To investigate and evaluate the implementation of the supply chain management in service delivery with specific focus on procurement processes of goods and services in the head office of the Eastern Cape department of health
- Authors: Mnguni, Nombuyiselo
- Date: 2012
- Subjects: Business logistics -- South Africa -- Eastern Cape -- Management , Business logistics -- South Africa -- Eastern Cape , Management -- Procurement , Supply and demand
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8572 , http://hdl.handle.net/10948/1599 , Business logistics -- South Africa -- Eastern Cape -- Management , Business logistics -- South Africa -- Eastern Cape , Management -- Procurement , Supply and demand
- Description: Supply Chain Management is a well recognized managerial tool and government initiative, primarily aimed at improving all the aspects of the procurement activities in government organizations or any type of the sector. It focuses on meeting the needs of the service providers as well as of the customers. In 1994, South African Government came up with new initiatives to manage its budget and finance resources to meet the needs of the people. One of the new initiatives that the new Government introduced was the Supply Chain Management (SCM). The Constitution of the Republic of South Africa, Act No.108 of 1996, as amended regulates procurement through Section 217. The statutes states that “217(1) when an Organ of State in the national, provincial or local sphere of government, or any institution identified in national legislation, contracts for goods or services, it must do so in accordance with a system which is fair, equitable, transparent, competitive and cost-effective The procurement reform processes were supported by the introduction of a number of legislative measures, including the adoption of the Public Financial Management Act (PFMA) and the Preferential Procurement Policy Framework Act (PPPFA). Public Finance Management Act (PFMA) is a financial act that was developed in 1999 to reform the public financial management of South Africa. The Act promotes the objective of good financial management in order to maximise delivery through the efficient and effective use of limited resources. Public Financial Management Act (PFMA) emphasizes on efficiency, transparency and economic utilization of public funds. The Treasury Regulations 16.5.3 states that, ‘when procuring goods and services, the procurement procedures must be in accordance with a system that is fair, equitable, transparent, competitive and cost-effective. Even though government departments have started implementing the Supply Chain Management strategies, there are still some challenges and deficiencies that hinder appropriate implementation. There are some deficiencies in tender award systems, ineffectiveness of SCM training materials, lack of communication between management and SCM or implementing staff as a result the implementing staff is not aware of the organization’s goals regarding supply chain management activities. Lack of monitoring, evaluation and reporting is also another challenge. Due to these challenges, the Head Office of the Eastern Cape Department of Health had incurred some expenses in trying to address these yet the Supply Chain Management has little impact in improving the service delivery. The key research objective of this study is to investigate and evaluate the implementation of Supply Chain Management in service delivery with specific focus in procurement processes of goods and services in Head Office of Eastern Cape Department of Health. The study intends to establish and highlight the challenges that the Head Office of the Eastern Cape Department of Health is presently faced with in regard to implementation of the Supply Chain Management and the impact it has in service delivery. Data gathering techniques which include interviews and questionnaires had been used. The objectives, methodology and results of the study are presented. The conclusions and recommendations had been made with the basis that they will assist the department in improving the implementation of the Supply Chain Management which will have a positive impact in the service delivery. Further steps needs to be taken by the Provincial Treasuries in assisting department to improve in the implementation of the Supply Chain Management. Further research conduct is recommended for all the institutions of the department of Health as this study was focusing on Head Office only.
- Full Text:
- Date Issued: 2012
- Authors: Mnguni, Nombuyiselo
- Date: 2012
- Subjects: Business logistics -- South Africa -- Eastern Cape -- Management , Business logistics -- South Africa -- Eastern Cape , Management -- Procurement , Supply and demand
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8572 , http://hdl.handle.net/10948/1599 , Business logistics -- South Africa -- Eastern Cape -- Management , Business logistics -- South Africa -- Eastern Cape , Management -- Procurement , Supply and demand
- Description: Supply Chain Management is a well recognized managerial tool and government initiative, primarily aimed at improving all the aspects of the procurement activities in government organizations or any type of the sector. It focuses on meeting the needs of the service providers as well as of the customers. In 1994, South African Government came up with new initiatives to manage its budget and finance resources to meet the needs of the people. One of the new initiatives that the new Government introduced was the Supply Chain Management (SCM). The Constitution of the Republic of South Africa, Act No.108 of 1996, as amended regulates procurement through Section 217. The statutes states that “217(1) when an Organ of State in the national, provincial or local sphere of government, or any institution identified in national legislation, contracts for goods or services, it must do so in accordance with a system which is fair, equitable, transparent, competitive and cost-effective The procurement reform processes were supported by the introduction of a number of legislative measures, including the adoption of the Public Financial Management Act (PFMA) and the Preferential Procurement Policy Framework Act (PPPFA). Public Finance Management Act (PFMA) is a financial act that was developed in 1999 to reform the public financial management of South Africa. The Act promotes the objective of good financial management in order to maximise delivery through the efficient and effective use of limited resources. Public Financial Management Act (PFMA) emphasizes on efficiency, transparency and economic utilization of public funds. The Treasury Regulations 16.5.3 states that, ‘when procuring goods and services, the procurement procedures must be in accordance with a system that is fair, equitable, transparent, competitive and cost-effective. Even though government departments have started implementing the Supply Chain Management strategies, there are still some challenges and deficiencies that hinder appropriate implementation. There are some deficiencies in tender award systems, ineffectiveness of SCM training materials, lack of communication between management and SCM or implementing staff as a result the implementing staff is not aware of the organization’s goals regarding supply chain management activities. Lack of monitoring, evaluation and reporting is also another challenge. Due to these challenges, the Head Office of the Eastern Cape Department of Health had incurred some expenses in trying to address these yet the Supply Chain Management has little impact in improving the service delivery. The key research objective of this study is to investigate and evaluate the implementation of Supply Chain Management in service delivery with specific focus in procurement processes of goods and services in Head Office of Eastern Cape Department of Health. The study intends to establish and highlight the challenges that the Head Office of the Eastern Cape Department of Health is presently faced with in regard to implementation of the Supply Chain Management and the impact it has in service delivery. Data gathering techniques which include interviews and questionnaires had been used. The objectives, methodology and results of the study are presented. The conclusions and recommendations had been made with the basis that they will assist the department in improving the implementation of the Supply Chain Management which will have a positive impact in the service delivery. Further steps needs to be taken by the Provincial Treasuries in assisting department to improve in the implementation of the Supply Chain Management. Further research conduct is recommended for all the institutions of the department of Health as this study was focusing on Head Office only.
- Full Text:
- Date Issued: 2012
To investigate the lack of sustainability of emerging contractors at Nxuba and Nkonkobe Local Municipalities
- Authors: Mnqokoyi, Unathi
- Date: 2012
- Subjects: Construction industry -- South Africa -- Eastern Cape , Contractors -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8788 , http://hdl.handle.net/10948/d1014547
- Description: The research thesis examines the lack of sustainability of emerging contractors at Nxuba and Nkonkobe local municipalities in the Eastern Cape. SMMEs and emerging contractors are viewed as necessary to improve economic, social and environmental development. For the developmental vision to be achieved, the emerging contractors have to be sustainable businesses. The delivery of sustainable services requires the presence and utilisation of sustainable emerging contractors. The purpose of the study is to conduct an in-depth investigation on the lack of sustainability of emerging contractors at the local municipal level. The study will further establish whether there is a link between lack of efficiency and effectiveness and then provide possible recommendations to the problem. The survey was conducted among emerging contractors to determine from them what their experiences were with sustainability issues including the emerging contractor development programs. The survey also focused on the amount of opportunities given to them by the local government sphere and the effect of their lack of access to finance. It is envisaged that the study will assist emerging contractors to address sustainability of their businesses. Both government and private sector clients are set to benefit from an improved set of emerging contractors. Improvements are expected in the social, economic and environmental spheres. The majority of emerging contractors appear to have failed to secure sustainable work and as such have not achieved business growth in the past 3 years. The study reveals that local government clients have contributed with late payments to the poor rating of the emerging contractors on creditability with clients, suppliers and financiers.
- Full Text:
- Date Issued: 2012
- Authors: Mnqokoyi, Unathi
- Date: 2012
- Subjects: Construction industry -- South Africa -- Eastern Cape , Contractors -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8788 , http://hdl.handle.net/10948/d1014547
- Description: The research thesis examines the lack of sustainability of emerging contractors at Nxuba and Nkonkobe local municipalities in the Eastern Cape. SMMEs and emerging contractors are viewed as necessary to improve economic, social and environmental development. For the developmental vision to be achieved, the emerging contractors have to be sustainable businesses. The delivery of sustainable services requires the presence and utilisation of sustainable emerging contractors. The purpose of the study is to conduct an in-depth investigation on the lack of sustainability of emerging contractors at the local municipal level. The study will further establish whether there is a link between lack of efficiency and effectiveness and then provide possible recommendations to the problem. The survey was conducted among emerging contractors to determine from them what their experiences were with sustainability issues including the emerging contractor development programs. The survey also focused on the amount of opportunities given to them by the local government sphere and the effect of their lack of access to finance. It is envisaged that the study will assist emerging contractors to address sustainability of their businesses. Both government and private sector clients are set to benefit from an improved set of emerging contractors. Improvements are expected in the social, economic and environmental spheres. The majority of emerging contractors appear to have failed to secure sustainable work and as such have not achieved business growth in the past 3 years. The study reveals that local government clients have contributed with late payments to the poor rating of the emerging contractors on creditability with clients, suppliers and financiers.
- Full Text:
- Date Issued: 2012
Total quality management in training of SMMEs by government business support institutions in the Buffalo City Metropole
- Authors: Mfengwana, Thobelani
- Date: 2012
- Subjects: Total quality management -- South Africa -- Eastern Cape , Small business -- South Africa -- Eastern Cape , Government aid to small business -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8823 , http://hdl.handle.net/10948/d1019705
- Description: The aim of the study is to determine the extent of Total Quality Management training by the government business support institutions in the enterprise development of Small Medium Micro Enterprises in Buffalo City Metro area. The study reflects on the Total Quality Management elements and enterprise development activities by the government institutions located in the Buffalo City Metro area. The researcher conducted literature review to ascertain what does Total Quality Management training entails. The study discussed the enterprise development services offered by the Government business support agencies in Buffalo City Metro. The empirical study conducted determined the views of Small Medium Micro Enterprises assisted by government business support service towards Total Quality Management. The researcher collected quantitative data from the judgemental sample using five point linkert scale questionnaire. The study achieved the response rate of 52.5 percent. Descriptive statistics of the data was analysed using MS Excel, and the internal consistency or reliability was determined using SPSS software. The data achieved the Chronbach’s Alpha co-efficient of 0.879. The research finding has certain limitations, and these limitations provide opportunities for further research studies. The limitation of this study was the fact that the sample was judgemental. It is possible that if another sampling method is used, it could arrive at a different conclusion. The results from the study indicate that the government business support institutions in Buffalo City area do not provide total quality management training. Although it was not a focus of the research, the study found that the three government institutions also located in Buffalo City Metro area are not used by the Small Medium Micro Enterprises. Government business support institutions need to offer total quality management training as part of enterprise development.
- Full Text:
- Date Issued: 2012
- Authors: Mfengwana, Thobelani
- Date: 2012
- Subjects: Total quality management -- South Africa -- Eastern Cape , Small business -- South Africa -- Eastern Cape , Government aid to small business -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8823 , http://hdl.handle.net/10948/d1019705
- Description: The aim of the study is to determine the extent of Total Quality Management training by the government business support institutions in the enterprise development of Small Medium Micro Enterprises in Buffalo City Metro area. The study reflects on the Total Quality Management elements and enterprise development activities by the government institutions located in the Buffalo City Metro area. The researcher conducted literature review to ascertain what does Total Quality Management training entails. The study discussed the enterprise development services offered by the Government business support agencies in Buffalo City Metro. The empirical study conducted determined the views of Small Medium Micro Enterprises assisted by government business support service towards Total Quality Management. The researcher collected quantitative data from the judgemental sample using five point linkert scale questionnaire. The study achieved the response rate of 52.5 percent. Descriptive statistics of the data was analysed using MS Excel, and the internal consistency or reliability was determined using SPSS software. The data achieved the Chronbach’s Alpha co-efficient of 0.879. The research finding has certain limitations, and these limitations provide opportunities for further research studies. The limitation of this study was the fact that the sample was judgemental. It is possible that if another sampling method is used, it could arrive at a different conclusion. The results from the study indicate that the government business support institutions in Buffalo City area do not provide total quality management training. Although it was not a focus of the research, the study found that the three government institutions also located in Buffalo City Metro area are not used by the Small Medium Micro Enterprises. Government business support institutions need to offer total quality management training as part of enterprise development.
- Full Text:
- Date Issued: 2012
A case study of corporate social investment: employing people with intellectual disabilities
- Authors: Pillay, Jayalakshmi
- Date: 2011
- Subjects: Kuyasa Special School (Grahamstown, South Africa) , Rhodes University -- Employees , Social responsibility of business -- South Africa , People with mental disabilities -- Employment -- South Africa , Employee retention -- South Africa , Industrial relations -- South Africa , Vocational guidance -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:733 , http://hdl.handle.net/10962/d1003853 , Kuyasa Special School (Grahamstown, South Africa) , Rhodes University -- Employees , Social responsibility of business -- South Africa , People with mental disabilities -- Employment -- South Africa , Employee retention -- South Africa , Industrial relations -- South Africa , Vocational guidance -- South Africa
- Description: This research was undertaken within the broader concept of Corporate Social Investments and how this concept is integrated within the context of staff retention and what this means for business and creating employment opportunities for people with disabilities. Illustrated through the description of CSI literature and intending to explain the link between CSI and employee retention, research questions presented as part of the outcomes for the research examines notion that there is a relationship between Corporate Social Investment and Employee Retention. Reference to the case study "Rhodes / Kuyasa Partnership" illustrates how such partnerships attempt to create opportunities for the community, the organisation, people with disabilities and employees at large. The case study was written to be used as a teaching case study in the context of Human Resources, Business Sustainability and Corporate Social Investment. The effectiveness and viability of the Kuyasa / Rhodes partnership will highlight acceptance and or non acceptance of people with disability by the non-disabled workforce. This case study will highlight CSI linkages that lead to staff retention, higher job satisfaction, lower turnover of staff, enhanced community engagement, creating opportunities that accommodate people with special needs, developing models that can be replicated in other organisations, creating additional opportunities for existing staff. Metcalf (2008:61) suggests that organisations need to ensure that the leadership and organisation culture within organisations is appropriate to engage staff with disabilities and non-disabled staff, and that their most senior managers demonstrate their commitment to develop, and help others develop, in the same way. The Kuyasa Rhodes Partnership may have started off as a Retention Strategy, however has given rise to a social initiative that can be replicated in other enabling organisations. The case study material was acquired through one on one interviews, and a focus group session on the effectiveness with the retention of such employees with intellectual disabilities, internship and mentoring issues, and as well as issues such as affirmative action, and the benefits and shortcomings of staff retention to the organisation. Key stakeholders interviewed for this case study expressed differing view -points, and in particular the benefits and shortcomings of this initiative. The Rhodes Kuyasa initiative appears to have achieved some success in enabling young adults / learners to work in a mainstream working environment by developing employment skills and life skills, and by improving their employment opportunities. Factors critical to the continuation of such initiatives included: the close involvement with both partners (Rhodes and the Kuyasa Special School), the sensitive treatment of the learners, and creating internal departmental partnerships within the Rhodes environment. A selected group of ten learners were mentored and provided with full time employment within the industrial Campus Food Services facility. Discussion that was highlighted in the case study must give consideration to a more investigative approach into overcoming the barriers of discrimination in the workplace and the major barriers to skills development. These have highlighted a number of relatively consistent themes around what were the successful and unsuccessful strategies. Integration of people with disabilities within the Rhodes University service areas has had positive effects for the disabled learner and employee workplace. People with disabilities indicated on how having mainstream employment allowed them to be independent, have a purpose in life and enhance their self worth in their communities and place of employment. Furthermore, being employed had positive repercussions on the person‘s co-workers. By demonstrating their competence, people with disabilities have had significant impact on other people‘s attitudes to disabled persons. Discussions held with the Principal of the Kuyasa Specialised School highlighted the need for crucial planning within special schools for disabled people in the area of transition from school to skills development and work. Skills development guidance is important in ensuring a choice of relevant interventions and obtaining the necessary information. Some staff expressed frustration at being with co-workers who questioned their presence and placement in the kitchen environment. Even though the disabled person was suitably placed they faced stereotypical behaviour and attitudes from their co-workers on what people with disabilities can or cannot do. Staff with intellectual disabilities commented that their co-workers see them as needing constant attention and care and not being capable of working. Some of the staff with disabilities had to work much harder to be recognised by their co-workers and supervisors. Currently few people with disabilities seem to be receiving career guidance while at school, as reflected in the case studies. One person with an intellectual disability described how the intervention of developing a comprehensive school leaving plan, which was then implemented by the school, allowed for good transition from school to Rhodes University. The role of personal factors such as life skills, personal motivation, the desire for personal achievement and a positive attitude were common themes that came out of the focus group. Initiatives to ensure that people accept themselves, their circumstances and are able to express their desires and realise their dreams are important factors. In addressing the barriers, co-worker attitudes make a big difference to how effectively the disabled person is able to participate in the training and employment. The future focus must be enabling and in line with successes and failures in the areas of employee integration in the workplace, life-skills development for people with disabilities. A clear career guidance plan should be developed for all disabled children before they leave school. This plan should include provision of adequate information on different career options and training. The negative attitudes of co-workers and supervisors should be changed by providing training support to ensure that they feel confident to meet the needs of disabled staff. Employers should be providing support and information on how to meet the needs of disabled employees. People with intellectual disabilities are an integral part of the South African population. Business and social enterprises need to have a focused inclusive strategy to integrate people with intellectual disabilities within the South African society to ensure equity and diversity awareness. Working with people with intellectual disabilities has been the focus of this research to ensure long term sustainable employment, CSI and Employment equity. Integrating Corporate Social Investment policies with Human Resources Equity policies are important factors in ensuring that people with intellectual disabilities are a fundamental focus in recruitment and retention strategies within business and social enterprises. Initiatives such as the Kuyasa / Rhodes Partnership are attempting to align to the overall objectives of incorporating people with intellectual disabilities into mainstream work, in particular, with the objective of incorporating people with disabilities in some accessible sections within the organisation. This contributes to the Rhodes University Campus Food Services becoming an example of excellence in the CSI and employee retention field. It is hoped that this teaching case study will make an important contribution to students learning about sustainable business practices, and for business focusing on employment recruitment and retention strategies to integrate people with intellectual disabilities within their organisations.
- Full Text:
- Date Issued: 2011
- Authors: Pillay, Jayalakshmi
- Date: 2011
- Subjects: Kuyasa Special School (Grahamstown, South Africa) , Rhodes University -- Employees , Social responsibility of business -- South Africa , People with mental disabilities -- Employment -- South Africa , Employee retention -- South Africa , Industrial relations -- South Africa , Vocational guidance -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:733 , http://hdl.handle.net/10962/d1003853 , Kuyasa Special School (Grahamstown, South Africa) , Rhodes University -- Employees , Social responsibility of business -- South Africa , People with mental disabilities -- Employment -- South Africa , Employee retention -- South Africa , Industrial relations -- South Africa , Vocational guidance -- South Africa
- Description: This research was undertaken within the broader concept of Corporate Social Investments and how this concept is integrated within the context of staff retention and what this means for business and creating employment opportunities for people with disabilities. Illustrated through the description of CSI literature and intending to explain the link between CSI and employee retention, research questions presented as part of the outcomes for the research examines notion that there is a relationship between Corporate Social Investment and Employee Retention. Reference to the case study "Rhodes / Kuyasa Partnership" illustrates how such partnerships attempt to create opportunities for the community, the organisation, people with disabilities and employees at large. The case study was written to be used as a teaching case study in the context of Human Resources, Business Sustainability and Corporate Social Investment. The effectiveness and viability of the Kuyasa / Rhodes partnership will highlight acceptance and or non acceptance of people with disability by the non-disabled workforce. This case study will highlight CSI linkages that lead to staff retention, higher job satisfaction, lower turnover of staff, enhanced community engagement, creating opportunities that accommodate people with special needs, developing models that can be replicated in other organisations, creating additional opportunities for existing staff. Metcalf (2008:61) suggests that organisations need to ensure that the leadership and organisation culture within organisations is appropriate to engage staff with disabilities and non-disabled staff, and that their most senior managers demonstrate their commitment to develop, and help others develop, in the same way. The Kuyasa Rhodes Partnership may have started off as a Retention Strategy, however has given rise to a social initiative that can be replicated in other enabling organisations. The case study material was acquired through one on one interviews, and a focus group session on the effectiveness with the retention of such employees with intellectual disabilities, internship and mentoring issues, and as well as issues such as affirmative action, and the benefits and shortcomings of staff retention to the organisation. Key stakeholders interviewed for this case study expressed differing view -points, and in particular the benefits and shortcomings of this initiative. The Rhodes Kuyasa initiative appears to have achieved some success in enabling young adults / learners to work in a mainstream working environment by developing employment skills and life skills, and by improving their employment opportunities. Factors critical to the continuation of such initiatives included: the close involvement with both partners (Rhodes and the Kuyasa Special School), the sensitive treatment of the learners, and creating internal departmental partnerships within the Rhodes environment. A selected group of ten learners were mentored and provided with full time employment within the industrial Campus Food Services facility. Discussion that was highlighted in the case study must give consideration to a more investigative approach into overcoming the barriers of discrimination in the workplace and the major barriers to skills development. These have highlighted a number of relatively consistent themes around what were the successful and unsuccessful strategies. Integration of people with disabilities within the Rhodes University service areas has had positive effects for the disabled learner and employee workplace. People with disabilities indicated on how having mainstream employment allowed them to be independent, have a purpose in life and enhance their self worth in their communities and place of employment. Furthermore, being employed had positive repercussions on the person‘s co-workers. By demonstrating their competence, people with disabilities have had significant impact on other people‘s attitudes to disabled persons. Discussions held with the Principal of the Kuyasa Specialised School highlighted the need for crucial planning within special schools for disabled people in the area of transition from school to skills development and work. Skills development guidance is important in ensuring a choice of relevant interventions and obtaining the necessary information. Some staff expressed frustration at being with co-workers who questioned their presence and placement in the kitchen environment. Even though the disabled person was suitably placed they faced stereotypical behaviour and attitudes from their co-workers on what people with disabilities can or cannot do. Staff with intellectual disabilities commented that their co-workers see them as needing constant attention and care and not being capable of working. Some of the staff with disabilities had to work much harder to be recognised by their co-workers and supervisors. Currently few people with disabilities seem to be receiving career guidance while at school, as reflected in the case studies. One person with an intellectual disability described how the intervention of developing a comprehensive school leaving plan, which was then implemented by the school, allowed for good transition from school to Rhodes University. The role of personal factors such as life skills, personal motivation, the desire for personal achievement and a positive attitude were common themes that came out of the focus group. Initiatives to ensure that people accept themselves, their circumstances and are able to express their desires and realise their dreams are important factors. In addressing the barriers, co-worker attitudes make a big difference to how effectively the disabled person is able to participate in the training and employment. The future focus must be enabling and in line with successes and failures in the areas of employee integration in the workplace, life-skills development for people with disabilities. A clear career guidance plan should be developed for all disabled children before they leave school. This plan should include provision of adequate information on different career options and training. The negative attitudes of co-workers and supervisors should be changed by providing training support to ensure that they feel confident to meet the needs of disabled staff. Employers should be providing support and information on how to meet the needs of disabled employees. People with intellectual disabilities are an integral part of the South African population. Business and social enterprises need to have a focused inclusive strategy to integrate people with intellectual disabilities within the South African society to ensure equity and diversity awareness. Working with people with intellectual disabilities has been the focus of this research to ensure long term sustainable employment, CSI and Employment equity. Integrating Corporate Social Investment policies with Human Resources Equity policies are important factors in ensuring that people with intellectual disabilities are a fundamental focus in recruitment and retention strategies within business and social enterprises. Initiatives such as the Kuyasa / Rhodes Partnership are attempting to align to the overall objectives of incorporating people with intellectual disabilities into mainstream work, in particular, with the objective of incorporating people with disabilities in some accessible sections within the organisation. This contributes to the Rhodes University Campus Food Services becoming an example of excellence in the CSI and employee retention field. It is hoped that this teaching case study will make an important contribution to students learning about sustainable business practices, and for business focusing on employment recruitment and retention strategies to integrate people with intellectual disabilities within their organisations.
- Full Text:
- Date Issued: 2011
A case study of the strategic leadership displayed by Kevin Hedderwick at Famous Brands between 2004-2009
- Authors: Tom, Lubabalo Alexander
- Date: 2011
- Subjects: Hedderwick, Kevin Famous Brands Leadership -- South Africa Case studies Strategic planning -- South Africa Case studies Corporate culture -- South Africa Case studies Organizational behavior -- South Africa Case studies Financial management -- South Africa Case studies Food industry and trade -- South Africa Case studies
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:772 , http://hdl.handle.net/10962/d1003893
- Description: Research studies and the review of academic literature has found that strategic leadership had a direct impact on organisational climate, and that climate in turn accounted for nearly one third of the financial results of organisations (Goleman, 2000). The conclusion from research conducted across 13 industries established that over a 20 year period, leadership accounted for more variations in performance than any other variable (Northouse, 2006). This thesis confines its research to a case study on Famous Brands. Famous Brands is currently one of Africa’s leading Quick Service Restaurant and Casual Dining franchisors and is also represented in the United Kingdom. The Group also has a manufacturing arm and supplies its franchisees, the retail trade and the broader hospitality industry with a wide range of meat, sauce, bakery, ice cream, fruit juice and mineral water products. At the time when the company’s name changed from Steers Holdings to Famous Brand in 2004, Kevin Hedderwick was appointed as Chief Operating Officer. The research examines how Kevin Hedderwick has exercised strategic leadership and thereby influenced Famous Brands’ performance. Hedderwick displays qualities, attributes and behaviours that are characterized by the phenomenon of “strategic leadership”. A quantitative analysis of Famous Brands financial performance (between 2005 and 2009) was undertaken. Further qualitative descriptions were used to further give meaning to the financial results. The success experienced by Famous Brands since Hedderwick’s appointment, seem to suggest that strategic choices and initiatives have been met with great success. The research is presented in the form of a case study that can be developed into a teaching case to be used in the classroom to illustrate the exercise of strategic leadership. The researcher explored a qualitative research framework by collecting and assimilating data from available documentation, and from a formal interview that was conducted with Mr Hedderwick. Information was also obtained from interviews that were conducted with other senior executives and influential personnel. This research concludes that the success of organisations is dependent on the interventions of a strategic leader who displays a specialist set of skills and behaviours. These strategic leaders have the ability to successfully influence their employees, thereby creating an enabling environment for the implementation of their strategic choices.
- Full Text:
- Date Issued: 2011
- Authors: Tom, Lubabalo Alexander
- Date: 2011
- Subjects: Hedderwick, Kevin Famous Brands Leadership -- South Africa Case studies Strategic planning -- South Africa Case studies Corporate culture -- South Africa Case studies Organizational behavior -- South Africa Case studies Financial management -- South Africa Case studies Food industry and trade -- South Africa Case studies
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:772 , http://hdl.handle.net/10962/d1003893
- Description: Research studies and the review of academic literature has found that strategic leadership had a direct impact on organisational climate, and that climate in turn accounted for nearly one third of the financial results of organisations (Goleman, 2000). The conclusion from research conducted across 13 industries established that over a 20 year period, leadership accounted for more variations in performance than any other variable (Northouse, 2006). This thesis confines its research to a case study on Famous Brands. Famous Brands is currently one of Africa’s leading Quick Service Restaurant and Casual Dining franchisors and is also represented in the United Kingdom. The Group also has a manufacturing arm and supplies its franchisees, the retail trade and the broader hospitality industry with a wide range of meat, sauce, bakery, ice cream, fruit juice and mineral water products. At the time when the company’s name changed from Steers Holdings to Famous Brand in 2004, Kevin Hedderwick was appointed as Chief Operating Officer. The research examines how Kevin Hedderwick has exercised strategic leadership and thereby influenced Famous Brands’ performance. Hedderwick displays qualities, attributes and behaviours that are characterized by the phenomenon of “strategic leadership”. A quantitative analysis of Famous Brands financial performance (between 2005 and 2009) was undertaken. Further qualitative descriptions were used to further give meaning to the financial results. The success experienced by Famous Brands since Hedderwick’s appointment, seem to suggest that strategic choices and initiatives have been met with great success. The research is presented in the form of a case study that can be developed into a teaching case to be used in the classroom to illustrate the exercise of strategic leadership. The researcher explored a qualitative research framework by collecting and assimilating data from available documentation, and from a formal interview that was conducted with Mr Hedderwick. Information was also obtained from interviews that were conducted with other senior executives and influential personnel. This research concludes that the success of organisations is dependent on the interventions of a strategic leader who displays a specialist set of skills and behaviours. These strategic leaders have the ability to successfully influence their employees, thereby creating an enabling environment for the implementation of their strategic choices.
- Full Text:
- Date Issued: 2011
A formative evaluation of the implementation process of the supply chain management policy framework in Eastern Cape Provincial Administration
- Authors: Sandler, Jeanette Louise
- Date: 2011
- Subjects: Business logistics -- Management -- South Africa -- Eastern Cape Public administration -- South Africa -- Eastern Cape Materials management -- South Africa -- Eastern Cape Industrial procurement -- Management -- South Africa -- Eastern Cape Administrative law -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:746 , http://hdl.handle.net/10962/d1003867
- Description: The Eastern Cape Provincial Administration has, since the promulgation of the Supply Chain Management Policy Framework in 2003, been challenged with the implementation of the said Policy.Some departments have progressed better than others, but all of the provincial departments have been challenged in one way or another.It was therefore, necessary to research the reasons for the erratic implementation process by the different departments. An analysis, based on answers provided by senior officials of the Eastern Cape Provincial Administration in an interviewing process, was needed to get an understanding of the challenges the departments are faced within the implementation process. In order to provide quality goods and services, this dissertation aims to evaluate the implementation process, provide insight to the challenges that the departments are faced with and offer recommendations on how to remedy these challenges. The lessons learned from this research study will assist the provincial departments to re-engineer their implementation processes and move forward to greater success and embracement of the Supply Chain Management policy Framework.
- Full Text:
- Date Issued: 2011
- Authors: Sandler, Jeanette Louise
- Date: 2011
- Subjects: Business logistics -- Management -- South Africa -- Eastern Cape Public administration -- South Africa -- Eastern Cape Materials management -- South Africa -- Eastern Cape Industrial procurement -- Management -- South Africa -- Eastern Cape Administrative law -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:746 , http://hdl.handle.net/10962/d1003867
- Description: The Eastern Cape Provincial Administration has, since the promulgation of the Supply Chain Management Policy Framework in 2003, been challenged with the implementation of the said Policy.Some departments have progressed better than others, but all of the provincial departments have been challenged in one way or another.It was therefore, necessary to research the reasons for the erratic implementation process by the different departments. An analysis, based on answers provided by senior officials of the Eastern Cape Provincial Administration in an interviewing process, was needed to get an understanding of the challenges the departments are faced within the implementation process. In order to provide quality goods and services, this dissertation aims to evaluate the implementation process, provide insight to the challenges that the departments are faced with and offer recommendations on how to remedy these challenges. The lessons learned from this research study will assist the provincial departments to re-engineer their implementation processes and move forward to greater success and embracement of the Supply Chain Management policy Framework.
- Full Text:
- Date Issued: 2011
A knowledge management framework for automotive component manufactures in the Eastern Cape
- Authors: Lingham, Nathan
- Date: 2011
- Subjects: Knowledge management , Organisational learning , Automobile industry and trade -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8606 , http://hdl.handle.net/10948/1592 , Knowledge management , Organisational learning , Automobile industry and trade -- South Africa
- Description: It is estimated that each direct job in the automotive industry supports at least 5 indirect jobs in the global community, resulting in more than 50 million jobs to the global auto industry (Ellis, 2006). In South Africa the automotive sector, as an employer, is widely viewed to be second only to mining. In the automotive industry globally, it is being discovered that knowledge, as opposed to “data” or “information”, is becoming harder to locate as a knowledge-bleed is occurring due to the phenomenon of the “brain drain”, retirement of experienced professionals, changing work behaviours among the younger generations and the general lack of infusion of new talent into the South African automotive industry over the past decade (Liebowitz, 1999). This realisation has spawned a growing interest in the concept of knowledge management (KM). KM is the development of tools, processes, systems, structures and cultures explicitly to improve the creation, sharing and use of knowledge critical for decision making. The effective use of KM helps organisations to improve the quality of their decision making and correspondingly to reduce costs and increase efficiency (Kinicki and Kreitner, 2008). Most automotive Original Equipment Manufacturers (OEMs) have made some attempt at KM initiatives, and these attempts have been well-documented. However, among the automotive component suppliers, limited evidence exists of attempts at KM (Piderit, 2007). No standard KM application framework could be established in the literature for industry practitioners in automotive component manufacturers within the Eastern Cape. The aim of this research study is therefore to develop a framework for the application of KM in automotive component manufacturers within the Eastern Cape. The research consisted of a study of the knowledge management literature and the subsequent development of a knowledge management framework and empirical evaluation of the framework in the automotive component supply industry of the Eastern Cape. In conclusion the report presents a knowledge management framework which converts a company assessment to recommended corrective actions to be implemented and also presents the author’s findings, conclusions and recommendations derived from the study.
- Full Text:
- Date Issued: 2011
- Authors: Lingham, Nathan
- Date: 2011
- Subjects: Knowledge management , Organisational learning , Automobile industry and trade -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8606 , http://hdl.handle.net/10948/1592 , Knowledge management , Organisational learning , Automobile industry and trade -- South Africa
- Description: It is estimated that each direct job in the automotive industry supports at least 5 indirect jobs in the global community, resulting in more than 50 million jobs to the global auto industry (Ellis, 2006). In South Africa the automotive sector, as an employer, is widely viewed to be second only to mining. In the automotive industry globally, it is being discovered that knowledge, as opposed to “data” or “information”, is becoming harder to locate as a knowledge-bleed is occurring due to the phenomenon of the “brain drain”, retirement of experienced professionals, changing work behaviours among the younger generations and the general lack of infusion of new talent into the South African automotive industry over the past decade (Liebowitz, 1999). This realisation has spawned a growing interest in the concept of knowledge management (KM). KM is the development of tools, processes, systems, structures and cultures explicitly to improve the creation, sharing and use of knowledge critical for decision making. The effective use of KM helps organisations to improve the quality of their decision making and correspondingly to reduce costs and increase efficiency (Kinicki and Kreitner, 2008). Most automotive Original Equipment Manufacturers (OEMs) have made some attempt at KM initiatives, and these attempts have been well-documented. However, among the automotive component suppliers, limited evidence exists of attempts at KM (Piderit, 2007). No standard KM application framework could be established in the literature for industry practitioners in automotive component manufacturers within the Eastern Cape. The aim of this research study is therefore to develop a framework for the application of KM in automotive component manufacturers within the Eastern Cape. The research consisted of a study of the knowledge management literature and the subsequent development of a knowledge management framework and empirical evaluation of the framework in the automotive component supply industry of the Eastern Cape. In conclusion the report presents a knowledge management framework which converts a company assessment to recommended corrective actions to be implemented and also presents the author’s findings, conclusions and recommendations derived from the study.
- Full Text:
- Date Issued: 2011
An evaluation of entrepreneurial skills needed for emerging black entrepreneurs within the Western Cape
- Authors: Vilakazi, Ezekiel
- Date: 2011
- Subjects: Entrepreneurship -- South Africa -- Western Cape , New business enterprises -- South Africa -- Western Cape , Business education
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8816 , http://hdl.handle.net/10948/d1018809
- Description: South Africa’s economy is in a phase of transformation. As part of this process, the South African government has identified the development of economic activities amongst previously disadvantaged black communities. However, this noble intent is challenged by a lack of entrepreneurial skills, which are seen as important elements in the economic development effort and necessary to achieve transformation goals and objectives (Smith, 2004). Since the apartheid era, South Africa has seen the emergence of two distinct economic sectors: a first world economy, consisting mostly of white owned and formal businesses, and a third world economy, consisting of mostly black owned and informal businesses. Economic activities of emerging entrepreneurs have been restricted to mostly the black townships and rural areas, whereas first world entrepreneurs have been actively involved in mainstream economic activities. The separation of emerging and first world entrepreneurs has resulted in a wide gap in entrepreneurial and technical skills and knowledge between the two. This imbalance has maintained a situation in which the minority of the population controls more than 80 per cent of the wealth of the country. Upon gaining independence in 1994, the new South African government embarked on the Reconstruction and Development Programme (RDP) to redress the imbalances of the past (GEM, 2001; GEM, 2002). The government has since also adopted the Growth Employment and Redistribution (GEAR) macroeconomic strategy to grow the economy, create employment and redistribute wealth. To accelerate the implementation of GEAR, the government has passed a number of Acts, namely: The National Small Business Promotion Act (102/1996), Skills Development Act (97/1998), Affirmative Procurement Act (5/2000), Mineral and Petroleum Resources Act (28/2002) and, most recently, the Mining Charter (2003), Petroleum Charter (2003), Financial services Charter (2003), and the Information Communications Technology (ICT) Charter (2004). Small business has been seen by government as a vehicle to create employment, promote economic growth and redistribute wealth; as such the promotion of entrepreneurship has been identified as a critical aspect of GEAR. However, despite supportive legislation and programmes, South Africa’s entrepreneurship rating remains below average, as evidenced by the findings of the Global Entrepreneurial Monitor reports (GEM, 2001; GEM, 2002). The wide gap in skills and knowledge between emerging and first world entrepreneurs in South Africa is a contributing factor to the country’s poor rating – and it is expected to widen as the new knowledge economy unfolds, if corrective measures are not taken by the government or private sector.
- Full Text:
- Date Issued: 2011
- Authors: Vilakazi, Ezekiel
- Date: 2011
- Subjects: Entrepreneurship -- South Africa -- Western Cape , New business enterprises -- South Africa -- Western Cape , Business education
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8816 , http://hdl.handle.net/10948/d1018809
- Description: South Africa’s economy is in a phase of transformation. As part of this process, the South African government has identified the development of economic activities amongst previously disadvantaged black communities. However, this noble intent is challenged by a lack of entrepreneurial skills, which are seen as important elements in the economic development effort and necessary to achieve transformation goals and objectives (Smith, 2004). Since the apartheid era, South Africa has seen the emergence of two distinct economic sectors: a first world economy, consisting mostly of white owned and formal businesses, and a third world economy, consisting of mostly black owned and informal businesses. Economic activities of emerging entrepreneurs have been restricted to mostly the black townships and rural areas, whereas first world entrepreneurs have been actively involved in mainstream economic activities. The separation of emerging and first world entrepreneurs has resulted in a wide gap in entrepreneurial and technical skills and knowledge between the two. This imbalance has maintained a situation in which the minority of the population controls more than 80 per cent of the wealth of the country. Upon gaining independence in 1994, the new South African government embarked on the Reconstruction and Development Programme (RDP) to redress the imbalances of the past (GEM, 2001; GEM, 2002). The government has since also adopted the Growth Employment and Redistribution (GEAR) macroeconomic strategy to grow the economy, create employment and redistribute wealth. To accelerate the implementation of GEAR, the government has passed a number of Acts, namely: The National Small Business Promotion Act (102/1996), Skills Development Act (97/1998), Affirmative Procurement Act (5/2000), Mineral and Petroleum Resources Act (28/2002) and, most recently, the Mining Charter (2003), Petroleum Charter (2003), Financial services Charter (2003), and the Information Communications Technology (ICT) Charter (2004). Small business has been seen by government as a vehicle to create employment, promote economic growth and redistribute wealth; as such the promotion of entrepreneurship has been identified as a critical aspect of GEAR. However, despite supportive legislation and programmes, South Africa’s entrepreneurship rating remains below average, as evidenced by the findings of the Global Entrepreneurial Monitor reports (GEM, 2001; GEM, 2002). The wide gap in skills and knowledge between emerging and first world entrepreneurs in South Africa is a contributing factor to the country’s poor rating – and it is expected to widen as the new knowledge economy unfolds, if corrective measures are not taken by the government or private sector.
- Full Text:
- Date Issued: 2011
An evaluation of the factors affecting student success at a South African higher education institution : implications for management
- Authors: Watkiss, Sheralyn Ann
- Date: 2011
- Subjects: Education, Higher -- South Africa , College dropout -- Prevention , Management -- Education (Higher) -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8817 , http://hdl.handle.net/10948/d1018826
- Description: The context of this study centres on Higher Education in South Africa, the role that this sector plays in terms of economic development and the implications that face Institutional management in retaining students in the Higher Education system. Central to this study is the notion that student development theory can be used as a basis towards understanding the customers of Higher Education, how to better serve the customers needs and finally, retain students in the system through more effective management practices. The education sector is growing at an increasingly rapid rate as a result of strategic goals of countries and organisations such as the United Nations promoting the notion of education for all people (Altbach, Reisberg & Rumbley, 2009). The aim of the strategic goals adopted by developing countries in particular is to enhance the human capital or skills and knowledge of its people since education is a known contributor towards economic, social and political development. Higher Education in particular is known to contribute towards the human capital and economic development of a country. The Higher Education sector in South Africa for instance contributes approximately 1.5 percent to the country‟s gross domestic product (GDP), significantly higher than other industry sectors (apart from gold and agriculture) in the country (van Heerden, Bohlmann, Giesecke, Makochekanwa, & Roos, 2007). Figure 1.1 provides a context of the relevant importance of the higher education sector towards economic growth.
- Full Text:
- Date Issued: 2011
- Authors: Watkiss, Sheralyn Ann
- Date: 2011
- Subjects: Education, Higher -- South Africa , College dropout -- Prevention , Management -- Education (Higher) -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8817 , http://hdl.handle.net/10948/d1018826
- Description: The context of this study centres on Higher Education in South Africa, the role that this sector plays in terms of economic development and the implications that face Institutional management in retaining students in the Higher Education system. Central to this study is the notion that student development theory can be used as a basis towards understanding the customers of Higher Education, how to better serve the customers needs and finally, retain students in the system through more effective management practices. The education sector is growing at an increasingly rapid rate as a result of strategic goals of countries and organisations such as the United Nations promoting the notion of education for all people (Altbach, Reisberg & Rumbley, 2009). The aim of the strategic goals adopted by developing countries in particular is to enhance the human capital or skills and knowledge of its people since education is a known contributor towards economic, social and political development. Higher Education in particular is known to contribute towards the human capital and economic development of a country. The Higher Education sector in South Africa for instance contributes approximately 1.5 percent to the country‟s gross domestic product (GDP), significantly higher than other industry sectors (apart from gold and agriculture) in the country (van Heerden, Bohlmann, Giesecke, Makochekanwa, & Roos, 2007). Figure 1.1 provides a context of the relevant importance of the higher education sector towards economic growth.
- Full Text:
- Date Issued: 2011
An evaluation of the feasibility of obtaining payment for ecosystem services for the Baviaanskloof Nature Reserve
- Authors: Erlank, Wayne Michael
- Date: 2011
- Subjects: Ecosystem services -- South Africa -- Eastern Cape Ecology -- Economic aspects -- South Africa -- Eastern Cape Environmental economics -- South Africa -- Eastern Cape Water-supply -- South Africa -- Eastern Cape Water-supply -- South Africa -- Eastern Cape -- Management Water resources development -- South Africa -- Eastern Cape Nature conservation -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:742 , http://hdl.handle.net/10962/d1003862
- Description: Cities must go further and further away to find new, more costly sources of water for human consumption while industries and agriculture continue to compete for increasingly scarce water resources. This may already be seen occurring within the Nelson Mandela Bay Metro where the severe drought being experienced during the past 18 months has severely depleted water supply dams. One of the main supply dams to the Nelson Mandela Bay Municipality is situated within the Baviaanskloof Nature Reserve and World Heritage Site. The potential of funding the Baviaanskloof Nature Reserve and World Heritage Site with payments for ecosystem services (water) obtained for water services supplied to the Nelson Mandela Bay Municipalities and agriculture in the Gamtoos River Valley will ensure financial sustainable for the Baviaanskloof Nature Reserve and World Heritage Site in the long term. This ability to become financially independent and generate its own income will place the Baviaanskloof Nature Reserve and World Heritage Site in a unique position within the conservation community in South Africa as only a very few protected areas are self sustaining through payment for an ecosystem service.
- Full Text:
- Date Issued: 2011
- Authors: Erlank, Wayne Michael
- Date: 2011
- Subjects: Ecosystem services -- South Africa -- Eastern Cape Ecology -- Economic aspects -- South Africa -- Eastern Cape Environmental economics -- South Africa -- Eastern Cape Water-supply -- South Africa -- Eastern Cape Water-supply -- South Africa -- Eastern Cape -- Management Water resources development -- South Africa -- Eastern Cape Nature conservation -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:742 , http://hdl.handle.net/10962/d1003862
- Description: Cities must go further and further away to find new, more costly sources of water for human consumption while industries and agriculture continue to compete for increasingly scarce water resources. This may already be seen occurring within the Nelson Mandela Bay Metro where the severe drought being experienced during the past 18 months has severely depleted water supply dams. One of the main supply dams to the Nelson Mandela Bay Municipality is situated within the Baviaanskloof Nature Reserve and World Heritage Site. The potential of funding the Baviaanskloof Nature Reserve and World Heritage Site with payments for ecosystem services (water) obtained for water services supplied to the Nelson Mandela Bay Municipalities and agriculture in the Gamtoos River Valley will ensure financial sustainable for the Baviaanskloof Nature Reserve and World Heritage Site in the long term. This ability to become financially independent and generate its own income will place the Baviaanskloof Nature Reserve and World Heritage Site in a unique position within the conservation community in South Africa as only a very few protected areas are self sustaining through payment for an ecosystem service.
- Full Text:
- Date Issued: 2011
An evaluation of the marketing and distribution channels of the Mzuzu Coffee Planters Cooperative Union (MZCPCU)
- Jussa, Leman Abdulrazak Wyson
- Authors: Jussa, Leman Abdulrazak Wyson
- Date: 2011
- Subjects: Mzuzu Coffee Planters Cooperative Union Coffee -- Marketing -- Malawi Marketing channels -- Evaluation -- Malawi Agricultural development projects -- Malawi
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:819 , http://hdl.handle.net/10962/d1008300
- Description: Literature and the cooperative movement in Malawi shows that the first cooperative was established in 1947. Since the economy of the country depends on agriculture, most cooperatives were strongly developed in the fields of agricultural production, and processing and marketing. The first coffee cooperative was registered in 1950, known as the Nchenachena Coffee Producers Cooperative Society. After Malawi 's independence in 1964, agricultural cooperatives were dissolved and government formed the Farmers Marketing Board (FMB) to take over all marketing activities of all crops, including coffee. The FMB was replaced by the Agricultural Development and Marketing Corporation (ADMARC) in 1967. After the dissolution of agricultural cooperatives, government saw the need for crop development and established Smallholder Coffee Authority in 1971. The Smallholder Coffee Authority worked up to 1999 when it collapsed because of administrative and financial problems. Due to the failure of the Smallholder Coffee Authority, the government of Malawi reintroduced agricultural cooperatives in 1999. Mzuzu Coffee Planters ' Cooperative Union was formed in 2006 following the re-introduction of cooperatives. The union is mandated to promote sustainable production, processing and marketing of Arabica coffee on behalf of the farmers. Since its inception, the output of coffee for export from the Mzuzu Coffee Planters Cooperative Union has increased from 156 tonnes in 2006 to over 400 tonnes in 2009. The increase in coffee exports was not by mere chance but a number of factors contributed to this success. The main reasons for this success were: • Strong prior relationship between the growers and the buyers • The uniqueness of the cooperative business model • The unique taste and quality of coffee grown • The introduction of a different approach to farming coffee Currently there is high demand for organic coffee and this could be a niche market that is not only rewarded with premium prices but also creates environmental friendly business. The union considers Fair Trade market as an alternative approach to conventional trade, aiming at improving the livelihoods of smallholder producers by improving payments, giving them fair prices and providing continuity in trading relationships.
- Full Text:
- Date Issued: 2011
- Authors: Jussa, Leman Abdulrazak Wyson
- Date: 2011
- Subjects: Mzuzu Coffee Planters Cooperative Union Coffee -- Marketing -- Malawi Marketing channels -- Evaluation -- Malawi Agricultural development projects -- Malawi
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:819 , http://hdl.handle.net/10962/d1008300
- Description: Literature and the cooperative movement in Malawi shows that the first cooperative was established in 1947. Since the economy of the country depends on agriculture, most cooperatives were strongly developed in the fields of agricultural production, and processing and marketing. The first coffee cooperative was registered in 1950, known as the Nchenachena Coffee Producers Cooperative Society. After Malawi 's independence in 1964, agricultural cooperatives were dissolved and government formed the Farmers Marketing Board (FMB) to take over all marketing activities of all crops, including coffee. The FMB was replaced by the Agricultural Development and Marketing Corporation (ADMARC) in 1967. After the dissolution of agricultural cooperatives, government saw the need for crop development and established Smallholder Coffee Authority in 1971. The Smallholder Coffee Authority worked up to 1999 when it collapsed because of administrative and financial problems. Due to the failure of the Smallholder Coffee Authority, the government of Malawi reintroduced agricultural cooperatives in 1999. Mzuzu Coffee Planters ' Cooperative Union was formed in 2006 following the re-introduction of cooperatives. The union is mandated to promote sustainable production, processing and marketing of Arabica coffee on behalf of the farmers. Since its inception, the output of coffee for export from the Mzuzu Coffee Planters Cooperative Union has increased from 156 tonnes in 2006 to over 400 tonnes in 2009. The increase in coffee exports was not by mere chance but a number of factors contributed to this success. The main reasons for this success were: • Strong prior relationship between the growers and the buyers • The uniqueness of the cooperative business model • The unique taste and quality of coffee grown • The introduction of a different approach to farming coffee Currently there is high demand for organic coffee and this could be a niche market that is not only rewarded with premium prices but also creates environmental friendly business. The union considers Fair Trade market as an alternative approach to conventional trade, aiming at improving the livelihoods of smallholder producers by improving payments, giving them fair prices and providing continuity in trading relationships.
- Full Text:
- Date Issued: 2011
An evaluation of the quality customer service delivered by Eskom to rural household customers in the Eastern Cape
- Authors: Myoli, Mncedi Eric
- Date: 2011
- Subjects: Eskom (Firm) , Electric power distribution -- South Africa -- Eastern Cape , Electric power distribution -- Customer services -- South Africa -- Eastern Cape , Electric power distribution -- South Africa -- Eastern Cape -- Quality control , Consumer satisfaction -- South Africa -- Eastern Cape -- Evaluation , Customer services -- Rating of -- South Africa -- Eastern Cape , Rural electrification -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:838 , http://hdl.handle.net/10962/d1013564
- Description: [Abstract - Conclusion]: This research study confirms the theory in the literature review on delivery of quality service to customers and premise that there is a statistically significant difference between Eskom service as perceived by rural prepaid household customers and their expectations. This study also highlights the need for Eskom management to take into cognisance the unique rural prepaid customer service needs and how to meet them, perhaps a differentiated service approach rather than a one-strategy-fits-all approach. This is in view of gaps created between expectations and perceptions of service, especially in the reliability dimension that could require a concentrated or changed performance approach to close them.
- Full Text:
- Date Issued: 2011
- Authors: Myoli, Mncedi Eric
- Date: 2011
- Subjects: Eskom (Firm) , Electric power distribution -- South Africa -- Eastern Cape , Electric power distribution -- Customer services -- South Africa -- Eastern Cape , Electric power distribution -- South Africa -- Eastern Cape -- Quality control , Consumer satisfaction -- South Africa -- Eastern Cape -- Evaluation , Customer services -- Rating of -- South Africa -- Eastern Cape , Rural electrification -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:838 , http://hdl.handle.net/10962/d1013564
- Description: [Abstract - Conclusion]: This research study confirms the theory in the literature review on delivery of quality service to customers and premise that there is a statistically significant difference between Eskom service as perceived by rural prepaid household customers and their expectations. This study also highlights the need for Eskom management to take into cognisance the unique rural prepaid customer service needs and how to meet them, perhaps a differentiated service approach rather than a one-strategy-fits-all approach. This is in view of gaps created between expectations and perceptions of service, especially in the reliability dimension that could require a concentrated or changed performance approach to close them.
- Full Text:
- Date Issued: 2011
An examination of succession planning approaches in family owned businesses : a case study of two businesses in East London, South Africa
- Authors: Govender, Rowan
- Date: 2011
- Subjects: Family-owned business enterprises -- Succession -- South Africa , Family-owned business enterprises -- South Africa -- Management , Family corporations -- Management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8589 , http://hdl.handle.net/10948/1621 , Family-owned business enterprises -- Succession -- South Africa , Family-owned business enterprises -- South Africa -- Management , Family corporations -- Management
- Description: Family businesses constitute a large number of businesses worldwide contributing significantly to the global economy. Succession planning is a key issue influencing the sustainability of these family businesses. According to research, approximately 30% of businesses fail due to matters related to succession planning (Grote, 2003). Further research indicated that approximately 50% of family businesses do not have adequate succession plans in place. Hence, family businesses are exposed to significant risk in sustainability due to insufficient succession planning. An effective approach to succession planning in a family business increases the chance of success of a family business in both the short and long term. The purpose of this study was to develop a better understanding of approaches to succession planning in two family businesses in East London, South Africa. This purpose was to improve the commercial viability of family businesses and improve the body of knowledge from an academic perspective. To this end, a detailed literature study was conducted on family businesses and succession planning. A qualitative case study research paradigm was implemented to ascertain the nature of the approaches adopted by the two businesses. An interview process was conducted with the incumbent founders (fathers) and successors (sons) of the family business. This process suggested that each business requires a unique approach to succession plan which may include aspects of formal and informal processes. It is necessary to understand the nature of the family business, its interrelated relationships and context to adequately determine the success of a succession approach. It is for this reason that families aspiring long term sustainability should invest in effective succession planning approaches that integrate the nuances of the individual family business.
- Full Text:
- Date Issued: 2011
- Authors: Govender, Rowan
- Date: 2011
- Subjects: Family-owned business enterprises -- Succession -- South Africa , Family-owned business enterprises -- South Africa -- Management , Family corporations -- Management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8589 , http://hdl.handle.net/10948/1621 , Family-owned business enterprises -- Succession -- South Africa , Family-owned business enterprises -- South Africa -- Management , Family corporations -- Management
- Description: Family businesses constitute a large number of businesses worldwide contributing significantly to the global economy. Succession planning is a key issue influencing the sustainability of these family businesses. According to research, approximately 30% of businesses fail due to matters related to succession planning (Grote, 2003). Further research indicated that approximately 50% of family businesses do not have adequate succession plans in place. Hence, family businesses are exposed to significant risk in sustainability due to insufficient succession planning. An effective approach to succession planning in a family business increases the chance of success of a family business in both the short and long term. The purpose of this study was to develop a better understanding of approaches to succession planning in two family businesses in East London, South Africa. This purpose was to improve the commercial viability of family businesses and improve the body of knowledge from an academic perspective. To this end, a detailed literature study was conducted on family businesses and succession planning. A qualitative case study research paradigm was implemented to ascertain the nature of the approaches adopted by the two businesses. An interview process was conducted with the incumbent founders (fathers) and successors (sons) of the family business. This process suggested that each business requires a unique approach to succession plan which may include aspects of formal and informal processes. It is necessary to understand the nature of the family business, its interrelated relationships and context to adequately determine the success of a succession approach. It is for this reason that families aspiring long term sustainability should invest in effective succession planning approaches that integrate the nuances of the individual family business.
- Full Text:
- Date Issued: 2011
An integrated maintenance management system model for the pharmaceutical industry
- Authors: Coopoosamy, Kribban
- Date: 2011
- Subjects: Pharmaceutical industry -- Management , Pharmaceutical services
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8609 , http://hdl.handle.net/10948/1583 , Pharmaceutical industry -- Management , Pharmaceutical services
- Description: Organisations are continuously seeking for strategies to improve operations and gain competitive advantage. Maintenance tends to be a key management issue for many industrial companies. Maintenance management, being an integral part of manufacturing, can influence competitive companys‟ priorities, such as cost, quality and flexibility, and, hence, business strategy directly. The pharmaceutical industry also faces some unique challenges such as increasingly stringent safety and quality regulations, the effect of innovations in medical science and healthcare and a complex and costly design-to-market process (from product concept and development to market delivery). The industry is also going through turbulent times as it has to cope with challenges common to many other industries, how to deal with increasing competition, hold down costs, and expand. Regulatory compliance is one of the significant industry drivers for pharmaceutical companies. Regulations are enacted by government authorities to ensure public health and safety. The focus of regulation is on quality assurance and control in all areas such as receiving, manufacturing, storing, packaging, despatching and delivering. Apart from the required quality and safety checks, the regulations also mandate extensive record keeping of procedures, processes and systems. This treatise will investigate the maintenance management system of a pharmaceutical company and compare it to best practices. The true name of the pharmaceutical company that will be researched will not be disclosed for confidentiality reasons, instead it will be called My Pharmaceuticals. The company is based in Port Elizabeth. The research consists of a preliminary study to identify the problem areas in the maintenance management system within the company. A literature review of best practices in maintenance management systems combined with an investigation into the best pharmaceutical practices in maintenance management systems and regulatory controls are investigated and a model will be proposed to improve the current situation at the company.
- Full Text:
- Date Issued: 2011
- Authors: Coopoosamy, Kribban
- Date: 2011
- Subjects: Pharmaceutical industry -- Management , Pharmaceutical services
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8609 , http://hdl.handle.net/10948/1583 , Pharmaceutical industry -- Management , Pharmaceutical services
- Description: Organisations are continuously seeking for strategies to improve operations and gain competitive advantage. Maintenance tends to be a key management issue for many industrial companies. Maintenance management, being an integral part of manufacturing, can influence competitive companys‟ priorities, such as cost, quality and flexibility, and, hence, business strategy directly. The pharmaceutical industry also faces some unique challenges such as increasingly stringent safety and quality regulations, the effect of innovations in medical science and healthcare and a complex and costly design-to-market process (from product concept and development to market delivery). The industry is also going through turbulent times as it has to cope with challenges common to many other industries, how to deal with increasing competition, hold down costs, and expand. Regulatory compliance is one of the significant industry drivers for pharmaceutical companies. Regulations are enacted by government authorities to ensure public health and safety. The focus of regulation is on quality assurance and control in all areas such as receiving, manufacturing, storing, packaging, despatching and delivering. Apart from the required quality and safety checks, the regulations also mandate extensive record keeping of procedures, processes and systems. This treatise will investigate the maintenance management system of a pharmaceutical company and compare it to best practices. The true name of the pharmaceutical company that will be researched will not be disclosed for confidentiality reasons, instead it will be called My Pharmaceuticals. The company is based in Port Elizabeth. The research consists of a preliminary study to identify the problem areas in the maintenance management system within the company. A literature review of best practices in maintenance management systems combined with an investigation into the best pharmaceutical practices in maintenance management systems and regulatory controls are investigated and a model will be proposed to improve the current situation at the company.
- Full Text:
- Date Issued: 2011
An investigation of talent management and staff retention at the Bank of Zambia
- Chikumbi, Charity Nonde Luchembe
- Authors: Chikumbi, Charity Nonde Luchembe
- Date: 2011
- Subjects: Bank of Zambia -- Personnel management , Personnel management -- Zambia , Banks and banking -- Zambia -- Personnel management , Organizational effectiveness , Employee retention -- Zambia
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8604 , http://hdl.handle.net/10948/1611 , Bank of Zambia -- Personnel management , Personnel management -- Zambia , Banks and banking -- Zambia -- Personnel management , Organizational effectiveness , Employee retention -- Zambia
- Description: There is no question that effective talent management requires a well-defined process. Talent management includes all talent processes needed to optimise people within an organization. The processes include: attracting, recruiting targeted selection, performance management, succession planning, talent reviews, development planning and support, career development, and workforce planning. The hired employees should be developed to mould into the organization culture so that they support the vision and mission of the organization. Retention of key employee is critical to the long term success of business as it ensures customer satisfaction, product sales, and satisfied co-workers, reporting staff, effective succession planning and a deeply embedded organisational knowledge and learning culture. iii The research problem in this study was to investigate how successfully Talent Management and Employee Retention strategies been implemented at the Bank of Zambia. To achieve this objective a comprehensive study was undertaken on talent management and employee retention. The study involved conducting a literature survey to understand the processes that are necessary for implementation of talent management and employee retention in an organization. An empirical study was later conducted to investigate whether the processes of talent management and employee retention have been successfully implemented at the Bank of Zambia. The survey was compared to the literature review to determine whether the Bank of Zambia complied with the findings in the literature review. The main findings from this research are that for talent management to be successful, the initial step of planning right from the strategic point of aligning to talent goals to business goals through to succession planning should be well conducted. This process needed special attention. As much as the empirical study showed a case of progress towards engagement, there was concern raised regarding job security. Some employees perceived that they were insecure in their job. Compensation and rewards were also perceived to lack equity in their distribution and that promotion and career progression were below expectation for may employees The final observation from the investigation was that the organizational culture was not well adopted by respondents. . Employees perceived that the culture did not support innovation and the rewards system did not provide incentives for better performance.
- Full Text:
- Date Issued: 2011
- Authors: Chikumbi, Charity Nonde Luchembe
- Date: 2011
- Subjects: Bank of Zambia -- Personnel management , Personnel management -- Zambia , Banks and banking -- Zambia -- Personnel management , Organizational effectiveness , Employee retention -- Zambia
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8604 , http://hdl.handle.net/10948/1611 , Bank of Zambia -- Personnel management , Personnel management -- Zambia , Banks and banking -- Zambia -- Personnel management , Organizational effectiveness , Employee retention -- Zambia
- Description: There is no question that effective talent management requires a well-defined process. Talent management includes all talent processes needed to optimise people within an organization. The processes include: attracting, recruiting targeted selection, performance management, succession planning, talent reviews, development planning and support, career development, and workforce planning. The hired employees should be developed to mould into the organization culture so that they support the vision and mission of the organization. Retention of key employee is critical to the long term success of business as it ensures customer satisfaction, product sales, and satisfied co-workers, reporting staff, effective succession planning and a deeply embedded organisational knowledge and learning culture. iii The research problem in this study was to investigate how successfully Talent Management and Employee Retention strategies been implemented at the Bank of Zambia. To achieve this objective a comprehensive study was undertaken on talent management and employee retention. The study involved conducting a literature survey to understand the processes that are necessary for implementation of talent management and employee retention in an organization. An empirical study was later conducted to investigate whether the processes of talent management and employee retention have been successfully implemented at the Bank of Zambia. The survey was compared to the literature review to determine whether the Bank of Zambia complied with the findings in the literature review. The main findings from this research are that for talent management to be successful, the initial step of planning right from the strategic point of aligning to talent goals to business goals through to succession planning should be well conducted. This process needed special attention. As much as the empirical study showed a case of progress towards engagement, there was concern raised regarding job security. Some employees perceived that they were insecure in their job. Compensation and rewards were also perceived to lack equity in their distribution and that promotion and career progression were below expectation for may employees The final observation from the investigation was that the organizational culture was not well adopted by respondents. . Employees perceived that the culture did not support innovation and the rewards system did not provide incentives for better performance.
- Full Text:
- Date Issued: 2011
Analysis of the factors influencing job performance in the ICT sector in South Africa
- Authors: Lascot, Paul Michael John
- Date: 2011
- Subjects: Job satisfaction , Career development , Employees -- Training of
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8703 , http://hdl.handle.net/10948/d1009530 , Job satisfaction , Career development , Employees -- Training of
- Description: To achieve efficacy in the work place, employees need to perform at optimal levels. Researching and implementing strategies to improve job performance are fundamentally important to the development of the information and communication technology (ICT) sector in South Africa. However, scant research had been performed in this area. This study sought to present exploratory research in this emergent, rapidly expanding sector of the South African economy. Its primary aim was to investigate which affective factors exhibited an influence on job performance of workers in this sector. Mixed methods research was employed to analyse factors contributing to the five independent variables of demographics, skills and education, job satisfaction, motivation and experience, by investigating their influence on the dependent variable of job performance. The five independent variables were presented within a proposed conceptual framework of related and grouped affective factors. An online survey was constructed to collect data and perceptions from individuals currently employed in any capacity, in the ICT sector in South Africa. Ninety-nine suitable responses were received. The simple statistical technique of chi-square testing for independence was used to test the hypothesised relationships between the above-mentioned independent variables and the dependent variable of job performance. The empirical results revealed that many of the affective factors influencing the job performance of employees in the ICT sector in South Africa, are those that contribute to job satisfaction and motivation. These include aspects such as fair remuneration; transparent and clear organisational communication; managerial support and guidance; access to educational and career opportunities; and pleasant workplaces. In view of these findings, the study concluded that organisations that wish to improve their employees’ job performance, or attract and retain high-performing individuals, should formulate and implement policies and strategies that take into account these significant factors.
- Full Text:
- Date Issued: 2011
- Authors: Lascot, Paul Michael John
- Date: 2011
- Subjects: Job satisfaction , Career development , Employees -- Training of
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8703 , http://hdl.handle.net/10948/d1009530 , Job satisfaction , Career development , Employees -- Training of
- Description: To achieve efficacy in the work place, employees need to perform at optimal levels. Researching and implementing strategies to improve job performance are fundamentally important to the development of the information and communication technology (ICT) sector in South Africa. However, scant research had been performed in this area. This study sought to present exploratory research in this emergent, rapidly expanding sector of the South African economy. Its primary aim was to investigate which affective factors exhibited an influence on job performance of workers in this sector. Mixed methods research was employed to analyse factors contributing to the five independent variables of demographics, skills and education, job satisfaction, motivation and experience, by investigating their influence on the dependent variable of job performance. The five independent variables were presented within a proposed conceptual framework of related and grouped affective factors. An online survey was constructed to collect data and perceptions from individuals currently employed in any capacity, in the ICT sector in South Africa. Ninety-nine suitable responses were received. The simple statistical technique of chi-square testing for independence was used to test the hypothesised relationships between the above-mentioned independent variables and the dependent variable of job performance. The empirical results revealed that many of the affective factors influencing the job performance of employees in the ICT sector in South Africa, are those that contribute to job satisfaction and motivation. These include aspects such as fair remuneration; transparent and clear organisational communication; managerial support and guidance; access to educational and career opportunities; and pleasant workplaces. In view of these findings, the study concluded that organisations that wish to improve their employees’ job performance, or attract and retain high-performing individuals, should formulate and implement policies and strategies that take into account these significant factors.
- Full Text:
- Date Issued: 2011
Analysis of the understanding of flexible manufacturing in the automotive component industry and selection of best implementation strategy
- Authors: Mostert, Clive
- Date: 2011
- Subjects: Motor industry , Mass production
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8592 , http://hdl.handle.net/10948/1395 , Motor industry , Mass production
- Description: In a competitive manufacturing environment a firm must be able to simultaneously produce multiple and diverse products, upgrade and redesign its products in short life cycles, and execute efficient production changeovers. This implies that the firm's manufacturing facilities should be capable of efficiently responding to the changes associated with the above abilities. These capabilities are a key requirement for building an agile manufacturing enterprise. To successfully attain these capabilities a firm must evaluate and build flexibility in its manufacturing operations. Success in manufacturing requires the adoption of methods in customer acquisition and order fulfilment processes that can manage anticipated change with precision while providing a fast and flexible response to unanticipated changes. A review of the related literature reveals that though there has been considerable research on the subject of flexible manufacturing, insufficient attention has been devoted to the development of a comprehensive method for designing and building flexible manufacturing (FM) solutions. A significant portion of the FM research and the ensuing industrial applications have focused on highly automated metal working facilities, commonly referred to as flexible manufacturing system or FMS. The objective of this research was to understand what the general understanding of FMS is in the automotive component supplying industry as well as to develop a strategy based on world class principles on how to implement such a strategy. The established strategy will then be used to implement a FMS at Shatterprufe a division of the PFG group. A comprehensive literature study was conducted on Flexible Manufacturing to get a good idea on what it is all about. A questionnaire was designed based on the guidelines in the literature study in order to establish the understanding of FMS within companies in the automotive component supplying industries. Twenty five companies were selected, based on their employee numbers and potential high complexity in the parts that they manufacture. Participating companies must also be part of National Association of Automotive Component and Allied Manufacturers (NAACAM) and supplying directly to all of the local Original Equipment Manufacturers (OEM’s). Eighteen out of the twenty five companies selected did participate and return the questionnaires. Three companies replied stating that they do not have a FMS in place and thus do not want to participate in the research. The completed questionnaires were processed and analysed using Microsoft Office Excel 2003, running on the Windows XP suite of computer packages. The opinions of the various respondents were compared with the guidelines provided in the literature survey, in order to identify how to answer the main questions the author wanted to use as part of selecting an appropriate implementation approach for FMS at Shatterprufe. The following were the main recommendations and conclusions: • It is essential that the executive team at Shatterprufe realises the need of a FM programme. Based on the analysis from the theoretical research as well as from the questionnaire it should not be difficult for them to realise this; • It is recommended that the knowledge gained from the research theory and that of the research questionnaire be used as a guideline for introduction and implementation; • It is recommended that the employees that will be required to implement the FMS are properly trained in the basics of WCM and FMS and that they receive the necessary tools to perform their tasks; • It is essential that everyone throughout the entire organisation is involved from the start in the development, improvement and maintenance of the system; • It is critical that the barriers to implementation be taken seriously at the start of the whole implementation process and plans be put in place to overcome them. Make sure that there is: • proper understanding of the total effort required; • complete management support; • union buy-in; • enough training carried out; • change of priorities; • full commitment and persistence; • development of a good installation strategy; and • insurance of choosing the right approach.
- Full Text:
- Date Issued: 2011
- Authors: Mostert, Clive
- Date: 2011
- Subjects: Motor industry , Mass production
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8592 , http://hdl.handle.net/10948/1395 , Motor industry , Mass production
- Description: In a competitive manufacturing environment a firm must be able to simultaneously produce multiple and diverse products, upgrade and redesign its products in short life cycles, and execute efficient production changeovers. This implies that the firm's manufacturing facilities should be capable of efficiently responding to the changes associated with the above abilities. These capabilities are a key requirement for building an agile manufacturing enterprise. To successfully attain these capabilities a firm must evaluate and build flexibility in its manufacturing operations. Success in manufacturing requires the adoption of methods in customer acquisition and order fulfilment processes that can manage anticipated change with precision while providing a fast and flexible response to unanticipated changes. A review of the related literature reveals that though there has been considerable research on the subject of flexible manufacturing, insufficient attention has been devoted to the development of a comprehensive method for designing and building flexible manufacturing (FM) solutions. A significant portion of the FM research and the ensuing industrial applications have focused on highly automated metal working facilities, commonly referred to as flexible manufacturing system or FMS. The objective of this research was to understand what the general understanding of FMS is in the automotive component supplying industry as well as to develop a strategy based on world class principles on how to implement such a strategy. The established strategy will then be used to implement a FMS at Shatterprufe a division of the PFG group. A comprehensive literature study was conducted on Flexible Manufacturing to get a good idea on what it is all about. A questionnaire was designed based on the guidelines in the literature study in order to establish the understanding of FMS within companies in the automotive component supplying industries. Twenty five companies were selected, based on their employee numbers and potential high complexity in the parts that they manufacture. Participating companies must also be part of National Association of Automotive Component and Allied Manufacturers (NAACAM) and supplying directly to all of the local Original Equipment Manufacturers (OEM’s). Eighteen out of the twenty five companies selected did participate and return the questionnaires. Three companies replied stating that they do not have a FMS in place and thus do not want to participate in the research. The completed questionnaires were processed and analysed using Microsoft Office Excel 2003, running on the Windows XP suite of computer packages. The opinions of the various respondents were compared with the guidelines provided in the literature survey, in order to identify how to answer the main questions the author wanted to use as part of selecting an appropriate implementation approach for FMS at Shatterprufe. The following were the main recommendations and conclusions: • It is essential that the executive team at Shatterprufe realises the need of a FM programme. Based on the analysis from the theoretical research as well as from the questionnaire it should not be difficult for them to realise this; • It is recommended that the knowledge gained from the research theory and that of the research questionnaire be used as a guideline for introduction and implementation; • It is recommended that the employees that will be required to implement the FMS are properly trained in the basics of WCM and FMS and that they receive the necessary tools to perform their tasks; • It is essential that everyone throughout the entire organisation is involved from the start in the development, improvement and maintenance of the system; • It is critical that the barriers to implementation be taken seriously at the start of the whole implementation process and plans be put in place to overcome them. Make sure that there is: • proper understanding of the total effort required; • complete management support; • union buy-in; • enough training carried out; • change of priorities; • full commitment and persistence; • development of a good installation strategy; and • insurance of choosing the right approach.
- Full Text:
- Date Issued: 2011
Application of lean manufacturing tools in cash centres to improve operational efficiency
- Authors: Smith, Ryan Erich
- Date: 2011
- Subjects: Lean manufacturing
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8647 , http://hdl.handle.net/10948/1391 , Lean manufacturing
- Description: Financial institutes, typically banks, that derive funding from the collection of cash deposits, could derive benefit from the research. In addition, companies who act as outsourced suppliers to such institutes, and therefore process cash deposits on behalf of the banks should derive a similar benefit. Notably, some financial institutes outsource their cash management services. The advantages of outsourcing, such as freeing up staff, and getting the organisation to focus on its core activities, has to be weighed against the challenges that it provides. Hines et al. (2000: 17) note that outsourcing often means a heavy reliance on third party for service, the reliance on third parties 7 for the managing of funds, as well as the risk of securing customer confidentiality. Referring to a survey done by Ernst and Young in 1999, Hines et al. (2000: 15) revealed that revenue from cash management had grown from $7 billion in 1993, to $10 billion in 1999. It would thus be hard to overstate the significance of this industry, or the importance of gaining a competitive advantage. This research aims to provide some guideline on how the banks could become more competitive through pricing and service without cross-subsidising their bulk cash processing divisions. Competitiveness, in turn, would be derived by improving productivity through the application and transfer of lean tools from manufacturing and the service industry. Although the lean approach is well established in the manufacturing sector and certain product-service sectors, evidence of lean in pure service environments is very limited (Piercy & Rich, 2009: 59). Cash centres have a unique combination of service and product environments in the sense that: (1) cash is the commodity and (2) the commodity received from customers is in a sense used as raw material to create products like floats, payrolls, and cash for ATMs. This research could therefore contribute to the way management views the suitability of lean production methodologies in the context of a part product and part service environment such as the cash centre.
- Full Text:
- Date Issued: 2011
- Authors: Smith, Ryan Erich
- Date: 2011
- Subjects: Lean manufacturing
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8647 , http://hdl.handle.net/10948/1391 , Lean manufacturing
- Description: Financial institutes, typically banks, that derive funding from the collection of cash deposits, could derive benefit from the research. In addition, companies who act as outsourced suppliers to such institutes, and therefore process cash deposits on behalf of the banks should derive a similar benefit. Notably, some financial institutes outsource their cash management services. The advantages of outsourcing, such as freeing up staff, and getting the organisation to focus on its core activities, has to be weighed against the challenges that it provides. Hines et al. (2000: 17) note that outsourcing often means a heavy reliance on third party for service, the reliance on third parties 7 for the managing of funds, as well as the risk of securing customer confidentiality. Referring to a survey done by Ernst and Young in 1999, Hines et al. (2000: 15) revealed that revenue from cash management had grown from $7 billion in 1993, to $10 billion in 1999. It would thus be hard to overstate the significance of this industry, or the importance of gaining a competitive advantage. This research aims to provide some guideline on how the banks could become more competitive through pricing and service without cross-subsidising their bulk cash processing divisions. Competitiveness, in turn, would be derived by improving productivity through the application and transfer of lean tools from manufacturing and the service industry. Although the lean approach is well established in the manufacturing sector and certain product-service sectors, evidence of lean in pure service environments is very limited (Piercy & Rich, 2009: 59). Cash centres have a unique combination of service and product environments in the sense that: (1) cash is the commodity and (2) the commodity received from customers is in a sense used as raw material to create products like floats, payrolls, and cash for ATMs. This research could therefore contribute to the way management views the suitability of lean production methodologies in the context of a part product and part service environment such as the cash centre.
- Full Text:
- Date Issued: 2011
Assessing conflict and management interventions
- Authors: Plaatjes, Carlton Henry
- Date: 2011
- Subjects: Conflict management -- South Africa , Cognitive styles
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8818 , http://hdl.handle.net/10948/d1018930
- Description: Human resource management, or people management, is concerned with the philosophies, policies, programmes, practices and decisions that affect the people who work for an organisation. The various people management functions are aimed at helping the organisation achieve its strategic goals and as such are an integral part of the management process. People management consists of several aspects and sub-divisions of which pro-active conflict handling and management is one and which is also the subject of this study. The objective of this study was to assess causes of conflict and interventions and styles of conflict management in the workplace. Workplace politics, change management, diversity, cultures and religious views are but a few major sources for the emergence of conflict. We are currently in the era of fast change or more aptly put “hyperchange” and conflict is inevitable and management styles can also create and/or escalate conflict situations including, the composition of diversity in the workplace. This adds to the new challenges of management. Organisations in this decade need to acknowledge that their management styles of days gone by are not relevant anymore and one must understand to recognise conflict and resolve it in an appropriate manner. This study assessed the major causes of conflict in the workplace and whether the managerial style of managers and management interventions impacts on the overall conflict situations experienced by staff members in organisations in Cape Town and Windhoek. It also gave an indication if interventions and conflict management training/programmes are in place or used, if at all. Sometimes conflict is resolved successfully or unsuccessfully and what impact it has on the managers, his/her staff and colleagues and the organisation as a whole. This can have a detriment impact on the business and the culture within the organisation and which could result in or give rise to high labour turnover, underlying unhappy staff and disempowerment of managers and staff and poor production and service levels.
- Full Text:
- Date Issued: 2011
- Authors: Plaatjes, Carlton Henry
- Date: 2011
- Subjects: Conflict management -- South Africa , Cognitive styles
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8818 , http://hdl.handle.net/10948/d1018930
- Description: Human resource management, or people management, is concerned with the philosophies, policies, programmes, practices and decisions that affect the people who work for an organisation. The various people management functions are aimed at helping the organisation achieve its strategic goals and as such are an integral part of the management process. People management consists of several aspects and sub-divisions of which pro-active conflict handling and management is one and which is also the subject of this study. The objective of this study was to assess causes of conflict and interventions and styles of conflict management in the workplace. Workplace politics, change management, diversity, cultures and religious views are but a few major sources for the emergence of conflict. We are currently in the era of fast change or more aptly put “hyperchange” and conflict is inevitable and management styles can also create and/or escalate conflict situations including, the composition of diversity in the workplace. This adds to the new challenges of management. Organisations in this decade need to acknowledge that their management styles of days gone by are not relevant anymore and one must understand to recognise conflict and resolve it in an appropriate manner. This study assessed the major causes of conflict in the workplace and whether the managerial style of managers and management interventions impacts on the overall conflict situations experienced by staff members in organisations in Cape Town and Windhoek. It also gave an indication if interventions and conflict management training/programmes are in place or used, if at all. Sometimes conflict is resolved successfully or unsuccessfully and what impact it has on the managers, his/her staff and colleagues and the organisation as a whole. This can have a detriment impact on the business and the culture within the organisation and which could result in or give rise to high labour turnover, underlying unhappy staff and disempowerment of managers and staff and poor production and service levels.
- Full Text:
- Date Issued: 2011
Assessing the impact of integrated development planning (IDP) on gender equality and women's empowerment in South Africa: a case study of the Nelson Mandela Bay Metro Municipality
- Authors: Mpofu, Sibongile
- Date: 2011
- Subjects: Gender mainstreaming -- South Africa -- Nelson Mandela Bay Municipality , Women in development -- South Africa -- Nelson Mandela Bay Municipality , Equality -- South Africa -- Nelson Mandela Bay Municipality
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/4751 , vital:20672
- Description: The South African local government is expected to conform to all national policy directives including the principle of gender equality. Local government provides an immense opportunity for redressing imbalances and empowerment of women as they are the most negatively affected by poverty as a result of inequality. The South African Government has developed a wide range of legislation that ensures that women are empowered and participate in their own development. With all the legislation in place, women‟s empowerment as envisaged in the South African Constitution has, however, not yet been yielded the desired results as evidenced by the fact that women continue to remain disadvantaged in relation to men. This study therefore seeks to investigate whether and how the Nelson Mandela Bay Metropolitan Municipality (NMBMM) has mainstreamed gender in support to the principles of gender equality and women‟s empowerment in the implementation of Integrated Development Planning (IDP) with particular reference to wards 15 and 17. The researcher used a mixed methods research approach, this means that the study followed both the qualitative and quantitative approaches for in-depth understanding followed in the design and implementation of the IDP process. Data was collected from women participants by conducting surveys, making use of questionnaires. Structured interviews were conducted with municipality officials in order to give more insight more insight into how the IDP process is initiated in the Nelson Mandela Bay Metro Municipality. The findings of the study revealed that there is a lack of a strategic understanding of gender mainstreaming particularly by the leadership of the municipality. This as a result, has made operationalisation and engendering the IDP difficult. Due to this strategic vacuum, gender is generally not taken seriously when compared to other developmental challenges such as infrastructure provision. Moreover, the municipality does not have a coordination mechanism nor does it have a proper consultation mechanism to ensure that the nature of development projects is appropriate, effective and actually targets women‟s developmental needs. The leadership of the municipality must commit to the process of gender mainstreaming if the IDP is to be an effective tool in addressing the gender imbalances.
- Full Text:
- Date Issued: 2011
- Authors: Mpofu, Sibongile
- Date: 2011
- Subjects: Gender mainstreaming -- South Africa -- Nelson Mandela Bay Municipality , Women in development -- South Africa -- Nelson Mandela Bay Municipality , Equality -- South Africa -- Nelson Mandela Bay Municipality
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/4751 , vital:20672
- Description: The South African local government is expected to conform to all national policy directives including the principle of gender equality. Local government provides an immense opportunity for redressing imbalances and empowerment of women as they are the most negatively affected by poverty as a result of inequality. The South African Government has developed a wide range of legislation that ensures that women are empowered and participate in their own development. With all the legislation in place, women‟s empowerment as envisaged in the South African Constitution has, however, not yet been yielded the desired results as evidenced by the fact that women continue to remain disadvantaged in relation to men. This study therefore seeks to investigate whether and how the Nelson Mandela Bay Metropolitan Municipality (NMBMM) has mainstreamed gender in support to the principles of gender equality and women‟s empowerment in the implementation of Integrated Development Planning (IDP) with particular reference to wards 15 and 17. The researcher used a mixed methods research approach, this means that the study followed both the qualitative and quantitative approaches for in-depth understanding followed in the design and implementation of the IDP process. Data was collected from women participants by conducting surveys, making use of questionnaires. Structured interviews were conducted with municipality officials in order to give more insight more insight into how the IDP process is initiated in the Nelson Mandela Bay Metro Municipality. The findings of the study revealed that there is a lack of a strategic understanding of gender mainstreaming particularly by the leadership of the municipality. This as a result, has made operationalisation and engendering the IDP difficult. Due to this strategic vacuum, gender is generally not taken seriously when compared to other developmental challenges such as infrastructure provision. Moreover, the municipality does not have a coordination mechanism nor does it have a proper consultation mechanism to ensure that the nature of development projects is appropriate, effective and actually targets women‟s developmental needs. The leadership of the municipality must commit to the process of gender mainstreaming if the IDP is to be an effective tool in addressing the gender imbalances.
- Full Text:
- Date Issued: 2011