Exploring the relationship between job satisfaction (as measured by the JDI) and sales executive performance at a private South African Motor Retail Group
- Authors: McNaughton, Peter
- Date: 2017
- Subjects: Job satisfaction -- South Africa -- Case studies , Employee attitude surveys -- South Africa , Kelston Motor Group (South Africa) -- Employees -- Attitudes
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/4466 , vital:20675
- Description: This study explores the relationship of job satisfaction as measured on the Job Descriptive Index with sales performance per individual, aimed at investigating the relationship between job satisfaction and a sales executive’s performance. The Kelston Motor group was nominated as the organisation which the study would be conducted on. The approach to this study was to provide a sound academic base followed by a quantitative analysis. The Job Descriptive Index (JDI) questionnaire was used to determine the sales executives’ current satisfaction levels and these where compared to the sales average gross profit incomes averaged out over a 6-month period. A sample of 34 sales executives employed by the Kelston Motor group were sent the JDI questionnaire. These individuals were selected based on the length of time they have worked for the organisation. Each sales executive was given a pseudonym to ensure anonymity. The various sales executives average monthly gross profit earnings over a 6-month period were linked to these pseudonyms. This information was then linked to each respondent’s questionnaire before sending the questionnaire via email. The results of this study show that job satisfaction played a fairly insignificant role on sales executives performance. It was, however, found that job satisfaction had a direct effect on activities such as staff turnover and absenteeism which does have a direct impact on sales executives performance.
- Full Text:
- Date Issued: 2017
- Authors: McNaughton, Peter
- Date: 2017
- Subjects: Job satisfaction -- South Africa -- Case studies , Employee attitude surveys -- South Africa , Kelston Motor Group (South Africa) -- Employees -- Attitudes
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/4466 , vital:20675
- Description: This study explores the relationship of job satisfaction as measured on the Job Descriptive Index with sales performance per individual, aimed at investigating the relationship between job satisfaction and a sales executive’s performance. The Kelston Motor group was nominated as the organisation which the study would be conducted on. The approach to this study was to provide a sound academic base followed by a quantitative analysis. The Job Descriptive Index (JDI) questionnaire was used to determine the sales executives’ current satisfaction levels and these where compared to the sales average gross profit incomes averaged out over a 6-month period. A sample of 34 sales executives employed by the Kelston Motor group were sent the JDI questionnaire. These individuals were selected based on the length of time they have worked for the organisation. Each sales executive was given a pseudonym to ensure anonymity. The various sales executives average monthly gross profit earnings over a 6-month period were linked to these pseudonyms. This information was then linked to each respondent’s questionnaire before sending the questionnaire via email. The results of this study show that job satisfaction played a fairly insignificant role on sales executives performance. It was, however, found that job satisfaction had a direct effect on activities such as staff turnover and absenteeism which does have a direct impact on sales executives performance.
- Full Text:
- Date Issued: 2017
Factors affecting the implementation of the Water Services Provision (WSP) strategy at Amathole District Municipality (ADM)
- Authors: Snombo, Kanyisa
- Date: 2017
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/5533 , vital:20939
- Description: Amathole District Municipality (ADM) in the Eastern Cape province of South Africa changed its water service provision strategy in 2012 from decentralized to a centralized strategy as a way of trying to improve its water service delivery. Since this change, no study has been done to explore how the centralized water service strategy has so far been implemented at ADM. The aim of this exploratory qualitative study was to describe how ADM implemented its centralized water strategy and also assess the extent of alignment of strategy execution using Higgins’ (2005) 8 “S” model. Purposively, a total of five senior managers were identified and interviewed in East London as they were intimately involved in the daily operation of the water service provision over the years. Data gathered through audio recorded, in-depth and semi-structured interviews with each of the senior managers and also documented reports on Water Service Provision (WSP) were analyzed using thematic analysis into meaningful patterns reflecting each of the components of Higgins’ (2005) 8 “S” model. Findings of this qualitative study reveal that senior managers had different but complementary views of what strategy they were implementing at ADM. More importantly, the implementation of centralized water services provision model by ADM was characterized by deep and persistent vacancies of key technical but also managerial positions in the new structure. Furthermore while human and financial resources were inadequate to match with the depth and variety of changes necessary to have the requisite number of staff, ADM implemented the centralized water service strategy with poor skills mix which negatively impacted on quality of water service. While ADM had ten espoused shared values, none of these were commonly and widely shared by employees in their day-to-day world of work. Instead, employee’s behavior at ADM was practically shaped by the emergent values of cooperation, and employee care and recognition. Thus there was misalignment between espoused and practiced shared values. Furthermore there was also recurrent and deep misalignment between structure, staff, resources and water quality systems which compounded the difficulties experienced by ADM in pursuit of centralized water service provision. While the use of outsourced mechanical and electrical services was a remedy to staff shortages and the lack of skills mix, it ultimately further aggravated the financial challenges of ADM by draining more of the already limited financial resources. Recommendations for improving the implementation of centralized water service strategy and areas for further research are suggested.
- Full Text:
- Date Issued: 2017
- Authors: Snombo, Kanyisa
- Date: 2017
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/5533 , vital:20939
- Description: Amathole District Municipality (ADM) in the Eastern Cape province of South Africa changed its water service provision strategy in 2012 from decentralized to a centralized strategy as a way of trying to improve its water service delivery. Since this change, no study has been done to explore how the centralized water service strategy has so far been implemented at ADM. The aim of this exploratory qualitative study was to describe how ADM implemented its centralized water strategy and also assess the extent of alignment of strategy execution using Higgins’ (2005) 8 “S” model. Purposively, a total of five senior managers were identified and interviewed in East London as they were intimately involved in the daily operation of the water service provision over the years. Data gathered through audio recorded, in-depth and semi-structured interviews with each of the senior managers and also documented reports on Water Service Provision (WSP) were analyzed using thematic analysis into meaningful patterns reflecting each of the components of Higgins’ (2005) 8 “S” model. Findings of this qualitative study reveal that senior managers had different but complementary views of what strategy they were implementing at ADM. More importantly, the implementation of centralized water services provision model by ADM was characterized by deep and persistent vacancies of key technical but also managerial positions in the new structure. Furthermore while human and financial resources were inadequate to match with the depth and variety of changes necessary to have the requisite number of staff, ADM implemented the centralized water service strategy with poor skills mix which negatively impacted on quality of water service. While ADM had ten espoused shared values, none of these were commonly and widely shared by employees in their day-to-day world of work. Instead, employee’s behavior at ADM was practically shaped by the emergent values of cooperation, and employee care and recognition. Thus there was misalignment between espoused and practiced shared values. Furthermore there was also recurrent and deep misalignment between structure, staff, resources and water quality systems which compounded the difficulties experienced by ADM in pursuit of centralized water service provision. While the use of outsourced mechanical and electrical services was a remedy to staff shortages and the lack of skills mix, it ultimately further aggravated the financial challenges of ADM by draining more of the already limited financial resources. Recommendations for improving the implementation of centralized water service strategy and areas for further research are suggested.
- Full Text:
- Date Issued: 2017
Middle management communication in the midst of a crisis
- Authors: Mbolekwano, Veliswa A
- Date: 2017
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/52477 , vital:26194
- Description: Crisis communication by organisational top leadership to external stakeholders has been explored in literature, while internal crisis communication dynamics by middle managers with their employees within the organisation has been under studied. This paper pursues an understanding of crisis communication dynamics between middle management and their subordinates by investigating how the Middle Managers/Team Leaders of Makana Brick Manufacturing Firm (MBMF) communicated with their employees in the midst of the Eskom load shedding crisis in 2014. The investigation is not limited only to how they handled or made sense of the crisis, but also examines the effect and efficiency of their daily communication on both employees (subordinates) and operations in pursuing this end. As a foundation and background, the study broadly explores the literature on Crisis Leadership, Crisis and Crisis Communication, which are critical topics to understanding the communication role of the middle managers who were the primary subject of this research. The research was conducted through semi-structured, face-to-face interviews. Nine Team Leaders were interviewed. The data collected was transcribed verbatim and analysed through open coding. In the literature of crisis management, the concept of crisis communication has been extensively examined as a function of crisis management, primarily with regards to the crisis communication strategy, encompassing the actual verbal and nonverbal responses an organisation uses to address a crisis. The findings are generally congruent with the crisis communication literature, and reinforce the importance of efficient internal communication in building a culture of transparency between management and employees, as espoused in the literature reviewed, which in addition presents an invaluable opportunity for employees across all levels to engage in and be informed of the organisation’s priorities and therefore has the potential to dictate the success or failure of any major change or crisis situation. As such, it can be argued that there is a need for the same analytical rigour that is given to external crisis communication to be given to financial or operational measures (Barrett, 2002). For both external and internal stakeholders, human compassion, concern and empathy; faith in legitimate and appropriate actions taken by the chosen organisation spokesperson; and honesty, candidness and openness in communication (Seeger 2006, p. 242) are universal. The quality and the quantity of communication, essentially, affect the level of trust and involvement of employees (Thomas, Zolin & Hartman, 2009), which is particularly relevant in times of crisis (Mazzei & Ravazzani, 2015 p. 322). Trust must be developed with staff through clear, honest communication and transparent actions. These encompass being fair, open in communication and intentions, showing consistency, fulfilling promises and being honest about what middle managers can and cannot communicate to their employees (Farrel & Schlesinger, 2013, p. 125). In this study, face to face communication proved to be the most preferred communication channel because of its rewarding advantages such as direct feedback, two-way communication, relationship building and project collaboration.
- Full Text:
- Date Issued: 2017
- Authors: Mbolekwano, Veliswa A
- Date: 2017
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/52477 , vital:26194
- Description: Crisis communication by organisational top leadership to external stakeholders has been explored in literature, while internal crisis communication dynamics by middle managers with their employees within the organisation has been under studied. This paper pursues an understanding of crisis communication dynamics between middle management and their subordinates by investigating how the Middle Managers/Team Leaders of Makana Brick Manufacturing Firm (MBMF) communicated with their employees in the midst of the Eskom load shedding crisis in 2014. The investigation is not limited only to how they handled or made sense of the crisis, but also examines the effect and efficiency of their daily communication on both employees (subordinates) and operations in pursuing this end. As a foundation and background, the study broadly explores the literature on Crisis Leadership, Crisis and Crisis Communication, which are critical topics to understanding the communication role of the middle managers who were the primary subject of this research. The research was conducted through semi-structured, face-to-face interviews. Nine Team Leaders were interviewed. The data collected was transcribed verbatim and analysed through open coding. In the literature of crisis management, the concept of crisis communication has been extensively examined as a function of crisis management, primarily with regards to the crisis communication strategy, encompassing the actual verbal and nonverbal responses an organisation uses to address a crisis. The findings are generally congruent with the crisis communication literature, and reinforce the importance of efficient internal communication in building a culture of transparency between management and employees, as espoused in the literature reviewed, which in addition presents an invaluable opportunity for employees across all levels to engage in and be informed of the organisation’s priorities and therefore has the potential to dictate the success or failure of any major change or crisis situation. As such, it can be argued that there is a need for the same analytical rigour that is given to external crisis communication to be given to financial or operational measures (Barrett, 2002). For both external and internal stakeholders, human compassion, concern and empathy; faith in legitimate and appropriate actions taken by the chosen organisation spokesperson; and honesty, candidness and openness in communication (Seeger 2006, p. 242) are universal. The quality and the quantity of communication, essentially, affect the level of trust and involvement of employees (Thomas, Zolin & Hartman, 2009), which is particularly relevant in times of crisis (Mazzei & Ravazzani, 2015 p. 322). Trust must be developed with staff through clear, honest communication and transparent actions. These encompass being fair, open in communication and intentions, showing consistency, fulfilling promises and being honest about what middle managers can and cannot communicate to their employees (Farrel & Schlesinger, 2013, p. 125). In this study, face to face communication proved to be the most preferred communication channel because of its rewarding advantages such as direct feedback, two-way communication, relationship building and project collaboration.
- Full Text:
- Date Issued: 2017
Motives behind the implementation of renewable energy sources in South African businesses
- Authors: Smith, Brendon Michael
- Date: 2017
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/7667 , vital:21283
- Description: There are numerous advantages and disadvantages for companies to implement renewable energy in South Africa. The motives (drivers or challenges) behind the decision to implement renewable energy resources or not is what this research will be addressing. Economic and environmental motives were the major motives behind implementing renewable energy sources in literature. The main objective for this research was to identify and describe the motives and challenges of implementing renewable energy sources in SA businesses, aligning these with sustainability pillars. The data collection method that was used in this research was documentation analysis and questionnaires. The companies that were chosen for this research were sampled from Kwa-Zulu Natal. Results showed that economic motives were the main decisions for companies implementing renewable energy or not, although there were also significant environmental and social motives that businesses need to consider. This research has provided an understanding of the motives that can have a positive or negative impact on companies who want to install renewable energy for their business.
- Full Text:
- Date Issued: 2017
- Authors: Smith, Brendon Michael
- Date: 2017
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/7667 , vital:21283
- Description: There are numerous advantages and disadvantages for companies to implement renewable energy in South Africa. The motives (drivers or challenges) behind the decision to implement renewable energy resources or not is what this research will be addressing. Economic and environmental motives were the major motives behind implementing renewable energy sources in literature. The main objective for this research was to identify and describe the motives and challenges of implementing renewable energy sources in SA businesses, aligning these with sustainability pillars. The data collection method that was used in this research was documentation analysis and questionnaires. The companies that were chosen for this research were sampled from Kwa-Zulu Natal. Results showed that economic motives were the main decisions for companies implementing renewable energy or not, although there were also significant environmental and social motives that businesses need to consider. This research has provided an understanding of the motives that can have a positive or negative impact on companies who want to install renewable energy for their business.
- Full Text:
- Date Issued: 2017
Sustainable tourism opportunities for Mauritius
- Authors: Ternel, Maeva
- Date: 2017
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/6118 , vital:21046
- Description: Sustainable Tourism (ST) integrates governance, economic, socio-cultural and environmental dimensions of tourism in tourism development and management. Growing Environmental, Social and Governance (ESG) concerns suggest that traditionally, tourism tends to corrupt the very resources it needs to thrive, and thus its sustainability over the long haul has become of general concern. However, despite the vast and extensive literature dedicated to ST, including preeminent journals providing both a theoretical base and reliable empirical evidence to the subject, the concept of sustainability in tourism remains somehow at its embryonic stage, especially in the case of a small island developing state (SIDS). The research occurred within the context of the destination (Mauritius), with however, a focus on five sizeable Mauritian hotel groups. With tourism being one of the pillars of the Mauritian economy, this research intended to explore the different repercussions of such an industry. The aim of the research was to determine to what extent tourism’s operations and development, was appropriately managed in Mauritius by assessing the country’s current tourism situation relating to sustainability and identifying priority areas for intervention. This, was done using different tools, including the United Nations World Tourism Organisation's framework, the Global Sustainable Tourism Council's guidelines and the Sustainable Tourism Attitude Scale. The contribution this research intended to make was to suggest sustainable tourism opportunities and make recommendations for the tourism sector and its stakeholders for the island of Mauritius. Overall, the research concluded that despite the increased importance of ST, the need for Managed Tourism (MT) and the formulation of general principles and guidelines, tourism governance; poverty reduction; and the sustainability of the natural and cultural environment were identified as areas of particular need and should be considered with high priority for intervention/action.
- Full Text:
- Date Issued: 2017
- Authors: Ternel, Maeva
- Date: 2017
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/6118 , vital:21046
- Description: Sustainable Tourism (ST) integrates governance, economic, socio-cultural and environmental dimensions of tourism in tourism development and management. Growing Environmental, Social and Governance (ESG) concerns suggest that traditionally, tourism tends to corrupt the very resources it needs to thrive, and thus its sustainability over the long haul has become of general concern. However, despite the vast and extensive literature dedicated to ST, including preeminent journals providing both a theoretical base and reliable empirical evidence to the subject, the concept of sustainability in tourism remains somehow at its embryonic stage, especially in the case of a small island developing state (SIDS). The research occurred within the context of the destination (Mauritius), with however, a focus on five sizeable Mauritian hotel groups. With tourism being one of the pillars of the Mauritian economy, this research intended to explore the different repercussions of such an industry. The aim of the research was to determine to what extent tourism’s operations and development, was appropriately managed in Mauritius by assessing the country’s current tourism situation relating to sustainability and identifying priority areas for intervention. This, was done using different tools, including the United Nations World Tourism Organisation's framework, the Global Sustainable Tourism Council's guidelines and the Sustainable Tourism Attitude Scale. The contribution this research intended to make was to suggest sustainable tourism opportunities and make recommendations for the tourism sector and its stakeholders for the island of Mauritius. Overall, the research concluded that despite the increased importance of ST, the need for Managed Tourism (MT) and the formulation of general principles and guidelines, tourism governance; poverty reduction; and the sustainability of the natural and cultural environment were identified as areas of particular need and should be considered with high priority for intervention/action.
- Full Text:
- Date Issued: 2017
Talent management: a case study of Namibia’s Directorate of Civil Aviation (DCA) in securing talent for aviation safety, 2008 to 2014
- Authors: Simataa, George
- Date: 2017
- Language: English
- Type: Thesis , Doctoral , PhD
- Identifier: http://hdl.handle.net/10962/7131 , vital:21220
- Description: This study is about talent management, focusing on a case study of the initiatives undertaken by the Directorate of Civil Aviation (DCA) of Namibia over the period 2008 to 2014 in securing talent for aviation safety. The International Civil Aviation Organisation (ICAO) regularly assesses the extent to which member states comply with their safety oversight responsibilities. According to a 1996 report by the ICAO, under the auspices of its Universal Safety Oversight and Security Audit Programme (USOSAP), Namibia’s safety oversight was found to be weak, as indicative of the State’s inability to guarantee the safety of aircraft operations within the national airspace (ICAO, 1996). One of the significant audit findings was the critical shortage of qualified professionals at the Directorate Civil Aviation (DCA) to effectively perform the State’s regulatory and oversight function as contained in the Chicago Convention of 1944. The shortage of qualified professionals resulted in Namibia being unable to respond to its obligations and responsibilities under the Chicago Convention and Namibia’s subsequent blacklisting by the ICAO Audit Result Review Board (ARRB). Consequently, a corrective action plan was undertaken. This study examines one aspect of this plan, namely the initiatives that were undertaken to secure the talent required for aviation safety posts. The aim of the research is, from the perspective of talent management, to analyse the corrective action plan of the Directorate of Civil Aviation (DCA), as a process of securing talent for strategic positions in aviation safety in Namibia. This initiative was analysed from the perspective of the fourth stream of talent management, which emphasises securing talent for strategic positions (Collings and Mellahi, 2009; Huselid & Becker, 2011). Taking into account the fact that Namibia was a racially and culturally divided society until about 25 years ago, the study also deals with issues of diversity management as they impacted upon the talent management of the civil aviation industry nationally. Furthermore, the study is located against the background of the Bantu Education System that was provided by the apartheid South African government to Namibians before independence in 1990. The research design of this study involved conducting a case study that followed a deductive approach. Data were collected using multiple methods and sources such as documentation, interviews and archival records. Content analysis was used in the analysis of collected data. The findings of the study showed the talent management strategies that were adopted in managing strategic positions, the challenges encountered and the impact of the programme. The findings were initially discussed from the perspective of stream four of talent management, with its focus on strategic positions in organisations. Some of the findings of the study were in line with this approach to talent management, but certain challenges that were encountered in carrying out the talent management programme could not be addressed from this perspective, thereby exposing the limits of this approach to talent management in an emerging economy like Namibia. Consequently, a proposed model of sustainable talent management for the DCA was developed. From the perspective of this model of sustainable talent management, recommendations were made for practice and further research.
- Full Text:
- Date Issued: 2017
- Authors: Simataa, George
- Date: 2017
- Language: English
- Type: Thesis , Doctoral , PhD
- Identifier: http://hdl.handle.net/10962/7131 , vital:21220
- Description: This study is about talent management, focusing on a case study of the initiatives undertaken by the Directorate of Civil Aviation (DCA) of Namibia over the period 2008 to 2014 in securing talent for aviation safety. The International Civil Aviation Organisation (ICAO) regularly assesses the extent to which member states comply with their safety oversight responsibilities. According to a 1996 report by the ICAO, under the auspices of its Universal Safety Oversight and Security Audit Programme (USOSAP), Namibia’s safety oversight was found to be weak, as indicative of the State’s inability to guarantee the safety of aircraft operations within the national airspace (ICAO, 1996). One of the significant audit findings was the critical shortage of qualified professionals at the Directorate Civil Aviation (DCA) to effectively perform the State’s regulatory and oversight function as contained in the Chicago Convention of 1944. The shortage of qualified professionals resulted in Namibia being unable to respond to its obligations and responsibilities under the Chicago Convention and Namibia’s subsequent blacklisting by the ICAO Audit Result Review Board (ARRB). Consequently, a corrective action plan was undertaken. This study examines one aspect of this plan, namely the initiatives that were undertaken to secure the talent required for aviation safety posts. The aim of the research is, from the perspective of talent management, to analyse the corrective action plan of the Directorate of Civil Aviation (DCA), as a process of securing talent for strategic positions in aviation safety in Namibia. This initiative was analysed from the perspective of the fourth stream of talent management, which emphasises securing talent for strategic positions (Collings and Mellahi, 2009; Huselid & Becker, 2011). Taking into account the fact that Namibia was a racially and culturally divided society until about 25 years ago, the study also deals with issues of diversity management as they impacted upon the talent management of the civil aviation industry nationally. Furthermore, the study is located against the background of the Bantu Education System that was provided by the apartheid South African government to Namibians before independence in 1990. The research design of this study involved conducting a case study that followed a deductive approach. Data were collected using multiple methods and sources such as documentation, interviews and archival records. Content analysis was used in the analysis of collected data. The findings of the study showed the talent management strategies that were adopted in managing strategic positions, the challenges encountered and the impact of the programme. The findings were initially discussed from the perspective of stream four of talent management, with its focus on strategic positions in organisations. Some of the findings of the study were in line with this approach to talent management, but certain challenges that were encountered in carrying out the talent management programme could not be addressed from this perspective, thereby exposing the limits of this approach to talent management in an emerging economy like Namibia. Consequently, a proposed model of sustainable talent management for the DCA was developed. From the perspective of this model of sustainable talent management, recommendations were made for practice and further research.
- Full Text:
- Date Issued: 2017
A study of factors enhancing truck driver retention at Tanker Services, Imperial Logistics, South Africa
- Authors: Goss, Cayley Amy
- Date: 2016
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:868 , http://hdl.handle.net/10962/d1021250
- Description: The aim of this qualitative study was to gain an understanding of the factors that enhance truck driver retention at Tanker Services, Imperial Logistics, South Africa. The specific objectives of the study were to (1) explore factors which influence the retention of truck drivers from the perspectives of immediate supervisors of these drivers at Tanker Services Branches in Durban, Johannesburg, and Cape Town; (2) to identify the means Tanker Services adopts in meeting factors influential to truck driver retention; and (3) to provide recommendations on how to successfully retain truck drivers in this logistics organisation in South Africa. The research methodology of this study involved interviewing ten immediate managers of truck drivers at Tanker Services, Imperial Logistics. Specifically, data was collected through the use of individual, in-depth and semi-structured interviews to investigate the most influential factors affecting truck driver retention. The results of this research outline factors important to the truck drivers at Tanker Services from the perspectives of their immediate supervisors - most of whom were previously truck drivers themselves. The findings of this research identified the general factors that affect Tanker Services Truck drivers as follows: formal and informal rewards, competitive compensation, a work environment of quality equipment, high safety standards and recreational facilities. Furthermore, interpersonal relations and company reputation were found most influential to truck drivers in this South African logistics context.
- Full Text:
- Date Issued: 2016
- Authors: Goss, Cayley Amy
- Date: 2016
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:868 , http://hdl.handle.net/10962/d1021250
- Description: The aim of this qualitative study was to gain an understanding of the factors that enhance truck driver retention at Tanker Services, Imperial Logistics, South Africa. The specific objectives of the study were to (1) explore factors which influence the retention of truck drivers from the perspectives of immediate supervisors of these drivers at Tanker Services Branches in Durban, Johannesburg, and Cape Town; (2) to identify the means Tanker Services adopts in meeting factors influential to truck driver retention; and (3) to provide recommendations on how to successfully retain truck drivers in this logistics organisation in South Africa. The research methodology of this study involved interviewing ten immediate managers of truck drivers at Tanker Services, Imperial Logistics. Specifically, data was collected through the use of individual, in-depth and semi-structured interviews to investigate the most influential factors affecting truck driver retention. The results of this research outline factors important to the truck drivers at Tanker Services from the perspectives of their immediate supervisors - most of whom were previously truck drivers themselves. The findings of this research identified the general factors that affect Tanker Services Truck drivers as follows: formal and informal rewards, competitive compensation, a work environment of quality equipment, high safety standards and recreational facilities. Furthermore, interpersonal relations and company reputation were found most influential to truck drivers in this South African logistics context.
- Full Text:
- Date Issued: 2016
A study of the influence of employee empowerment on organizational citizenship behaviours of teachers within Grahamstown independent senior schools
- Authors: Johnston, Dean Allan
- Date: 2016
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:869 , http://hdl.handle.net/10962/d1021314
- Description: This research investigates the influence of empowerment on organisational citizenship behaviours (OCB) of teachers within Independent Senior schools in Grahamstown. Teachers, as a schools driving force, contribute immensely to the education of its students as well as determine the success and effectiveness of the school as an educational institution. The nature of a teacher’s work, and indirectly the principal’s job of managing these teachers, is complex and difficult to define as there are only certain behaviours which can be contractually obliged from teachers. Further behaviours which are beneficial to the organisation, such as OCB, need to be induced via incentives or encouraged via certain behavioural management initiatives, such as increased levels of empowerment. It is important for schools to encourage their teachers to participate in such beneficial behaviours as not all behaviours can be dictated or managed through contractual limitations. Previous studies and literature reviewed suggest that OCB is an important variable that significantly influences a schools performance. Such studies and literature suggest that empowerment could induce greater levels of OCB. The concepts of OCB and empowerment are defined and discussed and a 58 item Questionnaire is formulated based on the two concepts, drawn mainly from Short and Rinehart (1992) and Bogler and Somech (2004). The Questionnaire is divided into two parts, firstly OCB and secondly empowerment. Each section of the Questionnaire is divided into the relevant categories and dimensions as prescribed by past literature. The first part determines the behaviours which the participants believe form part of a teachers ‘in-role’ behaviour, therefore also determines which behaviours the participants believe are ‘extra-role’ or OCB. The second part determines the participant’s perception of their empowerment in their own workplace. This research makes use of an online Questionnaire. The data is collected and described using averages, modes and medians. This data is organised in a manner which further allows for a Pearson correlation analysis test to be run. This test is used to establish the correlation relationship between the two variables in this research and the statistical significance of this relationship is analysed by observing the respective p-value. The conclusion is drawn that there exists four statistically significant positively correlated relationships between the empowerment dimension (decision making, status, self-efficacy and impact) and OCB. However there exists a weak positively correlated non-statistically significant relationship between empowerment and OCB. This suggests that empowerment as a whole does not greatly influence higher levels of OCB, however the four individual dimensions of empowerment do have a positive influence.
- Full Text:
- Date Issued: 2016
- Authors: Johnston, Dean Allan
- Date: 2016
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:869 , http://hdl.handle.net/10962/d1021314
- Description: This research investigates the influence of empowerment on organisational citizenship behaviours (OCB) of teachers within Independent Senior schools in Grahamstown. Teachers, as a schools driving force, contribute immensely to the education of its students as well as determine the success and effectiveness of the school as an educational institution. The nature of a teacher’s work, and indirectly the principal’s job of managing these teachers, is complex and difficult to define as there are only certain behaviours which can be contractually obliged from teachers. Further behaviours which are beneficial to the organisation, such as OCB, need to be induced via incentives or encouraged via certain behavioural management initiatives, such as increased levels of empowerment. It is important for schools to encourage their teachers to participate in such beneficial behaviours as not all behaviours can be dictated or managed through contractual limitations. Previous studies and literature reviewed suggest that OCB is an important variable that significantly influences a schools performance. Such studies and literature suggest that empowerment could induce greater levels of OCB. The concepts of OCB and empowerment are defined and discussed and a 58 item Questionnaire is formulated based on the two concepts, drawn mainly from Short and Rinehart (1992) and Bogler and Somech (2004). The Questionnaire is divided into two parts, firstly OCB and secondly empowerment. Each section of the Questionnaire is divided into the relevant categories and dimensions as prescribed by past literature. The first part determines the behaviours which the participants believe form part of a teachers ‘in-role’ behaviour, therefore also determines which behaviours the participants believe are ‘extra-role’ or OCB. The second part determines the participant’s perception of their empowerment in their own workplace. This research makes use of an online Questionnaire. The data is collected and described using averages, modes and medians. This data is organised in a manner which further allows for a Pearson correlation analysis test to be run. This test is used to establish the correlation relationship between the two variables in this research and the statistical significance of this relationship is analysed by observing the respective p-value. The conclusion is drawn that there exists four statistically significant positively correlated relationships between the empowerment dimension (decision making, status, self-efficacy and impact) and OCB. However there exists a weak positively correlated non-statistically significant relationship between empowerment and OCB. This suggests that empowerment as a whole does not greatly influence higher levels of OCB, however the four individual dimensions of empowerment do have a positive influence.
- Full Text:
- Date Issued: 2016
A survey of employee preferences in the design of a performance management system
- Authors: Keshave, Hiten
- Date: 2016
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:863 , http://hdl.handle.net/10962/d1021180
- Description: This thesis begins with an introduction to performance management and the intended aim and objective of the research. Thereafter literature findings relative to performance management and performance management systems are discussed. In the review of literature, three processes that could be implemented in a performance management system were highlighted, namely; (1) the planning process, (2) the monitoring and development process, and (3) an annual summative and feedback process. Performance management functions deemed important to employees during each process of the performance management system were identified and discussed. Subsequent to the literature review, the research methodology was described and involved the implementation of quantitative research within a post-positivist paradigm in the form of a close-ended survey questionnaire. Analysis of the data involved a gap analysis and needs analysis. The gap analysis study was based on the opinion of management respondents in comparison to the opinion of non-management respondents. Results of the gap analysis were determined based on the calculation of an importance score for each sub-group. The needs analysis study was based on the overall opinion of all respondents, and results were determined based on the calculation of an overall importance score. In light of the literature review that was conducted to inform the questionnaire design, the survey results supported the literature review of each discussed performance management function with no evident contradictions. The results of the gap analysis and needs analysis were satisfactorily met for each performance management function. On the basis of these findings, it was assumed that all the performance management functions identified in the literature are important and could be implemented in the design of a performance management system. The results highlighted the importance of a performance plan and development plan to underpin the performance management system.
- Full Text:
- Date Issued: 2016
- Authors: Keshave, Hiten
- Date: 2016
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:863 , http://hdl.handle.net/10962/d1021180
- Description: This thesis begins with an introduction to performance management and the intended aim and objective of the research. Thereafter literature findings relative to performance management and performance management systems are discussed. In the review of literature, three processes that could be implemented in a performance management system were highlighted, namely; (1) the planning process, (2) the monitoring and development process, and (3) an annual summative and feedback process. Performance management functions deemed important to employees during each process of the performance management system were identified and discussed. Subsequent to the literature review, the research methodology was described and involved the implementation of quantitative research within a post-positivist paradigm in the form of a close-ended survey questionnaire. Analysis of the data involved a gap analysis and needs analysis. The gap analysis study was based on the opinion of management respondents in comparison to the opinion of non-management respondents. Results of the gap analysis were determined based on the calculation of an importance score for each sub-group. The needs analysis study was based on the overall opinion of all respondents, and results were determined based on the calculation of an overall importance score. In light of the literature review that was conducted to inform the questionnaire design, the survey results supported the literature review of each discussed performance management function with no evident contradictions. The results of the gap analysis and needs analysis were satisfactorily met for each performance management function. On the basis of these findings, it was assumed that all the performance management functions identified in the literature are important and could be implemented in the design of a performance management system. The results highlighted the importance of a performance plan and development plan to underpin the performance management system.
- Full Text:
- Date Issued: 2016
An investigation of absenteeism amongst blue-collar workers: a mixed methods approach
- Authors: Kroon, Kim
- Date: 2016
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:866 , http://hdl.handle.net/10962/d1021248
- Description: Absenteeism affects organisations in many different ways, therefore it is essential to investigate absenteeism with the aim of minimising absence levels. The focus of the research was to investigate absenteeism amongst blue-collar workers at a Global Logistics Supplier. The objectives of this research were to identify the main types of absenteeism, to compare the views of blue-collar workers and management on the causes attributed to absenteeism, to describe how absenteeism has been measured and managed, and to make recommendations to the company on ways to minimize absenteeism based on the findings. Quantitative data in the form of monthly absenteeism statistics relating to each leave type, was examined for trends relating to absenteeism levels amongst blue-collar workers at the company. Semi-structured interviews were then carried out with management and blue-collar workers to examine the causes of absenteeism and its management. The results showed that there was a discrepancy between the views of management and blue-collar workers at the company on the perceived causes of absenteeism. On the other hand, both management and the blue-collar workers identified Monday and Friday as the most prevalent days on which employees are absent from the workplace. This finding suggests that more research should be conducted on this trend in blue-collar workers. In exploring how absenteeism is dealt with, management within the company stated that discipline was the most effective way of keeping absenteeism levels low amongst employees. The limitations and delimitations of the research were recognised and further research ideas were given. It was also recommended that managers and supervisors address the workplace issues and identify when a worker’s performance and interpersonal relationships are strained in order to effectively minimise absenteeism. It is also recommended they implement a wellness programme.
- Full Text:
- Date Issued: 2016
- Authors: Kroon, Kim
- Date: 2016
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:866 , http://hdl.handle.net/10962/d1021248
- Description: Absenteeism affects organisations in many different ways, therefore it is essential to investigate absenteeism with the aim of minimising absence levels. The focus of the research was to investigate absenteeism amongst blue-collar workers at a Global Logistics Supplier. The objectives of this research were to identify the main types of absenteeism, to compare the views of blue-collar workers and management on the causes attributed to absenteeism, to describe how absenteeism has been measured and managed, and to make recommendations to the company on ways to minimize absenteeism based on the findings. Quantitative data in the form of monthly absenteeism statistics relating to each leave type, was examined for trends relating to absenteeism levels amongst blue-collar workers at the company. Semi-structured interviews were then carried out with management and blue-collar workers to examine the causes of absenteeism and its management. The results showed that there was a discrepancy between the views of management and blue-collar workers at the company on the perceived causes of absenteeism. On the other hand, both management and the blue-collar workers identified Monday and Friday as the most prevalent days on which employees are absent from the workplace. This finding suggests that more research should be conducted on this trend in blue-collar workers. In exploring how absenteeism is dealt with, management within the company stated that discipline was the most effective way of keeping absenteeism levels low amongst employees. The limitations and delimitations of the research were recognised and further research ideas were given. It was also recommended that managers and supervisors address the workplace issues and identify when a worker’s performance and interpersonal relationships are strained in order to effectively minimise absenteeism. It is also recommended they implement a wellness programme.
- Full Text:
- Date Issued: 2016
An investigation of green marketing opportunities at BOS Ice Tea
- Authors: Ciesielski, Adrian Adam
- Date: 2016
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:864 , http://hdl.handle.net/10962/d1021246
- Description: The research addresses the marketing activities of BOS Ice Tea, a South African company, and whether they are reflective and grounded within their marketing activities. By analysing public data and interviewing the founding partners, Richard Bowsher and Grant Rushmere, the findings where compared against the marketing paradigms of Ottoman (1999) and the green marketing practices of Gittell et al. (2012). It was determined that the company engages in green activities, but does not communicate them clearly. Further, where the company did promote organic rooibos and sustainability, their actions were not reflective of these behaviours from an academic point of view. Thus, there was the potential for green washing. The research concludes with suggestions for a 4P’s green marketing framework, and comments on areas that need clarity.
- Full Text:
- Date Issued: 2016
- Authors: Ciesielski, Adrian Adam
- Date: 2016
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:864 , http://hdl.handle.net/10962/d1021246
- Description: The research addresses the marketing activities of BOS Ice Tea, a South African company, and whether they are reflective and grounded within their marketing activities. By analysing public data and interviewing the founding partners, Richard Bowsher and Grant Rushmere, the findings where compared against the marketing paradigms of Ottoman (1999) and the green marketing practices of Gittell et al. (2012). It was determined that the company engages in green activities, but does not communicate them clearly. Further, where the company did promote organic rooibos and sustainability, their actions were not reflective of these behaviours from an academic point of view. Thus, there was the potential for green washing. The research concludes with suggestions for a 4P’s green marketing framework, and comments on areas that need clarity.
- Full Text:
- Date Issued: 2016
An investigation of servant leadership within Rhodes University sports clubs
- Authors: Stiebel, Jessica Lee
- Date: 2016
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:872 , http://hdl.handle.net/10962/d1021317
- Description: This research investigates the level of servant leadership within Rhodes University sport clubs. The goals of this research are to assess the perception the club members have of their chairperson and to key identify areas of development. The sport clubs at Rhodes University are partially run by chairpersons who are voted into the position by his or her peers of a sports club. The chairpersons work alongside Rhodes University employees who are a part of the Sports Administration team to oversee the running, scheduling and finances of the club. The sports clubs are representative of Rhodes University and it is the chairperson’s responsibility to ensure the club is lead and run effectively. Robert Greenleaf coined the term servant leader in the 1970s (Greenleaf, 1997). The servant leader is a leader who is driven by his or her followers, as leadership involves a leader serving his or her followers first and foremost (Greenleaf, 1977). The leader takes on a role that is supportive and contributes to their personal as well as their professional achievements (Smith, Montagno and Kuzmenko, 2004). A questionnaire consisting of 27 questions was drafted, of which were four demographic questions. A 5-point Likert Scale was used in order for the participants to respond to the questions. The questionnaire was drawn from a number of questionnaires available in literature on leadership and adapted to suit Rhodes University sports clubs. The questionnaire was distributed personally by the researcher, as well as through an online questionnaire. There were a total of 153 candidates who participated in the study. Descriptive statistics were used to analyse the data. The majority of the respondents had the perceptions that their chairperson displayed characteristics of a servant leader. Majority of the participants were in agreement of the questions asked in the questionnaire, which focused on many servant leadership qualities. The results will be handed over to the Head of Sports Administration in order for them to get an idea of their leaders’ characteristics and areas where they can improve upon.
- Full Text:
- Date Issued: 2016
- Authors: Stiebel, Jessica Lee
- Date: 2016
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:872 , http://hdl.handle.net/10962/d1021317
- Description: This research investigates the level of servant leadership within Rhodes University sport clubs. The goals of this research are to assess the perception the club members have of their chairperson and to key identify areas of development. The sport clubs at Rhodes University are partially run by chairpersons who are voted into the position by his or her peers of a sports club. The chairpersons work alongside Rhodes University employees who are a part of the Sports Administration team to oversee the running, scheduling and finances of the club. The sports clubs are representative of Rhodes University and it is the chairperson’s responsibility to ensure the club is lead and run effectively. Robert Greenleaf coined the term servant leader in the 1970s (Greenleaf, 1997). The servant leader is a leader who is driven by his or her followers, as leadership involves a leader serving his or her followers first and foremost (Greenleaf, 1977). The leader takes on a role that is supportive and contributes to their personal as well as their professional achievements (Smith, Montagno and Kuzmenko, 2004). A questionnaire consisting of 27 questions was drafted, of which were four demographic questions. A 5-point Likert Scale was used in order for the participants to respond to the questions. The questionnaire was drawn from a number of questionnaires available in literature on leadership and adapted to suit Rhodes University sports clubs. The questionnaire was distributed personally by the researcher, as well as through an online questionnaire. There were a total of 153 candidates who participated in the study. Descriptive statistics were used to analyse the data. The majority of the respondents had the perceptions that their chairperson displayed characteristics of a servant leader. Majority of the participants were in agreement of the questions asked in the questionnaire, which focused on many servant leadership qualities. The results will be handed over to the Head of Sports Administration in order for them to get an idea of their leaders’ characteristics and areas where they can improve upon.
- Full Text:
- Date Issued: 2016
An investigation of the barriers and drivers to CDM renewable energy investment at the Metro, Kouga and Jeffreys Bay windfarms
- Authors: Staples, Daryl Nolan
- Date: 2016
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:871 , http://hdl.handle.net/10962/d1021316
- Description: This research is presented in three sections. Section 1 presents the research report in an academic journal article format. Section 2 provides a comprehensive literature review and Section 3 describes the research methodology and methods employed during the research. Climate change is the most urgent challenge facing planet earth today. The Intergovernmental Panel on Climate Change (IPCC) fifth assessment report (AR5) clearly states, “Human influence on the climate system is clear, and recent anthropogenic emissions of greenhouse gases are the highest in history. Recent climate changes have had widespread impacts on human and natural systems” (IPCC, 2014:2). The Renewable Energy Policy Network for the 21st Century (REN21) published the 10th annual edition of the Renewables 2015 Global Status Report, which illustrates the importance of a zero emissions energy sector (REN21, 2015). Despite the world’s average annual 1,5% increase in energy consumption in recent years, and average 3% growth in Gross Domestic Product, carbon dioxide (CO2) emissions in 2014 were unchanged from 2013 levels (REN21, 2015). The report findings state, “For the first time in four decades, the world economy grew without a parallel rise in CO2 emissions” (REN21, 2015:17). Renewable energy and improved energy efficiency is key to limiting global warming and avoiding dangerous impacts from climate change (REN21, 2015). With a view to the successful outcome of the 21st Conference of the Parties (COP21) in December 2015, renewable energy could contribute significantly in mitigating climate change and supporting the Sustainable Development Goals (SDGs), specifically SDG 7, on Sustainable Energy for All (SAIREC, 2015). South Africa has been rated the 15th most attractive destination for investment in the renewable energy sector and could become a renewable energy leader in the African continent, according to the Renewable Energy Country Attractiveness Index of EY (Ernest and Young) (EY, 2015). And more...
- Full Text:
- Date Issued: 2016
- Authors: Staples, Daryl Nolan
- Date: 2016
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:871 , http://hdl.handle.net/10962/d1021316
- Description: This research is presented in three sections. Section 1 presents the research report in an academic journal article format. Section 2 provides a comprehensive literature review and Section 3 describes the research methodology and methods employed during the research. Climate change is the most urgent challenge facing planet earth today. The Intergovernmental Panel on Climate Change (IPCC) fifth assessment report (AR5) clearly states, “Human influence on the climate system is clear, and recent anthropogenic emissions of greenhouse gases are the highest in history. Recent climate changes have had widespread impacts on human and natural systems” (IPCC, 2014:2). The Renewable Energy Policy Network for the 21st Century (REN21) published the 10th annual edition of the Renewables 2015 Global Status Report, which illustrates the importance of a zero emissions energy sector (REN21, 2015). Despite the world’s average annual 1,5% increase in energy consumption in recent years, and average 3% growth in Gross Domestic Product, carbon dioxide (CO2) emissions in 2014 were unchanged from 2013 levels (REN21, 2015). The report findings state, “For the first time in four decades, the world economy grew without a parallel rise in CO2 emissions” (REN21, 2015:17). Renewable energy and improved energy efficiency is key to limiting global warming and avoiding dangerous impacts from climate change (REN21, 2015). With a view to the successful outcome of the 21st Conference of the Parties (COP21) in December 2015, renewable energy could contribute significantly in mitigating climate change and supporting the Sustainable Development Goals (SDGs), specifically SDG 7, on Sustainable Energy for All (SAIREC, 2015). South Africa has been rated the 15th most attractive destination for investment in the renewable energy sector and could become a renewable energy leader in the African continent, according to the Renewable Energy Country Attractiveness Index of EY (Ernest and Young) (EY, 2015). And more...
- Full Text:
- Date Issued: 2016
Developing a lean and green manufacturing plan for the newspaper printing industry - considering the Rising Sun Printers
- Authors: Maharaj, Avish
- Date: 2016
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:867 , http://hdl.handle.net/10962/d1021249
- Description: This research is focused on lean and green manufacturing using a printing company in South Africa as a case study focusing on their printing division. The reason for addressing the printing division of the company was to develop a lean and green manufacturing plan to address the concerns of resource utilisation and waste disposal in the printing division. The research looked at the concept of lean and green individually as well as together and by analysing the relationship between the two concepts. The outcome was that environmental “green” waste is embedded in the seven types of lean waste which is overproduction, waiting, transport, inappropriate processing, unnecessary inventory, unnecessary motion and waste due to defects (Moreira, Alves and Sousa, 2010 cited in Pampanelli, Found and Bernardes, 2014). It was found that the company under consideration had not been familiar with these concepts but learnt and understood the value it could bring to the company. The research concludes with the plan using the 5S tool to reduce the seven types of waste linked to lean and green manufacturing.
- Full Text:
- Date Issued: 2016
- Authors: Maharaj, Avish
- Date: 2016
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:867 , http://hdl.handle.net/10962/d1021249
- Description: This research is focused on lean and green manufacturing using a printing company in South Africa as a case study focusing on their printing division. The reason for addressing the printing division of the company was to develop a lean and green manufacturing plan to address the concerns of resource utilisation and waste disposal in the printing division. The research looked at the concept of lean and green individually as well as together and by analysing the relationship between the two concepts. The outcome was that environmental “green” waste is embedded in the seven types of lean waste which is overproduction, waiting, transport, inappropriate processing, unnecessary inventory, unnecessary motion and waste due to defects (Moreira, Alves and Sousa, 2010 cited in Pampanelli, Found and Bernardes, 2014). It was found that the company under consideration had not been familiar with these concepts but learnt and understood the value it could bring to the company. The research concludes with the plan using the 5S tool to reduce the seven types of waste linked to lean and green manufacturing.
- Full Text:
- Date Issued: 2016
The development of a recommended digital marketing strategy for Pan Macmillan, South Africa
- Authors: Conradie, Tessa Jane
- Date: 2016
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:865 , http://hdl.handle.net/10962/d1021247
- Description: This research attempts to create a recommended digital marketing strategy for Pan Macmillan, South Africa. As a result of the advance of technology and the increase of connectivity, digital marketing is becoming a highly important tool with regards to competitive advantage, differentiation and the overall marketing of a company and its product or service (Barwise and Farley, 2005, p. 68). Digital marketing is, in South Africa specifically, a relatively new concept (Sandmann, 2014, p. 1). If South African companies are able to efficiently utilise the gap in the market, they will ensure a significant competitive advantage (Sandmann, 2013, p. 1). In order to accomplish this successfully a digital marketing strategy must be created and adopted to ensure a full understanding of the requirements of effective digital marketing. This research focusses on understanding digital marketing requirements in relation to a South African book publisher and how those requirements can be met by the publisher through the development of a digital marketing strategy. The literature has been reviewed and previous research indicates that an established framework is needed to guide the development of a digital marketing strategy. The framework used in this research is the RACE framework (Chaffey and Bosomworth, 2013, p. 14) which is used in conjunction to the SOSTAC planning system (Chaffey and Bosomworth, 2014, p. 11) and the 7 steps to digital marketing strategy creation (Chaffey and Bosomworth, 2014, p. 2). The literature suggests that a combination of the established traditional marketing strategy of a company and current digital marketing practices and tools is the most practical with regards to the development of a successful digital marketing strategy, implementation and evaluation. In order to understand the current marketing strategy and practices of Pan Macmillan, interviews with the Marketing Manager of the company were conducted as well as an analysis of marketing documents relating to Pan Macmillan’s current marketing actions. Results of the interviews and documentation analysis showed that Pan Macmillan had many elements digital marketing but no decisive digital marketing strategy. Using the selected frameworks and information gathered on the company’s marketing practices, digital marketing goals were established and a digital marketing strategy was created. The goals of the research were reached as a recommended digital marketing strategy was developed for Pan Macmillan based on the assessment made, using RACE, SOSTAC and the 7 steps to digital marketing creation, of the company’s current practices, challenges and opportunities with regards to digital marketing.
- Full Text:
- Date Issued: 2016
- Authors: Conradie, Tessa Jane
- Date: 2016
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:865 , http://hdl.handle.net/10962/d1021247
- Description: This research attempts to create a recommended digital marketing strategy for Pan Macmillan, South Africa. As a result of the advance of technology and the increase of connectivity, digital marketing is becoming a highly important tool with regards to competitive advantage, differentiation and the overall marketing of a company and its product or service (Barwise and Farley, 2005, p. 68). Digital marketing is, in South Africa specifically, a relatively new concept (Sandmann, 2014, p. 1). If South African companies are able to efficiently utilise the gap in the market, they will ensure a significant competitive advantage (Sandmann, 2013, p. 1). In order to accomplish this successfully a digital marketing strategy must be created and adopted to ensure a full understanding of the requirements of effective digital marketing. This research focusses on understanding digital marketing requirements in relation to a South African book publisher and how those requirements can be met by the publisher through the development of a digital marketing strategy. The literature has been reviewed and previous research indicates that an established framework is needed to guide the development of a digital marketing strategy. The framework used in this research is the RACE framework (Chaffey and Bosomworth, 2013, p. 14) which is used in conjunction to the SOSTAC planning system (Chaffey and Bosomworth, 2014, p. 11) and the 7 steps to digital marketing strategy creation (Chaffey and Bosomworth, 2014, p. 2). The literature suggests that a combination of the established traditional marketing strategy of a company and current digital marketing practices and tools is the most practical with regards to the development of a successful digital marketing strategy, implementation and evaluation. In order to understand the current marketing strategy and practices of Pan Macmillan, interviews with the Marketing Manager of the company were conducted as well as an analysis of marketing documents relating to Pan Macmillan’s current marketing actions. Results of the interviews and documentation analysis showed that Pan Macmillan had many elements digital marketing but no decisive digital marketing strategy. Using the selected frameworks and information gathered on the company’s marketing practices, digital marketing goals were established and a digital marketing strategy was created. The goals of the research were reached as a recommended digital marketing strategy was developed for Pan Macmillan based on the assessment made, using RACE, SOSTAC and the 7 steps to digital marketing creation, of the company’s current practices, challenges and opportunities with regards to digital marketing.
- Full Text:
- Date Issued: 2016
The exploration of a relationship between leadership styles and organizational commitment of Richards Bay Coal Terminal employees
- Authors: Khoali, Bafokeng Ngcobile
- Date: 2016
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:870 , http://hdl.handle.net/10962/d1021315
- Description: Richards Bay Coal Terminal (RBCT) is situated in the South African deep water harbour of KwaZulu- Natal. The company provides coal mining organizations a strategic logistics link to international coal markets by enabling the use of a coal exporting facility. RBCT recognizes that its lifeblood is the human capital it retains and that achieving a competitive edge equitably and fairly through its people is a priority (du Preez, 2012). In the modern organization operating in an environment of uncertainty and constant change, employee’s commitment to the organization can be a critical determinant of its success or failure in anchoring a competitive advantage (Ulrich, 1998). The current study explored a relationship between the full range leadership styles of supervisors and the organizational commitment of the subordinates to the organization. The literature reviewed in the study includes two models; the first model is by Bass and Avolio and is referred to as the full range leadership model (FRL). This is the independent variable of the research. The dependent variable is organizational commitment, which belongs to the three component model by Meyer and Allen. These models each contain an instrument which was used on a sample of 120 non-supervisory employees. The independent variable used an instrument called the multifactor leadership questionnaire (MLQ) and the dependent used the organizational commitment questionnaire (OCQ). The data collected with these two questionnaires was then subjected to statistical scrutiny. A two-tailed Pearson correlation analysis was conducted to ascertain the strength and direction of the linear relationship, but most importantly to, at 95%-99% confidence, ascertain the statistical significance of the relationships. The findings of the study reflected no statistically significant relationships between transactional leadership and all of the three components of organizational commitment. The two components; affective and normative commitment, both reported a significant relationship with laissez-faire, whilst continuance commitment reflected insignificance. A positive significant relationship between transformational leadership and affective commitment was evident. This leadership style demonstrated no statistically significant relationship between it and continuance and normative commitment. The combined findings suggested that transactional leadership style of supervisors is somewhat unrelated to the subordinate’s need, desire and or sense of obligation to remain employed. A more transformational style of leadership appears to inspire a desire to sustain employment and affectively commit to the organization, whilst this style bears no relation to the need and sense of moral obligation of the subordinate to maintain employment. Laissez-faire reported a weak insignificant negative relationship with continuance commitment. The result suggests the independence of the subordinates’ need to maintain employment to the lack of leadership presence of the supervision. The significant relationship between laissez-faire and normative commitment may be accepted as indicative of how the absence of leadership is related to the employee’s recognition of no developmental intentions demonstrated by the supervisor. Although weak, the relationship between laissez-faire and affective commitment entails that the more prevalent the non-leadership (absence of leadership) style of the supervisor, the less desire do subordinates demonstrate to remain employed.
- Full Text:
- Date Issued: 2016
- Authors: Khoali, Bafokeng Ngcobile
- Date: 2016
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:870 , http://hdl.handle.net/10962/d1021315
- Description: Richards Bay Coal Terminal (RBCT) is situated in the South African deep water harbour of KwaZulu- Natal. The company provides coal mining organizations a strategic logistics link to international coal markets by enabling the use of a coal exporting facility. RBCT recognizes that its lifeblood is the human capital it retains and that achieving a competitive edge equitably and fairly through its people is a priority (du Preez, 2012). In the modern organization operating in an environment of uncertainty and constant change, employee’s commitment to the organization can be a critical determinant of its success or failure in anchoring a competitive advantage (Ulrich, 1998). The current study explored a relationship between the full range leadership styles of supervisors and the organizational commitment of the subordinates to the organization. The literature reviewed in the study includes two models; the first model is by Bass and Avolio and is referred to as the full range leadership model (FRL). This is the independent variable of the research. The dependent variable is organizational commitment, which belongs to the three component model by Meyer and Allen. These models each contain an instrument which was used on a sample of 120 non-supervisory employees. The independent variable used an instrument called the multifactor leadership questionnaire (MLQ) and the dependent used the organizational commitment questionnaire (OCQ). The data collected with these two questionnaires was then subjected to statistical scrutiny. A two-tailed Pearson correlation analysis was conducted to ascertain the strength and direction of the linear relationship, but most importantly to, at 95%-99% confidence, ascertain the statistical significance of the relationships. The findings of the study reflected no statistically significant relationships between transactional leadership and all of the three components of organizational commitment. The two components; affective and normative commitment, both reported a significant relationship with laissez-faire, whilst continuance commitment reflected insignificance. A positive significant relationship between transformational leadership and affective commitment was evident. This leadership style demonstrated no statistically significant relationship between it and continuance and normative commitment. The combined findings suggested that transactional leadership style of supervisors is somewhat unrelated to the subordinate’s need, desire and or sense of obligation to remain employed. A more transformational style of leadership appears to inspire a desire to sustain employment and affectively commit to the organization, whilst this style bears no relation to the need and sense of moral obligation of the subordinate to maintain employment. Laissez-faire reported a weak insignificant negative relationship with continuance commitment. The result suggests the independence of the subordinates’ need to maintain employment to the lack of leadership presence of the supervision. The significant relationship between laissez-faire and normative commitment may be accepted as indicative of how the absence of leadership is related to the employee’s recognition of no developmental intentions demonstrated by the supervisor. Although weak, the relationship between laissez-faire and affective commitment entails that the more prevalent the non-leadership (absence of leadership) style of the supervisor, the less desire do subordinates demonstrate to remain employed.
- Full Text:
- Date Issued: 2016
The leadership characteristics and development of Doctor Trudy Thomas : a case study in servant-leadership
- Authors: Fietze, Jennifer Anne
- Date: 2016
- Subjects: Servant leadership , Thomas, Trudi , Leadership -- South Africa -- Case studies
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:860 , http://hdl.handle.net/10962/d1020184
- Description: Doctor Trudy Thomas is a leader that served; as a medical doctor and as a public servant over five decades during and after the apartheid era in South Africa. The aim of this qualitative study was to identify the leadership characteristics that are evident in Doctor Thomas, the former MEC for Health for the Province of the Eastern Cape; as a leader and to explore how they developed over five decades, given her role within healthcare in South Africa. The first requirement of a servant-leader according to Robert Greenleaf (the contemporary pioneer of servant-leadership) (Greenleaf, 1977), is that the leader is a servant first and starts with a desire to serve. Doctor Thomas started her professional life as a medical missionary doctor, a profession that by its nature is serving and ultimately healing, in the poor rural communities of the Eastern Cape. Her leadership grew out of her initial concern for her patients and their communities and by the opportunities that she was presented with to apply her skills to serve. She was able to identify the deeper needs within these communities and was able to envision practical solutions to these problems, enlisting the assistance of others. Throughout her leadership journey she exhibited humility, and many other trademarks of a servant-leader. She did not see herself as a leader, believing rather that it was a privilege to serve and help people. This study was therefore able to conclude that the leadership that Doctor Thomas has exhibited is that of a servant-leader and that her leadership journey was unintentional and grew out of her desire and ability to serve. This thesis consists of three separate yet interrelated sections. Section One, The Academic Case Study is a holistic, biographical academic case study on an individual. The outcomes of this research are presented as an academic paper, which includes a condensed literature review, results and discussion, as well as recommendations for future research. It also presents recommendations regarding the application of servant-leadership in service industries like Healthcare in South Africa. The presentation of the results is predominantly qualitative with some quantitative aspects. Section Two, The Literature Review presents an extensive review of literature that relates to the phenomena of leadership; servant-leadership; leader and leadership development; servant-leadership development through service and finally servant-leadership in South Africa. Other aspects like Ubuntu and Unintentional leadership are examined. The literature review conducted serves as a broad foundation for understanding servant-leadership but does not purely focus on the issues of this individual study. Section Three, The Research Methodology is an outline of the research aim and objectives, and the research paradigm that has been adopted. The discussion also details the research methodology; the case study method; an inductive approach; an intersubjective position; the individual researched; data collection techniques and analysis; objectivity; issues of quality; ethics; and the limitations of this research.
- Full Text:
- Date Issued: 2016
- Authors: Fietze, Jennifer Anne
- Date: 2016
- Subjects: Servant leadership , Thomas, Trudi , Leadership -- South Africa -- Case studies
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:860 , http://hdl.handle.net/10962/d1020184
- Description: Doctor Trudy Thomas is a leader that served; as a medical doctor and as a public servant over five decades during and after the apartheid era in South Africa. The aim of this qualitative study was to identify the leadership characteristics that are evident in Doctor Thomas, the former MEC for Health for the Province of the Eastern Cape; as a leader and to explore how they developed over five decades, given her role within healthcare in South Africa. The first requirement of a servant-leader according to Robert Greenleaf (the contemporary pioneer of servant-leadership) (Greenleaf, 1977), is that the leader is a servant first and starts with a desire to serve. Doctor Thomas started her professional life as a medical missionary doctor, a profession that by its nature is serving and ultimately healing, in the poor rural communities of the Eastern Cape. Her leadership grew out of her initial concern for her patients and their communities and by the opportunities that she was presented with to apply her skills to serve. She was able to identify the deeper needs within these communities and was able to envision practical solutions to these problems, enlisting the assistance of others. Throughout her leadership journey she exhibited humility, and many other trademarks of a servant-leader. She did not see herself as a leader, believing rather that it was a privilege to serve and help people. This study was therefore able to conclude that the leadership that Doctor Thomas has exhibited is that of a servant-leader and that her leadership journey was unintentional and grew out of her desire and ability to serve. This thesis consists of three separate yet interrelated sections. Section One, The Academic Case Study is a holistic, biographical academic case study on an individual. The outcomes of this research are presented as an academic paper, which includes a condensed literature review, results and discussion, as well as recommendations for future research. It also presents recommendations regarding the application of servant-leadership in service industries like Healthcare in South Africa. The presentation of the results is predominantly qualitative with some quantitative aspects. Section Two, The Literature Review presents an extensive review of literature that relates to the phenomena of leadership; servant-leadership; leader and leadership development; servant-leadership development through service and finally servant-leadership in South Africa. Other aspects like Ubuntu and Unintentional leadership are examined. The literature review conducted serves as a broad foundation for understanding servant-leadership but does not purely focus on the issues of this individual study. Section Three, The Research Methodology is an outline of the research aim and objectives, and the research paradigm that has been adopted. The discussion also details the research methodology; the case study method; an inductive approach; an intersubjective position; the individual researched; data collection techniques and analysis; objectivity; issues of quality; ethics; and the limitations of this research.
- Full Text:
- Date Issued: 2016
A case study of organisational change in an employee wellness company and its effects on job satisfaction and organisational climate
- Authors: Kassiem, Wahib
- Date: 2015
- Subjects: Organizational change -- South Africa -- Case studies
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:844 , http://hdl.handle.net/10962/d1016404
- Description: The modern era has brought the phenomenon of organisational change closer to the average person. With the recent financial crisis placing more strain on businesses, organisations are always under pressure to review their business models in order to deliver a sustainable operational model and as result, hopefully a sustainable competitive advantage. In order to remain competitive, the leadership team has to constantly seek ways of differentiating their organisations from others with similar product offerings. When these changes are initiated, there is no doubt that the leadership gave extensive thought prior to execution. However, their motives are not always clear to their most important constitution, their employees. Often when these changes are implemented, employees believe that they’ve been left out of the decision making process. Furthermore, post change review with employees are also not given enough thought and are often not done. This research used qualitative research methods to establish how employees experience job satisfaction and organisational climate subsequent to changes that transpired within their work environment. Semi-structured interviews and document analysis were used to collect data. The interviews were constructed by expanding upon well-documented quantitative dimensions of these behavioural variables. Questions were developed focusing on these dimensions in line with the changes experienced. The sample consisted of nine employees at an employee wellness organisation in Roodepoort, Gauteng. There is evidence to show that in this short period of two years (May 2012 to June 2014), by implementing various changes, the new leadership has improved the financial viability of the organisation. However, insights from the interviews point to a number of areas where the leadership and management structures have to exert more effort. Communication processes have to be reviewed, especially to lower levels. As there exists limited opportunities for promotion, investigations into expanding existing roles, again at the lower levels may assist in raising job satisfaction levels. Employees felt that support structures are severely lacking when significant changes affecting them are implemented. A climate for innovation and risk taking has to be considered which, if instituted, could aid the organisation in setting the pace for the organisational wellness industry. The structure adopted for this research consists of three sections. Section one follows the evaluation report format, with the literature review and research methodology sections following thereafter. By making use of established literature as a basis, the findings and recommendations are therefore not exclusively applicable to this organisation. Hence other organisations intending similar change initiatives could benefit from this research.
- Full Text:
- Date Issued: 2015
- Authors: Kassiem, Wahib
- Date: 2015
- Subjects: Organizational change -- South Africa -- Case studies
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:844 , http://hdl.handle.net/10962/d1016404
- Description: The modern era has brought the phenomenon of organisational change closer to the average person. With the recent financial crisis placing more strain on businesses, organisations are always under pressure to review their business models in order to deliver a sustainable operational model and as result, hopefully a sustainable competitive advantage. In order to remain competitive, the leadership team has to constantly seek ways of differentiating their organisations from others with similar product offerings. When these changes are initiated, there is no doubt that the leadership gave extensive thought prior to execution. However, their motives are not always clear to their most important constitution, their employees. Often when these changes are implemented, employees believe that they’ve been left out of the decision making process. Furthermore, post change review with employees are also not given enough thought and are often not done. This research used qualitative research methods to establish how employees experience job satisfaction and organisational climate subsequent to changes that transpired within their work environment. Semi-structured interviews and document analysis were used to collect data. The interviews were constructed by expanding upon well-documented quantitative dimensions of these behavioural variables. Questions were developed focusing on these dimensions in line with the changes experienced. The sample consisted of nine employees at an employee wellness organisation in Roodepoort, Gauteng. There is evidence to show that in this short period of two years (May 2012 to June 2014), by implementing various changes, the new leadership has improved the financial viability of the organisation. However, insights from the interviews point to a number of areas where the leadership and management structures have to exert more effort. Communication processes have to be reviewed, especially to lower levels. As there exists limited opportunities for promotion, investigations into expanding existing roles, again at the lower levels may assist in raising job satisfaction levels. Employees felt that support structures are severely lacking when significant changes affecting them are implemented. A climate for innovation and risk taking has to be considered which, if instituted, could aid the organisation in setting the pace for the organisational wellness industry. The structure adopted for this research consists of three sections. Section one follows the evaluation report format, with the literature review and research methodology sections following thereafter. By making use of established literature as a basis, the findings and recommendations are therefore not exclusively applicable to this organisation. Hence other organisations intending similar change initiatives could benefit from this research.
- Full Text:
- Date Issued: 2015
A case study of Siemens Afghanistan : building a country, building a company
- Authors: Qaleej, Raaz Hassan
- Date: 2015
- Subjects: Siemens Aktiengesellschaft , Corporate culture -- Afghanistan , Employees -- Attitudes , Industrial relations -- Afghanistan
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:854 , http://hdl.handle.net/10962/d1017522
- Description: This case study was written within the broader concept of Organisational Culture and how it is integrated into an organisation to encourage responsible leadership. The core focus and emphasis of this approach is to establish the implications for businesses operating in the most challenging of commercial environments, while adhering to their corporate ethos and organisational values. These may be summarised with the phrase: Only a clean business is a sustainable business. This dissertation is intended to act as a case study and resource aide for the teaching of leadership, organisational behaviour, human resources and business sustainability. The study is about the Afghanistan chapter of the global giant Siemens, which has been working in many areas of specialisation conducting business in the country for more than 75 years. It has been selected for this case study because of its long-term impressive record, during which time it has developed and sustained a reputation as an organisation with a much-admired organisational culture, and one to which employees feel very closely attached and connected. This case study evolved from a set of unique as well as difficult circumstances. In Afghanistan, where infrastructure is weak, businesses and other structured organisations are in their initial and immature stages of development, and employee attachment to their workplaces is relatively weak. In the case of Siemens however, it has been much the opposite. It became apparent over a protracted period of time that the relationship of employees to the company was clearly of a positive and committed nature, unlike the general perception stemming from other multinational organisations operating within the country. Many business organisations in Afghanistan tend to emphasise to a lesser degree some modern-day practices of employer-employee relationships, which negatively affect motivation and commitment. The study grew out of the observations that employees of Siemens on the other hand, seemed to exhibit attitudes and commitments contrary to the general trend in the wider business sector. This project began with the intention to identify those factors contributing to employee loyalty and strong attachments to an organisation. Subsequently, the same findings were used to identify the traits and particular features working within the organisational environment.
- Full Text:
- Date Issued: 2015
- Authors: Qaleej, Raaz Hassan
- Date: 2015
- Subjects: Siemens Aktiengesellschaft , Corporate culture -- Afghanistan , Employees -- Attitudes , Industrial relations -- Afghanistan
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:854 , http://hdl.handle.net/10962/d1017522
- Description: This case study was written within the broader concept of Organisational Culture and how it is integrated into an organisation to encourage responsible leadership. The core focus and emphasis of this approach is to establish the implications for businesses operating in the most challenging of commercial environments, while adhering to their corporate ethos and organisational values. These may be summarised with the phrase: Only a clean business is a sustainable business. This dissertation is intended to act as a case study and resource aide for the teaching of leadership, organisational behaviour, human resources and business sustainability. The study is about the Afghanistan chapter of the global giant Siemens, which has been working in many areas of specialisation conducting business in the country for more than 75 years. It has been selected for this case study because of its long-term impressive record, during which time it has developed and sustained a reputation as an organisation with a much-admired organisational culture, and one to which employees feel very closely attached and connected. This case study evolved from a set of unique as well as difficult circumstances. In Afghanistan, where infrastructure is weak, businesses and other structured organisations are in their initial and immature stages of development, and employee attachment to their workplaces is relatively weak. In the case of Siemens however, it has been much the opposite. It became apparent over a protracted period of time that the relationship of employees to the company was clearly of a positive and committed nature, unlike the general perception stemming from other multinational organisations operating within the country. Many business organisations in Afghanistan tend to emphasise to a lesser degree some modern-day practices of employer-employee relationships, which negatively affect motivation and commitment. The study grew out of the observations that employees of Siemens on the other hand, seemed to exhibit attitudes and commitments contrary to the general trend in the wider business sector. This project began with the intention to identify those factors contributing to employee loyalty and strong attachments to an organisation. Subsequently, the same findings were used to identify the traits and particular features working within the organisational environment.
- Full Text:
- Date Issued: 2015
A needs analysis of an employee wellness programme : the case of the Financial Services Regulatory Authority (FSRA) of Swaziland
- Authors: Madlopha, Sboniso Charles
- Date: 2015
- Subjects: Financial Services Regulatory Authority (Swaziland) , Employee health promotion -- Swaziland , Needs assessment -- Swaziland , Absenteeism (Labor) -- Swaziland , Employee morale -- Swaziland , Contracting out -- Swaziland
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:857 , http://hdl.handle.net/10962/d1018912
- Description: In 2010, the Financial Services Regulatory Authority (FSRA) of Swaziland noticed a significant increase in employee absenteeism which they discovered was related mainly to: poor health (sick leave), personal and financial stress (garnishee orders were increasing), and low staff morale, the consequence of which was low productivity and missed deadlines (FSRA, 2010:7). High levels of absenteeism meant that a sizeable number of employees were unable to complete their daily tasks (FSRA, 2010:7). Consequently, in 2011, the FSRA Human Resource Department started a wellness programme for all employees in the organization in an attempt to respond to the human resource challenges reported in 2009/10 financial year. By the end of 2012, FSRA management reported that the introduction of the EWP had not yielded the expected results. This therefore prompted management to request an evaluation of the FSRA employee wellness programme. The aim of this research was to identify and prioritize the needs of employees in terms of requirements of a wellness programme and how it should be delivered. The specific objectives of the study are as follows: to identify the wellness needs of employees, to identify employee preferences in terms of the type of interventions to be included in a wellness programme, to identify the preferred mode of delivery of the wellness programme and to make recommendations to management on the design of a wellness programme. Questionnaires with closed ended questions were used to collect data for this survey. The questionnaire used is attached as Appendix A. By means of a needs analysis survey, this research was designed to assess the FSRA employees’ needs in terms of an employee wellness programme, as well as the preferred EWP delivery methods. About 70 percent of FSRA employees participated in the survey. The respondents completed the questionnaire and submitted it online over a period of 10 working days (2 weeks). This report is structured into three sections, namely; section one, which is the evaluation report that gives details of the importance of the study, highlights research methods and then present the results, discussions and recommendations. Section two deals with the literature review while section three reports on the research methodology, research design and procedures and the limitation of the study. In light of the findings on the wellness needs of employees, 72 percent of the respondents felt the current wellness programme was very inadequate and a further 10 percent added that it was inadequate in addressing their wellness needs largely because the needs were not known. The most important wellness needs identified included: exercise, nutrition, personal hygiene, disease awareness and treatment of illness, coping with stress, coping with workload, ventilation, safety, bereavement, personal debt, and retirement planning. The most preferred wellness interventions that respondents proposed include Flexible Work Schedule, Safe Workplace, Improved Ventilation, Retirement Planning Advice and Gymnasium. Further analysis done using correlation analysis indicated that there was a significant positive relationship between the wellness needs and the wellness interventions. Concerning the delivery of the wellness programme, most of the employees indicated that outsourcing certain services was better than having them in house. The highest ranking of the services for out sourcing were nutrition education and medical checkups that ranked between 82 percent and 75 percent respectively. The respondents indicated that they want almost all the chosen interventions to be outsourced. Time slots should also be taken into consideration to ensure employee participation in the wellness programme services. The respondent FSRA employees seem to prefer interventions of an educational nature to be during the lunch hour. These include Nutrition Education, Health Education, Hygiene Education and Medical Check ups and Treatment, whereas Gymnasium was preferred to be after working hours.
- Full Text:
- Date Issued: 2015
- Authors: Madlopha, Sboniso Charles
- Date: 2015
- Subjects: Financial Services Regulatory Authority (Swaziland) , Employee health promotion -- Swaziland , Needs assessment -- Swaziland , Absenteeism (Labor) -- Swaziland , Employee morale -- Swaziland , Contracting out -- Swaziland
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:857 , http://hdl.handle.net/10962/d1018912
- Description: In 2010, the Financial Services Regulatory Authority (FSRA) of Swaziland noticed a significant increase in employee absenteeism which they discovered was related mainly to: poor health (sick leave), personal and financial stress (garnishee orders were increasing), and low staff morale, the consequence of which was low productivity and missed deadlines (FSRA, 2010:7). High levels of absenteeism meant that a sizeable number of employees were unable to complete their daily tasks (FSRA, 2010:7). Consequently, in 2011, the FSRA Human Resource Department started a wellness programme for all employees in the organization in an attempt to respond to the human resource challenges reported in 2009/10 financial year. By the end of 2012, FSRA management reported that the introduction of the EWP had not yielded the expected results. This therefore prompted management to request an evaluation of the FSRA employee wellness programme. The aim of this research was to identify and prioritize the needs of employees in terms of requirements of a wellness programme and how it should be delivered. The specific objectives of the study are as follows: to identify the wellness needs of employees, to identify employee preferences in terms of the type of interventions to be included in a wellness programme, to identify the preferred mode of delivery of the wellness programme and to make recommendations to management on the design of a wellness programme. Questionnaires with closed ended questions were used to collect data for this survey. The questionnaire used is attached as Appendix A. By means of a needs analysis survey, this research was designed to assess the FSRA employees’ needs in terms of an employee wellness programme, as well as the preferred EWP delivery methods. About 70 percent of FSRA employees participated in the survey. The respondents completed the questionnaire and submitted it online over a period of 10 working days (2 weeks). This report is structured into three sections, namely; section one, which is the evaluation report that gives details of the importance of the study, highlights research methods and then present the results, discussions and recommendations. Section two deals with the literature review while section three reports on the research methodology, research design and procedures and the limitation of the study. In light of the findings on the wellness needs of employees, 72 percent of the respondents felt the current wellness programme was very inadequate and a further 10 percent added that it was inadequate in addressing their wellness needs largely because the needs were not known. The most important wellness needs identified included: exercise, nutrition, personal hygiene, disease awareness and treatment of illness, coping with stress, coping with workload, ventilation, safety, bereavement, personal debt, and retirement planning. The most preferred wellness interventions that respondents proposed include Flexible Work Schedule, Safe Workplace, Improved Ventilation, Retirement Planning Advice and Gymnasium. Further analysis done using correlation analysis indicated that there was a significant positive relationship between the wellness needs and the wellness interventions. Concerning the delivery of the wellness programme, most of the employees indicated that outsourcing certain services was better than having them in house. The highest ranking of the services for out sourcing were nutrition education and medical checkups that ranked between 82 percent and 75 percent respectively. The respondents indicated that they want almost all the chosen interventions to be outsourced. Time slots should also be taken into consideration to ensure employee participation in the wellness programme services. The respondent FSRA employees seem to prefer interventions of an educational nature to be during the lunch hour. These include Nutrition Education, Health Education, Hygiene Education and Medical Check ups and Treatment, whereas Gymnasium was preferred to be after working hours.
- Full Text:
- Date Issued: 2015