scholarly journals The relationship between organisational culture and strategy formulation in South African firms

2002 ◽  
Vol 33 (1) ◽  
pp. 21-29 ◽  
Author(s):  
F. W. Struwig ◽  
E. E. Smith
Keyword(s):  
South African ◽  
Organisational Culture ◽  
Strategy Formulation ◽  
Empirical Survey ◽  
Significant Relationships ◽  
Individual Concepts ◽  
The Individual ◽  
The Relationship ◽  
Self Administered Questionnaire

In this article the relationship between organisational culture and strategy formulation in South African firms is investigated. The intention is to analyse whether South African firms with specific organisational culture types formulate strategies in the same manner. Literature available on the individual concepts of organisational culture and strategy formulation is extensive, but the relationship between the two concepts is generally ignored. During the empirical survey a self-administered questionnaire was send to 3000 firms. The culture type exhibited by firms was compared to the manner in which these firms formulate strategies. The findings confirm statistical significant relationships between firms with different organisational culture types and how strategies are formulated. Firms should therefore increase their emphasis on aligning culture and strategy.

scholarly journals The relationship between organisational culture and financial performance: Some South African evidence

1998 ◽  
Vol 29 (1) ◽  
pp. 30-40 ◽  
Author(s):  
W. Z. Van Der Post ◽  
T. J. De Coning ◽  
E. V.D.M. Smit
Keyword(s):  
Financial Performance ◽  
South African ◽  
Corporate Culture ◽  
Organisational Culture ◽  
Managerial Values ◽  
Beliefs And Values ◽  
The Individual ◽  
The Relationship ◽  
And Task

Although statistical evidence seems to be lacking. it is at present widely acknowledged that organisational culture has the potential of having a significant effect on organisational performance. An analysis of sustained superior financial performance of certain American organisations has attributed their success to the culture that each of them had developed. It has been proposed that these organisations are characterised by a strong set of core managerial values that define the ways in which they conduct business. how they treat employees, customers, suppliers and others. Culture is to the organisation what personality is to the individual. It is a hidden but unifying force that provides meaning and direction and has been defined as the prevailing background fabric of prescriptions and proscriptions for behaviour, the system of beliefs and values and the technology and task of the organisation together with the accepted approaches to these. Recent studies have indicated that corporate culture has an impact on a firm's long-term financial performance: that corporate culture will probably be an even more important factor in determining the success or failure of firms in the next decade; that corporate cultures that inhibit long-term financial performance are not rare and that they develop easily. even in firms that are staffed by reasonable and intelligent people; and that corporate cultures, although difficult to change, can be made more performance enhancing. The purpose of this study, therefore, was to establish the statistical relationship between organisational culture and financial performance.

scholarly journals The interaction between training and change in South African organisations

2000 ◽  
Vol 31 (3) ◽  
pp. 113-119
Author(s):  
Miemie Struwig ◽  
Elroy Smith ◽  
Danie Venter
Keyword(s):  
South African ◽  
Correlation Coefficients ◽  
Organisational Change ◽  
Literature Study ◽  
Traditional Role ◽  
Empirical Survey ◽  
Significant Relationships ◽  
Strategic Plans ◽  
Self Administered Questionnaire

This article outlines the results of a study which investigates the interaction between training and change in South African organisations. A literature study provides a theoretical foundation which explains the nature of the interaction between training an change in the organisation. An empirical survey was conducted, using a self-administered questionnaire which was sent to 365 training practitioners to test six null-hypotheses. To prove the stated hypotheses, specific statistical methods, such as analysis of variance and correlation coefficients, are used. The results showed highly significant relationships between training and organisational change variables (one of the null-hypotheses was rejected). The results indicated that management should use training to facilitate change in the organisation. This, however, requires a shift in emphasis regarding the traditional role of training in the organisation. Training should be placed at the centre of human resources practices and the strategic plans of the organisation.

Co-creating the Psychological “White Picket Fence”: Three Gay Couples’ Relationship Reconfiguration

2020 ◽  
Vol 8 (2) ◽  
Author(s):  
Prevan Moodley ◽  
Francois Rabie
Keyword(s):  
Grounded Theory ◽  
South African ◽  
Gay Couples ◽  
Core Category ◽  
Picket Fence ◽  
Open Relationship ◽  
The Individual ◽  
The Relationship ◽  
Porous Boundaries

Many gay couples engage in nonmonogamous relationships. Ideas about nonmonogamy have historically been theorised as individual pathology and indicating relational distress. Unlike mixed-sex couples, boundaries for gay couples are often not determined by sexual exclusivity. These relationships are built along a continuum of open and closed, and sexual exclusivity agreements are not restricted to binaries, thus requiring innovation and re-evaluation. Three white South African gay couples were each jointly interviewed about their open relationship, specifically about how this is negotiated. In contrast to research that uses the individual to investigate this topic, this study recruited dyads. The couples recalled the initial endorsement of heteronormative romantic constructions, after which they shifted to psychological restructuring. The dyad, domesticated through the stock image of a white picket fence, moved to a renewed arrangement, protected by “rules” and imperatives. Abbreviated grounded theory strategies led to a core category, “co-creating porous boundaries”, and two themes. First, the couple jointly made heteronormative ideals porous and, second, they reconfigured the relationship through dyadic protection. The overall relationship ideology associated with the white picket fence remained intact despite the micro-innovations through which the original heteronormative patterning was reconfigured.

scholarly journals The measurement of consumer satisfaction with selected elements of the total retail experience: An exploratory study of fast food and supermarket retailers

2001 ◽  
Vol 4 (1) ◽  
pp. 99-117
Author(s):  
N. S. Terblanche ◽  
C. Boshoff
Keyword(s):  
Customer Satisfaction ◽  
South African ◽  
Fast Food ◽  
Consumer Satisfaction ◽  
Shopping Experience ◽  
Fast Food Restaurants ◽  
The Individual ◽  
Retail Shopping ◽  
The Impact ◽  
The Relationship

Although attempts have been made to identify some of the dimensions of retail shopping experience, these have been largely fragmented and uncoordinated. No attempt has yet been made to combine the efforts of many retailing students into a comprehensive model that accurately describes the total retailing experience. Also, very little is known about the relationship between the individual dimensions of retail shopping and customer satisfaction. This study attempts to reduce this gap in South African retailing literature by, first modelling the total retailing experience and, then, assessing the influence of selected individual retailing dimensions on customer satisfaction. It also investigates whether the impact of these dimensions of the retailing experience differs between fast food restaurants and supermarket retailers. The empirical results suggest a fairly consistent pattern of relationships between fast food restaurants and supermarkets.

scholarly journals Is “Individual Focused” Leadership More Effective And Satisfying Than “Group Focused” Leadership! An Empirical Research

2019 ◽  
Vol 8 (3) ◽  
pp. 6612-6621
Keyword(s):  
Transformational Leadership ◽  
Leadership Style ◽  
Leader Effectiveness ◽  
Intellectual Stimulation ◽  
Empirical Survey ◽  
Extra Effort ◽  
Idealized Influence ◽  
The Individual ◽  
The Relationship ◽  
Bass And Avolio

Purpose- The purpose of this paper is to explore the relationship between individual focused and group focused Transformational Leadership and outcomes measured in terms of extra effort, effectiveness and satisfaction through an empirical survey in three Indian industry segments. Transformational leadership is a leadership form which is fully evolved. Leadership is essentially motivating others but not coercing them. The focus of transformational leadership is to change the thought process of the followers to enable them to contribute their might for the organization instead of seeking rewards from the organization. Transformational leadership was explained in detail by James M Burns and was further elaborated by Bass and Avolio as consisting of five leadership constructs ie idealized influence related to the leader’s behaviors, idealized influence related to the leader’s attributes, inspirational motivation, intellectual stimulation, and individualized consideration. Process- Correlation between Transformational leadership and its impact in motivating people has been an interesting subject to evaluate. Bass and Avolio developed MLQ ( Multi factor leadership questionnaire ) to carry out such a study. This survey was carried out in a large Indian Paper and Paperboard manufacturing division, a tobacco division and an agri division of an enterprise of repute in which about 326 managers participated and the survey findings were subjected to statistical analysis. Findings-Transformational leadership is reputed to enhance employee satisfaction, motivation, technological innovation, and leader effectiveness ratings. While all of these have been proved by the survey quoted above, it was interesting to note the relationship between Individual focused leadership and Group focused leadership and the outcomes measured in terms of extra effort, effectiveness and satisfaction. Research limitations-In the empirical survey carried out, participants were males which is a limitation caused by non availability of lady managers. Originality/value-The current research compared the individual constructs of the Leadership style in terms of Individual focused leadership and Group focused leadership and each of the outcomes in detail and established their relationship.

scholarly journals A Framework For Linking Process Factors To Organisational Performance In A Government Department

2014 ◽  
Vol 13 (5) ◽  
pp. 981 ◽  
Author(s):  
Chengedzai Mafini ◽  
David Rabolane Isaac Pooe
Keyword(s):  
Public Sector ◽  
South African ◽  
Organisational Performance ◽  
Gauteng Province ◽  
The Public ◽  
Government Department ◽  
Significant Relationships ◽  
Organisational Process ◽  
Process Factors ◽  
The Relationship

Organisational performance in the public sector in South Africa remains an issue of concern, due to the fact that most government departments continue to perform below the expected standard. This presented an impetus to conduct research on organisational performance in the sector on a continuous basis, in order to find current solutions. In this study, the relationship between organisational performance and four organisational process factors; namely, organisational structure, change, teamwork, and leadership in a South African government department was examined. A conceptual framework and four hypotheses which linked these four process factors and organisational performance were proposed. A six-section survey questionnaire was administered to 272 randomly selected members of a government department who were based in Gauteng Province. The proposed relationships were tested using a combination of Pearsons correlation coefficient and multiple regression analysis. Positive and statistically significant relationships were observed between organisational performance and the four process factors, leading to the acceptance of all hypotheses. The framework proposed in the study may be used in the diagnosis of performance problems in the public sector.

scholarly journals Toxic leadership: Effects on job satisfaction, commitment, turnover intention and organisational culture within the South African manufacturing industry

2020 ◽  
Vol 18 ◽  
Author(s):  
Amelda Paltu ◽  
Marissa Brouwers
Keyword(s):  
Job Satisfaction ◽  
South African ◽  
Turnover Intention ◽  
Organisational Culture ◽  
The Body ◽  
Toxic Leadership ◽  
Job Outcomes ◽  
The Impact ◽  
The Relationship ◽  
Insight Into

Orientation: The impact of toxic leadership on employees and organisations has only recently become the focus of certain research studies.Research purpose: The general objective of this research was to investigate the relationship between toxic leadership, job satisfaction, turnover intention and commitment. The aim further was to test whether organisation culture mediates the relationship between toxic leadership and certain job outcomes such as job satisfaction, turnover intention and commitment.Motivation for the study: Currently, no knowledge is available on the relationships between toxic leadership and job outcomes within the context of South African manufacturing organisations. Therefore, this study provides South African organisations and researchers with an insight into such a relationship and the mentioned mediation of organisational culture in the process.Research approach/design and method: A cross-sectional research design with a sample size of N = 600 manufacturing employees was used. Product–moment correlations, multiple regression and structural equation modelling were used.Main findings: The test results returned both direct and indirect effects for all the relationships, which indicated only partial mediation in all the tested relationships.Practical/managerial implications: The results provided organisations’ insight into the possible consequences of toxic leadership on employees and the organisations’ culture.Contribution/value-add: The improved understanding of toxic leadership and the relationship with certain job outcomes contributes to the body of knowledge on both the theory of toxic leadership and on employees’ experience of such leadership styles in the work environment.

Festival Leadership, Structures and Roles

2019 ◽  
Author(s):  
Jennie Jordan
Keyword(s):  
Daily Basis ◽  
Organisational Culture ◽  
Chief Executives ◽  
General Terms ◽  
The Individual ◽  
Cultural Sector ◽  
The Relationship ◽  
Creative Vision ◽  
Management Issues

Running or working for a festival, you will find that you have to deal with issues related to structure and staff roles almost on a daily basis. These management issues will sit alongside leadership questions about your festival’s purpose, values, governance and ethos. In this chapter, you will be introduced to leadership models and different management structures and roles within festival production. The chapter will emphasise the role of leadership in the cultural sector, including artistic and creative vision. It will introduce the concept of organisational culture and discuss the relationship between structure, culture and values. It will also discuss and illustrate the key roles in festival management and delivery. So, what does the term ‘leadership’ mean and how does it differ from the term ‘manager’ which is also often used to describe people in authority? Titles have over the years changed, so what were once ‘managing directors’ at the top of companies are now ‘chief executives. So, are leaders and managers or directors and chief executives the same role but by a different name? The answer is that it very much depends on the individual and the organisation. But in general terms leaders and managers are now thought of in different terms, both in terms of skills and roles.

scholarly journals Can You Recognize an Effective Teacher When You Recruit One?

2011 ◽  
Vol 6 (1) ◽  
pp. 43-74 ◽  
Author(s):  
Jonah E. Rockoff ◽  
Brian A. Jacob ◽  
Thomas J. Kane ◽  
Douglas O. Staiger
Keyword(s):  
New York ◽  
Teacher Selection ◽  
Effective Teacher ◽  
Specific Content ◽  
Math Teachers ◽  
Significant Relationships ◽  
Two Factors ◽  
Individual Variables ◽  
The Individual ◽  
The Relationship

Research on the relationship between teacher characteristics and teacher effectiveness has been underway for over a century, yet little progress has been made in linking teacher quality with factors observable at the time of hire. To extend this literature, we administered an in-depth survey to new math teachers in New York City and collected information on a number of nontraditional predictors of effectiveness, including teaching-specific content knowledge, cognitive ability, personality traits, feelings of self-efficacy, and scores on a commercially available teacher selection instrument. We find that only a few of these predictors have statistically significant relationships with student and teacher outcomes. However, the individual variables load onto two factors, which measure what one might describe as teachers' cognitive and noncognitive skills. We find that both factors have a moderately large and statistically significant relationship with student and teacher outcomes, particularly with student test scores.

scholarly journals Lonely places or lonely people? Investigating the relationship between loneliness and place of residence

2019 ◽  
Author(s):  
Christina R Victor ◽  
Jitka Pikhartova
Keyword(s):  
Los Angeles ◽  
Social Engagement ◽  
Later Life ◽  
Individual Level ◽  
Significant Relationships ◽  
Established Relationship ◽  
The Individual ◽  
Area Classification ◽  
The Relationship ◽  
Deprived Areas

Abstract Background: Loneliness in later life is largely presented as a problem of the individual focusing upon antecedents of loneliness such as demographic or health factors. Research examining the role of the broader living environments is rarer. We examined the relationship between loneliness and three elements of the lived environment: geographical region, deprivation, and area classification (urban or rural). Methods: Our sample consisted of 4,663 core members (44% males) aged 50+ (base wave mean age 65.5, S.D=.7.9) present in waves 3 (2008) and 7 (2014) of the English Longitudinal Study of Ageing (ELSA) which both included questions about individual-based and area-based loneliness. Loneliness was measured using two approaches- the three item University of California Los Angeles (UCLA) scale (ranging from 3 =not lonely to 9= lonely and using cut off at level 6+ marking loneliness) which assessed individual-based (self-reported) loneliness, and a novel self-rated evaluation by participants of how often they felt lonely in their area of residence (area-based; ranging from 1=often to 7=never, using cut off 4+). The lived environment was classified in three different ways: the Index of Multiple Deprivation (IMD), Government Office Regions (GOR), and as urban or rural. Covariates with established relationship with loneliness including demographic factors, social engagement and health, were included in the analyses. Results: In wave 7, individual-based loneliness was reported by 18% and area-based loneliness by 25% of participants. There was limited congruence between measures: 68% participants reported no individual- or area-based loneliness and 9% reported loneliness in both areas. Adjusting for individual co-variates, a significant association was observed only for the association between area-based loneliness and deprivation measure area characteristic, with higher levels of loneliness in more deprived areas (OR=1.4 for highest quintile of deprivation). No other significant relationships were observed regarding other types of area characteristics. Conclusions: Our results indicate that loneliness in older adults is higher in the most deprived areas independent of individual-level factors. In order to develop appropriate interventions further research is required to investigate how area-level factors combine with individual-level loneliness vulnerability measures to generate increased levels of loneliness in deprived areas.

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