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Faculty of Management Sciences

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Start date: 2020Subject: search.filters.subject.Organisational culture

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Now showing 1 - 4 of 4
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    The influence of organisational change on organisational culture and employee engagement at a retail distribution centre in KwaZulu-Natal
    (2024) Ndlovu, Thobeka; Murwirapachena, Genius
    Organisational change remains one of the most critical challenges facing organisations. It is imperative for employee engagement and organisational culture to be incorporated into the organisational strategic goals to enhance employee performance and organisational success. Generally, organisational change can be triggered by factors including the business, political, economic, and cultural environments, competitor initiatives, technological innovations, globalisation, or restructuring. The riots that happened in several parts of Durban and Johannesburg in July 2021 affected several businesses. In the aftermath, studies have emerged detailing the impact of the riots, yet very few studies, if any, exist on the impact of the unrests on organisations across the retail distribution sector. This study aims to close this gap by investigating the impact of organisational change on organisational culture and employee engagement within the retail distribution sector. The study fulfils three main objectives to achieve this aim. The first objective is to examine the Influence of organisational change on organisational culture. Secondly, the study seeks to examine the Influence of organisational change on employee engagement, and lastly, the study aims to determine the role of demographic factors, if any, on the influence of organisational change on organisational culture and employee engagement.
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    The influence of social media on organisational communication and organisational culture : a case study of the South African Social Security Agency in the Eastern Cape
    (2023-08) Dlelengana, Sabo; Adebayo, Rufus
    The rapid growth of social media has had a significant influence on how information is accessed. Social media platforms are highly accessible and scalable, making them ideal for connection and collaboration. The aim of this study was to provide the significance of the development of social media on communication in organisations, specifically the South African Social Security Agency (SASSA). The main objectives of the study were to determine the effectiveness of social media as a communication tool at SASSA, identify which social media platforms were most effective in organisational communication at SASSA, and examine the relationship between social media and organisational communication and organisational culture at SASSA. Thereafter, recommendations were offered to SASSA on the adoption of social media as a communication tool. The study adopted a quantitative research approach, which comprised of a structured questionnaire that was distributed to the research respondents. The sample size was 140, which was derived from a target population of 210 employees through a simple random sampling technique. The Statistical Package for Social Sciences (SPSS) Version 25.0 for Windows was used to analyse the data collected. The study also used descriptive statistics to analyse the responses collected from the questionnaires. The data was represented in the form of charts, graphs, and tables. The study found that organisational communication and organisational culture are considerably affected by the rapid expansion and implementation of social media for organisational-related services and activities at SASSA. The study recommends that organisations implement and standardise social media tools, which could lead to a strategy for improved and updated organisational cultures and communication. The study concluded with directions for future research on the role of social media on organisational communication and organisational culture.
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    The influence of ethical leadership and organisational culture on employee commitment in the City of Johannesburg
    (2023-03) Ndou, Joseph Mbulaheni; Agbenyegah, Albert Tchey
    The key driver of this study was to explore the influence of ethical leadership and organisational culture on employee commitment in the City of Johannesburg. The study employed a quantitative research approach, and simple random sampling was used to select research participants. This study entailed a cross-sectional study. Four hundred online questionnaires were distributed to research participants, of whom 234 were returned, giving an initial response rate of 58.5%. Of the 234 online returned questionnaires, 14 were found to be invalid and were omitted from the study analysis. This resulted in a valid response rate of 55%. The study’s findings have revealed that ethical leadership is key in positively influencing employee commitment. Therefore, the City of Johannesburg Metropolitan Municipality employees should be trained to increase their knowledge of ethical leadership, apply it and be empowered to enhance employee commitment. Moreover, the study has also revealed that organisational culture contributes substantially to employees’ commitment to the City of Johannesburg. Therefore, the City of Johannesburg's leadership should create a strong culture that will result in a positive environment. This would assist in retaining employees and thus reduce employee turnover. Moreover, the study has also revealed that organisational culture contributes substantially to employees’ commitment to the City of Johannesburg. Therefore, the City of Johannesburg's leadership should create a strong culture resulting in a positive environment. This would assist in retaining employees and thus reduce employee turnover. Therefore, the study recommends that the City of Johannesburg recruit ethical employees and create a conducive organisational culture to foster employee commitment.
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    The effect of absenteeism on productivity at Durban container terminals
    (2021-11) Zondi, Buyani Mgcini Cyril; Kader, Abdulla
    The Durban container terminal (DCT) is the biggest and busiest container terminal in the African continent. The terminal has a throughput capacity of 2.9 million per annum but is now under threat due to absenteeism. In recent years, the DCT struggled with a high rate of absenteeism which is thought to be the reason for decreasing productivity. The study, therefore, sought to investigate the effect of absenteeism on productivity at DCT with a view to finding ways of curbing the scale of absenteeism. A quantitative research approach was adopted with a view to finding ways of curbing the scale of absenteeism. Stratified random sampling was used to select 321 participants from the human resource inventory at DCT. The data were analysed using both descriptive statistics. The study questionnaire was validated by pretesting the questionnaire to some selected employees at the DCT. Ethical approval was requested and obtained from the Research and Ethics Office at the Durban University of Technology. The study revealed that employees perceived absenteeism as the reason for lower productivity, lower quality of product and service. Absenteeism is perceived as the source of increase in losses and as well as increase in administrative costs. The study found that absenteeism at DCT is caused illness, toxic organisational culture, stress levels, family problems, personal need and poor relations amongst core workers and between mangers. In addition, the study also found that improving conditions of service and organisational culture can potentially lower absenteeism at DCT. On the other hand, the study concluded that offering employee assistance, disciplinary action and a caring leadership were not helpful in reducing absenteeism at DCT. Drawing from the findings made, the study recommended the need to establish the employee health centres such as clinics manned by full time personnel such as nurses and doctors to provide health care and support to all employees of the organisation. There was also need for leaders/mangers to undergo training on effective leadership that fosters on a learning organisation in order to improve organisational culture leading to a culture that motivates the workforce. It is through this culture that issues of personal needs, family matters and relationships will be take care of. The study also recommended an overhaul of the conditions of service that includes salary upgrade, allowances such as transport and housing, medical care etc. There was need also to investigate the current disciplinary measures used by DCT that include disciplinary action and the employee assistance programs as they have proved to be helpful in other organisations globally except for DCT becoming cause for concern.