The assistance of an induction process in creating the desired organisational culture : the case of the Special Investigating Unit

Howes, Gina (2008-03)

Thesis (MPA) -- University of Stellenbosch, 2008.

Thesis

ENGLISH ABSTRACT: The research was aimed at addressing the research question: will an induction process assist in creating the Special Investigating Units' (SIU) desired organisational culture? The objectives of the research were to collect data on the current perceptions and opinions of SIU members on organisational culture and induction, to explore the relationship between the variables and to make recommendations on whether the induction process can assist in creating the desired organisational culture in the SIU. The research design used was the case study method. A qualitative, in-depth description of the SIU was performed. The organisational culture and the induction process were described to provide an understanding of the current organisational culture. The data collection was performed by means of semi-structured interviews and semi-structured focus groups. The SIU has a very strong and recognisable organisational culture, which means that the culture will be resilient to change. Despite this, there is a lack of understanding amongst the SIU members regarding the concept of organisational culture and the critical role played by members in leadership positions in setting the tone of the culture. The SIU members were found to value an effective induction programme as without proper induction there is a negative impact on the new recruit's contribution to the organisation. A new recruit who does not receive induction learns the ropes through the observation of the behaviour of his new colleagues and as a result the current organisational culture is instilled in him. The induction process can influence organisational culture, as can the organisational culture influence the induction process. The current induction process has a negative impact on the efforts of the SIU to change to their desired culture as it is still a reflection of the current culture in the SIU. In the absence of an induction process it was found that the current culture would be reinforced. The induction process of the SIU should represent the desired organisational culture by upholding those values and behaviours. Recommendations were made regarding action that can be taken by the SIU. At a national level it was recommended that the proposed new induction programme be implemented as soon as possible, training be provided to SIU staff and managers to address the lack of understanding of the organisational culture and the detailed findings of the CulturePrint survey should be publicised. At a regional level it was recommended that a welcoming committee be established and the re re-induction of current members who have transferred to a new regional office should also be undertaken. Several future research opportunities have been identified which are detailed at the conclusion of this research project.

AFRIKAANSE OPSOMMING: Die navorsing is gerig op die navorsingsvraag: Sal 'n induksieproses bydra om die verlangde organisatoriese kultuur van die SIU te skep? Die hoofdoel van die navorsing is om data in te samel oor die huidige siening en oordele van SIU-lede oor die organisatoriese kultuur en induksie, om die verhouding tussen die veranderlikes na te gaan en om aanbevelings te maak oor of die induksieproses kan bydra om die verlangde organisatoriese kultuur van die SIU te skep. As navorsingsontwerp is 'n gevallestudie gebruik. 'n Kwalitatiewe, deurtastende beskrywing van die SIU is uitgevoer. Die organisatoriese kultuur en die induksieproses is beskryf om begrip te verleen oor die huidige organisatoriese kultuur. Data-insameling is gedoen deur middel van halfgestruktureerde onderhoude met deskundiges en halfgestruktureerde onderhoude met fokusgroepe. Dit is vasgestel dat die SIU 'n noemenswaardige en herkenbare organisatoriese kultuur het, wat tot gevolg het dat die kultuur nie maklik vatbaar vir verandering is nie. Daarbenewens is daar 'n gemis aan begrip tussen die SIU-lede oor die konsep van organisatoriese kultuur en die beslissende rol, gevul deur lede in leierskapposisies, om die aard van die kultuur te bepaal. Dit is bevind dat SIU-lede waarde heg aan 'n doelgerigte induksieprogram aangesien onbehoorlike induksie 'n negatiewe uitwerking op die bydrae van die nuwe rekruut by die organisasie het. Wanneer 'n nuwe rekruut nie induksie ontvang nie, word hy tog touwys deur te let op sy nuwe kollegas en sodoende word hy ingeburger in die nuwe organisatoriese kultuur. Netsoos die induksieproses 'n uitwerking kan he op die organisatoriese kultuur, netso kan die organisatoriese kultuur die induksieproses be'invloed. Die huidige induksieproses het 'n negatiewe uitwerking op die pogings van die SIU om hul beoogde kultuur te varander aangesien die huidige proses steeds 'n weerspieeling van die huidige kultuur van die SIU is. By gebrek aan 'n induksieproses, is bevind dat die huidige kultuur versterk gaan word. Die SIU se induksieproses behoort die verlangde organisatoriese kultuur te weerspieel. Aanbevelings is gemaak oor die pad vorentoe wat die SIU moet volg. Dit word aanbeveel dat, op nasionale vlak, die nuwe, voorgestelde induksieprogram so gou dienlik toegepas moet word, dat opleiding aan SIU-personeel verskaf moet word en dat bestuurders die gebrek aan begrip oor die organisatoriese kultuur en die gedetailleerde bevindings van die CulturePrint-opname wereldkundig moet maak deur dit te publiseer. Dit word aanbeveel dat, op streeksgrondslag, 'n verwelkomingskomitee op die been gebring moet word en dat 'n herinduksie van huidige lede, wat na nuwe streekskantore verplaas is, onderneem moet word. Hierdie navorsingsprojek sluit af deur die aandag te vestig op verskeie verdere navorsingsgeleenthede in hierdie verband.

Please refer to this item in SUNScholar by using the following persistent URL: http://hdl.handle.net/10019.1/49439
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