Exploratory study : how do Somali shop owners (SSO) succeed in running businesses in Soweto : a South African perspective
- Authors: Mokitlane, Ofentse Clifford
- Date: 2014
- Subjects: Business enterprises, Foreign -- South Africa , Small business -- Management , Small business -- South Africa , Foreign workers -- South Africa , Employment in foreign countries , Entrepreneurship -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:842 , http://hdl.handle.net/10962/d1015653
- Description: This is a qualitative study which seeks to understand how Somali shop owners run successful businesses in the township of Soweto in South Africa. This research report has three sections, namely (1) the academic paper which comprises a shortened literature review, the research method, findings, and the discussion; (2) an extended literature review and (3) the research methodology. It is important to mention that these three sections are related and not necessarily stand-alone sections. Despite the hostilities faced by the Somali shop owners from the host communities in South Africa, it is notable that they are successful, small-sized entrepreneurs in most townships of South Africa (SA). Previous research on Somalis has predominantly focused on their assimilation into the societies in their host countries, and on how they are led into self-employment because of the unfavourable labour markets in the host country. In this vein, there is a need to understand how they run successful businesses in the townships of SA. This study seeks to answer the following research question: How Do Somali Shop Owners Succeed in Running Businesses in Soweto, South Africa (SA)? In pursuit of answers to the above research question, this study was confined to three locations in Soweto, namely Orlando West, Chiawelo and Rockville which have a relatively high number of Somali entrepreneurs who have been in operation for longer than three years. This qualitative study explored the multiple perspectives of reality of Somali shop owners. Purposively, 14 Somali shop owners were identified initially using purposive sampling. Subsequently, theoretical sampling was used to identify Somali shop owners who were interviewed regarding how they successfully run their businesses in the locations of Orlando West, Chiawelo and Rockville in the township of Soweto. A total of eighteen semi-structured, in-depth and face-to-face interviews were conducted with these shop owners as a means of gathering data to the point of saturating their perspectives. Data collection ceased when new perspectives were no longer evident as interviewees were being repetitive. Open-coding and constant comparison was used to analyse the data. The findings of the study show that ethnicity plays a predominant role in the success of the Somali shop owners. The intra-ethnic networks and trust-based support systems are pivotal to how Somali shop owners run successful businesses in Soweto. The key findings manifested showed that various forms of support came from Somali communities, family and fellow countrymen which were also central to their success. Another key finding showed that Somali shop owners run their businesses by complementing, rather than predominantly competing with the other local businesses, which ultimately differentiates them in this way. The study also revealed that responsiveness to local customer needs by enhancing the value of their business to the locality is also characteristic of how Somali shop owners build customer loyalty. This study contributes to our understanding of how Somali entrepreneurs conduct successful businesses in a hostile host country. The findings have implications for business development training and programmes which support immigrant entrepreneurs. The findings may also be extended to inform how business development programmes would be designed to equally support local entrepreneurs.
- Full Text:
- Date Issued: 2014
- Authors: Mokitlane, Ofentse Clifford
- Date: 2014
- Subjects: Business enterprises, Foreign -- South Africa , Small business -- Management , Small business -- South Africa , Foreign workers -- South Africa , Employment in foreign countries , Entrepreneurship -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:842 , http://hdl.handle.net/10962/d1015653
- Description: This is a qualitative study which seeks to understand how Somali shop owners run successful businesses in the township of Soweto in South Africa. This research report has three sections, namely (1) the academic paper which comprises a shortened literature review, the research method, findings, and the discussion; (2) an extended literature review and (3) the research methodology. It is important to mention that these three sections are related and not necessarily stand-alone sections. Despite the hostilities faced by the Somali shop owners from the host communities in South Africa, it is notable that they are successful, small-sized entrepreneurs in most townships of South Africa (SA). Previous research on Somalis has predominantly focused on their assimilation into the societies in their host countries, and on how they are led into self-employment because of the unfavourable labour markets in the host country. In this vein, there is a need to understand how they run successful businesses in the townships of SA. This study seeks to answer the following research question: How Do Somali Shop Owners Succeed in Running Businesses in Soweto, South Africa (SA)? In pursuit of answers to the above research question, this study was confined to three locations in Soweto, namely Orlando West, Chiawelo and Rockville which have a relatively high number of Somali entrepreneurs who have been in operation for longer than three years. This qualitative study explored the multiple perspectives of reality of Somali shop owners. Purposively, 14 Somali shop owners were identified initially using purposive sampling. Subsequently, theoretical sampling was used to identify Somali shop owners who were interviewed regarding how they successfully run their businesses in the locations of Orlando West, Chiawelo and Rockville in the township of Soweto. A total of eighteen semi-structured, in-depth and face-to-face interviews were conducted with these shop owners as a means of gathering data to the point of saturating their perspectives. Data collection ceased when new perspectives were no longer evident as interviewees were being repetitive. Open-coding and constant comparison was used to analyse the data. The findings of the study show that ethnicity plays a predominant role in the success of the Somali shop owners. The intra-ethnic networks and trust-based support systems are pivotal to how Somali shop owners run successful businesses in Soweto. The key findings manifested showed that various forms of support came from Somali communities, family and fellow countrymen which were also central to their success. Another key finding showed that Somali shop owners run their businesses by complementing, rather than predominantly competing with the other local businesses, which ultimately differentiates them in this way. The study also revealed that responsiveness to local customer needs by enhancing the value of their business to the locality is also characteristic of how Somali shop owners build customer loyalty. This study contributes to our understanding of how Somali entrepreneurs conduct successful businesses in a hostile host country. The findings have implications for business development training and programmes which support immigrant entrepreneurs. The findings may also be extended to inform how business development programmes would be designed to equally support local entrepreneurs.
- Full Text:
- Date Issued: 2014
A study on the cultural adjustment of the domestic partners of German expatriates in the Nelson Mandela Bay automotive industry
- Authors: Gouws, Stephanie
- Date: 2011
- Subjects: International business enterprises -- Management , International business enterprises -- Personnel management , International business enterprises -- Management -- Cross-cultural studies , International business enterprises -- Management -- Social aspects , Employment in foreign countries , Intercultural communication , Corporations, Foreign
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:16134 , http://hdl.handle.net/10948/1540 , International business enterprises -- Management , International business enterprises -- Personnel management , International business enterprises -- Management -- Cross-cultural studies , International business enterprises -- Management -- Social aspects , Employment in foreign countries , Intercultural communication , Corporations, Foreign
- Description: This study explores the cultural adjustment of the domestic partners of German expatriates working in the Nelson Mandela Bay automotive industry of South Africa. The data was collected by distributing pre-interview questionnaires to the participants and conducting in-depth interviews with them. Grounded theory was used in the data collection and analysis and an auto-ethnographic approach was employed, allowing for reflexivity. The findings suggest that the expatriated domestic partners did not necessarily experience much difficulty in adjusting to South African culture as they did, for example, adjusting to not being able to work for the duration of their stay. The research has also shown that the unmarried domestic partners of expatriate employees are at a disadvantage compared to their married counterparts; receiving less assistance from the companies of their partners. Based on the findings, it has been recommended that companies refine and streamline the assistance they offer to the domestic partners of their expatriate employees, providing all domestic partners with the same pre-departure training and entitling them to the same benefits.
- Full Text:
- Date Issued: 2011
- Authors: Gouws, Stephanie
- Date: 2011
- Subjects: International business enterprises -- Management , International business enterprises -- Personnel management , International business enterprises -- Management -- Cross-cultural studies , International business enterprises -- Management -- Social aspects , Employment in foreign countries , Intercultural communication , Corporations, Foreign
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:16134 , http://hdl.handle.net/10948/1540 , International business enterprises -- Management , International business enterprises -- Personnel management , International business enterprises -- Management -- Cross-cultural studies , International business enterprises -- Management -- Social aspects , Employment in foreign countries , Intercultural communication , Corporations, Foreign
- Description: This study explores the cultural adjustment of the domestic partners of German expatriates working in the Nelson Mandela Bay automotive industry of South Africa. The data was collected by distributing pre-interview questionnaires to the participants and conducting in-depth interviews with them. Grounded theory was used in the data collection and analysis and an auto-ethnographic approach was employed, allowing for reflexivity. The findings suggest that the expatriated domestic partners did not necessarily experience much difficulty in adjusting to South African culture as they did, for example, adjusting to not being able to work for the duration of their stay. The research has also shown that the unmarried domestic partners of expatriate employees are at a disadvantage compared to their married counterparts; receiving less assistance from the companies of their partners. Based on the findings, it has been recommended that companies refine and streamline the assistance they offer to the domestic partners of their expatriate employees, providing all domestic partners with the same pre-departure training and entitling them to the same benefits.
- Full Text:
- Date Issued: 2011
The impact of affirmative action on overseas employment decision of final year students
- Authors: Gouws, Renaldo
- Date: 2010
- Subjects: Affirmative action programs -- South Africa , Brain drain -- South Africa , Reverse discrimination in employment -- South Africa , Employment in foreign countries , Students -- Employment
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9399 , http://hdl.handle.net/10948/1241 , Affirmative action programs -- South Africa , Brain drain -- South Africa , Reverse discrimination in employment -- South Africa , Employment in foreign countries , Students -- Employment
- Description: Economical and educational problems are caused by the reversed effect of the Employment Equity Act and Affirmative Action. One such problem is called “brain drain” (Lundy, 2006), The general aim of the research was to determine whether affirmative action caused final year students of the Nelson Mandela Metropolitan University to consider overseas employment. A literature study was conducted before the empirical objectives were reached. The empirical study was of a quantitative descriptive and inferential nature. A cross-sectional survey design was used to achieve the empirical objectives. A self- administered survey package was handed out to final year students within the various disciplines at their various classes. One hypothesis was tested. The results indicated that support was found for the hypothesis. The findings are discussed in relation to the data gathered. The implications of the research and the limitations of the study are outlined in the Results chapter.
- Full Text:
- Date Issued: 2010
- Authors: Gouws, Renaldo
- Date: 2010
- Subjects: Affirmative action programs -- South Africa , Brain drain -- South Africa , Reverse discrimination in employment -- South Africa , Employment in foreign countries , Students -- Employment
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9399 , http://hdl.handle.net/10948/1241 , Affirmative action programs -- South Africa , Brain drain -- South Africa , Reverse discrimination in employment -- South Africa , Employment in foreign countries , Students -- Employment
- Description: Economical and educational problems are caused by the reversed effect of the Employment Equity Act and Affirmative Action. One such problem is called “brain drain” (Lundy, 2006), The general aim of the research was to determine whether affirmative action caused final year students of the Nelson Mandela Metropolitan University to consider overseas employment. A literature study was conducted before the empirical objectives were reached. The empirical study was of a quantitative descriptive and inferential nature. A cross-sectional survey design was used to achieve the empirical objectives. A self- administered survey package was handed out to final year students within the various disciplines at their various classes. One hypothesis was tested. The results indicated that support was found for the hypothesis. The findings are discussed in relation to the data gathered. The implications of the research and the limitations of the study are outlined in the Results chapter.
- Full Text:
- Date Issued: 2010
A development of solutions to the problems experienced by expatriates in multinational corporations
- Authors: Faas, Pamella Misiwe
- Date: 2005
- Subjects: International business enterprises -- Management , International business enterprises -- Personnel management , Employment in foreign countries
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8548 , http://hdl.handle.net/10948/424 , International business enterprises -- Management , International business enterprises -- Personnel management , Employment in foreign countries
- Description: The objective of this study is to investigate the reasons for international assignments ending in failure, using the current models of expatriates’ premature withdrawal decisions, so as develop solutions to those problems. Studies of expatriate failure and effects of expatriate satisfaction on organisational performance have been conducted but most of them in the overseas countries. These studies revealed that the practice of employing expatriates is a strategic move on the part of the multinational corporation to increase the international experience and knowledge base of present and future managers. Even though studies on strategies that companies can use have been done extensively, research still shows that a large number of overseas assignments end in failure. Failure being described as the premature return to the home country, not being able to adjust in the host company or country and immediately living the company upon return from the assignment. It is for this reason that in the researcher decided to investigate what could be the reasons that cause the expatriates to return home early. The research will be of importance to South Africa firstly, as organisations that are operating globally will copy the business systems and processes practiced in developed countries, and later bring knowledge, skills and expertise that will help in boosting the economy of the country. Secondly, the organisation's Human Resource Management will develop practices to ensure the successful and effective retention of expertise. Expatriate failure will be reduced and the process of repatriating expatriates will be meaningful. Individuals assigned will not find it difficult to adjust in the parent company, and later take the skills they have learnt to another company. Thirdly, managers generally will understand the challenges that accompany expatriation, and be able to meet those challenges. The research becomes an investigative research as one tries to establish if there is concurrence or deviation with the current models. A sample is drawn from a list of international companies that have operations overseas. The researcher has tried to get responses from companies in all provinces of South Africa so that the sample can be fully representative. The questionnaire is used as it is a common instrument for observing data beyond the physical reach of the researcher. The questions were selected to address each of the factors affecting decisions to withdraw from the country of assignment. Responses from the expatriates have helped to develop a new model that encompasses all the factors that cause the expatriates to leave the assignment early as well to develop solutions to the problems. This will not only help the multinational corporations to save on costs, but will also ensure that the company and the expatriate benefit from international assignment.
- Full Text:
- Date Issued: 2005
- Authors: Faas, Pamella Misiwe
- Date: 2005
- Subjects: International business enterprises -- Management , International business enterprises -- Personnel management , Employment in foreign countries
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8548 , http://hdl.handle.net/10948/424 , International business enterprises -- Management , International business enterprises -- Personnel management , Employment in foreign countries
- Description: The objective of this study is to investigate the reasons for international assignments ending in failure, using the current models of expatriates’ premature withdrawal decisions, so as develop solutions to those problems. Studies of expatriate failure and effects of expatriate satisfaction on organisational performance have been conducted but most of them in the overseas countries. These studies revealed that the practice of employing expatriates is a strategic move on the part of the multinational corporation to increase the international experience and knowledge base of present and future managers. Even though studies on strategies that companies can use have been done extensively, research still shows that a large number of overseas assignments end in failure. Failure being described as the premature return to the home country, not being able to adjust in the host company or country and immediately living the company upon return from the assignment. It is for this reason that in the researcher decided to investigate what could be the reasons that cause the expatriates to return home early. The research will be of importance to South Africa firstly, as organisations that are operating globally will copy the business systems and processes practiced in developed countries, and later bring knowledge, skills and expertise that will help in boosting the economy of the country. Secondly, the organisation's Human Resource Management will develop practices to ensure the successful and effective retention of expertise. Expatriate failure will be reduced and the process of repatriating expatriates will be meaningful. Individuals assigned will not find it difficult to adjust in the parent company, and later take the skills they have learnt to another company. Thirdly, managers generally will understand the challenges that accompany expatriation, and be able to meet those challenges. The research becomes an investigative research as one tries to establish if there is concurrence or deviation with the current models. A sample is drawn from a list of international companies that have operations overseas. The researcher has tried to get responses from companies in all provinces of South Africa so that the sample can be fully representative. The questionnaire is used as it is a common instrument for observing data beyond the physical reach of the researcher. The questions were selected to address each of the factors affecting decisions to withdraw from the country of assignment. Responses from the expatriates have helped to develop a new model that encompasses all the factors that cause the expatriates to leave the assignment early as well to develop solutions to the problems. This will not only help the multinational corporations to save on costs, but will also ensure that the company and the expatriate benefit from international assignment.
- Full Text:
- Date Issued: 2005
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