| dc.description.abstract | ln the quest for greater efficiency and responsiveness to a rapidly changing higher education environment, complex organisations like the University of the Western Cape have to constantly review their structures to assess their continued suitability and possible change and adaptation accordingly. ln order to stay competitive, to meet the demands of new legislation, to stay abreast with external developments and in the light of severe financial constraints, UWC recognised the need for change. Organisational Development (OD) defined as a set of social science techniques, designed to plan and implement change in work settings for purposes of enhancing the personal developments of individuals and improving the effectiveness of organisational functioning, was recognised by UWC's Human Resources Department as an ideal tool in which planned change could be realised. This study has attempted to trace the organisational development process within the Student Administration Department, at the University of the Western Cape, started in 1999. The airns of the study were: (i) To trace the organisation development process started in the Student Administration Department in 1999, (ii) To examine the benefits of the organisation development process, (iii) To highlight the shortcomings of the organisational development process, and (iv) To propose recommendations, if necessary, on improving administrative processes in the Student Administration Department. Firstly the study highlighted the general forces behind the need for change within an organisation and it explored the ideal qualities of OD as a change
management tool. One of the reasons why OD is used for example, could be discussed in terms of the open problem-solving climate it seeks to create throughout the organisation. However, the OD practice is also beset with many problems as retrenchments and fear of change, possible consequences of OD, inevitably affect the lives of people. Secondly, factors contributing to change in higher education such as global changes, national changes and regional changes, were also explored. The most significant change that touched the globe to date is the rapid development of information technology where the deployment of such technology can be the best way to boost education and enable disadvantaged communities to become part of the economy and thereby the first world. National changes that occurred, was the deconstruction of the legacy of the systematic exclusion of Black Africans from the South African education system. Here UWC took the lead in dismantling apartheid in higher education by implementing an "open" admissions policy which provided access to growing numbers of African students. A multitude of new educational policies and analyses has also been introduced since 1994 which had a powerful impact on the functioning of higher education institutions in South Africa. Further challenges faced by UWC, highlighted in the study, were the mounting student debt and an enrolment-driven funding formula which did not serve the institution favourably. The study concludes by proposing recommendations in addressing key problems revealed. (i) That a communication strategy be evolved through which interaction between management and workers can be facilitated. (ii) That teambuilding exercises be embarked upon to restore the levels of trust. (iii) That the organisation development process be evaluated so that corrective action could be taken if necessary. (iv) That a proper change strategy be developed. (v) That staff development policies be put in place and (vi) That a training programme be established to equip management with the proper tools to adequately deal with change. | en_US |
