the framework can be used as a tool to facilitate the integration of values into workplace development. The research concludes that to develop an organisation in a sustainable manner, a set of collective organisational values must be articulated, which will serve as guiding principles of work place behaviours and practices, and therefore dictate workplace performance. The shaping of collective organisational values should be based on a clear understanding and communication of employees' personal values, and that Schwartz's circumplex model of human values and associated survey instrument are helpful neutral framing devices to initiate and structure such a debate. As all the elements of sustainability are rooted in values, the identification of the collective organisational values could be considered as a critical step towards the development of sustainable workplaces. Furthermore, the research highlighted that the sustainable workplace is a multidimensional concept which requires holistic thinking. The conceptual framework developed in this research joins together the key aspects/criteria of sustainable workplaces, with the aim to balance the workplace environmental, social and economic performances. By linking the organisational values and related key business issues to workplace sustainable development criteria, the development towards sustainable workplaces could consequently enhance organisational values, therefore improving organisational perfonnance as well as employees' quality of life at work.
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Ofori-Kyereh, Samuel. "School-business partnerships for organisational leadership development". Thesis, University College London (University of London), 2013. http://discovery.ucl.ac.uk/10017996/.
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Leadership and how it is developed have become a top priority for almost all organisations, particularly schools and business organisations, to survive and secure growth (Bolden, 2004). Equally, the concept of partnership has become a panacea for solving complex and ‘wicked’ problems in diverse organisations (Armistead, 2007). This study therefore investigates how school-business partnerships could serve as alternative means for organisational leadership development. The study is principally influenced by earlier work in the leadership development field by Day (2000) and Allen and Hartman (2008). Following a review of literature on leadership and partnership, four main sub-questions were formulated. An explanatory multi-case mixed-methods research design (Yin, 1984) was adopted to answer these questions, using qualitative and quantitative methods of data collection – interviews and survey questionnaire – in two schools and two banks in the South-East of England. Data analysis was carried out in two stages – within-case and cross-case analyses (Yin, 1994) – and the data combined to provide composite research findings. The key finding and main original contribution of this study to knowledge is that school-business partnership activities that promote experiential leadership learning experiences can support organisational leadership development. The study identifies twenty-five (25) different learning approaches which enable members of the organisation to develop four main experiential leadership learning experiences: spiritual, emotional, academic and practical leadership competencies. Some of these learning approaches are found in existing literature on leadership development including leadership apprenticeship, job placement, job mixing, degree programmes as well as online learning, action learning and reflections. Other leadership learning approaches such as recitals, records of enlightenment, counselling, reflections, story-telling and themes from the Bible are found to be new to literature in the leadership development field.
14
Pacitti, Bernice Jane. "Organisational learning in R&D organisations : : a study of new product development projects". Thesis, University of Manchester, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.488172.
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Spicer, David Philip. "Mental models, cognitive style, and organisational learning : the development of shared understanding in organisations". Thesis, University of Plymouth, 2000. http://hdl.handle.net/10026.1/363.
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Organisational learning is seen by many to be a key determinant of organisational performance. This is demonstrated by the growth of the 'learning company' concept (Pedler et al. 1991), and by the suggestion that the ability to learn faster than one's competitors is the only sustainable competitive advantage (DeGeus 1988). Consequently, organisations need to integrate and maximise the knowledge and learning of their individuals, and central to the learning process in firms is an effective means of transferring knowledge and learning between individuals and their organisation as a whole. Mental models (individual and shared) have been postulated as a mechanism through which this occurs (Senge 1990a; Kim 1993; Hayes and Allinson 1998). An individual mental model can be characterised as a simplification or representation of understanding of an idea, notion, process or system which provides the cognitive framework in which that individual's knowledge in respect of that issue is stored, whilst shared (group or organisational) mental models can be characterised as the common elements that exist between individual mental models. Both of these have been theoretically linked with individual and organisational learning. Literature in respect of individual and organisational learning, mental models and a third issue cognitive style is reviewed. Cognitive style represents the way individuals obtain, store and operationalise knowledge, and is included here as it is recognised as potentially affecting how learning and mental models interact (Hayes and Allinson 1998). A research model is posited which integrates key theory in respect of these three concepts, and research undertaken in two phases is presented. Phase One focused upon the representation of individual and shared mental models through semi-structured causal interviews with senior mangers in participant organisations, whilst Phase Two involved organisation wide surveys of these models, aspects of learning and cognitive style. Results obtained suggest that the complexities of an organisation, its environment, learning and mental models all mitigate against the identification of a simple relationship between these constructs. However some of the sources of these complexities are identified and suggested, and it is posited that the progression of work addressing organisational learning would best be served through a case study approach addressing the sources of complexity and effectiveness of learning in relation to specific mental models and within organisations.
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Tarrini, Mauro G. "The Development and application of a bespoke organisational learning competency framework in a global organisation". Thesis, Cranfield University, 2004. http://hdl.handle.net/1826/113.
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Organisational Learning has been conceptualised and measured in various ways. The two studies reported in this thesis sought to take a new, bespoke approach to Organisational Learning in a global air transport company undergoing substantial organisational and strategic change. The research sought to develop a bespoke competency framework of Organisational Learning and apply it within the organisation to investigate employees' perceptions of the Organisational Learning climate. The research applied both qualitative and qualitative methods: semi-structured interviews and a 68-item self-completion questionnaire survey. Factor Analysis yielded a clear, conceptually sound six-factor solution. Organisational Learning climate perceptions were compared across occupational, departmental and geographical subgroups. The results indicated that there were no statistically significant occupational or geographical differences in perceptions of the Organisational Learning climate although some departmental differences were observed. The relationaship between perceived Organisational Learning climate and organisational commitment was explored and a clear link between them was found.
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Sohena, Siphiwo Clifford. "The development of organisational rights in South Africa". Thesis, Nelson Mandela Metropolitan University, 2007. http://hdl.handle.net/10948/841.
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Under the previous Labour Relations Act of 1956, (herein after refered as old LRA) organisational rights in South Africa were conspicuous by their absence. In addition, theright to access was restricted by the Trespass Act No. 6 of 1959, which made it a criminal offence to enter land without thepermission of the owner or lawful occupier, except for a lawful reason. During the 1980’s and the first half of the 1990’s several trade union rights, including the right to engage in collective bargaining were established by the Industrial Court under its unfair labour practice jurisdiction. After 1994, South African courts were bound to uphold the basic rights entrenched in the Constitution, Act No. 108 of 1996, and the new Labour Relations Act, 66 of 1995, (herein after refered as new LRA) was promulgated. A new system of collective bargaining which is voluntary in nature was established in order to level the playing fields between employees and trade unions. The new LRA grants organisational rights to registered trade unions. The aim of this treatise is to consider and evaluate these rights. The main source of organisational rights in international public law is to be found in the International Labour Organisation’s Convention on Freedom of Association. Decisions of the International Labour Organisation’s bodies of supervision and interpretation have upheld the protection of various organisational rights, such as trade union access to the employer’s premises,representation of employees by the officials of their trade union, and the right of union officials to collect union dues. These rights have now been incorporated into our labour law system. In this treatise, the pre-1994 situation and the scenario after the 1994 democratic elections is analysed. The contents of these rights are considered as well as enforcement there-of.
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Goussevskaia, Anna. "Learning and development processes in inter-organisational collaborations". Thesis, University of Warwick, 2004. http://wrap.warwick.ac.uk/2629/.
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It has long been recognised that inter-organisational collaborations have great potential for learning and knowledge creation, although there has been very limited attention paid to the way in which organisations actually create new knowledge jointly. The present study contributes to this area of research, and examines the processes that facilitate and constrain new knowledge creation in inter-organisational collaboration. It draws upon five longitudinal case studies of inter-organisational collaborations across different sectors: pesticides, biotechnology, life sciences, engineering manufacturing, and software development. The study conceptualises inter-organisational learning as production and re-production of inter-organisational rules that govern inter-organisational relationship, and facilitate and shape joint knowledge creation. The study advances understanding of the mechanisms underlying inter-organisational learning which rely on such aspects of collaboration as the nature of inter-partner interactions, interdependency between collaborating organisations, and power balance among partners. The longitudinal analysis of inter-organisational learning in the course of collaboration development also contributes to understanding of the relationship between inter-organisational learning and collaboration dynamics. The findings indicate that inter-organisational learning can have positive, as well as negative, effects on collaboration development. The results also suggest that inter-organisational learning closely coevolves with the developmental dynamics of collaboration, meaning that inter-organisational learning is not only a product of collaboration development, but is also a force capable of shaping it.
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Naghieh, Ali. "Organisational intervention development and piloting for staff wellbeing". Thesis, University of Oxford, 2015. https://ora.ox.ac.uk/objects/uuid:ac8b3c21-6765-40c4-b669-93971f3f7032.
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This thesis presents an empirical investigation to address the psychosocial work environment as an established social determinant of health. The focus was narrowed to a single occupation, teachers, due to high reported stress levels in national surveys and other consequential policy challenges. The focus of intervention was narrowed to tackling the causes of stress after a scoping literature review found that most effort in this area has been directed towards individual-level interventions and programmes. A systematic review was conducted to assess the evidence-base, which demonstrated availability of limited and low-quality evidence for the evaluation of organisational interventions for teacher wellbeing. It was found that organisational interventions lead to improvements in teacher wellbeing and retention rates, although most of the trials in this review were affected by methodological shortcomings. Because of the paucity of such intervention studies, and the heterogeneous nature of the interventions in the four included studies in this review, implications for practice were found to be very limited. Further well-designed research in the development and testing of organisational interventions for teacher wellbeing was recommended as a result, while outlining the requirements for a rigorous study in this area. An intervention development endeavour was subsequently undertaken, which pointed to participatory approaches. An intervention entitled Change Laboratory was identified due to its relatively robust theoretical and methodological basis. An exploratory pilot trial of the participatory organisational change intervention was conducted in four secondary schools in the UK, with 2 schools as intervention and 2 schools as control. Qualitative findings, process evaluation, and quantitative findings of the study are subsequently presented. The analysis focuses on the actions that teachers and managers collaboratively designed in the intervention schools, in order to address organisational and systemic factors generating stress. The common theme in the output of both Change Laboratory cases was their focus on the object of decision-making, and leading to an expansive learning in terms of a reconceptualization of decision-making within their respective organisations. The central contradiction was found to be between the macro perspective and priorities and agendas of the senior leadership that shape policies and processes, and the micro perspective of those having to enact and comply with the decisions made by senior leaders. The intervention outputs can be seen as mediators synthesized from this contradiction. Following the intervention impact longitudinally demonstrated a developing and evolving reconceptualization of pedagogy, which is more central to teachers' object of activity and their professional identity. The analysis demonstrates that professional identity may be a crucial dimension of wellbeing at work in tandem with work-related stress theories. The findings suggest that the Change Laboratory group initially embarked on a re-conceptualisation of decision-making, and utilised the new systems and way of working as a means to address teaching and learning which is more central to their professional identity and their object of activity. The quantitative findings suggests an indication of beneficial effects of the intervention at end-of-intervention point, also considering the limitations. The process evaluation focuses on delineating the different facets of the intervention and assuring intervention integrity, assessing feasibility and acceptability, and generating insights for scaling-up of the intervention. An implementation framework developed in this study was found to be of value in the endeavour to adopt, adapt, and develop process-oriented structural interventions.
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Smirnov, Vitaliy. "Business strategy and organisational development : organisational archetypes and sociocognitive processes in the frameworks of configurational approach". Thesis, University of Bedfordshire, 2007. http://hdl.handle.net/10547/622112.
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A large number of studies suggest that the content of strategy becomes more multifaceted and elaborate and characterised by progressive development over time. Recently, a growing number of researchers argue that strategy can become simple, stable and inert over time. This study investigates how changes of sociocognitive processes at individual, group and organisational levels influence organisational processes and strategic decisions. It adopts configurational approach to strategy development and its concepts (configurations, transformations, archetypes) as a framework. Thus, the purpose is to provide a characterisation of strategy development by analysing the integration of four key research dimensions (social, cognitive, organisational performance and contextual) into one coherent theoretical structure - the model of organisational archetypes. This four-dimensional model is developed from the analysis of fifty one Ukrainian organisations using quantitative and qualitative research methods (questionnaire, interview and group interview) according to the logical structure of configurational research (modelling the sociocognitive basis, modelling the "fit between research dimensions and modelling configurations and archetypes). Following on from this, the model of organisational archetypes is validated in four other organisations through the development of a test of organisational internal creative environment in order to identify their configurations (current conditions) and archetypes (strategic perspectives). The procedure of this test includes the following sequence of actions: identifying sociocognitive characteristics of organisational members and the organisational internal creative environment, identifying periods of transformation and configuration in the process of organisational development, researching characteristics of the business-environment, and identifying appropriate organisational archetypes. The model of organisational archetypes developed in this thesis allows the identification of current and prospective organisational conditions and making relevant strategic decisions that reflect and anticipate changes in organisational internal and external environments. Thus, changes in the organisational internal creative environment (sociocognitive characteristics of organisational members) reflect changes in the business-environment and organisational performance and transform the characteristics of strategic decisions from multifaceted and elaborate to simple and inert and vice versa.
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De, Waal Johannes Joachim Prinsloo. "The role of positive organisational behaviour in employee self–development and organisational outcomes / de Waal J.J.P". Thesis, North-West University, 2011. http://hdl.handle.net/10394/8162.
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Businesses are operating in extremely turbulent and dynamic environments – globally and nationally – and have to adapt to ever–increasing changing circumstances, as well as cope with severe pressure to increase profit margins in an attempt to ensure their economic survival. Adding to this challenge is the changing employment relationship characterised by diversity, complexity and high levels of work stress which contribute to poor physical and mental health and employee disengagement. Individuals are strongly influenced by their work environments, and the well–being of employees is therefore critical as it relates directly to work performance.
Positive Organisational Behaviour (POB) emerges within the framework of the Positive Psychology movement. POB takes Positive Psychology to the work environment as it studies and applies positively orientated human resource strengths and psychological capabilities that can be measured, developed and effectively managed.
The general objective of this research was to conceptualise the components of Positive Organisational Behaviour (POB) (hope, optimism, self–efficacy, and resilience) from the literature and establish the reliability of established international psychometric measures in a South African sample. Additionally, the relationship between POB and other work–related phenomena, such as job satisfaction and turnover intention, work stress and engagement are also of interest.
Various research designs were employed to obtain the necessary data. First, a cross–sectional survey design was used to obtain a sample from the study population at a particular point in time. Data was gathered from all employees in a specific business unit in a chemical factory. In addition to the cross–sectional design, a one–group pre–test post–test design was also utilised to evaluate the effects of a self–development programme on POB. This design also allowed for the investigation of the role of POB in the link between organisational stress and employee health. Finally it was possible
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to test the cross–lagged effects between measurements of POB and Engagement, and investigate causality. The following measuring instruments were used in attaining the objectives of the empirical study, namely a biographical questionnaire, the Dispositional Hope Scale, Life Orientation Test–Revised (LOT–R), Self–Efficacy Scale, Ego–Resiliency Scale, Lack of Role Clarity, Role Conflict, Quantitative and Qualitative Role Overload, Job Satisfaction, Turnover Intention, Quantitative and Qualitative Job Insecurity, Neuroticism, General Health Questionnaire (GHQ) and the Utrecht Work Engagement Scale (UWES).
The SPSS Programme was used to carry out statistical analysis to describe the participants in terms of demographic characteristics, investigate the reliability and validity of the measuring instruments, and reveal the nature and relationship of the variables in terms of descriptive statistics, analysis of variance, correlation coefficients and multiple regression analysis. The Amos Programme was used to carry out structural equation modelling.
Exploratory and Confirmatory factor analysis established the validity of each of the four scales (hope, optimism, self–efficacy and resilience) that constitute POB and showed that only one factor explains the variance in the data, and that the individual scales relate positively to POB. The study provides support for the core POB construct in a heterogeneous South African sample and provides a new instrument for its measurement.
Results confirmed a negative relationship between job satisfaction and turnover intention over time. No relationship between POB, job satisfaction and turnover intention could be found in this research. The only significant contributor to participants? turnover intention over time was their baseline levels of turnover intention and their job satisfaction at both baseline and at the second measurement. The moderating role of POB in the relationship between turnover intention and job satisfaction was also not supported. No evidence could however be found that the training programme had a significant contribution to increase job satisfaction and POB with the subsequent lower levels of turnover intention.
Results indicated that only the job stressors, quantitative and qualitative job insecurity and the lack of role clarity hold predictive value with regard to POB (T1) and general health. It could also be established that POB (T1) acts as a partial mediator between
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job stressors and general health. The negative effect of job stressors can therefore be minimised in the presence of POB. A positive correlation between the stress factors (lack of role clarity, role conflict, role overload and job insecurity), neuroticism and general health is evident from the results of this research.
Results also confirmed a positive relationship between the aggregate engagement and POB scores, as well as the positive relationship between the total POB and engagement score. Given the positive nature of all the constructs measured, the inter–correlations were significant at both Time 1 and 2. Results revealed that POB at Time 1 did not predict engagement at Time 2. Strong evidence was found, however, that engagement at Time 1 predicted POB at Time 2. This finding is in line with research which suggests that engagement can facilitate the mobilisation of job and personal resources. In closing, recommendations for the participating organisation and future research were made.Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2012.
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Guo, Kaijun. "Strategy for organisational change in state-owned commercial banks in China : a developing organisational development view". Thesis, Liverpool John Moores University, 2006. http://researchonline.ljmu.ac.uk/5789/.
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Garner, A. J. "The development of a model for organisational integration through integrated hypothesis development". Thesis, University of Canterbury. Mechanical Engineering, 1991. http://hdl.handle.net/10092/5875.
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The history of modern manufacturing organisations is relatively short. It owes its beginnings to men like Eli Whitney and Henry Ford, individuals whose life experiences consisted of interwoven engineering theory and practice. Men such as these designed and built integrated organisations.
Throughout the twentieth century these integrated organisations have been on the decline, as individuals with broad technical and practical backgrounds become less common. As a result, manufacturing organisations have been forced to rely on the interaction of experts in the development of their new products.
The problem of integration affects organisations in two distinct ways, firstly there is the integration of organisational functions for the effective operation of the firm as a system. While the integration of beliefs necessary, within an individual, for the production of valid design hypotheses, represents the second area of concern.
The need to divide a firms activities into a number of specialist areas, is the cause of organisational integration problems. To understand the relationship between functional groups and to assess the causes of organisational dis-integration, Stafford Beer's Viable System Model is used.
It is stated that the fundamental cause of dis-integration, in the development of valid design hypotheses, is the decline of the integrated individual. Where in the past an engineer could empathise with an accountant or machinist, from his own experiences, today’s specialists cannot. Gone is the integrating system of beliefs, once developed through years of on the job training within the many areas and levels of the organisation.
The Purposeful Design Model provides an architecture of the necessary roles to be performed, to ensure a designer can develop the integrated system of beliefs, necessary for the truly integrated development of design hypotheses. An extension of the model shows how its general use as a hypothesis development model, can help bring about overall organisational integration.
The model is used to place existing design methods into a wider framework, and to assess their integrative abilities. To further elucidate the power of the Purposeful Design Model a number of case studies are considered.
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Burns, Clare. "Exploring how Australian finance directors' corporate sustainability espoused values are embedded into subordinate subculture and why corporate sustainability assumptions are not". Thesis, Griffith University, 2021. http://hdl.handle.net/10072/410475.
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Since 1893 legal and compliance investigations into the Australian finance industry have continually found problematic elements in the culture; however, none of these investigations have led to a solution (Hickson & Turner, 2002). To address the paucity of fieldwork literature in the critical area of finance, which impacts millions of Australians every day, organisational development (OD) and corporate sustainability (CS) have been brought together for investigation. The following interpretive, exploratory case study features real-world insights from representatives of the 490,000 Australian finance staff who look after millions of customers, many who are vulnerable (Australian Bureau of Statistics, 2021). In the Royal Commission into Misconduct in Banking, Superannuation, and Financial Services Industry (Commission), evidence was presented of customers losing their livelihoods and in some instances their life (Farnsworth & Selvaratnam, 2018; Hayne et al., 2019; Ziffer, 2018). The culture of Australia’s large finance organisations has a significant impact on communities’ economic, social, and environmental common good.
A study into OD, subculture particularisations within a finance organisation, provides an angle few have explored. This study asks how and why the most dominant subculture—directors—embed or do not embed the CS values (economic, environmental, social) they espouse. The exploration has involved listening to the voice of archetypal subcultures: directors, designers, and operators, within an organisation. As part of a rigorous four-phase thematic content analysis, three data sets (interviews, archival documents, and observation) were triangulated to ascertain what concepts corroborated or contradicted. Findings revealed both homogenous and heterogeneous themes in the organisational culture (OC). Directors of the large finance organisation (LFO) embedded a key espoused CS social value: customer centricity, to their subordinate subcultures through enacting the value themselves. These directors also embedded command and control (C2) hierarchical power assumptions. Day-to-day director defensive behaviours contributed to the LFO’s espoused values: daring, brave, collaboration, and skilled, not being embedded to subordinates. Defensive routines detracted from embedding CS because when directors used defensive mechanisms such as blocking upward communication, denial, and creating “undiscussable,” their subordinates did this too.
A new, rigorous CS-OC finance framework incorporating defensive and embedding mechanisms was developed and applied to the LFO data. The purpose of this framework was to provide a trustworthy understanding of where an organisation sits on the CS spectrum. When the relevant data from the case study was collated and placed into the framework, the LFO was at the lowest end of the CS spectrum because environmental considerations were not deemed a valid assumption. That said, the LFO OC did align to a number of the economic attributes of CS, as well as a few of the social elements—in some instances operating above the industry norm (Hayne, 2019a). Practitioners could learn from the LFO’s customer centric approach.
Other practitioner implications include the need for directors to have meaningful, authentic feedback loops which would inform them if their CS espoused values were a lived reality or not. In the case study, directors were not aware their subordinates could not speak up because it was not psychologically safe. Directors firmly espoused the organisation’s commitment to fiduciary duty (FD), yet were unaware their operators did not know what FD means. The lack of trustworthy subordinate feedback allowed directors an overconfidence in their OD capabilities.
A key academic contribution from this study is a holistic research design for understanding CS culture in large organisations. This design was used in the case study to respond to the multi-dimensional research questions. The OD design calls for different organisational voices to be heard, and allows for particularisations in subcultures to be identified rather than defaulting to untrustworthy cultural scripts (Alvesson et al., 2017; Bell et al., 2020).
One further contribution to the CS literature is the deep insight OD plays in large finance organisations; this insight is important for understanding defensive routines which can prohibit CS being fully integrated. The key enablers of defensive routines (directors) in this investigation promoted C2 assumptions, which meant subordinate subcultures could not report up on CS OC issues. Subordinates were expected to, and did, uphold an egalitarian façade, all the while being frustrated and underperforming. The work discussed in the thesis begins to address the large OD culture gap in finance literature (Li et al., 2013). The new framework is presented for both practitioners and academics to hold up a mirror to the lived reality of organisations entrusted with millions of Australians life savings and businesses which bring harm or good to the environment.Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Dept Bus Strategy & Innovation
Griffith Business School
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Stokes, Lorraine. "'Who am I … in this organisation?': The Development of Organisation-based Identities and the Consequences for Individuals and Organisations". Thesis, Griffith University, 2015. http://hdl.handle.net/10072/368141.
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Understanding the psychological relationship between the individual and the organisation, and its effects on behaviour, continues to have strong theoretical and practical relevance for identification researchers (van Knippenberg & Sleebos, 2006). Indeed, it has been argued that an organisation can not be fully understood without understanding the identity dynamics that arise from the interactions between the organisation, its social environment, and the individual psychology of its members (Ashforth & Mael, 1989; Haslam, 2014; Hodgkinson, 2013; Tajfel, 1981).
The goal of this thesis project was to undertake an indepth exploration of employee identifications in one organisation undergoing large-scale change. The first major aim was to illuminate the particular identities that were most salient for participants as they reflected on their experience of the changes. The second aim was to conduct an indepth exploration of those identities, to shed light on their origins and core features, and to understand why they were evoked during change. A third aim was to explore the relationship between the identities, and participants' perceptions and responses to change. Finally, a key aim was to illuminate any features of the organisational and social context that were related to the presence, development and effects of salient identities.
The guiding methodology was interpretive qualitative research, chosen for its acute sensitivity to identity processes and associated contextual features (Yin, 2009). The advantage of this approach is that it allowed for indepth exploration of the nature, sources and effects of employee identifications, including contextual aspects involved in shaping and sustaining important identities.Thesis (PhD Doctorate)
Doctor of Philosophy in Organisational Psychology (PhD OrgPsych)
School of Applied Psychology
Griffith Health
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Cochliou, Despina. "Towards a practitioner-centric paradigm of MIS development and organisational knowledge creation in social care organisations". Thesis, University of Sussex, 2012. http://sro.sussex.ac.uk/id/eprint/42979/.
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This study explores the Management Information Systems' (MIS) implementation and utilisation in social care organisations. The aim of this thesis is to study the level of social work practitioners' involvement in MIS selection and implementation and to determine the links between the utilisation of MIS in social care organisations and the creation of organisational knowledge. Thus, the thesis endeavours to increase understanding of the importance of MIS implementation for personnel and organisations, to capture its meaning and any implications this may have for organisational knowledge and social work practice. To further this aim, a two case-study design was developed and carried out in two social care organisations in England. Semi-structured interviews and direct observation were used as data collection tools. Interviews with open-ended questions were carried out with practitioners, team managers, senior managers and staff responsible for Information Technology applications and programmes. Data analysis was carried out utilising two key methods, within-case and cross-case analysis. The purpose of the analysis was to illustrate the participants' experiences within five main themes: Practitioners' and Team Managers' Feelings about the new MIS' Implementation, Participation, Management Information System, Social Work Practice, and Organisation and Organisational Knowledge. The research findings highlighted that social care organisations need radical shifts in organisational philosophy in order to achieve functioning MIS, and more importantly, to become ‘learning organizations' that capture and disseminate social work practice knowledge and skills. For example, practitioners' participation in MIS implementation was recognised as a key factor, which determined both MIS implementation and organisational knowledge creation in a social care organisation. The qualitative data gathered also revealed that there were constraints in engaging practitioners with organisational procedures and in make them feel valued. The thesis, based on the research findings, concludes with the proposal of two models for MIS implementation and organisational knowledge creation.
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Dionne, Geneviève. "Development and organisational practice: ethnography at the Food and Agriculture Organisation of the United Nations (FAO)". Thesis, McGill University, 2010. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=95005.
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Anthropologists have analysed development from several angles: some have critiqued development on the grounds that it is a modernising project, while others have sought to understand relationships between actors in development work and proposed alternative methods of pursuing development. Rarely however, have anthropologists studied up within organisations to analyse the practices and cultures of this community of experts'. This research provides an insider's perspective on the lived experienced' of employees of the Food and Agriculture Organisation of the United Nations (FAO), based on having worked as a consultant for FAO's Livelihoods Support Programme (LSP) with permission to conduct this research. The LSP aimed at mainstreaming' livelihoods approaches in FAO, and may be considered as an exercise in alternative development. This ethnography deconstructs the idea of one FAO', revealing the many disjunctures inherent to the organisational structure and the diversity of practitioners employed at HQ and in the field. This aim is achieved through focusing on two themes: a) the complexity and compartmentalisation of the organisation, depicting the organisational context within which employees work; and b) the agency of some professionals who undertake initiatives beyond their prescribed scope of work. Using ethnographic information and empirical observation, this research reports on the heterogeneity of the interactions of employees with FAO's organisational structure. With attention to charismatic, networking and experienced practitioners, the research highlights that professionals are not only' experts: while achieving their tasks, development workers contribute not only their technical knowledge, but also their experience, networking skills and personalities. The research confirms that the structure' itself does not produce work and that the agency and interactions of FAO personnel affect the organisation's work. The capacity of practitionersLes anthropologues ont analysé le développement sous plusieurs angles : certains l'ont critiqué pour être un projet moderniste, alors que d'autres ont voulu mieux comprendre les relations entre les acteurs du monde du développement et ont proposé des moyens alternatifs de faire du développement. Rarement les anthropologues ont étudié «vers le haut», à l'intérieur même des organisations de développement, afin d'analyser les pratiques et les cultures de cette «communauté d'experts». Ma recherche offre une perspective interne sur «l'expérience vécue» par les employés de l'Organisation pour l'alimentation et l'agriculture des Nations Unies (FAO), après avoir travaillé au sein du Livelihoods Support Programme. Ce programme avait pour but d'intégrer les «livelihoods approaches» dans les pratiques de la FAO, et peut être considéré comme une approche alternative de développement. Cette ethnographie déconstruit l'idée d'une FAO', en révélant la présence de nombreuse «dis-jonctions» appartenant à la structure organisationnelle ainsi que la grande variété des professionnels employés au siège social et sur le terrain. Deux thèmes sont au cur de l'étude : a) la complexité et la compartimentation inhérentes à l'organisation et b) le pouvoir d'agir (agency) des professionnels qui entreprennent des initiatives en plus de leur travail quotidien. L'ethnographie et l'expérience empirique ont permis de documenter l'hétérogénéité des interactions des employés avec la structure organisationnelle. Ainsi, la recherche démontre que les professionnels charismatiques, au centre de réseaux sociaux et expérimentés ne sont pas seulement des «experts» : en plus de leur savoir technique, ils ont également recours à leur expérience, à leurs réseaux, et à leur personnalité. Elle confirme que la structure' elle-même n'est pas productive et que le pouvoir d'agir et les interactions quotidiennes des employés affecte
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Sarra, Nicholas John. "Organisational development and power relations in an NHS trust". Thesis, University of Hertfordshire, 2005. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.421261.
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Čaušević, Adnan. "Software Testing in Agile Development : Technological and Organisational Challenges". Licentiate thesis, Mälardalens högskola, Akademin för innovation, design och teknik, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-12174.
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The emerging industrial trend towards agile software development processes brings forth new concerns, challenges as well as opportunities. One of the main concerns is with respect to the achievable quality levels of the final product, for which testing is the well-known assurance mechanism. However, it is not well defined for the community on how to perform testing using existing expertise in an agile environment. This uncertainty may create confusion and contra productivity that can lead to testing teams and their practices considered as an obstacle for full implementation of agile processes within an organisation. This thesis outlines our current research activities towards identifying and addressing important organisational and technical challenges in the agile environment. In this context, we propose a new role for traditional testers which will enable them to integrate into the agile team as well as to fully exploit their knowledge in the new context. We have conducted an elaborate industrial survey on the preferences and practices with respect to the contemporary aspects of software testing and identified test-driven development as an important technical area for improvement. A systematic review on empirical evidences related to test-driven development was performed subsequently, which revealed a list of factors limiting its widespread industrial acceptance. Knowledge of testing was identified as one of those factors and was further investigated in a controlled experiment performed with undergraduate students. Our future works aim to confirm these research findings in wider as well as industrial settings and investigate other limiting factors in detail, with the aim of providing guidelines for achieving better utilisation of testers and testing practices.
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Lau, Ming-tak Terence, i 劉銘德. "Organisational development: review and reformof the Hong Kong Customs". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2001. http://hub.hku.hk/bib/B31966573.
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Davies, Philip H. J. "Organisational development of Britain's Secret Intelligence Service 1909-1979". Thesis, University of Reading, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.363245.
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Fisk, Richard Hugh. "Health and safety development planning". Thesis, University of Surrey, 1999. http://epubs.surrey.ac.uk/2903/.
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Curtis, Graham. "Functional collusion in a UK non governmental organisation : processes of shame and exclusion from the perspective of an organisational development practitioner". Thesis, University of Hertfordshire, 2018. http://hdl.handle.net/2299/21079.
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This thesis explores the emergence of functional collusion in groups and communities. Collusion is often taken up as synonymous with conspiracy, as a negative aspect of people seeking to get an advantage by nefarious means. In contrast, the thesis points to how a form of collusion might have a function for supporting people in their ongoing relating and in doing so suggests that there are two important factors in functional collusion. The first is that contextual history is key to understanding how, without planning or discussion, collusion emerges and is maintained in groups and communities. The second is that an absence of discussion is key because bringing collusive patterns of relating into our conversations disables their continuation. This thesis argues that collusion arises as people avoid the discomfort of emotions such as shame as well as maintaining familiar patterns of power relating. As collusive patterns of relating tend to emerge undiscussed between people, the thesis suggests that deciding whether to uncover and discuss them is a matter of contextual practical judgement or phronesis as it will inevitably require the navigation of ethical dilemmas which the author argues cannot be solved simply through the application of universal rules. This thesis offers a challenge to the way people working as organisational development practitioners think about their practice, especially those working in the not-for-profit sector.
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Moffett, Sandra. "Knowledge management : issues, preparation and implementation". Thesis, University of Ulster, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.370090.
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Boyes, James Alfred. "An analysis of the barriers to UK small business web infrastructure development". Thesis, Brunel University, 2006. http://bura.brunel.ac.uk/handle/2438/5161.
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This thesis analyses the Web infrastructure development process experienced by UK Small Businesses and considers the nature and impact of the barriers and problems that affect it. In doing so the thesis combines three previously disparate streams of research; research that considers the infrastructure development process, research that considers the benefits that become available via the use of an infrastructure and research that considers the barriers to benefit realisation. Analysis reveals that while the organisational advantages and benefits are well documented, Small Businesses routinely encounter problems to their realisation. Likewise, current developmental methodologies appear ill suited for use by Small Business. This thesis addresses those gaps within current knowledge and understanding. The study utilises a multiple case study research strategy. The research design utilises multiple data collection methods to triangulate the study data thereby corroborating the accuracy, veracity and parsimony of the study findings. The study findings reveal that the development process encompasses three stages, initial development, corrective development and long-term development. The findings also reveal that as the sophistication of an infrastructure is enhanced, increasingly sophisticated benefits become available. At the same time however, barriers to development will be encountered. Each can curtail benefit realisation or can block ongoing development entirely. Within the development process, the business's owner/manager is the driving force behind development and is motivated to undertake development because of the benefits that will bring to their organisation. The thesis makes a demonstrable contribution to knowledge because its combined analysis of three previously disparate streams of research is novel as is its depiction of a three stage Web infrastructure development process. Future work can build upon this study's findings by testing the theories developed within this thesis so that they can be generalised more widely.
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Walker, Helen. "The virtual organisation : exploring issues associated with the design, development and management of this new organisational form". Thesis, University of Bath, 2000. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.760746.
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Taleb, Khalil. "The influences of organisation and culture on business growth in the insurance industry in the countries of the Gulf Cooperation Council". Thesis, University of Bristol, 2001. http://hdl.handle.net/1983/5ca3d7bb-c9f5-4fdc-b3ff-6be5997ed73f.
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Badenhorst, Johan Barend. "Development of an abbreviated job evaluation scale". Master's thesis, University of Cape Town, 1987. http://hdl.handle.net/11427/16399.
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Bibliography: pages 95-99.The aim of this study was to determine the value of individual job evaluation factors as predictors of the total value of jobs to develop an abbreviated job evaluation scale in a large assurer in South Africa. This would enable the streamlining of the' organization's existing internally developed job evaluation system. A total of thirteen jobs, evaluated by three raters at two committee meetings were analyzed using Kendall's coefficient of concordance (W} and Pearson's product-moment coefficient of correlation (r) to determine interrater reliability. A total sample of 282 jobs at middle management was drawn from the organization's bank of 1200 job evaluation records and 188 jobs were analyzed. Firstly the intensity of the correlation between the individual factor scores and total job scores was measured and, using the Pearson product-moment coefficient .of correlation (r) it was found to be significant. Secondly, factor analysis determined three underlying factors in the system, Effort, Skill and Responsibility, which were used to form the basis for building a prediction model. Thirdly, stepwise regression, performed to determine at which point the addition of extra individual factor scores would not produce a significant difference to the coefficient of determination (R2 ), isolated Competence, Decision level and Interaction as optimum combination. Using multiple linear regression and the aspects, identified above, total job scores were predicted using the balance of the sample of 94 jobs.
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Muyoba, Heritha Nankole. "Status Of Skills Development In The Financial Sector (A Namibia Case Study)". Master's thesis, Faculty of Commerce, 2019. http://hdl.handle.net/11427/31075.
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A financial sector establishes stability on the capabilities and skills of its human resources, which comprises the essential material for its growth. Therefore, it is essential that the financial service sector improves the quality of its human resources in order to ensure enough human capital that fosters ongoing growth. The Namibian Government identified the shortage of skills in the financial sector as one of the biggest obstacles in realising economic growth targets set out in Namibia’s Vision 2030. Namibia suffers from a shortage of skills in the areas of auditing, actuarial science, chartered accountancy, information technology, investment banking, property evaluation, and compliance and risk management. The objectives of the study were to investigate the nature of strategies implemented in the financial service sector in order to address skills shortages experienced by this industry, to examine development challenges encountered by the financial sector, to identify critical and scarce skills within the financial industry and to investigate skills development funding mechanisms currently utilised by employers in the financial sector in Namibia. The study aimed to document the status of skills in the financial sector since the inception of the Namibian Financial Sector Strategy and Charter in 2012 Stratified sampling was used to select a sample from the 174 institutions classified as the study population. The banking and non-banking entities sampled were categorised according to characteristics they had in common which would identify them as homogeneous. Therefore, participants were divided into sub-sector categories. The database built from surveying those institutions was stratified according to the characteristics. The research instruments were two questionnaires, one for employers and the other for universities, which were utilised to collect data. The essential finding of the research maintains that skills shortages, the expenditure budget allocated for training and the overall labour turnover in the financial sector hinders its skills development. A discussion of the study’s findings was presented and concluded with recommendations for future research. The shortage of skills and a lack of experience in the workplace, coupled with labour turnover, were identified as challenges experienced by the industry. What is evident from the study is that these challenges are not unique to Namibia but affect the global labour marketplace as well. The situation could, in part, be due to the process of globalisation.
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Patsika, Natasha. "Social connectedness, collaborative learning and student performance in an academic development programme". Master's thesis, University of Cape Town, 2009. http://hdl.handle.net/11427/18424.
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This study investigated the relationship between social connectedness, collaborative learning and the academic performance of students in an academic development (AD) programme at a South African university. A final sample of 119 students responded to a survey questionnaire containing the campus connectedness scale and the collaborative learning scale, each measured on a six-point Likert scale. A multiple regression analysis revealed that social connectedness is a significant predictor of academic performance, which was measured using grade point average (GPA). The study found that collaborative learning did not contribute to variations in GPA, however it did relate positively to social connectedness. The results provide useful information to staff in the AD programme about elements of the programme that are succeeding in supporting student achievement. Includes bibliographical references (pages 49-54).
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Faik, Isam. "Modernisation through ICTs : national development, organisational change and epistemological shifts". Thesis, University of Cambridge, 2012. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.610652.
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Rogers, Chris. "Organisational culture and the development of it in further education". Thesis, Middlesex University, 1993. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.568530.
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Watt, Emir Patrick James. "Managing deadlock : organisational development in the British First Army, 1915". Thesis, University of Edinburgh, 2018. http://hdl.handle.net/1842/31530.
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In terms of the British Army in the Great War, the study of whether or how the army learned has become the dominant historiographical theme in the past thirty years. Previous studies have often viewed learning and institutional change through the lens of the 'learning curve', a concept which emphasises that the high command of the British Army learned to win the war through a combination of trial and error in battle planning, and through careful consideration of their collective and individual experiences. This thesis demonstrates that in order to understand the complexities of institutional change in the Great War, we must look beyond ill-defined concepts such as the learning curve and adopt a more rigid framework. This thesis examines institutional change in the British First Army in the 1915 campaign on the western front. It applies concepts more commonly found in business studies, such as organisational culture, knowledge management and organisational memory, to understand how the First Army developed as an institution in 1915. It presents a five-stage model - termed the Organisational Development Model - which demonstrates how the high command of the First Army considered their experiences and changed their operational practices in response. This thesis finds that the 'war managers' decision-making was affected by a number of institutional and personal 'inputs' which shaped their approach to understanding warfare. This thesis examines the manner in which new knowledge was created and collated in the immediate post-battle period, before studying how the war managers considered new information, disseminated it across the force and institutionalised it in the organisation's formal practices, structures and routines. In a broad sense, this thesis does three things. First, by examining how the army learned it moves beyond standard narratives of learning in the British Army in the Great War and highlights the complex interplay between personal and institutional learning processes. Second, by focusing on institutional change in the 1915 campaign, it sheds new light on an understudied yet crucial part of the British war experience. Finally, in creating the Organisational Development Model, it provides a robust platform on which future research can be built.
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Lau, Ming-tak Terence. "Organisational development : review and reform of the Hong Kong Customs /". Hong Kong : University of Hong Kong, 2001. http://sunzi.lib.hku.hk:8888/cgi-bin/hkuto%5Ftoc%5Fpdf?B23295594.
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Panyik, Emese. "A governance approach to integrated rural tourism: factors influencing organisational performance and tourism support of local development organisations". Doctoral thesis, Universidade de Aveiro, 2012. http://hdl.handle.net/10773/10309.
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Doutoramento em Gestão em TurismoAo longo das últimas três décadas, o envolvimento das comunidades na formulação de políticas locais tem vindo a ganhar cada vez mais atenção como uma abordagem sustentável para o desenvolvimento rural na União Europeia (UE) e no mundo. Emergendo da globalização, novas estruturas de governação têm desafiado a base territorial restricta da autoridade do Estado soberano através do envolvimento de uma rede complexa e de autoorganização de atores governamentais e não-governamentais na tomada de decisões coletivas. A reestruturação territorial e institucional das zonas rurais, associada à expansão da governança rural, ganhou atenção considerável na literatura. No entanto, o potencial de empregar princípios de governança como fatores que determinam as direções de desenvolvimento rural através de desempenho organizacional e apoio no turismo não tem sido amplamente explorado na literatura. Deste modo, o principal objetivo desta tese consiste no emprego de ‘integração’, ‘participação’ e ‘empowerment’ como fatores críticos que influenciam os rumos do desenvolvimento rural (1) através do desempenho organizacional das organizações de governança rural e (2) apoio no turismo de organizações de desenvolvimento rural tendo em vista a validação da abordagem de governança para o turismo integrado. Ao longo deste duplo objectivo geral, a tese é dividida numa componente qualitativa de ‘desempenho’ e numa componente quantitativa de ‘apoio’. Seguindo uma abordagem sistemática baseada num sistema conceptual, foram realizadas 38 entrevistas em profundidade com pessoas chave envolvendo gestores do programa LEADER da UE na Hungria (34% do número total de Grupos de Ação Local [GAL]), seguido por um levantamento de campo transversal realizado através de um sistema de recolha de dados na Internet, tendo resultado em 662 questionários válidos para uma taxa de resposta de 63.6%. Os resultados da componente “desempenho” revelaram padrões na implementação dos princípios de governança, que por sua vez permitiram a identificação de fatores que permitem e restringem o desempenho organizacional. Os resultados da componente “apoio” permitiram destacar que o ponto de vista de redes de desenvolvimento local nos princípios de governança não é homogéneo. Diferenças significativas foram encontradas entre organizações responsáveis pelo planeamento e os grupos de aconselhamento. Contudo, os resultados sugeriram que a dimensão sustentável de turismo rural integrado é um prognosticador da contribuição do turismo para o desenvolvimento global da comunicade e para o apoio do turismo ao longo das redes de desenvolvimento local. Este estudo responde a uma necessidade crescente de investigação, que resulta da proliferação à escala mundial de formações de governança em sistemas de administração pública, tanto no lado dos investigadores como no lado dos praticantes.
Over the past three decades, community involvement in local policy-making has gained increasing attention as a sustainable approach to rural development in the European Union (EU) and worldwide. Emerging from globalisation, new governance structures have challenged the strict territorial base of sovereign state authority by involving a complex, self-organising network of governmental and non-governmental actors in collective decisionmaking. The territorial and institutional restructuring of rural areas associated with the expansion of rural governance has gained considerable attention in the literature. However, the potential of employing governance principles as factors determining the directions of rural development through organisational performance and tourism support has not been the focus of analyses. Thus, the main objective of this thesis is to employ ‘integration’, ‘participation’ and ‘empowerment’ as critical factors influencing the directions of rural development through (1) organisational performance and (2) tourism support of rural governance organisations in order to validate a governance approach to integrated tourism. Along this two-fold general objective, the thesis is divided into a qualitative ‘performance’ component, and a quantitative ‘support’ component. Following a systematic approach based on a conceptual framework, 38 indepth, key-informant interviews were conducted with programme managers of the EU LEADER initiative for participatory rural development in Hungary (34% of the overall number of LEADER Local Action Groups [LAGs]), followed by a cross-sectional field survey undertaken by Internet-based data collection from four local development networks including the LAGs, resulting in 662 usable questionnaires for a 63.6% response rate. Findings of the ‘performance’ component revealed patterns in the implementation of governance principles, which in turn allowed for the identification of enabling and restricting factors of organisational performance. Results of the ‘support’ component highlighted that the view of local development networks on governance principles is not homogenous. Significant differences have been found between organisations with a planning competence and the advisory offices. However, the results suggest that the sustainable dimension of integrated rural tourism is a predictor of the contribution of tourism to overall community development and tourism support across local development networks. This investigation responds to an increasing need of research resulting from the worldwide proliferation of governance formations in public administration systems on both the researchers and the practitioners’ side.
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George, Munique. "A study of investigating organisational justice perceptions and experiences of affirmative action in a learning and development organisation". Thesis, University of the Western Cape, 2011. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_5783_1320150285.
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There have been good arguments made for the development of aggressive affirmative action policies with the end goal of quickly moving black South Africans into corporate and high ranks within management of organisations. One of the central arguments in favour of aggressive AA policies is the risk of racial polarization post-apartheid should a quick fix not be initiated. It makes good business and economic sense for AA policies to be implemented as black consumers coupled with black managers will have the eventual end point of lower unemployment and crime, through job creation and security of the representative majority.
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Broome, John Richard Napier. "Stress management and organisation development : effects of transcendental meditation on psychological, physiological, and organisational variables at the worksite". Doctoral thesis, University of Cape Town, 1995. http://hdl.handle.net/11427/9652.
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Bibliography: p. 348-363.This study evaluated the effectiveness of a stress reduction intervention (SRI) offered to employees at one worksite where 80 were employed. 41 Volunteers (aged 21-65) participated in Transcendental Meditation (TM), and 18 (aged 19-46) in Progressive Muscle Relaxation (PMR). Two groups did not attend the SRI. These were 11 non-volunteers for the SRI (aged 25-58) who served as on-site controls, while 16 outside attendees (aged 27-44) of a personal productivity workshop served as offsite controls. All subjects completed a standardised stress symptoms questionnaire (SCL-90-R) before and after the SRI. On-site subjects also had blood pressure, heart and breath rates measured by a trained nurse and completed a company climate questionnaire-before and after the SRI. Structured interviews were conducted at three year followup. An hypothesis that test groups would show significant reductions in psychological stress symptoms was supported at 6-week (TM p<0,0001, PMR p<0,001) and 5,5 month followup (p<0,0002, paired-t). TM groups showed significant reductions in blood pressure at 5,5 month followup (p<0,05). Overall company climate showed improvement at 6 weeks which tended to reverse at 5,5 months, following retrenchment of 10 staff. Psychological and physiological variables were found to be positively correlated. Non-volunteer on-site controls appeared to benefit almost as much as those who received training, whereas off-site controls did not. Company effectiveness improved over three years following the intervention though causality was not addressed.
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Shah, Naimatullah. "Determinants of employee readiness for organisational change". Thesis, Brunel University, 2009. http://bura.brunel.ac.uk/handle/2438/4460.
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Organisations are continually confronting challenges to remain competitive and successful, which compels organisations to regularly re-evaluate their strategies, structures, policies, operations, processes and culture. Managing change effectively is however a main challenge in the change management domain because of massive human involvement. Thus, managers and change agents are eager to know how to encourage and effectively prepare employees for change situation. The aim of this doctoral study was to examine the determinant of employee readiness for organisational change. The objectives were to investigate employee commitment to the organisation and career and social relationships factors in public sector higher educational institutions of Pakistan where various change reforms has been introduced recently. This empirical study proceeded by a systematic review of literature that led to development of a conceptual model. The data was collected from a sample of teaching employees by using a survey questionnaire. Data was analysed using descriptive statistics and exploratory factor analysis run on statistical package for social sciences and confirmatory factor analysis on the structural equation modelling as well as on applied analysis of moment structure to assess the model fit of the study and hypotheses testing. Results showed that independent variables (emotional attachment, feeling of pride, pay/wages/rewards, promotion, job satisfaction, job involvement and social relationships in the workplace) were positively and significantly correlated to the dependent variable (readiness for organisational change). However, two variables i.e. supervisor and peer relations, and training and skills development were not found positive and significant to the readiness for organisational change. This study has methodological limitations, as it is a cross sectional study that used a survey questionnaire only in public sector higher education sector. This study provides empirical evidence for employee readiness predictor variables for organisational change. This study may contribute to the literature on change management, particularly for Pakistan, and may assist the management, change agents and practitioners of human resources management and development, and organisational behaviour in assessing, designing and evaluating new or existing programmes for organisational change.
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Huyse, Huib. "Workplace and organisational learning in development aid : a case study of a Belgian development agency". Thesis, University of Sussex, 2011. http://sro.sussex.ac.uk/id/eprint/7058/.
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This thesis investigates workplace and organisational learning over the period 2000-2010 in a Belgian development agency (VVOB), involved in the implementation of educational development projects. It explores some of the structural causes of the perceived learning deficit at the project and the agency-wide level, and links it with similar findings in other development agencies. For the project level, two case studies in Zimbabwe (ZimPATH and St2eep) were selected in which the project's management invested significantly in team learning. These practices were put against the learning support activities that the head office was catering for. The study follows a qualitative case-study design inspired by phronetic-based research (Flyvbjerg, 2001), and utilises a mixed method approach to data collection involving a variety of research instruments. The author of the thesis worked in different positions in the field and in the head office (1997-2007). An improved version of the concept of learning patterns (Sterck, 2004) is introduced to gain insights in the tenacity of learning practices. It is derived from an in-depth analysis of the underlying characteristics of the formal and informal learning activities. Important drivers of the observed learning patterns are argued to be axiological in nature. These result in strongly diverging views about why learning should happen, what should be learned, and how learning should be organised. These views are captured and analysed through a newly constructed concept, the learning support framework. The findings for project level learning are multiple and point at the importance of both intra-organisational and external factors. The working environment of the two case study projects was characterised by internal (micro-political) and external (institutional and socio-economic) sources of pressure that seriously complicated learning processes. However, evidence is provided that both project teams managed to develop powerful learning processes. The ‘situated' learning patterns of ZimPATH and St2eep shared a view of learning as a strategy to deal with the complexity of work. Knowledge was regarded as a process, with a focus on knowledge creation and the use of local knowledge. Both projects integrated learning in their daily practice via the extensive use of social learning practices and by creating conducive conditions for implicit learning. The bulk of these practices was going under the radar in the head office. It treated implicit learning rather passively and it hardly addressed the structural factors hindering such learning. As a consequence, teams without skills and insights into workplace learning were largely left on their own. The analysis of agency-wide learning in VVOB confirms research that indicates that ‘tacit knowledge does not travel easily' (Gertler, 2003, p.84). The strong bias towards vertical learning processes, ICT-solutions and the codification of knowledge created a bureaucratic learning pattern. It did not stop VVOB from entering into a profound crisis. A severe institutional emergency, triggered by external pressure of back donors and institutional partners in the years 2005 and 2006, together with changes in the management brought the momentum for change. The resulting improvements in learning at the field level were, however, not replicated for agency-wide learning. This is linked in the thesis with a lack of ‘institutional proximity' (Gertler, 2003). Initiatives introducing changes in existing learning practices are deemed to face fierce resistance unless they take into account crucial internal factors (such as the configuration of views, interests and history with regard to knowledge and learning), and various external causes of pressure. An alternative 3 step approach is proposed. In conclusion, unless development agencies and back-donors become more responsive towards the challenges of sharing tacit knowledge across organisational, institutional, cultural and power divides, projects like ZimPATH and St2eep are likely to remain pockets of innovation.
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Goldsmith, Alistair Lindsay. "The development of the city of Glasgow police c.1800 - c.1939". Thesis, University of Strathclyde, 2002. http://oleg.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=21167.
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