Abstract

SWOT analysis is currently used as an evaluation tool in organisations throughout the world. This is a technocratic, rationalistic approach based on scientific management principles. Evidently, research over the past decade points out that traditional management practices in organisations that depend on a top-down approach in achieving organisational objectives has severe limitations since it is wedded to bureaucratic control measures. This denotes that SWOT analysis is based on a bureaucratic model to evaluate organisational effectiveness. This implies that the focus of SWOT analysis is management by objectives and merely getting the job done in terms of organisational needs. In contrast, SWEAT analysis as critically discussed in this paper is based on a collegial model. Key characteristics of SWEAT analysis is that the planning and evaluation process is guided by shared decision-making, empowerment, emancipation and consequently shared leadership within the organisation. The human factor is not secondary to the existence of the organisation. Happiness is the key driver to achieve the vision of any organisation. It is a question of a shared vision, owned by everyone within the organisation. Research, as discussed in this paper, alludes to the Strengths, Weaknesses, Expectations, Abilities and Tensions that impact on both the leader and the employee in achieving the goals of the organisation. It is a process in the organisation that is not dependent on the bureaucratic, rationalistic model of determining job satisfaction; it is firmly embedded in humanistic principles. Hence, to manage organisational change, paradigm shifts are essential to create a people-oriented environment as opposed to a strictly task-oriented environment.