An exploratory study of the implementation of a decentralized water provision model: a case of Chris Hani District Municipality
- Dyasi, Nobuhle Marjorie Pretty
- Authors: Dyasi, Nobuhle Marjorie Pretty
- Date: 2014
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/18532 , vital:22353
- Description: It is notable that successful implementation of strategy is very important in any organization - private or public. As such it is not surprising that public sector managers are expected to implement strategies to improve organizational performance and service delivery. Consequently, strategy implementation in the public sector has become an increasingly relevant and topical issue, especially because public sector organizations exist to meet the needs of particular stakeholder groups and maximize organizational performance rather than realize profits. Despite this growing focus of public sector management literature on strategy, “there have so far been few explanations about how public sector managers develop and implement new strategic approaches” (Pablo, Reay, Dewald and Casebeer, 2007:687). This qualitative study explores the implementation of a decentralised water service provision model at Chris Hani District Municipality (CHDM) which is located in the Eastern Cape Province in South Africa. The Chris Hani District Municipality is comprised of eight local municipalities: Lukhanji, Lady Frere, Sakhisizwe, Inkwanca, Tsolwana, Inxuba Yethemba, Intsika Yethu and Engcobo. All eight municipalities were delegated to perform the water service provision function of CHDM. The research questions are: How effective was the implementation of the CHDM decentralised water services provision model? and What are the enablers of and barriers to implementing a decentralised water provision model in CHDM? The study used the McKinsey 7S framework of strategy execution to evaluate the implementation of the decentralised water services provision model in CHDM, enablers and barriers to executing this model were also identified. Purposively, a total of seven area managers were interviewed as the eighth Area Manager resigned and left the employment of CHDM during the time of the study. Data was gathered from Area Managers who are intimately involved in the daily operation of water services provision. Data was gathered through semi-structured interviews which were audio recorded, transcribed and data was coded and categorised according to the theoretical perspectives of the McKinsey 7S framework. The draft report was given to the research participants for verification or comments not only as input but also as a member check before the final report. Predominantly most of the Area Managers reflected that the implementation of the decentralised water services provision model by CHDM manifested four cornerstones: (a) reducing distance to water services, (b) delegating of water provision function and accountability, (c) improving delivery of water services, and (d) putting people first in water provision. Drivers and barriers of the implementation of the decentralized water provision strategy were identified to empower local municipalities and enhance operational efficiencies and service quality. Recommendations were made to CHDM on how the implementation of the decentralised water services provision model could be enhanced for better performance. This study will benefit CHDM on improving and strengthening the alignment of all the 7S’s elements of strategy execution to enhance the performance of the decentralised water provision model. Since no studies had been conducted previously to evaluate the implementation of a decentralised water services provision strategy at CHDM, this research is valuable to CHDM as it provides insight on the effectiveness of implementing the decentralised water provision model. Furthermore, the use of the McKinsey 7S framework to evaluate the decentralised model is valuable as it identifies and highlights the gaps where there is misalignment of the 7S’s of strategy execution. These are areas which CHDM needs to address in order to enhance or improve strategic performance.
- Full Text:
- Date Issued: 2014
- Authors: Dyasi, Nobuhle Marjorie Pretty
- Date: 2014
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/18532 , vital:22353
- Description: It is notable that successful implementation of strategy is very important in any organization - private or public. As such it is not surprising that public sector managers are expected to implement strategies to improve organizational performance and service delivery. Consequently, strategy implementation in the public sector has become an increasingly relevant and topical issue, especially because public sector organizations exist to meet the needs of particular stakeholder groups and maximize organizational performance rather than realize profits. Despite this growing focus of public sector management literature on strategy, “there have so far been few explanations about how public sector managers develop and implement new strategic approaches” (Pablo, Reay, Dewald and Casebeer, 2007:687). This qualitative study explores the implementation of a decentralised water service provision model at Chris Hani District Municipality (CHDM) which is located in the Eastern Cape Province in South Africa. The Chris Hani District Municipality is comprised of eight local municipalities: Lukhanji, Lady Frere, Sakhisizwe, Inkwanca, Tsolwana, Inxuba Yethemba, Intsika Yethu and Engcobo. All eight municipalities were delegated to perform the water service provision function of CHDM. The research questions are: How effective was the implementation of the CHDM decentralised water services provision model? and What are the enablers of and barriers to implementing a decentralised water provision model in CHDM? The study used the McKinsey 7S framework of strategy execution to evaluate the implementation of the decentralised water services provision model in CHDM, enablers and barriers to executing this model were also identified. Purposively, a total of seven area managers were interviewed as the eighth Area Manager resigned and left the employment of CHDM during the time of the study. Data was gathered from Area Managers who are intimately involved in the daily operation of water services provision. Data was gathered through semi-structured interviews which were audio recorded, transcribed and data was coded and categorised according to the theoretical perspectives of the McKinsey 7S framework. The draft report was given to the research participants for verification or comments not only as input but also as a member check before the final report. Predominantly most of the Area Managers reflected that the implementation of the decentralised water services provision model by CHDM manifested four cornerstones: (a) reducing distance to water services, (b) delegating of water provision function and accountability, (c) improving delivery of water services, and (d) putting people first in water provision. Drivers and barriers of the implementation of the decentralized water provision strategy were identified to empower local municipalities and enhance operational efficiencies and service quality. Recommendations were made to CHDM on how the implementation of the decentralised water services provision model could be enhanced for better performance. This study will benefit CHDM on improving and strengthening the alignment of all the 7S’s elements of strategy execution to enhance the performance of the decentralised water provision model. Since no studies had been conducted previously to evaluate the implementation of a decentralised water services provision strategy at CHDM, this research is valuable to CHDM as it provides insight on the effectiveness of implementing the decentralised water provision model. Furthermore, the use of the McKinsey 7S framework to evaluate the decentralised model is valuable as it identifies and highlights the gaps where there is misalignment of the 7S’s of strategy execution. These are areas which CHDM needs to address in order to enhance or improve strategic performance.
- Full Text:
- Date Issued: 2014
An investigation of the intention to leave or stay of health care professionals at St. Andrews Hospital
- Authors: Amanambu, Rochelle Aneeta
- Date: 2014
- Subjects: Medical personnel -- Job satisfaction -- South Africa -- Eastern Cape -- Case studies Medical personnel -- Job stress -- South Africa -- Eastern Cape -- Case studies Hospitals -- South Africa -- Eastern Cape -- Administration Hospitals -- Medical staff -- South Africa -- Eastern Cape Hospitals -- Officials and employees -- South Africa -- Eastern Cape -- Turnover Health services administration -- South Africa -- Eastern Cape Health planning -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:823 , http://hdl.handle.net/10962/d1011091
- Description: Background: The demand for and retention of talent worldwide is aggravated by revolutionary trends that include global competition, demographic changes and technological advances. In South Africa this phenomenon according to Frost (2002) is further challenged by the emigration of skilled people; the relative scarcity of specialist and managerial employees; employment equity and affirmative action procedures. But the development of strategies first requires an understanding of the factors which influence decisions to leave or stay particularly in rural and remote areas. St. Andrews Hospital is a rural district hospital in Ugu District, KZN. Its remoteness from urban areas and the lack of resources contributes towards challenges of attracting and retaining health care professionals to the area. It is the aim of this study to identify the ten most prevalent turnover and retention factors in a rural district hospital with the intention of making recommendations towards strategies to mitigate turnover and improve retention of health care professionals. This study will not only serve the local Human Resource Department but may also be used to inform district and provincial policies as well as departments’ decisions in the design or the review of current retention strategies aimed at reducing turnover. Method: The survey method was used to collect the primary data by distribution of self-administered questionnaires to Health Care Professionals at St. Andrews Hospital. Of the one hundred and fifty questionnaires distributed, one hundred and seven were returned (71% response rate) and formed the basis of the study. Results: Based on the impact scores, the top three turnover factors identified were, the way the organisation is led by top management (0.934); the size of the workload (0.862); and the way problems are dealt with by managers in the organisation (0.817). No statistically significant relationships were found between turnover factors and biographical variable. Availability of quality health services was ranked as the external factor that had the highest influence (78%) on turnover, while geographical location was ranked the lowest. The main reason given by respondents for leaving their previous employment was promotion, followed by distance and personal/family reasons. The top three retention factors identified from the impact scores were the quality of relationships with colleagues (1.698); the amount of support received from managers and colleagues (1.484); and the level of engagement and involvement with the job (1.390). This demonstrates that the salary package often thought to be a first priority factor Mobley, Horner and Hollingsworth (1978); Mobley (1982) and Herzberg (2003) is far less of a determining factor at St. Andrews Hospital than management support, job involvement and person-organisation fit as well as the social relationships formed in the workplace. A positive relationship was found between leadership and job dimension factors at the 1% level of significance. This supports the strong social bond (person-organisation fit) formed in the work environment between management and colleagues that supports retention and increases level of commitment. An important result of the study was that 46% of the respondents were thinking of leaving the town within the year while 29% were considering resigning from St. Andrews Hospital within the year. Conclusion: The results reveal a complex interaction of factors impacting on turnover and retention. The Human Resource Management function has a pivotal role to play in improving its ability to attract and retain professionals through developing comprehensive strategies based on external and internal and environmental factors. The study conveys to the St. Andrews Hospital management that turnover and retention factors are unique to the location and the working environment and differs amongst Health Care Professionals – this should be deliberated on when formulating Hospital Human Resource retention policies.
- Full Text:
- Date Issued: 2014
- Authors: Amanambu, Rochelle Aneeta
- Date: 2014
- Subjects: Medical personnel -- Job satisfaction -- South Africa -- Eastern Cape -- Case studies Medical personnel -- Job stress -- South Africa -- Eastern Cape -- Case studies Hospitals -- South Africa -- Eastern Cape -- Administration Hospitals -- Medical staff -- South Africa -- Eastern Cape Hospitals -- Officials and employees -- South Africa -- Eastern Cape -- Turnover Health services administration -- South Africa -- Eastern Cape Health planning -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:823 , http://hdl.handle.net/10962/d1011091
- Description: Background: The demand for and retention of talent worldwide is aggravated by revolutionary trends that include global competition, demographic changes and technological advances. In South Africa this phenomenon according to Frost (2002) is further challenged by the emigration of skilled people; the relative scarcity of specialist and managerial employees; employment equity and affirmative action procedures. But the development of strategies first requires an understanding of the factors which influence decisions to leave or stay particularly in rural and remote areas. St. Andrews Hospital is a rural district hospital in Ugu District, KZN. Its remoteness from urban areas and the lack of resources contributes towards challenges of attracting and retaining health care professionals to the area. It is the aim of this study to identify the ten most prevalent turnover and retention factors in a rural district hospital with the intention of making recommendations towards strategies to mitigate turnover and improve retention of health care professionals. This study will not only serve the local Human Resource Department but may also be used to inform district and provincial policies as well as departments’ decisions in the design or the review of current retention strategies aimed at reducing turnover. Method: The survey method was used to collect the primary data by distribution of self-administered questionnaires to Health Care Professionals at St. Andrews Hospital. Of the one hundred and fifty questionnaires distributed, one hundred and seven were returned (71% response rate) and formed the basis of the study. Results: Based on the impact scores, the top three turnover factors identified were, the way the organisation is led by top management (0.934); the size of the workload (0.862); and the way problems are dealt with by managers in the organisation (0.817). No statistically significant relationships were found between turnover factors and biographical variable. Availability of quality health services was ranked as the external factor that had the highest influence (78%) on turnover, while geographical location was ranked the lowest. The main reason given by respondents for leaving their previous employment was promotion, followed by distance and personal/family reasons. The top three retention factors identified from the impact scores were the quality of relationships with colleagues (1.698); the amount of support received from managers and colleagues (1.484); and the level of engagement and involvement with the job (1.390). This demonstrates that the salary package often thought to be a first priority factor Mobley, Horner and Hollingsworth (1978); Mobley (1982) and Herzberg (2003) is far less of a determining factor at St. Andrews Hospital than management support, job involvement and person-organisation fit as well as the social relationships formed in the workplace. A positive relationship was found between leadership and job dimension factors at the 1% level of significance. This supports the strong social bond (person-organisation fit) formed in the work environment between management and colleagues that supports retention and increases level of commitment. An important result of the study was that 46% of the respondents were thinking of leaving the town within the year while 29% were considering resigning from St. Andrews Hospital within the year. Conclusion: The results reveal a complex interaction of factors impacting on turnover and retention. The Human Resource Management function has a pivotal role to play in improving its ability to attract and retain professionals through developing comprehensive strategies based on external and internal and environmental factors. The study conveys to the St. Andrews Hospital management that turnover and retention factors are unique to the location and the working environment and differs amongst Health Care Professionals – this should be deliberated on when formulating Hospital Human Resource retention policies.
- Full Text:
- Date Issued: 2014
Analysis of the performance management system in the detective service of the Motherwell cluster in Port Elizabeth
- Authors: Saki, Nomachule Theodor
- Date: 2014
- Subjects: Performance -- Management , Employees -- Rating of -- South Africa -- Port Elizabeth
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8876 , http://hdl.handle.net/10948/d1020582
- Description: Performance management was implemented in the public service, including the South African Police Service, in 2001. The aim of implementing performance management in the public service was to improve the performance of all public servants. It was envisaged that the initiative for implementing performance management in the public service would entrench a culture of accountability, leading to improved service delivery. The effective utilisation of performance agreements, as a tool to align individual and organisational performance in the Motherwell Cluster Detective Service, was considered in this research. The contents of the individual detectives’ performance agreements and job descriptions in the Motherwell Cluster were analysed and compared with the contents of the SAPS Detective Service strategic objectives and performance indicators, as reflected in the SAPS Annual Performance Plan for 2012/2013. Interviews were conducted with Detective Service employees in the Motherwell Cluster, to determine whether the employees received training on the implementation of the Performance Enhancement Process, as the SAPS Performance Management and Development System. Research findings revealed that the contents of the respective individual detectives’ performance agreements and job descriptions were not aligned to the contents of the SAPS Detective Service strategic objectives and performance indicators. In areas where alignment was found, such alignment was so minimal that there was no meaningful correlation between an individual detective’s performance and organisational performance. The suggested recommendations are based on the findings of this study, which should be taken seriously if there is a desire to improve service delivery by the Detective Service. Apprehension, conviction, and sentencing of an offender can cause potential offenders to refrain from committing criminal acts for fear of apprehension and punishment.
- Full Text:
- Date Issued: 2014
- Authors: Saki, Nomachule Theodor
- Date: 2014
- Subjects: Performance -- Management , Employees -- Rating of -- South Africa -- Port Elizabeth
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8876 , http://hdl.handle.net/10948/d1020582
- Description: Performance management was implemented in the public service, including the South African Police Service, in 2001. The aim of implementing performance management in the public service was to improve the performance of all public servants. It was envisaged that the initiative for implementing performance management in the public service would entrench a culture of accountability, leading to improved service delivery. The effective utilisation of performance agreements, as a tool to align individual and organisational performance in the Motherwell Cluster Detective Service, was considered in this research. The contents of the individual detectives’ performance agreements and job descriptions in the Motherwell Cluster were analysed and compared with the contents of the SAPS Detective Service strategic objectives and performance indicators, as reflected in the SAPS Annual Performance Plan for 2012/2013. Interviews were conducted with Detective Service employees in the Motherwell Cluster, to determine whether the employees received training on the implementation of the Performance Enhancement Process, as the SAPS Performance Management and Development System. Research findings revealed that the contents of the respective individual detectives’ performance agreements and job descriptions were not aligned to the contents of the SAPS Detective Service strategic objectives and performance indicators. In areas where alignment was found, such alignment was so minimal that there was no meaningful correlation between an individual detective’s performance and organisational performance. The suggested recommendations are based on the findings of this study, which should be taken seriously if there is a desire to improve service delivery by the Detective Service. Apprehension, conviction, and sentencing of an offender can cause potential offenders to refrain from committing criminal acts for fear of apprehension and punishment.
- Full Text:
- Date Issued: 2014
Antecedents to sustainability of small consulting engineering businesses within the Amathole district municipality
- Authors: Silinga, Nyaniso Sandisiwe
- Date: 2014
- Subjects: Small business -- Environmental aspects , Sustainable development , Social responsibility of business
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/5184 , vital:20819
- Description: The South African consulting engineering industry faces a challenge of relevance, particularly in the wake of government infrastructure investment through the planned National Development Plan and other current infrastructure plans. This challenge is even more so for small consulting engineering businesses within the industry who experienced a decline in earnings by ten percent in the first six months of 2013 as compared to the last six months of 2012 (Consulting Engineers South Africa, 2013:38). Government, as a job creator, has a duty to ensure that the conditions that these businesses operate in are favourable to them in order for the businesses to remain sustainable. Factors that contribute to the sustainability of small consulting engineering businesses need to be identified. Amathole District Municipality (ADM) situated in the Eastern Cape Province and which is the second largest province in South Africa but the second poorest (Eastern Cape Socio Economic Council (ECSECC), 2011:15 cited in Mtshibe, 2013:1) is one of those job creators. According to the Amathole District Municipality (ADM) (2013:38), the district, which comprises of seven local municipalities, is the 3rd largest economy in the province after the Nelson Mandela Bay Metropolitan Municipality and Buffalo City Metropolitan Municipality, contributing twelve percent to the provincial economy. Figures published in the Division of Revenue Bill, 2014 (RSA, 2014:236) indicate infrastructure development allocations totalling R1.34 billion budgeted to the ADM for the next three years. This translates to job opportunities for the consulting engineering industry of this region. However, the latest ADM SMME procurement data reveals that in the past five years, only a small percentage of tenders awarded were to small consulting engineering businesses with a majority going to medium to large well-established enterprises (ADM, 2014). These results pose a serious challenge for policy makers who have a duty to ensure that work opportunities do not disadvantage emerging small businesses. The main objective of this study was to gain an understanding of the antecedents that impact on the sustainability of small consulting engineering businesses within the Amathole District Municipality. This was done by identifying antecedents to sustainability of small consulting engineering businesses through a detailed literature review. This literature review identified the competitive environment, regulatory environment and policy environment (independent variables) as being antecedents to sustainability of small consulting engineering businesses (dependant variable). In testing the above research objective, the researcher used statistical analysis methods to reach a conclusion with regard to these antecedents. The positivistic research paradigm (quantitative method) was selected in testing this research objective through the use of hypothesis testing. Data was collected using self-administered questionnaires distributed to 100 small consulting engineering businesses using the databases of both the Amathole District Municipality and Consulting Engineers South Africa (CESA). Out of the selected sample of 100 small consulting engineering businesses, only 81 responses were received, thus representing an eighty-one percent response rate which is considered adequate. The collected data was then analysed using inferential and confirmatory statistical analysis methods. The analysis was presented in the form of graphs and tables. The results of the empirical survey identified rival competitor influence, the competitive environment and policy environment as being antecedents to sustainability of small consulting engineering businesses within the Amathole District Municipality. Based on these findings, recommendations were made to the management of the Amathole District Municipality in an endeavour to make the environment within which small consulting engineering businesses operate more favourable for the businesses to be sustainable. Suggestions for future research were also made as a way to help in addressing some of the challenges that are faced by the engineering industry.
- Full Text:
- Date Issued: 2014
- Authors: Silinga, Nyaniso Sandisiwe
- Date: 2014
- Subjects: Small business -- Environmental aspects , Sustainable development , Social responsibility of business
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/5184 , vital:20819
- Description: The South African consulting engineering industry faces a challenge of relevance, particularly in the wake of government infrastructure investment through the planned National Development Plan and other current infrastructure plans. This challenge is even more so for small consulting engineering businesses within the industry who experienced a decline in earnings by ten percent in the first six months of 2013 as compared to the last six months of 2012 (Consulting Engineers South Africa, 2013:38). Government, as a job creator, has a duty to ensure that the conditions that these businesses operate in are favourable to them in order for the businesses to remain sustainable. Factors that contribute to the sustainability of small consulting engineering businesses need to be identified. Amathole District Municipality (ADM) situated in the Eastern Cape Province and which is the second largest province in South Africa but the second poorest (Eastern Cape Socio Economic Council (ECSECC), 2011:15 cited in Mtshibe, 2013:1) is one of those job creators. According to the Amathole District Municipality (ADM) (2013:38), the district, which comprises of seven local municipalities, is the 3rd largest economy in the province after the Nelson Mandela Bay Metropolitan Municipality and Buffalo City Metropolitan Municipality, contributing twelve percent to the provincial economy. Figures published in the Division of Revenue Bill, 2014 (RSA, 2014:236) indicate infrastructure development allocations totalling R1.34 billion budgeted to the ADM for the next three years. This translates to job opportunities for the consulting engineering industry of this region. However, the latest ADM SMME procurement data reveals that in the past five years, only a small percentage of tenders awarded were to small consulting engineering businesses with a majority going to medium to large well-established enterprises (ADM, 2014). These results pose a serious challenge for policy makers who have a duty to ensure that work opportunities do not disadvantage emerging small businesses. The main objective of this study was to gain an understanding of the antecedents that impact on the sustainability of small consulting engineering businesses within the Amathole District Municipality. This was done by identifying antecedents to sustainability of small consulting engineering businesses through a detailed literature review. This literature review identified the competitive environment, regulatory environment and policy environment (independent variables) as being antecedents to sustainability of small consulting engineering businesses (dependant variable). In testing the above research objective, the researcher used statistical analysis methods to reach a conclusion with regard to these antecedents. The positivistic research paradigm (quantitative method) was selected in testing this research objective through the use of hypothesis testing. Data was collected using self-administered questionnaires distributed to 100 small consulting engineering businesses using the databases of both the Amathole District Municipality and Consulting Engineers South Africa (CESA). Out of the selected sample of 100 small consulting engineering businesses, only 81 responses were received, thus representing an eighty-one percent response rate which is considered adequate. The collected data was then analysed using inferential and confirmatory statistical analysis methods. The analysis was presented in the form of graphs and tables. The results of the empirical survey identified rival competitor influence, the competitive environment and policy environment as being antecedents to sustainability of small consulting engineering businesses within the Amathole District Municipality. Based on these findings, recommendations were made to the management of the Amathole District Municipality in an endeavour to make the environment within which small consulting engineering businesses operate more favourable for the businesses to be sustainable. Suggestions for future research were also made as a way to help in addressing some of the challenges that are faced by the engineering industry.
- Full Text:
- Date Issued: 2014
Assessing intrapreneurship in a pharmaceutical manufacturing firm in the Eastern Cape
- Authors: Allen, Kevin Ian
- Date: 2014
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8828 , http://hdl.handle.net/10948/d1019758
- Description: Continuous innovation in terms of products, processes, administration and structures is needed to compete effectively in the global markets of the 21st century. This continuous innovation within an existing firm can be described in terms of intrapreneurship. The extent to which intrapreneurship is practiced within a Pharmaceutical firm (Firm A) within the Eastern Cape is the main question addressed in the research conducted. The research conducted involved the collection of two data sets. The first set looked at the perceived intrapreneurial characteristics of employees and their superiors. The second data set involved an assessment of 13 constructs (Strong customer orientation; Entrepreneurial leadership; Resource availability and accessibility; Innovation and creativity / new ideas encouraged; Empowered teams / multi-disciplined teamwork and diversity; Tolerance for risk, mistakes and failure; Sponsors (champions); Discretionary time and work; Appropriate rewards and reinforcement; Flat organisational structure with open communication and strong sense of belonging; Vision and strategic intent; Continuous- and cross-functional learning; Management support) measuring the intrapreneurial climate within the firm. Research took place within Firm A via a survey questionnaire that measured intrapreneurial characteristics using a 20 question self and superior assessment. The intrapreneurial climate survey consisted of 68 statements, which were assessed using a likert scale. A census was used given that the firm size was 450 employees. Results for the intrapreneurial climate gave Cronbach alpha values of greater than 0.6 for all of the constructs thus proving reliability of the data. With regard to the intrapreneurial characteristics results indicated that superiors were perceived to have weak characteristics as opposed to self-assessments which indicated strong characteristics. Three intrapreneurial climate constructs (Tolerance for risk, mistakes and failure; Appropriate rewards and reinforcement and Flat organisational structure) had mean results between 1.5 and 2.5 indicating respondents are not satisfied and attention needs to be given to improvement initiatives. The remaining ten constructs had mean scores between 2.5 and 3.5 indicating that respondents are neutral to the statement, indicating that improvement is recommended. Inferential statistics did not find significant differences in all constructs for any of the demographic variables tested. From the research it was concluded that the level of intrapreneurship within firm A is poor and recommendations are given. Further research within the firm is recommended.
- Full Text:
- Date Issued: 2014
- Authors: Allen, Kevin Ian
- Date: 2014
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8828 , http://hdl.handle.net/10948/d1019758
- Description: Continuous innovation in terms of products, processes, administration and structures is needed to compete effectively in the global markets of the 21st century. This continuous innovation within an existing firm can be described in terms of intrapreneurship. The extent to which intrapreneurship is practiced within a Pharmaceutical firm (Firm A) within the Eastern Cape is the main question addressed in the research conducted. The research conducted involved the collection of two data sets. The first set looked at the perceived intrapreneurial characteristics of employees and their superiors. The second data set involved an assessment of 13 constructs (Strong customer orientation; Entrepreneurial leadership; Resource availability and accessibility; Innovation and creativity / new ideas encouraged; Empowered teams / multi-disciplined teamwork and diversity; Tolerance for risk, mistakes and failure; Sponsors (champions); Discretionary time and work; Appropriate rewards and reinforcement; Flat organisational structure with open communication and strong sense of belonging; Vision and strategic intent; Continuous- and cross-functional learning; Management support) measuring the intrapreneurial climate within the firm. Research took place within Firm A via a survey questionnaire that measured intrapreneurial characteristics using a 20 question self and superior assessment. The intrapreneurial climate survey consisted of 68 statements, which were assessed using a likert scale. A census was used given that the firm size was 450 employees. Results for the intrapreneurial climate gave Cronbach alpha values of greater than 0.6 for all of the constructs thus proving reliability of the data. With regard to the intrapreneurial characteristics results indicated that superiors were perceived to have weak characteristics as opposed to self-assessments which indicated strong characteristics. Three intrapreneurial climate constructs (Tolerance for risk, mistakes and failure; Appropriate rewards and reinforcement and Flat organisational structure) had mean results between 1.5 and 2.5 indicating respondents are not satisfied and attention needs to be given to improvement initiatives. The remaining ten constructs had mean scores between 2.5 and 3.5 indicating that respondents are neutral to the statement, indicating that improvement is recommended. Inferential statistics did not find significant differences in all constructs for any of the demographic variables tested. From the research it was concluded that the level of intrapreneurship within firm A is poor and recommendations are given. Further research within the firm is recommended.
- Full Text:
- Date Issued: 2014
Assessing the business success of co-operatives in the East London municipal area of the Eastern Cape
- Authors: Nhawu, Mucharambeyi
- Date: 2014
- Subjects: Cooperative societies -- South Africa -- East London , Success in business -- South Africa -- East London
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/7086 , vital:21226
- Description: South Africa is faced with much poverty, joblessness and an economy that is not sustainable. Unemployment is on the rise in South Africa with the Eastern Cape having the largest number of unemployed people. Co-operatives can be used as a tool to combat poverty and for job creation, but the problem is that co-operatives are still an unknown entity in South Africa. Co-operatives are only known by a few and those few are still sceptical and not willing to form co-operatives. The already established businesses are also not forthcoming nor showing any willingness to do businesses with co-operatives. The less they do business with them, the less the co-operatives flourish. The present study investigates to what extent co-operatives can be a solution to decrease poverty and unemployment. The primary objective of this study was to make a contribution to the development and success of co-operatives by investigating the performance of co-operatives in the in the important business functions of financial management, general management, human resources management, marketing management and operations management. The study also investigated which of these business functions were the most important determinants of business success in these co-operatives. A sample of 50 co-operatives in the East London area of the Eastern Cape was selected and three members per co-operative were requested to answer the questionnaire. The expected number of respondents was therefore 150. However, only 65 usable questionnaires (response rate of 43.3%) were returned. The SEDA Small Business Assessment Tool was used to measure the co-operatives’ performance in these business functions. The empirical results revealed that the strongest correlates of business success in these co-operatives were financial management (r = 0.57, p < 0.05) followed by human resources management (r = 0.49, p < 0.05) and operations management (r = 0.40, p < 0.05). The results also show that, while the co-operatives do have some form of financial management strategies in place, they do not address some of the major financial management concepts that are really essential in a sound financial management policy. The co-operatives generally do not follow any formal financial costing system at all. The results however indicated that the co-operatives expressed high confidence in their financial, general and human resource management practices and low confidence in their marketing and operations management practices.
- Full Text:
- Date Issued: 2014
- Authors: Nhawu, Mucharambeyi
- Date: 2014
- Subjects: Cooperative societies -- South Africa -- East London , Success in business -- South Africa -- East London
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/7086 , vital:21226
- Description: South Africa is faced with much poverty, joblessness and an economy that is not sustainable. Unemployment is on the rise in South Africa with the Eastern Cape having the largest number of unemployed people. Co-operatives can be used as a tool to combat poverty and for job creation, but the problem is that co-operatives are still an unknown entity in South Africa. Co-operatives are only known by a few and those few are still sceptical and not willing to form co-operatives. The already established businesses are also not forthcoming nor showing any willingness to do businesses with co-operatives. The less they do business with them, the less the co-operatives flourish. The present study investigates to what extent co-operatives can be a solution to decrease poverty and unemployment. The primary objective of this study was to make a contribution to the development and success of co-operatives by investigating the performance of co-operatives in the in the important business functions of financial management, general management, human resources management, marketing management and operations management. The study also investigated which of these business functions were the most important determinants of business success in these co-operatives. A sample of 50 co-operatives in the East London area of the Eastern Cape was selected and three members per co-operative were requested to answer the questionnaire. The expected number of respondents was therefore 150. However, only 65 usable questionnaires (response rate of 43.3%) were returned. The SEDA Small Business Assessment Tool was used to measure the co-operatives’ performance in these business functions. The empirical results revealed that the strongest correlates of business success in these co-operatives were financial management (r = 0.57, p < 0.05) followed by human resources management (r = 0.49, p < 0.05) and operations management (r = 0.40, p < 0.05). The results also show that, while the co-operatives do have some form of financial management strategies in place, they do not address some of the major financial management concepts that are really essential in a sound financial management policy. The co-operatives generally do not follow any formal financial costing system at all. The results however indicated that the co-operatives expressed high confidence in their financial, general and human resource management practices and low confidence in their marketing and operations management practices.
- Full Text:
- Date Issued: 2014
Assessing the personal development of employees in a municipal environment
- Authors: Ntile, Zukiswa
- Date: 2014
- Subjects: Performance standards , Employee retention , Employees -- Recruiting , Employees -- Training of
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8875 , http://hdl.handle.net/10948/d1020420
- Description: Skills transfer to Municipal employees is lacking due to management delays in acknowledging and understanding its importance to the affected employees. These result in poor work performance and services delivery to the communities. In the research design the Job Performance in any organisation is expected to be releasing good results or outcomes. Employees expect to be recognised in their work they perform. The employers’ responsibility is to ensure that the employee’s interests are taken care of reasonably. Scarce skill is a very important aspect in the career of specialised skilled employees and expectations are very high in this kind of environment. Globally the scarce skill is one of the aspects that is encouraged that organisations should take cognisance of. When staff is recruited and works for the Municipality it is vital that they are retained and capacitated through trainings. The employees that have worked for the Municipality a longer period should or must at least transfer those skills for the preparation of the succession planning and continuity in the organisation. The data was collected in a form of a questionnaire where respondents indicated their responses based on the questions formulated to measure their job performance, scarce skills, retention of staff, recruitment and selection, on-the-job training for skills transfer and training in relevant field. The data collected was analysed and presented in the form of tables and percentages. The study has revealed that the clear strategies recommended are essential in the personal development of employees through training, recognition inthe institution by way of remuneration or awards and ensuring to retain staff for a longer period for succession planning in a municipal environment.
- Full Text:
- Date Issued: 2014
- Authors: Ntile, Zukiswa
- Date: 2014
- Subjects: Performance standards , Employee retention , Employees -- Recruiting , Employees -- Training of
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8875 , http://hdl.handle.net/10948/d1020420
- Description: Skills transfer to Municipal employees is lacking due to management delays in acknowledging and understanding its importance to the affected employees. These result in poor work performance and services delivery to the communities. In the research design the Job Performance in any organisation is expected to be releasing good results or outcomes. Employees expect to be recognised in their work they perform. The employers’ responsibility is to ensure that the employee’s interests are taken care of reasonably. Scarce skill is a very important aspect in the career of specialised skilled employees and expectations are very high in this kind of environment. Globally the scarce skill is one of the aspects that is encouraged that organisations should take cognisance of. When staff is recruited and works for the Municipality it is vital that they are retained and capacitated through trainings. The employees that have worked for the Municipality a longer period should or must at least transfer those skills for the preparation of the succession planning and continuity in the organisation. The data was collected in a form of a questionnaire where respondents indicated their responses based on the questions formulated to measure their job performance, scarce skills, retention of staff, recruitment and selection, on-the-job training for skills transfer and training in relevant field. The data collected was analysed and presented in the form of tables and percentages. The study has revealed that the clear strategies recommended are essential in the personal development of employees through training, recognition inthe institution by way of remuneration or awards and ensuring to retain staff for a longer period for succession planning in a municipal environment.
- Full Text:
- Date Issued: 2014
Balancing legislative and contractual obligations with government policy objectives and the commercial and economic sustainability of the Amathole Forestry Company (Pty.) LTD: a community benefit model designed for implementation by Amathole Forestry Company (Pty) Ltd
- Authors: Swift, Davron
- Date: 2014
- Subjects: Community development -- South Africa -- Amathole District Municipality , Economic development -- South Africa -- Amathole District Municipality -- Citizen participation , Forests and forestry -- Social aspects -- South Africa -- Amathole District Municipality
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/3185 , vital:20409
- Description: The fundamental objective of this research is to design and propose an appropriate community benefit model that can be implemented by a forestry company in the Eastern Cape of South Africa. De Beer, Rutsch and Eliffe (1998) describe community benefits as a collection of social and economic opportunities through which people are able to improve the quality of their lives or the lives of others. This study proposes a model that can be implemented in a manner that is mutually beneficial to the forestry company concerned and its community stakeholders.
- Full Text:
- Date Issued: 2014
- Authors: Swift, Davron
- Date: 2014
- Subjects: Community development -- South Africa -- Amathole District Municipality , Economic development -- South Africa -- Amathole District Municipality -- Citizen participation , Forests and forestry -- Social aspects -- South Africa -- Amathole District Municipality
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/3185 , vital:20409
- Description: The fundamental objective of this research is to design and propose an appropriate community benefit model that can be implemented by a forestry company in the Eastern Cape of South Africa. De Beer, Rutsch and Eliffe (1998) describe community benefits as a collection of social and economic opportunities through which people are able to improve the quality of their lives or the lives of others. This study proposes a model that can be implemented in a manner that is mutually beneficial to the forestry company concerned and its community stakeholders.
- Full Text:
- Date Issued: 2014
Business school creativity amongst MBA students at Nelson Mandela Metropolitan University
- Authors: Von Solms, Woudi
- Date: 2014
- Subjects: Creative ability in business , Creative thinking , Educational innovations
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/4255 , vital:20574
- Description: Innovation allows for competitive advantage. Competitive advantage and innovation lead to economic growth. For innovation to occur, creativity is necessary. All individuals are creative, but continuous practice is necessary to be creative. The process from creativity to innovation and competitive advantage and economic growth involves three stages. The first stage involves educating primary and secondary school children to be creative across different domains. Current school systems focus on mathematical and linguistic skills. Examples of domains are linguistic, performance, mechanicalscientific and artistic. These creative domains can be taught through encouraging children to use their imagination and different methods. In primary and secondary education little-c creativity and mini-c creativity are developed. Little-c creativity involves developing problem solving skills. Mini-c creativity involves the ability to recognise personal creative events, not necessarily recognised by others. Tertiary education involves students gaining knowledge in a specific domain. While studying to gain knowledge and conduct research on a specific domain, practicing creativity is still important. Upon completion of tertiary education the second stage in creating economic growth through creativity and innovation commences. This second stage involves organisations hiring creative employees that have knowledge within a domain similar to the organisation‟s industry. Creative employees develop creative ideas. The creative ideas allow for innovative products to be developed. Innovative products satisfy customer needs and lead to competitive advantage. Managers should encourage employees to be innovative. Employees that are motivated and encouraged to take risks develop a talent within the domain that they are employed in. The ability to be creative and innovative leads to pro-creativity and big-c creativity. Pro-c creativity refers to a talent being developed over approximately ten years. Big-c creativity involves creating products that benefits society positively. Upon creating products that benefit society, competitive advantage is created that allows for the third stage of creating economic growth to commence. This third stage involves economic growth that stems from innovation and creative individuals. Countries currently focus on stage two where they aim to encourage innovation amongst organisations. There is a realisation that to be innovative,creativity is necessarily and that creativity must be taught by means of education. This research study will use a questionnaire by Kaufman (2009, 2012, 2013) to determine how creative students perceive they are and whether they are capable of recognising different levels of creativity. A similar study was conducted in Germany and Mexico. Professor Alexander Brem was asked for the questionnaire. The questionnaire was translated from German to English. The objective is to determine whether students perceive themselves to be creative, thus being innovative within their organisations and indirectly allowing for competitive advantage and economic growth. Kaufmans‟ questionnaire was distributed to Nelson Mandela Metropolitan University Masters in Business Administration students. Ethics clearance was granted and answering the questionnaire was optional.To draw conclusions an Exploratory Factor Analysis was done on creative domains and the levels of creativity students are able to recognise. The first Exploratory Factor Analysis revealed performance creativity as the first factor, mechanicalscientific creativity as the second factor, scholarly creativity as the third factor and artistic creativity as the fourth factor. The second Exploratory Factor Analysis grouped pro-c creativity, big-c creativity and little-c creativity as the first factor, not being able to recognise creativity as the second factor and mini-c creativity as the third factor. The individual results from each factor were discussed. Each factor was further analysed by comparing gender, age, year‟s work experience and type of students to the type and level of creativity. The results show three trends. Firstly, results indicated that respondents perceived themselves to be predominantly scholarly and mathematical-scientific creative. This result is synonymous with secondary research that states that educational institutions focus on enhancing linguistic and mathematical skills amongst students and that developing skills in other domains are seen as less important. Secondly, the ability of students to recognise different levels of creativity decreases from big-creativity to pro-c creativity; pro-c creativity to little-c creativity and little-c creativity to mini-c creativity. Students are therefore better able to recognise large inventions than smaller inventions. Thirdly, results indicated that creativity levels do not differ when gender, age, year‟s work experience and type of students are compared. In this research study the above statements will be discussed in detail.
- Full Text:
- Date Issued: 2014
- Authors: Von Solms, Woudi
- Date: 2014
- Subjects: Creative ability in business , Creative thinking , Educational innovations
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/4255 , vital:20574
- Description: Innovation allows for competitive advantage. Competitive advantage and innovation lead to economic growth. For innovation to occur, creativity is necessary. All individuals are creative, but continuous practice is necessary to be creative. The process from creativity to innovation and competitive advantage and economic growth involves three stages. The first stage involves educating primary and secondary school children to be creative across different domains. Current school systems focus on mathematical and linguistic skills. Examples of domains are linguistic, performance, mechanicalscientific and artistic. These creative domains can be taught through encouraging children to use their imagination and different methods. In primary and secondary education little-c creativity and mini-c creativity are developed. Little-c creativity involves developing problem solving skills. Mini-c creativity involves the ability to recognise personal creative events, not necessarily recognised by others. Tertiary education involves students gaining knowledge in a specific domain. While studying to gain knowledge and conduct research on a specific domain, practicing creativity is still important. Upon completion of tertiary education the second stage in creating economic growth through creativity and innovation commences. This second stage involves organisations hiring creative employees that have knowledge within a domain similar to the organisation‟s industry. Creative employees develop creative ideas. The creative ideas allow for innovative products to be developed. Innovative products satisfy customer needs and lead to competitive advantage. Managers should encourage employees to be innovative. Employees that are motivated and encouraged to take risks develop a talent within the domain that they are employed in. The ability to be creative and innovative leads to pro-creativity and big-c creativity. Pro-c creativity refers to a talent being developed over approximately ten years. Big-c creativity involves creating products that benefits society positively. Upon creating products that benefit society, competitive advantage is created that allows for the third stage of creating economic growth to commence. This third stage involves economic growth that stems from innovation and creative individuals. Countries currently focus on stage two where they aim to encourage innovation amongst organisations. There is a realisation that to be innovative,creativity is necessarily and that creativity must be taught by means of education. This research study will use a questionnaire by Kaufman (2009, 2012, 2013) to determine how creative students perceive they are and whether they are capable of recognising different levels of creativity. A similar study was conducted in Germany and Mexico. Professor Alexander Brem was asked for the questionnaire. The questionnaire was translated from German to English. The objective is to determine whether students perceive themselves to be creative, thus being innovative within their organisations and indirectly allowing for competitive advantage and economic growth. Kaufmans‟ questionnaire was distributed to Nelson Mandela Metropolitan University Masters in Business Administration students. Ethics clearance was granted and answering the questionnaire was optional.To draw conclusions an Exploratory Factor Analysis was done on creative domains and the levels of creativity students are able to recognise. The first Exploratory Factor Analysis revealed performance creativity as the first factor, mechanicalscientific creativity as the second factor, scholarly creativity as the third factor and artistic creativity as the fourth factor. The second Exploratory Factor Analysis grouped pro-c creativity, big-c creativity and little-c creativity as the first factor, not being able to recognise creativity as the second factor and mini-c creativity as the third factor. The individual results from each factor were discussed. Each factor was further analysed by comparing gender, age, year‟s work experience and type of students to the type and level of creativity. The results show three trends. Firstly, results indicated that respondents perceived themselves to be predominantly scholarly and mathematical-scientific creative. This result is synonymous with secondary research that states that educational institutions focus on enhancing linguistic and mathematical skills amongst students and that developing skills in other domains are seen as less important. Secondly, the ability of students to recognise different levels of creativity decreases from big-creativity to pro-c creativity; pro-c creativity to little-c creativity and little-c creativity to mini-c creativity. Students are therefore better able to recognise large inventions than smaller inventions. Thirdly, results indicated that creativity levels do not differ when gender, age, year‟s work experience and type of students are compared. In this research study the above statements will be discussed in detail.
- Full Text:
- Date Issued: 2014
Challenges facing SMME's in the film industry in the Nelson Mandela Bay Municipality
- Authors: Ncoyo, Nosiphiwo
- Date: 2014
- Subjects: Small business -- South Africa -- Nelson Mandela Bay Municipality , Motion picture industry -- South Africa -- Nelson Mandela Bay Municipality
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/8945 , vital:26445
- Description: The Film Industry is regarded as a vital part of the South African economy. One of the advantages of this sector is the potential to create jobs. This has been evidenced over the years by direct jobs created for people in the entire film value chain. The Film industry has also generated many more jobs indirectly and sectors such as transport, catering and hospitality benefited enormously. The NFVF (2010) 10 years review of the Film and Video industry states that the South African government has identified the film industry as one of the catalytic vehicles for job creation and economic growth. Given the importance of the contribution of the Film Industry to job creation and economic development, there is a demand for SMMEs in this sector to be supported by Government. Not until recently the support given to Filmmakers was biased to Gauteng, Cape Town and Kwa-Zulu Natal as a result film makers would go to these Provinces for opportunities. This study has examined the challenges faced by SMMEs in the film industry in the Nelson Mandela Bay Municipality in acquiring Government support and to seek ways of addressing the challenges. There has been limited research undertaken on the support given to SMMEs in film particularly the Eastern Cape Province. After a comprehensive literature review was undertaken on SMMEs, the following variables were identified as conceivably affecting growth and development of SMMEs in the film industry: Enabling Legal and regulatory environment; Financial support; Technological support; Managerial support. This study followed a quantitative research method. A measuring instrument in the form of a questionnaire was compiled from secondary sources of literature. The respondents were identified through convenience sampling technique. The sample comprised of 35 out of 50 SMMEs in film. The empirical results showed that all of the variables, enabling legal and regulatory environment, financial support, technological support and managerial support had a relationship with growth and development of SMMEs in film.
- Full Text:
- Date Issued: 2014
- Authors: Ncoyo, Nosiphiwo
- Date: 2014
- Subjects: Small business -- South Africa -- Nelson Mandela Bay Municipality , Motion picture industry -- South Africa -- Nelson Mandela Bay Municipality
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/8945 , vital:26445
- Description: The Film Industry is regarded as a vital part of the South African economy. One of the advantages of this sector is the potential to create jobs. This has been evidenced over the years by direct jobs created for people in the entire film value chain. The Film industry has also generated many more jobs indirectly and sectors such as transport, catering and hospitality benefited enormously. The NFVF (2010) 10 years review of the Film and Video industry states that the South African government has identified the film industry as one of the catalytic vehicles for job creation and economic growth. Given the importance of the contribution of the Film Industry to job creation and economic development, there is a demand for SMMEs in this sector to be supported by Government. Not until recently the support given to Filmmakers was biased to Gauteng, Cape Town and Kwa-Zulu Natal as a result film makers would go to these Provinces for opportunities. This study has examined the challenges faced by SMMEs in the film industry in the Nelson Mandela Bay Municipality in acquiring Government support and to seek ways of addressing the challenges. There has been limited research undertaken on the support given to SMMEs in film particularly the Eastern Cape Province. After a comprehensive literature review was undertaken on SMMEs, the following variables were identified as conceivably affecting growth and development of SMMEs in the film industry: Enabling Legal and regulatory environment; Financial support; Technological support; Managerial support. This study followed a quantitative research method. A measuring instrument in the form of a questionnaire was compiled from secondary sources of literature. The respondents were identified through convenience sampling technique. The sample comprised of 35 out of 50 SMMEs in film. The empirical results showed that all of the variables, enabling legal and regulatory environment, financial support, technological support and managerial support had a relationship with growth and development of SMMEs in film.
- Full Text:
- Date Issued: 2014
Critical success factors in implementing an IT project plan within a South African automotive assembly firm
- Authors: Meyer, Harold
- Date: 2014
- Subjects: Project management , Information technology projects , Management information systems
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/9173 , vital:26471
- Description: Research shows that information technology (IT) projects have a poor success rate. Many IT projects exceed the allocated budget, take longer than the time allocated or do not meet the project requirements. The purpose of this study is to identify the critical success factors for implementing an IT project plan in automotive assembly firms in South Africa. The factors identified during the study cover the following topics: the project manager as a factor of success; project communication; knowledge management; the role of management; business strategy; project success measurements; and training and development. For the empirical study an online questionnaire was used as a data collection tool. The study consisted of 40 participants who are involved in the implementation of IT projects in automotive assembly firms with a minimum of 1 year experience. The questionnaire requested the biographical information of the participants and then asked the participants about their perception of the current project activity as well as their perceived importance of the project activities mentioned. The participants’ responses were structured according to a Likert-type scale. Participants had to indicate the extent to which they agreed with each statement in the questionnaire. The responses obtained from the survey were presented and analysed. The researcher observed in this study that aspects of the critical success factors were in place however there were areas which showed large variances. The researcher recommends that management of automotive assembly firms in South Africa should look into project communication and knowledge management. These factors showed large variances with regards to the current project activities and the perceived importance of the activities.
- Full Text:
- Date Issued: 2014
- Authors: Meyer, Harold
- Date: 2014
- Subjects: Project management , Information technology projects , Management information systems
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/9173 , vital:26471
- Description: Research shows that information technology (IT) projects have a poor success rate. Many IT projects exceed the allocated budget, take longer than the time allocated or do not meet the project requirements. The purpose of this study is to identify the critical success factors for implementing an IT project plan in automotive assembly firms in South Africa. The factors identified during the study cover the following topics: the project manager as a factor of success; project communication; knowledge management; the role of management; business strategy; project success measurements; and training and development. For the empirical study an online questionnaire was used as a data collection tool. The study consisted of 40 participants who are involved in the implementation of IT projects in automotive assembly firms with a minimum of 1 year experience. The questionnaire requested the biographical information of the participants and then asked the participants about their perception of the current project activity as well as their perceived importance of the project activities mentioned. The participants’ responses were structured according to a Likert-type scale. Participants had to indicate the extent to which they agreed with each statement in the questionnaire. The responses obtained from the survey were presented and analysed. The researcher observed in this study that aspects of the critical success factors were in place however there were areas which showed large variances. The researcher recommends that management of automotive assembly firms in South Africa should look into project communication and knowledge management. These factors showed large variances with regards to the current project activities and the perceived importance of the activities.
- Full Text:
- Date Issued: 2014
Determining factors influencing sales growth in business banking in Buffalo City municipality, South Africa
- Authors: Koneti, Boniswa
- Date: 2014
- Subjects: Direct selling Sales management Marketing channels
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/10993 , vital:26865
- Description: The increase in number of banks entering the South African banking sector has caused the big four banks to lose their market share to the new entrants. As a result, the new entrants in this sector have also had negative effects on the existing banks’ sales growth and net profits. Business banking, in particular, has been one of the departments which has become competitive as it is considered to generate the most revenue from all the different bank departments. Business clients have been targeted as their fees are high compared to normal individual clients and also, their investment sizes are big compared to individuals, hence the increased interest in this section. This then prompts the question, what are the factors influencing sales growth in business banking? This question then brings one to the following sub-problems: Is the pricing offered by the various banks to their business bank customers competitive enough to retain them?; How competent and knowledgeable is the staff dealing with business bank customers in ensuring good relationships with business banking clients?; is the technology used by the banks advanced enough to address the banking requirements of business banking customers? Are business banking customers loyal to their respective banks to ensure repetitive sales? In dealing with the above, the author undertook a research study to determine whether factors such as competitive pricing, competent staff, advanced technology and customer loyalty influence sales growth in business banking in Buffalo City Municipality “BCM”. The sample of 90 business banking customers who were given questionnaires to test the above were from a population of business banking customers in BCM. The author underwent a theoretical and an empirical investigation using the survey method through questionnaires. These questionnaires were distributed to the various financing institutions dealing with business banking clients. The findings of the empirical study suggest that through the use of the hypothesis test, it was concluded that of the four factors, advanced technology and customer loyalty influence sales growth in business banking in BCM. While pricing and competent staff do not influence sales revenue growth.
- Full Text:
- Date Issued: 2014
- Authors: Koneti, Boniswa
- Date: 2014
- Subjects: Direct selling Sales management Marketing channels
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/10993 , vital:26865
- Description: The increase in number of banks entering the South African banking sector has caused the big four banks to lose their market share to the new entrants. As a result, the new entrants in this sector have also had negative effects on the existing banks’ sales growth and net profits. Business banking, in particular, has been one of the departments which has become competitive as it is considered to generate the most revenue from all the different bank departments. Business clients have been targeted as their fees are high compared to normal individual clients and also, their investment sizes are big compared to individuals, hence the increased interest in this section. This then prompts the question, what are the factors influencing sales growth in business banking? This question then brings one to the following sub-problems: Is the pricing offered by the various banks to their business bank customers competitive enough to retain them?; How competent and knowledgeable is the staff dealing with business bank customers in ensuring good relationships with business banking clients?; is the technology used by the banks advanced enough to address the banking requirements of business banking customers? Are business banking customers loyal to their respective banks to ensure repetitive sales? In dealing with the above, the author undertook a research study to determine whether factors such as competitive pricing, competent staff, advanced technology and customer loyalty influence sales growth in business banking in Buffalo City Municipality “BCM”. The sample of 90 business banking customers who were given questionnaires to test the above were from a population of business banking customers in BCM. The author underwent a theoretical and an empirical investigation using the survey method through questionnaires. These questionnaires were distributed to the various financing institutions dealing with business banking clients. The findings of the empirical study suggest that through the use of the hypothesis test, it was concluded that of the four factors, advanced technology and customer loyalty influence sales growth in business banking in BCM. While pricing and competent staff do not influence sales revenue growth.
- Full Text:
- Date Issued: 2014
Determining guidelines for effectively leading culturally diverse teams at Volkswagen South Africa
- Authors: Nkholise, Martha
- Date: 2014
- Subjects: Diversity in the workplace -- South Africa -- Eastern Cape , Multiculturalism
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8732 , http://hdl.handle.net/10948/d1010077 , Diversity in the workplace -- South Africa -- Eastern Cape , Multiculturalism
- Description: South Africa is a society of diverse cultures, and the workplace is one of the few places that serve as a melting pot for these varied cultures. If managed well, cultural diversity has numerous benefits that can help an organisation gain a competitive advantage. However, failure to manage it can pose challenges that can have serious consequences for an organisation. The purpose of this study was to analyse the leadership of cultural diversity at Volkswagen South Africa (VWSA) and identify leadership guidelines to both enhance team performance and reduce the challenges faced by the organisation as a result of this cultural diversity. For the purpose of this study, a culturally diverse team was defined as a team of diverse individuals from different cultures or societies working together to achieve organisational success. The research was conducted by the use of questionnaire using a sample of 200 employees of the VWSA Paint Shop. The sample represents 42 percent of the total population of the Paint Shop. The study discusses the relationship of four leadership styles (Classical Leadership, Transactional Leadership, Transformational Leadership, and Visionary Leadership) with Cultural Diversity. Whilst strong cases were made for Transformational and Transactional Leadership style being the most suitable styles for leading culturally diverse teams, the researcher concluded that no single leadership style would be ideal for effectively leading culturally diverse teams at VWSA. The appropriate leadership style will instead be a hybrid of all leadership styles, thus being a leadership approach that works as a sort of “best practices” of various leadership styles.
- Full Text:
- Date Issued: 2014
- Authors: Nkholise, Martha
- Date: 2014
- Subjects: Diversity in the workplace -- South Africa -- Eastern Cape , Multiculturalism
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8732 , http://hdl.handle.net/10948/d1010077 , Diversity in the workplace -- South Africa -- Eastern Cape , Multiculturalism
- Description: South Africa is a society of diverse cultures, and the workplace is one of the few places that serve as a melting pot for these varied cultures. If managed well, cultural diversity has numerous benefits that can help an organisation gain a competitive advantage. However, failure to manage it can pose challenges that can have serious consequences for an organisation. The purpose of this study was to analyse the leadership of cultural diversity at Volkswagen South Africa (VWSA) and identify leadership guidelines to both enhance team performance and reduce the challenges faced by the organisation as a result of this cultural diversity. For the purpose of this study, a culturally diverse team was defined as a team of diverse individuals from different cultures or societies working together to achieve organisational success. The research was conducted by the use of questionnaire using a sample of 200 employees of the VWSA Paint Shop. The sample represents 42 percent of the total population of the Paint Shop. The study discusses the relationship of four leadership styles (Classical Leadership, Transactional Leadership, Transformational Leadership, and Visionary Leadership) with Cultural Diversity. Whilst strong cases were made for Transformational and Transactional Leadership style being the most suitable styles for leading culturally diverse teams, the researcher concluded that no single leadership style would be ideal for effectively leading culturally diverse teams at VWSA. The appropriate leadership style will instead be a hybrid of all leadership styles, thus being a leadership approach that works as a sort of “best practices” of various leadership styles.
- Full Text:
- Date Issued: 2014
Developing of a supply chain framework for civil engineering SMME's within the Nelson Mandela Bay Municipality
- Authors: Timotheus, Francois
- Date: 2014
- Subjects: Business logistics -- South Africa -- Nelson Mandela Bay Municipality Small business -- South Africa -- Nelson Mandela Bay Municipality
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/11242 , vital:26901
- Description: A lot of SMME development initiatives have been subsidised from the funds accumulated from taxpayers. In the promotion of sustainability and growth of SMMEs within developing countries particularly within the BRICS, South Africa is lagging despite its efforts over the past 17 years. According to STATS SA, SA’s unemployment rate for 2011 was between 24-36% and economic growth was 3.1%, the Eastern Cape Province is the poorest province within SA and therefore residence within the province is looking at start-up businesses to better their economic situation. The NMBM economic growth and employment is driven largely by its Integrated Development Plan (IDP) 2013/2014. Aims and objectives:To develop a supply chain management policy that addresses the challenges faced by infrastructure officials, supply chain management practitioners and ward councillors with regards to SMME engagement; and, Investigating the strengths, weaknesses and effectiveness of the current supply chain management policy employed within Nelson Mandela Bay Municipality with regards to SMME engagement. Research methodology: A questionnaire was used in this study to conduct quantitative research; the questionnaire was also used as a data collection tool. Valuable information was gathered from SMMEs residing in the Nelson Mandela Bay Municipal area who operate in the civil engineering field. These SMMEs formed the core research sample. Results: The findings suggest that the current supply chain management (SCM) policy of the Nelson Mandela Bay Municipality (NMBM) does not adequately address the challenges encountered by SMMEs. This suggests the SCM policy is inadequate and the policy must be amended to address its short falls:There is a need for a contractor development programme in the NMBM to assist the Potentially Emerging (PE) contractors within its boundaries;The NMBM is regulating the SMME market for competitiveness to some extent with its SCM policy;Even though the market is being regulated for competitiveness, it is not regulated with regards to new entries into the market; There is a need for the NMBM to provide business development services to SMME’s within its boundaries; The majority of SMME’s believed that there is no gender discrimination within the banking sector;The NMBM is an efficient government institution when it comes to settling their debt in a timely manner;The NMBM must appoint a committee to address the problems faced by SMME’s within its boundaries;South Africa’s National Credit Act (NCA) prevents SMME’s from acquiring an uncontrollable amount of debt. Conclusion: SMME’s within the NMBM enjoy a healthy credit record; these SMME’s also pay their suppliers in a timely fashion. Employees of these SMME’s are adequately compensated for their services. Some SMME’s service the equipment regularly and some do not. Some SMME’s are able to cover their overheads from the projects they undertake and some are not. SMME’s residing in the NMBM have experienced a growth in their business over the last financial year, even though they have not received substantial work over this period. The quality of the end product produced by some SMME’s meets the standard required by the NMBM. Recommendations: To address the development needs of the SMME’s the SCM policy needs to be amended to provide business development services and off-the-job training. To address the access to finance needs of the SMME’s the SCM policy needs to be amended to assist SMME’s in acquiring start-up capital, getting a reduced interest rate and creating work opportunities through micro-financing.
- Full Text:
- Date Issued: 2014
- Authors: Timotheus, Francois
- Date: 2014
- Subjects: Business logistics -- South Africa -- Nelson Mandela Bay Municipality Small business -- South Africa -- Nelson Mandela Bay Municipality
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/11242 , vital:26901
- Description: A lot of SMME development initiatives have been subsidised from the funds accumulated from taxpayers. In the promotion of sustainability and growth of SMMEs within developing countries particularly within the BRICS, South Africa is lagging despite its efforts over the past 17 years. According to STATS SA, SA’s unemployment rate for 2011 was between 24-36% and economic growth was 3.1%, the Eastern Cape Province is the poorest province within SA and therefore residence within the province is looking at start-up businesses to better their economic situation. The NMBM economic growth and employment is driven largely by its Integrated Development Plan (IDP) 2013/2014. Aims and objectives:To develop a supply chain management policy that addresses the challenges faced by infrastructure officials, supply chain management practitioners and ward councillors with regards to SMME engagement; and, Investigating the strengths, weaknesses and effectiveness of the current supply chain management policy employed within Nelson Mandela Bay Municipality with regards to SMME engagement. Research methodology: A questionnaire was used in this study to conduct quantitative research; the questionnaire was also used as a data collection tool. Valuable information was gathered from SMMEs residing in the Nelson Mandela Bay Municipal area who operate in the civil engineering field. These SMMEs formed the core research sample. Results: The findings suggest that the current supply chain management (SCM) policy of the Nelson Mandela Bay Municipality (NMBM) does not adequately address the challenges encountered by SMMEs. This suggests the SCM policy is inadequate and the policy must be amended to address its short falls:There is a need for a contractor development programme in the NMBM to assist the Potentially Emerging (PE) contractors within its boundaries;The NMBM is regulating the SMME market for competitiveness to some extent with its SCM policy;Even though the market is being regulated for competitiveness, it is not regulated with regards to new entries into the market; There is a need for the NMBM to provide business development services to SMME’s within its boundaries; The majority of SMME’s believed that there is no gender discrimination within the banking sector;The NMBM is an efficient government institution when it comes to settling their debt in a timely manner;The NMBM must appoint a committee to address the problems faced by SMME’s within its boundaries;South Africa’s National Credit Act (NCA) prevents SMME’s from acquiring an uncontrollable amount of debt. Conclusion: SMME’s within the NMBM enjoy a healthy credit record; these SMME’s also pay their suppliers in a timely fashion. Employees of these SMME’s are adequately compensated for their services. Some SMME’s service the equipment regularly and some do not. Some SMME’s are able to cover their overheads from the projects they undertake and some are not. SMME’s residing in the NMBM have experienced a growth in their business over the last financial year, even though they have not received substantial work over this period. The quality of the end product produced by some SMME’s meets the standard required by the NMBM. Recommendations: To address the development needs of the SMME’s the SCM policy needs to be amended to provide business development services and off-the-job training. To address the access to finance needs of the SMME’s the SCM policy needs to be amended to assist SMME’s in acquiring start-up capital, getting a reduced interest rate and creating work opportunities through micro-financing.
- Full Text:
- Date Issued: 2014
Development of a theoretical model of integrated reporting for Johannesburg Stock Exchange (JSE) listed companies
- Authors: Ncemane, Zuko
- Date: 2014
- Subjects: Corporation reports -- South Africa -- Johannesburg
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/11265 , vital:26903
- Description: Purpose – The purpose of this case study research was to develop a theoretical model of integrated reporting for Johannesburg Stock Exchange (JSE) listed companies. Design/Methodology/Approach – The goal of this case study research was to understand how and why integrated reports are prepared, to develop a theoretical model of integrated reporting for JSE listed companies through literature review and analysis of published integrated reports. In addition, to investigate the perceived success of integrated reporting by examining its requirements, objectives, enforceability and implications to the listed companies. Based on the above, to determine how companies fulfil the requirements of integrated reporting and what those requirements are. To determine by comparing published integrated reports of companies, similarities or comparability of the information published on integrated reports ascertaining the measurability of the success of the application of integrated reporting. Practical implications – This case study research provides a useful insight into drivers of integrated reporting. Limitations to the study – The lack of responses from industry experts contacted for interviews considered a limitation in validating the outcome of the study. Originality/Value – This case study research looks at the current adoption and application of integrated reporting by JSE listed companies.
- Full Text:
- Date Issued: 2014
- Authors: Ncemane, Zuko
- Date: 2014
- Subjects: Corporation reports -- South Africa -- Johannesburg
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/11265 , vital:26903
- Description: Purpose – The purpose of this case study research was to develop a theoretical model of integrated reporting for Johannesburg Stock Exchange (JSE) listed companies. Design/Methodology/Approach – The goal of this case study research was to understand how and why integrated reports are prepared, to develop a theoretical model of integrated reporting for JSE listed companies through literature review and analysis of published integrated reports. In addition, to investigate the perceived success of integrated reporting by examining its requirements, objectives, enforceability and implications to the listed companies. Based on the above, to determine how companies fulfil the requirements of integrated reporting and what those requirements are. To determine by comparing published integrated reports of companies, similarities or comparability of the information published on integrated reports ascertaining the measurability of the success of the application of integrated reporting. Practical implications – This case study research provides a useful insight into drivers of integrated reporting. Limitations to the study – The lack of responses from industry experts contacted for interviews considered a limitation in validating the outcome of the study. Originality/Value – This case study research looks at the current adoption and application of integrated reporting by JSE listed companies.
- Full Text:
- Date Issued: 2014
Evaluating recruitment practices at the auditor general of South Africa
- Authors: Snyders, Curtis
- Date: 2014
- Subjects: Employees -- Recruiting -- South Africa , Employee selection -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8932 , http://hdl.handle.net/10948/d1021189
- Description: This research study evaluated recruitment practices at the Auditor-General of South Africa (AGSA). The AGSA recruit highly skilled talented individuals in a country with a problem with a shortage of skills. Recruitment at the organisation is therefore an important function and key to the success of the AGSA. There is no clear indication that the AGSA, when filling vacancies, should recruit from its internal resources or recruit externally. This research looked to establish an ideal ratio between the recruitment from internal and external employees. To achieve the objectives, a literature review was conducted to determine the various combinations of recruitment. The literature was divided into talent management, internal and external recruitment, as well as succession management. The research took the form of a case study, looking at recruitment practices within the AGSA. A questionnaire was developed to gather information from employees in the AGSA, around their assessment of recruitment and their opinion on internal and external recruitment. The questionnaire was distributed online and various levels of employees within the organisation participated in responding to the questionnaire. The most recent recruitment reports were presented and analysed. Information was gathered from literature on recruitment and the AGSA employee’s by means of an online questionnaire. Recommendations were made to the AGSA taking into consideration the current practices within the organisation and the research undertaken for this dissertation.
- Full Text:
- Date Issued: 2014
- Authors: Snyders, Curtis
- Date: 2014
- Subjects: Employees -- Recruiting -- South Africa , Employee selection -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8932 , http://hdl.handle.net/10948/d1021189
- Description: This research study evaluated recruitment practices at the Auditor-General of South Africa (AGSA). The AGSA recruit highly skilled talented individuals in a country with a problem with a shortage of skills. Recruitment at the organisation is therefore an important function and key to the success of the AGSA. There is no clear indication that the AGSA, when filling vacancies, should recruit from its internal resources or recruit externally. This research looked to establish an ideal ratio between the recruitment from internal and external employees. To achieve the objectives, a literature review was conducted to determine the various combinations of recruitment. The literature was divided into talent management, internal and external recruitment, as well as succession management. The research took the form of a case study, looking at recruitment practices within the AGSA. A questionnaire was developed to gather information from employees in the AGSA, around their assessment of recruitment and their opinion on internal and external recruitment. The questionnaire was distributed online and various levels of employees within the organisation participated in responding to the questionnaire. The most recent recruitment reports were presented and analysed. Information was gathered from literature on recruitment and the AGSA employee’s by means of an online questionnaire. Recommendations were made to the AGSA taking into consideration the current practices within the organisation and the research undertaken for this dissertation.
- Full Text:
- Date Issued: 2014
Evaluating the effectiveness of talent management strategies in rural municipalities in the Eastern Cape
- Authors: Krexe, Owethu Mziwabantu
- Date: 2014
- Subjects: Civil service -- Personnel managementy -- South Africa -- Eastern Cape , Civil service -- Labor productivity -- South Africa -- Eastern Cape , Municipal government -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/3215 , vital:20412
- Description: South Africa has three spheres of government, of which all are battling with the delivery of services to the population due to a number of challenges (Koketso and Rust, 2012). The local sphere of government was established in 1996 by the constitution of South Africa, for promoting social and economic development at municipal-based jurisdictions (Valeta and Walton, 2008). Pillay, Subban and Qwabe (2008) state that the South African public service lacks the skills required to perform their duties effectively and this is a key restraint. To emphasise this lack of skills, in an earlier study Meyer and Babb (2005) stated that management in the public sector is faced with a challenge of attracting employees with suitable skills for the job. Therefore, talent management has been identified as one of the strategies rural municipalities can use to improve performance. For this study, talent management is defined as a strategic process of attracting, recruiting, developing and retaining individuals who have the capability to make a significant difference to the current and future performance of the institution. The primary objective of the study was to evaluate the effectiveness of current talent management strategies used by rural municipalities and to provide these municipalities with a talent management model that can be of benefit to these institutions. This study analysed whether rural municipalities have talent management strategies and how effective those strategies were, by evaluating their current ways of attracting, developing and retaining their talent. A structured questionnaire was used as the measuring instrument. The study concluded by providing a talent model that could be used by rural municipalities.
- Full Text:
- Date Issued: 2014
- Authors: Krexe, Owethu Mziwabantu
- Date: 2014
- Subjects: Civil service -- Personnel managementy -- South Africa -- Eastern Cape , Civil service -- Labor productivity -- South Africa -- Eastern Cape , Municipal government -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/3215 , vital:20412
- Description: South Africa has three spheres of government, of which all are battling with the delivery of services to the population due to a number of challenges (Koketso and Rust, 2012). The local sphere of government was established in 1996 by the constitution of South Africa, for promoting social and economic development at municipal-based jurisdictions (Valeta and Walton, 2008). Pillay, Subban and Qwabe (2008) state that the South African public service lacks the skills required to perform their duties effectively and this is a key restraint. To emphasise this lack of skills, in an earlier study Meyer and Babb (2005) stated that management in the public sector is faced with a challenge of attracting employees with suitable skills for the job. Therefore, talent management has been identified as one of the strategies rural municipalities can use to improve performance. For this study, talent management is defined as a strategic process of attracting, recruiting, developing and retaining individuals who have the capability to make a significant difference to the current and future performance of the institution. The primary objective of the study was to evaluate the effectiveness of current talent management strategies used by rural municipalities and to provide these municipalities with a talent management model that can be of benefit to these institutions. This study analysed whether rural municipalities have talent management strategies and how effective those strategies were, by evaluating their current ways of attracting, developing and retaining their talent. A structured questionnaire was used as the measuring instrument. The study concluded by providing a talent model that could be used by rural municipalities.
- Full Text:
- Date Issued: 2014
Evaluating the effectiveness of the performance management and development system in the Eastern Cape Liquor Board
- Authors: Tini, Linda Lindelwa
- Date: 2014
- Subjects: Performance -- Management , Employees -- Rating of -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8937 , http://hdl.handle.net/10948/d1021216
- Description: Research studies have reported that many organisations implement a performance management and development system. However, it is often not as effective as it is intended. Against this background, the purpose of this study was to evaluate the effectiveness of the performance management and development in the Eastern Cape Liquor Board (ECLB). The study emphasised the importance of an organisational culture that supports management of performance in order for the system to be effective. The study further highlighted that alignment between the performance of individuals and the organisation is critical as all efforts have to focus on the achievement of the organisational vision. The study also emphasised the importance of a process of determining key performance areas that is transparent and involves participation by all employees. The study further argued that the development and rewarding of employees for performance is crucial in ensuring an effective performance management system. The target population for this study consisted of ECLB employees including the district offices. The findings suggested that when the performance management and development system is not implemented in its entirety it cannot be effective. Furthermore, the findings revealed that ECLB implements some of the elements of the system correctly whilst other areas still require more attention.
- Full Text:
- Date Issued: 2014
- Authors: Tini, Linda Lindelwa
- Date: 2014
- Subjects: Performance -- Management , Employees -- Rating of -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8937 , http://hdl.handle.net/10948/d1021216
- Description: Research studies have reported that many organisations implement a performance management and development system. However, it is often not as effective as it is intended. Against this background, the purpose of this study was to evaluate the effectiveness of the performance management and development in the Eastern Cape Liquor Board (ECLB). The study emphasised the importance of an organisational culture that supports management of performance in order for the system to be effective. The study further highlighted that alignment between the performance of individuals and the organisation is critical as all efforts have to focus on the achievement of the organisational vision. The study also emphasised the importance of a process of determining key performance areas that is transparent and involves participation by all employees. The study further argued that the development and rewarding of employees for performance is crucial in ensuring an effective performance management system. The target population for this study consisted of ECLB employees including the district offices. The findings suggested that when the performance management and development system is not implemented in its entirety it cannot be effective. Furthermore, the findings revealed that ECLB implements some of the elements of the system correctly whilst other areas still require more attention.
- Full Text:
- Date Issued: 2014
Evaluation of supervisor performance at Transnet port terminals
- Authors: Ben-Mazwi, Amanda
- Date: 2014
- Subjects: Supervision of employees , Personnel management , Performance standards
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8935 , http://hdl.handle.net/10948/d1021200
- Description: The study is about evaluating supervisor performance at Transnet Port Terminals (TPT) and the impact it has in the business world in general. The aim of the study was to evaluate the quality of supervisors at Transnet Port Terminals (TPT) in the Eastern Cape. The sample size of 43 supervisors working at TPT from different departments like operations, planning, key accounts and procurement participated in the study. The sampled supervisors are between the ages of 20 and 59 years and was composed of females and predominantly males. The data was gathered through a questionnaire that was designed particularly to address the lack of quality of supervisory support at TPT. The response from respondents were tied to themes that were constructed, which are: (a) organisational goals; vision and management competencies; (b) communication; (c) performance cycle-setting of goals; (d) supervisor/supervisee performance conversation; and (e) supervisory development programme. The literature gathered and deliberated on in the literature review emanate from different authors in the form of books, journals and treatises. The empirical results were linked to theories gathered from different authors. Research findings were used to curb the issues identified, which will be beneficial to both TPT and its employees. The recommendations were submitted to the company to look at developing an in-house supervisory programme, capacity building internally and creating platforms for effective communication.
- Full Text:
- Date Issued: 2014
- Authors: Ben-Mazwi, Amanda
- Date: 2014
- Subjects: Supervision of employees , Personnel management , Performance standards
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8935 , http://hdl.handle.net/10948/d1021200
- Description: The study is about evaluating supervisor performance at Transnet Port Terminals (TPT) and the impact it has in the business world in general. The aim of the study was to evaluate the quality of supervisors at Transnet Port Terminals (TPT) in the Eastern Cape. The sample size of 43 supervisors working at TPT from different departments like operations, planning, key accounts and procurement participated in the study. The sampled supervisors are between the ages of 20 and 59 years and was composed of females and predominantly males. The data was gathered through a questionnaire that was designed particularly to address the lack of quality of supervisory support at TPT. The response from respondents were tied to themes that were constructed, which are: (a) organisational goals; vision and management competencies; (b) communication; (c) performance cycle-setting of goals; (d) supervisor/supervisee performance conversation; and (e) supervisory development programme. The literature gathered and deliberated on in the literature review emanate from different authors in the form of books, journals and treatises. The empirical results were linked to theories gathered from different authors. Research findings were used to curb the issues identified, which will be beneficial to both TPT and its employees. The recommendations were submitted to the company to look at developing an in-house supervisory programme, capacity building internally and creating platforms for effective communication.
- Full Text:
- Date Issued: 2014
Exlporing deviant consumer behaviour in grocery retailers in the Nelson Mandela Bay municipality
- Authors: Shauza, Babalwa Millennium
- Date: 2014
- Subjects: Consumer behavior -- South Africa , Consumers -- South Africa -- Port Elizabeth , Food -- Quality -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/8747 , vital:26426
- Description: Grocery retailers are faced with many challenges. Among them are competition, employee theft and deviant consumer behaviour (DCB). Deviant consumer behaviour violates generally accepted norms of consumer behaviour in retail settings. There has been a lot of research conducted on DCB and different terms and phases have been used to describe the behaviour, ie “dysfunctional customer behaviour”, (Daunt and Harris, 2012), “aberrant consumer behaviour” (Fullerton and Punj, 1993) and “consumer misbehaviour” (Fullerton and Punj, 1997). However, the research conducted on how the behaviour affects retailers, particularly grocery retailers has been limited. The primary objective of this study was to examine how DCB affects grocery retailers in Nelson Mandela Bay Municipality. More specifically, the relationship between DCB (dependent variable) and independent variables - impact on profits (RPROF), impact on inventory (INV), impact on grocer security (SECU), impact on employees (EMPL), impact on customers (CUST) and measures to minimize or stop DCB (STOP) was established. Questionnaires were used as a measuring instrument. Out of the 100 questionnaires distributed, 70 were usable. The empirical results showed that there is a significant relationship between DCB and the independent variables. Recommendations on how best the stores can deal with DCB were made and measures to minimize or stop DCB were presented. Recommendations for future studies were also presented.
- Full Text:
- Date Issued: 2014
- Authors: Shauza, Babalwa Millennium
- Date: 2014
- Subjects: Consumer behavior -- South Africa , Consumers -- South Africa -- Port Elizabeth , Food -- Quality -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/8747 , vital:26426
- Description: Grocery retailers are faced with many challenges. Among them are competition, employee theft and deviant consumer behaviour (DCB). Deviant consumer behaviour violates generally accepted norms of consumer behaviour in retail settings. There has been a lot of research conducted on DCB and different terms and phases have been used to describe the behaviour, ie “dysfunctional customer behaviour”, (Daunt and Harris, 2012), “aberrant consumer behaviour” (Fullerton and Punj, 1993) and “consumer misbehaviour” (Fullerton and Punj, 1997). However, the research conducted on how the behaviour affects retailers, particularly grocery retailers has been limited. The primary objective of this study was to examine how DCB affects grocery retailers in Nelson Mandela Bay Municipality. More specifically, the relationship between DCB (dependent variable) and independent variables - impact on profits (RPROF), impact on inventory (INV), impact on grocer security (SECU), impact on employees (EMPL), impact on customers (CUST) and measures to minimize or stop DCB (STOP) was established. Questionnaires were used as a measuring instrument. Out of the 100 questionnaires distributed, 70 were usable. The empirical results showed that there is a significant relationship between DCB and the independent variables. Recommendations on how best the stores can deal with DCB were made and measures to minimize or stop DCB were presented. Recommendations for future studies were also presented.
- Full Text:
- Date Issued: 2014