Automotive manufacturing is one of the most important manufacturing sectors in South Africa and globally. This study sought to identify the various endogenous Organizational Development approaches that Durban-based automotive manufacturing firms developed to address exogenous and endogenous challenges.
INTRODUCTION AND BACKGROUND
- Introduction and general overview
- Problem statement
- Rationale of the study
- Aims and objectives
- Main research question
- The organisation of the study
- Conclusion
This progress in the organization's performance affected the entire future of the company. This chapter also presents the aims and objectives of the study and the justification of the topic.
THEORETICAL FRAMEWORK AND LITERATURE
Introduction
The theoretical framework
- Variance Theory
- Process Theory
In process theories, “the precursor usually consists of three elements: necessary conditions, necessary probabilistic processes, and external guiding forces that set in motion, and sometimes bring into proximity, the focal unit (such as an organization) and the necessary conditions. The results of the process theories are a special combination of the focus unit and the precursor.”
Literature review
- The practice of Organisation Development
- How foreign countries and South Africa responded to the policy changes
- Organisational Development (OD) in South Africa
- From Mass Production to Lean Production and Total Quality Management
- From TQM to ISO 9000 and Kanban
- Influence of culture on OD
- Main Challenges experienced by organisations as reported by the ‘Constraints to Growth
Wren (1979) notes that "the human resources school included humanism, whose key values included a firm belief in human rationality, human improvement through learning, and the importance of self-awareness" (Wren 1979: 17). Ginzberg claims that "the importance of human effort and creativity in the production process has added a new dimension to the debate about the values of land, labor and capital." The contributions of scientists have laid an excellent foundation for the introduction of human social behavior into economics, organizational strategies and the perception of work. Normative perspectives on OD develop the best way to design and operate organizations (Cummings & Worley 2009), strategic change studies, and organizational transformation research. Organizational development is necessary in organizational transformation, as it develops from sensitivity training. It therefore holds the connections between people, learning and change. Valuing human capital in organizations is essential. 1996) argues that employees are an integral part of organizational success, which is achieved through networks of relationships.
This deficit is the result of a 'steady decline in nominal tax levels and a very rapid. Chilean President Patricio Aylwin Azócar understood what he saw in 1918, arguing that “…the globalization that characterizes today's economy exceeds or eludes the sovereignty of individual states and thus the power of their rulers. A further implication for OD in SA is that “the popularity of Ubuntu and African management as an epistemology underpinning organizational development programs in South Africa has grown dramatically over the past decade.
Conclusion
RESEARCH METHODOLOGY
Research design
41 In this study, the use of qualitative research design was informed by the research topic which was rooted in understanding the experiences of manufacturing firms in Durban by conducting interviews with participants drawn from the car manufacturing industry, an industrial development company, government and government agencies and the Durban Chamber of Commerce and Industry. The experiences of the participants were subjective and so were the experiences of the different firms. This was largely the result of various external pressures on manufacturing firms in South Africa, therefore the researcher required detailed information from the selected participants.
Research paradigm
Selection of participants
Section B of the interview guide provides the holistic approach to the study that enables the participant to engage with the researcher on previous experiences of the organization. The researcher undertook pilot interviews with participants with characteristics similar to the sample that would be participating in the study. The use of the essentialist/realist method enabled the researcher to report the data according to the participants.
After identifying the participants, the researcher explained the focus and purpose of the study.
DATA ANALYSIS AND INTERPRETATION
- Introduction
- Demographic profile of respondents
- Understanding of Organisational Development
- Improvement of performance of organisations and companies
- The importance of OD in the future
- Role of OD in Policy/ Legislature
- Conclusion
The statement by Participant 3 demonstrates that adoption of organizational development approaches (P-Kanban in this case) can effectively reduce wastage of inventory damage within the organization and also the finances of the business. The ability to have an inventory and storage system will positively affect the activities of employees in the organization. Organizational development is a tool that organizations use to improve their processes. Its understanding is rooted in the work of early pioneers, to understand what. 51 the organization requires and how to achieve it is what endogenous OD approaches are developed for. Our company services international OEMs we make a very expensive component that is strictly for export. Therefore we had serious challenges with the skills of our employees, we looked at local Artisan training schools in Durban and they do not offer the specialized skills we need. As an organization we started to train our own staff in-house, which is what we have been doing for years. We send some artisans to our international counterpart for training and they come back and train the other employees. This has enabled us to deal with the skills shortage of our employees and the available workforce. This has had positive results and it has equipped our employees with skills that the job requires. 2000) advised that there is no "one-size-fits-all" solution for organizations, so there will be some experimentation by organizations to find what works for them, either through consulting or organically. The response of the manager in the extract below is consistent with the claim by Belis-Bergouignan et al. The Manager said that after applying various measures, they did not have successful results, which led managers to believe that there was an innovative intervention that needed to be developed. There is a need to look at an Ubuntu-based OD approach because with the approaches adopted and on-site facilities we have set up such as the on-site clinic with a full-time nurse, absenteeism is still common. Therefore, there is a need to understand the employees at a deeper level, so that Management can adopt approaches that will make employees committed to the organization. Participant 10 further highlighted that when the firm implemented its OD strategy, there was great hope that employees would find new motivation to fully commit to the organization's vision. However, due to the limited results they achieved, it became necessary to find an outside consultant who might be able to find a way to get employee buy-in. 52 Things are still not good. We did not see any significant changes despite the intervention. We are considering hiring a consultant. This unfortunately happens at one plant. The other plants seem to be working fine. We believe it may be that the employees have had sufficient induction, they have bought into the concept, and they are working with their management. We need to learn some best practices from the inside before maybe going out, and understand how the other plant managed to sort out their problem with absenteeism. Participant 10) One Manager informed the researcher that their company had developed a truly endogenous approach to dealing with absenteeism. Consultancy UK (2015: Page Number) also stated that "many organizations facilitate learning at the workplace as learning becomes part of the daily work, integrated into the work processes through the use of informal learning tools and technology." The future of the workplace is taking different forms as organizations become learning organizations and emerging literature becomes the backbone of organizational development. After the introduction of a 'new combination' the entrepreneur harvests a 'surplus' - what we can call a producer rent.
Then, as the new combination is copied—a process of diffusion—revenue is taken away from producers, prices fall, and innovation grows in the form of consumer surplus.
DISCUSSION, RECOMMENDATIONS AND CONCLUSION
- Introduction
- Findings
- Discussion
- Key conclusions
- Recommendations
- Realisation of the Objectives
- Conclusion
Systems such as the attendance incentive are a truly unique development in the South African labor environment. Organizational Capabilities and the Economic History of the Industrial Enterprise,' Journal of Economic Perspectives The Second World War, 'London: Penguin. Creative Research: The Theory and Practice of Research for the Creative Industries,' Lausanne: AVA. https://www.consultancy.uk/news/2428/deloitte-8-key-trends-in-learning-and-development>. Qualitative Inquiry and Research Design: Choosing Among Five Approaches 2nd ed., 'Thousand Oaks: Sage. Designing and Conducting Mixed Methods Research,' Thousand Oaks: Sage Publications. Organizational Development and Change 9th Ed,'. The Future of Manufacturing: Making Things in a Changing World,' Deloitte University Press. An Ultimate Guide to Writing a Dissertation in Business Studies: A Step-by-Step Assistance,' Available at: http://researchmethodology.net/research philosophy/interpretivism/. Economic Development & Growth in Ethekwini,' Manufacturing: Issue 7. Cost of doing business guidebook, 'Economic Development and Investment Promotion Unit. http://www.eskom.co.za/OurCompany/CompanyInformation/Pages/Company_Information_1.as px>. Children of the Holocaust, 'Mankato: Compass Point Books. lt;https://www.thehenryford.org/research/henryFordQuotes.aspx>. Interviewing: The art of science,' In Denzin, N. 1994) Handbook of Qualitative Research, Thousand Oaks: Sage. Department of Trade and Industry (2016). Available: www.thedti.gov.za. Organization development for national development: a review of clear,' In Saunders, D.M. eds.) “New Approaches to Employee Management, Vol.
Metal producer capitalizes on increased revenue, job creation and production efficiency,” Available at http://www.tliu.co.za Date Accessed.
Very negative > Hardly positive > Somewhat positive > Mostly positive > Very positive 2.8.1 Substantiate your answer. Very negative > Hardly positive > Somewhat positive > Mostly positive > Very positive 3.6.1 Please explain this in more detail. Very negative > Hardly positive > Somewhat positive > Mostly positive > Very positive 3.7.1 Support your answer.
Very negative > Barely positive > Somewhat positive > Mostly positive > Very positive 3.8.1 Support your answer.
I have been given the opportunity to answer questions about the study and have received satisfactory answers. I declare that my participation in this study is completely voluntary and that I may withdraw at any time without affecting the benefits to which I am normally entitled. I have been informed of any available compensation or medical treatment if I sustain an injury as a result of study-related procedures.
Ethical clearance
Turnitin report