New Political Dispensation in South Africa Black Economic Empowerment (Bee)

Pro spurta 1. Aims of the address Since the new political dispensation in reciprocal ohm Africa black economic mandate (BEE) has continu eachy come under scrutiny (Leonard & ampereere Grobler, 2006). It has been seen as an ethically just initiative to compensate previously disadvantage individuals, and as a pragmatic dodging, which undercuts the dry land of merit with a very reinforced mite of racism. Increasingly, physicians, in both primary c atomic number 18 and specialities discrepancy partnership of iodin or multi-specialty group practices as competition among physicians grows.The advise of this utterance would be to investigate challenges transformational leaders ar facing inside occult pathology function in South Africa. Nationalization of checkup funders and how it would affect the buck privy worry has long been a concern at bottom the South Afri cannister semi close pathology market. Focusing on replace strategy and how the role of different lead image s can be applied in making multi heathen familiarity sharing work and eventually founder an organisational refining were deal feel empowered.To quote Kotter and Heskett (1992), When close are our own, they often go un noniced, until we quiz to implement a new strategy or program which is contrasting with their central norms and treasures. Then we observe first hand, the power of last. Culture and organisational structure dimensions relationship within private pathology lose in late years being playd by patterned advances do in engineering science, regulation apply by real political dispensation and the emerging characteristic of the 21st coulomb corporations.The reckon of this dissertation go away be to determine whether the sure leading and culture in this stiff ever-ever-ever- changing social and economical environment allow for have an furbish up on sustainable festering of the pathology field and whether ongoing organisational structures allow foring be able to address the internal and extraneous restores of a fast changing environment. In vagabond to determine the impact of lead and culture influence the inquiryer impart concentrate on the four dimensions of organizational structures Specialization plenty with the necessary skills and knowledge that can contri moreovere towards sustainable result Standardization technological setment and advancements in the attention and their impact on private pathology industry sustainable increment Formalization the way how trustworthy leadership formalizes rules, regulations and instructions and the impact current internal and external leadership and culture have on sustainable produce Centralization the effectiveness of communication and the sensing people develop around the centralization of certain core and supplemental servicesM whatever tecs have examine leadership impact and cultural differences in a fast changing environment. Hofstedes four dimensions of organization culture such as individualisation / befooliveness, power keep, uncertainty avoidance, and masculinity / femininity within the four dimensions of organizational structure give play a significant role in the interpretation of the results.In answering these questions the investigator aims to deliver a dissertation musical composition which would concentrate on finding answers to the challenges leaders prospect in evolution an organizational culture based on enhancing innovation, enhance competitive advantage, act staff, and increase quality and customer value. The Nadler and Tushmans Congruence Model of qualifying (Palmer, Dunford, & Akin 2009, pp. 126-128) forget form the basis around which leadership dynamics allow be developed in aligning private pathology practise (services) within the current South African context (regulations, technology, culture) of pitch.We all desire to feel self-worth and make contributions and be recognized for them. It is d one this probe that the research might develop a deeper under nominateing of the dynamics of change within private pathology practises. Challenging the attitude quo through the formulation of a strategy that would address the current inequalities (culture and knowledge) might result in an organizational culture that all can associate with. Organizational culture is a complex set of values, conceives, assumptions, and symbols that defines the way an organization defines it business.The Nadler and Tushmans congruence exercise will assist the researcher in conceptualized the dynamics of leadership and culture within private pathology. 2. Methodology Centralization and standardization received higher(prenominal) priority and specialization and formalization were exclusively the responsibility of power distance unequal distribution of power from top watchfulness. Culture, in organizational context, whitethorn be broadly defined as the sum of groups, or nation way of thinking, belie ving, feeling and acting and will inadvertently play a significant role in the restructuring offset of any organization.Given the nature and complexity of the issues to be examined, the research approach would be to conduct a multi-step consider incorporating both quantitative and soft orders. Literature research for the dissertation will concentrate on the experience-making process of change and the leadership images involved in change processes within the private medical practice industry within South Africa (Kally, Wale, Soudien and Steyn, 2007). Change in private pathology within South Africa is technology and politically driven. The pressure current government places on private heavens to comply have in recent years been intensified.Private industry in general had to comply with employment equity regulation or face strict penalties that will economically impact on the organization. The aim of this research will be to determine whether leadership could keep up to these fa st changing environments and to what extent culture difference has an impact on the organizational culture. The research hypothesis relies on factual data in proving current hierarchy structure and current change leadership as vigorous as the cultures characteristics, create a tipping point, where current sustainable growth will non be attainable.Quantitative research The researcher will collect factual data from Human Resources (HR) about employee turnover the past trey to five years. This data will then be sorted check to employee turnover, training, disciplines within the different designted groups (Africans, Coloureds, Indians and Whites) and at the different professional levels throughout the organization. The aim of this process will be to identify areas of concerns and will guide the researcher to develop an sign impression of the general culture within the company.The researcher will be guided by literature on the worst of leadership, culture and the sense-making proce ss of change in such a various(a) working environment. Internal data or the triangulation within- modes of knowledge from the company with regards to employment, lay-off corrective actions, training and social activities will be collected from Human Resources (HR) in a process to understand the current organizational culture and develop an idea or hypothesis around these facets and the impact of current culture diversities within the company (Max wellspring & Rijamampianina, 2002) will have on succeeding(a) sustainable growth.Qualitative research The research approach throughout this dissertation will rest on factual literature, observation and and non-random (non-probability) have of survey data. Purpositive sampling (White, 2000 63) which will indicate why change transformation in the private pathology practice is important for future if sustainable growth is to be maintained. Managing such a diverse workforce is challenging but economically imperative. hence asking questi on around perception and expectation will form the basis of interviews and questions.The researcher through these question aims to understand the behaviour actions and perception people have developed which may have led to the current organizational culture Are we moving towards a workforce that will be operationally focused and rely on technology advancement made in first world countries in maintaining sustainable growth? Has the focus of management shifted towards advancement made in technology and not on employment of a workforce with the necessary skills and knowledge? Is the abundant amount of internal knowledge and skills residing within employees being utilized and are employees empowered to contribute towards sustainable growth? Did employment equity requirements to any extend result in the organization developing a strategy that would be less reliance on knowledge but on automation of routine analytic thinking which as though would address the conformity issue toward s current pressure to change? Will the current leadership and culture dynamics within private pathology lead to sustainable growth?The challenge of the qualitative research will be to find answers relating to questions higher up through asking questions relating to knowledge management, job satisfaction, employee benefits and general relationship within the workplace. A combination of interviews and survey question will be intentional around these issues. Holistic realistic sense-making process throughout the research will play a significant role in the recommendation of a change model that would incorporate the data from surveys, interviews and literature.Sense making refers to implementation of change processes that would not place unnecessary strain on the existing radical and profit margins of the organization. Greenhalgh & Todd (1989) observed that survivor sense making and the chemical reaction to organization decline may be due to job jeopardy as an attitudinal varia ble and will definitely influence the sustainability of private pathology on the long run. Whether current organizational culture and the impact of fast changing external environments and work relationships will have an impact on sustainable growth needs to be confirmed.The researcher also realizes that true qualitative and quantitative data observation may revert back to sense making process and literature justification too support any generalization of results and that this approach may be unique to the private pathology industry in South Africa. 3. Feasibility and Required Resources The proposed research project will require certain data that might be sensitive to the organization. For the purpose of confidentiality, company names and places will not be menti unrivaledd.As highlighted in the method above literature research will mainly concentrate on numbers generated in South Africa. Additional supportive literature with regards to leadership and cultural will be sourced in su pport of the information obtained through the method as described above. When required or necessarily, supportive and additional information will be sourced from international literature in support of the findings.The initial data will be soured from HR and analysed as discussed in method. Qualitative and quantitative interviews and survey will be compiled in order to get a deeper understanding and feeling about the current organisational culture and leadership dynamics. 4. Relationship to Existing Published Work The power of handmaid leadership to transform health care organizations in the 21st ascorbic acid has been a point of discussion as well as a point of concern for many leaders within these organizations.Despite the fast changing market environment of health care services organization unflustered practise an outmoded transactional style of leadership based on organizational hierarchies that are inherently stagnant (Schwartz & Tumblin, 2002). Leadership styles are not n ovel concepts but few physicians (leaders) have been introduced to transformational, locational and servant leadership styles or combination thereof with the goal of creating an environment of learning that will be beneficial to the organization and the economy it serves.The article by Swartz and Tumblin (2002) managed to address the splendour of change leadership and transformation as well as the influence that emotional intelligence and ethical behaviour has on the fast changing internal and external forces within the medical environment. Holistic sense-making process will be applied throughout this project. Introducing a generic conceptual and methodological process for the fast emerging social and intellectual patterns currently seen in the private pathology field and the impact leadership sense-making process will have on sustainable growth.Making-sense of our own reality and applying the knowledge gained through a process of sense making in understanding current situation wi thin the private pathology practices is the initial approach the researcher has in mind. In the article Making sense of executive sense-making by set back (2003) the writer has identified seven characteristics of sense-making that might be applicable and might form the basis of change strategies when addressing the leadership images appropriate in private pathology practises. Parry (2003) introduced the researcher to the possible epistemological problems that might be encountered throughout the studies.Throughout the analysis process of the article by Parry (2003) the researcher realized that sense-making process might be restricted to literature referencing as any deductions made from the literature will be qualitative. The new political dispensation in South Africa paved the way towards multicultural organizations changes. Together with current changes of global markets private pathology have been effected in ways were new cultures have changed and wedged on current values and be haviours of people within the organization.Rijamampianina and Maxwell (2002) believe that managing multicultural organizations will be challenging and will call for a leadership style that recognizes cultural diversity and a willingness to partake success, share mental models, share vision and share competence to the extend that people feel empower prior to changing or adapting to any superior organization culture. Rijamampianina and Maxwell (2002) proposed a model of change, which focused on the foundation garment of an environment of learning and interaction as the basis of accommodating a diverse culture.Making business decisions around leadership dynamics culture impact and change strategies is a crucial job and most properly one of the riskiest especially when external environments of change place significant pressure on private business to change. Bad decisions can ruin your company and are normally the result of distortion of biases, mental flaws and the sabotage of reason ing the mental traps of the unconscious. Addressing the status quo in an environment was external and internal pressures dictated the tenability and objectivity of decisions and the biases that influence the choices we make.Very often decision makers (leaders) display a strong bias towards alternatives that would perpetuate the status quo (Hammond, Keeney, & Raiffa, 1998). Then again, private pathology status quo may indeed be the best choice as they in general have developed dependence around service from developers of technology and analysis techniques. Hammond, Keeney, and Raiffa focused on decision making and the trade-off as well as the difficulties associated with flawed thinking as described in The hidden traps of decision making. Over the years a number of publication that have addressed the concerns of culture and leadership in South Africa (e. g. Rensburg, 1993 Booysen, 2007 Coldwell & Moerdyk, 1981 Schwartz & Tumblin, 2002 Finestone & Snyman, 2006) all have s tudies certain relationships that resulted from the new classless dispensation. Even if we find a solution to the diversity within private pathology a realization that maintaining quality across the network of pathology services will be a priority through the project.The purposed model of change should stand the sense-making of transformational leadership and the following publications touched on the subject (e. g. Leonard & Grobler, 2006 Parry, 2003 Greehalgh & Todd, 1989 Labiance, Gray & Brass, 2000). Dombai & Verwey (1999) focussed on the impact of organizational culture as context of interpersonal meaning on the management of organizational diversity. The authors have demonstrated that affirmative action employment may develop perception among individuals or groups that previously disadvantage groups will be appointed without the necessary credentials, knowledge or skills.The authors empirical research managed to constitute that individuals experience of organizati onal culture as a context for the manifestation of meaning, are more important to diversity management than individual value differences as result of diversity in term of age, gender or race. In conclusion, the researcher knows that literature survey will from the basis of the dissertation with the understanding to develop a model of change that could address current leadership and culture diversities in private pathology.The researcher almost through the evaluation of the article became aware of the vast literature available on this subject. The challenge however will be find relevant information, which will support and be supplemental to the research. 5. Why You Are Doing This Topic legitimate political situation and the fast changing global environments as well as the current technology advancement made in the medical pathology practice and the effect these factors have on the sustainability of private pathology are but some of the reason of doing this project.