An international comparative study on the relationship marketing and customer retention of retail banks : lessons for South Africa
- Authors: Rootman, Chantal
- Date: 2011
- Subjects: Banks and banking -- Customer services , Relationship marketing , Customer relations
- Language: English
- Type: Thesis , Doctoral , PhD
- Identifier: vital:9358 , http://hdl.handle.net/10948/1376 , Banks and banking -- Customer services , Relationship marketing , Customer relations
- Description: Despite the extensive research undertaken in the subject area of services marketing, much is still unknown to service providers of specific services in terms of firm-client relationships and how customer retention rates can be increased. This study attempts to address this limitation. The study revolves around the relationship marketing and customer retention of banks in South Africa, Canada and the United Kingdom (UK). Service firms, including banks, are vitally important to the economy of any country as they contribute to its Gross Domestic Product (GDP) (for example a 74 percent contribution in South Africa) and its employment rate. However, to survive in a complex, competitive business environment, service firms are required to focus on their clients’ needs. Banks can focus on their relationships with clients and measure their institutions’ success by considering their customer retention rates. When considering firm-client relationships and customer retention rates, it is important to gather and link the viewpoints of both clients and managers in order to ensure that firms perform according to clients’ needs. In order to establish the influence of selected variables on the relationship marketing and customer retention of banks, from the perspectives of both banking clients and managers, an empirical investigation was conducted. The primary aim of this study was to quantify significant relationships among selected variables; therefore the positivistic research paradigm was used. In addition, in designing the measuring instruments for the empirical investigation, the phenomenological paradigm was used. Thus, in order to use multiple sources of data, the strategy of methodological triangulation was adopted for this study. The samples consisted of banking clients and bank managers in South Africa, Canada and the UK. The empirical investigation conducted among banking clients revealed that significant positive relationships exist between six of the seven identified independent variables, namely communication, personalisation, empowerment, ethics, fees and technology, and banks’ relationship marketing. These relationships imply that, according to banking clients, if each of these aspects in banks improves, bank-client relationships would improve. The empirical investigation conducted among bank managers showed that managers only regard communication and fees as influencers of relationship marketing in banks. This result clearly indicated a difference in the viewpoints of banking clients and bank managers. In addition, the empirical investigation revealed that relationship marketing positively influences the customer retention of banks. This relationship implies that if a bank successfully maintains relationships with its clients, the bank’s customer retention rates will increase. Additionally, the empirical investigation revealed that the population group, education level and country of residence of banking client respondents exerted an influence on the perceptions clients have regarding banks’ relationship marketing and customer retention levels. If banking clients are African or are not educated with a qualification beyond secondary school level or are from Canada, they consider the relationship marketing of a bank to be more important and are more likely to be retained by banks. Generally, the study indicated that Canadian banking clients are more positive regarding the empowerment strategies and personalisation efforts of Canadian banks than South Africans are about those of South African banks. In addition, banking clients in the UK are more satisfied with the communication, fees and use of technology of UK banks than South Africans are about these aspects in South African banks. The study indicated that strategies to improve banks’ communication, personalisation, empowerment, ethics, fees and technology should be implemented by banks in ways to positively influence their relationship marketing and ultimately their customer retention. Strategies relating to each of these areas, successfully implemented by banks in Canada and the UK, are recommended to South African banks. In effect, these strategies will contribute to retail banks’ success, the competiveness in the banking industry, banking client benefits as well as the economic stability and prosperity of South Africa.
- Full Text:
- Date Issued: 2011
- Authors: Rootman, Chantal
- Date: 2011
- Subjects: Banks and banking -- Customer services , Relationship marketing , Customer relations
- Language: English
- Type: Thesis , Doctoral , PhD
- Identifier: vital:9358 , http://hdl.handle.net/10948/1376 , Banks and banking -- Customer services , Relationship marketing , Customer relations
- Description: Despite the extensive research undertaken in the subject area of services marketing, much is still unknown to service providers of specific services in terms of firm-client relationships and how customer retention rates can be increased. This study attempts to address this limitation. The study revolves around the relationship marketing and customer retention of banks in South Africa, Canada and the United Kingdom (UK). Service firms, including banks, are vitally important to the economy of any country as they contribute to its Gross Domestic Product (GDP) (for example a 74 percent contribution in South Africa) and its employment rate. However, to survive in a complex, competitive business environment, service firms are required to focus on their clients’ needs. Banks can focus on their relationships with clients and measure their institutions’ success by considering their customer retention rates. When considering firm-client relationships and customer retention rates, it is important to gather and link the viewpoints of both clients and managers in order to ensure that firms perform according to clients’ needs. In order to establish the influence of selected variables on the relationship marketing and customer retention of banks, from the perspectives of both banking clients and managers, an empirical investigation was conducted. The primary aim of this study was to quantify significant relationships among selected variables; therefore the positivistic research paradigm was used. In addition, in designing the measuring instruments for the empirical investigation, the phenomenological paradigm was used. Thus, in order to use multiple sources of data, the strategy of methodological triangulation was adopted for this study. The samples consisted of banking clients and bank managers in South Africa, Canada and the UK. The empirical investigation conducted among banking clients revealed that significant positive relationships exist between six of the seven identified independent variables, namely communication, personalisation, empowerment, ethics, fees and technology, and banks’ relationship marketing. These relationships imply that, according to banking clients, if each of these aspects in banks improves, bank-client relationships would improve. The empirical investigation conducted among bank managers showed that managers only regard communication and fees as influencers of relationship marketing in banks. This result clearly indicated a difference in the viewpoints of banking clients and bank managers. In addition, the empirical investigation revealed that relationship marketing positively influences the customer retention of banks. This relationship implies that if a bank successfully maintains relationships with its clients, the bank’s customer retention rates will increase. Additionally, the empirical investigation revealed that the population group, education level and country of residence of banking client respondents exerted an influence on the perceptions clients have regarding banks’ relationship marketing and customer retention levels. If banking clients are African or are not educated with a qualification beyond secondary school level or are from Canada, they consider the relationship marketing of a bank to be more important and are more likely to be retained by banks. Generally, the study indicated that Canadian banking clients are more positive regarding the empowerment strategies and personalisation efforts of Canadian banks than South Africans are about those of South African banks. In addition, banking clients in the UK are more satisfied with the communication, fees and use of technology of UK banks than South Africans are about these aspects in South African banks. The study indicated that strategies to improve banks’ communication, personalisation, empowerment, ethics, fees and technology should be implemented by banks in ways to positively influence their relationship marketing and ultimately their customer retention. Strategies relating to each of these areas, successfully implemented by banks in Canada and the UK, are recommended to South African banks. In effect, these strategies will contribute to retail banks’ success, the competiveness in the banking industry, banking client benefits as well as the economic stability and prosperity of South Africa.
- Full Text:
- Date Issued: 2011
Enhancing the role of the Kaizen suggestion tool in South African lean automotive companies of the Eastern Cape
- Authors: Adedeji, Adeyemi Charles
- Date: 2011
- Subjects: Lean manufacturing , Manufacturing processes , Production management -- Mathematical models
- Language: English
- Type: Thesis , Doctoral , PhD
- Identifier: vital:8644 , http://hdl.handle.net/10948/d1008157 , Lean manufacturing , Manufacturing processes , Production management -- Mathematical models
- Description: The Toyota manufacturing system, aptly referred to as Lean manufacturing, has received a reasonable appreciation and awareness over the past decade in South African industry. This production phenomenon constitutes an organizational culture that encourages world-class production success through the liberation of factory resources, while employees are empowered and encouraged to contribute ideas for the improvement of processes and products. However, despite lean awareness and the crucial role of employee participation in the suggestion of ideas in world-class organizations, the performance level of lean manufacturing in South African industry is largely devoid of the Kaizen suggestion tool, particularly in the automotive companies of the Eastern Cape. The aim of this research was to proffer appropriate recommendations, improved awareness, understanding and practice for the improvement of the Kaizen suggestion principle in the automotive companies of the Eastern Cape. The research primarily focused on the ‘management/employees’ paradigm within the organisational context. The methodology employed in the study included a thorough review of the relevant literature and a questionnaire, which was developed and administered to both the management and employees of the thirty automotive components suppliers in Eastern Cape. The target companies constituted the units of analyses and therefore provided the opportunity for a detailed investigation of the links between management and employees as well as a submission of ideas for operational and organisational processes as established in the literature review. Epistemologically, the research is objectivist and paradigmically, positivist. However, some qualitative aspects of the data were relevant to the study and, therefore, were used in a complementary manner. The case approach utilized mixed methods by applying a range of data collection techniques and evidence from multiple sources while the sampling technique was sequential, involving both purposive and stratified random sampling. The study reveals the apparent lack of a systematic mechanism for the practice and administration of the Kaizen suggestion tools in most Eastern Cape automotive companies. This demerit is found to have negatively affected maximum employee participation and involvement in organizational decision making within the Province. The study has established a basic level of awareness and understanding among employees / employers relations that the Kaizen suggestion scheme is a vital tool for delivering strategic objectives in the management of decision making and organizational growth. The study strongly advocates the inclusion of employee suggestion systems as part of the organizational process.
- Full Text:
- Date Issued: 2011
- Authors: Adedeji, Adeyemi Charles
- Date: 2011
- Subjects: Lean manufacturing , Manufacturing processes , Production management -- Mathematical models
- Language: English
- Type: Thesis , Doctoral , PhD
- Identifier: vital:8644 , http://hdl.handle.net/10948/d1008157 , Lean manufacturing , Manufacturing processes , Production management -- Mathematical models
- Description: The Toyota manufacturing system, aptly referred to as Lean manufacturing, has received a reasonable appreciation and awareness over the past decade in South African industry. This production phenomenon constitutes an organizational culture that encourages world-class production success through the liberation of factory resources, while employees are empowered and encouraged to contribute ideas for the improvement of processes and products. However, despite lean awareness and the crucial role of employee participation in the suggestion of ideas in world-class organizations, the performance level of lean manufacturing in South African industry is largely devoid of the Kaizen suggestion tool, particularly in the automotive companies of the Eastern Cape. The aim of this research was to proffer appropriate recommendations, improved awareness, understanding and practice for the improvement of the Kaizen suggestion principle in the automotive companies of the Eastern Cape. The research primarily focused on the ‘management/employees’ paradigm within the organisational context. The methodology employed in the study included a thorough review of the relevant literature and a questionnaire, which was developed and administered to both the management and employees of the thirty automotive components suppliers in Eastern Cape. The target companies constituted the units of analyses and therefore provided the opportunity for a detailed investigation of the links between management and employees as well as a submission of ideas for operational and organisational processes as established in the literature review. Epistemologically, the research is objectivist and paradigmically, positivist. However, some qualitative aspects of the data were relevant to the study and, therefore, were used in a complementary manner. The case approach utilized mixed methods by applying a range of data collection techniques and evidence from multiple sources while the sampling technique was sequential, involving both purposive and stratified random sampling. The study reveals the apparent lack of a systematic mechanism for the practice and administration of the Kaizen suggestion tools in most Eastern Cape automotive companies. This demerit is found to have negatively affected maximum employee participation and involvement in organizational decision making within the Province. The study has established a basic level of awareness and understanding among employees / employers relations that the Kaizen suggestion scheme is a vital tool for delivering strategic objectives in the management of decision making and organizational growth. The study strongly advocates the inclusion of employee suggestion systems as part of the organizational process.
- Full Text:
- Date Issued: 2011
Factors contributing to the success of professional and business women in South Africa
- Authors: Doubell, Marianne
- Date: 2011
- Subjects: Women executives -- South Africa , Women in the professions -- South Africa , Businesswomen -- South Africa , Career development -- South Africa , Women in development -- South Africa
- Language: English
- Type: Thesis , Doctoral , DCom
- Identifier: vital:9275 , http://hdl.handle.net/10948/1622 , Women executives -- South Africa , Women in the professions -- South Africa , Businesswomen -- South Africa , Career development -- South Africa , Women in development -- South Africa
- Description: Women remain notably underrepresented in management and leadership positions despite the enactment of Equal Opportunity and Affirmative Action policies. A critical literature review yielded evidence of a multitude of barriers inhibiting women’s career advancement beyond an apparent glass ceiling, but not which of the factors constitute the major barriers. A knowledge gap was further identified in research pertaining to characteristics of successful professional women and the environments that enable them to succeed in their professions. The purpose of the current study is to expand the empirical body of research and knowledge on factors contributing to the success of professional women, and of factors inhibiting the career progression of women in business. The study extends that of Punnett, Duffy, Fox, Gregory, Lituchy, Monserrat, Olivas-Luján and Santos (2006) and of Duffy, Fox, Punnett, Gregory, Lituchy, Monserrat, Olivas-Luján, Santos and Miller (2006), conducted in the Americas, to the South African context. The study suggests a conceptual framework for investigating factors that influence professional success of women. The developed conceptual framework of factors perceived to influence professional success was employed to empirically test the relationships between the variables presented. The empirical data collected was subjected to a series of statistical tests and the results considered in testing the hypotheses. Statistica 10 was employed to analyse the empirical data collected. Univariate and multivariate tests (MANOVA) were employed to determine whether sufficient evidence existed to make conclusions about hypotheses one to five of the study, relating to differences between two success groups of women based on their demographics and the selected variables. Pearson Product Moment Correlation (Pearson r) was employed to determine whether sufficient evidence existed to make conclusions about vi hypotheses six to ten, relating to significant relationships between the selected independent variables for the study and the professional success of women. Professional success was measured as job seniority level. For the pipeline success group, professional success was measured as seniority in relation to years in the employment sector and age. The contribution of the study to management science and possible limitations are discussed and recommendations made for future research. Recommendations for the development of women and for the social transformation of organisations are made. The study identifies a number of internal organisational support factors and government interventions which are recommended for inclusion in development initiatives for the achievement of gender equity.
- Full Text:
- Date Issued: 2011
- Authors: Doubell, Marianne
- Date: 2011
- Subjects: Women executives -- South Africa , Women in the professions -- South Africa , Businesswomen -- South Africa , Career development -- South Africa , Women in development -- South Africa
- Language: English
- Type: Thesis , Doctoral , DCom
- Identifier: vital:9275 , http://hdl.handle.net/10948/1622 , Women executives -- South Africa , Women in the professions -- South Africa , Businesswomen -- South Africa , Career development -- South Africa , Women in development -- South Africa
- Description: Women remain notably underrepresented in management and leadership positions despite the enactment of Equal Opportunity and Affirmative Action policies. A critical literature review yielded evidence of a multitude of barriers inhibiting women’s career advancement beyond an apparent glass ceiling, but not which of the factors constitute the major barriers. A knowledge gap was further identified in research pertaining to characteristics of successful professional women and the environments that enable them to succeed in their professions. The purpose of the current study is to expand the empirical body of research and knowledge on factors contributing to the success of professional women, and of factors inhibiting the career progression of women in business. The study extends that of Punnett, Duffy, Fox, Gregory, Lituchy, Monserrat, Olivas-Luján and Santos (2006) and of Duffy, Fox, Punnett, Gregory, Lituchy, Monserrat, Olivas-Luján, Santos and Miller (2006), conducted in the Americas, to the South African context. The study suggests a conceptual framework for investigating factors that influence professional success of women. The developed conceptual framework of factors perceived to influence professional success was employed to empirically test the relationships between the variables presented. The empirical data collected was subjected to a series of statistical tests and the results considered in testing the hypotheses. Statistica 10 was employed to analyse the empirical data collected. Univariate and multivariate tests (MANOVA) were employed to determine whether sufficient evidence existed to make conclusions about hypotheses one to five of the study, relating to differences between two success groups of women based on their demographics and the selected variables. Pearson Product Moment Correlation (Pearson r) was employed to determine whether sufficient evidence existed to make conclusions about vi hypotheses six to ten, relating to significant relationships between the selected independent variables for the study and the professional success of women. Professional success was measured as job seniority level. For the pipeline success group, professional success was measured as seniority in relation to years in the employment sector and age. The contribution of the study to management science and possible limitations are discussed and recommendations made for future research. Recommendations for the development of women and for the social transformation of organisations are made. The study identifies a number of internal organisational support factors and government interventions which are recommended for inclusion in development initiatives for the achievement of gender equity.
- Full Text:
- Date Issued: 2011
Improving organisational effectiveness of public enterprises in Kenya
- Authors: Koigi, Alice Nyambura
- Date: 2011
- Subjects: Organisational effectiveness -- Kenya , Organisational change -- Kenya , Performance (Management) , Government business enterprises -- Kenya -- Management
- Language: English
- Type: Thesis , Doctoral , DBA
- Identifier: vital:8660 , http://hdl.handle.net/10948/1316 , Organisational effectiveness -- Kenya , Organisational change -- Kenya , Performance (Management) , Government business enterprises -- Kenya -- Management
- Description: To achieve effectiveness and efficiency in public enterprises, change is needed. Due to the rapid changing global environment and increasing demand for service delivery, continuous change is needed. Changes have been taking place in the Kenyan public sector since 2003. The public enterprises in Kenya, like in most countries in Sub-Saharan Africa, have been characterised by slow and bureaucratic processes that retard organisational performance. Employees and managers in these enterprises have been perceived as not performing as they should. Kenyan public enterprises are important to the economy of the country. They provide social services to the Kenyan population and employ about 654 200 people. The latter translated in a wage bill of 84 378 million Kenyan Shillings (Ksh 80 = 1 US dollar). There is therefore a need to investigate ways to improve individual and organisational performance, collectively viewed as organisational effectiveness in this study, in these enterprises. It is generally accepted that leadership and organisational culture play a critical role in managing the effectiveness of enterprises. In this study, leadership style (transactional and transformational), leadership personality (Machiavellianism, narcissism, masculinity, femininity, individualism and collectivism) and organisational culture (entrepreneurial and market-orientation), strategic management, corporate ethics are investigated determinants of organisational effectiveness. A survey approach was used to collect data from 670 senior executives from 134 Kenyan public (state) enterprises. Two hundred and fifty-six (256) useful survey responses from 53 public enterprises were received. Structural equation modelling (SEM) statistical technique was used to test the hypothesised relationships between the above-mentioned determinants and the dependent variables (individual performance intention and organisational performance). The descriptive statistics of the raw data were also analysed to ascertain the managers’ perceptions about these determinants in the public enterprises. The empirical results revealed that transformational leadership exerts a positive influence on both organisational performance and individual performance intention; that self-deceptive narcissism motivates individual performance intent but decreases organisational performance; that an entrepreneurial, market and strategic management orientation positively influences organisational performance; and that strategy implementation positively influences individual performance intent. In view of these findings, the study concludes that it is critical that leadership styles and leadership personalities be taken into account in leadership recruitment and development process in Kenya public enterprises. Kenyan public enterprises will also improve their organisational performance if they implement entrepreneurial, market and strategic management principles.
- Full Text:
- Date Issued: 2011
- Authors: Koigi, Alice Nyambura
- Date: 2011
- Subjects: Organisational effectiveness -- Kenya , Organisational change -- Kenya , Performance (Management) , Government business enterprises -- Kenya -- Management
- Language: English
- Type: Thesis , Doctoral , DBA
- Identifier: vital:8660 , http://hdl.handle.net/10948/1316 , Organisational effectiveness -- Kenya , Organisational change -- Kenya , Performance (Management) , Government business enterprises -- Kenya -- Management
- Description: To achieve effectiveness and efficiency in public enterprises, change is needed. Due to the rapid changing global environment and increasing demand for service delivery, continuous change is needed. Changes have been taking place in the Kenyan public sector since 2003. The public enterprises in Kenya, like in most countries in Sub-Saharan Africa, have been characterised by slow and bureaucratic processes that retard organisational performance. Employees and managers in these enterprises have been perceived as not performing as they should. Kenyan public enterprises are important to the economy of the country. They provide social services to the Kenyan population and employ about 654 200 people. The latter translated in a wage bill of 84 378 million Kenyan Shillings (Ksh 80 = 1 US dollar). There is therefore a need to investigate ways to improve individual and organisational performance, collectively viewed as organisational effectiveness in this study, in these enterprises. It is generally accepted that leadership and organisational culture play a critical role in managing the effectiveness of enterprises. In this study, leadership style (transactional and transformational), leadership personality (Machiavellianism, narcissism, masculinity, femininity, individualism and collectivism) and organisational culture (entrepreneurial and market-orientation), strategic management, corporate ethics are investigated determinants of organisational effectiveness. A survey approach was used to collect data from 670 senior executives from 134 Kenyan public (state) enterprises. Two hundred and fifty-six (256) useful survey responses from 53 public enterprises were received. Structural equation modelling (SEM) statistical technique was used to test the hypothesised relationships between the above-mentioned determinants and the dependent variables (individual performance intention and organisational performance). The descriptive statistics of the raw data were also analysed to ascertain the managers’ perceptions about these determinants in the public enterprises. The empirical results revealed that transformational leadership exerts a positive influence on both organisational performance and individual performance intention; that self-deceptive narcissism motivates individual performance intent but decreases organisational performance; that an entrepreneurial, market and strategic management orientation positively influences organisational performance; and that strategy implementation positively influences individual performance intent. In view of these findings, the study concludes that it is critical that leadership styles and leadership personalities be taken into account in leadership recruitment and development process in Kenya public enterprises. Kenyan public enterprises will also improve their organisational performance if they implement entrepreneurial, market and strategic management principles.
- Full Text:
- Date Issued: 2011
Investigating the impact of a psychometric assessment technique in the South African automotive industry
- Authors: Piro, Karen
- Date: 2011
- Subjects: Automobile industry and trade -- South Africa -- Employees -- Ability testing , Automobile industry and trade -- South Africa -- Employees -- Training of
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: vital:9397 , http://hdl.handle.net/10948/1381 , Automobile industry and trade -- South Africa -- Employees -- Ability testing , Automobile industry and trade -- South Africa -- Employees -- Training of
- Description: This research takes place in a South African multinational automotive industry, which needs to be on the forefront for being globally competitive and sustainable to remain viable in the country. A strategic initiative was embarked upon to identify talent within their staff population, through the psychometric assessment of learning potential. The objective was to identify high potential employees and provide them with the requisite training and development to meet the demands of the rapidly advancing technology. The primary purpose of this study is to investigate the usefulness of the Ability, Process of Information and Learning Battery (APIL) as a psychometric assessment tool for identifying talent, within a heterogeneous workforce. This research adopts a cross-cultural approach as it is comparative in nature and addresses the adequacy of a psychometric instrument in a multicultural context. The Employment Equity Act has transformed the landscape of the use of psychological measurement in South Africa, in that it stipulates that no psychological test that is biased against any cultural group can be used. A sample of 841 heterogeneous staff employees was assessed with three major research objectives: (a) to ensure that the instrument could stand scientific scrutiny thereby complying with the Employment Equity Act; (b) to recommend ways the organisation can identify and understand employees’ talent more holistically; and (c) to manage talent more effectively. The heterogeneous sample was divided into six homogeneous subsets for statistical analysis. This research attempted to answer the first objective through the examination of internal consistency, bias and equivalence of the APIL. Results showed good internal consistency, very good construct equivalence and low item bias, demonstrating the APIL can be applied fairly in a multicultural industrial setting. The second objective was determined by investigating whether significant difference in mean learning potential scores occur among the identified subsets in the sample. Statistical analyses provide clear trend lines indicating that sociopolitical and socioeconomic factors of advantagement and disadvantagement, age and education influence learning potential. However it is also evident that there are individuals across all subsets that demonstrate strong cognitive potential. This supports the rationale on which the APIL was developed, in that it distinguishes people with high learning potential despite the fact that there may be gaps or limitations in skill repertoire due to past disadvantagement. Recommendations to address the third objective is provided by aligning learning potential with the performance management system to provide a holistic overview of the talent composition. This will assist in the identifying of strategic training and development interventions needed at the individual, functional and organisational level, which is key for the South African automotive industry to remain competitive and viable.
- Full Text:
- Date Issued: 2011
- Authors: Piro, Karen
- Date: 2011
- Subjects: Automobile industry and trade -- South Africa -- Employees -- Ability testing , Automobile industry and trade -- South Africa -- Employees -- Training of
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: vital:9397 , http://hdl.handle.net/10948/1381 , Automobile industry and trade -- South Africa -- Employees -- Ability testing , Automobile industry and trade -- South Africa -- Employees -- Training of
- Description: This research takes place in a South African multinational automotive industry, which needs to be on the forefront for being globally competitive and sustainable to remain viable in the country. A strategic initiative was embarked upon to identify talent within their staff population, through the psychometric assessment of learning potential. The objective was to identify high potential employees and provide them with the requisite training and development to meet the demands of the rapidly advancing technology. The primary purpose of this study is to investigate the usefulness of the Ability, Process of Information and Learning Battery (APIL) as a psychometric assessment tool for identifying talent, within a heterogeneous workforce. This research adopts a cross-cultural approach as it is comparative in nature and addresses the adequacy of a psychometric instrument in a multicultural context. The Employment Equity Act has transformed the landscape of the use of psychological measurement in South Africa, in that it stipulates that no psychological test that is biased against any cultural group can be used. A sample of 841 heterogeneous staff employees was assessed with three major research objectives: (a) to ensure that the instrument could stand scientific scrutiny thereby complying with the Employment Equity Act; (b) to recommend ways the organisation can identify and understand employees’ talent more holistically; and (c) to manage talent more effectively. The heterogeneous sample was divided into six homogeneous subsets for statistical analysis. This research attempted to answer the first objective through the examination of internal consistency, bias and equivalence of the APIL. Results showed good internal consistency, very good construct equivalence and low item bias, demonstrating the APIL can be applied fairly in a multicultural industrial setting. The second objective was determined by investigating whether significant difference in mean learning potential scores occur among the identified subsets in the sample. Statistical analyses provide clear trend lines indicating that sociopolitical and socioeconomic factors of advantagement and disadvantagement, age and education influence learning potential. However it is also evident that there are individuals across all subsets that demonstrate strong cognitive potential. This supports the rationale on which the APIL was developed, in that it distinguishes people with high learning potential despite the fact that there may be gaps or limitations in skill repertoire due to past disadvantagement. Recommendations to address the third objective is provided by aligning learning potential with the performance management system to provide a holistic overview of the talent composition. This will assist in the identifying of strategic training and development interventions needed at the individual, functional and organisational level, which is key for the South African automotive industry to remain competitive and viable.
- Full Text:
- Date Issued: 2011
Management and performance indicators of micro-finance institutions in Uganda
- Authors: Milly, Kwagala
- Date: 2011
- Subjects: Microfinance -- Uganda , Financial institutions -- Uganda -- Management , Management , Performance standards
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: vital:9273 , http://hdl.handle.net/10948/1641 , Microfinance -- Uganda , Financial institutions -- Uganda -- Management , Management , Performance standards
- Description: The purpose of this study is to examine how the management of micro-finance institutions in Uganda has affected the performance indicators of these institutions, and whether or not the management of these institutions is responsible for their failure. The need to carry out this study arose as micro-finance institutions in Uganda failed to attain their planned performance indicators, to such a degree that most of them closed down. Although at their inception there was considerable entrepreneurial activity supported by a highly favourable government policy environment, their closure soon after establishment raised concern as to what caused them to fail. This study was encouraged by the observation that most of these institutions failed to realise their performance indicators as planned, but the underlying cause was not clear. Thus, the study focuses on establishing stakeholder perceptions of the management of the micro-finance institutions, and the relationship between their management (planning, implementation of planned programmes, and control) and their performance indicators, following the rationale of the functional and contingency paradigms of the concept of management. The study examines the way management dealt with these institutions‟ internal and external environments to influence their ability to realise their planned performance. The study is conducted using positivistic research methodology. This involved a collection of quantitative data from a sample of 454 respondents, including 64 managers, 177 employees, and 213 clients. Structured questionnaires were used to collect the data, and purposive and convenience sampling were applied to select the respondents. The respondents were selected from 56 randomly selected micro-finance institutions operating in Central Uganda and representing 75 percent of the country‟s operational institutions by December 2009. The data were analysed using the narrative, chi-square test, the ANOVA, factor analysis, and correlation and regression methods of analysis aided by the SPSS programme. The findings show that 79.2 percent of stakeholders (managers, employees, and clients) perceived that the management of their institutions was not conducted well in terms of planning, plan implementation, and control. Eighty-one (81) percent of both managers and employees and 83.4 percent of clients held the perception that the institutions failed xvi to achieve their performance indicators as planned. Furthermore, 81.7 percent of both managers and employees described their institutions‟ internal environment as largely defined by unsatisfactory supervision, and 66.9 percent of them revealed that their institutions‟ external environment was defined by family relations. These relations adversely affected the ownership, decision-making, employee recruitment, and deployment in the institutions. The findings also show that there were significant positive but weak relationships between management (planning, implementation, control, and dealing with the internal environment and the impact of the external environment) and the performance indicators of the institutions. The management of the institutions realised only 24.8 percent of their predicted performance indicators. Of the 13 null hypotheses that were formulated for this study, seven were rejected and the alternative hypotheses were accepted, while six were accepted. All the dimensions of the management of the micro-finance institutions in Uganda need to be developed if the performance of the institutions is to be improved and sustained to desired levels. It is suggested that large performance improvements will be realised by ameliorating all the dimensions of the institutions' management, while placing more emphasis on improving the following dimensions: the organisation of the institutions; the managing of their internal environment and the impact of their external environment; the conduct of their internal concurrent control; and the planning of their performance indicators and marketing, involving all the stakeholders, in particular the managers, employees, clients, Government, and the Uganda Micro-finance Forum, where necessary. Further research is recommended into other factors affecting the performance indicators of the institutions, since none of the management functions had explained them properly.
- Full Text:
- Date Issued: 2011
- Authors: Milly, Kwagala
- Date: 2011
- Subjects: Microfinance -- Uganda , Financial institutions -- Uganda -- Management , Management , Performance standards
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: vital:9273 , http://hdl.handle.net/10948/1641 , Microfinance -- Uganda , Financial institutions -- Uganda -- Management , Management , Performance standards
- Description: The purpose of this study is to examine how the management of micro-finance institutions in Uganda has affected the performance indicators of these institutions, and whether or not the management of these institutions is responsible for their failure. The need to carry out this study arose as micro-finance institutions in Uganda failed to attain their planned performance indicators, to such a degree that most of them closed down. Although at their inception there was considerable entrepreneurial activity supported by a highly favourable government policy environment, their closure soon after establishment raised concern as to what caused them to fail. This study was encouraged by the observation that most of these institutions failed to realise their performance indicators as planned, but the underlying cause was not clear. Thus, the study focuses on establishing stakeholder perceptions of the management of the micro-finance institutions, and the relationship between their management (planning, implementation of planned programmes, and control) and their performance indicators, following the rationale of the functional and contingency paradigms of the concept of management. The study examines the way management dealt with these institutions‟ internal and external environments to influence their ability to realise their planned performance. The study is conducted using positivistic research methodology. This involved a collection of quantitative data from a sample of 454 respondents, including 64 managers, 177 employees, and 213 clients. Structured questionnaires were used to collect the data, and purposive and convenience sampling were applied to select the respondents. The respondents were selected from 56 randomly selected micro-finance institutions operating in Central Uganda and representing 75 percent of the country‟s operational institutions by December 2009. The data were analysed using the narrative, chi-square test, the ANOVA, factor analysis, and correlation and regression methods of analysis aided by the SPSS programme. The findings show that 79.2 percent of stakeholders (managers, employees, and clients) perceived that the management of their institutions was not conducted well in terms of planning, plan implementation, and control. Eighty-one (81) percent of both managers and employees and 83.4 percent of clients held the perception that the institutions failed xvi to achieve their performance indicators as planned. Furthermore, 81.7 percent of both managers and employees described their institutions‟ internal environment as largely defined by unsatisfactory supervision, and 66.9 percent of them revealed that their institutions‟ external environment was defined by family relations. These relations adversely affected the ownership, decision-making, employee recruitment, and deployment in the institutions. The findings also show that there were significant positive but weak relationships between management (planning, implementation, control, and dealing with the internal environment and the impact of the external environment) and the performance indicators of the institutions. The management of the institutions realised only 24.8 percent of their predicted performance indicators. Of the 13 null hypotheses that were formulated for this study, seven were rejected and the alternative hypotheses were accepted, while six were accepted. All the dimensions of the management of the micro-finance institutions in Uganda need to be developed if the performance of the institutions is to be improved and sustained to desired levels. It is suggested that large performance improvements will be realised by ameliorating all the dimensions of the institutions' management, while placing more emphasis on improving the following dimensions: the organisation of the institutions; the managing of their internal environment and the impact of their external environment; the conduct of their internal concurrent control; and the planning of their performance indicators and marketing, involving all the stakeholders, in particular the managers, employees, clients, Government, and the Uganda Micro-finance Forum, where necessary. Further research is recommended into other factors affecting the performance indicators of the institutions, since none of the management functions had explained them properly.
- Full Text:
- Date Issued: 2011
Money attitudes and materialism among generation Y South Africans: a life-course study
- Authors: Duh, Helen Inseng
- Date: 2011
- Subjects: Consumers -- Research , Materialism , Consumer -- Behaviour , Consumer credit
- Language: English
- Type: Thesis , Doctoral , DCom
- Identifier: vital:9286 , http://hdl.handle.net/10948/d1008612 , Consumers -- Research , Materialism , Consumer -- Behaviour , Consumer credit
- Description: Materialism has long been a subject of interest to researchers. More negative than positive consequences have been reported from studies on the lifestyles of materialists. For example, increased consumer and credit card debt, shrinking saving rates, increased number of consumers filing for bankruptcy, lower levels of life satisfaction and the depletion of natural resources are reported to be emanating from the increasing levels of materialism in societies. It is thus important to investigate the factors that can be implicated for the growth of materialism. Most of the studies attempt to explain materialism at a given point in time in isolation of the events people have experienced in their early life or childhood. Realizing that this practice is a shortcoming in consumer research, there is a call that consumer behaviour, such as materialism, be studied as a function of past life experiences using the life-course approach. While few studies have applied this approach to understanding materialism, little is known about the psychological processes that link childhood family structure to materialism. It is against this background that this study used the life-course approach to study how childhood family structure affects materialism through psychological processes of perceived family resources (tangible and intangible), perceived stress from the disruptive family events, and money attitudes of Generation Y South Africans. The study also assessed the moderating role of money attitudes on the relationship between childhood family experiences and materialism. Money attitude dimensions of status, achievement, worry, security and budget were introduced to broaden the life-course study of materialism because they are reported to begin in childhood, to remain in adulthood and they function in the background of every behavioural intention and action. Generation Y (commonly reported to be born between 1977 and 1994) were the subject of this study, because the literature reviewed revealed that these emerging consumers are not only numerous (about 30 percent of South Africans are Generation Y), have considerable influence and spending power, but most have been raised in disrupted single-parent/income families. With reports from family sociologists on the outcomes of divorce and single-parenthood (for example, stress, inadequate family resources, and low self-esteem) questions were raised as to how these outcomes would affect Generation Y money attitudes and materialistic values. Ten hypotheses were formulated to empirically answer the research questions. Using quantitative methodologies based on the nature of the research questions and problems, data were collected through online questionnaire from 826 business undergraduate students from the Nelson Mandela Metropolitan and Western Cape Universities. University-aged respondents were appropriate for this study since they are ideally suited to remember their past family circumstances and must have already formed consumption habits, attitudes and values at their age. The first research problem was to evaluate how two of the life-course theoretical perspectives (i.e., family resources and stress) selected for this study would explain the materialistic values of Generation Y South Africans raised in non-intact (did not live with both biological parents before 18th birthday) and intact (lived with both biological parents before 18th birthday) family structures through the money attitudes adopted. The results showed that even though a significant difference in perceived family resources (both tangible and intangible) and stress was found between subjects raised in non-intact (or disrupted) and intact families, the difference in materialism as a whole was not significant. In terms of the three materialistic values of success, happiness and centrality, subjects raised in disrupted families significantly scored higher in the happiness dimension. For the money attitude dimensions of status, achievement, worry, budget and security they significantly scored higher in the worry money attitude. Results of the correlation analyses showed that perceived decrease in tangible (food, clothing and pocket money) family resources was a childhood factor that affected later worry money attitude to significantly and positively influence all of the three materialistic values. Perceived decreases in intangible family resources (for example, love and emotional support) negatively affected the symbolic money attitudes of status and worry, which in turn, positively affected only the happiness dimension of materialism. Perceived increase in stress positively affected all of the symbolic money attitudes of status, worry and achievement. These, in turn, positively influenced only the success and happiness materialistic values. The second research problem was based on an assessment of the moderating role of money attitudes on the childhood family experiences to materialism relationship. Using hierarchical regression analyses, it was found that only the achievement and worry money attitude dimensions moderated the family resources to materialism relationship. This means that when subjects hold higher worry and achievement money attitudes, an increase in family resources (tangible and intangible) will have less effect in reducing materialistic tendencies. For the stress to materialism relationship, only the worry money attitude dimension had a moderating effect, meaning that when higher worry money attitude is held, an increase in stress from family disruptions would have a greater effect in increasing materialistic tendencies. None of the five money attitude dimensions did, however, moderate the childhood family structure to materialism relationship. The results of this study do not only have theoretical implications, but also provide valuable information to consumer-interest groups, banks and retailers, especially in terms of the money attitudes of Generation Y consumers in South Africa.
- Full Text:
- Date Issued: 2011
- Authors: Duh, Helen Inseng
- Date: 2011
- Subjects: Consumers -- Research , Materialism , Consumer -- Behaviour , Consumer credit
- Language: English
- Type: Thesis , Doctoral , DCom
- Identifier: vital:9286 , http://hdl.handle.net/10948/d1008612 , Consumers -- Research , Materialism , Consumer -- Behaviour , Consumer credit
- Description: Materialism has long been a subject of interest to researchers. More negative than positive consequences have been reported from studies on the lifestyles of materialists. For example, increased consumer and credit card debt, shrinking saving rates, increased number of consumers filing for bankruptcy, lower levels of life satisfaction and the depletion of natural resources are reported to be emanating from the increasing levels of materialism in societies. It is thus important to investigate the factors that can be implicated for the growth of materialism. Most of the studies attempt to explain materialism at a given point in time in isolation of the events people have experienced in their early life or childhood. Realizing that this practice is a shortcoming in consumer research, there is a call that consumer behaviour, such as materialism, be studied as a function of past life experiences using the life-course approach. While few studies have applied this approach to understanding materialism, little is known about the psychological processes that link childhood family structure to materialism. It is against this background that this study used the life-course approach to study how childhood family structure affects materialism through psychological processes of perceived family resources (tangible and intangible), perceived stress from the disruptive family events, and money attitudes of Generation Y South Africans. The study also assessed the moderating role of money attitudes on the relationship between childhood family experiences and materialism. Money attitude dimensions of status, achievement, worry, security and budget were introduced to broaden the life-course study of materialism because they are reported to begin in childhood, to remain in adulthood and they function in the background of every behavioural intention and action. Generation Y (commonly reported to be born between 1977 and 1994) were the subject of this study, because the literature reviewed revealed that these emerging consumers are not only numerous (about 30 percent of South Africans are Generation Y), have considerable influence and spending power, but most have been raised in disrupted single-parent/income families. With reports from family sociologists on the outcomes of divorce and single-parenthood (for example, stress, inadequate family resources, and low self-esteem) questions were raised as to how these outcomes would affect Generation Y money attitudes and materialistic values. Ten hypotheses were formulated to empirically answer the research questions. Using quantitative methodologies based on the nature of the research questions and problems, data were collected through online questionnaire from 826 business undergraduate students from the Nelson Mandela Metropolitan and Western Cape Universities. University-aged respondents were appropriate for this study since they are ideally suited to remember their past family circumstances and must have already formed consumption habits, attitudes and values at their age. The first research problem was to evaluate how two of the life-course theoretical perspectives (i.e., family resources and stress) selected for this study would explain the materialistic values of Generation Y South Africans raised in non-intact (did not live with both biological parents before 18th birthday) and intact (lived with both biological parents before 18th birthday) family structures through the money attitudes adopted. The results showed that even though a significant difference in perceived family resources (both tangible and intangible) and stress was found between subjects raised in non-intact (or disrupted) and intact families, the difference in materialism as a whole was not significant. In terms of the three materialistic values of success, happiness and centrality, subjects raised in disrupted families significantly scored higher in the happiness dimension. For the money attitude dimensions of status, achievement, worry, budget and security they significantly scored higher in the worry money attitude. Results of the correlation analyses showed that perceived decrease in tangible (food, clothing and pocket money) family resources was a childhood factor that affected later worry money attitude to significantly and positively influence all of the three materialistic values. Perceived decreases in intangible family resources (for example, love and emotional support) negatively affected the symbolic money attitudes of status and worry, which in turn, positively affected only the happiness dimension of materialism. Perceived increase in stress positively affected all of the symbolic money attitudes of status, worry and achievement. These, in turn, positively influenced only the success and happiness materialistic values. The second research problem was based on an assessment of the moderating role of money attitudes on the childhood family experiences to materialism relationship. Using hierarchical regression analyses, it was found that only the achievement and worry money attitude dimensions moderated the family resources to materialism relationship. This means that when subjects hold higher worry and achievement money attitudes, an increase in family resources (tangible and intangible) will have less effect in reducing materialistic tendencies. For the stress to materialism relationship, only the worry money attitude dimension had a moderating effect, meaning that when higher worry money attitude is held, an increase in stress from family disruptions would have a greater effect in increasing materialistic tendencies. None of the five money attitude dimensions did, however, moderate the childhood family structure to materialism relationship. The results of this study do not only have theoretical implications, but also provide valuable information to consumer-interest groups, banks and retailers, especially in terms of the money attitudes of Generation Y consumers in South Africa.
- Full Text:
- Date Issued: 2011
Strategies to create a post-merged organisational culture conducive to effective performance management
- Authors: Paul, Gary William
- Date: 2011
- Subjects: Corporate culture , Organizational change , Organizational effectiveness
- Language: English
- Type: Thesis , Doctoral , PhD
- Identifier: vital:9385 , http://hdl.handle.net/10948/d1010857 , Corporate culture , Organizational change , Organizational effectiveness
- Description: Mergers have been described as the most complex business process that an organisation can be faced with, requiring executives and other stakeholders to discharge the promise of a more successful merged organisation. However, several studies have highlighted the factors that led to the demise of the merged organisations. One of the often quoted and frequently blamed aspects related to merger failure has been the lack of effective post-merged organisational culture integration and alignment. Where mergers have been successful, it was attributed to a structured approach to integrating and aligning all aspects related to organisational culture thus ensuring the creation of a high performing organisation, conducive to effective performance management. The main research problem in this study centred around the identification of strategies that could be used to design an integrated model for creating a post-merged organisational culture which is conducive to effectively managing performance. To achieve this objective, the following approaches were adopted: A literature study was conducted with the view to identifying the challenges facing merged organisations in general and post-merged South African Higher Education institutions in particular. The researcher also conducted interviews with senior HR practitioner at the institutions participating in this study to gain insights into their experiences of performance within their merged institutions. The institutions involved in this study were Nelson Mandela Metropolitan University (NMMU), Cape Peninsula University of Technology (CPUT and Durban University of Technology (DUT). The insights gleaned from these interviews were incorporated into the survey questionnaire. The literature study also concerned itself with the identification of strategies that merged organisations could use in its pursuit of organisational culture alignment and integration. These strategies included conducting critical pre-merger assessments or due-diligence studies, adopting structured approaches to dealing with resistance to change, employee engagement, the design, implementation and communication of monitoring and evaluation of merger success measures as well as several other moderating variables referred to in figure 1.2. In terms of sub-problem six of the study, the findings of sub-problems one, two and five were used to develop an eight-step integrated theoretical model to create an organisational culture conducive to effective performance management in a post-merged environment. The model served as a basis for the design of a survey questionnaire. The questionnaire was used to ascertain the extent to which respondents from the three participating institutions (NMMU, CPUT and DUT), perceived the various strategies as being important in establishing a post-merged organisational culture conducive to effective performance management. The results that emerged from the empirical study showed a strong concurrence with the strategies identified in the literature study and included in the integrated theoretical model. The quantitative and qualitative results from the empirical study where incorporated into the integrated theoretical model, which lead to a refined Eight-Step Integrated Post-merged Organisational Culture Creation Model as depicted in Figure 7.1 with associated details in Figure 7.2.
- Full Text:
- Date Issued: 2011
- Authors: Paul, Gary William
- Date: 2011
- Subjects: Corporate culture , Organizational change , Organizational effectiveness
- Language: English
- Type: Thesis , Doctoral , PhD
- Identifier: vital:9385 , http://hdl.handle.net/10948/d1010857 , Corporate culture , Organizational change , Organizational effectiveness
- Description: Mergers have been described as the most complex business process that an organisation can be faced with, requiring executives and other stakeholders to discharge the promise of a more successful merged organisation. However, several studies have highlighted the factors that led to the demise of the merged organisations. One of the often quoted and frequently blamed aspects related to merger failure has been the lack of effective post-merged organisational culture integration and alignment. Where mergers have been successful, it was attributed to a structured approach to integrating and aligning all aspects related to organisational culture thus ensuring the creation of a high performing organisation, conducive to effective performance management. The main research problem in this study centred around the identification of strategies that could be used to design an integrated model for creating a post-merged organisational culture which is conducive to effectively managing performance. To achieve this objective, the following approaches were adopted: A literature study was conducted with the view to identifying the challenges facing merged organisations in general and post-merged South African Higher Education institutions in particular. The researcher also conducted interviews with senior HR practitioner at the institutions participating in this study to gain insights into their experiences of performance within their merged institutions. The institutions involved in this study were Nelson Mandela Metropolitan University (NMMU), Cape Peninsula University of Technology (CPUT and Durban University of Technology (DUT). The insights gleaned from these interviews were incorporated into the survey questionnaire. The literature study also concerned itself with the identification of strategies that merged organisations could use in its pursuit of organisational culture alignment and integration. These strategies included conducting critical pre-merger assessments or due-diligence studies, adopting structured approaches to dealing with resistance to change, employee engagement, the design, implementation and communication of monitoring and evaluation of merger success measures as well as several other moderating variables referred to in figure 1.2. In terms of sub-problem six of the study, the findings of sub-problems one, two and five were used to develop an eight-step integrated theoretical model to create an organisational culture conducive to effective performance management in a post-merged environment. The model served as a basis for the design of a survey questionnaire. The questionnaire was used to ascertain the extent to which respondents from the three participating institutions (NMMU, CPUT and DUT), perceived the various strategies as being important in establishing a post-merged organisational culture conducive to effective performance management. The results that emerged from the empirical study showed a strong concurrence with the strategies identified in the literature study and included in the integrated theoretical model. The quantitative and qualitative results from the empirical study where incorporated into the integrated theoretical model, which lead to a refined Eight-Step Integrated Post-merged Organisational Culture Creation Model as depicted in Figure 7.1 with associated details in Figure 7.2.
- Full Text:
- Date Issued: 2011
Tailoring a lean product development framework for the South African automotive industry
- Authors: Mund, Klaudia
- Date: 2011
- Subjects: Lean manufacturing , Automobile industry and trade -- South Africa , Production management -- South Africa , Globalization
- Language: English
- Type: Thesis , Doctoral , DTech
- Identifier: vital:8792 , http://hdl.handle.net/10948/d1015737
- Description: Globalization in the automotive industry exerts enormous pressure on automotive manufacturers and forces many global companies to expand into emerging markets, which results in adopting new ways to manage product design and development. Excellence in product design and development offers an opportunity to gain competitive advantage and can be achieved by implementing Toyota´s Lean Product Development System (LPDS). Although in the last three years Toyota has been severely challenged by the global economic crisis, by a series of recalls resulting in reputation damage and also by natural disasters such as the recent tsunamis - the world can still learn from Toyota´s successes embodied in the lean concept and practices, which are integral to Toyota´s ‘way of life’. The LPDS model (Morgan & Liker 2006) has captured the attention of academics worldwide (including this researcher) thanks to the following key characteristics: shorter development times, less engineering hours involved in development, lower manufacturing costs, higher customer satisfaction and fewer defects reported. In the academic world, lean product development (LPD) is a new field of exploration and thus relevant literature and numbers of studies available are limited. However, scientists are asking questions about successful adaptation and adoption of this model to other environments beyond Toyota. Similarly, the researcher aimed in this thesis to find answers to its main research question, namely: ‘What would be a suitable LPD model for the South African automotive industry?’ South Africa (SA) is a country with a strong manufacturing tradition and although the automotive sector is the third-largest segment in the South African economy and its vehicle market is the largest on the African continent in a global perspective SA´s contribution is relatively small as it produces only 0.61percent of the global motor vehicle volume (OICA 2011). While the country strives to secure sustainable development for the automotive industry and seeks to improve its global competitiveness, companies operating in SA are currently faced with several unique challenges and problems. Lean has been expanding slowly in SA and some companies in the local automotive industry have implemented the lean concept into production areas to improve their operational excellence and performance. However, it is a search for excellence in product development (PD) that could best contribute to improved sustainability for the automotive industry and also provide an important strategic spur towards global competitiveness. The primary intention of this research was to develop an integrated LPD framework tailored for SA´s automotive industry. Considering this, it was necessary to determine current PD capabilities at domestic and international companies operating in SA´s automotive industry so as to examine levels of adaptation of LPD practices. A questionnaire survey and personal interviews involving all seven locally operating Original Equipment Manufacturers (OEMs), including Toyota, as well as 36 local automotive suppliers provided an empirical base for this investigation. This study indicates that SA plays an important supportive role in the global PD context. In spite of a strong manufacturing focus and very limited PD capabilities, SA´s automotive companies have already achieved a high level of ‘leanness’ in product engineering processes. However, on the downside, it appears that industry leaders and senior managers are sceptical about current and future capabilities and opportunities for SA in the designing and developing of global products.
- Full Text:
- Date Issued: 2011
- Authors: Mund, Klaudia
- Date: 2011
- Subjects: Lean manufacturing , Automobile industry and trade -- South Africa , Production management -- South Africa , Globalization
- Language: English
- Type: Thesis , Doctoral , DTech
- Identifier: vital:8792 , http://hdl.handle.net/10948/d1015737
- Description: Globalization in the automotive industry exerts enormous pressure on automotive manufacturers and forces many global companies to expand into emerging markets, which results in adopting new ways to manage product design and development. Excellence in product design and development offers an opportunity to gain competitive advantage and can be achieved by implementing Toyota´s Lean Product Development System (LPDS). Although in the last three years Toyota has been severely challenged by the global economic crisis, by a series of recalls resulting in reputation damage and also by natural disasters such as the recent tsunamis - the world can still learn from Toyota´s successes embodied in the lean concept and practices, which are integral to Toyota´s ‘way of life’. The LPDS model (Morgan & Liker 2006) has captured the attention of academics worldwide (including this researcher) thanks to the following key characteristics: shorter development times, less engineering hours involved in development, lower manufacturing costs, higher customer satisfaction and fewer defects reported. In the academic world, lean product development (LPD) is a new field of exploration and thus relevant literature and numbers of studies available are limited. However, scientists are asking questions about successful adaptation and adoption of this model to other environments beyond Toyota. Similarly, the researcher aimed in this thesis to find answers to its main research question, namely: ‘What would be a suitable LPD model for the South African automotive industry?’ South Africa (SA) is a country with a strong manufacturing tradition and although the automotive sector is the third-largest segment in the South African economy and its vehicle market is the largest on the African continent in a global perspective SA´s contribution is relatively small as it produces only 0.61percent of the global motor vehicle volume (OICA 2011). While the country strives to secure sustainable development for the automotive industry and seeks to improve its global competitiveness, companies operating in SA are currently faced with several unique challenges and problems. Lean has been expanding slowly in SA and some companies in the local automotive industry have implemented the lean concept into production areas to improve their operational excellence and performance. However, it is a search for excellence in product development (PD) that could best contribute to improved sustainability for the automotive industry and also provide an important strategic spur towards global competitiveness. The primary intention of this research was to develop an integrated LPD framework tailored for SA´s automotive industry. Considering this, it was necessary to determine current PD capabilities at domestic and international companies operating in SA´s automotive industry so as to examine levels of adaptation of LPD practices. A questionnaire survey and personal interviews involving all seven locally operating Original Equipment Manufacturers (OEMs), including Toyota, as well as 36 local automotive suppliers provided an empirical base for this investigation. This study indicates that SA plays an important supportive role in the global PD context. In spite of a strong manufacturing focus and very limited PD capabilities, SA´s automotive companies have already achieved a high level of ‘leanness’ in product engineering processes. However, on the downside, it appears that industry leaders and senior managers are sceptical about current and future capabilities and opportunities for SA in the designing and developing of global products.
- Full Text:
- Date Issued: 2011
The business sustainability of an automotive refinish paint distributor
- Authors: Msuthwana, Vusumzi M
- Date: 2011
- Subjects: Business enterprises -- Development , Business enterprises -- Marketing , Business -- Sustainability
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: vital:9371 , http://hdl.handle.net/10948/d1012376 , Business enterprises -- Development , Business enterprises -- Marketing , Business -- Sustainability
- Description: From a broad overview of business management literature, the proposition emerged that strategic conditions within an organisation can translate into sustainable business development outcomes. However, in the rapidly evolving business environment, the quest to grow or sustain competitive advantage demands that business practices become more proactive, creative and innovative. Globalisation and technological advances drive the need for innovation within a business context and the resultant rapid pace of change demands that businesses adopt a customer-focused entrepreneurial orientation to accommodate this need for innovation. This study investigated whether the principles of marketing, business management tools and management of the customer-base could be incorporated as key drivers to develop innovative and creative tactics that could serve as viable solutions to sustain business development strategies of automotive refinish paint distributors. An initial step in this research comprised a theoretical overview of the internal business environment as a system of the enterprise that aims to provide an in-depth understanding of the organisation, which could be applied to support strategic business goals and objectives. The literature review further entailed an investigation and explorations regarding best practices that automotive refinish paint distributors could follow in order to identify, focus on and develop their source of competitive advantage, sustainability and profitability. From the literature review, a methodological framework was developed that could be applied to specific success indicators, moulded to produce distinctive competencies in the automotive refinish paint industry; defining a significant foundation from which the objectives of this study could be researched. The study adopted the qualitative research approach and focused on a single case of a refinish paint distributor. The reason for selecting the case study method is that an entire organisation could be investigated in depth with particular attention to detail. A detailed questionnaire was drawn up in order to conduct face-to-face interviews with selected respondents, based on the profound expertise of the selected personnel. This was done to enable the researcher to assess the prevalent elements of business sustainability applied by the automotive refinish distributor to enhance their competitive advantage. The design of the empirical element of this study, aimed at providing a blueprint that would enable the researcher to structure the research problem in such a way that the outcome of the study would be valid, objective and reliable. Due to the qualitative nature of this study, the results are interpreted through inductive reasoning, observations, projective and participatory approaches all of which are integrated into a comprehensive model indicating key drivers to promote, improve and facilitate the business sustainability of the automotive refinish paint distributor. A range of recommendations and managerial implications extracted from the results of the empirical study are presented in the final chapter.
- Full Text:
- Date Issued: 2011
- Authors: Msuthwana, Vusumzi M
- Date: 2011
- Subjects: Business enterprises -- Development , Business enterprises -- Marketing , Business -- Sustainability
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: vital:9371 , http://hdl.handle.net/10948/d1012376 , Business enterprises -- Development , Business enterprises -- Marketing , Business -- Sustainability
- Description: From a broad overview of business management literature, the proposition emerged that strategic conditions within an organisation can translate into sustainable business development outcomes. However, in the rapidly evolving business environment, the quest to grow or sustain competitive advantage demands that business practices become more proactive, creative and innovative. Globalisation and technological advances drive the need for innovation within a business context and the resultant rapid pace of change demands that businesses adopt a customer-focused entrepreneurial orientation to accommodate this need for innovation. This study investigated whether the principles of marketing, business management tools and management of the customer-base could be incorporated as key drivers to develop innovative and creative tactics that could serve as viable solutions to sustain business development strategies of automotive refinish paint distributors. An initial step in this research comprised a theoretical overview of the internal business environment as a system of the enterprise that aims to provide an in-depth understanding of the organisation, which could be applied to support strategic business goals and objectives. The literature review further entailed an investigation and explorations regarding best practices that automotive refinish paint distributors could follow in order to identify, focus on and develop their source of competitive advantage, sustainability and profitability. From the literature review, a methodological framework was developed that could be applied to specific success indicators, moulded to produce distinctive competencies in the automotive refinish paint industry; defining a significant foundation from which the objectives of this study could be researched. The study adopted the qualitative research approach and focused on a single case of a refinish paint distributor. The reason for selecting the case study method is that an entire organisation could be investigated in depth with particular attention to detail. A detailed questionnaire was drawn up in order to conduct face-to-face interviews with selected respondents, based on the profound expertise of the selected personnel. This was done to enable the researcher to assess the prevalent elements of business sustainability applied by the automotive refinish distributor to enhance their competitive advantage. The design of the empirical element of this study, aimed at providing a blueprint that would enable the researcher to structure the research problem in such a way that the outcome of the study would be valid, objective and reliable. Due to the qualitative nature of this study, the results are interpreted through inductive reasoning, observations, projective and participatory approaches all of which are integrated into a comprehensive model indicating key drivers to promote, improve and facilitate the business sustainability of the automotive refinish paint distributor. A range of recommendations and managerial implications extracted from the results of the empirical study are presented in the final chapter.
- Full Text:
- Date Issued: 2011
The survival strategies of unemployed rural women : a case study of Wooldridge
- Authors: Dyubhele, Noluntu Stella
- Date: 2011
- Subjects: Women in rural development -- South Africa -- Eastern Cape , Rural women -- South Africa -- Eastern Cape , Unemployment -- South Africa -- Eastern Cape , Sustainable development -- South Africa -- Eastern Cape , Poverty -- Government policy -- South Africa -- Eastern Cape , Rural poor -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Doctoral , DCom
- Identifier: vital:8982 , http://hdl.handle.net/10948/1651 , Women in rural development -- South Africa -- Eastern Cape , Rural women -- South Africa -- Eastern Cape , Unemployment -- South Africa -- Eastern Cape , Sustainable development -- South Africa -- Eastern Cape , Poverty -- Government policy -- South Africa -- Eastern Cape , Rural poor -- South Africa -- Eastern Cape
- Description: Despite decades of gender research and public action by civil society, policy makers continue to neglect the role of women as breadwinners who work at improving the socio-economic conditions in rural areas such as Wooldridge, a traditional rural village in the Amathole district of the Eastern Cape Province. The apartheid system created an environment that continues to perpetuate both poverty and gender inequality in rural areas. Hence, rural women in Wooldridge still experience poverty, despite welfare benefits. They are located in a poverty-stricken area without basic infrastructure and with little or no access to economic assets. They use primitive methods and indigenous knowledge to develop survival strategies. This study argues that unemployed rural women in Wooldridge cannot survive without assistance from government. Indigenous knowledge and agricultural as well as non-agricultural activities are critical to household livelihoods in Wooldridge. These activities are an important route through which these rural women can escape poverty. The primary objective of this research was to obtain a better understanding of how unemployed rural women survive in Wooldridge. Furthermore, the necessary conditions required to sustain livelihood in the rural areas were identified. This was mainly done to help alleviate the plight of rural women in Wooldridge and to improve the quality of life of the rural population. The aim is to generate a policy response to rural women that is economically development-oriented. The study was based on five research objectives. The first objective was to identify the survival strategies of unemployed rural women in Wooldridge; the second to ascertain what can be done to alleviate the plight of rural women in Wooldridge. The third objective was to ascertain what has been v done to address the needs of rural women in the Wooldridge area by actors of development, such as government and non-governmental organisations. The fourth objective was to identify the constraints faced by unemployed rural women in Wooldridge in achieving food security and generating income, with the last objective to make recommendations regarding policies that can enhance rural economic development and assist unemployed rural women to reduce poverty. The main finding in terms of the first research objective is that the survival strategies of unemployed rural women are welfare benefits, the selling of assets, remittances, handicraft production and vegetable gardens. In terms of the second research objective, the main finding is that investment in human capital through the empowerment of women will assist them in improving the quality of life of the Wooldridge community. Empowerment involves skills and training, education and access to basic services, expertise regarding credit, land, the growing of vegetables and income-generating projects. The main finding in terms of the third research objective is that the Peddie Women Support Centre that is located in the city centre of Ngqushwa does not have the capacity to reach out to rural areas. Rural women in Wooldridge have not received responses to their plights from government or from development practitioners. These actors of development play an important role in empowerment. In terms of the fourth research objective, the main finding is that structural constraints hinder the economic activity of rural women in Wooldridge. Government policy that encourages investment in infrastructure using labour-intensive methods will eliminate service backlogs in underserviced areas such as Wooldridge. The main finding in terms of the fifth research objective is to ascertain the impact that new legislation can have to ensure that rural women have the same access and entitlement to land and resources as women from urban areas. Furthermore, service-improvement programmes should be developed and micro-enterprises and agricultural and non-agricultural activities that will generate income and employment should be encouraged in order to reduce poverty in Wooldridge.
- Full Text:
- Date Issued: 2011
- Authors: Dyubhele, Noluntu Stella
- Date: 2011
- Subjects: Women in rural development -- South Africa -- Eastern Cape , Rural women -- South Africa -- Eastern Cape , Unemployment -- South Africa -- Eastern Cape , Sustainable development -- South Africa -- Eastern Cape , Poverty -- Government policy -- South Africa -- Eastern Cape , Rural poor -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Doctoral , DCom
- Identifier: vital:8982 , http://hdl.handle.net/10948/1651 , Women in rural development -- South Africa -- Eastern Cape , Rural women -- South Africa -- Eastern Cape , Unemployment -- South Africa -- Eastern Cape , Sustainable development -- South Africa -- Eastern Cape , Poverty -- Government policy -- South Africa -- Eastern Cape , Rural poor -- South Africa -- Eastern Cape
- Description: Despite decades of gender research and public action by civil society, policy makers continue to neglect the role of women as breadwinners who work at improving the socio-economic conditions in rural areas such as Wooldridge, a traditional rural village in the Amathole district of the Eastern Cape Province. The apartheid system created an environment that continues to perpetuate both poverty and gender inequality in rural areas. Hence, rural women in Wooldridge still experience poverty, despite welfare benefits. They are located in a poverty-stricken area without basic infrastructure and with little or no access to economic assets. They use primitive methods and indigenous knowledge to develop survival strategies. This study argues that unemployed rural women in Wooldridge cannot survive without assistance from government. Indigenous knowledge and agricultural as well as non-agricultural activities are critical to household livelihoods in Wooldridge. These activities are an important route through which these rural women can escape poverty. The primary objective of this research was to obtain a better understanding of how unemployed rural women survive in Wooldridge. Furthermore, the necessary conditions required to sustain livelihood in the rural areas were identified. This was mainly done to help alleviate the plight of rural women in Wooldridge and to improve the quality of life of the rural population. The aim is to generate a policy response to rural women that is economically development-oriented. The study was based on five research objectives. The first objective was to identify the survival strategies of unemployed rural women in Wooldridge; the second to ascertain what can be done to alleviate the plight of rural women in Wooldridge. The third objective was to ascertain what has been v done to address the needs of rural women in the Wooldridge area by actors of development, such as government and non-governmental organisations. The fourth objective was to identify the constraints faced by unemployed rural women in Wooldridge in achieving food security and generating income, with the last objective to make recommendations regarding policies that can enhance rural economic development and assist unemployed rural women to reduce poverty. The main finding in terms of the first research objective is that the survival strategies of unemployed rural women are welfare benefits, the selling of assets, remittances, handicraft production and vegetable gardens. In terms of the second research objective, the main finding is that investment in human capital through the empowerment of women will assist them in improving the quality of life of the Wooldridge community. Empowerment involves skills and training, education and access to basic services, expertise regarding credit, land, the growing of vegetables and income-generating projects. The main finding in terms of the third research objective is that the Peddie Women Support Centre that is located in the city centre of Ngqushwa does not have the capacity to reach out to rural areas. Rural women in Wooldridge have not received responses to their plights from government or from development practitioners. These actors of development play an important role in empowerment. In terms of the fourth research objective, the main finding is that structural constraints hinder the economic activity of rural women in Wooldridge. Government policy that encourages investment in infrastructure using labour-intensive methods will eliminate service backlogs in underserviced areas such as Wooldridge. The main finding in terms of the fifth research objective is to ascertain the impact that new legislation can have to ensure that rural women have the same access and entitlement to land and resources as women from urban areas. Furthermore, service-improvement programmes should be developed and micro-enterprises and agricultural and non-agricultural activities that will generate income and employment should be encouraged in order to reduce poverty in Wooldridge.
- Full Text:
- Date Issued: 2011
Trust building strategies to enhance collective bargaining processes in organisations
- Authors: Ngalo, Osmond Tolo
- Date: 2011
- Subjects: Trust , Collective bargaining
- Language: English
- Type: Thesis , Doctoral , DTech
- Identifier: vital:9398 , http://hdl.handle.net/10948/1312 , Trust , Collective bargaining
- Description: The main research problem in this study was to identify what trust-building strategies can be utilised by organisations to enhance collective bargaining processes. To achieve this objective a theoretical Institutional Arrangements-Based Model of trust-building was conceptualised, developed and presented in Chapter 5. The presentation of this model was the culmination of the research design phases outlined below: -The first phase consisted of a literature survey undertaken to discover the nature and dynamics of the concept "trust". -The second phase consisted of surveying the literature attempting to understand the nature of the collective bargaining process, its elements and types and the environmental factors that tend to impinge on it. -The final phase of the literature survey focused on various trust-building strategies, theories and models that can be utilised by organisations to ii enhance collective bargaining processes. Trust is generally acknowledged as a necessary requirement for effective and successful workplace relationships. Because of this factor it is crucial that South African employer-employee relationships are improved in a conscious and sustainable way in order for our businesses to remain competitive in the face of global competition. With this reality in mind there is still much in the South African labour relations environment that fosters conflict. One of the primary factors that impinge on trust in employer-employee relations in South Africa is the previous government‘s divisive and racist apartheid policies. These policies have resulted in serious structural imbalances in the economy, the skewed distribution of wealth and the general scarcity of resources to address these attendant challenges. Finnemore and van Rensburg (2002, p. 36) surveys the current labour relations scenario and comments about the extent to which it has been severely affected by apartheid. Some of its appalling outcomes are: racial divisions between skilled and unskilled workers, apartheid wage gaps, poorly educated workers, dictatorial management styles and a lack of protection for the most vulnerable workers. As revealed in this research study there are still widely divergent views at the workplace regarding the nature and levels of trust that are prevalent. The overwhelming view, however, is that there is, generally, a lack of trust between managerial and employee collective bargaining teams. This lack of trust which is evident between employer and employee parties will tend to result in collective bargaining processes being embarked upon in a climate imbued with the negative spirit of distrust. The recommended Institutional Arrangements-Based Model of trust-building advocates for a process of trust-building prior to any collective bargaining initiatives. This process, as depicted in the elements of the recommended model, needs to begin with phases which will focus on frame-alignment and the identification of all sources of distrust between the parties. These prescribed sessions seek to culminate in a common understanding, between the contesting parties, of their real divergent issues and concerns as well as their existing commonalities. The next phases of the recommended model entail the parties, jointly, developing proposals and policies that in the short and long term will aim at the resolution of the identified sources of distrust and thereby reduce the psychological distance between them. The final phase of the model entails the implementation of joint problem–solving resolutions and the development of appropriate policies i.e. institutional arrangements, to deal with all conflict-prone areas of the business operations. Simultaneously, there needs to be continuous evaluation and monitoring of organisational trust and the "agreed to" trust-building strategies to ensure that distrust is reduced or eliminated in the long term, allowing the organisation and the individual employees to perform at their optimum in order to achieve their common goals.
- Full Text:
- Date Issued: 2011
- Authors: Ngalo, Osmond Tolo
- Date: 2011
- Subjects: Trust , Collective bargaining
- Language: English
- Type: Thesis , Doctoral , DTech
- Identifier: vital:9398 , http://hdl.handle.net/10948/1312 , Trust , Collective bargaining
- Description: The main research problem in this study was to identify what trust-building strategies can be utilised by organisations to enhance collective bargaining processes. To achieve this objective a theoretical Institutional Arrangements-Based Model of trust-building was conceptualised, developed and presented in Chapter 5. The presentation of this model was the culmination of the research design phases outlined below: -The first phase consisted of a literature survey undertaken to discover the nature and dynamics of the concept "trust". -The second phase consisted of surveying the literature attempting to understand the nature of the collective bargaining process, its elements and types and the environmental factors that tend to impinge on it. -The final phase of the literature survey focused on various trust-building strategies, theories and models that can be utilised by organisations to ii enhance collective bargaining processes. Trust is generally acknowledged as a necessary requirement for effective and successful workplace relationships. Because of this factor it is crucial that South African employer-employee relationships are improved in a conscious and sustainable way in order for our businesses to remain competitive in the face of global competition. With this reality in mind there is still much in the South African labour relations environment that fosters conflict. One of the primary factors that impinge on trust in employer-employee relations in South Africa is the previous government‘s divisive and racist apartheid policies. These policies have resulted in serious structural imbalances in the economy, the skewed distribution of wealth and the general scarcity of resources to address these attendant challenges. Finnemore and van Rensburg (2002, p. 36) surveys the current labour relations scenario and comments about the extent to which it has been severely affected by apartheid. Some of its appalling outcomes are: racial divisions between skilled and unskilled workers, apartheid wage gaps, poorly educated workers, dictatorial management styles and a lack of protection for the most vulnerable workers. As revealed in this research study there are still widely divergent views at the workplace regarding the nature and levels of trust that are prevalent. The overwhelming view, however, is that there is, generally, a lack of trust between managerial and employee collective bargaining teams. This lack of trust which is evident between employer and employee parties will tend to result in collective bargaining processes being embarked upon in a climate imbued with the negative spirit of distrust. The recommended Institutional Arrangements-Based Model of trust-building advocates for a process of trust-building prior to any collective bargaining initiatives. This process, as depicted in the elements of the recommended model, needs to begin with phases which will focus on frame-alignment and the identification of all sources of distrust between the parties. These prescribed sessions seek to culminate in a common understanding, between the contesting parties, of their real divergent issues and concerns as well as their existing commonalities. The next phases of the recommended model entail the parties, jointly, developing proposals and policies that in the short and long term will aim at the resolution of the identified sources of distrust and thereby reduce the psychological distance between them. The final phase of the model entails the implementation of joint problem–solving resolutions and the development of appropriate policies i.e. institutional arrangements, to deal with all conflict-prone areas of the business operations. Simultaneously, there needs to be continuous evaluation and monitoring of organisational trust and the "agreed to" trust-building strategies to ensure that distrust is reduced or eliminated in the long term, allowing the organisation and the individual employees to perform at their optimum in order to achieve their common goals.
- Full Text:
- Date Issued: 2011
Women's empowerment in the post-1994 Rwanda: the case study of Mayaga Region
- Authors: Hategekimana, Celestin
- Date: 2011
- Subjects: Women in development -- Rwanda , Women -- Rwanda -- Social conditions , Women -- Economic conditions
- Language: English
- Type: Thesis , Doctoral , PhD
- Identifier: vital:9068 , http://hdl.handle.net/10948/1314 , Women in development -- Rwanda , Women -- Rwanda -- Social conditions , Women -- Economic conditions
- Description: This research looks at the process of women’s empowerment in post- 1994 Rwanda, with special focus on twelve cooperatives working in Mayaga region and the way these cooperatives empower women, their households and the community at large. Traditional Rwandan society has been always bound by patriarchy which has not valued the reproductive roles of women as economically productive in their households and the society as a whole. On the one hand, this understanding was reversed in the post-1994 Rwanda by the commitment of the government to gender equality at the highest level of political leadership through progressive policies and legislation. On the other hand, in Mayaga region, cooperatives brought about socio-economic development and changed relationships of gender and power in a patriarchal post-conflict society. The findings from cooperatives in Mayaga region show that to prevent women from reaching their full potential is economic folly. If women are empowered, they can generate important development outcomes such as improved health, education, income levels and conflict resolution. The findings further indicate how women’s empowerment is determined by the livelihood strategies women adopt themselves to respond to their vulnerability, and by the ways in which they express their agency in making a living in a sustainable way, with the available community assets that they have access to (financial, social, human, natural and physical). This research highlights that the accessibility of the community assets used by women in Mayaga region and in Rwanda as a whole is also determined by policies, institutions and processes that are able to influence their livelihoods positively.
- Full Text:
- Date Issued: 2011
- Authors: Hategekimana, Celestin
- Date: 2011
- Subjects: Women in development -- Rwanda , Women -- Rwanda -- Social conditions , Women -- Economic conditions
- Language: English
- Type: Thesis , Doctoral , PhD
- Identifier: vital:9068 , http://hdl.handle.net/10948/1314 , Women in development -- Rwanda , Women -- Rwanda -- Social conditions , Women -- Economic conditions
- Description: This research looks at the process of women’s empowerment in post- 1994 Rwanda, with special focus on twelve cooperatives working in Mayaga region and the way these cooperatives empower women, their households and the community at large. Traditional Rwandan society has been always bound by patriarchy which has not valued the reproductive roles of women as economically productive in their households and the society as a whole. On the one hand, this understanding was reversed in the post-1994 Rwanda by the commitment of the government to gender equality at the highest level of political leadership through progressive policies and legislation. On the other hand, in Mayaga region, cooperatives brought about socio-economic development and changed relationships of gender and power in a patriarchal post-conflict society. The findings from cooperatives in Mayaga region show that to prevent women from reaching their full potential is economic folly. If women are empowered, they can generate important development outcomes such as improved health, education, income levels and conflict resolution. The findings further indicate how women’s empowerment is determined by the livelihood strategies women adopt themselves to respond to their vulnerability, and by the ways in which they express their agency in making a living in a sustainable way, with the available community assets that they have access to (financial, social, human, natural and physical). This research highlights that the accessibility of the community assets used by women in Mayaga region and in Rwanda as a whole is also determined by policies, institutions and processes that are able to influence their livelihoods positively.
- Full Text:
- Date Issued: 2011
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