A Cross-Sectoral Investigation of Strategic Fit vs Flexibility Dissertation

A Cross-Sectoral Investigation of Strategic Fit vs Flexibility - Dissertation utilisation6.4.1 Employee Satisfaction466.4.2 Service Quality476.4.3 Customer Satisfaction496.5 Conclusion50Chapter 7 - Conclusion517.1 Contributions of the Research537.2 Implications of the Research557.2.1 Implications for Public Sector Organisations557.2.2 Implications for Future Research577.3 Limitations of Study597.4 Final Conclusion59References61 72Appendix I Interview Transcripts and Coding73Appendix I.1 Organisation A (Public Sector)74Appendix I.2 Organisation B (Private Sector)101Appendix II Conceptual Models124 125Organisation A Conceptual Models126Appendix II.2131Organisation B Conceptual Models131Organisation A Conceptual Models137Appendix II.2142Organisation B Conceptual Models142AcknowledgementsWithout the continued emotional and financial support provided by my parents, I may have not reached the end of this journey. During my studies there were times when work commitments and intermittent fi nancial stress made me believe that I would not be able to see this journey through. It was during these times, and many others, that my parents words of encouragement and their confidence in my ability gave me the motivation to persist. No words of thanks can adequately express the depth of my appreciation and love.I would also like to seize this probability to personally thank my supervisor, . I cannot express the extent to which his encouragement, support, understanding and, above all, his prompt, constructive and greatly appreciated criticism and feedback, were invaluable to the research, writing and completion of this study. convey you.AbstractStrategic human resource precaution is, undoubtedly, an integral factor in organisational success but, it only represents an element within the... 1.1 IntroductionFocusing on the prevalent organisational structure and management distinctions amongst the private and the public sector, the dissertation aims to demonstrate the tendency of the public sector to adhere to outmoded and inefficient management models as compared to the best practices models, strategies, tools and mechanisms adopted within the private sector. The disparity between public and private sector management styles and paradigms is customarily justified through reference point to organisational structural differences. This dissertation takes a contrary position, arguing that even though there may exist structural differences between public and private sector organisations, the differences are not such as to prevent the successful implementation of private sector management strategies and paradigms in public sector organizations, as would take on for the adoption of Total Quality Management lending to the evolution of an effective and efficient human resource. These statements and arguments shall be validated through a review of the lit on public and private sector organisations and contemporary management strategies and, solidified through the results of the field study. 1.2 Importance of TopicThe current study proposes to examine the similarities and differences between the public and the private sector for determination of whether or not private sector management strategies withstand successful adaptation to, and implementation in, the private sector.