Managing conflict across cultures, values and identities: a case study in the South African automotive industry
- Authors: Mayer, Claude-Hélène
- Date: 2008
- Subjects: Conflict management -- South Africa Automobile industry and trade -- South Africa Automobile industry workers -- South Africa Communication in management -- South Africa Intercultural communication -- South Africa Culture conflict -- South Africa Diversity in the workplace -- South Africa
- Language: English
- Type: Thesis , Doctoral , PhD
- Identifier: vital:1174 , http://hdl.handle.net/10962/d1002790
- Description: Over the past fifty years, interest in the field of conflict management and peacekeeping has developed worldwide. During the same time, the potential for trans-ultural) conflict has escalated. This can mainly be attributed to the trend towards globalisation, as well as the growing complexity of societies increasingly experiencing more intercultural encounters or cultural transition situations and work-related or organisational conflicts. Cultural transition situations occur in the South African international automotive industry where the emergence of international co-operation, such as joint ventures (driven by globalisation) and new diversity management trends, have changed the way business is conducted. Due to these changes, employees of diverse origins with different cultures, values and identities work together, experiencing work-related conflicts. The purpose of this study was to assess managerial perspectives on conflict, identity and values, as well as on how (trans-cultural) conflict is managed in a selected international organisation in the South African automotive industry. The contribution of this study is twofold, namely to increase the understanding of the complexities of conflict in organisations; and to provide recommendations for conflict resolution strategies to manage (trans-cultural) conflict constructively by considering the values and identity aspects of those individuals involved. This study comprises a single explanatory case study which made use of qualitative data collection and analysis to investigate managerial perspectives on conflict, identity and values, as well as the management thereof, in the selected international organisation in the South African automotive context. Based on the main findings from this case study, it could be concluded that managers with diverse backgrounds experience work-related conflicts which are related to value and identity concepts in the selected organisation. The conflicts experienced fell into the categories of Communication and Treatment, Position and Competition, Organisation and Race and Gender.An overview of the occurrence frequency of value statements revealed that equality, communication and respect were the most commonly indicated values in conflicts. These value concepts include sub-concepts such as: · for equality: race, gender and human equality; · for communication: open, personal, free, decent, calm and proactive communication; and · for respect: mutual respect for self and others. With regard to value concepts and according to value domains of Schwartz (1994) and Schwartz and Bilsky (1987), the value dimensions of selftranscendence comprised the highest number of value statements. This dimension included the value domains of universalism and benevolence. Conflict in the data material was interlinked with identity. The extracts, based on the key words of the identity factors, demonstrated that the identity factors were related to either a weakening or strengthening effect on identities. Social and identity multiplicity in managers provides creativity spaces and flexibility in cases of strong identity patterns. Particularly with weak identities, the existence of conflict potentials could lead to complex conflicts and challenges in conflict management. Communication was most often mentioned as important to successful conflict resolution management and included examples such as round-table talks, smooth communication, face-to-face communication and room meetings. Communication was followed in frequency by strategies of internal intervention, which included the use of the formal structure of the organisation to resolve conflicts.
- Full Text:
- Date Issued: 2008
- Authors: Mayer, Claude-Hélène
- Date: 2008
- Subjects: Conflict management -- South Africa Automobile industry and trade -- South Africa Automobile industry workers -- South Africa Communication in management -- South Africa Intercultural communication -- South Africa Culture conflict -- South Africa Diversity in the workplace -- South Africa
- Language: English
- Type: Thesis , Doctoral , PhD
- Identifier: vital:1174 , http://hdl.handle.net/10962/d1002790
- Description: Over the past fifty years, interest in the field of conflict management and peacekeeping has developed worldwide. During the same time, the potential for trans-ultural) conflict has escalated. This can mainly be attributed to the trend towards globalisation, as well as the growing complexity of societies increasingly experiencing more intercultural encounters or cultural transition situations and work-related or organisational conflicts. Cultural transition situations occur in the South African international automotive industry where the emergence of international co-operation, such as joint ventures (driven by globalisation) and new diversity management trends, have changed the way business is conducted. Due to these changes, employees of diverse origins with different cultures, values and identities work together, experiencing work-related conflicts. The purpose of this study was to assess managerial perspectives on conflict, identity and values, as well as on how (trans-cultural) conflict is managed in a selected international organisation in the South African automotive industry. The contribution of this study is twofold, namely to increase the understanding of the complexities of conflict in organisations; and to provide recommendations for conflict resolution strategies to manage (trans-cultural) conflict constructively by considering the values and identity aspects of those individuals involved. This study comprises a single explanatory case study which made use of qualitative data collection and analysis to investigate managerial perspectives on conflict, identity and values, as well as the management thereof, in the selected international organisation in the South African automotive context. Based on the main findings from this case study, it could be concluded that managers with diverse backgrounds experience work-related conflicts which are related to value and identity concepts in the selected organisation. The conflicts experienced fell into the categories of Communication and Treatment, Position and Competition, Organisation and Race and Gender.An overview of the occurrence frequency of value statements revealed that equality, communication and respect were the most commonly indicated values in conflicts. These value concepts include sub-concepts such as: · for equality: race, gender and human equality; · for communication: open, personal, free, decent, calm and proactive communication; and · for respect: mutual respect for self and others. With regard to value concepts and according to value domains of Schwartz (1994) and Schwartz and Bilsky (1987), the value dimensions of selftranscendence comprised the highest number of value statements. This dimension included the value domains of universalism and benevolence. Conflict in the data material was interlinked with identity. The extracts, based on the key words of the identity factors, demonstrated that the identity factors were related to either a weakening or strengthening effect on identities. Social and identity multiplicity in managers provides creativity spaces and flexibility in cases of strong identity patterns. Particularly with weak identities, the existence of conflict potentials could lead to complex conflicts and challenges in conflict management. Communication was most often mentioned as important to successful conflict resolution management and included examples such as round-table talks, smooth communication, face-to-face communication and room meetings. Communication was followed in frequency by strategies of internal intervention, which included the use of the formal structure of the organisation to resolve conflicts.
- Full Text:
- Date Issued: 2008
Networking: enabling professional development and institutionalisation of environmental education courses in Southern Africa
- Authors: Lupele, Justin Kalaba
- Date: 2007
- Subjects: SADC Regional Environmental Education Programme Education -- Africa, Southern Environmental education -- Africa, Southern Environmental education -- Study and teaching -- Africa, Southern
- Language: English
- Type: Thesis , Doctoral , PhD
- Identifier: vital:1678 , http://hdl.handle.net/10962/d1003561
- Description: This study was aimed at understanding how networking can enable or constrain professional development and institutionalisation of environmental education courses in southern Africa in the context of the Course Development Network (CDN), a project of the Southern Africa Development Community Regional Environmental Education Programme (SADC REEP). The study involved 12 institutions (each institution was represented in the CDN by a staff member) in eight SADC member states. It was contextualized through a review of social, political, environmental and educational developments in southern Africa, with specific reference to regionalization processes, as the SADC REEF is constituted under this post-colonial political framework. Relational philosophy informed the research process and methodology. The philosophy underpinned three distinct, yet related theoretical perspectives namely: critical realism, which provided the ontological perspectives of the study; Actor Network Theory; and Community of Practice, which provided the epistemological perspectives. Data was generated during a 33-month period in southern Africa and 12 months in the United Kingdom (and on a one week visit to Italy). During a 12 month Split Site Commonwealth Scholarship award, tenable at Manchester Metropolitan University in the United Kingdom, I studied the Environment and School Initiative (ENSI) and the Sustainability Education for European Primary Schools (SEEPS), to examine whether the same mechanisms that made them successful would apply to the CDN in the context of southern Africa. While these two case studies provided useful insight into the relationship between networking, professional development and institutionalization of environmental education programmes, they were not the main focus of the research. Data analysis was mainly through inductive, abductive and retroductive modes of inference. Inductive data analysis was done by means of Nvivo – a computer software package used for qualitative data analysis. The software aided in revealing features and relationships in the data in more depth as it allowed flexibility in working with data. Abduction is the interpretation of a phenomenon by means of a conceptual framework. In this study, I used Actor Network Theory (ANT) (Latour & Woolgar, 1979; Callon, 1986) and Community of Practice (COP) (Lave, 1988; Lave & Wenger, 1991; Fullan, 2003) as analytical conceptual frameworks to probe networking and professional development respectively. Data on institutionalisation of environmental education courses was analysed by means of retroductive mode of inference, which is a thought operation that enables the understanding of social reality beyond what is empirically observable or experienced. This study reveals that there were a number of necessary (internal) and contingent (external) factors that enabled or constrained networking, professional development and institutionalisation of environmental education courses in the context of the CDN. The key factors included existing cultural capital, donor political economy, power relations, poverty related factors and social transformation trends. The study found that relational approaches and the use of three relational theoretical lenses provided a broader lens which enabled this study to identify different dynamics, greater ontological depth and understanding of the relational dynamics and relations at play in the CDN beyond the participants' experience and observable events. The study also contends that networking can provide a support structure for social transformation and change in environmental education.
- Full Text:
- Date Issued: 2007
- Authors: Lupele, Justin Kalaba
- Date: 2007
- Subjects: SADC Regional Environmental Education Programme Education -- Africa, Southern Environmental education -- Africa, Southern Environmental education -- Study and teaching -- Africa, Southern
- Language: English
- Type: Thesis , Doctoral , PhD
- Identifier: vital:1678 , http://hdl.handle.net/10962/d1003561
- Description: This study was aimed at understanding how networking can enable or constrain professional development and institutionalisation of environmental education courses in southern Africa in the context of the Course Development Network (CDN), a project of the Southern Africa Development Community Regional Environmental Education Programme (SADC REEP). The study involved 12 institutions (each institution was represented in the CDN by a staff member) in eight SADC member states. It was contextualized through a review of social, political, environmental and educational developments in southern Africa, with specific reference to regionalization processes, as the SADC REEF is constituted under this post-colonial political framework. Relational philosophy informed the research process and methodology. The philosophy underpinned three distinct, yet related theoretical perspectives namely: critical realism, which provided the ontological perspectives of the study; Actor Network Theory; and Community of Practice, which provided the epistemological perspectives. Data was generated during a 33-month period in southern Africa and 12 months in the United Kingdom (and on a one week visit to Italy). During a 12 month Split Site Commonwealth Scholarship award, tenable at Manchester Metropolitan University in the United Kingdom, I studied the Environment and School Initiative (ENSI) and the Sustainability Education for European Primary Schools (SEEPS), to examine whether the same mechanisms that made them successful would apply to the CDN in the context of southern Africa. While these two case studies provided useful insight into the relationship between networking, professional development and institutionalization of environmental education programmes, they were not the main focus of the research. Data analysis was mainly through inductive, abductive and retroductive modes of inference. Inductive data analysis was done by means of Nvivo – a computer software package used for qualitative data analysis. The software aided in revealing features and relationships in the data in more depth as it allowed flexibility in working with data. Abduction is the interpretation of a phenomenon by means of a conceptual framework. In this study, I used Actor Network Theory (ANT) (Latour & Woolgar, 1979; Callon, 1986) and Community of Practice (COP) (Lave, 1988; Lave & Wenger, 1991; Fullan, 2003) as analytical conceptual frameworks to probe networking and professional development respectively. Data on institutionalisation of environmental education courses was analysed by means of retroductive mode of inference, which is a thought operation that enables the understanding of social reality beyond what is empirically observable or experienced. This study reveals that there were a number of necessary (internal) and contingent (external) factors that enabled or constrained networking, professional development and institutionalisation of environmental education courses in the context of the CDN. The key factors included existing cultural capital, donor political economy, power relations, poverty related factors and social transformation trends. The study found that relational approaches and the use of three relational theoretical lenses provided a broader lens which enabled this study to identify different dynamics, greater ontological depth and understanding of the relational dynamics and relations at play in the CDN beyond the participants' experience and observable events. The study also contends that networking can provide a support structure for social transformation and change in environmental education.
- Full Text:
- Date Issued: 2007
A study of the first group of Friars Minor (Franciscans) in South Africa, c. 1932-1960
- Authors: Nogemane, Vumile
- Date: 2013
- Subjects: Franciscans -- South Africa -- History
- Language: English
- Type: Thesis , Doctoral , PhD
- Identifier: vital:2530 , http://hdl.handle.net/10962/d1001859
- Description: In 1932, six Missionary Franciscan Friars from Bavaria came to South Africa at the invitation of Bishop Adalbero Michael Fleischer (1874-1963), a Mariannhill missionary in Natal. His vision was that they would establish a “Franciscan Family” there. Despite this invitation, the Friars were not welcomed by the Mariannhill community and went on to found the Mount Currie Prefecture (Diocese of Kokstad) in 1935. There the Franciscans became involved in the life of the ordinary people, who were otherwise abandoned by the government. Among other activities, they provided schools and gardens, and embarked on skills development projects for the youth. The Holy Cross Sisters - whose arrival in 1926 pre-dated that of the Friars - played a crucial role in these developments. From 1952, their educational work would be supplemented by the medical work of the Franciscan Missionaries of Mary Sisters. The arrival of Irish Franciscans (1946) and English Franciscans (1948) brought tensions and differing interpretations of the form that the vision should take. In addition, the Friars were men of their times and products of their particular backgrounds. For example, while some saw their African converts as equals, others were prejudiced against them. However, this thesis – the work of an “insider” to the faith and to the Order, argues that despite tensions and shortcomings, the settlement, and continuing presence, of the Franciscan Friars and Sisters in the Eastern Cape was an eventual realization of Bishop Fleischer’s vision, even though in a slightly different manner from the original ideal. In the early nineteen sixties a new and powerful spirit invaded the Catholic Church. The Second Vatican Council took place from 1962 to 1965. It may be argued that, from that time onward, the Church has never been the same again. In accordance with this call and invitation of the Second Vatican Council for quite some time it has been my earnest desire to get down into a more in-depth study of the history of the Franciscans in South Africa than that provided by the two existing works on this topic. It is my hope that this thesis will contribute to a soul-searching of the Franciscans as they continue to live and minister to the people of South Africa. This history will hopefully teach us to learn from and be inspired by the great and heroic deeds of our spiritual forebears – our Franciscan brothers and sisters – and also teach us to learn from their mistakes.
- Full Text:
- Date Issued: 2013
- Authors: Nogemane, Vumile
- Date: 2013
- Subjects: Franciscans -- South Africa -- History
- Language: English
- Type: Thesis , Doctoral , PhD
- Identifier: vital:2530 , http://hdl.handle.net/10962/d1001859
- Description: In 1932, six Missionary Franciscan Friars from Bavaria came to South Africa at the invitation of Bishop Adalbero Michael Fleischer (1874-1963), a Mariannhill missionary in Natal. His vision was that they would establish a “Franciscan Family” there. Despite this invitation, the Friars were not welcomed by the Mariannhill community and went on to found the Mount Currie Prefecture (Diocese of Kokstad) in 1935. There the Franciscans became involved in the life of the ordinary people, who were otherwise abandoned by the government. Among other activities, they provided schools and gardens, and embarked on skills development projects for the youth. The Holy Cross Sisters - whose arrival in 1926 pre-dated that of the Friars - played a crucial role in these developments. From 1952, their educational work would be supplemented by the medical work of the Franciscan Missionaries of Mary Sisters. The arrival of Irish Franciscans (1946) and English Franciscans (1948) brought tensions and differing interpretations of the form that the vision should take. In addition, the Friars were men of their times and products of their particular backgrounds. For example, while some saw their African converts as equals, others were prejudiced against them. However, this thesis – the work of an “insider” to the faith and to the Order, argues that despite tensions and shortcomings, the settlement, and continuing presence, of the Franciscan Friars and Sisters in the Eastern Cape was an eventual realization of Bishop Fleischer’s vision, even though in a slightly different manner from the original ideal. In the early nineteen sixties a new and powerful spirit invaded the Catholic Church. The Second Vatican Council took place from 1962 to 1965. It may be argued that, from that time onward, the Church has never been the same again. In accordance with this call and invitation of the Second Vatican Council for quite some time it has been my earnest desire to get down into a more in-depth study of the history of the Franciscans in South Africa than that provided by the two existing works on this topic. It is my hope that this thesis will contribute to a soul-searching of the Franciscans as they continue to live and minister to the people of South Africa. This history will hopefully teach us to learn from and be inspired by the great and heroic deeds of our spiritual forebears – our Franciscan brothers and sisters – and also teach us to learn from their mistakes.
- Full Text:
- Date Issued: 2013
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