List of Titles

The influence of value-based leadership on employee commitment for organisational effectiveness: a case of Mnquma Local Municipality

- Mniki, Sicelo https://orcid.org/0009-0002-8152-5150

Authors: Mniki, Sicelo https://orcid.org/0009-0002-8152-5150
Date: 2022-06
Subjects: Organizational effectiveness -- South Africa , Employee motivation -- South Africa , Leadership -- South Africa
Language: English
Type: Doctoral theses , text
Identifier: http://hdl.handle.net/10353/28795 , vital:75097
Description: The main aim of this study is to assess the influence of value-based leadership on employee commitment for organisational effectiveness in Mnquma local municipality. The objectives of the study are to assess the core values of leaders and determine the most prominent value-based construct in Mnquma municipality; to examine the influence of value-based leadership on employee commitment; to verify the impact of employee commitment on organisational effectiveness, and to investigate the correlation between value-based leadership and organisational effectiveness. The study followed a convergent parallel mixed methods design and a semi-structured questionnaire and interviews were used to collect data from the sampled respondents. The researcher used the purposive sampling technique to select a sample of 170 employees including managers, and 10 portfolio heads (political leaders). An assessment of leadership core values with a focus on four higher-order values showed that administrative leaders are more concerned with self-enhancement values (overall mean: 3.1335) and conservation values (overall mean: 3.2151). On the other hand, self-transcendence values (overall mean: 2.922) and openness to change values (overall mean: 2.8349) are given less attention. The findings also showed that transformational leadership is the most prominent value-based leadership construct in Mnquma municipality (mean = 3.2500; SD = 1.01521). The Spearman Rho correlations (rs) and significance probabilities for relations between value-based leadership and employee commitment suggest that employee organisational commitment had moderately high, significant, and positive correlations with all constructs for value-based leadership. Also, the findings revealed that employee organisational commitment had a strong, significant, and positive correlation with organisational effectiveness (rs = 0.765; p < 0.0001). Furthermore, the results suggest that organisational effectiveness also had moderately high, significant, and positive correlations with all constructs for value-based leadership. Among others, the recommended strategies include the A to Z guideline for the promotion of value-based leadership, the ten pillars of value-based leadership, and strategies to improve job satisfaction, employee commitment and organisational effectiveness. , Thesis (DPA) -- Faculty of Management and Commerce, 2022
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Date Issued: 2022-06

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Examining the effect of Diversity, Inclusion and Equity on Work Engagement and Innovation on South African Organisations

- Efalao, D M

Authors: Efalao, D M
Date: 2020
Subjects: Organizational effectiveness -- South Africa
Language: English
Type: Thesis , Masters , MBA
Identifier: http://hdl.handle.net/10948/48202 , vital:40520
Description: The biggest strengths of organisational success lie in its employees; therefore, employee engagement is a fundamental force that is linked to organisational effectiveness and success. The level of employee engagement in South Africa according to the polls remains very low. On the other front, innovative ideas prove to be a vital element of organisational innovativeness and progress. Today’s business environment is unstable and to remain relevant in the marketplace, it is imperative for organisations to embrace innovation and become responsive to changing customer needs. South Africa’s population is very diverse coming second in diversity after the United States. The diversity of South Africa as a national endowment could be investigated to see if it could be leveraged to improve organisational innovation and effectiveness through work engagement. Being mindful of the fact that being diverse is not equal to being inclusive, inclusion is also investigated to see its effect on work engagement and organisational innovation. The principle of fairness (equity) was also investigated with relation to engagement and innovation. The purpose of the study is to assist organisations to improve employee engagement and organisational innovation by taking advantage of the national factor endowment of diversity and inclusion. Equity is investigated as an important principle that could possibly have an effect on employee engagement or organisational innovation. The findings were that diversity and inclusion have a significant relationship with employee engagement and organisational innovativeness while equity has a significant relationship with organisational innovativeness. Recommendations were therefore made to leaders of the organisations to embrace workforce diversity, inclusion and fairness in organisational structures and practices in order to realise improved employee engagement and organisational innovativeness.
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Date Issued: 2020

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Executing a process enhancement intervention on the processing lines at Seavuna Fishing Company

- Abdullah, Philip Rodger

Authors: Abdullah, Philip Rodger
Date: 2017
Subjects: Organizational effectiveness -- South Africa , Small business -- South Africa Workflow -- South Africa -- Management Business planning
Language: English
Type: Thesis , Masters , MBA
Identifier: http://hdl.handle.net/10948/13592 , vital:27255
Description: The fresh hake processing lines at Seavuna fishing company in Mossel Bay are not consistently achieving their volume output standards and this is resulting in higher processing costs and loss of processing opportunities. The company’s senior management are concerned about this trend and require a complete review of the effectiveness of the resources deployed on the lines. This with the view of establishing the causes of poor process volume output. In order to resolve the process inefficiency challenges mentioned, this study used both empirical and time studies to investigate the effectiveness of the company’s resources directly deployed in the processing unit. The study focused on investigating the human factor, machinery and equipment, the environment and the current efficiency standards. Relevant literature in the field of process efficiency improvement was consulted to assist in identifying factors that are known to cause process inefficiencies, and also to establish which improvement techniques would be relevant in correcting the situation. From the Literature reviewed, it was evident that a ‘one size fits all’ solution to resolving inefficiencies is almost non-existent and that a solution that is relevant to the problem is more effective. In addition, a benchmarking exercise was also done to establish how Seavuna’s current volume output standards fair against its major rivals. Once data from both studies were collected, the results were analysed using the some of the basic quality tools. Thereafter, lean manufacturing principles were used to attempt to resolve the current efficiency challenges. The study recommended that the company construct a business strategy and a corresponding organisational culture to direct its continuous improvement interventions. The use of strategic quality planning would go a long way in assisting the company to execute some of the interventions recommended.
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Date Issued: 2017

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The relationship between organisational citizenship behaviour, workplace trust and workplace well-being in public and private hospitals in the Eastern Cape province of South Africa

- Rautenbach, Leontine

Authors: Rautenbach, Leontine
Date: 2016
Subjects: Organizational behavior -- South Africa , Nurses -- Employment -- South Africa -- Eastern Cape , Organizational effectiveness -- South Africa , Health facilities -- Personnel management
Language: English
Type: Thesis , Masters , MCom
Identifier: http://hdl.handle.net/10948/5984 , vital:21022
Description: Globally, there is a shortage of professional nurses, which compromises the rendering of Health Care performance worldwide. South Africa has the added challenge of a dual Health Care system where there is a large disparity in financial resources, service levels and workload between private and public hospitals, which leads to public hospitals in rural areas failing to attract and retain professional nurses. The purpose of this study is to determine the relationships between three variables from the Positive Organisational Scholarship paradigm namely Workplace Trust, Organisational Citizenship Behaviour and Workplace Well-being which is researched amongst professional nurses in the private and public sectors in both the rural and urban areas in two districts in the Eastern Cape Province. The ultimate aim of the study is to propose interventions of how hospitals can improve the work environment in order to attract and to retain professional nurses. It is also anticipated that the results of the research will contribute to the body of research about Positive Organisational Scholarship (POS). The Workplace Trust Survey (WTS), Organisational Citizenship Level Scale (OCLS) and the Workplace Well-being Questionnaire (WWQ) were integrated into a single selfadministered questionnaire to measure the existence of the variables. The questionnaire also included questions relating to demographic factors. In order to confirm the reliability of the measuring instruments, an Exploratory Analysis was done, a Scree test was applied and a Principal Axis Factor Analysis was conducted. Finally, an Item-reliability Analysis on each factor was administered. The WTS and WWQ revealed sound factorial validity and was considered to be compatible with a South African sample, but the OCLS indicated poor construct validity. Relationships between the variables were analysed by applying a Pearson Productmoment Correlation Analysis in SPSS. T-tests, Analysis of Variance (ANOVA) and the Tukey HSD test was utilized to determine the potential influence of demographic characteristics on the variables. Several interesting relationships between variables and sub-variables were identified. The study concludes with proposed interventions needed to retain professional nurses in hospitals. The limitations of the study as well as recommendations for further research is briefly noted.
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Date Issued: 2016

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Strategies to improve the effectiveness of South African professional associations

- Goldman, Lester Mark

Authors: Goldman, Lester Mark
Date: 2015
Subjects: Professional associations -- South Africa , Organizational effectiveness -- South Africa , Social structure -- South Africa
Language: English
Type: Thesis , Doctoral , DBA
Identifier: vital:8930 , http://hdl.handle.net/10948/d1021186
Description: Professional associations and professional relationships are a feature of the social structure of all advanced societies. Professional associations perform or provide a number of functions and services for professionals and for the organisations employing them: Continuing education, admission to practice, certification and credentialing, educational standards, enforcement of standards, codes of ethics, and standards of performance, meetings, social activities, newsletters, and journals. Professional association membership is therefore very valuable to professionals and, in turn, for the organisations which employ those professionals, because of the wide variety of important functions served and services provided by such associations. This value cascades through to the economy of the countries in which the associations perform. This study seeks to contribute to the increased effectiveness of professional associations in South Africa by assessing the level of organisational effectiveness within these associations, and the factors that affect such effectiveness. It is hoped that this research will provide the necessary information to enable senior stakeholders within the associations to make better decisions, and formulate better strategies to improve their effectiveness. If challenges of ineffectiveness are not addressed, the risk is that these associations might not achieve optimal effectiveness and growth, with negative impact on the professionals they serve, and the economy. Conversely, and optimistically, improvements in the effectiveness of professional associations, will positively impact the professionals they serve, with cascading benefits to the economy. Convenience sampling was used to target the senior staff or office bearers within the 48 SAQA registered professional associations in South Africa, at the time of survey. Self-constructed instruments were used to measure the variables included in the hypothesised model. Open-ended questions were also included in the questionnaire in order to capture qualitative information about professional associations. Using STATISTICS Version 10 (2010), the data analyses included exploratory factor analyses, the calculation of Cronbach alphas and Pearson correlations, and the content analysis of qualitative data. The most important finding of this study is that being an effective learning organisation (ELO) is an important indicator of a PA’s organisational effectiveness. To be an ELO means that the PA should continuously strive to learn and improve by conducting research that benefits the association itself, its members, its sector and its country. It is therefore important that PA’s focus their efforts on becoming effective learning organisations by planning and directing their resources on achieving this objective. It means that PA’s must employ or contract in intellectual resources that would enable them to stay at the cutting-edge of services that their members and clients want. This would require PA’s to ensure that they have the continuous services of high calibre researchers. The second important finding of this study is the indication that membership growth is another measure of a PA’s organisational effectiveness. It has already been reported above that being an ELO drives membership growth. The fact that being the first-mover in the industry increases membership growth is an indication that PA’s should capitalise on this strength, by always striving to be the first in everything its members and clients require, or will require. This calls for PA’s to conduct continuous environmental scanning, and the required research and development to deliver products and services first to their members and clients. The fact that competitive characteristics drive membership growth indicates to PA’s that they could attract more members if they maintain and improve service levels; continuously and effectively lobby government for better services for their members and clients; develop and deliver unique services to their members and clients; protect themselves against imitation of their resources and skills, outperform their competitors; and continuously enhance their credibility compared to other professional associations.
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Date Issued: 2015

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Organizational commitment, age and gender effects on organizational citizenship behaviour of university employees

- Khayundi, Daniel Asiachi

Authors: Khayundi, Daniel Asiachi
Date: 2011
Subjects: Organizational behavior -- South Africa , Organizational effectiveness -- South Africa
Language: English
Type: Master's theses , text
Identifier: http://hdl.handle.net/10353/25755 , vital:64476
Description: Organizational citizenship behaviour is one of the important factors that enhance organizational effectiveness. The main purpose of this study was to explore the impact of Organizational commitment on Organizational Citizenship Behaviour (OCB). In this study, age and gender effects on OCB of tertiary institution employees were also examined. The data was collected from 68 academic and administration staff from the University of Fort Hare, Alice campus through questionnaires. The results show that 68 respondents are of the view that organizational commitment impacts positively in enhancing the organizational citizenship behaviour of the employees. The findings also reveal that age and gender play no role in the practice of employees OCB. Management can increase the levels of OCB in their employees by recognizing employees who engage themselves in such behaviour. Implications that can help management in the University of Fort Hare, Alice campus in augmenting the OCB of employees is also discussed. , Thesis (MCom) -- Faculty of Management and Commerce, 2011
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Date Issued: 2011

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Small hospitality enterprises and the internet: an IT governance model for conducting business online

- Ngoqo, Bukelwa

Authors: Ngoqo, Bukelwa
Date: 2010
Subjects: Hospitality industry -- South Africa , Tourism -- South Africa , Organizational effectiveness -- South Africa , Electronic commerce , Internet , Risk management , Electronic data processing
Language: English
Type: Thesis , Masters , MCom (Information Systems)
Identifier: vital:11133 , http://hdl.handle.net/10353/382 , Hospitality industry -- South Africa , Tourism -- South Africa , Organizational effectiveness -- South Africa , Electronic commerce , Internet , Risk management , Electronic data processing
Description: The Internet has made a considerable impact on how business is conducted. Empowered by technology consumers are using the Internet as a tool to communicate and transact online. E-commerce (electronic commerce) presents opportunities for business to gain a competitive advantage, however it also posses certain challenges. Small and Medium Hospitality Enterprises (SMHEs) sector within the tourism industry, is one of the sectors which stands to benefit from using the Internet for business. Researchers agree that the contribution made by the tourism sector in developing economies is substantial. However, SMHEs are noted for their failure to derive optimal benefits from using the Internet for business to improve their competitiveness. This study which seeks to develop a model for use by SMHEs as a guide when making the decision to adopt technology was necessitated by the importance of SMHE’s contribution in the economy of developing countries. This model is based on the examination of existing theories and models such as; the Delone and McLean IS success model (2004), and the ITGI’s (2007) IT governance focus areas model. To elicit the desired outcomes, additional data was collected using questionnaires, interviews, and observations. The collected data was analysed and resulted in the development of a model that can be used by SMHEs in order to derive value from IT and to gain a competitive advantage.
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Date Issued: 2010

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A framework for IT governance in small businesses

- Koornhof, Herman

Authors: Koornhof, Herman
Date: 2009
Subjects: Corporate governance -- South Africa , Organizational effectiveness -- South Africa , Organisational Management
Language: English
Type: Thesis , Masters , MTech
Identifier: vital:9768 , http://hdl.handle.net/10948/994 , Corporate governance -- South Africa , Organizational effectiveness -- South Africa , Organisational Management
Description: The primary objective of this treatise is to develop a framework that small businesses can use to implement IT governance. This framework for IT 6 Governance in Small Businesses, called ITGovSB, will be based primarily on the CobiT framework and the ISO/IEC 27002 information security controls. In order to achieve the primary objective, it is necessary to understand the differences between IT governance in small businesses and larger organisations. Consequently, one of the secondary objectives of the paper is to derive characteristics that define IT governance in small businesses. Another secondary objective is to implement the ITGovSB framework at a small business to evaluate its effectiveness.
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Date Issued: 2009

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Managing leader member exchange frequency effectively in a South African retail company

- Viljoen, Petrus Johannes Jacobus

Authors: Viljoen, Petrus Johannes Jacobus
Date: 2009
Subjects: Communication in organizations -- South Africa , Communication in management -- South Africa , Leadership -- South Africa , Organizational behavior -- South Africa , Organizational effectiveness -- South Africa
Language: English
Type: Thesis , Masters , MBA
Identifier: vital:8692 , http://hdl.handle.net/10948/1106 , Communication in organizations -- South Africa , Communication in management -- South Africa , Leadership -- South Africa , Organizational behavior -- South Africa , Organizational effectiveness -- South Africa
Description: The purpose of this research is to highlight the importance of identifying the communication frequency within the leader-member exchange (LMX) relationship, and to appreciate what the positive or negative effect of a low or high LMX frequency has on this relationship and on staff morale. Management is for the most part responsible for communication frequency and is in a position and has the means to change such frequency or to add additional communication channels. The research was based on a program introduced in a South African retail company three years ago. Data was collected from 64 stores in the Western Cape and the results were statistically analysed on the SPSS16 program. The results clearly supported the hypotheses that, in a low-communication frequency area, an increase in communication frequency has a positive effect on staff morale and that the proximity to head office (or lack of it) does not have a negative effect on staff morale.
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Date Issued: 2009

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A study of the conducivness of the culture at Freeworld Automotive Coatings to the implementation of lean maunfacturing techniques

- Gray, Alexander George

Authors: Gray, Alexander George
Date: 2008
Subjects: Corporate culture -- South Africa , Organizational behavior -- South Africa , Organizational change -- South Africa , Organizational effectiveness -- South Africa
Language: English
Type: Thesis , Masters , MBA
Identifier: vital:8719 , http://hdl.handle.net/10948/910 , Corporate culture -- South Africa , Organizational behavior -- South Africa , Organizational change -- South Africa , Organizational effectiveness -- South Africa
Description: It is becoming increasingly important for companies to be responsive to global demands and in order to remain competitive, many companies are looking at lean manufacturing to help them achieve this. Lean manufacturing is however more than just a set of tools as it also requires a change in the organisational culture of the company involved. The creation of an organisation that has a culture of continuous improvement and achieving results through its various principles and philosophies is a main factor in Toyota’s Toyota Way Model. It was the aim of this research study to analyse and determine the factors relating to the impact of an organisation’s culture on the concepts of lean manufacturing based on the Toyota Way model. This was achieved by analysing how conducive the current organisational culture at Freeworld Automotive Coatings to the implementation of Lean Manufacturing principles? The method used for the research study was the questionnaire method using a lean culture assessment questionnaire that has been designed by the researcher that was aligned to the principles important to the Toyota Way model. It can be concluded from the research findings of this study indicates that the existing organisational culture of Freeworld Automotive coatings is relatively conducive to the implementation of lean manufacturing principles within the company.
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Date Issued: 2008

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An investigation of the usage of lean in a South African Revenue Services branch office

- Vazi, Malibongwe Matthews

Authors: Vazi, Malibongwe Matthews
Date: 2008
Subjects: Organizational effectiveness -- South Africa , Production management -- South Africa
Language: English
Type: Thesis , Masters , MBA
Identifier: vital:8726 , http://hdl.handle.net/10948/883 , Organizational effectiveness -- South Africa , Production management -- South Africa
Description: Lean philosophy is based on the continuous quest to improve the organisation’s processes by creating a culture and operating principles which eliminate all non value adding activities within organisation‘s processes. Manufacturing firms consider the adoption of the Lean tools as basic requirements for achieving World Class operational excellence or Best Practice. For some time, lean has been used by the manufacturing organizations. Most organizations understand that lean will help them survive global competition and stay in business. According to Hanna (2007:1), service industries, in general, are a long way behind manufacturing in terms of operations and improvements, and not all lean manufacturing ideas translate from the factory floor to office cubicle. The objective of this study is to investigate how lean manufacturing tools can be used to improve efficiency, customer service and enhance the embedding of a continuous improvement culture in the South African Revenue Services East London office Taxpayer Service business area. The activities that took place in the Taxpayer Service business area from 21 July 2008 until 31 October 2008 were observed. During the observation period, taxpayer services staff members were engaged formally, using surveys to assess their underlying mindset and behaviour as well as informally, using unstructured interviews to solicit more information on activities taking place and the reasoning behind certain actions. The movements of taxpayers who visited the branch office were monitored and the time it took for taxpayers to be assisted was measured as well as the time it took taxpayers to be assisted by a service agent or service consultant. To see if the available resources were used efficiently, the numbers of service channels available were compared to the number of service channels occupied. The results of the survey and observations are analysed and interpreted.
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Date Issued: 2008

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An evaluation of formal mentoring programmes within two South African organisations

- Shelton, Delyse Elizabeth

Authors: Shelton, Delyse Elizabeth
Date: 2006
Subjects: Mentoring -- South Africa , Organizational effectiveness -- Evaluation , Organizational effectiveness -- South Africa , Corporate culture -- South Africa
Language: English
Type: Thesis , Masters , MCom
Identifier: vital:1186 , http://hdl.handle.net/10962/d1002803 , Mentoring -- South Africa , Organizational effectiveness -- Evaluation , Organizational effectiveness -- South Africa , Corporate culture -- South Africa
Description: The benefits of informal mentoring are numerous and organisations have recognised these benefits in terms of organisational development. There has been an attempt to harvest these benefits through the introduction of formal mentoring programmes as a tool to fast track and then ultimately retain internal capability. This research on formal mentoring programmes occurred within a qualitative paradigm and data was obtained through document analysis and interviews from five mentoring pairs in one organisation and four mentoring pairs in another. The data was then presented and analysed in terms of the models proposed in the literature. The aim of this research was to evaluate formal mentoring programmes within South African organisations based on a framework provided by the literature. It was found that the literature proposed no formal evaluation model and thus, one was developed based on models of programme evaluation and formal mentoring implementation models. On the evaluation of the two formal mentoring programmes, it was found that there are some issues raised in the literature that are pertinent to both organisations but that there were also issues that were only relevant to one of the programmes. According to the research the differences in perceived success of the mentoring programme lay in the goals of the programme relating to the broader goals and culture of the organisation. It is recommended that future research investigate the impact of organisational culture on the effectiveness of formal mentoring programmes. The research also identified a need for supportive resources although this study did not assess the appropriateness and sufficiency of the resources. Organisations also need to implement effective evaluative practices in order to implement effective changes to the programme.
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Date Issued: 2006

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