Christian Van Tonder - Academia.edu (original) (raw)

Papers by Christian Van Tonder

SA journal of human resource management, Nov 6, 2006

Despite the fact that organisational change is one of the most frequently recurring organisationa... more Despite the fact that organisational change is one of the most frequently recurring organisational phenomena of our time, organisations do not succeed at instituting change processes effectively and dismal change "success rates" are recorded. Van Tonder and Van Vuuren (2004) suggested that the adoption of an ethical framework would significantly mitigate the implicit risk of change practices and reduce the negative consequences of such change initiatives. The literature on ethical change practices however is exceedingly sparse and offers little guidance to management on how to conduct change practices ethically. This study argues that the King II report on corporate governance indirectly yet substantially informs issues of governance, risk and ethics in change management and provides a useful point of departure for establishing ethical change practices.

European Business Review, Oct 18, 2011

PurposeThe purpose of this paper is to highlight the importance of the organisation identity cons... more PurposeThe purpose of this paper is to highlight the importance of the organisation identity construct by briefly considering the intellectual development of the organisation identity research field since “emergence”, and introducing previously unreported empirical studies pursued from within the framework provided by organisation identity theory (OIT).Design/methodology/approachMixed methods, qualitative and quantitative designs characterise the seven empirical (field) studies that explored the definitional parameters, existential nature and relevance of organisation identity. Observations are bolstered through conceptual and methodological triangulation across studies.FindingsOrganisation identity (OI) is usually articulated in fairly general terms and empirical research is scarce. In the seven studies reported here, OI is substantially reified and operationalised as the sense of organisational identity (SoI) and the fact of organisational identity (FoI). The studies consistently affirm the existential nature of OI as defined and demonstrate the relevance of OI for contemporary scholars and managers in the relationship of OI with organisational performance.Practical implicationsApart from being a source of stability for organisations during transition and change, organisation identity will increasingly become a significant consideration in performance, competitive strategy, talent attraction and retention, and organisational sustainability. An identity‐centric managerial approach that suggests that management consciously address OI, is proposed.Originality/valueOver the past two decades, conceptual contributions on OI proliferated while empirical studies were rare and generally lacked theoretical coherence. The paper reports on one of the few coherent and systematic approaches to researching OI. It offers a brief account of a series of purposeful, theory‐informed studies since 1999. Unlike previous research, these studies are all empirical in nature and pursued from within the same theory frame (OIT). The studies consistently reveal organisation identity as a significant multifunctional organisational construct.

Managing global transitions, 2008

The uncertainty that accompanies organizational change heightens prospects for intra organization... more The uncertainty that accompanies organizational change heightens prospects for intra organizational conflict. Notwithstanding this, the knowledge base on the sources (or causes) of organizational conflict is underdeveloped-largely as a result of a low incidence of empirical research, and in particular in South Africa. The current study explored the perceived sources of conflict in two South African organizations operating in different economic sectors. An experimental survey focusing on both the causes and the impact of conflict was administered to a sample of 203 employees, representing both companies. Comparative analysis revealed significant differences between the two organizations' views with regard to the causes and consequences of conflict. The implications of these findings for future research and conflict management are discussed.

Sa Journal of Industrial Psychology, Oct 24, 2003

Postmodern society is predominantly viewed as a consumption-oriented society that developed as a ... more Postmodern society is predominantly viewed as a consumption-oriented society that developed as a reaction to the more traditional, modern society. The observed divide between modern and postmodern societies suggests different consumption patterns and consumer profiles which could have significant implications for service organisations. The discussion contrasted the modern and postmodern eras and societies, and isolated the main characteristics and service expectations of the postmodern consumer. The implications for organisation development (OD) in service organisations, notably in terms of the changes that are required, are highlighted.

Procedia - Social and Behavioral Sciences, Aug 1, 2014

Procedia - Social and Behavioral Sciences, Jul 1, 2013

Migrants struggle to perform to expectation during their early years of settlement a phenomenon u... more Migrants struggle to perform to expectation during their early years of settlement a phenomenon usually ascribed to a explore the rol Semi-structured phenomenological interviews were conducted with 19 South African migrants to Australia. Apart from confirming the personally challenging nature of migration, the study revealed that first work encounters facilitate realism, induce culture support and Human Resource Management practices.

SA journal of human resource management, Nov 6, 2006

Although the pace of organisational change is escalating, the reported success rate of large-scal... more Although the pace of organisational change is escalating, the reported success rate of large-scale change efforts remains disappointingly low. This suggests a level of risk that remains largely under acknowledged. The current study explored employee perceptions of risk in organisational change practices. Statements provided by a convenience sample of 111 respondents from seven institutions revealed a distinct awareness of change risk among employees. Identified risk areas align with the planning, involvement and implementation stages of organisational change processes. It is furthermore proposed that an ethical approach to change will minimise resistance to change and substantially reduce change risk.

Sa Journal of Industrial Psychology, Oct 26, 2004

IGI Global eBooks, Mar 25, 2015

Sa Journal of Industrial Psychology, Oct 26, 2004

The identity concept has been around in the form of "corporate identity" for some time, but its a... more The identity concept has been around in the form of "corporate identity" for some time, but its appearance as "organisation identity" is more recent. Emerging theory and initial empirical research suggest that an identity approach and "identity interventions" in particular, offer promising avenues to the organisation development practitioner for enhancing organisational focus, building resilience in the face of major change, and improving performance. Identity interventions in and of themselves, but also employed as pre-change interventions, build organisational capacity that would stave off premature organisational "death" and extend the organisation's life expectancy. OPSOMMING Die identiteitskonsep is in die vorm van korporatiewe identiteit reeds 'n geruime tyd in omgang, maar die verskyning daarvan as "organisasie-identiteit" is meer onlangs. Ontluikende teorie en aanvanklike empiriese navorsing suggereer dat 'n identiteitsbenadering en "identiteitsintervensies" in die besonder, belowende geleenthede aan die organisasie-ontwikkelingspraktisyn bied om organisasiefokus te verbeter, die organisasie se veerkragtigheid ten aanskoue van omvangryke verandering te bou, en prestasie te verbeter. Identiteitsintervensies op sigself bou organisasiekapasiteit, maar kan ook as voorveranderingsintervensies aangewend word wat premature organisasie "sterftes" sal vermy en die organisasie se lewensverwagting sal verleng.

SA journal of human resource management, Apr 20, 2009

Sa Journal of Human Resource Management, 2009

Sa Journal of Industrial Psychology, Oct 24, 2003

Procedia - Social and Behavioral Sciences, Jul 1, 2013

Although acculturation is the preferred interpretation frame in migration research, it fails to f... more Although acculturation is the preferred interpretation frame in migration research, it fails to fully account for the entire can be discer of research participants. Data were obtained from 21 South African migrants to Australia, using semi-structured phenomenological interviews. broadened perspective beyond the conceptual boundaries of acculturation and implies an extended intervention repertoire for assisting migrants.

By virtue of the franchisor-franchisee relationship a franchise is neither a small business nor a... more By virtue of the franchisor-franchisee relationship a franchise is neither a small business nor a large corporate and more aptly viewed as a hybrid organizational form. Despite this anomaly the franchise still has to contend with the standard business challenges including constant change in the operating context. Mindful of the multiple sources of change that could impact on the franchise, and the paucity of research in this regard, the current study set out to explore the nature of organizational change experienced at the level of the franchise. Twenty-one (21) franchisees of a large retail institution participated in a qualitative study which utilized a semistructured interview schedule for data gathering. Franchisee narrative was subjected to content analysis and a multitude of change themes were extracted. The findings revealed that franchises are subjected to an extensive array of changes originating both external and internal to the franchisor. Moreover, it was observed that the salience of change phenomena life cycle stage-specific. The implications of the study are briefly indicated.

Sa Journal of Industrial Psychology, Mar 23, 2006

During the past two decades a steady increase in scholarly contributions in the area of organisat... more During the past two decades a steady increase in scholarly contributions in the area of organisation identity have been observed-to the point that the phenomenon is now the subject of a sustainable discourse in several disciplines. Many theoretical and conceptual dilemmas however remain, largely as a result of the low incidence of empirical research in the area. This study reports the results of an exploratory investigation that adapted Schley and Wagenfield's (1979) concept of identity for use in an organisational setting. Interviews were conducted with 152 top managers representing 10 companies. The results indicate that organisational responses to the question "who am I?" elicit distinctive organisational self-descriptions and some awareness of identity issues.

Sa Journal of Industrial Psychology, Oct 26, 2004

SA journal of human resource management, Nov 6, 2006

Despite the fact that organisational change is one of the most frequently recurring organisationa... more Despite the fact that organisational change is one of the most frequently recurring organisational phenomena of our time, organisations do not succeed at instituting change processes effectively and dismal change "success rates" are recorded. Van Tonder and Van Vuuren (2004) suggested that the adoption of an ethical framework would significantly mitigate the implicit risk of change practices and reduce the negative consequences of such change initiatives. The literature on ethical change practices however is exceedingly sparse and offers little guidance to management on how to conduct change practices ethically. This study argues that the King II report on corporate governance indirectly yet substantially informs issues of governance, risk and ethics in change management and provides a useful point of departure for establishing ethical change practices.

European Business Review, Oct 18, 2011

PurposeThe purpose of this paper is to highlight the importance of the organisation identity cons... more PurposeThe purpose of this paper is to highlight the importance of the organisation identity construct by briefly considering the intellectual development of the organisation identity research field since “emergence”, and introducing previously unreported empirical studies pursued from within the framework provided by organisation identity theory (OIT).Design/methodology/approachMixed methods, qualitative and quantitative designs characterise the seven empirical (field) studies that explored the definitional parameters, existential nature and relevance of organisation identity. Observations are bolstered through conceptual and methodological triangulation across studies.FindingsOrganisation identity (OI) is usually articulated in fairly general terms and empirical research is scarce. In the seven studies reported here, OI is substantially reified and operationalised as the sense of organisational identity (SoI) and the fact of organisational identity (FoI). The studies consistently affirm the existential nature of OI as defined and demonstrate the relevance of OI for contemporary scholars and managers in the relationship of OI with organisational performance.Practical implicationsApart from being a source of stability for organisations during transition and change, organisation identity will increasingly become a significant consideration in performance, competitive strategy, talent attraction and retention, and organisational sustainability. An identity‐centric managerial approach that suggests that management consciously address OI, is proposed.Originality/valueOver the past two decades, conceptual contributions on OI proliferated while empirical studies were rare and generally lacked theoretical coherence. The paper reports on one of the few coherent and systematic approaches to researching OI. It offers a brief account of a series of purposeful, theory‐informed studies since 1999. Unlike previous research, these studies are all empirical in nature and pursued from within the same theory frame (OIT). The studies consistently reveal organisation identity as a significant multifunctional organisational construct.

Managing global transitions, 2008

The uncertainty that accompanies organizational change heightens prospects for intra organization... more The uncertainty that accompanies organizational change heightens prospects for intra organizational conflict. Notwithstanding this, the knowledge base on the sources (or causes) of organizational conflict is underdeveloped-largely as a result of a low incidence of empirical research, and in particular in South Africa. The current study explored the perceived sources of conflict in two South African organizations operating in different economic sectors. An experimental survey focusing on both the causes and the impact of conflict was administered to a sample of 203 employees, representing both companies. Comparative analysis revealed significant differences between the two organizations' views with regard to the causes and consequences of conflict. The implications of these findings for future research and conflict management are discussed.

Sa Journal of Industrial Psychology, Oct 24, 2003

Postmodern society is predominantly viewed as a consumption-oriented society that developed as a ... more Postmodern society is predominantly viewed as a consumption-oriented society that developed as a reaction to the more traditional, modern society. The observed divide between modern and postmodern societies suggests different consumption patterns and consumer profiles which could have significant implications for service organisations. The discussion contrasted the modern and postmodern eras and societies, and isolated the main characteristics and service expectations of the postmodern consumer. The implications for organisation development (OD) in service organisations, notably in terms of the changes that are required, are highlighted.

Procedia - Social and Behavioral Sciences, Aug 1, 2014

Procedia - Social and Behavioral Sciences, Jul 1, 2013

Migrants struggle to perform to expectation during their early years of settlement a phenomenon u... more Migrants struggle to perform to expectation during their early years of settlement a phenomenon usually ascribed to a explore the rol Semi-structured phenomenological interviews were conducted with 19 South African migrants to Australia. Apart from confirming the personally challenging nature of migration, the study revealed that first work encounters facilitate realism, induce culture support and Human Resource Management practices.

SA journal of human resource management, Nov 6, 2006

Although the pace of organisational change is escalating, the reported success rate of large-scal... more Although the pace of organisational change is escalating, the reported success rate of large-scale change efforts remains disappointingly low. This suggests a level of risk that remains largely under acknowledged. The current study explored employee perceptions of risk in organisational change practices. Statements provided by a convenience sample of 111 respondents from seven institutions revealed a distinct awareness of change risk among employees. Identified risk areas align with the planning, involvement and implementation stages of organisational change processes. It is furthermore proposed that an ethical approach to change will minimise resistance to change and substantially reduce change risk.

Sa Journal of Industrial Psychology, Oct 26, 2004

IGI Global eBooks, Mar 25, 2015

Sa Journal of Industrial Psychology, Oct 26, 2004

The identity concept has been around in the form of "corporate identity" for some time, but its a... more The identity concept has been around in the form of "corporate identity" for some time, but its appearance as "organisation identity" is more recent. Emerging theory and initial empirical research suggest that an identity approach and "identity interventions" in particular, offer promising avenues to the organisation development practitioner for enhancing organisational focus, building resilience in the face of major change, and improving performance. Identity interventions in and of themselves, but also employed as pre-change interventions, build organisational capacity that would stave off premature organisational "death" and extend the organisation's life expectancy. OPSOMMING Die identiteitskonsep is in die vorm van korporatiewe identiteit reeds 'n geruime tyd in omgang, maar die verskyning daarvan as "organisasie-identiteit" is meer onlangs. Ontluikende teorie en aanvanklike empiriese navorsing suggereer dat 'n identiteitsbenadering en "identiteitsintervensies" in die besonder, belowende geleenthede aan die organisasie-ontwikkelingspraktisyn bied om organisasiefokus te verbeter, die organisasie se veerkragtigheid ten aanskoue van omvangryke verandering te bou, en prestasie te verbeter. Identiteitsintervensies op sigself bou organisasiekapasiteit, maar kan ook as voorveranderingsintervensies aangewend word wat premature organisasie "sterftes" sal vermy en die organisasie se lewensverwagting sal verleng.

SA journal of human resource management, Apr 20, 2009

Sa Journal of Human Resource Management, 2009

Sa Journal of Industrial Psychology, Oct 24, 2003

Procedia - Social and Behavioral Sciences, Jul 1, 2013

Although acculturation is the preferred interpretation frame in migration research, it fails to f... more Although acculturation is the preferred interpretation frame in migration research, it fails to fully account for the entire can be discer of research participants. Data were obtained from 21 South African migrants to Australia, using semi-structured phenomenological interviews. broadened perspective beyond the conceptual boundaries of acculturation and implies an extended intervention repertoire for assisting migrants.

By virtue of the franchisor-franchisee relationship a franchise is neither a small business nor a... more By virtue of the franchisor-franchisee relationship a franchise is neither a small business nor a large corporate and more aptly viewed as a hybrid organizational form. Despite this anomaly the franchise still has to contend with the standard business challenges including constant change in the operating context. Mindful of the multiple sources of change that could impact on the franchise, and the paucity of research in this regard, the current study set out to explore the nature of organizational change experienced at the level of the franchise. Twenty-one (21) franchisees of a large retail institution participated in a qualitative study which utilized a semistructured interview schedule for data gathering. Franchisee narrative was subjected to content analysis and a multitude of change themes were extracted. The findings revealed that franchises are subjected to an extensive array of changes originating both external and internal to the franchisor. Moreover, it was observed that the salience of change phenomena life cycle stage-specific. The implications of the study are briefly indicated.

Sa Journal of Industrial Psychology, Mar 23, 2006

During the past two decades a steady increase in scholarly contributions in the area of organisat... more During the past two decades a steady increase in scholarly contributions in the area of organisation identity have been observed-to the point that the phenomenon is now the subject of a sustainable discourse in several disciplines. Many theoretical and conceptual dilemmas however remain, largely as a result of the low incidence of empirical research in the area. This study reports the results of an exploratory investigation that adapted Schley and Wagenfield's (1979) concept of identity for use in an organisational setting. Interviews were conducted with 152 top managers representing 10 companies. The results indicate that organisational responses to the question "who am I?" elicit distinctive organisational self-descriptions and some awareness of identity issues.

Sa Journal of Industrial Psychology, Oct 26, 2004