Showing items 841 - 860 of 969

Your selections:

The power of sound: reflections on an intervention programme to develop aspects of mindfulness

  • Authors: Auerbach, Christina
  • Date: 2017
  • Subjects: Affective education -- South Africa , Education, Elementary -- Activity programs -- South Africa
  • Language: English
  • Type: Thesis , Masters , MEd
  • Identifier: http://hdl.handle.net/10948/15621 , vital:28277
  • Description: The education of the majority of South African learners is in crisis. Eighty five percent of learners are not being educated to a level where they can become independent and productive members of society. In recent years, mindfulness has been recognised as a means of optimising effectiveness, learning ability and general well-being. The intention of this research study was therefore the development, presentation and evaluation of a learning programme that focused on developing listening skills through sound and rhythm with a view to improving the ability to focus attention and facilitate mindfulness. A literature review was also conducted, not only on the benefits and effect of sound and music, but also mindfulness itself, its importance and relevance. The research took place at an aftercare facility in an economically challenged area in the Western Cape of South Africa over a period of ten months. The approach adopted for this research study has been qualitative, multidisciplinary, interpretive and interventionist. Data was collected through field observations, interviewing and using visual participatory methodologies such as drawing and videos. In the course of the research, two major themes emerged namely intrapersonal transformation (including sub-themes of musical aptitude, active listening, focused attention, calmness and presence of mind) and interpersonal transformation (including sub-themes of teamwork and group accomplishment, awareness of others and service). It is my contention that the data from this intervention programme enable me to conclude that music activities provided opportunities for the children involved in this study to develop aspects of mindfulness. It is hoped that the research insights and findings, both from the literature survey and the intervention programme will help to advocate the core positioning of music and the arts, not only in the primary school curriculum, but also in teacher education programmes. I believe that the research study also indicates that further implementation of the intervention programme, would prove useful in developing an education curriculum that has mindfulness at its core as well as going some way towards clarifying a means by which musical sound can be utilised in a way that is meaningful to all South African children.
  • Full Text:
  • Date Issued: 2017

The principle of distinction and modern armed conflicts: a critical analysis of the protection regime based on the distinction between civilians and combatants under international humanitarian law

  • Authors: Chigowe, Lloyd Tonderai
  • Date: 2017
  • Subjects: Humanitarian law , Military art and science -- Law and legislation , Combatants and noncombatants (International law) , Military law , National security -- Law and legislation , Private military companies (International law) , Human rights -- International cooperation , Soft law
  • Language: English
  • Type: Thesis , Masters , LLM
  • Identifier: http://hdl.handle.net/10962/4668 , vital:20710
  • Description: This thesis interrogates the applicability of the principle of distinction in modern armed conflicts. The distinction between combatants and civilians and between civilian objects and military objectives has become blurred as a result of the changes that have taken place in modern armed conflicts. While the principle of distinction was tailor made to regulate traditional, conventional armed conflicts, an evolution in the nature, means and methods of warfare has made the application of the principle of distinction challenging. One of the challenges that arise as a result of the changes that have taken place in modern armed conflicts include the difficulty of distinguishing civilians and civilian objects, which are entitled to protection under international humanitarian law from combatants and military objectives which are legitimate targets. This has compromised the protection that the law seeks to offer during armed conflicts since civilians and civilian objects have become constant targets. Another challenge is that the involvement of civilian persons in armed conflicts has made it difficult to determine the responsibility of these individuals as well as the states that hire them for violations of international law during armed conflicts. Furthermore, the emergence of new methods of warfare has resulted in many objects and facilities that are traditionally regarded as civilian objects becoming military objectives, thus losing their protection under international humanitarian law. This thesis will use the examples of the involvement of private military and security companies in armed conflicts as well as the emergence of drone and cyber warfare to illustrate these challenges. The study will examine the application of the principle of distinction to the growing practice of outsourcing of military services to Private Military and Security Companies. Firstly, the study will examine the status of PMSC personnel under the principle of distinction, that is whether they qualify as combatants or civilians. The study will then examine the consequences of PMSC personnel’s participation in armed conflicts. Importantly, the study will explore responsibilities of states that hire private military and security personnel, PMSC companies as well as superiors in charge of PMSC personnel for any violation of international law committed by contractors during armed conflicts. The study will also examine the application of the principle of distinction to drone and cyber warfare. The study will examine the status of drone and cyber operators under the principle of distinction as well as the applicability of the principle of distinction between civilian objects and military objectives in drone and cyber warfare. The study will discuss some of the problems that arise as result of the introduction of these new methods of warfare, which makes the application of the principle of distinction to modern armed conflicts challenging. The thesis concludes by arguing that while the principle of distinction remains an indispensable concept of international humanitarian law, it needs to be adapted for it to be applicable to modern armed conflicts. Therefore, suggestions shall be made on how the principle can be adapted to ensure that it remains relevant to modern armed conflicts.
  • Full Text:
  • Date Issued: 2017

The procedural fairness requirement in suspensions

  • Authors: Japtha, Louisa Dihelena
  • Date: 2017
  • Subjects: Labor discipline -- Law and legislation -- South Africa Employees -- Complaints against -- South Africa , Employee rights -- South Africa
  • Language: English
  • Type: Thesis , Masters , LLM
  • Identifier: http://hdl.handle.net/10948/17603 , vital:28400
  • Description: The focal point of this treatise is the procedural requirements relating to suspensions. For a suspension to be fair it must be for a fair reason and in accordance with a fair procedure which is commonly referred to as substantive and procedural fairness. The Labour Relations Act 66 of 1995 does not tell or provide guidance in terms of what these procedural requirements for a suspension are. The Act is completely silent on this matter. The Act only requires that any disciplinary measure instituted against an employee must be done in terms of a fair procedure. Suspensions have been described by our courts as the employment equivalent of arrest. It is normally used as a preventative measure pending internal disciplinary investigations or as a disciplinary sanction for an employee who repeatedly engages in misconduct. This treatise highlights the impact of arbitrary suspension of employees and suspensions of employees for inordinate periods of time. Suspensions are not intended for purposes of punishment. The Labour Court has on numerous decisions cautioned employers on issues of unfair suspension because of its detrimental impact on the employee’s reputation, advancement, job security and other grounds. Situations have often arisen where an employer suspends an employee without following any procedure. This practice was particularly prevalent under the common law and before the judgment in Mogothle v the Premier of the Northwest Province and Another when employers were suspending employees as they saw fit. Following the principles in this case, bearing in mind that each case is judged on its own merits and the detrimental effect of a suspension. A suspension should only be warranted in circumstances where: The employer has a justifiable reason to believe prima facie at least that the employee has engaged in serious misconduct; There is some objectively justifiable reason to deny the employee access to the workplace based on the integrity of any pending investigation into the alleged misconduct or some other relevant factor that would place the investigation or the interest of affected parties in jeopardy. The employee is given the opportunity to state a case or to be heard before any final decision to suspend is made. Although the right to be heard is not a formally defined process, case law has developed this concept to such an extent that it will be regarded as unfair labour practice if not adhered to. A suspension of an employee can therefore never be justified without adhering to the audi alteram partem principle. This does not mean that an employer cannot suspend an employee. Our courts accept that suspension is necessary especially for purposes of good administration and is justified, following the correct procedure and where the employer continues to pay the employee. Despite the fact that the courts are playing a more active role with regards to the issue of suspensions, suspensions are often open to abuse. In this regard the treatise focused on the notion of special leave versus suspensions. We note how in the last few years, employers especially those in the public service sector, misconstrued and misused their power for a purpose not authorised in law, and continue to do so despite applications to the courts alerting it to the illegality of this practice. Employers are resorting to special leave with the aim of side stepping the procedural requirements laid down by our courts in respect of section 182 (2) of the Labour Relations Act. In this regard the courts vehemently criticised this practice and ensured that employers who are acting maliciously without adhering to their own policies and procedures are held accountable. The court held that in the event where special leave is imposed on an employee for the purposes of discipline, that special leave is regarded as a suspension. Lastly, it is quite evident that the courts are playing a much more active role pertaining to the issue of suspensions. A number of court decisions discussed in this treatise show how the courts come down hard on employers who hastily resort to suspending an employee where there is no valid reason to do so or where the procedure was manifestly unfair.
  • Full Text:
  • Date Issued: 2017

The profitability of commercial state-owned entities

  • Authors: Giliana, Tefo Godfrey
  • Date: 2017
  • Subjects: Government business enterprises -- South Africa Government corporations -- South Africa , Government ownership -- South Africa Profit -- South Africa
  • Language: English
  • Type: Thesis , Masters , MTech
  • Identifier: http://hdl.handle.net/10948/15633 , vital:28278
  • Description: The importance of State-owned entities (SOEs) in a developing State has been argued for centuries. SOEs are perceived as the tool that the State can successfully use to implement its developmental agenda. In the Republic of South Africa, SOEs have been used to ensure universal access to electricity, water and logistical infrastructure to support industrial development, as well as basic service delivery. These entities have been expected to fund these initiatives from their own funds, which alleviated the need for commercial SOEs (also known as State-owned companies) to be profitable without continuous financial injections from the RSA government. Generally, commercial SOEs have been performing poorly financially. This research study aims to determine whether political influence might affect the profitability of these commercial SOEs. The poor financial performance plaguing the commercial SOEs hinders their ability to effectively contribute as a collective to the developmental agenda of the State, as espoused in the current strategic plan of the RSA in the form of the National Development Plan (NDP). Due to the poor financial performance and subsequent diversion of financial resources from other national priorities for their bail-out, commercial SOEs have been considered a liability rather than an asset to the RSA. To satisfy the primary and associated research objectives, qualitative primary and secondary research data have been collected. The primary data have been collected by using the semi-structured interview from the CFOs of commercial SOEs from various government departments – given their proximity to the financial performance and the drivers of this performance in commercial SOEs. CFOs are also part of the commercial SOEs senior-executive management of these entities. The general opinion of the participants and the literature review of the research study is that, indeed, political influence has had an adverse effect on the profitability of commercial SOEs, among others, as a consequence of the positioning of SOEs within the governance system of the RSA, the impact of the recruitment process for senior executives and the implications of an unfunded mandate. It is clear that in the RSA, commercial SOEs, and SOEs in general, will continue to play a pivotal role in the implementation of the developmental agendas of the State, as expressed in the NDP. With the RSA government expecting commercial SOEs to fund these activities from their own funds, it is critical that the State should be an enabler rather than a hindrance for commercial SOEs‟ profitability.
  • Full Text:
  • Date Issued: 2017

The promotion of local economic development in the Chris Hani District Municipality

  • Authors: Nqwazi, Noxolo Lindiwe
  • Date: 2017
  • Subjects: Economic development -- South Africa -- Eastern Cape Rural development -- South Africa -- Eastern Cape
  • Language: English
  • Type: Thesis , Masters , MA
  • Identifier: http://hdl.handle.net/10948/19773 , vital:28962
  • Description: Despite the commitment by government to reduce poverty after 1994, poverty is still increasing in rural areas such as the Chris Hani District. This is because development practitioners have not yet developed strategies based on the needs of the communities in order for development to succeed. Local government has to support initiatives by local communities that are economically viable by providing an enabling plan, finance, expertise and infrastructure. It is important that local activities stimulate local economies through local economic development (LED). The Integrated Development Plan (IDP) is a strategic planning document that places emphasis on LED as a key element in reducing poverty. The primary objective of the study was to obtain a better understanding of how the Chris Hani District seeks to reduce poverty. The aim is to improve the quality of life for communities in the district. LED is perceived as an appropriate intervention that local governments can engage in to improve socio-economic condition. The history of LED has shown that countries that did not provide services in their municipalities failed to succeed in LED compared to those with adequate service delivery. The study was based on research objectives. The first objective was to identify the constraints to local economic development in the district; the second was to ascertain what can be done to alleviate the plight of the Chris Hani district municipalities. The third objective was to ascertain was has been done to promote local economic development in the Chris Hani district. The main finding of the first objective is that there are structural constraints to LED. These constraints such as inadequate and unaffordable basic services hinder the economic development of local communities. Therefore, government has to invest in infrastructure that uses more labour to create job opportunities. In terms of the second objective the main finding is that community development can assist in alleviating the plight of the Chris Hani district municipalities. Empowerment of communities involves skills and training, education and access to basic services, expertise regarding credit, land and income-generating projects. The main finding in terms of the third objective is that the district has spheres of economic development such as community and locality development, Special Economic Zones (SEZs) and livelihoods development (agricultural development). This is not unique to the Chris Hani district. In the developing world, focus is mainly on small-scale and community based initiatives, utilizing indigenous skills and seeking primarily to ensure survival.
  • Full Text:
  • Date Issued: 2017

The prospects of commercialising small-scale chicken production in Buffalo City metropolitan municipality, Eastern Cape province, South Africa

  • Authors: Seti, Thembalethu Macdonald
  • Date: 2017
  • Subjects: Farms, Small -- South Africa -- Eastern Cape Poultry -- Breeding -- South Africa -- Eastern Cape Chicken industry -- South Africa -- Eastern Cape
  • Language: English
  • Type: Thesis , Masters , MSc
  • Identifier: http://hdl.handle.net/10353/15244 , vital:40257
  • Description: The aim of this study is to explore the prospects of commercialising small-scale chicken production in Buffalo City Metropolitan Municipality, Eastern Cape. In the attempt of exploring these prospects, the researcher sought to understand socio-economic characteristics of small-scale chicken farmers, describe the small-scale chicken enterprise, and determine farmer’s level of commercialisation and factors influencing the farmer’s commercialisation level. Stratified random sampling was used to select 99 participants in the study area. The sampled participants constituted small-scale chicken farmers that were supported by government projects and farmers that were not part of any government support. Descriptive statistics, Household Commercialization Index (HCI) and Multinomial Regression model were used to analyse data and bring meaning to it. The results of the study signify that most of the farmers (66percent) are subsistence oriented, meaning most of their produce is consumed within the household and about 40percent are semi-commercial and only 7percent are at full commercialization meaning they only produce for the market. The result also showed that access to extension services (p<0.03), gender (p<0.03) household size (permanent family members) (p<0.01), transport cost (p<0.04), farming experience (p<0.02, grades and standards (p<0.01), production machines (p<0.05), and distance to the market (p<0.05) were the major determinants influencing output commercialization in the study area. The major constraints to production identified and prioritized by farmers were lack of feed, disease outbreaks, high mortality rate and theft. Based on the study results, to bring about the prospects of commercialising small-scale chicken, government should consistently supply extension officers, government investment in poultry machines and transport is also recommended. In terms of further research, the study suggests that research on profitability of small-scale chicken production would yield immense insights for policy development.
  • Full Text:
  • Date Issued: 2017

The reconstruction and development programme: housing delivery in Disteneng Township, Limpopo Province

  • Authors: Modiba, Makgodu Dinah
  • Date: 2017
  • Subjects: Low-income housing -- South Africa -- Limpopo Housing development -- South Africa -- Limpopo , Housing -- South Africa -- Limpopo Municipal services -- South Africa -- Limpopo City planning -- South Africa -- Limpopo
  • Language: English
  • Type: Thesis , Masters , MA
  • Identifier: http://hdl.handle.net/10948/19048 , vital:28768
  • Description: This research dissertation investigates the level of Reconstruction and Development Programme (RDP) housing delivery in Disteneng (Polokwane Extension 44) Township, Capricorn District: Limpopo Province. The post-apartheid South African Constitution indicates that the provision of basic services like formal housing is a basic right for all South Africans. In Limpopo Province and in particular, Disteneng (Polokwane Extension 44) Township, Capricorn District, there is still massive shortage of Reconstruction and Development Programme (RDP) housing for the poor, despite funding being made to address this need. Millions of poor families are suffering and are still living in shacks in informal settlements. There is a backlog in the provisioning of RDP housing delivery. Low cost housing projects have been identified in Limpopo Province to address the RDP housing delivery backlog. It takes time to complete RDP houses and the communities become impatient and frustrated. The quality of completed houses is often perceived to be of unacceptable standards. This study investigates the level of RDP housing delivery in Disteneng (Polokwane Extension 44) Township, Capricorn District: Limpopo Province. This study also identifies the challenges of RDP housing delivery experienced by Disteneng (Polokwane Extension 44) Township, Capricorn District: Limpopo Province. Recommendations with the view of resolving problems pertaining to Disteneng (Polokwane Extension 44) Township, Capricorn District: Limpopo Province are made. The findings from this research work identified significant challenges of RDP housing delivery experienced by Disteneng (Polokwane Extension 44) Township, Capricorn District: Limpopo Province which needs to be addressed. In its contribution, this study made recommendations with the view of resolving problems pertaining to Disteneng (Polokwane Extension 44) Township, Capricorn District: Limpopo Province. This study in conclusion, emphasizes the need to address RDP housing backlogs and ensure that RDP houses are of good quality and that the government and all South Africans have to join hands and collectively address the problems of RDP housing delivery in South Africa.
  • Full Text:
  • Date Issued: 2017

The recreational value of the Baviaanskloof: a travel cost analysis using count data models

  • Authors: Taonezvi, Lovemore
  • Date: 2017
  • Subjects: Travel costs -- South Africa -- Baviaanskloof Valuation -- South Africa -- Baviaanskloof
  • Language: English
  • Type: Thesis , Masters , MCom
  • Identifier: http://hdl.handle.net/10948/12371 , vital:27059
  • Description: Despite constituting a sheer 2% of the world’s surface area, South Africa (SA) is the third most biologically diverse country in the world and this makes the country part of the 17 member countries that make up the ‘Megadiverse Countries’(Sandwith, 2002; Nel & Driver, 2012). Besides its exceptional levels of endemism, according to Boshoff, Cowling and Kerley (2000), three of the 25 internationally recognised biodiversity hotspots are found in SA namely the Cape Florist Region, the Succulent Karoo and the Maputaland-Pondoland-Albany centre of endemism. The Baviaanskloof is a very popular tourist destination, which falls within the Cape Floristic Region) ‘biodiversity hotspot’ in the Eastern Cape Province (Myers, 1988; Crane, 2007). Its high biodiversity, numerous archaeological sites, pristine environment, low crime rates, absence of malaria and easy of accessibility, makes it a perfect destination for recreationists (Clark, 1999; Boshoff et al., 2000). The Baviaanskloof was declared a ‘mega reserve’ under the Cape Action for People and Environment (CAPE) programme (CSIR, 2000). It consists of privately-owned farm land and a nature reserve called the Baviaanskloof Wilderness Area (BWA). In order to properly manage, conserve and utilise the rich natural resources of the Baviaanskloof, its benefits need to be clearly documented and demonstrated. The aim of this study is to determine the recreational value of the Baviaanskloof, and this was achieved using non-market value technique, namely the travel cost method (TCM). The TCM is used to value recreational assets via the expenditures on traveling to the site by recognising that visitors to a recreation site pay an implicit price – the cost of travelling to it, including access fees and the opportunity costs of their time (Baker & Ruting, 2014). This method is mostly used to estimate use values for recreation activities and changes in these use values associated with changes in environmental quality/quantity. The greatest advantage of the TCM is that valuation estimates are derived from real economic choices made by individuals in real markets, whereas its inability to estimate non-market values is its major weakness which only limits its application to recreational studies. In estimating the recreational value of the Baviaanskloof, data from 328 respondents were used. Five econometric models, namely, a standard Poisson specification, a Poisson specification adjusted for truncation and endogenous stratification (TES Poisson), a standard negative vii binomial model (NB), a negative binomial model adjusted for truncation and endogenous stratification (NBTES), and a generalised negative binomial with endogenous stratification (GNBES) were used to estimate the recreational value of the Baviaanskloof. Crucially, all the five models simultaneously established income and total costs to be statistically significant in determining the number of trips to the recreational site according to a priori expectations. The GNBES model was observed to have the best fit of the data than the other four models after an examination of goodness-of-fit measures in conjunction with the number of statistically significant variables per model. Of the 328 respondents surveyed, on average, visitors to the Baviaanskloof are mostly male, highly educated individuals, receiving gross annual income of ZAR436 372 (USD30 451.64) and 39.87 years of age. The mean travel cost was estimated to be ZAR1 433.56 (USD100.04) and each travelling party consisted of 4.09 people on average. Using estimates from the preferred GNBES model, the study estimated consumer surplus per trip for a recreationist to the Baviaanskloof to be ZAR1 759.32 (USD122.78). When this value is multiplied by the average annual trips a person takes to site, a value of ZAR2 445.46 (USD170.66) for consumer surplus per person is produced. Further aggregation of this value across the population (i.e. 18 500), of recreationists to the Baviaanskloof per year gives total consumer surplus of ZAR3 157 210 (USD220 321). The study concludes that the Baviaanskloof has a significant recreational value which can further be increased if policymakers take actions to, inter alia, upgrade infrastructure, budget more money for conservation and market the nature reserve in unexploited markets. Since the non-use values were not taken into account and also the impact of on-site sampling on the data set, the recreational value of the Baviaanskloof should be carefully considered in any management or conservation project. More studies of this nature are greatly needed to allow for more comparisons and increase credibility of the results of environmental valuation studies in SA.
  • Full Text:
  • Date Issued: 2017

The regulation of sick and incapacity leave in the public sector

  • Authors: Gunguta, Thembeka Maureen
  • Date: 2017
  • Subjects: Sick leave -- Law and legislation -- South Africa Labor laws and legislation -- South Africa , Labor policy -- South Africa
  • Language: English
  • Type: Thesis , Masters , LLM
  • Identifier: http://hdl.handle.net/10948/16087 , vital:28319
  • Description: The Public Service is service delivery driven, and is dependent on the quality, skill and performance of the employees to carry through its business. It is therefore imperative that the policies and systems pertaining to human capital are effectively and efficiently managed. The Basic Conditions of Employment Act regulates the basic conditions of employment and states that employees’ may be absent from duty due to illness. The public sector uses the Determination on the Leave of Absence in the Public Service as a tool to regulate leave in the public sector. The Determination provides employees with 36 paid sick days to be utilised by an employee within a three-year cycle. In cases where an employee has exhausted the sick leave, the employer may grant Temporary Incapacity Leave, which is discretional. The Public Service Commission has a constitutional obligation to monitor the performance of the public sector and produce reports covering the human resources management practices. With regards to the management of leave in the public sector, the reports reveal the abuse of sick leave by employees, non-compliance and the in-effective management. The Department of Public Service and Administration then developed the PILIR as a guide to manage and administer sick and incapacity leave in the public sector. This treatise therefore, discusses the regulation of sick and incapacity leave in the public sector and investigates the extent to which the applicable legislative framework is effective. The discussion uses the Labour Court judgment in the matter between The Public Service Association & Others versus the PSCBC & Others as reference, and further evaluates the judicial jurisprudence to demonstrate the extent of contentions of the private sector employers by the employees. Furthermore, this treatise seeks to evaluate the extent of similarities or differences of the practices both the private sector and the municipalities. In conclusion, the treatise makes recommendations on the best practices that can be adopted by the public sector to turn the situation around.
  • Full Text:
  • Date Issued: 2017

The relationship between altruistic behaviour, emotional intelligence and intrinsic motivation amongst leaders

  • Authors: Hooper, Danushka
  • Date: 2017
  • Subjects: Intrinsic motivation -- Leadership Emotional intelligence , Employee motivation Leadership
  • Language: English
  • Type: Thesis , Masters , MA
  • Identifier: http://hdl.handle.net/10948/15978 , vital:28299
  • Description: The benefits that altruistic behaviours, emotional intelligence (EQ) and intrinsic motivation have on organisations are increasingly becoming observable and enticing greater insights into these constructs, especially from the perspective of leaders. Moreover, the increase in the effectiveness of leaders across all of these constructs enables greater employee performance, from both the perspective of leaders and their followers, which results in increased organisational profitability. The primary objective of this research study was to investigate the relationship between the three constructs of altruistic behaviour, EQ and intrinsic motivation amongst leaders in South African organisations. This study also attempted to determine whether intrinsic motivation has a mediating effect on EQ and altruistic behaviours. Moreover, this study wishes to identify demographic differences in terms of the responses to the items related to each of the constructs. The questionnaires employed by this study was administered to leaders (n=136) who currently work in South Africa. Positive and statistically significant relationships were found amongst these constructs, implying that, an increase in one of these constructs will result in an increase in another. However, there was no sufficient evidence in support of mediating effect of intrinsic motivation on EQ and altruistic behaviours. The confirmatory factor analysis was able to validate all three measuring instruments used to assess the constructs from a South African perspective. The present study was unable to identify any demographic differences for the Adapted Self-Report Altruism Scale and Intrinsic Work Motivation Scale and was only able to identify demographic differences by the Schutte Self-report Emotional Intelligence Test as a whole and the perception of emotion scale. The study encountered some limitations. Firstly, the researcher encountered a difficulty in finding appropriate literature on the constructs. Secondly, the study obtained a small sample size (n=136). The reason for this is that the target sample chosen by the researcher, namely leaders in organisations, proved to be a challenging sample because many leaders were not able or willing to complete the questionnaire due to their heavy workload and strict deadlines. Thirdly, given that three measuring instruments were used to gain the data needed for this study, the total number of items came to 136. This could mean that the questionnaire may have been burdensome to complete and it would take approximately 15 minutes to complete. In addition, factors such as biased responses, as well as personal and environmental factors on the part of the respondents all posed limitations to this study in that it may have influenced the responses given by the sample. The results obtained by this study suggests that the higher the level of EQ of leaders, the higher the likelihood that they will be intrinsically motivated and exhibit altruistic behaviour. As explained by exchange theory, if one is conditioned to be “good”, the likelihood of partaking in altruistic behaviour is enhanced (Bar-Tal, 1986). If an organisation creates a culture of altruistically helping others in the workplace and the community, the possibility of creating a “habit” of exhibiting altruistic behaviour could result. The benefits of creating this altruistic culture could be far-reaching. The researcher encourages organisations to measure and identify the level of EQ of their leaders and provide development opportunities should this be lacking. This is because, as identified by Barbuto and Burbach (2006), in order for leaders to achieve support from their followers, it is crucial that they develop a high reliance on their empathy to identify with the feelings and emotions of their followers. It is important to note that the results of this study was analysed in June 2016 and is based only on 136 leaders across some industries of South Africa. It is suggested that the results of this study to be validated in the South African context by additional empirical research that tests the hypothesis identified in this study to ascertain whether the results of the current study can be replicated and applied broadly. It is advised that the study is tested over a longer period, in different industries and across various countries. This is so that increasing value can be added to this field of research.
  • Full Text:
  • Date Issued: 2017

The relationship between authentic leadership and employee engagement

  • Authors: Dube, Yonela Oko Likona
  • Date: 2017
  • Subjects: Leadership Employee motivation , Employees -- Attitudes Management
  • Language: English
  • Type: Thesis , Masters , MTech
  • Identifier: http://hdl.handle.net/10948/15160 , vital:28170
  • Description: Authenticity is a leadership characteristic of exceptional leaders. It is an essential requirement for future leaders, especially in an era when the motives and behaviours of many leaders are questionable. Authentic leaders are genuine and utter words that can be trusted (Smith, 2014.). Followers have voiced a need for leaders who can be trusted and show consistency in their actions. The study focused on the investigation of authentic leadership and the influence that authentic leadership has on the engagement levels of employees. A theoretical study of leadership, with the focus on authentic leadership and employee engagement was conducted to achieve the objectives of the study. The research included a literature study, which highlighted the characteristics and behaviours of authentic leadership. Both a theoretical and practitioner view of authentic leadership is included in the theoretical study. Semi-structured interviews were held with two prominent leadership practitioners, one from the University of the Free State and the other from the University of Stellenbosch, to obtain their views on the nature of authentic leadership and examples of South African leaders who they considered authentic leaders. The insights gained from the literature review and the interviews, were incorporated into a survey questionnaire developed for use in the empirical study which was conducted at Continental Tyre SA. An electronic questionnaire was administered to managers and their direct subordinates in the manufacturing and marketing/sales divisions. The questionnaire probed the respondents’ perceptions regarding the level of authenticity displayed by leaders in the organisation, and specifically the extent to which leaders demonstrated the characteristics and behaviours associated with authentic leadership. The Authentic Leadership Questionnaire (ALQ), as validated by Walumbwa, Avolio, Gardner, Wernsing and Peterson (2008, p. 64), was used as a basis for the development of the survey questionnaire, with adjustments made to include the practitioner’s perspective as postulated by George (2003, p. 12). The section in the questionnaire on engagement focused on engagement as a psychological state, behavioural engagement and the manager’s role in nurturing engagement. Both managers and employees were requested to provide their view of the manager’s characteristics and behaviours, the managers rated themselves, and both groups rated the engagement levels of employees. A correlation was made between the responses received from the manager and employees. The results of the empirical study revealed that both managers and employees agreed mostly that managers in the organisation displayed the characteristics and behaviours of authentic leadership and employees were engaged. It did however, emerge that the managers were reluctant to share personal information about themselves and that employees believed that managers did not seek feedback on their own behaviour. In terms of employee engagement, the results suggested that the managers believed that employees felt supported, accepted and were committed to the Continental Tyre SA brand; but indicated a lack of knowledge of their roles in the organisation and a lack of passion and energy. Further findings revealed that the managers in the marketing/sales division considered their employees more engaged than the managers in the manufacturing division considered their employees to be. Other findings also revealed that self-awareness in leaders is an important predictor of employee engagement. Self-awareness in a leader is an important feature in facilitating social processes in the leader’s relationship with their followers. Transparent leaders create a psychologically secure environment, enabling employees to be confident and to feel encouraged to express themselves freely. The study concluded with several recommendations. Leaders should be more transparent in their interaction with others by sharing personal stories about themselves. Opportunities should be provided through 360° feedback for employees to give feedback to managers regarding their behaviour. The GIVE (Goals, Interests, Values and Emotions) Model should be used in management development initiatives to facilitate the development of self-awareness and self-knowledge. An appreciative inquiry, which focuses on positive affirmation, should be an approach used in organisations to foster the development of genuine relationships and is an implication of authentic leadership, thus encouraging employee engagement.
  • Full Text:
  • Date Issued: 2017

The relationship between clinical learning environmental factors and clinical competence of newly qualified registered nurses in public hospitals

  • Authors: Mugerwa, Pumla Princess
  • Date: 2017
  • Subjects: Clinical competence -- Hospitals -- South Africa Medical care -- South Africa -- Quality control , Nursing students -- South Africa Nursing -- Study and teaching -- South Africa
  • Language: English
  • Type: Thesis , Masters , MCur
  • Identifier: http://hdl.handle.net/10948/19266 , vital:28812
  • Description: There is increasing concern that newly qualified registered nurses (RNs) find it difficult to make a smooth transition from completing their four-year nursing training to taking up their posts as first time RNs. In a constantly changing healthcare system, these newly qualified RNs are expected to work independently and be competent in applying the decision making and problem-solving skills gained during their training. While certain aspects of clinical incompetence may be ascribed to individual factors, the importance of the clinical learning environment and its influence on the development of clinical competence cannot be ignored. Nurses need support and guidance to effect a successful transition from being novice to competent nurse and the environment is regarded as important in developing technical competencies. The research study followed a positivistic, quantitative paradigm, where the hypothesized relationship between clinical learning environmental factors and clinical competence of newly qualified RNs were explored. Data was collected from the experienced RNs in the hospitals by means of a structured pre-existing questionnaire, namely the Competency Inventory for Registered Nurses (CIRN). Descriptive statistics and inferential statistics were used to analyse data. The analysed data was used to describe the findings. Recommendations were made based on the findings. Results suggested that the development of clinical competence is dependent on both the individual and context. Positive relations were reported between clinical learning environmental factors and clinical competencies.
  • Full Text:
  • Date Issued: 2017

The relationship between employee value proposition, organisational commitment and intention-to-serve among provincial traffic officers

  • Authors: Macpherson, Wayne Elvison
  • Date: 2017
  • Subjects: Organizational commitment -- South Africa -- Eastern Cape Organizational behavior -- South Africa -- Eastern Cape , Employee motivation -- South Africa -- Eastern Cape
  • Language: English
  • Type: Thesis , Masters , MA
  • Identifier: http://hdl.handle.net/10948/18036 , vital:28567
  • Description: Traffic officers are employed to protect and serve the community, but various sources including annual reports and newspaper articles cast doubt on whether these goals are attained in the Eastern Cape. These sources further allege that the failure to serve can be attributed to dissatisfaction and poor employee commitment. Therefore, the main objective of this study was to explore the relationship between the Employee Value Proposition, organisational commitment and intention-to-serve among provincial traffic officers. A literature study was conducted on the three above-mentioned variables to achieve this objective. The empirical study consisted of a survey with a self-administered questionnaire. Five components of the Employee Value Proposition, as established by the Corporate Leadership Council (CLC) (2006), were measured. These included career opportunities, organisation itself, relationships, remuneration/reward and work itself. The Three Component Model (TCM) developed by Meyer and Allen (1991) was used to measure affective, continuance and normative commitment. The Intention-to-Serve Scale was adapted from the Employee Work Passion Appraisal (EWPA) Model (Zigarmi, Nimon, Houson, Witt and Diehl, 2011) and was used to measure intent-to-perform and intent-to-use discretion. The questionnaire was completed by 357 provincial traffic officers across the six districts of the Eastern Cape, which represented a 95 percent response rate. The results from the empirical study indicated that the majority of respondents had less positive perceptions of the Employee Value Proposition offered to them. Affective commitment, regarded as the desired type of organisational commitment, was scored the lowest. However, positive scores were obtained for intention-to-serve. A statistical and practical significant relationship was found between the Employee Value Proposition and organisational commitment, and between the Employee Value Proposition and intention-to-serve as well as between organizational commitment and intention-to-serve. The results suggest that a more appealing Employee Value Proposition could result in improved organisational commitment as well as improved intention-to-serve. It is therefore recommended that the Eastern Cape Department of Transport reconsider the Employee Value Proposition offered to traffic officers and use it as a tool to improve commitment and service delivery.
  • Full Text:
  • Date Issued: 2017

The relationship between employment value proposition, work engagement and retention among employees of a selected bank in Botswana

  • Authors: Ditiro, Salalenna
  • Date: 2017
  • Subjects: Employee motivation -- Botswana , Organizational behavior -- Botswana , Employee retention -- Botswana , Bank employees -- Botswana -- Psychological aspects
  • Language: English
  • Type: Thesis , Masters , MA
  • Identifier: http://hdl.handle.net/10948/14994 , vital:28111
  • Description: The management concept of Employee Value Proposition (EVP), which details the value and benefits employees derive from being members of the organisation, has been widely touted in literature as a determinant of work engagement and retention. The growing body of Positive Organisational Behaviour (POB) acknowledges the importance of these concepts, particularly in the service industry where engagement and retention are critical for good customer relationships. The research followed a quantitative and non-experimental approach by using primary data as the unit of analysis. Using a self-report electronic questionnaire, relationships between EVP, WE and Turnover Intentions were determined from a sample of (N=259) consisting of supervisor to management level employees in commercial banks across Botswana. The adopted composite questionnaire has been validated for the South African sample and proved to have high reliability. The individual instruments have been used in different industries as well as professions and showed no inherent bias. The results showed some important relationships between EVP, WE and Turnover Intentions. Specifically, EVP fulfilment revealed a substantive positive relationship with Work Engagement whereas another substantial relationship exists between engagement and Turnover Intention. While a definitive but small relationship exists between EVP and Turnover Intention, it was recommended that the organisation that participated can buffer turnover intention through leveraging engagement levels, especially the dedication dimension of engagement as it has found to be the prerequisite for vigor and absorption dimensions of engagement.
  • Full Text:
  • Date Issued: 2017

The relationship between extraversion, emotional intelligence and leadership experience

  • Authors: Molaudzi, Katlego Jacky-Grace
  • Date: 2017
  • Subjects: Leadership Emotional intelligence , South Africa -- South African Defence Force
  • Language: English
  • Type: Thesis , Masters , MCom
  • Identifier: http://hdl.handle.net/10948/19059 , vital:28769
  • Description: The debate about leader characteristics continues yet understanding leadership is very important for selection, promotion and leadership development. The purpose of the study was to find out if a link existed between extraversion, emotional quotient (EQ), leadership position and years of experience as a leader. A quantitative study with a questionnaire, which included Jung Personality Questionnaire and Ryback’s Emotional Quotient Executive survey was administered to military personnel at Thaba Tshwane Military Area in Pretoria, which is the military headquarters of the South African National Defence Force (SANDF). Respondents were selected randomly from the ranks of Corporal to Generals. The results revealed that there is no correlation between extraversion and emotional intelligence. Results also show that more males were introverted while more females were extraverted. It can therefore be concluded that people who are extraverted do not necessarily have high levels of EQ. Extraversion did not present as a dominant characteristic in the leaders of the sample group with just over half presenting with higher levels of extraversion. With regard to emotional intelligence, the majority of respondents showed high levels of Emotional Intelligence. In terms of EQ, one could probably reason that introverts are better at self-awareness and more reflective of feelings and relationships, while extraverts are better at expressing feelings and taking overt action to build relations. However, further research on this is required. The study therefore places emphasises the role of EQ in leadership.
  • Full Text:
  • Date Issued: 2017

The relationship between intrinsic rewards, personality and emotional intelligence within the education sector

  • Authors: Shelton, Stacy Ann
  • Date: 2017
  • Subjects: Employee motivation -- South Africa Achievement motivation -- South Africa , Emotional intelligence -- South Africa Organizational behavior -- South Africa
  • Language: English
  • Type: Thesis , Masters , MA
  • Identifier: http://hdl.handle.net/10948/20440 , vital:29287
  • Description: The primary objective of this dissertation was to investigate the relationship between intrinsic rewards, personality and emotional intelligence within the education sector within South Africa. In order to achieve this objective, the researcher tested a theoretical model using regression analysis, and made use of Pearson’s Product Moment Correlations. A further aim was to investigate whether differences existed according to teaching sector and teaching level with regards to these constructs. This was done using t-tests and analysis of variance tests. Moreover, the researcher aimed to further validate the Intrinsic Work Rewards Scale within the South African context. This was done via the use of confirmatory factor analysis. The questionnaire was completed by a total of 269 educators spanning across eleven educational institutions, including institutions within the private and public sector, and primary, secondary and tertiary educational institutions within the Eastern Cape. Data analysis was conducted using descriptive statistics which included frequency tables, and pie charts, and the aforementioned inferential statistics. The findings revealed a number of correlations between the three constructs, and significant differences between private and public sector institutions, and between primary, secondary and tertiary institutions with regards to intrinsic rewards, personality factors and emotional intelligence. The proposed theoretical model could be partly accepted as it showed that a correlation does exist between Extraversion, Neuroticism, Agreeableness and Conscientiousness (Openness was not correlated) and intrinsic rewards, and between intrinsic rewards and emotional intelligence. Moreover, the model showed that emotional intelligence acted as a mediator and partial mediator in predicting one’s level of intrinsic rewards via Extraversion, Neuroticism, Agreeableness and Conscientiousness, but no mediation could be shown with regards to Openness. Finally, the results of confirmatory factor analysis confirmed that the Intrinsic Work Rewards Scale showed acceptable fit and thus provided evidence for this instrument holding construct validity within the South African context. These results theoretically contribute to the area of intrinsic rewards, and have uncovered a new area whereby intrinsic rewards are shown to be related to personality factors and emotional intelligence. The findings of this study hold important implications for the effective management of educators in the South African context.
  • Full Text:
  • Date Issued: 2017

The relationship between leadership resilience and self-renewal practices

  • Authors: Venter, Celeste
  • Date: 2017
  • Subjects: Leadership Success in business Organizational resilience
  • Language: English
  • Type: Thesis , Masters , MA
  • Identifier: http://hdl.handle.net/10948/14024 , vital:27395
  • Description: Most organisations operate in a turbulent environment characterised by volatility, uncertainty, complexity and ambiguity. Disruptive and unpredictable forces of change are key features of this environment and sustainability of organisations has become fragile and unstable. Organisations that are able to grow and thrive within this environment have adaptive capabilities to learn (Ovans, 2005) and adjust faster with more confidence compared to their competitors. Leadership is a decisive influence in the creation of a competitive advantage within thriving organisations. Leaders absorb high levels of turmoil, unpredictability and uncertainty and need to respond to regular shocks and surprises in a productive manner so that the organisation can be responsive to threats and opportunities. The ability of leaders to offer this type of leadership is determined by their own levels of leadership resilience. Leadership resilience is a capability that can increase or diminish depending on the leader’s ability to learn and adapt following unexpected disruptive experiences, continued adverse conditions or while dealing with persistent pressure. Practices associated with self-renewal offer leaders, opportunities to develop disciplined intentional processes of change and adjustment. These are based on a state of awareness regarding one’s level of internal well-being, energy and balance, aimed at replenishing or strengthening resilient qualities and protective factors. Leadership development programmes can make a significant contribution to sustained leadership being effective, by developing personal strengths and strategies that can buttress tough resilience capabilities in leaders. The main research problem in this study was to explore the relationship between leadership resilience and self-renewal practices. To address the main and identified sub-problems, a literature study was conducted focusing on the main components of resilience with specific reference to resilience in leaders, while exploring self-renewal practices that can be used by leaders to improve their resilience. A web-based survey with a questionnaire was administered to a target group consisting of middle and senior managers who have participated in leadership development programmes at the Leadership Academy of the Nelson Mandela Metropolitan University Business School. The survey was a self-reporting instrument that included the Leadership Resilience Profile developed by Dianne Reed and Jerry Patterson (2009) as well as a section focused on self-renewal practices that included physical, spiritual, cognitive and socio-emotional renewal practices. The results from the empirical study revealed that the levels of leadership resilience are related to the self-renewal practices of leaders. The study identified spiritual self-renewal as most significant to leadership resilience. Higher levels of resilience were demonstrated with regard to value-driven leadership, optimism, courageous decision-making and self-efficacy. Senior managers reported higher levels of self-efficacy as compared to their counterparts at middle level management. The study identified adaptability, perseverance and social support as resilience capabilities that leaders should grow. In general, lower scores were obtained for self-renewal practices than for resilience levels. Leadership development initiatives that integrate resilience capabilities and self-renewal practices will create an adaptive resource within organisations. Supporting the development and maintenance of strong leadership resilience capabilities will contribute to the development of adaptive organisations that are able to navigate turbulent conditions with confidence.
  • Full Text:
  • Date Issued: 2017

The relationship between OCT4 and an aggressive phenotype in triple negative breast cancer (TNBC)

  • Authors: Jackson, Hayley Claire
  • Date: 2017
  • Language: English
  • Type: text , Thesis , Masters , MSc
  • Identifier: http://hdl.handle.net/10962/59209 , vital:27477
  • Description: Expected release date-April 2019
  • Full Text:
  • Date Issued: 2017

The relationship between opportunity-related aspects and the performance of primary co-operatives in South Africa

  • Authors: Bodley, David Cyril
  • Date: 2017
  • Subjects: Organizational effectiveness -- Measurement Performance , Small business -- Management Success in business
  • Language: English
  • Type: Thesis , Masters , MTech
  • Identifier: http://hdl.handle.net/10948/14653 , vital:27813
  • Description: South Africa is a country facing divisive social and economic challenges. It has a history that generated imbalances within the economy and requires urgent solutions to one of the most significant issues the country faces, having too few South Africans in work. Globally, a key solution to creating work has been to make small business the engine-room of economies. Consequently, the South African Government has identified the establishment of small businesses as a priority, which incorporates the development of collaborative forms of businesses in marginalised communities. The co-operative form of business and a strong co-operative movement is, therefore, a critical element of government’s initiative to create work and economic independence for South Africans. Governed by the seven International Labour Organization (ILO) principles, this form of business is often more complex than a typical firm, making the task of establishing and growing these entities particularly challenging. This study analyses the literature to gain an understanding of co-operative movements across the globe. It then looks at the specific challenges the movement faces in South Africa, followed by an analysis of best practice that a business should engage in its establishment and growth. Specifically, the literature examines whether there is a relationship between opportunity-related industry, market and entrepreneurial team aspects and improved business performance of business entities such as co-operatives. The study collates data from co-operatives in the South African economy using two separate methodologies. Firstly, a structured interview was used to acquire information on the opportunity-related aspects. Secondly, business transactions were recorded and basic financial statements were produced for each co-operative, enabling a rating on business performance. The primary data was then analysed within Chapter 6, to investigate the strength of the relationship between opportunity-related aspects and business performance. The findings extracted from the primary data reinforced certain facts within the body of knowledge as it relates to the relationship between opportunity-related aspects and business performance, but there were also some interesting new insights that were extracted from the data. The South African co-operative movement has achieved certain success and momentum as well as experiencing certain failures, and the study clearly highlights both, and makes recommendations to improve the movements and government’s efforts to establish a vibrant and meaningful co-operative sector.
  • Full Text:
  • Date Issued: 2017

The relationship between organisational culture, transformational leadership and organisational change outcomes in public intensive care units

  • Authors: Befile, Nomawethu
  • Date: 2017
  • Subjects: Critical care medicine -- Leadership Organizational behavior , Organizational change Leadership
  • Language: English
  • Type: Thesis , Masters , MCur
  • Identifier: http://hdl.handle.net/10948/14576 , vital:27794
  • Description: Organisational change in any organisation, including the healthcare industry, implies a change in organisational culture. The concept of organisational culture refers to those values and norms within an organisation that are prescribed by both the employer and the employees as to how to behave. However, organisational culture should not be viewed in isolation, as culture and leadership are intertwined. Transformational leadership within an organisational culture serves to achieve its goal, missions and aims by influencing, motivating and creating a mutual relationship between employees and employers, which brings about effective organisational change. The alignment of organisational culture and leadership with a hospital’s vision is important to ensure optimal healthcare delivery and organisational change outcomes. A positivistic research paradigm, with a quantitative, explorative, descriptive and contextual approach, was used to conduct the research study. The research study explored whether a supportive organisational culture, transformational leadership and organisational change outcomes were prevalent in public intensive care units. Secondly, the study aimed to investigate the relationship between organisational culture, transformational leadership and organisational change outcomes in public intensive care units in the Nelson Mandela Bay. Data was collected by means of a structured and previously validated questionnaire with a Cronbach’s alpha of more than 0.80. The target population was registered nurses who work in the intensive care units in the public hospitals. The sample was composed of 56 registered nurses and 4 enrolled nurses who were selected from public hospital intensive care units in Nelson Mandela Bay. Descriptive statistics, linear regression analysis, correlation and a Chi-square test were used to describe the hypothesised relationship between organisational culture and transformational leadership (independent) with organisational change outcomes (dependent variable). The results of this study revealed that the alternative hypothesis was accepted as the P value, was less than 0.05 in all variables. This proved that there was a significant relationship between organisational culture, transformational leadership and organisational change outcomes in the public intensive care units which were sampled. Recommendations are made as to how organisational culture can enhance and support transformational leadership and organisational change outcomes to promote a positive change outcome in public intensive care units. Ethical considerations were maintained throughout the research study.
  • Full Text:
  • Date Issued: 2017
  • Disclaimer
  • Privacy
  • Copyright
  • Contact