A framework for the integration of skilled / professional self-initiated expatrites into Qatari organisations
- Pieterse, Regan Christopher Ebrahim
- Authors: Pieterse, Regan Christopher Ebrahim
- Date: 2015
- Subjects: Human capital -- Qatar , Cultural relations
- Language: English
- Type: Thesis , Masters , MTech
- Identifier: http://hdl.handle.net/10948/3074 , vital:20396
- Description: The main research problem in this study was to identify a framework that can be utilised for the integration of skilled/professional self-initiated expatriates (SIEs) into Qatari organisations. The main research problem gave rise to six sub-problems that were addressed through the following actions: A literature study was conducted to explore what the existing literature revealed about facilitating successful expatriate integration. In particular, the theoretical guidelines for expatriate recruitment and selection, orientation and cross-cultural integration were presented and discussed. Special attention was given to community embeddedness. Semi-structured interviews were conducted with ten members from the sample group. These were undertaken to obtain their views on the expectations that their organisations had of them upon their arrival in Qatar, as well as on what they felt made it easy or difficult for them to adjust. Subsequently, a structured survey questionnaire was developed using the theoretical guidelines from the literature review and the insights gained from the semi-structured interviews. The survey was conducted in Qatar and administered to 102 skilled/professional self-initiated expatriates from diverse backgrounds and three work sectors, namely: healthcare, education and aviation. The final sample size was 94 due to eight questionnaires not being completed properly. The results from the empirical study revealed a gap between theoretical guidelines/ best practices and the recruitment and selection, orientation and cross-cultural integration practices at the respondents’ organisations. The knowledge gained from the existing literature and from the quantitative and qualitative results of the empirical study were combined and developed into a framework for the integration of skilled/professional self-initiated expatriates into Qatari organisations (refer to Table 5.35). Areas that were identified for improvement related to issues such as the need for Qatari organisations to: provide SIEs with more comprehensive information regarding the role that they will play as knowledge workers with regard to the development/training of Qatari nationals; implement a more comprehensive recruitment, selection and orientation process, and implement a more robust set of strategies to enhance the cross-cultural integration of their expatriate workers. Globalisation has fuelled organisations and countries towards building and/or strengthening knowledge-based economies. However in order to build competitive, knowledge-based economies, organisations and countries require skilled/professional workers. Skilled/professional self-initiated expatriates can provide Qatar with a pipeline of knowledge workers to support the growth of their emerging knowledge-based economy. As such, a framework that will enhance the integration of self-initiated expatriates into Qatari organisations is of paramount importance, specifically with regard to fostering performance excellence, satisfaction and community embeddedness within the Qatari work and cultural system.
- Full Text:
- Date Issued: 2015
- Authors: Pieterse, Regan Christopher Ebrahim
- Date: 2015
- Subjects: Human capital -- Qatar , Cultural relations
- Language: English
- Type: Thesis , Masters , MTech
- Identifier: http://hdl.handle.net/10948/3074 , vital:20396
- Description: The main research problem in this study was to identify a framework that can be utilised for the integration of skilled/professional self-initiated expatriates (SIEs) into Qatari organisations. The main research problem gave rise to six sub-problems that were addressed through the following actions: A literature study was conducted to explore what the existing literature revealed about facilitating successful expatriate integration. In particular, the theoretical guidelines for expatriate recruitment and selection, orientation and cross-cultural integration were presented and discussed. Special attention was given to community embeddedness. Semi-structured interviews were conducted with ten members from the sample group. These were undertaken to obtain their views on the expectations that their organisations had of them upon their arrival in Qatar, as well as on what they felt made it easy or difficult for them to adjust. Subsequently, a structured survey questionnaire was developed using the theoretical guidelines from the literature review and the insights gained from the semi-structured interviews. The survey was conducted in Qatar and administered to 102 skilled/professional self-initiated expatriates from diverse backgrounds and three work sectors, namely: healthcare, education and aviation. The final sample size was 94 due to eight questionnaires not being completed properly. The results from the empirical study revealed a gap between theoretical guidelines/ best practices and the recruitment and selection, orientation and cross-cultural integration practices at the respondents’ organisations. The knowledge gained from the existing literature and from the quantitative and qualitative results of the empirical study were combined and developed into a framework for the integration of skilled/professional self-initiated expatriates into Qatari organisations (refer to Table 5.35). Areas that were identified for improvement related to issues such as the need for Qatari organisations to: provide SIEs with more comprehensive information regarding the role that they will play as knowledge workers with regard to the development/training of Qatari nationals; implement a more comprehensive recruitment, selection and orientation process, and implement a more robust set of strategies to enhance the cross-cultural integration of their expatriate workers. Globalisation has fuelled organisations and countries towards building and/or strengthening knowledge-based economies. However in order to build competitive, knowledge-based economies, organisations and countries require skilled/professional workers. Skilled/professional self-initiated expatriates can provide Qatar with a pipeline of knowledge workers to support the growth of their emerging knowledge-based economy. As such, a framework that will enhance the integration of self-initiated expatriates into Qatari organisations is of paramount importance, specifically with regard to fostering performance excellence, satisfaction and community embeddedness within the Qatari work and cultural system.
- Full Text:
- Date Issued: 2015
A skills profile of female managers in the construction and engineering industry of Nelson Mandela Bay
- Authors: Mackenzie, Caleigh Simone
- Date: 2015
- Subjects: Women executives -- South Africa -- Port Elizabeth
- Language: English
- Type: Thesis , Masters , MTech
- Identifier: http://hdl.handle.net/10948/2824 , vital:16229
- Description: The male-dominated nature of the construction and engineering industries is a well-known phenomenon. This research provides insight into the skills required by female managers in order to manage successfully in these industries dominated by males. The primary purpose of this research is to identify the skills profile of female managers in the construction and engineering industry of Nelson Mandela Bay (NMB). Even though the number of female managers in senior management positions is increasing, South Africa still has a long way to go before men and women are considered equal with regard to the roles that they play and the positions that they occupy in the work-place (Mail & Guardian Online, 2012: 1). Therefore, the aim of this study is to identify the skills needed by female managers in the construction and engineering industry of NMB. This study attempts to provide answers to the following research questions: What are the management skills a manager should have? What is the skills profile of female managers in the construction and engineering sector of NMB? Is there a skills gap in the current literature? The literature overview was conducted on roles, functions and skills of managers as well as female managers in male-dominated industries from journals and books published between 2000 and 2014. Topics researched included the roles and functions of managers, generic management skills and industry-specific management skills, females as managers and leaders, barriers to managerial success for females, and the nature of the construction and engineering industries. Chapter four discusses the research design and methodology used in this study. The quantitative research approach was used in order to solve the main problem of this study. A non-probability sampling method was used for this study. Purposive sampling and snowball sampling methods were used. These methods seemed most appropriate given the small sample size, the fact that self-completion questionnaires were used to gather data from female managers, and the fact that the researcher investigated only the skills exhibited data. The Master Builders’ Association was contacted in order to identify respondents in construction. Respondents in engineering were identified using snowball sampling, which forms part of non-probability sampling. A questionnaire was developed based on the management skills identified in the literature study conducted. Primary data was collected through e-mail distribution of a cover letter requesting the respondent to complete the attached questionnaire. The data was then loaded on an Excel data base for further use and analysis. Once primary data had been collected, it was analysed using appropriate statistical methods. Descriptive statistics were used to analyse the data to determine the skills’ profile of female managers in the construction and engineering industry of NMB, as reflected in the collected data. These results were then used to identify areas for further research. The analysis revealed that the majority of the sample was between the ages of 29 and 38 years old and employed in the construction industry. The sample mainly consisted of top level managers with a Masters as their highest educational qualification (41 per cent). The majority of the respondents agreed that conceptual, technical, political, analytic, administrative, and diagnostic skills are required to effectively manage an organisation. Based on the findings, the majority of the respondents strongly agreed that leadership, planning, organising, conflict management, and project management skills are industry-specific management skills required to manage effectively in the construction and engineering industry. The majority of respondents indicated that they had learned these skills through workplace training and experience. The majority of the respondents agree that female managers excel in certain managerial skills and even believe that female managers possess different skills to those of male managers. The results of this study are expected to create awareness of the current state of the construction and engineering industry in NMB. The information will enable employers as well as FET institutions to create interventions and equip females with the necessary skills to become engineering and construction professionals.
- Full Text:
- Date Issued: 2015
- Authors: Mackenzie, Caleigh Simone
- Date: 2015
- Subjects: Women executives -- South Africa -- Port Elizabeth
- Language: English
- Type: Thesis , Masters , MTech
- Identifier: http://hdl.handle.net/10948/2824 , vital:16229
- Description: The male-dominated nature of the construction and engineering industries is a well-known phenomenon. This research provides insight into the skills required by female managers in order to manage successfully in these industries dominated by males. The primary purpose of this research is to identify the skills profile of female managers in the construction and engineering industry of Nelson Mandela Bay (NMB). Even though the number of female managers in senior management positions is increasing, South Africa still has a long way to go before men and women are considered equal with regard to the roles that they play and the positions that they occupy in the work-place (Mail & Guardian Online, 2012: 1). Therefore, the aim of this study is to identify the skills needed by female managers in the construction and engineering industry of NMB. This study attempts to provide answers to the following research questions: What are the management skills a manager should have? What is the skills profile of female managers in the construction and engineering sector of NMB? Is there a skills gap in the current literature? The literature overview was conducted on roles, functions and skills of managers as well as female managers in male-dominated industries from journals and books published between 2000 and 2014. Topics researched included the roles and functions of managers, generic management skills and industry-specific management skills, females as managers and leaders, barriers to managerial success for females, and the nature of the construction and engineering industries. Chapter four discusses the research design and methodology used in this study. The quantitative research approach was used in order to solve the main problem of this study. A non-probability sampling method was used for this study. Purposive sampling and snowball sampling methods were used. These methods seemed most appropriate given the small sample size, the fact that self-completion questionnaires were used to gather data from female managers, and the fact that the researcher investigated only the skills exhibited data. The Master Builders’ Association was contacted in order to identify respondents in construction. Respondents in engineering were identified using snowball sampling, which forms part of non-probability sampling. A questionnaire was developed based on the management skills identified in the literature study conducted. Primary data was collected through e-mail distribution of a cover letter requesting the respondent to complete the attached questionnaire. The data was then loaded on an Excel data base for further use and analysis. Once primary data had been collected, it was analysed using appropriate statistical methods. Descriptive statistics were used to analyse the data to determine the skills’ profile of female managers in the construction and engineering industry of NMB, as reflected in the collected data. These results were then used to identify areas for further research. The analysis revealed that the majority of the sample was between the ages of 29 and 38 years old and employed in the construction industry. The sample mainly consisted of top level managers with a Masters as their highest educational qualification (41 per cent). The majority of the respondents agreed that conceptual, technical, political, analytic, administrative, and diagnostic skills are required to effectively manage an organisation. Based on the findings, the majority of the respondents strongly agreed that leadership, planning, organising, conflict management, and project management skills are industry-specific management skills required to manage effectively in the construction and engineering industry. The majority of respondents indicated that they had learned these skills through workplace training and experience. The majority of the respondents agree that female managers excel in certain managerial skills and even believe that female managers possess different skills to those of male managers. The results of this study are expected to create awareness of the current state of the construction and engineering industry in NMB. The information will enable employers as well as FET institutions to create interventions and equip females with the necessary skills to become engineering and construction professionals.
- Full Text:
- Date Issued: 2015
Key factors required by purchasing and supply departments in the automotive manufacturing industry
- Authors: Howell, Jean Karin
- Date: 2015
- Subjects: Business logistics -- Management Manufacturing industries Industrial procurement -- Management
- Language: English
- Type: Thesis , Masters , MTech
- Identifier: http://hdl.handle.net/10948/10971 , vital:26863
- Description: The main research problem addressed in this study was to determine the key factors required by purchasing and supply departments in the automotive manufacturing industry to be efficient and effective. To achieve this objective, it was necessary to identify five sub-objectives which were, firstly, to determine the extent to which the purchasing and supply departments in the automotive industry believe that certain key factors in pricing, quality and supplier management are required to achieve excellence. Secondly, to identify if the purchasing and supply departments in the automotive industry actually implement the key factors on pricing, quality and supplier management in practice. Thirdly, to determine if there are any additional factors other than these key factors that business firms regard as key factors to be classified as worldclass purchasing and supply departments. Fourthly, to analyse why purchasing and supply departments in the automotive manufacturing industry do not always implement these key factors. Lastly, to identify any other factors that could have a significant negative impact on the performance of purchasing and supply departments. The study commenced with an analysis and review of relevant literature from various text books, journals, publications and internet sources. The literature study covered issues such as price determination, cost management, basic negotiation strategies, managing supplier quality and the supplier base, as well as a general overview of the latest developments in purchasing and supply management in business. The purpose of the literature analysis was to establish a theoretical basis for the design of the questionnaire which was used as a research instrument in this study. A survey was conducted among selected automotive assemblers and their first and second tier manufacturing suppliers in the automotive industry. The main areas of focus in the questionnaire were pricing, quality, and supplier management. As the questions in the questionnaire related to the purchasing and supply department of a business firm, a qualified and experienced buyer in the purchasing and supply department was identified in each firm to complete the questionnaire. The empirical results from the study conducted indicated that the respondents were in strong agreement with the proposed importance of the factors of pricing, quality, and supplier management required to achieve xcellence. However, the respondents also indicated that there were various obstacles which prevented the firms from implementing these key factors. Some of the obstacles mentioned were long lead times, late deliveries from suppliers, too few competitors in the market place, supplier capacity constraints and the sustainability of suppliers. Additional obstacles that the study identified were the high workload of buyers in general, incompetent staff and insufficient manpower that affected the performance of a purchasing and supply department. The buyers were not only performing buying activities, but were also involved in logistics related activities, which increased their workload and negatively affected their performance. Lack of specialised purchasing and supply chain knowledge was identified as another obstacle to achieving excellence. The empirical study highlighted some recommendations to assist purchasing and supply departments in the automotive industry to achieve excellence and become world-class departments. Examples of these recommendations are that suppliers need to be educated on how to understand their costing models and to check their own sustainability; local purchasing and supply departments require training in the purchasing skills such as incoterms, delivery times, minimum and maximum order quantity; as well as the payment terms. Buyers should be trained to become experts in their products and packaging, as well as the manufacturing process of the product they are purchasing The business firm should only employ qualified buyers who have financial and administrative skills, as well as the ability to adapt to change and work in teams. Buyers also need to master the in-house systems and work procedures involved in purchasing a product. The empirical study also identified that the majority of buyers in the automotive manufacturing industry are senior buyers, male in gender and between the ages of 40-49. The implementation of the recommendations based on the study’s empirical findings will assist in improved pricing, quality and supply management in the automotive manufacturing industry.
- Full Text:
- Date Issued: 2015
- Authors: Howell, Jean Karin
- Date: 2015
- Subjects: Business logistics -- Management Manufacturing industries Industrial procurement -- Management
- Language: English
- Type: Thesis , Masters , MTech
- Identifier: http://hdl.handle.net/10948/10971 , vital:26863
- Description: The main research problem addressed in this study was to determine the key factors required by purchasing and supply departments in the automotive manufacturing industry to be efficient and effective. To achieve this objective, it was necessary to identify five sub-objectives which were, firstly, to determine the extent to which the purchasing and supply departments in the automotive industry believe that certain key factors in pricing, quality and supplier management are required to achieve excellence. Secondly, to identify if the purchasing and supply departments in the automotive industry actually implement the key factors on pricing, quality and supplier management in practice. Thirdly, to determine if there are any additional factors other than these key factors that business firms regard as key factors to be classified as worldclass purchasing and supply departments. Fourthly, to analyse why purchasing and supply departments in the automotive manufacturing industry do not always implement these key factors. Lastly, to identify any other factors that could have a significant negative impact on the performance of purchasing and supply departments. The study commenced with an analysis and review of relevant literature from various text books, journals, publications and internet sources. The literature study covered issues such as price determination, cost management, basic negotiation strategies, managing supplier quality and the supplier base, as well as a general overview of the latest developments in purchasing and supply management in business. The purpose of the literature analysis was to establish a theoretical basis for the design of the questionnaire which was used as a research instrument in this study. A survey was conducted among selected automotive assemblers and their first and second tier manufacturing suppliers in the automotive industry. The main areas of focus in the questionnaire were pricing, quality, and supplier management. As the questions in the questionnaire related to the purchasing and supply department of a business firm, a qualified and experienced buyer in the purchasing and supply department was identified in each firm to complete the questionnaire. The empirical results from the study conducted indicated that the respondents were in strong agreement with the proposed importance of the factors of pricing, quality, and supplier management required to achieve xcellence. However, the respondents also indicated that there were various obstacles which prevented the firms from implementing these key factors. Some of the obstacles mentioned were long lead times, late deliveries from suppliers, too few competitors in the market place, supplier capacity constraints and the sustainability of suppliers. Additional obstacles that the study identified were the high workload of buyers in general, incompetent staff and insufficient manpower that affected the performance of a purchasing and supply department. The buyers were not only performing buying activities, but were also involved in logistics related activities, which increased their workload and negatively affected their performance. Lack of specialised purchasing and supply chain knowledge was identified as another obstacle to achieving excellence. The empirical study highlighted some recommendations to assist purchasing and supply departments in the automotive industry to achieve excellence and become world-class departments. Examples of these recommendations are that suppliers need to be educated on how to understand their costing models and to check their own sustainability; local purchasing and supply departments require training in the purchasing skills such as incoterms, delivery times, minimum and maximum order quantity; as well as the payment terms. Buyers should be trained to become experts in their products and packaging, as well as the manufacturing process of the product they are purchasing The business firm should only employ qualified buyers who have financial and administrative skills, as well as the ability to adapt to change and work in teams. Buyers also need to master the in-house systems and work procedures involved in purchasing a product. The empirical study also identified that the majority of buyers in the automotive manufacturing industry are senior buyers, male in gender and between the ages of 40-49. The implementation of the recommendations based on the study’s empirical findings will assist in improved pricing, quality and supply management in the automotive manufacturing industry.
- Full Text:
- Date Issued: 2015
Staff retention at an institution of higher learning
- Authors: Sete, Lerato Virginia
- Date: 2015
- Subjects: Employee retention , Employee motivation , Education, Higher
- Language: English
- Type: Thesis , Masters , MTech
- Identifier: http://hdl.handle.net/10948/6564 , vital:21111
- Description: The purpose of this study was to investigate staff retention at an institution of higher learning. The University of South Africa (UNISA) was the institution under scrutiny in this study. The reason for conducting the study was that employees at UNISA, and especially those at the College of Science, Engineering and Technology (CSET) with scarce skills, were difficult to attract and retain in their positions. It is thought that this scenario could create an increased workload and lead to stress and job dissatisfaction among remaining staff members in the college. This could resultantly influence the quality of education rendered to students. It was therefore important to identify the reasons behind staff turnover and to consider possible retention strategies that could be employed to retain employees at UNISA. The theoretical study focused on two main facets: factors that influence an employee’s decision to either leave or stay in an organisation; and on retention strategies used by the institution. In addition, interviews were conducted with a senior executive in the Human Resource Department and a senior academic manager in CSET at UNISA, to gain their views on how scarce skills were defined, the reasons for staff turnover and the utilisation of retention strategies to retain employees. A qualitative analysis was applied to the interview responses. In addition, a survey consisting of a self-administered questionnaire was conducted amongst academic staff at CSET and 64 responses were received, which represented a response rate of 30%. The questionnaire focused mainly on turnover intention, factors influencing turnover and retention strategies. The information gathered from the questionnaire was statistically analysed and interpreted. The respondents provided mostly positive responses to personal, job and organisational factors which influence retention compared with market factors, indicating that these factors played a significant role in retention. The results revealed that factors such as: remuneration and packages; recognising academic staff for their contribution; providing a satisfying and stimulating work environment; valuing and engaging employees and empowering supervision could be used to retain employees with scarce skills. The respondents agreed that UNISA could be perceived as an employer of choice and was actively seeking ways to retain employees, but were uncertain of the extent to which a fair compensation system, an attractive value proposition and care for employees with scarce skills were evident. No significant differences were found in terms of length of service, gender or race.
- Full Text:
- Date Issued: 2015
- Authors: Sete, Lerato Virginia
- Date: 2015
- Subjects: Employee retention , Employee motivation , Education, Higher
- Language: English
- Type: Thesis , Masters , MTech
- Identifier: http://hdl.handle.net/10948/6564 , vital:21111
- Description: The purpose of this study was to investigate staff retention at an institution of higher learning. The University of South Africa (UNISA) was the institution under scrutiny in this study. The reason for conducting the study was that employees at UNISA, and especially those at the College of Science, Engineering and Technology (CSET) with scarce skills, were difficult to attract and retain in their positions. It is thought that this scenario could create an increased workload and lead to stress and job dissatisfaction among remaining staff members in the college. This could resultantly influence the quality of education rendered to students. It was therefore important to identify the reasons behind staff turnover and to consider possible retention strategies that could be employed to retain employees at UNISA. The theoretical study focused on two main facets: factors that influence an employee’s decision to either leave or stay in an organisation; and on retention strategies used by the institution. In addition, interviews were conducted with a senior executive in the Human Resource Department and a senior academic manager in CSET at UNISA, to gain their views on how scarce skills were defined, the reasons for staff turnover and the utilisation of retention strategies to retain employees. A qualitative analysis was applied to the interview responses. In addition, a survey consisting of a self-administered questionnaire was conducted amongst academic staff at CSET and 64 responses were received, which represented a response rate of 30%. The questionnaire focused mainly on turnover intention, factors influencing turnover and retention strategies. The information gathered from the questionnaire was statistically analysed and interpreted. The respondents provided mostly positive responses to personal, job and organisational factors which influence retention compared with market factors, indicating that these factors played a significant role in retention. The results revealed that factors such as: remuneration and packages; recognising academic staff for their contribution; providing a satisfying and stimulating work environment; valuing and engaging employees and empowering supervision could be used to retain employees with scarce skills. The respondents agreed that UNISA could be perceived as an employer of choice and was actively seeking ways to retain employees, but were uncertain of the extent to which a fair compensation system, an attractive value proposition and care for employees with scarce skills were evident. No significant differences were found in terms of length of service, gender or race.
- Full Text:
- Date Issued: 2015
The impact of the tasting room experience at the Nederburg wine estate on repurchase intentions
- Authors: Jantjies, Heinrich
- Date: 2015
- Subjects: Wine industry -- South Africa , Wine tasting , Wineries -- Environmental aspects -- South Africa , Wine and wine making -- Environmental aspects -- South Africa
- Language: English
- Type: Thesis , Masters , MTech
- Identifier: http://hdl.handle.net/10948/3968 , vital:20496
- Description: There are thousands of different wine brands available and wineries have to build a relationship with their customers, a relationship that will create a long-lasting experience. The relationship starts with the first interaction they have with the winery (Alonso et al 2008:978). Visitors to the tasting room create the opportunity to build long-term relationships (O’Neill & Charters 2000:113; Nowak & Newton 2006:157), build and develop brand loyalty (Dodd & Gustafson 1997:43), increase wine sales (Gilinsky et al 2003:18), and improve cash flow (Jago & Issaverdis 2001:18). The subject of repurchasing intentions in the wine industry has attracted the attention of numerous researchers; in particular, the connection between winery visits, brand loyalty and post-visit consumer behaviour (Nella & Christou 2010:2). Nederburg is one of the most prestigious South African wine estates, with a deep-rooted history in South Africa as one of the biggest wine brands. It is 100% owned by wine and spirits giant Distell and presents an ideal case for investigating the influence of the relationship between quality, customer satisfaction and price on repurchasing intentions in the South African wine industry. The purpose of this research was to determine whether the tasting room experience, in combination with a quality product, good pricing and customer-focused operations, leads to higher customer satisfaction and repurchase intentions. The present study indicates that the South African wine industry faces many challenges but it also highlights the various opportunities there are for wine estates to not only increase their sales but also to build long-lasting relationships with consumers. The study concludes with recommendations to the South African wine industry on how to improve their tasting room environment so that they can benefit from the relationship between wine quality, wine price, customer satisfaction and repurchasing intentions.
- Full Text:
- Date Issued: 2015
- Authors: Jantjies, Heinrich
- Date: 2015
- Subjects: Wine industry -- South Africa , Wine tasting , Wineries -- Environmental aspects -- South Africa , Wine and wine making -- Environmental aspects -- South Africa
- Language: English
- Type: Thesis , Masters , MTech
- Identifier: http://hdl.handle.net/10948/3968 , vital:20496
- Description: There are thousands of different wine brands available and wineries have to build a relationship with their customers, a relationship that will create a long-lasting experience. The relationship starts with the first interaction they have with the winery (Alonso et al 2008:978). Visitors to the tasting room create the opportunity to build long-term relationships (O’Neill & Charters 2000:113; Nowak & Newton 2006:157), build and develop brand loyalty (Dodd & Gustafson 1997:43), increase wine sales (Gilinsky et al 2003:18), and improve cash flow (Jago & Issaverdis 2001:18). The subject of repurchasing intentions in the wine industry has attracted the attention of numerous researchers; in particular, the connection between winery visits, brand loyalty and post-visit consumer behaviour (Nella & Christou 2010:2). Nederburg is one of the most prestigious South African wine estates, with a deep-rooted history in South Africa as one of the biggest wine brands. It is 100% owned by wine and spirits giant Distell and presents an ideal case for investigating the influence of the relationship between quality, customer satisfaction and price on repurchasing intentions in the South African wine industry. The purpose of this research was to determine whether the tasting room experience, in combination with a quality product, good pricing and customer-focused operations, leads to higher customer satisfaction and repurchase intentions. The present study indicates that the South African wine industry faces many challenges but it also highlights the various opportunities there are for wine estates to not only increase their sales but also to build long-lasting relationships with consumers. The study concludes with recommendations to the South African wine industry on how to improve their tasting room environment so that they can benefit from the relationship between wine quality, wine price, customer satisfaction and repurchasing intentions.
- Full Text:
- Date Issued: 2015
The use of assessment centres as a selection and development tool for executive leaders in the Botswana public service
- Authors: Nkala, Elizabeth Oarabile
- Date: 2015
- Subjects: Assessment centers (Personnel management procedure) , Executive ability -- Testing
- Language: English
- Type: Thesis , Masters , MTech
- Identifier: http://hdl.handle.net/10948/5814 , vital:21000
- Description: Organisations worldwide are attempting to identify talent by using various assessment methods to evaluate competencies perceived to be core to the mandate of their organisations. In recent years recruitment and selection of individuals rely on assessment methods deemed to have high validity and reliability. One such assessment method used worldwide to evaluate top management is the assessment centre, commonly referred to as the AC. The main research problem of this study focussed on an evaluation of the extent to which the assessment centre method is effectively used for the selection and development of senior management employees in the public service of Botswana. The main research problem had eight sub-problems which were addressed through the following actions: A comprehensive literature study was conducted to define and establish the purpose of assessment centres. Moreover, the study aimed to establish the international best practice for the administration of the assessment centre as a tool for selection and talent development. Subsequent to the literature study an interview schedule and survey questionnaire were developed based on the literature. The interview schedule was used to obtain information from consultants who provide assessment centre services to the public service. The objective of the questionnaire was to obtain information from the recipients of the service and determine the extent to which that information compares with information obtained from the consultants. The questionnaire was distributed to a randomly selected population. The results of the empirical study were statistically analysed and interpreted and revealed that permanent and deputy permanent secretaries are more aware of the reasons for using the assessment centre method than directors and deputy directors. These senior management employees felt that the assessment centre is an effective tool for selection and development but the results from the assessment centre are not optimally used for development. The study revealed that generally the assessment centre process conducted in the Botswana public service is in line with international best practice of assessment centres. However, there are certain areas that need some improvement for the assessment centre to entirely conform to international best practice. These areas include the implementation of an assessment centre policy and the improvement of feedback and vital information provided to participants prior to the centre. The empirical study also revealed that senior management employees hold the view that many senior officers in the public service do not know the importance of the assessment centre method and are not comfortable to participate in such a centre. The assessment centre method has proven to be an effective tool for evaluating competencies. This is due to its use of multiple techniques, assessors, simulations and exercises. Theory has revealed that the assessment centre has higher validity and reliability than other assessment methods. However, due to the high costs of running assessment centres, some organisations take shortcuts and therefore jeopardise its validity.
- Full Text:
- Date Issued: 2015
- Authors: Nkala, Elizabeth Oarabile
- Date: 2015
- Subjects: Assessment centers (Personnel management procedure) , Executive ability -- Testing
- Language: English
- Type: Thesis , Masters , MTech
- Identifier: http://hdl.handle.net/10948/5814 , vital:21000
- Description: Organisations worldwide are attempting to identify talent by using various assessment methods to evaluate competencies perceived to be core to the mandate of their organisations. In recent years recruitment and selection of individuals rely on assessment methods deemed to have high validity and reliability. One such assessment method used worldwide to evaluate top management is the assessment centre, commonly referred to as the AC. The main research problem of this study focussed on an evaluation of the extent to which the assessment centre method is effectively used for the selection and development of senior management employees in the public service of Botswana. The main research problem had eight sub-problems which were addressed through the following actions: A comprehensive literature study was conducted to define and establish the purpose of assessment centres. Moreover, the study aimed to establish the international best practice for the administration of the assessment centre as a tool for selection and talent development. Subsequent to the literature study an interview schedule and survey questionnaire were developed based on the literature. The interview schedule was used to obtain information from consultants who provide assessment centre services to the public service. The objective of the questionnaire was to obtain information from the recipients of the service and determine the extent to which that information compares with information obtained from the consultants. The questionnaire was distributed to a randomly selected population. The results of the empirical study were statistically analysed and interpreted and revealed that permanent and deputy permanent secretaries are more aware of the reasons for using the assessment centre method than directors and deputy directors. These senior management employees felt that the assessment centre is an effective tool for selection and development but the results from the assessment centre are not optimally used for development. The study revealed that generally the assessment centre process conducted in the Botswana public service is in line with international best practice of assessment centres. However, there are certain areas that need some improvement for the assessment centre to entirely conform to international best practice. These areas include the implementation of an assessment centre policy and the improvement of feedback and vital information provided to participants prior to the centre. The empirical study also revealed that senior management employees hold the view that many senior officers in the public service do not know the importance of the assessment centre method and are not comfortable to participate in such a centre. The assessment centre method has proven to be an effective tool for evaluating competencies. This is due to its use of multiple techniques, assessors, simulations and exercises. Theory has revealed that the assessment centre has higher validity and reliability than other assessment methods. However, due to the high costs of running assessment centres, some organisations take shortcuts and therefore jeopardise its validity.
- Full Text:
- Date Issued: 2015
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