Impacts of cattle grazing pressure on vegetation and soil characteristics in an arid grassland of South Africa
- Authors: Botha, Gert Stephanus
- Date: 2020
- Subjects: Grazing -- Environmental aspects -- South Africa , Cattle -- Feeding and feeds -- South Africa
- Language: English
- Type: Thesis , Masters , MSc
- Identifier: http://hdl.handle.net/${Handle} , vital:39749
- Description: Natural rangelands are often degraded due to the implementation of incorrect grazing systems. One potential solution is the use of short duration, high intensity grazing. The impacts of this grazing system on, inter alia, vegetation and soil properties have not yet been comprehensively tested within the arid rangelands of South Africa. This study aimed to determine the impacts of grazing intensity on vegetation composition, forage quantity and quality, and soil compaction, soil water infiltration rates and soil chemical properties in an arid grassland in South Africa. The following three grazing treatments were compared: no grazing (NG), low intensity grazing (LIG) and high intensity grazing (HIG). A total of 18 plots (six replicates per treatment) were grazed with Bonsmara cattle. Each plot, 4 ha in size, was surveyed pre-grazing, directly after grazing, and again three, six and 12 months post-grazing. The results indicated that different grazing intensities did not affect grass diversity and the veld condition a year after grazing. Phytomass was influenced by grazing intensity, with no grazing having the highest phytomass throughout the study period. Soil compaction differed among seasons but not among treatments, with summer surveys recording the lowest soil compaction rates. The soil water infiltration rates did not differ between the three different treatments, indicating that grazing intensity did not affect infiltration rates. However, grazing did seem to improve soil nutrient levels when compared to NG. The grazed treatments had higher NH4+, K+, and organic carbon than the NG treatment. Nevertheless, there was no significant difference in nutrients levels when comparing the LIG system to the HIG system. When comparing the soil nutrients levels within a treatment over time, only the HIG treatment showed an increase in soil nutrient levels (Mg2+) over time, whereas the LIG and NG treatments showed no changed throughout the study period. Generally, the study results indicated that in the short term there was no advantage to using higher grazing intensity, although the presence of grazing (as opposed to no grazing) is advantageous to arid grassland functioning.
- Full Text:
- Date Issued: 2020
- Authors: Botha, Gert Stephanus
- Date: 2020
- Subjects: Grazing -- Environmental aspects -- South Africa , Cattle -- Feeding and feeds -- South Africa
- Language: English
- Type: Thesis , Masters , MSc
- Identifier: http://hdl.handle.net/${Handle} , vital:39749
- Description: Natural rangelands are often degraded due to the implementation of incorrect grazing systems. One potential solution is the use of short duration, high intensity grazing. The impacts of this grazing system on, inter alia, vegetation and soil properties have not yet been comprehensively tested within the arid rangelands of South Africa. This study aimed to determine the impacts of grazing intensity on vegetation composition, forage quantity and quality, and soil compaction, soil water infiltration rates and soil chemical properties in an arid grassland in South Africa. The following three grazing treatments were compared: no grazing (NG), low intensity grazing (LIG) and high intensity grazing (HIG). A total of 18 plots (six replicates per treatment) were grazed with Bonsmara cattle. Each plot, 4 ha in size, was surveyed pre-grazing, directly after grazing, and again three, six and 12 months post-grazing. The results indicated that different grazing intensities did not affect grass diversity and the veld condition a year after grazing. Phytomass was influenced by grazing intensity, with no grazing having the highest phytomass throughout the study period. Soil compaction differed among seasons but not among treatments, with summer surveys recording the lowest soil compaction rates. The soil water infiltration rates did not differ between the three different treatments, indicating that grazing intensity did not affect infiltration rates. However, grazing did seem to improve soil nutrient levels when compared to NG. The grazed treatments had higher NH4+, K+, and organic carbon than the NG treatment. Nevertheless, there was no significant difference in nutrients levels when comparing the LIG system to the HIG system. When comparing the soil nutrients levels within a treatment over time, only the HIG treatment showed an increase in soil nutrient levels (Mg2+) over time, whereas the LIG and NG treatments showed no changed throughout the study period. Generally, the study results indicated that in the short term there was no advantage to using higher grazing intensity, although the presence of grazing (as opposed to no grazing) is advantageous to arid grassland functioning.
- Full Text:
- Date Issued: 2020
The impact of technology on job redesign
- Authors: Merchant, Amelia Sarwal
- Date: 2018
- Subjects: Work design , Job analysis Job enrichment
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/32006 , vital:31908
- Description: The primary objective of this study was to establish the impact of cognitive technology on job redesign. The study was prompted by the uncertainty on employee job security and satisfaction introduced by leaps in technological development. The study adopted a qualitative approach and targeted business, human resources and IT executives to provide insights on the adoption of cognitive technology and its impact on employees and business profitability. Data were collected through in-depth interviews guided by semi-structured interview guides. Content analysis was used to analyse the data. The findings indicate that cognitive technology creates new jobs that require employees to have more advanced skills; challenges employees and companies to collaborate in order to transition to higher levels of efficiency and productivity; and enables employees to advance their careers. Cognitive technology also enables companies to seek improved strategies for job redesign and staff retention. The findings also indicate that employees can be anxious and fearful about job security; companies may lack the capacity or resources to support employees to upskill; and employees may seek alternative employment opportunities. When introducing cognitive technology and conducting the inevitable job redesign the following recommendations were made: Companies should develop change management programs to assure that all employees are on board; Develop a clear roadmap for the roll-out of activities associated with cognitive technology and job redesign; and establish support structures and resources to assist staff to acquire new skills to transition from old to new roles.
- Full Text:
- Date Issued: 2018
- Authors: Merchant, Amelia Sarwal
- Date: 2018
- Subjects: Work design , Job analysis Job enrichment
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/32006 , vital:31908
- Description: The primary objective of this study was to establish the impact of cognitive technology on job redesign. The study was prompted by the uncertainty on employee job security and satisfaction introduced by leaps in technological development. The study adopted a qualitative approach and targeted business, human resources and IT executives to provide insights on the adoption of cognitive technology and its impact on employees and business profitability. Data were collected through in-depth interviews guided by semi-structured interview guides. Content analysis was used to analyse the data. The findings indicate that cognitive technology creates new jobs that require employees to have more advanced skills; challenges employees and companies to collaborate in order to transition to higher levels of efficiency and productivity; and enables employees to advance their careers. Cognitive technology also enables companies to seek improved strategies for job redesign and staff retention. The findings also indicate that employees can be anxious and fearful about job security; companies may lack the capacity or resources to support employees to upskill; and employees may seek alternative employment opportunities. When introducing cognitive technology and conducting the inevitable job redesign the following recommendations were made: Companies should develop change management programs to assure that all employees are on board; Develop a clear roadmap for the roll-out of activities associated with cognitive technology and job redesign; and establish support structures and resources to assist staff to acquire new skills to transition from old to new roles.
- Full Text:
- Date Issued: 2018
Resource partitioning in the world’s largest gannetry
- Authors: Botha, Jonathan Aubrey
- Date: 2017
- Subjects: Gannets -- South Africa Birds of prey -- Behavior -- South Africa , Birds -- Behavior
- Language: English
- Type: Thesis , Masters , MSc
- Identifier: http://hdl.handle.net/10948/14707 , vital:27828
- Description: Understanding strategies of resource partitioning within populations is a fundamental aspect of the study of ecology, and one which has been well documented across various taxa. In seabirds, sex-specific differences in foraging behaviour are often thought to reflect strategies of resource partitioning to avoid intra-specific competition. At present Bird Island in Algoa Bay hosts the world’s largest breeding population of gannets, with recent population estimates numbering well over 90 000 breeding pairs. Given the large size of this colony, intense levels of intra-specific competition are expected during the breeding season, particularly in years of poor feeding conditions. In addition, continuous foraging around the breeding colony may lead to the local depletion of prey as the season progresses, calling for flexibility in the foraging behaviour and diet of breeding individuals. Therefore, the aim of this dissertation was to investigate resource partitioning in Cape gannets breeding at Bird Island through strategies of sex-specific foraging and intra-seasonal variability in foraging behaviour and diet. To achieve this, the spatial and temporal aspects of Cape gannet foraging behaviour were assessed during the early stages of chick rearing, over two consecutive breeding seasons (2011/12, 2012/13) using GPS tracking and VHF monitoring. In addition, intra-seasonal variability in foraging behaviour and diet were investigated, taking into account the influence of sex and chick age, to provide a comprehensive assessment of foraging behaviour throughout the chick rearing period. GPS tracking data for 79 birds revealed limited evidence for sex-specific differences over spatial dimensions. An extension in the foraging range of females during a year of lower prey availability (2012/13) was, however, evident. This suggests a possible sex-specific response to prey limitation, likely reflecting resource partitioning strategies or differences in nutritional requirements. VHF data for 95 additional birds revealed a clear pattern in temporal foraging behaviour. In general, females were more likely to be on a foraging trip during the early and mid-day hours, with the probability of males being on a foraging trip increasing towards the late afternoon. Continuous tracking of individuals throughout the 2015/16 breeding season further revealed little evidence for sex-specific differences in spatial distribution and forging effort during both the guard and post-guard stages of chick rearing. A clear increase in foraging range was evident during the early stages of chick rearing as the season progressed. However, birds attending chicks older than 50 days showed an unexpected contraction in foraging range, which appeared to coincide with a dietary shift. During the early stages of breeding the diet was comprised almost exclusively of anchovy, the proportion of which decreased progressively in the diet throughout the breeding season. This was mirrored by a substantial increase in the proportion of saury in the diet. These results suggest that Cape gannets increase their foraging range in response to local prey depletion as the breeding season progresses. However, when alternative prey becomes available they may shift their diet, allowing them to access prey closer to the breeding colony. Overall, this dissertation provides insight into sex-specific behaviour in a monomorphic seabird, suggesting a marginal degree of spatial segregation. The results provide the first support for sex-related temporal foraging segregation in gannets. Such separation could potentially be driven by resource partitioning, but could also relate to differential nutritional requirements. In addition, this study also provided the first comprehensive assessment of foraging behaviour throughout the guard and post guard stages of chick rearing in gannets. These results suggest that a combination of foraging and dietary flexibility may allow Cape gannets to buffer the effects of prey depletion during the breeding season. In conclusion, resource partitioning through sex-specific foraging appears to be limited in the Cape gannet population at Bird Island. Segregation via alternative pathways may however be possible and as such, future studies should consider the influence of individual level segregation and habitat specialization.
- Full Text:
- Date Issued: 2017
- Authors: Botha, Jonathan Aubrey
- Date: 2017
- Subjects: Gannets -- South Africa Birds of prey -- Behavior -- South Africa , Birds -- Behavior
- Language: English
- Type: Thesis , Masters , MSc
- Identifier: http://hdl.handle.net/10948/14707 , vital:27828
- Description: Understanding strategies of resource partitioning within populations is a fundamental aspect of the study of ecology, and one which has been well documented across various taxa. In seabirds, sex-specific differences in foraging behaviour are often thought to reflect strategies of resource partitioning to avoid intra-specific competition. At present Bird Island in Algoa Bay hosts the world’s largest breeding population of gannets, with recent population estimates numbering well over 90 000 breeding pairs. Given the large size of this colony, intense levels of intra-specific competition are expected during the breeding season, particularly in years of poor feeding conditions. In addition, continuous foraging around the breeding colony may lead to the local depletion of prey as the season progresses, calling for flexibility in the foraging behaviour and diet of breeding individuals. Therefore, the aim of this dissertation was to investigate resource partitioning in Cape gannets breeding at Bird Island through strategies of sex-specific foraging and intra-seasonal variability in foraging behaviour and diet. To achieve this, the spatial and temporal aspects of Cape gannet foraging behaviour were assessed during the early stages of chick rearing, over two consecutive breeding seasons (2011/12, 2012/13) using GPS tracking and VHF monitoring. In addition, intra-seasonal variability in foraging behaviour and diet were investigated, taking into account the influence of sex and chick age, to provide a comprehensive assessment of foraging behaviour throughout the chick rearing period. GPS tracking data for 79 birds revealed limited evidence for sex-specific differences over spatial dimensions. An extension in the foraging range of females during a year of lower prey availability (2012/13) was, however, evident. This suggests a possible sex-specific response to prey limitation, likely reflecting resource partitioning strategies or differences in nutritional requirements. VHF data for 95 additional birds revealed a clear pattern in temporal foraging behaviour. In general, females were more likely to be on a foraging trip during the early and mid-day hours, with the probability of males being on a foraging trip increasing towards the late afternoon. Continuous tracking of individuals throughout the 2015/16 breeding season further revealed little evidence for sex-specific differences in spatial distribution and forging effort during both the guard and post-guard stages of chick rearing. A clear increase in foraging range was evident during the early stages of chick rearing as the season progressed. However, birds attending chicks older than 50 days showed an unexpected contraction in foraging range, which appeared to coincide with a dietary shift. During the early stages of breeding the diet was comprised almost exclusively of anchovy, the proportion of which decreased progressively in the diet throughout the breeding season. This was mirrored by a substantial increase in the proportion of saury in the diet. These results suggest that Cape gannets increase their foraging range in response to local prey depletion as the breeding season progresses. However, when alternative prey becomes available they may shift their diet, allowing them to access prey closer to the breeding colony. Overall, this dissertation provides insight into sex-specific behaviour in a monomorphic seabird, suggesting a marginal degree of spatial segregation. The results provide the first support for sex-related temporal foraging segregation in gannets. Such separation could potentially be driven by resource partitioning, but could also relate to differential nutritional requirements. In addition, this study also provided the first comprehensive assessment of foraging behaviour throughout the guard and post guard stages of chick rearing in gannets. These results suggest that a combination of foraging and dietary flexibility may allow Cape gannets to buffer the effects of prey depletion during the breeding season. In conclusion, resource partitioning through sex-specific foraging appears to be limited in the Cape gannet population at Bird Island. Segregation via alternative pathways may however be possible and as such, future studies should consider the influence of individual level segregation and habitat specialization.
- Full Text:
- Date Issued: 2017
The ability of nurse unit managers to manage conflict in the Nelson Mandela Bay public hospitals
- Authors: Moeta, Mabitja Elias
- Date: 2017
- Subjects: Conflict management -- Hospitals -- South Africa -- Nelson Mandela Bay Municipality Nursing -- South Africa -- Nelson Mandela Bay Municipality , Nursing -- Practice -- South Africa -- Nelson Mandela Bay Municipality Hospitals -- South Africa -- Nelson Mandela Bay Municipality -- Employees
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/19168 , vital:28779
- Description: Conflict exists in all health care settings across the world. In a profession such as nursing, where there is constant interaction among staff, conflict is a common and often unavoidable challenge. Conflict represents a state where two parties have differing views on issues considered important to each of them. There are various forms of conflict such as intrapersonal, interpersonal, inter-group and/or inter-organisational conflict. While not all conflict can be managed or requires the need to be managed, learning how to manage it, may reduce the chances of it recurring or producing negative consequences. The inappropriate management of conflict has been reported to contribute to decreased productivity, poor morale and financial loss in and for healthcare organisations. The goal of this study was to make recommendations regarding how to optimise conflict management by Nurse Unit Managers (NUMs). A qualitative, explorative, descriptive and contextual research study was conducted to explore and describe the ability of NUMs to manage conflict in the nursing units of the Nelson Mandela Bay public hospitals. NUMs working in the three (3) public hospitals of the Nelson Mandela Bay Municipality situated in the Eastern Cape Province of South Africa were interviewed using unstructured individual interviews to collect meaningful data on how the NUMs would manage conflict based on a conflict scenario presented to them. Data was directly collected from the participants. The researcher developed a conflict scenario and the model answer in consultation with experts in both nursing management and human resource management. This was done to relate the responses and themes from the data collected with what literature suggest as the appropriate management of conflict. Tesch’s method of thematic synthesis was utilised to analyse this data. Recommendations were developed for nursing practice, nursing education and nursing research. Data was collected from eleven NUMs with each of the participating hospitals represented in the interviews. Unstructured interviews were conducted. The unstructured interview consisted of one central question and probing questions. This was done for all the interviews until data saturation was reached. The data collected was then transcribed and coded yielding the themes and sub-themes for this study. The model answer was then used to gauge the responses of the participants in comparison to what literature suggests regarding effective conflict resolution and management. The three themes that emerged from the data were Nurse Unit Managers managed the conflict in an appropriate manner, Nurse Unit Managers avoided the conflict and Nurse Unit managers did not apply the accepted process to manage the conflict. Thereafter the ability of NUMs to manage conflict in a nursing unit was described based on the findings. The researcher ensured trustworthiness by using Guba and Lincoln’s criteria, namely credibility, dependability, conformability, transferability. The participants’ rights and dignity were protected and the integrity of the study safeguarded by complying with the following ethical principles: autonomy, beneficence and non-maleficence, justice, privacy and confidentiality as well as authenticity. The limitations of the study were that only NUMs from the general hospitals in the public sector participated in the study and therefore the ability of NUMs in other types of hospitals and the private sector are not known. Other levels of nursing management were not included in the study. The findings in this study could be integrated into the orientation, training and preparation of nurse managers by health care organisations and educational institutions as well as Human Resource Management practices.
- Full Text:
- Date Issued: 2017
- Authors: Moeta, Mabitja Elias
- Date: 2017
- Subjects: Conflict management -- Hospitals -- South Africa -- Nelson Mandela Bay Municipality Nursing -- South Africa -- Nelson Mandela Bay Municipality , Nursing -- Practice -- South Africa -- Nelson Mandela Bay Municipality Hospitals -- South Africa -- Nelson Mandela Bay Municipality -- Employees
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/19168 , vital:28779
- Description: Conflict exists in all health care settings across the world. In a profession such as nursing, where there is constant interaction among staff, conflict is a common and often unavoidable challenge. Conflict represents a state where two parties have differing views on issues considered important to each of them. There are various forms of conflict such as intrapersonal, interpersonal, inter-group and/or inter-organisational conflict. While not all conflict can be managed or requires the need to be managed, learning how to manage it, may reduce the chances of it recurring or producing negative consequences. The inappropriate management of conflict has been reported to contribute to decreased productivity, poor morale and financial loss in and for healthcare organisations. The goal of this study was to make recommendations regarding how to optimise conflict management by Nurse Unit Managers (NUMs). A qualitative, explorative, descriptive and contextual research study was conducted to explore and describe the ability of NUMs to manage conflict in the nursing units of the Nelson Mandela Bay public hospitals. NUMs working in the three (3) public hospitals of the Nelson Mandela Bay Municipality situated in the Eastern Cape Province of South Africa were interviewed using unstructured individual interviews to collect meaningful data on how the NUMs would manage conflict based on a conflict scenario presented to them. Data was directly collected from the participants. The researcher developed a conflict scenario and the model answer in consultation with experts in both nursing management and human resource management. This was done to relate the responses and themes from the data collected with what literature suggest as the appropriate management of conflict. Tesch’s method of thematic synthesis was utilised to analyse this data. Recommendations were developed for nursing practice, nursing education and nursing research. Data was collected from eleven NUMs with each of the participating hospitals represented in the interviews. Unstructured interviews were conducted. The unstructured interview consisted of one central question and probing questions. This was done for all the interviews until data saturation was reached. The data collected was then transcribed and coded yielding the themes and sub-themes for this study. The model answer was then used to gauge the responses of the participants in comparison to what literature suggests regarding effective conflict resolution and management. The three themes that emerged from the data were Nurse Unit Managers managed the conflict in an appropriate manner, Nurse Unit Managers avoided the conflict and Nurse Unit managers did not apply the accepted process to manage the conflict. Thereafter the ability of NUMs to manage conflict in a nursing unit was described based on the findings. The researcher ensured trustworthiness by using Guba and Lincoln’s criteria, namely credibility, dependability, conformability, transferability. The participants’ rights and dignity were protected and the integrity of the study safeguarded by complying with the following ethical principles: autonomy, beneficence and non-maleficence, justice, privacy and confidentiality as well as authenticity. The limitations of the study were that only NUMs from the general hospitals in the public sector participated in the study and therefore the ability of NUMs in other types of hospitals and the private sector are not known. Other levels of nursing management were not included in the study. The findings in this study could be integrated into the orientation, training and preparation of nurse managers by health care organisations and educational institutions as well as Human Resource Management practices.
- Full Text:
- Date Issued: 2017
The role of traditional leaders in community development: a case of Mbhashe Local Municipality
- Authors: Tsoko, Nokuzola Lulekwa
- Date: 2014
- Subjects: Rural development -- South Africa -- Eastern Cape , Tribal government -- South Africa -- Eastern Cape , Chiefdoms -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MPA
- Identifier: vital:8330 , http://hdl.handle.net/10948/d1020400
- Description: The aim of the study is to establish the challenges that are experienced by traditional leadership that are prohibiting them from performing their roles. The reality is that despite the fact that there are guidelines on roles of traditional leaders, policies that are in place that entail the roles of traditional leaders, there are always problems such as disputes, grievances and complaints of unfair treatment by traditional leaders. The study seeks to explore the community of Mbhashe Local Municipality that has been hailed in developing its communities through the traditional leadership. This study shows the lessons learnt in this municipality that could be utilised as a model for other areas and thus assist in the improvement of other communities through similar relationships. The objectives of the study are based on the above introduction and problem statement namely: those traditional leaders, who have a role to play in the development of their communities, they have a potential to contribute towards the development by involving government departments and other relevant stakeholders with potential to develop the rural communities. The reality is that government has not succeeded in empowering the traditional leadership institutions in terms of development, their roles and functions. The study seeks to establish the meaningful roles and functions of the traditional leaders in their communities with reference to the local governments of municipalities. The study is conducted within the qualitative and quantitative paradigm, based on a literature review, personal visits and interviews with traditional leaders and elected municipal councillors of municipalities and community members. The study concluded by arguing that traditional leaders do have a role to play in the development of their rural communities also government has a big role to ensure that the Traditional Leaders are capacitated. The study therefore seeks to explore the reasons as to why some traditional leaders are not playing their roles as expected, what can be done to improve their understanding of their role in terms of development. The conclusion of the study is based on the fact that the institution of traditional leadership in South Africa dates back to the pre-colonial era. The power and influence of traditional leaders in South African societies has been weakened over the years due to the adoption of Western style political systems. However at the dawn of democracy in 1994, a lot of effort includes legislative and other regulatory steps aimed towards the empowerment of traditional leaders in areas where there is customary law system. Traditional Leaders have served as the spokesperson of the people as well as bringing the gap between the government and the people. The results of the study found that traditional leaders are pivotal in the community development programmes in the Mbhashe Local Municipality. Traditional leaders need empowerment in local government through a vivid policy framework aimed at establishing how they can actively partake in the affairs of the municipality. Also the study found that at present, traditional leaders appear to be operationally parallel with councillors, a situation which creates tension and damage to their morale. Such a policy framework would do a lot to give traditional leaders an engagement model, roles and responsibilities at municipal level. More importantly the manner in which they can cooperate with councillors towards sustainable community development needs more attention and intervention from local government.
- Full Text:
- Date Issued: 2014
- Authors: Tsoko, Nokuzola Lulekwa
- Date: 2014
- Subjects: Rural development -- South Africa -- Eastern Cape , Tribal government -- South Africa -- Eastern Cape , Chiefdoms -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MPA
- Identifier: vital:8330 , http://hdl.handle.net/10948/d1020400
- Description: The aim of the study is to establish the challenges that are experienced by traditional leadership that are prohibiting them from performing their roles. The reality is that despite the fact that there are guidelines on roles of traditional leaders, policies that are in place that entail the roles of traditional leaders, there are always problems such as disputes, grievances and complaints of unfair treatment by traditional leaders. The study seeks to explore the community of Mbhashe Local Municipality that has been hailed in developing its communities through the traditional leadership. This study shows the lessons learnt in this municipality that could be utilised as a model for other areas and thus assist in the improvement of other communities through similar relationships. The objectives of the study are based on the above introduction and problem statement namely: those traditional leaders, who have a role to play in the development of their communities, they have a potential to contribute towards the development by involving government departments and other relevant stakeholders with potential to develop the rural communities. The reality is that government has not succeeded in empowering the traditional leadership institutions in terms of development, their roles and functions. The study seeks to establish the meaningful roles and functions of the traditional leaders in their communities with reference to the local governments of municipalities. The study is conducted within the qualitative and quantitative paradigm, based on a literature review, personal visits and interviews with traditional leaders and elected municipal councillors of municipalities and community members. The study concluded by arguing that traditional leaders do have a role to play in the development of their rural communities also government has a big role to ensure that the Traditional Leaders are capacitated. The study therefore seeks to explore the reasons as to why some traditional leaders are not playing their roles as expected, what can be done to improve their understanding of their role in terms of development. The conclusion of the study is based on the fact that the institution of traditional leadership in South Africa dates back to the pre-colonial era. The power and influence of traditional leaders in South African societies has been weakened over the years due to the adoption of Western style political systems. However at the dawn of democracy in 1994, a lot of effort includes legislative and other regulatory steps aimed towards the empowerment of traditional leaders in areas where there is customary law system. Traditional Leaders have served as the spokesperson of the people as well as bringing the gap between the government and the people. The results of the study found that traditional leaders are pivotal in the community development programmes in the Mbhashe Local Municipality. Traditional leaders need empowerment in local government through a vivid policy framework aimed at establishing how they can actively partake in the affairs of the municipality. Also the study found that at present, traditional leaders appear to be operationally parallel with councillors, a situation which creates tension and damage to their morale. Such a policy framework would do a lot to give traditional leaders an engagement model, roles and responsibilities at municipal level. More importantly the manner in which they can cooperate with councillors towards sustainable community development needs more attention and intervention from local government.
- Full Text:
- Date Issued: 2014
Investigating teamwork competencies in the value chain of a selected wool brokerage logistics department
- Authors: Craig, Kenneth Bruce
- Date: 2008
- Subjects: Teams in the workplace -- South Africa , Teams in the workplace -- Management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8712 , http://hdl.handle.net/10948/936 , Teams in the workplace -- South Africa , Teams in the workplace -- Management
- Description: department of BKB Ltd. The research aimed at addressing the team balance, the environment and culture in which the team operates and teamwork competencies of the value chain. Thus, creating a high performance value chain team will add to the success of the team, and hence the company as a whole. Research to establish the degree of teamwork within the value chain was undertaken. A survey which included a structured self-administered questionnaire was used to elicit information from all eight value chain team members (four section heads and their four supervisors), who represented the entire cross-section of the value chain team. The research revealed the following important points pertaining to the value chain team: • The team’s balance needs to be addressed; and • The culture and environment in which the team operates needs to be reviewed. Points of interest pertaining to teamwork competencies include the following: • The degree of teamwork is average; • The level of individual competencies is high; • The extent that team members are team players is average; • That team communication is below average; • A high perception of hidden agendas exists; • Dysfunctional team conflict exists; • A high level of empowerment and autonomy exists; • Team leadership - team linker is absent; • Co-operation and collaboration is below average; • Team attitude is high; • Team motivation is high; • Team strategies exist, but need more attention; • Team set goals are set; • Free-wheelers exist in the team; • Job satisfaction is above average; • Team recognition is high; and • Team synergy is average. Teamwork needs to be analyzed holistically, to ensure that the complex dynamics of teamwork is acknowledged and understood. A greater knowledge and understanding of the characteristics and measurement criteria of teamwork will equip team enthusiasts in building high performance teams, to the benefit of all role players. High performance team based organisations will add to the current and future success of the business. As the term “synergy” implies, the result is greater than the sum of the individual effects and capabilities. This emphasises why team-based organisations are fast becoming the modern trend of doing business.
- Full Text:
- Date Issued: 2008
- Authors: Craig, Kenneth Bruce
- Date: 2008
- Subjects: Teams in the workplace -- South Africa , Teams in the workplace -- Management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8712 , http://hdl.handle.net/10948/936 , Teams in the workplace -- South Africa , Teams in the workplace -- Management
- Description: department of BKB Ltd. The research aimed at addressing the team balance, the environment and culture in which the team operates and teamwork competencies of the value chain. Thus, creating a high performance value chain team will add to the success of the team, and hence the company as a whole. Research to establish the degree of teamwork within the value chain was undertaken. A survey which included a structured self-administered questionnaire was used to elicit information from all eight value chain team members (four section heads and their four supervisors), who represented the entire cross-section of the value chain team. The research revealed the following important points pertaining to the value chain team: • The team’s balance needs to be addressed; and • The culture and environment in which the team operates needs to be reviewed. Points of interest pertaining to teamwork competencies include the following: • The degree of teamwork is average; • The level of individual competencies is high; • The extent that team members are team players is average; • That team communication is below average; • A high perception of hidden agendas exists; • Dysfunctional team conflict exists; • A high level of empowerment and autonomy exists; • Team leadership - team linker is absent; • Co-operation and collaboration is below average; • Team attitude is high; • Team motivation is high; • Team strategies exist, but need more attention; • Team set goals are set; • Free-wheelers exist in the team; • Job satisfaction is above average; • Team recognition is high; and • Team synergy is average. Teamwork needs to be analyzed holistically, to ensure that the complex dynamics of teamwork is acknowledged and understood. A greater knowledge and understanding of the characteristics and measurement criteria of teamwork will equip team enthusiasts in building high performance teams, to the benefit of all role players. High performance team based organisations will add to the current and future success of the business. As the term “synergy” implies, the result is greater than the sum of the individual effects and capabilities. This emphasises why team-based organisations are fast becoming the modern trend of doing business.
- Full Text:
- Date Issued: 2008
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