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Organisasiekulturrmeting binne 'n finansi"ele instelling

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dc.contributor.author Kriel W en
dc.date.accessioned 2016-09-22T07:16:45Z
dc.date.available 2016-09-22T07:16:45Z
dc.date.created 1995 en
dc.date.submitted 2001 en
dc.identifier.uri http://hdl.handle.net/20.500.11892/10314
dc.description.abstract An organisation's success depends upon its ability to integrate its intellectual resource capacity with other success factors such as competitiveness, as well as product and market advantage. The focus on the individual in the organisation has consequently intensified to such an extent that his or her experience of job satisfaction, cultural adaptability and cultural satisfaction has to be measured increasingly. Knowledge of the culture and of the maintaining or change of organisational culture is one of the most important aspects that has to form part of every strategy and business plan of an organisation, with the primary aim of ensuring effectiveness, survival, maintaining resource capacity and competitive advantage. The aim of this research is to measure organisational culture in a financial institution. A comparison of employees' experience of organisationl culture was therefore made between different regions in the organisation and between different post levels, employees of different genders, employees from different age groups, employees with different qualifications, employees of different years of service and employees of different home languages. A literature survey was conducted to determine what the concept of organisational culture entails and how it can be measured. The data for the research was gathered by means of surveys. The experimental group consisted of employees from two post levels in different regions of a financial institution. An occasional sample was taken for the two post-level groups, level 1-9 and level 10-11. Martins' Culture Measurement Questionnaire was used as measuring instrument. The questionnaire measures the following dimensions: mission and vision, aids for reaching objectives, external environment, management processes, interpersonal relationships and employee objectives and needs. The results were analysed by means of descriptive statistics. In terms of the hypotheses that were formulated, the zero hypothesis was partially rejected for the following reasons: significant differences were found with regard to the experience of organisational culture between the different regions of the financial institution for certain orgasnisational culture dimensions; significant differences were also found with regard to the experience of organisational culture for different post levels, employees of different genders, employees from different age groups, employees with different qualifications, employees of different years of service and employees of different home languages, for certain organisational culture dimensions. en
dc.language Afrikaans en
dc.subject Psychology en
dc.subject Industrial psychology en
dc.title Organisasiekulturrmeting binne 'n finansi"ele instelling en
dc.type Masters degree en
dc.description.degree MA en


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