The assistance of an induction process in creating the desired organisational culture : the case of the Special Investigating Unit

[摘要] ENGLISH ABSTRACT: The research was aimed at addressing the research question: will an induction processassist in creating the Special Investigating Units' (SIU) desired organisational culture? Theobjectives of the research were to collect data on the current perceptions and opinions of SIUmembers on organisational culture and induction, to explore the relationship between thevariables and to make recommendations on whether the induction process can assist increating the desired organisational culture in the SIU.The research design used was the case study method. A qualitative, in-depth description ofthe SIU was performed. The organisational culture and the induction process were describedto provide an understanding of the current organisational culture. The data collection wasperformed by means of semi-structured interviews and semi-structured focus groups.The SIU has a very strong and recognisable organisational culture, which means that theculture will be resilient to change. Despite this, there is a lack of understanding amongst theSIU members regarding the concept of organisational culture and the critical role played bymembers in leadership positions in setting the tone of the culture.The SIU members were found to value an effective induction programme as without properinduction there is a negative impact on the new recruit's contribution to the organisation. Anew recruit who does not receive induction learns the ropes through the observation of thebehaviour of his new colleagues and as a result the current organisational culture is instilledin him.The induction process can influence organisational culture, as can the organisational cultureinfluence the induction process. The current induction process has a negative impact on theefforts of the SIU to change to their desired culture as it is still a reflection of the currentculture in the SIU. In the absence of an induction process it was found that the currentculture would be reinforced. The induction process of the SIU should represent the desiredorganisational culture by upholding those values and behaviours.Recommendations were made regarding action that can be taken by the SIU. At a nationallevel it was recommended that the proposed new induction programme be implemented assoon as possible, training be provided to SIU staff and managers to address the lack ofunderstanding of the organisational culture and the detailed findings of the CulturePrint survey should be publicised. At a regional level it was recommended that a welcomingcommittee be established and the re re-induction of current members who have transferredto a new regional office should also be undertaken. Several future research opportunitieshave been identified which are detailed at the conclusion of this research project.

[发布机构] Stellenbosch University