| Summary: | Thesis (MBA)--Stellenbosch University, 2000. === ENGLISH ABSTRACT: The organisation of the new decade is different from the traditional, local
organisation of the past. The demands of globalisation bring a certain
inconsistency to the workplace. This inconsistency is a result of rapid changes in
the market (expectations from customers, a broader choice of products and
availability of products via global markets) as well as the demands of the
individual working in the organisation (educational levels, management styles
and diversity).
The result of these changes is that organisations also change in their approach to
the market and individual employees. The organisation has different
expectations from the employees than twenty years ago. According to Carter
(1999: 24), the organisation needs individuals that offer:
• flexibility and an understanding that work must change and develop and
that this is not a whim of the organisation but a necessity of the market;
• loyalty, reflected not in long term service, but in high-energy commitment
while working in the organisation;
• a willingness to learn not just task related skills but the interpersonal skills
to deal with others, so that they are also able to contribute to the maximum
of their potential;
• an enterprising mind for the organisation and for themselves; and bring
their personality to work.
As a result of these expectations, employees need to change their approach to
work, themselves and the organisation. All these changes on individual level
need to be transferred to group level in order to be effective. For this process,
the creation and development of energy is needed - individual, group and
organisation-wide energy. The aim of this study is to explain the importance of the development of energy in
the workplace as a key ingredient for the systems growth and survival of the
organisation. In order to achieve the aim, existing sources of energy in
organisations will be identified, and ways in which to develop energy in
individuals will be discussed. === AFRIKAANSE OPSOMMING: Hedendaagse organisasies verskil van die tradisionele, plaaslike organisasie van
die verlede. Globalisering vereis dat die werkplek aanhoudend moet aanpas by
wêreldwye tendense. Die eksterne markte is dinamies en voortdurend aan die
verander (in terme van kliënte se verwagtinge, groter keuses van produkte as
gevolg van die beskikbaarheid van produkte van regoor die wêreld). Hierdie
veranderinge bring mee dat individue binne die organisasie ook ander
verwagtinge het (in terme van opvoedingsvlakke, bestuurstyle en diversiteit).
Die gevolg is dat organisasies hul benadering ten opsigte van markte en
werknemers moet verander. Die organisasie se verwagtinge van werknemers is
dus ook verskillend van wat dit twintig jaar gelede was. Volgens Carter (1999:
24) benodig organisasies individue wat:
• aanpasbaar is en verstaan dat werk moet verander en ontwikkel as gevolg
van markvereistes en nie omdat die organisasie noodwendig 'n nuwe
rigting wil inslaan nie;
• lojaal is aan die organisasie, nie noodwendig deur langtermyn
diensrekords nie maar deur 'n aanhoudende toewyding deur hoë-energie
insette;
• gewillig is om verskeie nuwe vaardighede aan te leer, wat taakverbande
vaardighede sowel as interpersoonlike vaardighede insluit sodat die
individu bydraes kan lewer volgens hul volle potensiaal;
• enterpreneuries is tot die voordeel van die organisasie sowel as hulself;
• en hul persoonlikhede werk toe bring.
As gevolg van hierdie nuwe tipe verwagtinge, sal werknemers hul benadering tot
werk, hulself asook die organisasie moet verander. Hierdie individuele
veranderinge moet ook oorgedra word in groepsverband om sodoende effektief te wees. Hierdie proses benodige die oordra en ontwikkeling van individuele,
groep en organisasie-wye energie.
Die doel van hierdie navorsing is om die belangrikheid van die ontwikkeling van
energie in die werkplek uit te wys. Dit, word geargumenteer, is 'n belangrike
bestandeel vir stelselgroei en die oorlewing van die organisasie. Om hierdie
doelwit te bereik gaan die bestaande bronne van energie binne organisasies
geïdentifiseer word en daar gaan na maniere gekyk word om energie binne
individue te ontwikkel.
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