Comparing the automotive industry manufacturing costs between East London, Uitenhage and Gaborone
- Authors: Domingo, Steve Cecil
- Date: 2017
- Subjects: Manufactures -- Costs Manufacturing industries -- South Africa -- Eastern Cape , Manufacturing industries -- Botswana -- Gaborone Automobile industry and trade -- South Africa -- Eastern Cape Automobile industry and trade -- Botswana -- Gaborone
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/46306 , vital:39545
- Description: South Africa faces the problem of its automotive production facilities, threatening relocation from South Africa to neighbouring countries such as Botswana, Nigeria and Mozambique, this while, the South African manufacturing industry suffers a very high unemployment rate. The business models for South African automotive manufacturing industry is currently too cost inefficient, making relocation to neighbouring countries more feasible and attractive. The purpose of this research study is to conduct an “Automotive Manufacturing Costs comparison between East London, Uitenhage, Gaborone and the resultant impact on the South African employment of manufacturing staff” The primary objective of this study is to measure the manufacturing cost between East London, Uitenhage and Gaborone (Botswana) for one automotive component and explain if this can affect employment at the current costs of labour. The findings might add value to the South African working population about the serious impact and effect of the high cost of labour in the country. A literature review was conducted on the South African and Botswana automotive manufacturing industry, the economic development and the strategic challenges of the two countries. In conclusion, the relocation of the production industry, specifically the South African market relocating to broader Africa. In order to achieve the research objectives, personal interviews with senior managers (Plant Managers, Business Managers and Human Resources Managers) of firms that have been involved in projects of the relocation of firms into Africa was conducted. The aim of the study is to identify to the local automotive manufacturing industry, unions, government and business people that the current labour cost is South Africa could cause future relocation of industry from South Africa which will cause more unemployment.
- Full Text:
- Date Issued: 2017
- Authors: Domingo, Steve Cecil
- Date: 2017
- Subjects: Manufactures -- Costs Manufacturing industries -- South Africa -- Eastern Cape , Manufacturing industries -- Botswana -- Gaborone Automobile industry and trade -- South Africa -- Eastern Cape Automobile industry and trade -- Botswana -- Gaborone
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/46306 , vital:39545
- Description: South Africa faces the problem of its automotive production facilities, threatening relocation from South Africa to neighbouring countries such as Botswana, Nigeria and Mozambique, this while, the South African manufacturing industry suffers a very high unemployment rate. The business models for South African automotive manufacturing industry is currently too cost inefficient, making relocation to neighbouring countries more feasible and attractive. The purpose of this research study is to conduct an “Automotive Manufacturing Costs comparison between East London, Uitenhage, Gaborone and the resultant impact on the South African employment of manufacturing staff” The primary objective of this study is to measure the manufacturing cost between East London, Uitenhage and Gaborone (Botswana) for one automotive component and explain if this can affect employment at the current costs of labour. The findings might add value to the South African working population about the serious impact and effect of the high cost of labour in the country. A literature review was conducted on the South African and Botswana automotive manufacturing industry, the economic development and the strategic challenges of the two countries. In conclusion, the relocation of the production industry, specifically the South African market relocating to broader Africa. In order to achieve the research objectives, personal interviews with senior managers (Plant Managers, Business Managers and Human Resources Managers) of firms that have been involved in projects of the relocation of firms into Africa was conducted. The aim of the study is to identify to the local automotive manufacturing industry, unions, government and business people that the current labour cost is South Africa could cause future relocation of industry from South Africa which will cause more unemployment.
- Full Text:
- Date Issued: 2017
Factors contributing to conflict among the teachers of Secondary Schools in the Mthatha Education District
- Authors: Lukman, Yusuf
- Date: 2016
- Subjects: Staff conflict -- Schools School management -- Secondary education Teachers -- Conflict -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , M Ed
- Identifier: http://hdl.handle.net/11260/912 , vital:30049
- Description: The purpose of this study was to investigate the factors contributing to conflict among the teachers of secondary schools of Mthatha Education district. The liter-ature review reflects theories concerning the factors contributing to conflict among teachers, ranging from the leadership styles use in the schools, the causes of poor in-terpersonal relations among teachers and the causes of teachers’ resistance in schools. To attain the aims and objectives of the study the researcher used the case study de-sign as well as the qualitative research method, both in collecting and analysing the da-ta. Ten (10) teachers and five (5) principals from five different secondary schools formed the sample size of the investigation. Convenience sampling method was used to select this sample size. An open-ended interview schedule and tape record-ing were used for the face-to-face in-depth interviews. Themes drawn from the re-sponses of the participants and discussed included: unhealthy competition, poor com-munication, poor interpersonal relations, poor leadership styles used in schools, exces-sive teacher workload and the existence of cliques and informal groups resulted into conflict among the secondary school teachers. Democratic and participatory styles were suggested as the best working styles of leadership used in the secondary schools. The effects of conflict on the culture of teaching and learning were: weak team spirit among teachers, less communication, stressed among the teachers, high absenteeism, less col-laboration, less teacher motivation and prolonged decision making processes in the schools. The predominant causes of teacher resistance were also highlighted as: the use of autocratic style by school managers, poor communications, ill and unprofessional treatment of staff by managers, constant curriculum changes and unclear policies in the schools. The recommendations on the factors contributing to conflict among sec-ondary schools in the Mthatha Education District were made.
- Full Text:
- Date Issued: 2016
- Authors: Lukman, Yusuf
- Date: 2016
- Subjects: Staff conflict -- Schools School management -- Secondary education Teachers -- Conflict -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , M Ed
- Identifier: http://hdl.handle.net/11260/912 , vital:30049
- Description: The purpose of this study was to investigate the factors contributing to conflict among the teachers of secondary schools of Mthatha Education district. The liter-ature review reflects theories concerning the factors contributing to conflict among teachers, ranging from the leadership styles use in the schools, the causes of poor in-terpersonal relations among teachers and the causes of teachers’ resistance in schools. To attain the aims and objectives of the study the researcher used the case study de-sign as well as the qualitative research method, both in collecting and analysing the da-ta. Ten (10) teachers and five (5) principals from five different secondary schools formed the sample size of the investigation. Convenience sampling method was used to select this sample size. An open-ended interview schedule and tape record-ing were used for the face-to-face in-depth interviews. Themes drawn from the re-sponses of the participants and discussed included: unhealthy competition, poor com-munication, poor interpersonal relations, poor leadership styles used in schools, exces-sive teacher workload and the existence of cliques and informal groups resulted into conflict among the secondary school teachers. Democratic and participatory styles were suggested as the best working styles of leadership used in the secondary schools. The effects of conflict on the culture of teaching and learning were: weak team spirit among teachers, less communication, stressed among the teachers, high absenteeism, less col-laboration, less teacher motivation and prolonged decision making processes in the schools. The predominant causes of teacher resistance were also highlighted as: the use of autocratic style by school managers, poor communications, ill and unprofessional treatment of staff by managers, constant curriculum changes and unclear policies in the schools. The recommendations on the factors contributing to conflict among sec-ondary schools in the Mthatha Education District were made.
- Full Text:
- Date Issued: 2016
Talent management by the East London IDZ to lever the competitive edge
- Authors: Swana, Leonard Sandile
- Date: 2011
- Subjects: Investments, Foreign , Ability -- Economic aspects -- South Africa -- East London
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8795 , http://hdl.handle.net/10948/d1015982
- Description: Talent in the field of attraction of Foreign Direct Investment (FDI) is scarce in South Africa, especially in the Eastern Cape, due to the history of exclusion of South Africa from world economic participation, prior to 1994. In order for the ELIDZ to achieve its mandate of FDI attraction, job creation and economic growth, talent management has to be a key aspect in the boardroom discussions and strategic planning sessions. The purpose of this study is to investigate the effective use of talent management by the East London IDZ to leverage the competitive edge of the ELIDZ in the business of attracting Foreign Direct Investment into South Africa, and also of competing against the world’s Economic Processing Zones (EPZ’s) and Free Trade Zones (FTZ’s). According to Holbeche (2009:166), talent consists of those individuals who can make a difference to organisational performance, either through their immediate contribution, or, in the longer term, by demonstrating the highest level of potential. For the purpose of this study, talent management is defined as the systematic attraction, identification, development, engagement / retention and deployment of those individuals with high potential who are of particular value to an organisation. The literature reviewed pointed out very clearly that organisations that have properly developed, implemented and managed talent management strategies enjoy high levels of motivation, innovation and creativity, lesser levels of staff turn-over, high employee performance, superior productivity and mostly a competitive advantage in their league. The East London IDZ study response enjoyed a rate of 40 out of 54 employees who received questionnaires and returned them by the due date. The responses represented a total of 74.1 percent, and this level of response is attributed to the fact that by the end of May 2011, the ELIDZ had just undergone an Organisational Re-structuring. The current status quo of the ELIDZ, based on the views as reflected in this study ,is very compromising for an organisation that aims to compete in the global space for the attraction and retention of foreign direct investment (FDI’s), and the global competitiveness based on the talent available. The overall picture depicted by the empirical results suggests that there are critical gaps for which the ELIDZ Executive Management and Board need to craft solutions, if competitiveness is going to be taken seriously in the near and long-term future.
- Full Text:
- Date Issued: 2011
- Authors: Swana, Leonard Sandile
- Date: 2011
- Subjects: Investments, Foreign , Ability -- Economic aspects -- South Africa -- East London
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8795 , http://hdl.handle.net/10948/d1015982
- Description: Talent in the field of attraction of Foreign Direct Investment (FDI) is scarce in South Africa, especially in the Eastern Cape, due to the history of exclusion of South Africa from world economic participation, prior to 1994. In order for the ELIDZ to achieve its mandate of FDI attraction, job creation and economic growth, talent management has to be a key aspect in the boardroom discussions and strategic planning sessions. The purpose of this study is to investigate the effective use of talent management by the East London IDZ to leverage the competitive edge of the ELIDZ in the business of attracting Foreign Direct Investment into South Africa, and also of competing against the world’s Economic Processing Zones (EPZ’s) and Free Trade Zones (FTZ’s). According to Holbeche (2009:166), talent consists of those individuals who can make a difference to organisational performance, either through their immediate contribution, or, in the longer term, by demonstrating the highest level of potential. For the purpose of this study, talent management is defined as the systematic attraction, identification, development, engagement / retention and deployment of those individuals with high potential who are of particular value to an organisation. The literature reviewed pointed out very clearly that organisations that have properly developed, implemented and managed talent management strategies enjoy high levels of motivation, innovation and creativity, lesser levels of staff turn-over, high employee performance, superior productivity and mostly a competitive advantage in their league. The East London IDZ study response enjoyed a rate of 40 out of 54 employees who received questionnaires and returned them by the due date. The responses represented a total of 74.1 percent, and this level of response is attributed to the fact that by the end of May 2011, the ELIDZ had just undergone an Organisational Re-structuring. The current status quo of the ELIDZ, based on the views as reflected in this study ,is very compromising for an organisation that aims to compete in the global space for the attraction and retention of foreign direct investment (FDI’s), and the global competitiveness based on the talent available. The overall picture depicted by the empirical results suggests that there are critical gaps for which the ELIDZ Executive Management and Board need to craft solutions, if competitiveness is going to be taken seriously in the near and long-term future.
- Full Text:
- Date Issued: 2011
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