To what extent do the different social environments in Cape Town and Johannesburg influence the organisational culture of The Company in those places and how does this impact on the ways that black African managers navigate borders and negotiate identity in the workplace

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dc.contributor.advisorDe Wet, Jacquesen_ZA
dc.contributor.authorJongens, Christinaen_ZA
dc.date.accessioned2015-01-09T08:52:43Z
dc.date.available2015-01-09T08:52:43Z
dc.date.issued2006en_ZA
dc.descriptionIncludes bibliographical references (p. 80-85).en_ZA
dc.description.abstractThis dissertation attempts to give a better understanding of how the different social environments in Cape Town and Johannesburg influence organisational culture at The Company and how this impacts on the ways that black African managers navigate borders and negotiate identity in the workplace. The hypothesis of this study is that race and 'laid-backness' are key differentiating factors between The Company in Cape Town and in Johannesburg. This is a descriptive case study that mixes both quantitative and qualitative methods of data collecting and analysing data, however it is primarily a qualitative study. The study focuses on two branches of the same company. 43 out of a total of 138 black African managers were surveyed and 22 of these were interviewed. The selection was a good cross-section of all middle and senior black African managers, as well as from both genders. A questionnaire comprising of a 21-point values survey and a series of open-ended unstructured and structured questions was used in the quantitative data collection process. A semi-structured interview schedule was used in the qualitative data collection process. The qualitative data was analysed using Miles and Huberman's (2004) two-level coding process with the assistance of Nvivo and the quantitative data was analysed using descriptive statistics with the assistance of Statistica.en_ZA
dc.identifier.apacitationJongens, C. (2006). <i>To what extent do the different social environments in Cape Town and Johannesburg influence the organisational culture of The Company in those places and how does this impact on the ways that black African managers navigate borders and negotiate identity in the workplace</i>. (Thesis). University of Cape Town ,Faculty of Humanities ,Department of Social Development. Retrieved from http://hdl.handle.net/11427/11822en_ZA
dc.identifier.chicagocitationJongens, Christina. <i>"To what extent do the different social environments in Cape Town and Johannesburg influence the organisational culture of The Company in those places and how does this impact on the ways that black African managers navigate borders and negotiate identity in the workplace."</i> Thesis., University of Cape Town ,Faculty of Humanities ,Department of Social Development, 2006. http://hdl.handle.net/11427/11822en_ZA
dc.identifier.citationJongens, C. 2006. To what extent do the different social environments in Cape Town and Johannesburg influence the organisational culture of The Company in those places and how does this impact on the ways that black African managers navigate borders and negotiate identity in the workplace. University of Cape Town.en_ZA
dc.identifier.ris TY - Thesis / Dissertation AU - Jongens, Christina AB - This dissertation attempts to give a better understanding of how the different social environments in Cape Town and Johannesburg influence organisational culture at The Company and how this impacts on the ways that black African managers navigate borders and negotiate identity in the workplace. The hypothesis of this study is that race and 'laid-backness' are key differentiating factors between The Company in Cape Town and in Johannesburg. This is a descriptive case study that mixes both quantitative and qualitative methods of data collecting and analysing data, however it is primarily a qualitative study. The study focuses on two branches of the same company. 43 out of a total of 138 black African managers were surveyed and 22 of these were interviewed. The selection was a good cross-section of all middle and senior black African managers, as well as from both genders. A questionnaire comprising of a 21-point values survey and a series of open-ended unstructured and structured questions was used in the quantitative data collection process. A semi-structured interview schedule was used in the qualitative data collection process. The qualitative data was analysed using Miles and Huberman's (2004) two-level coding process with the assistance of Nvivo and the quantitative data was analysed using descriptive statistics with the assistance of Statistica. DA - 2006 DB - OpenUCT DP - University of Cape Town LK - https://open.uct.ac.za PB - University of Cape Town PY - 2006 T1 - To what extent do the different social environments in Cape Town and Johannesburg influence the organisational culture of The Company in those places and how does this impact on the ways that black African managers navigate borders and negotiate identity in the workplace TI - To what extent do the different social environments in Cape Town and Johannesburg influence the organisational culture of The Company in those places and how does this impact on the ways that black African managers navigate borders and negotiate identity in the workplace UR - http://hdl.handle.net/11427/11822 ER - en_ZA
dc.identifier.urihttp://hdl.handle.net/11427/11822
dc.identifier.vancouvercitationJongens C. To what extent do the different social environments in Cape Town and Johannesburg influence the organisational culture of The Company in those places and how does this impact on the ways that black African managers navigate borders and negotiate identity in the workplace. [Thesis]. University of Cape Town ,Faculty of Humanities ,Department of Social Development, 2006 [cited yyyy month dd]. Available from: http://hdl.handle.net/11427/11822en_ZA
dc.language.isoengen_ZA
dc.publisher.departmentDepartment of Social Developmenten_ZA
dc.publisher.facultyFaculty of Humanitiesen_ZA
dc.publisher.institutionUniversity of Cape Town
dc.subject.otherWorkplace Change and Labour Lawen_ZA
dc.titleTo what extent do the different social environments in Cape Town and Johannesburg influence the organisational culture of The Company in those places and how does this impact on the ways that black African managers navigate borders and negotiate identity in the workplaceen_ZA
dc.typeMaster Thesis
dc.type.qualificationlevelMasters
dc.type.qualificationnameMPhilen_ZA
uct.type.filetypeText
uct.type.filetypeImage
uct.type.publicationResearchen_ZA
uct.type.resourceThesisen_ZA
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