A Cross-Sectoral Investigation of Strategic Fit vs Flexibility - Dissertation Example

6.4.1 Employee Satisfaction 466.4.2 Service Quality 476.4.3 Customer Satisfaction 496.5: Conclusion 50Chapter 7 - Conclusion 517.1: Contributions of the Research 537.2: Implications of the Research 557.2.1 Implications for Public Sector Organisations 557.2.2 Implications for Future Research 577.3: Limitations of Study 597.4: Final Conclusion 59References 61 72Appendix I: Interview Transcripts and Coding 73Appendix I.1: Organisation A (Public Sector) 74Appendix I.2: Organisation B (Private Sector) 101Appendix II: Conceptual Models 124 125Organisation A Conceptual Models 126Appendix II.

2 131Organisation B Conceptual Models 131Organisation A Conceptual Models 137Appendix II.2 142Organisation B Conceptual Models 142AcknowledgementsWithout 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 financial 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 opportunity 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. Thank you.AbstractStrategic human resource management is, undoubtedly, an integral factor in organisational success but, it only represents an element within the. 1.1: Introduction Focusing on the prevalent organisational structure and management distinctions between 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 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 allow 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 literature on public and private sector organisations and contemporary management strategies and, solidified through the results of the field study. 1.2: Importance of Topic The 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.