scholarly journals Conditions for coaching to contribute to the adjustment of black African professionals

2018 ◽  
Vol 16 ◽  
Author(s):  
Heidi M. Le Sueur ◽  
Valerie Tapela
Keyword(s):  
South Africa ◽  
Cross Cultural ◽  
The Body ◽  
Adjustment Process ◽  
Black African ◽  
Professional Groups ◽  
Coaching Intervention ◽  
Managerial Implications ◽  
Value Add ◽  
The Individual

Orientation: Efforts to attract and retain black African professionals in Cape Town-based organisations are often met with challenges. Coaching has been identified as a potential strategic contributor for developing a sense of inclusivity and successful adjustment for black African professionals.Research purpose: The study investigated the contribution that coaching makes and aimed at understanding the conditions required for coaching to support the adjustment process during relocation.Motivation for the study: Too little is known in South Africa of how coaching can impact the adjustment during relocation. There is a need to identify key conditions that would enable a successful coaching process for migrating groups in the larger South African context.Research design/approach and method: A qualitative inductive methodology approach was followed to guide the study, consisting of 11 in-depth interviews with three different professional groups to elicit various perspectives.Main findings: It can be concluded that coaching contributes to black African professionals’ adjustment to living and working in South Africa. The success of the coaching outcome and capability for adjustment depends on the individual, the coach and the environment in which they work. The supporting conditions that were commonly found from the three professional groups were support and space for the individual, while depth and match played a key role according to coaches and human resource (HR) professionals.Practical/managerial implications: This article provides guidelines and recommendations for HR and senior managers in any organisation that experiences a complexity infused by racial and cultural diversity within its internal and external context. The study shows ways in which coaching as a tool can be useful in dealing with cross-cultural dynamics that prevail in South Africa and South Africa-based organisations especially during relocation adjustment.Contribution/value-add: The body of knowledge contributes to understanding coaching in a diverse society reflected in cross-cultural organisations and the key conditions influencing the coaching intervention during an adjustment process.

scholarly journals A review of four decades of research in organisational career psychology by academia in South Africa

2012 ◽  
Vol 13 (1) ◽  
Author(s):  
Dries Schreuder ◽  
Melinde Coetzee
Keyword(s):  
South Africa ◽  
South African ◽  
Career Guidance ◽  
The Body ◽  
Future Research ◽  
Career Interventions ◽  
Career Psychology ◽  
Managerial Implications ◽  
Value Add ◽  
Career Research

Orientation: Career research in organisations has increased in importance since the 1970s, which heralded new directions for organisational career research and practice both globally and nationally. Research purpose: The study critically reviewed trends in organisational career psychology research in South Africa from 1970 to 2011 in terms of global and present national challenges that require empirical investigation in the contemporary South African world of work context.Motivation for the study: The increasingly complex contexts, in which people have been pursuing their careers since the catalytic 1970s, demand the continuous generation and development of knowledge for the benefit of the discipline and practice of careers.Research design, approach and method: A broad systematic review was carried out to analyse documented academia research (N = 110) on careers from 1970 to 2011, which was published in six accredited South African scientific journals.Main findings: Much of the research addressed issues pertaining to career theory and concepts, the world of work and career assessment and technology. Career development, professional issues and organisational career interventions in the multi-cultural South African context appear to be under-researched.Practical/managerial implications: The insight derived from the findings can be employed by academia and researchers, in this field, to plan future research initiatives that will contribute to the profession and practice of career guidance and counselling in the contemporary workplace.Contribution/value-add: The findings provide preliminary insight that adds to the body of knowledge concerned with career studies in the South African organisational context.

scholarly journals An investigation of career change using a narrative and story-telling inquiry

2012 ◽  
Vol 13 (1) ◽  
Author(s):  
Willie T. Chinyamurindi
Keyword(s):  
Distance Learning ◽  
Personal Growth ◽  
Structural Changes ◽  
Career Change ◽  
Well Being ◽  
The Body ◽  
Managerial Implications ◽  
Value Add ◽  
The Individual ◽  
The Impact

Orientation: The role of the career change experience has been investigated in this research. Understanding career change will assist with organisational interventions for the support and retention of employees.Research purpose: The study explores the factors that influence career change amongst a sample of distance learners.Motivation for the study: Distance learning is becoming popular in South Africa as individuals can work and learn simultaneously. Some people use distance learning to facilitate career change.Research design, approach and method: A narrative and storytelling inquiry was used. Data was obtained through unstructured interviews by purposive sampling.Main findings: Sources of career change included personal growth and ambition, and structural changes in relation to current work. The career change experience was found through participants’ stories and narratives to influence individual well-being. Finally, distance learning was favoured as a vehicle for career change for its flexibility and low cost.Practical/managerial implications: Organisations will benefit from an understanding of employee career change experiences as identified in this study. Arising from this, support and retention interventions can be put in place.Contribution/value-add: The research study shifts attention to career change as part of the career decision-making process. This focus is an emerging area of inquiry in the careers literature. This adds to the body of knowledge by identifying, in a South African context, the factors influencing career change and the impact of this on the individual. Interventions for individuals and organisations are suggested.

scholarly journals Developing and supporting coordinators of structured mentoring schemes in South Africa

2010 ◽  
Vol 8 (1) ◽  
Author(s):  
Penny Abbott ◽  
Xenia Goosen ◽  
Jos Coetzee
Keyword(s):  
South Africa ◽  
Qualitative Data ◽  
Descriptive Statistics ◽  
Job Description ◽  
Different Types ◽  
Managerial Implications ◽  
People Development ◽  
Value Add ◽  
Purposive Sample ◽  
The Coordinator

Orientation: Mentoring is considered to be such an important contributor to accelerated people development in South Africa that structured mentoring schemes are often used by organisations. There are at present few sources of development and support for coordinators of such schemes.Research purpose: The aim of this research is to discover what the characteristics of coordinators of structured mentoring schemes in South Africa are, what is required of such coordinators and how they feel about their role, with a view to improving development and support for them.Motivation for the study: The limited amount of information about role requirements for coordinators which is available in the literature is not based on empirical research. This study aims to supply the empirical basis for improved development and support for coordinators.Research design and method: A purposive sample of 25 schemes was identified and both quantitative and qualitative data, obtained through questionnaires and interviews, were analysed using descriptive statistics and thematic analysis.Main findings: Functions of coordinators tend to be similar across different types of mentoring schemes. A passion for mentoring is important, as the role involves many frustrations. There is little formalised development and support for coordinators.Practical/managerial implications: The study clarifies the functions of the coordinator, offers a job description and profile and makes suggestions on how to improve the development of the coordinator’s skills.Contribution/value-add: An understanding of what is required from a coordinator, how the necessary knowledge and skills can be developed and how the coordinator can be supported,adds value to an organisation setting up or reviewing its structured mentoring schemes.

scholarly journals Transformative consumer research: Its origins and possible enrichment of the field of consumer research in South Africa

2014 ◽  
Vol 40 (1) ◽  
Author(s):  
Leona M. Ungerer
Keyword(s):  
South Africa ◽  
Consumer Research ◽  
Well Being ◽  
Research Approach ◽  
Research Areas ◽  
Traditional Research ◽  
Managerial Implications ◽  
Additional Approach ◽  
Value Add ◽  
Transformative Consumer Research

Orientation: This article provides a rationale for considering transformative consumer research as a research approach for investigating the relationship between consumption and consumers’ well-being in South Africa.Research purpose: The purpose of this study is to explore the principles underlying transformative consumer research, including how it differs from traditional research methods and pointing out some established research areas in this field.Motivation for the study: Apart from pointing to a lack of literature, this article highlights the relevance of this approach for emerging countries by investigating the principles and practices embedded in transformative consumer research. It provides some indication of how an investigation of these areas may contribute to enhancing the relevance of consumer research to its various stakeholders.Research design, approach and method: The author used a literature review to conduct the study.Main findings: It appears that consumer research currently lacks external and internal relevance. A transformative consumer-research approach may address some of the fundamental problems in the way consumer psychologists plan and conduct their research, contributing to this lack of relevance.Practical/managerial implications: Most stages of the traditional research approach may need to be adapted for transformative research purposes. Some approaches appear particularly suited to transformative consumer research, including revelatory, incendiary, policy, participatory and coalition research. Contribution/value-add: This study’s primary contribution stems from suggesting a rather novel additional approach to enhance the relevance of consumer research in South Africa, pointing out some established practices in the field of transformative consumer research and suggesting how they may augment consumer research in South Africa.

scholarly journals Inner strategies of coping with operational work amongst SAPS officers

2013 ◽  
Vol 39 (2) ◽  
Author(s):  
Masefako A. Gumani ◽  
Mattheus E. Fourie ◽  
Martin J. Terre Blanche
Keyword(s):  
Coping Strategies ◽  
Critical Incident ◽  
The Body ◽  
Traumatic Experiences ◽  
Critical Incident Stress Debriefing ◽  
Critical Incident Stress ◽  
South African Police Service ◽  
Managerial Implications ◽  
Value Add ◽  
The Impact

Orientation: Identification of the inner coping strategies used by South African Police Service (SAPS) officers who do operational work is something the SAPS should consider to ensure the officers’ management of trauma and efficiency at work.Research purpose: The objective of this study was to describe inner coping strategies used by officers in the Vhembe district (South Africa) to reconstruct stressful and traumatic experiences at work.Motivation for the study: Most studies on coping amongst SAPS officers focus on organisational stress and not on the impact of the officers’ operational work.Research design, approach and method: An exploratory design was used and 20 SAPS officers were selected through purposive sampling. In-depth face-to-face and telephone interviews, as well as diaries were used to collect data, which were analysed using content thematic data analysis.Main findings: The results showed that the main categories of coping strategies that led to management of the impact of operational work amongst the selected sample were centred around problem-focused and emotion-focused strategies, with some use of reappraisal and minimal use of avoidance. Considering the context of the officers’ work, the list of dimensions of inner coping strategies amongst SAPS officers should be extended.Practical/managerial implications: Intervention programmes designed for the SAPS, including critical incident stress debriefing, should take the operational officers’ inner strategies into account to improve the management of the impact of their work.Contribution/value-add: This study contributes to the body of knowledge on the inner coping strategies amongst SAPS officers, with special reference to operational work in a specific setting.

scholarly journals Establishing a job-crafting and intrapreneurial link: Towards new approaches to innovative work

2021 ◽  
Vol 21 (1) ◽  
Author(s):  
Nelesh Dhanpat ◽  
Chris Schachtebeck
Keyword(s):  
Model Building ◽  
Job Crafting ◽  
Research Approach ◽  
Body Of Knowledge ◽  
Managerial Implications ◽  
Innovative Work ◽  
Conceptual Paper ◽  
Value Add ◽  
The Individual ◽  
Deductive Research

Orientation: This research study focuses on establishing a link between job crafting and landmark studies on intrapreneurship.Research purpose: The purpose of this study was to provide a theoretical overview of intrapreneurship, intrapreneurial orientation and job crafting, and to explore theoretical linkages between these areas of enquiry.Motivation for the study: There is currently a dearth of research studies that explore the link between job crafting and intrapreneurial behaviours in existing organisations in the form of intrapreneurial orientation.Research design, approach and method: The study is presented as a conceptual paper in the form of a qualitative, theoretical study, employing a model-building approach. A deductive research approach is followed, and a narrative review methodology is employed.Main findings: The findings of this study from a literature search acknowledge the contributions of job crafting and intrapreneurial research within the management sciences, and we remain cognisant of the organisational implications of each, which have, to date, focused on the organisation, rather than the individual. With this in mind, we suggest that job crafting and intrapreneurial behaviours are empirically researched to validate the recommendations made.Practical/managerial implications: This study will help to establish the type of job-crafting interventions and job-crafting strategies needed to promote intrapreneurial behaviours in practice.Contribution/value-add: This study provides noteworthy insights, which include the suggestion that employees with a forward-looking disposition will engage in job crafting, with a focus on intrapreneurial behaviour. Furthermore, the study fills a void left in the current body of knowledge.

Culturally Responsive Educational Leadership in Cross-Cultural International Contexts

2015 ◽  
pp. 120-139 ◽  
Author(s):  
Lorri J. Santamaría
Keyword(s):  
South Africa ◽  
Educational Leadership ◽  
Culturally Responsive ◽  
Cross Cultural ◽  
Knowledge Generation ◽  
Comparative Case Study ◽  
Research Projects ◽  
Collective Knowledge ◽  
The Individual

This chapter provides a model for thinking about educational leadership responsive to dynamic multicultural and global societies. Leadership conditions and behaviours associated with the author's experiences in five cross-cultural international research projects across 6 countries (United States, Australia, New Zealand, South Africa, Spain, and Canada) are presented as a comparative case-study. A definition for culturally responsive educational leadership is proposed with examples of circumstances under which this type of leadership might occur. This contribution is framed by empirical findings and characteristics identified in previous research. Current findings suggest leadership in cross-cultural international contexts is culturally responsive when grounded in (1) the kaupapa or ethos of participating cultures; (2) shared and distributed power; (3) the collective being more highly regarded than the individual; (4) collective knowledge generation based on strengths individual members bring to ‘the table;' (5) reciprocity; and (6) a prevailing spirit of pro-activism.

Culturally Responsive Educational Leadership in Cross-Cultural International Contexts

2016 ◽  
pp. 1380-1400
Author(s):  
Lorri J. Santamaría
Keyword(s):  
South Africa ◽  
Educational Leadership ◽  
Culturally Responsive ◽  
Cross Cultural ◽  
Knowledge Generation ◽  
Comparative Case Study ◽  
Research Projects ◽  
Collective Knowledge ◽  
The Individual

This chapter provides a model for thinking about educational leadership responsive to dynamic multicultural and global societies. Leadership conditions and behaviours associated with the author's experiences in five cross-cultural international research projects across 6 countries (United States, Australia, New Zealand, South Africa, Spain, and Canada) are presented as a comparative case-study. A definition for culturally responsive educational leadership is proposed with examples of circumstances under which this type of leadership might occur. This contribution is framed by empirical findings and characteristics identified in previous research. Current findings suggest leadership in cross-cultural international contexts is culturally responsive when grounded in (1) the kaupapa or ethos of participating cultures; (2) shared and distributed power; (3) the collective being more highly regarded than the individual; (4) collective knowledge generation based on strengths individual members bring to ‘the table;' (5) reciprocity; and (6) a prevailing spirit of pro-activism.

scholarly journals A guiding framework for multi-stakeholder contracting in executive coaching

2019 ◽  
Vol 17 ◽  
Author(s):  
Zelda Burger ◽  
Salome Van Coller-Peter
Keyword(s):  
Executive Coaching ◽  
Line Managers ◽  
Executive Coaches ◽  
Interview Guide ◽  
Managerial Implications ◽  
Value Add ◽  
The Individual ◽  
Multi Stakeholder ◽  
Line Manager ◽  
Three Phases

Orientation: Multi-stakeholder contracting provides a platform for the coaching stakeholders: the individual being coached (client), the organisation (sponsor and line manager) and the coach for achieving aligned outcomes within executive coaching. Contracting is not optimally implemented by stakeholders in all three phases of executive coaching (commencement, execution and conclusion).Research purpose: The research’s purpose was to develop a guiding framework for multi-stakeholder contracting in each of the three phases of coaching.Motivation for the study: Stakeholders ensure outcomes achievement for the individual and the organisation in executive coaching. Limited research exists relating to the contractual elements and practices implemented by stakeholders during the three phases of coaching.Research approach/design and method: A qualitative, inductive, exploratory approach using purposive sampling was used to identify 12 participants, consisting of three: executive coaches, clients, line managers and sponsors from three corporate organisations. Participants were interviewed using a customised interview guide categorised into the three coaching phases.Main findings: Findings showed that contracting was included at the commencement coaching phase. The study indicated the advantages of contracting in all three coaching phases with all stakeholders emphasising phase-specific accountabilities.Practical/managerial implications: A guiding framework for multi-stakeholder contracting for each of the three phases of coaching could assist stakeholders; in particular human resource practitioners when contracting for executive coaching.Contribution/value-add: Outcomes alignment at the commencement phase, agreement on progress and results feedback during the execution and conclusion phases are enabled by implementing the guiding framework for multi-stakeholder contracting offered by this research.

scholarly journals A total rewards framework for the attraction of Generation Y employees born 1981–2000 in South Africa

2019 ◽  
Vol 17 ◽  
Author(s):  
Mark H.R. Bussin ◽  
Keshia Mohamed-Padayachee ◽  
Philip Serumaga-Zake
Keyword(s):  
South Africa ◽  
Generation Y ◽  
Working Environment ◽  
Individual Development ◽  
Performance Incentives ◽  
Total Rewards ◽  
Managerial Implications ◽  
Value Add ◽  
The One ◽  
Quantitative And Qualitative Methods

Orientation: The workforce is changing, as employers aim to attract qualified individuals from Generation Y, born 1981–2000, but strategies for attraction require adaption, as the ‘one-size-fits-all’ model no longer works for today’s multigenerational workforce.Research purpose: Determining what changes and priorities organisations need to consider for their total rewards frameworks to attract youth employees.Motivation for the study: Companies offer employees historical benefits that they do not want or value. This is important when one considers the attraction of Generation Y to organisations, as they are increasingly becoming a formidable factor in an organisations’ success and sustainability. The motivation for this study was understanding what rewards are aligned with the aspirations of this skilled generation, to attract them.Research approach/design and method: A sequential mixed-method approach was followed, where data were collected, using quantitative and qualitative methods. A questionnaire was distributed and a response rate of 276 participants from seven of the nine provinces in South Africa achieved. Interviews were conducted where 11 participants validated the quantitative findings.Main findings: Seven reward categories were found to affect Generation Y’s attraction to organisations, (1) leadership and environment (2) benefits (3) performance incentives (4) individual development (5) safe, secure working environment (6) work–life balance and resources and (7) performance recognition.Practical/managerial implications: A different approach is required for the attraction of Generation Y.Contribution/value-add: No empirical study exists that authenticates total rewards models for Generation Y, identifying the most important reward preferences and developing a new, more effective total rewards framework.

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