A case study of organisational change in an employee wellness company and its effects on job satisfaction and organisational climate
- Authors: Kassiem, Wahib
- Date: 2015
- Subjects: Organizational change -- South Africa -- Case studies
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:844 , http://hdl.handle.net/10962/d1016404
- Description: The modern era has brought the phenomenon of organisational change closer to the average person. With the recent financial crisis placing more strain on businesses, organisations are always under pressure to review their business models in order to deliver a sustainable operational model and as result, hopefully a sustainable competitive advantage. In order to remain competitive, the leadership team has to constantly seek ways of differentiating their organisations from others with similar product offerings. When these changes are initiated, there is no doubt that the leadership gave extensive thought prior to execution. However, their motives are not always clear to their most important constitution, their employees. Often when these changes are implemented, employees believe that they’ve been left out of the decision making process. Furthermore, post change review with employees are also not given enough thought and are often not done. This research used qualitative research methods to establish how employees experience job satisfaction and organisational climate subsequent to changes that transpired within their work environment. Semi-structured interviews and document analysis were used to collect data. The interviews were constructed by expanding upon well-documented quantitative dimensions of these behavioural variables. Questions were developed focusing on these dimensions in line with the changes experienced. The sample consisted of nine employees at an employee wellness organisation in Roodepoort, Gauteng. There is evidence to show that in this short period of two years (May 2012 to June 2014), by implementing various changes, the new leadership has improved the financial viability of the organisation. However, insights from the interviews point to a number of areas where the leadership and management structures have to exert more effort. Communication processes have to be reviewed, especially to lower levels. As there exists limited opportunities for promotion, investigations into expanding existing roles, again at the lower levels may assist in raising job satisfaction levels. Employees felt that support structures are severely lacking when significant changes affecting them are implemented. A climate for innovation and risk taking has to be considered which, if instituted, could aid the organisation in setting the pace for the organisational wellness industry. The structure adopted for this research consists of three sections. Section one follows the evaluation report format, with the literature review and research methodology sections following thereafter. By making use of established literature as a basis, the findings and recommendations are therefore not exclusively applicable to this organisation. Hence other organisations intending similar change initiatives could benefit from this research.
- Full Text:
- Date Issued: 2015
- Authors: Kassiem, Wahib
- Date: 2015
- Subjects: Organizational change -- South Africa -- Case studies
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:844 , http://hdl.handle.net/10962/d1016404
- Description: The modern era has brought the phenomenon of organisational change closer to the average person. With the recent financial crisis placing more strain on businesses, organisations are always under pressure to review their business models in order to deliver a sustainable operational model and as result, hopefully a sustainable competitive advantage. In order to remain competitive, the leadership team has to constantly seek ways of differentiating their organisations from others with similar product offerings. When these changes are initiated, there is no doubt that the leadership gave extensive thought prior to execution. However, their motives are not always clear to their most important constitution, their employees. Often when these changes are implemented, employees believe that they’ve been left out of the decision making process. Furthermore, post change review with employees are also not given enough thought and are often not done. This research used qualitative research methods to establish how employees experience job satisfaction and organisational climate subsequent to changes that transpired within their work environment. Semi-structured interviews and document analysis were used to collect data. The interviews were constructed by expanding upon well-documented quantitative dimensions of these behavioural variables. Questions were developed focusing on these dimensions in line with the changes experienced. The sample consisted of nine employees at an employee wellness organisation in Roodepoort, Gauteng. There is evidence to show that in this short period of two years (May 2012 to June 2014), by implementing various changes, the new leadership has improved the financial viability of the organisation. However, insights from the interviews point to a number of areas where the leadership and management structures have to exert more effort. Communication processes have to be reviewed, especially to lower levels. As there exists limited opportunities for promotion, investigations into expanding existing roles, again at the lower levels may assist in raising job satisfaction levels. Employees felt that support structures are severely lacking when significant changes affecting them are implemented. A climate for innovation and risk taking has to be considered which, if instituted, could aid the organisation in setting the pace for the organisational wellness industry. The structure adopted for this research consists of three sections. Section one follows the evaluation report format, with the literature review and research methodology sections following thereafter. By making use of established literature as a basis, the findings and recommendations are therefore not exclusively applicable to this organisation. Hence other organisations intending similar change initiatives could benefit from this research.
- Full Text:
- Date Issued: 2015
A case study of Siemens Afghanistan : building a country, building a company
- Authors: Qaleej, Raaz Hassan
- Date: 2015
- Subjects: Siemens Aktiengesellschaft , Corporate culture -- Afghanistan , Employees -- Attitudes , Industrial relations -- Afghanistan
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:854 , http://hdl.handle.net/10962/d1017522
- Description: This case study was written within the broader concept of Organisational Culture and how it is integrated into an organisation to encourage responsible leadership. The core focus and emphasis of this approach is to establish the implications for businesses operating in the most challenging of commercial environments, while adhering to their corporate ethos and organisational values. These may be summarised with the phrase: Only a clean business is a sustainable business. This dissertation is intended to act as a case study and resource aide for the teaching of leadership, organisational behaviour, human resources and business sustainability. The study is about the Afghanistan chapter of the global giant Siemens, which has been working in many areas of specialisation conducting business in the country for more than 75 years. It has been selected for this case study because of its long-term impressive record, during which time it has developed and sustained a reputation as an organisation with a much-admired organisational culture, and one to which employees feel very closely attached and connected. This case study evolved from a set of unique as well as difficult circumstances. In Afghanistan, where infrastructure is weak, businesses and other structured organisations are in their initial and immature stages of development, and employee attachment to their workplaces is relatively weak. In the case of Siemens however, it has been much the opposite. It became apparent over a protracted period of time that the relationship of employees to the company was clearly of a positive and committed nature, unlike the general perception stemming from other multinational organisations operating within the country. Many business organisations in Afghanistan tend to emphasise to a lesser degree some modern-day practices of employer-employee relationships, which negatively affect motivation and commitment. The study grew out of the observations that employees of Siemens on the other hand, seemed to exhibit attitudes and commitments contrary to the general trend in the wider business sector. This project began with the intention to identify those factors contributing to employee loyalty and strong attachments to an organisation. Subsequently, the same findings were used to identify the traits and particular features working within the organisational environment.
- Full Text:
- Date Issued: 2015
- Authors: Qaleej, Raaz Hassan
- Date: 2015
- Subjects: Siemens Aktiengesellschaft , Corporate culture -- Afghanistan , Employees -- Attitudes , Industrial relations -- Afghanistan
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:854 , http://hdl.handle.net/10962/d1017522
- Description: This case study was written within the broader concept of Organisational Culture and how it is integrated into an organisation to encourage responsible leadership. The core focus and emphasis of this approach is to establish the implications for businesses operating in the most challenging of commercial environments, while adhering to their corporate ethos and organisational values. These may be summarised with the phrase: Only a clean business is a sustainable business. This dissertation is intended to act as a case study and resource aide for the teaching of leadership, organisational behaviour, human resources and business sustainability. The study is about the Afghanistan chapter of the global giant Siemens, which has been working in many areas of specialisation conducting business in the country for more than 75 years. It has been selected for this case study because of its long-term impressive record, during which time it has developed and sustained a reputation as an organisation with a much-admired organisational culture, and one to which employees feel very closely attached and connected. This case study evolved from a set of unique as well as difficult circumstances. In Afghanistan, where infrastructure is weak, businesses and other structured organisations are in their initial and immature stages of development, and employee attachment to their workplaces is relatively weak. In the case of Siemens however, it has been much the opposite. It became apparent over a protracted period of time that the relationship of employees to the company was clearly of a positive and committed nature, unlike the general perception stemming from other multinational organisations operating within the country. Many business organisations in Afghanistan tend to emphasise to a lesser degree some modern-day practices of employer-employee relationships, which negatively affect motivation and commitment. The study grew out of the observations that employees of Siemens on the other hand, seemed to exhibit attitudes and commitments contrary to the general trend in the wider business sector. This project began with the intention to identify those factors contributing to employee loyalty and strong attachments to an organisation. Subsequently, the same findings were used to identify the traits and particular features working within the organisational environment.
- Full Text:
- Date Issued: 2015
A frame for improving employee commitment to a sustainability strategy
- Authors: Kanyi, Juliet
- Date: 2015
- Subjects: Employee morale , Strategic planning , Sustainable development
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/3832 , vital:20467
- Description: The changing business environment has increasingly driven organisations to incorporate sustainability into their corporate strategy for them to remain competitive. The economic, social and environmental goals and objectives of the organisation are now being factored into corporate strategy. This is as a result of the opportunities presented with the adoption of sustainability as a strategy and the threats caused by failure to adopt sustainability within their corporate strategy. For organisations to reap any benefits of incorporating sustainability, successful implementation of the strategy is needed. The role employees’ play in the implementation process of the sustainability strategy is critical. For successful implementation of the strategy, employee commitment is required as they have to adjust their actions and behaviours to be congruent with those required for the successful implementation of the sustainability strategy. However literature suggests that employees have received little attention in past research in regard to sustainability especially in emerging markets where research on sustainability has been limited. For this reason, the research problem for this study was how employee commitment can be improved towards the implementation of the sustainability strategy in their day-to-day operations. To achieve this objective, a conceptual framework was developed by investigating the organisational factors that impact on employee commitment to implementing sustainability in their day-to-day activities. To develop the conceptual framework, a literature review was conducted. The conceptual framework served as a basis for the construction of the questionnaire, to determine the nature of employee commitment to sustainability, to what extent they were implementing sustainability in their day-to-day activities and finally for the employees who were committed and were implementing sustainability what were the organisational factors that influenced their commitment to the sustainability strategy. The questionnaire was distributed to employees of different organisations in the Nelson Mandela Bay Metropolitan area who were MBA students at Nelson Mandela Metropolitan University. The findings of the empirical study indicate that the majority (75.5%) of the respondents were committed to all the tenets of sustainability, and were implementing the sustainability strategy. Though there were trade-offs in how the sustainability strategy was implemented, with the economic aspect having precedence where 84.5% of the respondents were implementing it, 70% of the respondents were implementing the social aspect of sustainability and 72.2% implementing the environmental tenet of sustainability. The organisational factors that influenced employee commitment to sustainability as was developed in the conceptual framework were all positively confirmed by the findings of the empirical study. Employee socialisation had the highest influence on commitment, followed by leadership, culture, communication, sustainability programmes and finally performance management. Formal and informal socialisation in the form of training and influence from experienced employees was the leading organisational factor that influenced commitment. The different roles top and middle management played in regard to sustainability followed. The organisational culture that existed in the organisation and the internal communication that was received all contributed to employee commitment to sustainability. The sustainability programmes in place and performance management systems in place were all organisational factors contributing to employee commitment to sustainability.
- Full Text:
- Date Issued: 2015
- Authors: Kanyi, Juliet
- Date: 2015
- Subjects: Employee morale , Strategic planning , Sustainable development
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/3832 , vital:20467
- Description: The changing business environment has increasingly driven organisations to incorporate sustainability into their corporate strategy for them to remain competitive. The economic, social and environmental goals and objectives of the organisation are now being factored into corporate strategy. This is as a result of the opportunities presented with the adoption of sustainability as a strategy and the threats caused by failure to adopt sustainability within their corporate strategy. For organisations to reap any benefits of incorporating sustainability, successful implementation of the strategy is needed. The role employees’ play in the implementation process of the sustainability strategy is critical. For successful implementation of the strategy, employee commitment is required as they have to adjust their actions and behaviours to be congruent with those required for the successful implementation of the sustainability strategy. However literature suggests that employees have received little attention in past research in regard to sustainability especially in emerging markets where research on sustainability has been limited. For this reason, the research problem for this study was how employee commitment can be improved towards the implementation of the sustainability strategy in their day-to-day operations. To achieve this objective, a conceptual framework was developed by investigating the organisational factors that impact on employee commitment to implementing sustainability in their day-to-day activities. To develop the conceptual framework, a literature review was conducted. The conceptual framework served as a basis for the construction of the questionnaire, to determine the nature of employee commitment to sustainability, to what extent they were implementing sustainability in their day-to-day activities and finally for the employees who were committed and were implementing sustainability what were the organisational factors that influenced their commitment to the sustainability strategy. The questionnaire was distributed to employees of different organisations in the Nelson Mandela Bay Metropolitan area who were MBA students at Nelson Mandela Metropolitan University. The findings of the empirical study indicate that the majority (75.5%) of the respondents were committed to all the tenets of sustainability, and were implementing the sustainability strategy. Though there were trade-offs in how the sustainability strategy was implemented, with the economic aspect having precedence where 84.5% of the respondents were implementing it, 70% of the respondents were implementing the social aspect of sustainability and 72.2% implementing the environmental tenet of sustainability. The organisational factors that influenced employee commitment to sustainability as was developed in the conceptual framework were all positively confirmed by the findings of the empirical study. Employee socialisation had the highest influence on commitment, followed by leadership, culture, communication, sustainability programmes and finally performance management. Formal and informal socialisation in the form of training and influence from experienced employees was the leading organisational factor that influenced commitment. The different roles top and middle management played in regard to sustainability followed. The organisational culture that existed in the organisation and the internal communication that was received all contributed to employee commitment to sustainability. The sustainability programmes in place and performance management systems in place were all organisational factors contributing to employee commitment to sustainability.
- Full Text:
- Date Issued: 2015
A needs analysis of an employee wellness programme : the case of the Financial Services Regulatory Authority (FSRA) of Swaziland
- Authors: Madlopha, Sboniso Charles
- Date: 2015
- Subjects: Financial Services Regulatory Authority (Swaziland) , Employee health promotion -- Swaziland , Needs assessment -- Swaziland , Absenteeism (Labor) -- Swaziland , Employee morale -- Swaziland , Contracting out -- Swaziland
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:857 , http://hdl.handle.net/10962/d1018912
- Description: In 2010, the Financial Services Regulatory Authority (FSRA) of Swaziland noticed a significant increase in employee absenteeism which they discovered was related mainly to: poor health (sick leave), personal and financial stress (garnishee orders were increasing), and low staff morale, the consequence of which was low productivity and missed deadlines (FSRA, 2010:7). High levels of absenteeism meant that a sizeable number of employees were unable to complete their daily tasks (FSRA, 2010:7). Consequently, in 2011, the FSRA Human Resource Department started a wellness programme for all employees in the organization in an attempt to respond to the human resource challenges reported in 2009/10 financial year. By the end of 2012, FSRA management reported that the introduction of the EWP had not yielded the expected results. This therefore prompted management to request an evaluation of the FSRA employee wellness programme. The aim of this research was to identify and prioritize the needs of employees in terms of requirements of a wellness programme and how it should be delivered. The specific objectives of the study are as follows: to identify the wellness needs of employees, to identify employee preferences in terms of the type of interventions to be included in a wellness programme, to identify the preferred mode of delivery of the wellness programme and to make recommendations to management on the design of a wellness programme. Questionnaires with closed ended questions were used to collect data for this survey. The questionnaire used is attached as Appendix A. By means of a needs analysis survey, this research was designed to assess the FSRA employees’ needs in terms of an employee wellness programme, as well as the preferred EWP delivery methods. About 70 percent of FSRA employees participated in the survey. The respondents completed the questionnaire and submitted it online over a period of 10 working days (2 weeks). This report is structured into three sections, namely; section one, which is the evaluation report that gives details of the importance of the study, highlights research methods and then present the results, discussions and recommendations. Section two deals with the literature review while section three reports on the research methodology, research design and procedures and the limitation of the study. In light of the findings on the wellness needs of employees, 72 percent of the respondents felt the current wellness programme was very inadequate and a further 10 percent added that it was inadequate in addressing their wellness needs largely because the needs were not known. The most important wellness needs identified included: exercise, nutrition, personal hygiene, disease awareness and treatment of illness, coping with stress, coping with workload, ventilation, safety, bereavement, personal debt, and retirement planning. The most preferred wellness interventions that respondents proposed include Flexible Work Schedule, Safe Workplace, Improved Ventilation, Retirement Planning Advice and Gymnasium. Further analysis done using correlation analysis indicated that there was a significant positive relationship between the wellness needs and the wellness interventions. Concerning the delivery of the wellness programme, most of the employees indicated that outsourcing certain services was better than having them in house. The highest ranking of the services for out sourcing were nutrition education and medical checkups that ranked between 82 percent and 75 percent respectively. The respondents indicated that they want almost all the chosen interventions to be outsourced. Time slots should also be taken into consideration to ensure employee participation in the wellness programme services. The respondent FSRA employees seem to prefer interventions of an educational nature to be during the lunch hour. These include Nutrition Education, Health Education, Hygiene Education and Medical Check ups and Treatment, whereas Gymnasium was preferred to be after working hours.
- Full Text:
- Date Issued: 2015
- Authors: Madlopha, Sboniso Charles
- Date: 2015
- Subjects: Financial Services Regulatory Authority (Swaziland) , Employee health promotion -- Swaziland , Needs assessment -- Swaziland , Absenteeism (Labor) -- Swaziland , Employee morale -- Swaziland , Contracting out -- Swaziland
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:857 , http://hdl.handle.net/10962/d1018912
- Description: In 2010, the Financial Services Regulatory Authority (FSRA) of Swaziland noticed a significant increase in employee absenteeism which they discovered was related mainly to: poor health (sick leave), personal and financial stress (garnishee orders were increasing), and low staff morale, the consequence of which was low productivity and missed deadlines (FSRA, 2010:7). High levels of absenteeism meant that a sizeable number of employees were unable to complete their daily tasks (FSRA, 2010:7). Consequently, in 2011, the FSRA Human Resource Department started a wellness programme for all employees in the organization in an attempt to respond to the human resource challenges reported in 2009/10 financial year. By the end of 2012, FSRA management reported that the introduction of the EWP had not yielded the expected results. This therefore prompted management to request an evaluation of the FSRA employee wellness programme. The aim of this research was to identify and prioritize the needs of employees in terms of requirements of a wellness programme and how it should be delivered. The specific objectives of the study are as follows: to identify the wellness needs of employees, to identify employee preferences in terms of the type of interventions to be included in a wellness programme, to identify the preferred mode of delivery of the wellness programme and to make recommendations to management on the design of a wellness programme. Questionnaires with closed ended questions were used to collect data for this survey. The questionnaire used is attached as Appendix A. By means of a needs analysis survey, this research was designed to assess the FSRA employees’ needs in terms of an employee wellness programme, as well as the preferred EWP delivery methods. About 70 percent of FSRA employees participated in the survey. The respondents completed the questionnaire and submitted it online over a period of 10 working days (2 weeks). This report is structured into three sections, namely; section one, which is the evaluation report that gives details of the importance of the study, highlights research methods and then present the results, discussions and recommendations. Section two deals with the literature review while section three reports on the research methodology, research design and procedures and the limitation of the study. In light of the findings on the wellness needs of employees, 72 percent of the respondents felt the current wellness programme was very inadequate and a further 10 percent added that it was inadequate in addressing their wellness needs largely because the needs were not known. The most important wellness needs identified included: exercise, nutrition, personal hygiene, disease awareness and treatment of illness, coping with stress, coping with workload, ventilation, safety, bereavement, personal debt, and retirement planning. The most preferred wellness interventions that respondents proposed include Flexible Work Schedule, Safe Workplace, Improved Ventilation, Retirement Planning Advice and Gymnasium. Further analysis done using correlation analysis indicated that there was a significant positive relationship between the wellness needs and the wellness interventions. Concerning the delivery of the wellness programme, most of the employees indicated that outsourcing certain services was better than having them in house. The highest ranking of the services for out sourcing were nutrition education and medical checkups that ranked between 82 percent and 75 percent respectively. The respondents indicated that they want almost all the chosen interventions to be outsourced. Time slots should also be taken into consideration to ensure employee participation in the wellness programme services. The respondent FSRA employees seem to prefer interventions of an educational nature to be during the lunch hour. These include Nutrition Education, Health Education, Hygiene Education and Medical Check ups and Treatment, whereas Gymnasium was preferred to be after working hours.
- Full Text:
- Date Issued: 2015
An analysis of use of cloud enterprise resource planning systems in South Africa
- Authors: Atukwase, Denise
- Date: 2015
- Subjects: Enterprise resource planning -- South Africa , Business planning -- South Africa , Management information systems -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8874 , http://hdl.handle.net/10948/d1020352
- Description: Due to innovation, Information Technology (IT) is changing all the time. One of the fast growing IT innovations is cloud computing. The phenomenon of cloud computing has changed the way that business consumes IT and in particular Enterprise Resource Planning (ERP) systems. This phenomenon has led to a need for research in the field of cloud ERP systems. A review of the literature revealed a gap in research related to cloud ERP systems and particularly to the adoption of these systems in South African companies. Only a few studies have been done regarding the adoption of cloud computing in South Africa, and the extent of adoption of cloud ERP systems in South Africa is not known. This study set out to answer the research question “What is the extent of understanding and adoption of ERP system in South African companies?” The study will be useful to the ERP industry in understanding the level of adoption of and perceptions about cloud ERP systems by South African companies. In order to answer the research question a survey research strategy was adopted and was of an exploratory nature. The sample was composed of IT professionals and line managers in South African companies. Questionnaires were sent via web link and 41 complete responses were obtained. The results showed that the respondents had a good understanding of the advantages/benefits of cloud ERP systems. However, a lack of clear understanding of the disadvantages/drawbacks of cloud ERP systems was evident in the research data which could lead to non-adoption of cloud ERP systems. Adoption of cloud ERP systems was highest in the engineering, manufacturing and IT sector. It was evident that IaaS and PaaS have not been adopted at all. The majority of the companies (60 percent) that had adopted cloud ERP systems were SMEs. This is in line with international studies that show that SMEs are driving the change in IT innovation such as cloud ERP systems.
- Full Text:
- Date Issued: 2015
- Authors: Atukwase, Denise
- Date: 2015
- Subjects: Enterprise resource planning -- South Africa , Business planning -- South Africa , Management information systems -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8874 , http://hdl.handle.net/10948/d1020352
- Description: Due to innovation, Information Technology (IT) is changing all the time. One of the fast growing IT innovations is cloud computing. The phenomenon of cloud computing has changed the way that business consumes IT and in particular Enterprise Resource Planning (ERP) systems. This phenomenon has led to a need for research in the field of cloud ERP systems. A review of the literature revealed a gap in research related to cloud ERP systems and particularly to the adoption of these systems in South African companies. Only a few studies have been done regarding the adoption of cloud computing in South Africa, and the extent of adoption of cloud ERP systems in South Africa is not known. This study set out to answer the research question “What is the extent of understanding and adoption of ERP system in South African companies?” The study will be useful to the ERP industry in understanding the level of adoption of and perceptions about cloud ERP systems by South African companies. In order to answer the research question a survey research strategy was adopted and was of an exploratory nature. The sample was composed of IT professionals and line managers in South African companies. Questionnaires were sent via web link and 41 complete responses were obtained. The results showed that the respondents had a good understanding of the advantages/benefits of cloud ERP systems. However, a lack of clear understanding of the disadvantages/drawbacks of cloud ERP systems was evident in the research data which could lead to non-adoption of cloud ERP systems. Adoption of cloud ERP systems was highest in the engineering, manufacturing and IT sector. It was evident that IaaS and PaaS have not been adopted at all. The majority of the companies (60 percent) that had adopted cloud ERP systems were SMEs. This is in line with international studies that show that SMEs are driving the change in IT innovation such as cloud ERP systems.
- Full Text:
- Date Issued: 2015
An empirical study on staff turnover and retention within Eskom : Eastern Cape Operating Unit
- Authors: Chibba, Rajesh Chagan
- Date: 2015
- Subjects: Eskom (Firm) , Labor turnover -- South Africa -- Eastern Cape , Employee retention -- South Africa -- Eastern Cape , Job satisfaction -- South Africa -- Eastern Cape , Career development -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:847 , http://hdl.handle.net/10962/d1017514
- Description: This research paper is broken up into three sections, namely an evaluation report, a literature review and a description of the research methodology. The evaluation report section is an assessment of the factors that could contribute to staff leaving the organisation and why staff would choose to remain with the organisation. The Distribution Division of Eskom is divided into nine separate Operating Units (OU's), in line with the nine Provinces. According to an Eskom Human Resource Manager (Mjali, 2013), as at March 2012 there were 2231 employees in the Easter Cape Operating Unit, while the staff turnover for the same period was 4.53%. Of the 101 staff that had resigned for the period 01 April 2011 to 31 March 2012, there were 27 transfers, 26 resignations and 30 retirements. The balance of 18 staff that left was due to dismissals and deaths. While the statistics suggest a healthy level of staff turnover at present, given the current pressures that Eskom employees are under, it is important to investigate their future intentions and to see what Eskom can do to continue to retain their services. The literature relating to staff turnover and retention was examined to determine the meaning of the terms retention and turnover and to review the relevant turnover topics that were emerging from the exit interview data. The research conducted was quantitative in nature, and a questionnaire was distributed to all managerial staff within the Eastern Cape Operating Unit of Eskom. The questionnaire was sent electronically to the participants via email with the link to the questionnaire. Participants were requested to respond on questions relating to factors on turnover and retention, and the responses were used to assess employee's intention to either remain with the organisation or to leave. The feedback received was analysed with the use of data analysis in Microsoft Excel (2010). The results of the research showed that there were two distinct themes related to employees' intention to remain with the organisation, namely job satisfaction and career development. On the other end of the scale, themes which would cause staff to want to leave the organisation were the performance management system of the organisation, not being listened to (i.e. to the ideas and views of staff) and leadership (i.e. the way the organisation was being led). Recommendations are made to management. The study also recommends future research that can be done to get greater insight into factors relating to staff turnover and retention. A detailed review of the literature is included in Section two of the report. Only essential components of the literature are included in Section one of report. Section three of the report provided a detailed description of the research design and the research procedure that was followed.
- Full Text:
- Date Issued: 2015
- Authors: Chibba, Rajesh Chagan
- Date: 2015
- Subjects: Eskom (Firm) , Labor turnover -- South Africa -- Eastern Cape , Employee retention -- South Africa -- Eastern Cape , Job satisfaction -- South Africa -- Eastern Cape , Career development -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:847 , http://hdl.handle.net/10962/d1017514
- Description: This research paper is broken up into three sections, namely an evaluation report, a literature review and a description of the research methodology. The evaluation report section is an assessment of the factors that could contribute to staff leaving the organisation and why staff would choose to remain with the organisation. The Distribution Division of Eskom is divided into nine separate Operating Units (OU's), in line with the nine Provinces. According to an Eskom Human Resource Manager (Mjali, 2013), as at March 2012 there were 2231 employees in the Easter Cape Operating Unit, while the staff turnover for the same period was 4.53%. Of the 101 staff that had resigned for the period 01 April 2011 to 31 March 2012, there were 27 transfers, 26 resignations and 30 retirements. The balance of 18 staff that left was due to dismissals and deaths. While the statistics suggest a healthy level of staff turnover at present, given the current pressures that Eskom employees are under, it is important to investigate their future intentions and to see what Eskom can do to continue to retain their services. The literature relating to staff turnover and retention was examined to determine the meaning of the terms retention and turnover and to review the relevant turnover topics that were emerging from the exit interview data. The research conducted was quantitative in nature, and a questionnaire was distributed to all managerial staff within the Eastern Cape Operating Unit of Eskom. The questionnaire was sent electronically to the participants via email with the link to the questionnaire. Participants were requested to respond on questions relating to factors on turnover and retention, and the responses were used to assess employee's intention to either remain with the organisation or to leave. The feedback received was analysed with the use of data analysis in Microsoft Excel (2010). The results of the research showed that there were two distinct themes related to employees' intention to remain with the organisation, namely job satisfaction and career development. On the other end of the scale, themes which would cause staff to want to leave the organisation were the performance management system of the organisation, not being listened to (i.e. to the ideas and views of staff) and leadership (i.e. the way the organisation was being led). Recommendations are made to management. The study also recommends future research that can be done to get greater insight into factors relating to staff turnover and retention. A detailed review of the literature is included in Section two of the report. Only essential components of the literature are included in Section one of report. Section three of the report provided a detailed description of the research design and the research procedure that was followed.
- Full Text:
- Date Issued: 2015
An evaluation of change communication in ensuring the sustainability of change at Barclays Africa's first "green" building
- Authors: Magubane, Nokuzola
- Date: 2015
- Subjects: Barclays Bank , Sustainable buildings -- South Africa -- Johannesburg , Organizational change -- South Africa -- Johannesburg , Communication in organizations
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:849 , http://hdl.handle.net/10962/d1017517
- Description: The purpose of the study was to conduct an evaluation on the effectiveness of the change communications distributed to the occupants of Barclays Towers West, Barclays Africa‟s first green building, in ensuring the sustainability of the change after the move into the building. In addition, recommendations are made to improve the change communications directed towards the building occupants to ensure the sustainability of the change and for future moves to green buildings. The research paper is made up of the following three distinct sections: Section One – Evaluation Research Report: this section outlines the organisational and research context for the study, the objectives of the research and rationale for conducting the research. A brief overview of the key theories and models on change communication that were utilised in the study are discussed, and definitions of important terms are presented. The research methodology is also described which includes an explanation on the evaluation research approach utilised as well as the use of both qualitative and quantitative data in the study. In addition, the results from the research conducted are presented, based on three data collection methods utilised: document analysis, semi-structured interviews and a survey. The results are then analysed and discussed in relation to the literature reviewed on change communication. Recommendations are made on improvements that can be made to the change communications to ensure the sustainability of the change. Section Two – Literature Review: the literature, theories and important concept definitions of organisational change management, change sustainability, change communication and green buildings which are relevant for the research topic and have been used as the theoretical base of the study are explored in this section. A key component of the literature review is the description of the change communication theories and models: communication theory, Armenakis, Harris and Field (2007) Model, and the Barrett (2002) Model. An understanding of the theories and models is imperative, as the effectiveness of the change communications after the move into Barclays Towers West is assessed based on the elements of the change communication theories and models. Section Three – Research Methodology: the research methodology for the study is described in this section. Specifically, the research aims and objectives, the research paradigm, the population and sampling, data collection, data analysis and ethical considerations are outlined. A key component of the section is the explanation on how the data was collected and analysed in the study and the sequence. The post move communications and artefacts and meeting presentations were collected first. The qualitative data was analysed and used to determine the questions for the semi structured interviews. Semi-structured one on one interviews were then conducted. The qualitative data and the change communication theories and models used in this study were used to determine the questions for the online survey. An online survey tool was used to administer a predominantly five point Likert scale questionnaire with an invitation to participate emailed to the building occupants. The quantitative data was analysed using descriptive statistical analysis. Research Findings: The key research findings revealed that the messages communicated to the occupants after the move into the building have been mainly focused on operational matters and rarely on educating occupants on the green aspects of the building. A large majority of the survey respondents were aware of the building facilities, details and required behaviour. However it was found that the occupants, Line Managers and Senior Management are not displaying the required behaviour for a green building and do not know how to use some of the building facilities. A major gap was found in communicating with people moving into the building. In addition it was found that some of the information communicated to occupants is outdated. Written communications are used extensively and face to face communication is rarely used to communicate with the occupants. As a result, a number of changes are required to improve the effectiveness of the change communications to the occupants of Barclays Towers West. The improvements include communicating to new occupants; utilising additional communication channels; focusing communication messages on educating occupants on the strategic objectives for the building; rationale for building features and facilities; how to use the facilities and the impact of their behaviour on the building objectives being achieved.
- Full Text:
- Date Issued: 2015
- Authors: Magubane, Nokuzola
- Date: 2015
- Subjects: Barclays Bank , Sustainable buildings -- South Africa -- Johannesburg , Organizational change -- South Africa -- Johannesburg , Communication in organizations
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:849 , http://hdl.handle.net/10962/d1017517
- Description: The purpose of the study was to conduct an evaluation on the effectiveness of the change communications distributed to the occupants of Barclays Towers West, Barclays Africa‟s first green building, in ensuring the sustainability of the change after the move into the building. In addition, recommendations are made to improve the change communications directed towards the building occupants to ensure the sustainability of the change and for future moves to green buildings. The research paper is made up of the following three distinct sections: Section One – Evaluation Research Report: this section outlines the organisational and research context for the study, the objectives of the research and rationale for conducting the research. A brief overview of the key theories and models on change communication that were utilised in the study are discussed, and definitions of important terms are presented. The research methodology is also described which includes an explanation on the evaluation research approach utilised as well as the use of both qualitative and quantitative data in the study. In addition, the results from the research conducted are presented, based on three data collection methods utilised: document analysis, semi-structured interviews and a survey. The results are then analysed and discussed in relation to the literature reviewed on change communication. Recommendations are made on improvements that can be made to the change communications to ensure the sustainability of the change. Section Two – Literature Review: the literature, theories and important concept definitions of organisational change management, change sustainability, change communication and green buildings which are relevant for the research topic and have been used as the theoretical base of the study are explored in this section. A key component of the literature review is the description of the change communication theories and models: communication theory, Armenakis, Harris and Field (2007) Model, and the Barrett (2002) Model. An understanding of the theories and models is imperative, as the effectiveness of the change communications after the move into Barclays Towers West is assessed based on the elements of the change communication theories and models. Section Three – Research Methodology: the research methodology for the study is described in this section. Specifically, the research aims and objectives, the research paradigm, the population and sampling, data collection, data analysis and ethical considerations are outlined. A key component of the section is the explanation on how the data was collected and analysed in the study and the sequence. The post move communications and artefacts and meeting presentations were collected first. The qualitative data was analysed and used to determine the questions for the semi structured interviews. Semi-structured one on one interviews were then conducted. The qualitative data and the change communication theories and models used in this study were used to determine the questions for the online survey. An online survey tool was used to administer a predominantly five point Likert scale questionnaire with an invitation to participate emailed to the building occupants. The quantitative data was analysed using descriptive statistical analysis. Research Findings: The key research findings revealed that the messages communicated to the occupants after the move into the building have been mainly focused on operational matters and rarely on educating occupants on the green aspects of the building. A large majority of the survey respondents were aware of the building facilities, details and required behaviour. However it was found that the occupants, Line Managers and Senior Management are not displaying the required behaviour for a green building and do not know how to use some of the building facilities. A major gap was found in communicating with people moving into the building. In addition it was found that some of the information communicated to occupants is outdated. Written communications are used extensively and face to face communication is rarely used to communicate with the occupants. As a result, a number of changes are required to improve the effectiveness of the change communications to the occupants of Barclays Towers West. The improvements include communicating to new occupants; utilising additional communication channels; focusing communication messages on educating occupants on the strategic objectives for the building; rationale for building features and facilities; how to use the facilities and the impact of their behaviour on the building objectives being achieved.
- Full Text:
- Date Issued: 2015
An evaluation of the implementation of Mercedes Benz production system (MPS) and the employee change readiness at Mercedes Benz commercial vehicles South Africa
- Authors: McAllister, Rozane Ronardo
- Date: 2015
- Subjects: Daimler-Benz Aktiengesellschaft , Organizational change -- South Africa , Organizational behavior -- South Africa , Employees -- Attitudes , Continuous improvement process -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:850 , http://hdl.handle.net/10962/d1017518
- Description: The evaluation report section describes the evaluation of the implementation of Mercedes Benz Production System (MPS) at Mercedes Benz Commercial Vehicles, which is a division of Mercedes Benz South Africa’s manufacturing plant situated in East London. The section evaluates the changes the implementation of MPS brought to the Key Performance Indicators (KPI’S) of the division and evaluates the change readiness of the employees in the division prior to the change. The change implementation was initiated by the management of MBCV as a strategic organisational change to bring about continuous improvement to the KPI’s of the organisation. These KPI’s are Safety, Quality, Delivery, Cost and Morale (SQDCM). The reason behind the change at the time was deemed critical to MBCV in order to meet the annual KPI targets and remain cost competitive and sustainable. The evaluation report further describes the results of the change with regards to the organisational KPI’s and the level of employee change readiness which was conducted through a questionnaire survey. A brief literature review is included in the Evaluation Report under section one describing key concepts about Production Systems, Lean Manufacturing and Change Management. The evaluation section includes recommendations based on the results of the research findings and ends with a conclusion. The literature review section explores the literature that supports production systems, lean manufacturing and change management concepts, its definitions, importance and benefits. The literature review describes and critiques key concepts of the research such as productions systems, MPS in particular, lean manufacturing concepts and related change management topics relevant to the research. The literature review defines production systems and the concepts of lean manufacturing, highlighting the benefits of the concepts to enhance organisations’ manufacturing capabilities. An integrated part of lean manufacturing is people and the implementation of lean manufacturing into an organisation requires change management theories therefore key understanding in this particular research was to discuss change management concepts, in particular, employee change readiness. The literature will discuss different tools to assess employee change readiness and from this develop an employee change readiness tool. The change management concepts evaluated change readiness and the consequences if organisations are not ready for change. The research methodology section describes how that the research was conducted in two phases, one to evaluate the implementation of MPS with regards to the organisational KPI’s (SQDCM). This was assessed through reports from projects and presentations made by the project teams on improvements of the organisational KPI’s. The second phase evaluated the change readiness of the employees prior to the implementation of MPS. This phase of the research was intended to retrieve quantitative data with an adapted questionnaire which was distributed to employees. To evaluate the change readiness, a change model known as ADKAR was used as an evaluation instrument. The modified ADKAR questionnaire was distributed to employees in hard copies and completed during a weekly team meeting. The results were summarised and descriptive statistics were used to analyse the final results. Microsoft Excel (2010 version) was used to illustrate and display the graphs. Section three discussed the research methodology in more detail. The study shows that although there were some positive changes that came from the implementation of MPS in MBCV, especially to the following KPI’s (Safety, Quality, Delivery and Cost), real consideration should be given to employee morale and the level of change readiness of MBCV employees.
- Full Text:
- Date Issued: 2015
- Authors: McAllister, Rozane Ronardo
- Date: 2015
- Subjects: Daimler-Benz Aktiengesellschaft , Organizational change -- South Africa , Organizational behavior -- South Africa , Employees -- Attitudes , Continuous improvement process -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:850 , http://hdl.handle.net/10962/d1017518
- Description: The evaluation report section describes the evaluation of the implementation of Mercedes Benz Production System (MPS) at Mercedes Benz Commercial Vehicles, which is a division of Mercedes Benz South Africa’s manufacturing plant situated in East London. The section evaluates the changes the implementation of MPS brought to the Key Performance Indicators (KPI’S) of the division and evaluates the change readiness of the employees in the division prior to the change. The change implementation was initiated by the management of MBCV as a strategic organisational change to bring about continuous improvement to the KPI’s of the organisation. These KPI’s are Safety, Quality, Delivery, Cost and Morale (SQDCM). The reason behind the change at the time was deemed critical to MBCV in order to meet the annual KPI targets and remain cost competitive and sustainable. The evaluation report further describes the results of the change with regards to the organisational KPI’s and the level of employee change readiness which was conducted through a questionnaire survey. A brief literature review is included in the Evaluation Report under section one describing key concepts about Production Systems, Lean Manufacturing and Change Management. The evaluation section includes recommendations based on the results of the research findings and ends with a conclusion. The literature review section explores the literature that supports production systems, lean manufacturing and change management concepts, its definitions, importance and benefits. The literature review describes and critiques key concepts of the research such as productions systems, MPS in particular, lean manufacturing concepts and related change management topics relevant to the research. The literature review defines production systems and the concepts of lean manufacturing, highlighting the benefits of the concepts to enhance organisations’ manufacturing capabilities. An integrated part of lean manufacturing is people and the implementation of lean manufacturing into an organisation requires change management theories therefore key understanding in this particular research was to discuss change management concepts, in particular, employee change readiness. The literature will discuss different tools to assess employee change readiness and from this develop an employee change readiness tool. The change management concepts evaluated change readiness and the consequences if organisations are not ready for change. The research methodology section describes how that the research was conducted in two phases, one to evaluate the implementation of MPS with regards to the organisational KPI’s (SQDCM). This was assessed through reports from projects and presentations made by the project teams on improvements of the organisational KPI’s. The second phase evaluated the change readiness of the employees prior to the implementation of MPS. This phase of the research was intended to retrieve quantitative data with an adapted questionnaire which was distributed to employees. To evaluate the change readiness, a change model known as ADKAR was used as an evaluation instrument. The modified ADKAR questionnaire was distributed to employees in hard copies and completed during a weekly team meeting. The results were summarised and descriptive statistics were used to analyse the final results. Microsoft Excel (2010 version) was used to illustrate and display the graphs. Section three discussed the research methodology in more detail. The study shows that although there were some positive changes that came from the implementation of MPS in MBCV, especially to the following KPI’s (Safety, Quality, Delivery and Cost), real consideration should be given to employee morale and the level of change readiness of MBCV employees.
- Full Text:
- Date Issued: 2015
An exploration of business level strategy at the bottom of the pyramid: a case study of Twizza, Eastern Cape
- Authors: Sityoshwana, Ludwe Lusu
- Date: 2015
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/54486 , vital:26569
- Description: This qualitative study focuses on business level strategy adopted by Twizza to compete in the bottom of the pyramid market in the Eastern Cape, South Africa. Twizza enjoyed huge success between the years 2010 - 2014 as a medium to large sized manufacturer of carbonated soft drinks in the Eastern Cape. In light of this, the current study seeks to answer the following: What business level strategy did top management at Twizza adopt to compete and grow in the BoP market in the Eastern Cape, South Africa? The study takes the form of a case study to explore and understand the patterns of decisions adopted by Twizza’s top management in competing at the bottom of the pyramid. As such, the main objective of the study was to identify the business level strategy adopted by Twizza which enabled their superior performance within the BoP market. The study adopts Porter`s typology to explore business level strategy. Stratified, purposive sampling was used to identify 4 top managers as participants in this study. A total of 7, semi-structured, interviews were used to collect critical incidents from top management of Twizza. This was the primary data used in this study. This type of data was combined with relevant information which was gathered via published press articles and on-line commentary. The study found that central to Twizza’s business strategy were four pillars, namely, strict control and management of manufacturing costs, product quality equal to that of market leaders, the ability of the organisation to manufacture its own raw materials and ability to ensure product availability to the market to the market. These findings reveal that Twizza employed a hybrid strategy, anchored by cost leadership. Thus, Twizza incorporated elements of differentiation and best value strategies to offer its customers affordable quality.
- Full Text:
- Date Issued: 2015
- Authors: Sityoshwana, Ludwe Lusu
- Date: 2015
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/54486 , vital:26569
- Description: This qualitative study focuses on business level strategy adopted by Twizza to compete in the bottom of the pyramid market in the Eastern Cape, South Africa. Twizza enjoyed huge success between the years 2010 - 2014 as a medium to large sized manufacturer of carbonated soft drinks in the Eastern Cape. In light of this, the current study seeks to answer the following: What business level strategy did top management at Twizza adopt to compete and grow in the BoP market in the Eastern Cape, South Africa? The study takes the form of a case study to explore and understand the patterns of decisions adopted by Twizza’s top management in competing at the bottom of the pyramid. As such, the main objective of the study was to identify the business level strategy adopted by Twizza which enabled their superior performance within the BoP market. The study adopts Porter`s typology to explore business level strategy. Stratified, purposive sampling was used to identify 4 top managers as participants in this study. A total of 7, semi-structured, interviews were used to collect critical incidents from top management of Twizza. This was the primary data used in this study. This type of data was combined with relevant information which was gathered via published press articles and on-line commentary. The study found that central to Twizza’s business strategy were four pillars, namely, strict control and management of manufacturing costs, product quality equal to that of market leaders, the ability of the organisation to manufacture its own raw materials and ability to ensure product availability to the market to the market. These findings reveal that Twizza employed a hybrid strategy, anchored by cost leadership. Thus, Twizza incorporated elements of differentiation and best value strategies to offer its customers affordable quality.
- Full Text:
- Date Issued: 2015
Assessing ecological intelligence and behaviours in organisations
- Authors: Hill, Hayden Clee
- Date: 2015
- Subjects: Sustainable development -- Management , Social responsibility of business , Executive ability
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/8284 , vital:26319
- Description: The earth has been undergoing a process of global warming and climate change for a period exceeding 100 years. These two occurrences have had many adverse effects on the sustainability of the environment as well as on humans and organisations. The direct cause of global warming and climate change, including the consequential negative ramifications, are due to humans use of natural resources mostly in the form of the consumption of products and services. Organisations are regarded as the largest consumers of products and services within society and as a result are responsible for the major contributions made to global warming and climate change. In order to rectify the negative impact made by organisations in terms of their ecological behaviour and ensure organisational sustainability theory, stipulates that a behavioural change within leadership is required. Ecologically intelligent leaders who hold an affirmation of an ecological worldview and enact pro-ecological behaviours are pivotal to the proliferation of ecological leadership and a subsequent rise in organisational pro-ecological behaviour, towards a sustainable future. On the basis of the above mentioned statements, gained from various literature, a conceptual model was formed and an exploratory research study undertaken to substantiate the presence of correlational or causal relationships between a leader’s ecological intelligence with the enactment of ecological leadership and organisational pro-ecological behaviour. The sample consisted of 42 respondents who occupied positions of leadership within organisations that were members of the Southern African Association for Energy Efficiency. The findings provide substantiating evidence of the presence of ecological intelligence within leadership, the enactment of ecological leadership as well as organisational pro-ecological behaviour. Furthermore significant correlational relationships exist between ecological leadership and organisational pro-ecological behaviour. There is also substantiating indication that the enablers of a leader’s ecological intelligence, an affirmation of an ecological worldview and pro-ecological behaviour, facilitate the outcome of organisational pro-ecological behaviour.
- Full Text:
- Date Issued: 2015
- Authors: Hill, Hayden Clee
- Date: 2015
- Subjects: Sustainable development -- Management , Social responsibility of business , Executive ability
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/8284 , vital:26319
- Description: The earth has been undergoing a process of global warming and climate change for a period exceeding 100 years. These two occurrences have had many adverse effects on the sustainability of the environment as well as on humans and organisations. The direct cause of global warming and climate change, including the consequential negative ramifications, are due to humans use of natural resources mostly in the form of the consumption of products and services. Organisations are regarded as the largest consumers of products and services within society and as a result are responsible for the major contributions made to global warming and climate change. In order to rectify the negative impact made by organisations in terms of their ecological behaviour and ensure organisational sustainability theory, stipulates that a behavioural change within leadership is required. Ecologically intelligent leaders who hold an affirmation of an ecological worldview and enact pro-ecological behaviours are pivotal to the proliferation of ecological leadership and a subsequent rise in organisational pro-ecological behaviour, towards a sustainable future. On the basis of the above mentioned statements, gained from various literature, a conceptual model was formed and an exploratory research study undertaken to substantiate the presence of correlational or causal relationships between a leader’s ecological intelligence with the enactment of ecological leadership and organisational pro-ecological behaviour. The sample consisted of 42 respondents who occupied positions of leadership within organisations that were members of the Southern African Association for Energy Efficiency. The findings provide substantiating evidence of the presence of ecological intelligence within leadership, the enactment of ecological leadership as well as organisational pro-ecological behaviour. Furthermore significant correlational relationships exist between ecological leadership and organisational pro-ecological behaviour. There is also substantiating indication that the enablers of a leader’s ecological intelligence, an affirmation of an ecological worldview and pro-ecological behaviour, facilitate the outcome of organisational pro-ecological behaviour.
- Full Text:
- Date Issued: 2015
Assessing law enforcement's ability to fight cybercrime in South Africa
- Authors: Moleko, Tsepo
- Date: 2015
- Subjects: Computer crimes -- South Africa Law enforcement -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/11470 , vital:26929
- Description: Cybercrime is the use of technology to support or directly facilitate a criminal activity, with logon credentials being the main information asset targeted during a cybercrime. The one time passwords used by banks to protect their clients from cybercrime are also under attack by cybercriminals. The Internet has made it easy to commit cybercrime, with perpetrators experiencing virtually no risk with huge returns. Individual cybercrime cases are sometimes small in nature, which means that the police can be reluctant to commit the resources necessary to investigate every incident. There is a distinct lack of resources, skills, knowledge and training in relation to identifying, understanding and responding to the growing threat of cybercrime. This research addresses how to solve these issues in South Africa in order for cybercrime to be tackled effectively and for perpetrators to be prosecuted.
- Full Text:
- Date Issued: 2015
- Authors: Moleko, Tsepo
- Date: 2015
- Subjects: Computer crimes -- South Africa Law enforcement -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/11470 , vital:26929
- Description: Cybercrime is the use of technology to support or directly facilitate a criminal activity, with logon credentials being the main information asset targeted during a cybercrime. The one time passwords used by banks to protect their clients from cybercrime are also under attack by cybercriminals. The Internet has made it easy to commit cybercrime, with perpetrators experiencing virtually no risk with huge returns. Individual cybercrime cases are sometimes small in nature, which means that the police can be reluctant to commit the resources necessary to investigate every incident. There is a distinct lack of resources, skills, knowledge and training in relation to identifying, understanding and responding to the growing threat of cybercrime. This research addresses how to solve these issues in South Africa in order for cybercrime to be tackled effectively and for perpetrators to be prosecuted.
- Full Text:
- Date Issued: 2015
Assessing the health and safety management of SMME's in the South African construction industry
- Authors: Quantoi, Phoebus Llewellyn
- Date: 2015
- Subjects: Construction industry -- Safety measures , Industrial safety -- South Africa -- Management , Small business -- Health aspects
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/3842 , vital:20468
- Description: The prosperity of small micro and medium enterprises (SMME’s) in the construction industry is vital for the improvement of the South African economy. Unfortunately, the poor safety record of this industry negatively affects the sustainability of SMME’s and augments the loss of human lives. Owners and managers of SMME’s in the construction industry are usually financially fragile and unaware of the direct and an indirect cost associated with injuries that may result in potential profit loss and ultimately, bankruptcy. The construction industry continues to lead with high levels of fatalities and injuries compared to other industrial sectors. High levels of non-compliance with health and safety legislation in the construction industry necessitate creative interventions to improve health and safety standards. The objective of the research was to establish to what extent SMME’s comply with health and safety in the construction industry. Research was done by means of a survey questionnaire and the findings concluded that government laws are appropriate however the enforcing of such law needs attention. Furthermore, most owners are aware of the required legislation but the competitive nature allude that “that shortcuts are taken”.
- Full Text:
- Date Issued: 2015
- Authors: Quantoi, Phoebus Llewellyn
- Date: 2015
- Subjects: Construction industry -- Safety measures , Industrial safety -- South Africa -- Management , Small business -- Health aspects
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/3842 , vital:20468
- Description: The prosperity of small micro and medium enterprises (SMME’s) in the construction industry is vital for the improvement of the South African economy. Unfortunately, the poor safety record of this industry negatively affects the sustainability of SMME’s and augments the loss of human lives. Owners and managers of SMME’s in the construction industry are usually financially fragile and unaware of the direct and an indirect cost associated with injuries that may result in potential profit loss and ultimately, bankruptcy. The construction industry continues to lead with high levels of fatalities and injuries compared to other industrial sectors. High levels of non-compliance with health and safety legislation in the construction industry necessitate creative interventions to improve health and safety standards. The objective of the research was to establish to what extent SMME’s comply with health and safety in the construction industry. Research was done by means of a survey questionnaire and the findings concluded that government laws are appropriate however the enforcing of such law needs attention. Furthermore, most owners are aware of the required legislation but the competitive nature allude that “that shortcuts are taken”.
- Full Text:
- Date Issued: 2015
Assessing the impact of the transition from MIDP to APDP in the South African automotive industry
- Authors: Strydom, Elwin
- Date: 2015
- Subjects: Automobile industry and trade -- South Africa , Sustainable development -- South Africa , Economic development -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/5908 , vital:21010
- Description: The South African automotive industry is by no means a ―cut and paste‖ version of their overseas counterparts. The industry and the market are very complex. The historical background of the industry is such that companies have difficulty forming partnerships and joint ventures with bigger international conglomerates. The difficulty with this kind of mindset is that it is restricting growth and development of the nation as a whole. Globalisation is a future we cannot be avoided. Should the nation continue to reject it and embrace the mindset of countries in Africa, South Africa (SA) will continue on the path that the rest of Africa is heading, a path that leading to self-destruct and segregation. Even though SA is a developing country, it is in some areas as developed as many other first world countries. For a country to generate wealth it needs to be innovative and develop an entrepreneurial consciousness. A young country like South Africa needs creative thinkers and opportunists that can see into the future, seizing every opportunity, to grow and develop new ideas and business. In order for a country to grow it needs a leadership that is to nurture the baby of innovation. If South Africa wants to be part of the global village it need to develop a trade policy that welcomes trade and at the same time creates stable and sustainable jobs. The environment for investments needs to be cultivated in a problem-free and growth prone nation. This can only happen when the educational level of the nation is improved. The fact that so many skilled workers need to be imported creates tension in the labour market. People with talent need to have a reason to stay in the country. Their salaries should match that of their overseas counterparts. Furthermore, with the same skill level and work ethic, should have the same rewards and remuneration.
- Full Text:
- Date Issued: 2015
- Authors: Strydom, Elwin
- Date: 2015
- Subjects: Automobile industry and trade -- South Africa , Sustainable development -- South Africa , Economic development -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/5908 , vital:21010
- Description: The South African automotive industry is by no means a ―cut and paste‖ version of their overseas counterparts. The industry and the market are very complex. The historical background of the industry is such that companies have difficulty forming partnerships and joint ventures with bigger international conglomerates. The difficulty with this kind of mindset is that it is restricting growth and development of the nation as a whole. Globalisation is a future we cannot be avoided. Should the nation continue to reject it and embrace the mindset of countries in Africa, South Africa (SA) will continue on the path that the rest of Africa is heading, a path that leading to self-destruct and segregation. Even though SA is a developing country, it is in some areas as developed as many other first world countries. For a country to generate wealth it needs to be innovative and develop an entrepreneurial consciousness. A young country like South Africa needs creative thinkers and opportunists that can see into the future, seizing every opportunity, to grow and develop new ideas and business. In order for a country to grow it needs a leadership that is to nurture the baby of innovation. If South Africa wants to be part of the global village it need to develop a trade policy that welcomes trade and at the same time creates stable and sustainable jobs. The environment for investments needs to be cultivated in a problem-free and growth prone nation. This can only happen when the educational level of the nation is improved. The fact that so many skilled workers need to be imported creates tension in the labour market. People with talent need to have a reason to stay in the country. Their salaries should match that of their overseas counterparts. Furthermore, with the same skill level and work ethic, should have the same rewards and remuneration.
- Full Text:
- Date Issued: 2015
Audit committee effectiveness in an Eastern Cape provincial department
- Authors: Koranteng, Isaac
- Date: 2015
- Subjects: Audit committees -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/4045 , vital:20507
- Description: The discussion on the extent to which audit committees perform the oversight function of financial governance is important. This is particularly so in the Eastern Cape where the implementation of the Public Finance Management Act (PFMA) of 1999 has not significantly improved financial management. The deteriorating financial management environment of provincial departments impacts negatively on service delivery and is therefore a matter of great concern to the political administrators at both national and provincial levels. The objective of this study is to determine how effective audit committees are in Eastern Cape provincial departments and how this translates into good financial governance and, ultimately, improved service delivery. To achieve this objective, a literature review of the link between audit committee effectiveness, accountability and corporate governance in the public sector was conducted. It was found that audit committees in the public sector have similar responsibilities to that of the private sector and lack of accountability in the public sector impacts negatively on service delivery. A second literature review was conducted to highlight the current state of public financial management in South Africa and how this has had an impact on financial management in Eastern Cape provincial departments. A qualitative research methodology was applied because the researcher is of the opinion that the research question asked is more interpretive than predictive. An interview survey was conducted in which senior management officials were selected from provincial departments and interviewed using semi-structured questions. The research study concluded, that provincial departments in the Eastern Cape have all established audit committees in line with the Public Finance Management Act (PFMA) National Treasury regulations. These committees are however ineffective. Ineffectiveness is as a result of, among other factors, lack of stability in accounting officer and chief financial officer positions. Secondly, senior management have not been made to account for the persistent negative audit outcomes in their departments. The research recommends that the political leadership of the province should ensure stability in leadership, particularly in the position of accounting officer and the chief financial officer.
- Full Text:
- Date Issued: 2015
- Authors: Koranteng, Isaac
- Date: 2015
- Subjects: Audit committees -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/4045 , vital:20507
- Description: The discussion on the extent to which audit committees perform the oversight function of financial governance is important. This is particularly so in the Eastern Cape where the implementation of the Public Finance Management Act (PFMA) of 1999 has not significantly improved financial management. The deteriorating financial management environment of provincial departments impacts negatively on service delivery and is therefore a matter of great concern to the political administrators at both national and provincial levels. The objective of this study is to determine how effective audit committees are in Eastern Cape provincial departments and how this translates into good financial governance and, ultimately, improved service delivery. To achieve this objective, a literature review of the link between audit committee effectiveness, accountability and corporate governance in the public sector was conducted. It was found that audit committees in the public sector have similar responsibilities to that of the private sector and lack of accountability in the public sector impacts negatively on service delivery. A second literature review was conducted to highlight the current state of public financial management in South Africa and how this has had an impact on financial management in Eastern Cape provincial departments. A qualitative research methodology was applied because the researcher is of the opinion that the research question asked is more interpretive than predictive. An interview survey was conducted in which senior management officials were selected from provincial departments and interviewed using semi-structured questions. The research study concluded, that provincial departments in the Eastern Cape have all established audit committees in line with the Public Finance Management Act (PFMA) National Treasury regulations. These committees are however ineffective. Ineffectiveness is as a result of, among other factors, lack of stability in accounting officer and chief financial officer positions. Secondly, senior management have not been made to account for the persistent negative audit outcomes in their departments. The research recommends that the political leadership of the province should ensure stability in leadership, particularly in the position of accounting officer and the chief financial officer.
- Full Text:
- Date Issued: 2015
Best practices in dealing with substance abuse in the workplace
- Authors: Mboniswa, Hlangalwethu
- Date: 2015
- Subjects: Substance abuse -- Prevention , Alcoholism and employment -- South Africa , Employee assistance programs -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/8542 , vital:26404
- Description: The research study was to identify what strategies could be used by organizations in managing or containing substance abuse in the workplace. In solving the research problems, the following actions were taken: A literature study was conducted to identify the scope and impact of substance abuse in the workplace; A literature study was also conducted to identify the strategies to prevent and contain substance abuse in the workplace;The findings from the literature studies were integrated into a model of best practices for the management of substance abuse in the workplace; The model was used as a basis for the development of a survey questionnaire to determine which strategies and wellness activities the surveyed companies were using. The questionnaire survey was administered at 25 companies in Port Elizabeth. The empirical results revealed that substance abuse was common at all organizations and the size of the organization had no bearing on the extent of the substance abuse problem. The majority of the participants in the study indicated that they experienced substance abuse problems in their organizations with alcohol consumption being the main problem at these organizations. The results also revealed that companies were not doing enough in terms of education and awareness campaigns. The lack of campaigns and education material could pose a difficult challenge to deal with and could result in companies experiencing adverse performance. Another contributing factor in the prevalence of substance abuse in the workplace was that alcohol and tobacco were referred to as socially acceptable substances.
- Full Text:
- Date Issued: 2015
- Authors: Mboniswa, Hlangalwethu
- Date: 2015
- Subjects: Substance abuse -- Prevention , Alcoholism and employment -- South Africa , Employee assistance programs -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/8542 , vital:26404
- Description: The research study was to identify what strategies could be used by organizations in managing or containing substance abuse in the workplace. In solving the research problems, the following actions were taken: A literature study was conducted to identify the scope and impact of substance abuse in the workplace; A literature study was also conducted to identify the strategies to prevent and contain substance abuse in the workplace;The findings from the literature studies were integrated into a model of best practices for the management of substance abuse in the workplace; The model was used as a basis for the development of a survey questionnaire to determine which strategies and wellness activities the surveyed companies were using. The questionnaire survey was administered at 25 companies in Port Elizabeth. The empirical results revealed that substance abuse was common at all organizations and the size of the organization had no bearing on the extent of the substance abuse problem. The majority of the participants in the study indicated that they experienced substance abuse problems in their organizations with alcohol consumption being the main problem at these organizations. The results also revealed that companies were not doing enough in terms of education and awareness campaigns. The lack of campaigns and education material could pose a difficult challenge to deal with and could result in companies experiencing adverse performance. Another contributing factor in the prevalence of substance abuse in the workplace was that alcohol and tobacco were referred to as socially acceptable substances.
- Full Text:
- Date Issued: 2015
Business events for the citizens of the Nelson Mandela Metropolitan Bay
- Authors: Hastie, Dean
- Date: 2015
- Subjects: Place marketing -- South Africa -- Port Elizabeth. , Sightseeing business -- South Africa -- Port Elizabeth
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/7554 , vital:21810
- Description: The effective application of destination marketing strategies leads to increased business activity within a city. This in turn leads to higher attainment levels of social and economic development. It can therefore be said that destination marketing strategies are an essential factor in the growth and functioning of a city. The objective of destination marketing is the city’s image or identity which in turn is the starting point for developing the city’s brand. Cities require an identity. It is crucial that a city has a unique identity with which visitors, tourists and residents can relate to. Examples of these unique city identities are Los Angeles which is known as the City of Angels and Florence which is known as the City of Lilies. The image of a place influences people’s perceptions and choices when visiting, living and conducting business in a specific city. The city’s image and brand serves as a conduit for city residents to identify with their city. The essence of the brand must be discovered, identified, brought to the surface and not imagined, created or added from the outside through an artificial process. Cities that make use of effective destination marketing strategies have endured a considerable increase in business and leisure activities. Notably, business events are important attractions and drivers for activity in many destinations. Multiple parties designing a brand strategy for a city should thoroughly assess the resources and assets a city possesses. A city branding strategy can enable a city to leverage its ‘tangible and non-tangible assets‟. In order for business tourism to develop in South Africa, it is essential that players within the sector have a thorough understanding of international dynamics in order to capitalise on the opportunities that are provided in South Africa. Nelson Mandela Bay in South Africa is a city with vast potential. The city is ideal as a tourist destination as it is situated along the Sunshine coast of South Africa. It could be said of the city that it is on the threshold of rising eminence in the coming decades. This treatise investigates the approach and success factors for a successful rebranding of Nelson Mandela Bay through business events as part of a destination marketing strategy. The treatise will ascertain which business events residents of the Nelson Mandela Bay would require and support. A survey was conducted among citizens of Nelson Mandela Bay using a questionnaire from which 952 responses were received. The questionnaire measured the respondents’ attitudes to which types of business events they would require and support their feelings on the brand identity of the city as well as the communication medium they would like to receive communication through. The findings of this study indicate that residents of Nelson Mandela Bay are open to the use of business events as the main driver in terms of business event attendance and support. Furthermore, the residents have made it clear they will support exhibitions, conventions and tradeshows. Facebook and local radio are identified as being the preferred communication method for hearing about events.
- Full Text:
- Date Issued: 2015
- Authors: Hastie, Dean
- Date: 2015
- Subjects: Place marketing -- South Africa -- Port Elizabeth. , Sightseeing business -- South Africa -- Port Elizabeth
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/7554 , vital:21810
- Description: The effective application of destination marketing strategies leads to increased business activity within a city. This in turn leads to higher attainment levels of social and economic development. It can therefore be said that destination marketing strategies are an essential factor in the growth and functioning of a city. The objective of destination marketing is the city’s image or identity which in turn is the starting point for developing the city’s brand. Cities require an identity. It is crucial that a city has a unique identity with which visitors, tourists and residents can relate to. Examples of these unique city identities are Los Angeles which is known as the City of Angels and Florence which is known as the City of Lilies. The image of a place influences people’s perceptions and choices when visiting, living and conducting business in a specific city. The city’s image and brand serves as a conduit for city residents to identify with their city. The essence of the brand must be discovered, identified, brought to the surface and not imagined, created or added from the outside through an artificial process. Cities that make use of effective destination marketing strategies have endured a considerable increase in business and leisure activities. Notably, business events are important attractions and drivers for activity in many destinations. Multiple parties designing a brand strategy for a city should thoroughly assess the resources and assets a city possesses. A city branding strategy can enable a city to leverage its ‘tangible and non-tangible assets‟. In order for business tourism to develop in South Africa, it is essential that players within the sector have a thorough understanding of international dynamics in order to capitalise on the opportunities that are provided in South Africa. Nelson Mandela Bay in South Africa is a city with vast potential. The city is ideal as a tourist destination as it is situated along the Sunshine coast of South Africa. It could be said of the city that it is on the threshold of rising eminence in the coming decades. This treatise investigates the approach and success factors for a successful rebranding of Nelson Mandela Bay through business events as part of a destination marketing strategy. The treatise will ascertain which business events residents of the Nelson Mandela Bay would require and support. A survey was conducted among citizens of Nelson Mandela Bay using a questionnaire from which 952 responses were received. The questionnaire measured the respondents’ attitudes to which types of business events they would require and support their feelings on the brand identity of the city as well as the communication medium they would like to receive communication through. The findings of this study indicate that residents of Nelson Mandela Bay are open to the use of business events as the main driver in terms of business event attendance and support. Furthermore, the residents have made it clear they will support exhibitions, conventions and tradeshows. Facebook and local radio are identified as being the preferred communication method for hearing about events.
- Full Text:
- Date Issued: 2015
Case study : profitability drivers in the South African airline industry : a comparative analysis of SAA and Comair
- Authors: Batidzirai, Davison Herbert
- Date: 2015
- Subjects: South African Airways , Comair Limited , Airlines -- South Africa , Corporate profits -- South Africa , Organizational effectiveness -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:846 , http://hdl.handle.net/10962/d1017191
- Full Text:
- Date Issued: 2015
- Authors: Batidzirai, Davison Herbert
- Date: 2015
- Subjects: South African Airways , Comair Limited , Airlines -- South Africa , Corporate profits -- South Africa , Organizational effectiveness -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:846 , http://hdl.handle.net/10962/d1017191
- Full Text:
- Date Issued: 2015
Change management: transformational issues in South-African rugby
- Authors: Erasmus, Innis
- Date: 2015
- Subjects: Organizational change -- Management , Rugby football -- South Africa , Sports administration
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/48819 , vital:41143
- Description: The history of the sport rugby evolved from a football game more than a century ago, in England, in a town called Rugby when a young boy by the name of William Webb Ellis picked up the ball and ran to score a try. In the last two decades in South Africa the transformation process in getting more players of colour in the national team has become a real big issue. The fast changing society since 1995, the year in which the Springboks won their first Rugby World Cup, is according to government and critics not represented in the senior national side. Change management is a business management approach to implement procedures to deal with changes and to be able to reach the desired future state by profiting from the changing opportunities. SARU wants to address these issues and changes with their Strategic Transformational Plan. The purpose of this treatise was to study the perception of the junior players on the changes in rugby and the STP. The key drivers which will have influences on change management within the sport organisation were examined by the research. With the research objectives in mind a literature review was performed to create and develop a hypothesized model, which could be tested by the design of a measuring instrument which collected quantitative data for statistical results and analysis. The interpretation of the results of the research showed that Engagement, Coaching and Mentoring, Medical and Healthcare, Education/Schooling and Culture have positive associations and influences on change management. Transformational plans, Conditioning and nutrition’s relationship with change management and influences were accepted for the null hypotheses. Finally, change management and the various issues of transformation in SA Rugby showed to be valuable, measurable to a certain extent, and its recommendations actionable. The practical significant differences between the perceptions of the race groups (White, Coloured and African) illustrated valuable information for future communications and possible studies. This study and its proposed model on change management was a benefit to all the stakeholders and sport organisation going through changes and transformation in South Africa.
- Full Text:
- Date Issued: 2015
- Authors: Erasmus, Innis
- Date: 2015
- Subjects: Organizational change -- Management , Rugby football -- South Africa , Sports administration
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/48819 , vital:41143
- Description: The history of the sport rugby evolved from a football game more than a century ago, in England, in a town called Rugby when a young boy by the name of William Webb Ellis picked up the ball and ran to score a try. In the last two decades in South Africa the transformation process in getting more players of colour in the national team has become a real big issue. The fast changing society since 1995, the year in which the Springboks won their first Rugby World Cup, is according to government and critics not represented in the senior national side. Change management is a business management approach to implement procedures to deal with changes and to be able to reach the desired future state by profiting from the changing opportunities. SARU wants to address these issues and changes with their Strategic Transformational Plan. The purpose of this treatise was to study the perception of the junior players on the changes in rugby and the STP. The key drivers which will have influences on change management within the sport organisation were examined by the research. With the research objectives in mind a literature review was performed to create and develop a hypothesized model, which could be tested by the design of a measuring instrument which collected quantitative data for statistical results and analysis. The interpretation of the results of the research showed that Engagement, Coaching and Mentoring, Medical and Healthcare, Education/Schooling and Culture have positive associations and influences on change management. Transformational plans, Conditioning and nutrition’s relationship with change management and influences were accepted for the null hypotheses. Finally, change management and the various issues of transformation in SA Rugby showed to be valuable, measurable to a certain extent, and its recommendations actionable. The practical significant differences between the perceptions of the race groups (White, Coloured and African) illustrated valuable information for future communications and possible studies. This study and its proposed model on change management was a benefit to all the stakeholders and sport organisation going through changes and transformation in South Africa.
- Full Text:
- Date Issued: 2015
Critical success factors to improve direct labour productivity
- Authors: Brown, Conrad Andrew
- Date: 2015
- Subjects: Automobile supplies industry -- Labor productivity -- South Africa , Success in business -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8846 , http://hdl.handle.net/10948/d1020101
- Description: An increase in the global competitiveness has forced manufacturing organisations to re-look their facility from a labour productivity standpoint. Leveraging a manufacturing operation into a competitive avantage must at all times support the organisation’s objective. It is therefore critical that the operation reviews its strategy so that it fulfils the ever changing needs in the market. Purpose – The main objective of this research is to identify the critical success factors to improve direct labour efficiency within Johnson Controls Automotive South Africa (Pty) Ltd (JCI). Design/methodology/approach – A combination of a comprehensive literature review and visits to the Uitenhage plant and head office were employed in the study. JCI practices were observed to highlight the level of direct labour productivity. This was followed by interviewing relevant and key personel who had an involvement in achieving direct labour productivity in the plant. A questionnaire-based research approach was adopted for this purpose and a total of 83 valid survey responses were received from staff in the Uitenhage plant, together with head office staff who directly supported the plant. The questionnaire was designed to identify and test perceptions of employees, regarding the factors of production, identified as sub variables. The research aim was to determine the most practical and effective strategies to improve direct labour productivity. Results were analysed and interpreted after which recommendations were formulated. Findings – Several critical success factors identified as sub variables were tested to understand their impact on direct labour productivity. Empirical results showed that organisational culture, leadership culture, employee engagement, communication and skills, development and training, had a significant effect on direct labour productivity. Respective ratings of these elements were discussed with the focus of improving this going forward. Research limitations/implications – Continued scepticim within JCI about the benefits of direct labour productivity to their business is one of the fundamental limitations this research faces. Originality/value – The novelty of the research project stems from the realization of key factors contributing to the improvement of direct labour productivity within the JCI enviroment. The results would provide JCI with indicators and guidelines for a successful implementation of direct labour productivity initiatives in the Uitenhage plant.
- Full Text:
- Date Issued: 2015
- Authors: Brown, Conrad Andrew
- Date: 2015
- Subjects: Automobile supplies industry -- Labor productivity -- South Africa , Success in business -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8846 , http://hdl.handle.net/10948/d1020101
- Description: An increase in the global competitiveness has forced manufacturing organisations to re-look their facility from a labour productivity standpoint. Leveraging a manufacturing operation into a competitive avantage must at all times support the organisation’s objective. It is therefore critical that the operation reviews its strategy so that it fulfils the ever changing needs in the market. Purpose – The main objective of this research is to identify the critical success factors to improve direct labour efficiency within Johnson Controls Automotive South Africa (Pty) Ltd (JCI). Design/methodology/approach – A combination of a comprehensive literature review and visits to the Uitenhage plant and head office were employed in the study. JCI practices were observed to highlight the level of direct labour productivity. This was followed by interviewing relevant and key personel who had an involvement in achieving direct labour productivity in the plant. A questionnaire-based research approach was adopted for this purpose and a total of 83 valid survey responses were received from staff in the Uitenhage plant, together with head office staff who directly supported the plant. The questionnaire was designed to identify and test perceptions of employees, regarding the factors of production, identified as sub variables. The research aim was to determine the most practical and effective strategies to improve direct labour productivity. Results were analysed and interpreted after which recommendations were formulated. Findings – Several critical success factors identified as sub variables were tested to understand their impact on direct labour productivity. Empirical results showed that organisational culture, leadership culture, employee engagement, communication and skills, development and training, had a significant effect on direct labour productivity. Respective ratings of these elements were discussed with the focus of improving this going forward. Research limitations/implications – Continued scepticim within JCI about the benefits of direct labour productivity to their business is one of the fundamental limitations this research faces. Originality/value – The novelty of the research project stems from the realization of key factors contributing to the improvement of direct labour productivity within the JCI enviroment. The results would provide JCI with indicators and guidelines for a successful implementation of direct labour productivity initiatives in the Uitenhage plant.
- Full Text:
- Date Issued: 2015
Destination marketing: George
- Authors: Hunt, Norman William
- Date: 2015
- Subjects: Place marketing -- South Africa -- George , Branding (Marketing) -- South Africa -- George , George (South Africa)
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/5604 , vital:20914
- Description: A destination is often given its identity by its brand name, creating an image thereof in the customers’ minds which means that destinations exist not only physically but also mentally in the minds of people. Destination marketers play a role in the creation of the images of such destinations which is dependent on what the destination offers in its depth and breadth. Destination Marketing Organisations (DMOs) should be able to not only understand their destination’s offerings but also who they are targeting and how they should market the destination. DMOs have evolved to become more than mere destination information providers as considerable destination information is now created by fellow travellers which are shared via social networks. The most important change resulting from adopting the concept of social capital in the context of tourism would be that tourism scholars and DMOs become aware of the importance of resources obtained through an individual’s social interactions. Despite the fact that the town of George has a number of attributes it is able to market to potential visitors, it does however not automatically make it a desired destination. The main objective of this treatise is to determine what would give George its marketable destination identity which will be achieved by gaining an understanding of the local residents’ viewpoints of George and to measure them according to specific attributes which are carefully formulated in a survey questionnaire. This treatise aims to determine what George can do to create a destination identity and how such an identity can be applied in the successful marketing of George as a destination town. It is an exploratory quantitative study consisting of literature and case study components used to test proposed hypotheses. It aims to provide guidance to the destination marketers by way of researched literature on the topic of destination marketing as well as offer empirical data gathered from responses to a survey conducted with local residents of George which is focused on creating a destination identity through its business, cultural and sporting events. Based on the statistical analysis of the survey results it will be shown that a relationship exists between Destination Marketing and Events, Branding and Media,which plays a pivotal role in the successful marketing of such events and thereby the brand image of the destination. Based on the literature findings and the empirical data gained for this treatise it was shown that events can be used to create a new brand image for a town like George which already possesses a natural beauty and friendly people. Examples will be discussed where destinations throughout the world have managed to change their brand without changing their environment, from which they have gained a new destination brand. George can strategically convert what it already has to become the destination of choice in terms of intra-town activities and events which could not only enhance its own economy but also that of the surrounding towns. The geographic location of George and that of the Surrounding tourist attractive towns make it possible to design and implement intra-town events with relative ease. As found in researched literature, the residents should be made part of any destination marketing campaign. These events should be designed to incorporate the surrounding towns to capitalise on the concept of intra-town events where George becomes the main centre but uses outlying towns to lure tourist. Respondents to the survey indicate that they somewhat agree that George has sufficient infrastructure to host sports (μ = 3.77), cultural (μ = 3.61) and business events (μ = 3.88) and that hosting such events in George would create job opportunities. The responses for all three event types in this regard have a mean value above μ = 4. Respondents indicated that religious events are deemed the most important (mean value μ = 4.25) while also indicating that they agreed with a mean value of μ = 4.18 that entrance fees influence their decision to attend events. The empirical research conducted in George was designed to gain a representative viewpoint of its residents in terms of what they deem the identity of George to be, the main objective (ROM) of which was to determine what would give George its destination identity. The composite image of the residents of George was measured according to specific attributes which were carefully formulated in the survey.
- Full Text:
- Date Issued: 2015
- Authors: Hunt, Norman William
- Date: 2015
- Subjects: Place marketing -- South Africa -- George , Branding (Marketing) -- South Africa -- George , George (South Africa)
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/5604 , vital:20914
- Description: A destination is often given its identity by its brand name, creating an image thereof in the customers’ minds which means that destinations exist not only physically but also mentally in the minds of people. Destination marketers play a role in the creation of the images of such destinations which is dependent on what the destination offers in its depth and breadth. Destination Marketing Organisations (DMOs) should be able to not only understand their destination’s offerings but also who they are targeting and how they should market the destination. DMOs have evolved to become more than mere destination information providers as considerable destination information is now created by fellow travellers which are shared via social networks. The most important change resulting from adopting the concept of social capital in the context of tourism would be that tourism scholars and DMOs become aware of the importance of resources obtained through an individual’s social interactions. Despite the fact that the town of George has a number of attributes it is able to market to potential visitors, it does however not automatically make it a desired destination. The main objective of this treatise is to determine what would give George its marketable destination identity which will be achieved by gaining an understanding of the local residents’ viewpoints of George and to measure them according to specific attributes which are carefully formulated in a survey questionnaire. This treatise aims to determine what George can do to create a destination identity and how such an identity can be applied in the successful marketing of George as a destination town. It is an exploratory quantitative study consisting of literature and case study components used to test proposed hypotheses. It aims to provide guidance to the destination marketers by way of researched literature on the topic of destination marketing as well as offer empirical data gathered from responses to a survey conducted with local residents of George which is focused on creating a destination identity through its business, cultural and sporting events. Based on the statistical analysis of the survey results it will be shown that a relationship exists between Destination Marketing and Events, Branding and Media,which plays a pivotal role in the successful marketing of such events and thereby the brand image of the destination. Based on the literature findings and the empirical data gained for this treatise it was shown that events can be used to create a new brand image for a town like George which already possesses a natural beauty and friendly people. Examples will be discussed where destinations throughout the world have managed to change their brand without changing their environment, from which they have gained a new destination brand. George can strategically convert what it already has to become the destination of choice in terms of intra-town activities and events which could not only enhance its own economy but also that of the surrounding towns. The geographic location of George and that of the Surrounding tourist attractive towns make it possible to design and implement intra-town events with relative ease. As found in researched literature, the residents should be made part of any destination marketing campaign. These events should be designed to incorporate the surrounding towns to capitalise on the concept of intra-town events where George becomes the main centre but uses outlying towns to lure tourist. Respondents to the survey indicate that they somewhat agree that George has sufficient infrastructure to host sports (μ = 3.77), cultural (μ = 3.61) and business events (μ = 3.88) and that hosting such events in George would create job opportunities. The responses for all three event types in this regard have a mean value above μ = 4. Respondents indicated that religious events are deemed the most important (mean value μ = 4.25) while also indicating that they agreed with a mean value of μ = 4.18 that entrance fees influence their decision to attend events. The empirical research conducted in George was designed to gain a representative viewpoint of its residents in terms of what they deem the identity of George to be, the main objective (ROM) of which was to determine what would give George its destination identity. The composite image of the residents of George was measured according to specific attributes which were carefully formulated in the survey.
- Full Text:
- Date Issued: 2015