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Organisasiekultuur in die chemiese bedryf

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dc.contributor.advisor Botha, E. J. (Me.) en
dc.contributor.advisor Cilliers, Frans en
dc.contributor.author Jacobs, Michiel en
dc.date.accessioned 2009-08-25T10:49:19Z
dc.date.available 2009-08-25T10:49:19Z
dc.date.issued 2009-08-25T10:49:19Z
dc.date.submitted 2003-11-30 en
dc.identifier.uri http://hdl.handle.net/10500/1067
dc.description.abstract This research deals with organisation culture in the Chemical Industry, with specific reference to the culture in Gas Production. In the literature survey, the concept 'organisation culture' is studied theoretically from the perspective of Burke and Litwin. Theoretically, differences may occur between the current and desired organisation culture, between divisions and between levels of authority. The conclusion is drawn that culture change involves the whole organisation. In the empirical investigation, the Organisation Culture Index is applied to 36 employees at management level and 138 at employee level. The empirical findings show that there are significant differences. The empirical findings therefore support the theoretical findings that a single culture does not always exist in an organisation. This research also confirms that the culture in this organisation may not be appropriate for the present era. en
dc.description.abstract Hierdie navorsing ondersoek organisasiekultuur in die Chemiese Bedryf, met spesifieke verwysing na die kultuur in Gasproduksie. In die literatuuroorsig word die konsep "organisasiekultuur" teoreties vanuit Burke en Litwin se perspektief beskou. Teoreties kan verskille in organisasiekultuur tussen die huidige en die verlangde organisasiekultuur, tussen afdelings en tussen gesagsvlakke voorkom. Die afleiding word gemaak dat kultuurverandering die totale organisasie betrek. In die empiriese ondersoek word die Organisasiekultuurindeks op 36 werknemers van die bestuursgroep en 138 van die werknemersgroep toegepas. Uit die empiriese bevindinge blyk dit dat daar betekenisvolle verskille in organisasiekultuur voorkom. Die empiriese bevindinge steun die teoretiese bevindinge dat daar nie altyd sprake is van 'n enkele kultuur in 'n organisasie nie. Daar word ook vasgestel dat hierdie organisasie se organisasiekultuur nie toespaslik is vir die huidige era nie.
dc.format.extent 1 online resource (xiv, 190 leaves)
dc.language.iso en en
dc.subject Basic underlying assumptions en
dc.subject Organisation values en
dc.subject Leadership en
dc.subject Transformational leadership en
dc.subject Transformational change en
dc.subject Transactional change en
dc.subject Climate en
dc.subject Basiese onderliggende aannames
dc.subject Organisasiewaardes
dc.subject Leierskap
dc.subject Transformasionele leierskap
dc.subject Transformasionele veranderinge
dc.subject Transaksionele verandering
dc.subject Klimaat
dc.subject.ddc 658.4063
dc.subject.lcsh Corporate culture -- South Africa
dc.subject.lcsh Chemical industry -- South Africa
dc.title Organisasiekultuur in die chemiese bedryf en
dc.type Dissertation en
dc.description.department Industrial & Organisational Psychology en
dc.description.degree M. Com. (Industrial and Organisational Psychology) en


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