The development of a tool for profiling the personality of an organisation's culture
Thesis (MBA (Business Management))--University of Stellenbosch, 2010.
ENGLISH ABSTRACT: Organisational culture can contribute towards or detract from an organisation’s success. It is therefore important to manage this aspect of the organisation. Effective management requires the measurement and assessment of the activities and elements of the organisation. This mini-research report aims to produce a tool which can assess the personality of an organisation’s culture and its sub-cultures; and to relate this to organisational leadership and recruitment. Secondary literature was reviewed in order to identify candidate dimensions of personality. The candidate dimensions of personality are derived from salient themes within Eysenck’s PEN model of personality and these are mindfulness, sociability and propensity to activity. These themes are translated into business equivalents as ‘strategic awareness’, ‘engaged leadership’ and ‘collective performance’. Factor analysis was applied to the completed questionnaires of Havenga’s Integrated Leadership, Climate and Culture survey. The survey contains 24 questions which assess organisational culture in terms of performance and intergroup behaviour. Over 800 responses were analysed in order to validate the candidate dimensions of personality. The factor analysis yielded two factors which were utilised as dimensions in the produced tool and these were labelled as ‘strategic awareness’ and ‘engaged leadership’. A third dimension, ‘collective performance’, was included in the tool and was measured by two of the questions contained in the ILCC survey. Eight questions in total are utilised by the tool. The tool is tested against an organisation represented in the sample and the results are compared to the initial ILCC survey and assessment of the same organisation. The tool is found to be valid for the organisation and is considered to be generalisable to the leisure industry in South Africa. Organisational leadership and the recruitment of personnel are also found to be contributing factors of an organisation’s culture. The author recommends that this tool be used to assess an organisation’s culture, within its limitations; and that the members’ propensity to thoughtfulness, sociability and activity are considered during the recruitment process.