Evaluation of community participation in a rural development project
- Authors: Msutu, Ntombethemba Lungisa
- Date: 2011
- Subjects: Community development -- South Africa -- Eastern Cape , Rural development -- South Africa -- Eastern Cape , Rural development projects -- South Africa -- Eastern Cape -- Citizen participation
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9040 , http://hdl.handle.net/10948/1665 , Community development -- South Africa -- Eastern Cape , Rural development -- South Africa -- Eastern Cape , Rural development projects -- South Africa -- Eastern Cape -- Citizen participation
- Description: People have their own different understanding of the meaning of participation. Thus cannot put one meaning to participation. As a woman who grew up in the rural areas for most of my life, I have witnessed the problems in most of the rural development projects. I have first ‐ hand experience of how the unavailability of these projects has affected the rural communities at large, at the same time, I have witnessed how those who have managed to get some of these projects started have benefitted more ways than one way in these rural development projects. Some of these projects have become a success and some have failed dismally. What contributed to the success or failure of these very important projects needs to be examined. More importantly, the level of community participation needs to be evaluated. Relatively few studies have been conducted to evaluate community participation in rural development projects. Some, if not most of the remote villages in the Eastern Cape Province are still without those basic necessities the government has promised, such as the building of houses and provision of clean water. Another sad story is that not enough is done to educate and empower rural communities about their basic rights and needs. Hence, one of the focal points to the study is to scrutinize the level of participation of the community, as some may be suffering from ignorance, apathy and lack of motivation. to scrutinize their level of participation (community participation). As some may be suffering from ignorance, apathy and lack of motivation.
- Full Text:
- Date Issued: 2011
- Authors: Msutu, Ntombethemba Lungisa
- Date: 2011
- Subjects: Community development -- South Africa -- Eastern Cape , Rural development -- South Africa -- Eastern Cape , Rural development projects -- South Africa -- Eastern Cape -- Citizen participation
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9040 , http://hdl.handle.net/10948/1665 , Community development -- South Africa -- Eastern Cape , Rural development -- South Africa -- Eastern Cape , Rural development projects -- South Africa -- Eastern Cape -- Citizen participation
- Description: People have their own different understanding of the meaning of participation. Thus cannot put one meaning to participation. As a woman who grew up in the rural areas for most of my life, I have witnessed the problems in most of the rural development projects. I have first ‐ hand experience of how the unavailability of these projects has affected the rural communities at large, at the same time, I have witnessed how those who have managed to get some of these projects started have benefitted more ways than one way in these rural development projects. Some of these projects have become a success and some have failed dismally. What contributed to the success or failure of these very important projects needs to be examined. More importantly, the level of community participation needs to be evaluated. Relatively few studies have been conducted to evaluate community participation in rural development projects. Some, if not most of the remote villages in the Eastern Cape Province are still without those basic necessities the government has promised, such as the building of houses and provision of clean water. Another sad story is that not enough is done to educate and empower rural communities about their basic rights and needs. Hence, one of the focal points to the study is to scrutinize the level of participation of the community, as some may be suffering from ignorance, apathy and lack of motivation. to scrutinize their level of participation (community participation). As some may be suffering from ignorance, apathy and lack of motivation.
- Full Text:
- Date Issued: 2011
Evalution of income generating/poverty alleviation projects
- Authors: Mali, Phoziswa Portia
- Date: 2011
- Subjects: Economic assistance, Domestic , Poverty -- South Africa
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9055 , http://hdl.handle.net/10948/d1007752 , Economic assistance, Domestic , Poverty -- South Africa
- Description: Poverty alleviation is not only a South African problem; it is a global concern as well. After 16 years of democracy, poverty and unemployment are still major issues facing South Africa. Poverty is not evenly distributed in South Africa; it is largely concentrated among black Africans. This study examines the impact of income generating projects in alleviating poverty and sustaining livelihoods in Buffalo City Metropolitan Municipality South Africa. The study also demonstrates the impact of income generating projects and challenges that face these projects and makes recommendations on identified challenges. The critical question is whether the income generated meets the needs of project members and their households. Qualitative and quantitative methods were used and a questionnaire was distributed in three projects. The research findings revealed that the projects are at the heart of alleviating poverty given the fact that these projects are formed by (a) marginalised community members, (b) very low income, (c) large family size, (d) widowed breadwinners and (e) ageing group. A limitation to the study is the fact that it was small scale; therefore findings cannot be generalized to the whole Eastern Cape and South Africa. Future aspects of the study include training of project members on marketing and project management skills.
- Full Text:
- Date Issued: 2011
- Authors: Mali, Phoziswa Portia
- Date: 2011
- Subjects: Economic assistance, Domestic , Poverty -- South Africa
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9055 , http://hdl.handle.net/10948/d1007752 , Economic assistance, Domestic , Poverty -- South Africa
- Description: Poverty alleviation is not only a South African problem; it is a global concern as well. After 16 years of democracy, poverty and unemployment are still major issues facing South Africa. Poverty is not evenly distributed in South Africa; it is largely concentrated among black Africans. This study examines the impact of income generating projects in alleviating poverty and sustaining livelihoods in Buffalo City Metropolitan Municipality South Africa. The study also demonstrates the impact of income generating projects and challenges that face these projects and makes recommendations on identified challenges. The critical question is whether the income generated meets the needs of project members and their households. Qualitative and quantitative methods were used and a questionnaire was distributed in three projects. The research findings revealed that the projects are at the heart of alleviating poverty given the fact that these projects are formed by (a) marginalised community members, (b) very low income, (c) large family size, (d) widowed breadwinners and (e) ageing group. A limitation to the study is the fact that it was small scale; therefore findings cannot be generalized to the whole Eastern Cape and South Africa. Future aspects of the study include training of project members on marketing and project management skills.
- Full Text:
- Date Issued: 2011
Exploring the limited participation of SMMEs in communal business practices
- Authors: Tembo, Theophilus Tawanda
- Date: 2011
- Subjects: Social responsibility of business -- South Africa Small business -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/14455 , vital:27637
- Description: Corporate Social responsibility (CSR) has evidently moved beyond the jurisdictions of academia and begun its ascension to the top of the corporate agenda. CSR is no longer considered a ‗by the way‘ but as a concept to be aligned to a company‘s strategy. The participation of businesses in CSR activities is especially vital in the developing world where the socio-economic needs of the communities are vast. Companies realise they cannot succeed in communities that fail, and CSR is seen as the most direct way to improve communities. With the immense importance of small, medium and micro enterprises (SMMEs) in any economy, this study explores their limited participation in CSR, which will later be redefined as Communal Business Practices (CBP). An in-depth interview between the author and the manager/owner of a SMME was used to isolate four factors upon which the sub-problems were developed. These factors were Pressure from the Public, Resource Constraints, Scale of Activity, and Visibility. A questionnaire built on these factors was developed and distributed to various SMME managers /owners in Gauteng, Eastern Cape, and Western Cape provinces to explore their opinions on the participation of SMMEs in CBPs. Of the 97% of respondents who believed it was their responsibility to empower their communities, only 43% said they participated in CBPs. It was discovered that SMMEs do not feel pressure from the public to partake in CBPs like their larger counterparts. Instead resource constraints were identified as the most common barrier to SMME participation in CBPs. On the issue of visibility, most SMMEs felt they were not visible enough to benefit from improved legitimacy and reputational effects as larger companies do. On the problem of scale of activity, respondents felt it is proportional to the scale of CBP participation but not a barrier to participation The author concludes the study by putting forward some recommendations to increase the participation of SMMEs in social responsibility activities.
- Full Text:
- Date Issued: 2011
- Authors: Tembo, Theophilus Tawanda
- Date: 2011
- Subjects: Social responsibility of business -- South Africa Small business -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/14455 , vital:27637
- Description: Corporate Social responsibility (CSR) has evidently moved beyond the jurisdictions of academia and begun its ascension to the top of the corporate agenda. CSR is no longer considered a ‗by the way‘ but as a concept to be aligned to a company‘s strategy. The participation of businesses in CSR activities is especially vital in the developing world where the socio-economic needs of the communities are vast. Companies realise they cannot succeed in communities that fail, and CSR is seen as the most direct way to improve communities. With the immense importance of small, medium and micro enterprises (SMMEs) in any economy, this study explores their limited participation in CSR, which will later be redefined as Communal Business Practices (CBP). An in-depth interview between the author and the manager/owner of a SMME was used to isolate four factors upon which the sub-problems were developed. These factors were Pressure from the Public, Resource Constraints, Scale of Activity, and Visibility. A questionnaire built on these factors was developed and distributed to various SMME managers /owners in Gauteng, Eastern Cape, and Western Cape provinces to explore their opinions on the participation of SMMEs in CBPs. Of the 97% of respondents who believed it was their responsibility to empower their communities, only 43% said they participated in CBPs. It was discovered that SMMEs do not feel pressure from the public to partake in CBPs like their larger counterparts. Instead resource constraints were identified as the most common barrier to SMME participation in CBPs. On the issue of visibility, most SMMEs felt they were not visible enough to benefit from improved legitimacy and reputational effects as larger companies do. On the problem of scale of activity, respondents felt it is proportional to the scale of CBP participation but not a barrier to participation The author concludes the study by putting forward some recommendations to increase the participation of SMMEs in social responsibility activities.
- 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
Factors impacting on engineering professionals' decision to seek alternative employment
- Authors: Mkwananzi, Nokuphumula
- Date: 2011
- Subjects: Labor turnover , Engineering -- Vocational guidance
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8749 , http://hdl.handle.net/10948/d1011335 , Labor turnover , Engineering -- Vocational guidance
- Description: The purpose of this study was to determine factors that impacted on engineering professionals’ decision to seek alternative employment, as well as to determine the decision making processes applied by engineering professionals when seeking alternative employment. A conceptual model was developed to illustrate the impact of various factors on labour turnover and the decision making processes that could be followed by engineering professionals when seeking alternative employment. The factors impacting on labour turnover were organised into four categories, namely external, internal, expectations and personal trait factors. The theoretical study revealed that employees were more likely to leave their present organisations if they perceived that there was ample opportunity for acceptable alternative employment (Bigliardi, Petroni & Dormio, 2005). Zimmerman (2008) stated that employee turnover was a problem faced by all organisations globally. In their study they mentioned that high labour turnover rates have been associated with decreased customer satisfaction, productivity, future revenue growth and profitability. A sense of instability and frustration can also cause work backlogs and slow productivity. At times employees lose faith in their organisations as more individuals seek alternative employment (Drake International, 2010). When the organisation experiences high turnover, burnout also increases and could possibly lead to stayers also seeking alternative employment. Previous studies contain evidence of an extensive poaching of South African engineering professionals (technologists and engineers) by overseas companies (Du Toit & Roodt, 2009). As a result of this mobility and the lack of significant engineering graduates entering the industry, companies competed for a limited number of engineering professionals. This challenge resulted in a higher labour turnover rate among engineers as the demand for engineering professionals was higher than the supply. The skills shortage of engineering professionals in South Africa was one of the perceived contributing factors impacting engineering professionals’ decision to seek alternative employment. Apart from the shortage of skills there were other factors that impacted on engineering professionals’ decision to seek alternative employment. External factors, such as slow recruitment due to the low economy, have been identified as having an impact on labour turnover rates. Bigliardi et al (2005) stated that external factors, also referred to as push factors, such as changes in economic, social and technological conditions,created challenges for retaining engineering professionals. Through developing multivariate models that combine a number of factors contributing to labour turnover and empirically testing these models, researchers have attempted to predict why individuals decide to seek alternative employment (MINTRAC, 2010). The job search process was evaluated and referred to as the process of looking for alternatives to a current job, and the evaluation of those alternatives (Brown, 2009). Various decision making models, including the rational decision making model, Steers and Mowday’s model, image theory and the unfolding path model were studied to provide an understanding of how engineering professionals decided whether to seek alternative employment. Donnell and Quirin (2006) explained two decision making models. These are the image theory and Lee and Mitchell’s unfolding model. According to Zimmerman (2008), the studies carried out did not clearly reflect the impact of individual characteristic factors. An empirical study, by means of a survey and a questionnaire as a data collecting tool, was conducted to determine the factors that impacted on engineering professionals at GIBB to seek alternative employment and the decision making process they applied in seeking alternative employment. This study reflected that personal traits such as openness to new experiences, high levels of competency, the ability to form relationships at work, a general level of commitment, ability to incorporate other people’s views at work and a general positive attitude towards work itself influenced the decision to seek alternative employment. The external, internal, expectancy and personal trait factors that were perceived to be the most influential in impacting on engineering professionals’ decision to seek alternative employment were presented in a revised concept model. This model could be valuable for developing retention strategies at GIBB. Future research that could be beneficial to GIBB and the engineering industry was also identified.
- Full Text:
- Date Issued: 2011
- Authors: Mkwananzi, Nokuphumula
- Date: 2011
- Subjects: Labor turnover , Engineering -- Vocational guidance
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8749 , http://hdl.handle.net/10948/d1011335 , Labor turnover , Engineering -- Vocational guidance
- Description: The purpose of this study was to determine factors that impacted on engineering professionals’ decision to seek alternative employment, as well as to determine the decision making processes applied by engineering professionals when seeking alternative employment. A conceptual model was developed to illustrate the impact of various factors on labour turnover and the decision making processes that could be followed by engineering professionals when seeking alternative employment. The factors impacting on labour turnover were organised into four categories, namely external, internal, expectations and personal trait factors. The theoretical study revealed that employees were more likely to leave their present organisations if they perceived that there was ample opportunity for acceptable alternative employment (Bigliardi, Petroni & Dormio, 2005). Zimmerman (2008) stated that employee turnover was a problem faced by all organisations globally. In their study they mentioned that high labour turnover rates have been associated with decreased customer satisfaction, productivity, future revenue growth and profitability. A sense of instability and frustration can also cause work backlogs and slow productivity. At times employees lose faith in their organisations as more individuals seek alternative employment (Drake International, 2010). When the organisation experiences high turnover, burnout also increases and could possibly lead to stayers also seeking alternative employment. Previous studies contain evidence of an extensive poaching of South African engineering professionals (technologists and engineers) by overseas companies (Du Toit & Roodt, 2009). As a result of this mobility and the lack of significant engineering graduates entering the industry, companies competed for a limited number of engineering professionals. This challenge resulted in a higher labour turnover rate among engineers as the demand for engineering professionals was higher than the supply. The skills shortage of engineering professionals in South Africa was one of the perceived contributing factors impacting engineering professionals’ decision to seek alternative employment. Apart from the shortage of skills there were other factors that impacted on engineering professionals’ decision to seek alternative employment. External factors, such as slow recruitment due to the low economy, have been identified as having an impact on labour turnover rates. Bigliardi et al (2005) stated that external factors, also referred to as push factors, such as changes in economic, social and technological conditions,created challenges for retaining engineering professionals. Through developing multivariate models that combine a number of factors contributing to labour turnover and empirically testing these models, researchers have attempted to predict why individuals decide to seek alternative employment (MINTRAC, 2010). The job search process was evaluated and referred to as the process of looking for alternatives to a current job, and the evaluation of those alternatives (Brown, 2009). Various decision making models, including the rational decision making model, Steers and Mowday’s model, image theory and the unfolding path model were studied to provide an understanding of how engineering professionals decided whether to seek alternative employment. Donnell and Quirin (2006) explained two decision making models. These are the image theory and Lee and Mitchell’s unfolding model. According to Zimmerman (2008), the studies carried out did not clearly reflect the impact of individual characteristic factors. An empirical study, by means of a survey and a questionnaire as a data collecting tool, was conducted to determine the factors that impacted on engineering professionals at GIBB to seek alternative employment and the decision making process they applied in seeking alternative employment. This study reflected that personal traits such as openness to new experiences, high levels of competency, the ability to form relationships at work, a general level of commitment, ability to incorporate other people’s views at work and a general positive attitude towards work itself influenced the decision to seek alternative employment. The external, internal, expectancy and personal trait factors that were perceived to be the most influential in impacting on engineering professionals’ decision to seek alternative employment were presented in a revised concept model. This model could be valuable for developing retention strategies at GIBB. Future research that could be beneficial to GIBB and the engineering industry was also identified.
- Full Text:
- Date Issued: 2011
Factors influencing employee perceptions of a post-merger working environment
- Authors: Morrison, Selwyn Hilary
- Date: 2011
- Subjects: Universities and colleges -- Mergers -- South Africa -- Eastern Cape , Educational change -- South Africa -- Eastern Cape , Universities and colleges -- Administration , Education, Higher -- South Africa , Employee morale -- South Africa -- Eastern Cape , Employees -- Attitudes -- Evaluation
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8582 , http://hdl.handle.net/10948/1604 , Universities and colleges -- Mergers -- South Africa -- Eastern Cape , Educational change -- South Africa -- Eastern Cape , Universities and colleges -- Administration , Education, Higher -- South Africa , Employee morale -- South Africa -- Eastern Cape , Employees -- Attitudes -- Evaluation
- Description: Higher Education in the late 1990’s experienced significant problems with capacity due to many black students applying to enter previously white institutions (Jansen, 2002:159). The main concern of the new ANC government was the status of historically black institutions. They were unstable due to the migration away from black to white universities and technikons. This reduced their financial status and viability. In addition, the anticipated huge increase in black enrolments in higher education had not materialised (Finweek Survey, February 2009). In order to overcome both of these problems, the then Minister of Education decided to press ahead with a merger programme aimed at reducing the number of higher education institutions from 36 to 21 (Jansen, 2002:6). The primary objective of this research is to investigate the factors that influence employee perceptions of a post-merger Working Environment and Organisational Commitment: a case study of the administration staff in the Finance Department at Walter Sisulu University. There seems to be a lack of efficiently and effectiveness in the he operations of the Finance Department of Walter Sisulu University which this research will investigate through finding solutions to factors of improving the relationship between employee perceptions of their post-merger Working Environment and their Organisational Commitment. This exploratory study collected primary data through the distribution of questionnaires to 59 employees from the Finance Department at the Walter Susulu University, with a 69.12% response rate. The survey included closed questions that were analysed using statistical techniques. The findings revealed overall low scores of 31% for employee perception of their post – merger Working Environment and 50.21% for Organisational Commitment, together with its sub-dimension Affective, Continuance and normative. These scores are disturbing and need to be urgently addressed by the management of the Institution. The implication of the Finance staff’s low perception of their post – merger Working Environment and organisation Commitment is that the institution’s goals will be difficult to be fulfilled due to the low morale of the staff and the non-conducive working conditions. The Institution’s Management should be more transparent, more trustworthy, and more supportive towards staff members and have a good overall communication strategy.
- Full Text:
- Date Issued: 2011
- Authors: Morrison, Selwyn Hilary
- Date: 2011
- Subjects: Universities and colleges -- Mergers -- South Africa -- Eastern Cape , Educational change -- South Africa -- Eastern Cape , Universities and colleges -- Administration , Education, Higher -- South Africa , Employee morale -- South Africa -- Eastern Cape , Employees -- Attitudes -- Evaluation
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8582 , http://hdl.handle.net/10948/1604 , Universities and colleges -- Mergers -- South Africa -- Eastern Cape , Educational change -- South Africa -- Eastern Cape , Universities and colleges -- Administration , Education, Higher -- South Africa , Employee morale -- South Africa -- Eastern Cape , Employees -- Attitudes -- Evaluation
- Description: Higher Education in the late 1990’s experienced significant problems with capacity due to many black students applying to enter previously white institutions (Jansen, 2002:159). The main concern of the new ANC government was the status of historically black institutions. They were unstable due to the migration away from black to white universities and technikons. This reduced their financial status and viability. In addition, the anticipated huge increase in black enrolments in higher education had not materialised (Finweek Survey, February 2009). In order to overcome both of these problems, the then Minister of Education decided to press ahead with a merger programme aimed at reducing the number of higher education institutions from 36 to 21 (Jansen, 2002:6). The primary objective of this research is to investigate the factors that influence employee perceptions of a post-merger Working Environment and Organisational Commitment: a case study of the administration staff in the Finance Department at Walter Sisulu University. There seems to be a lack of efficiently and effectiveness in the he operations of the Finance Department of Walter Sisulu University which this research will investigate through finding solutions to factors of improving the relationship between employee perceptions of their post-merger Working Environment and their Organisational Commitment. This exploratory study collected primary data through the distribution of questionnaires to 59 employees from the Finance Department at the Walter Susulu University, with a 69.12% response rate. The survey included closed questions that were analysed using statistical techniques. The findings revealed overall low scores of 31% for employee perception of their post – merger Working Environment and 50.21% for Organisational Commitment, together with its sub-dimension Affective, Continuance and normative. These scores are disturbing and need to be urgently addressed by the management of the Institution. The implication of the Finance staff’s low perception of their post – merger Working Environment and organisation Commitment is that the institution’s goals will be difficult to be fulfilled due to the low morale of the staff and the non-conducive working conditions. The Institution’s Management should be more transparent, more trustworthy, and more supportive towards staff members and have a good overall communication strategy.
- Full Text:
- Date Issued: 2011
Factors influencing expatriates' ability to cross-culturally adjust
- Authors: Hesse, Anjuli
- Date: 2011
- Subjects: Aliens -- Psychological aspects , Adjustment (Psychology)
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9424 , http://hdl.handle.net/10948/1589 , Aliens -- Psychological aspects , Adjustment (Psychology)
- Description: Globalisation has led to an increasing growth of world trade which has directed business all over the world to become increasingly international and increased the number and power of multinational companies. These expatriates are confronted with societal norms different from their home cultures. This study investigated which factors influence cross-cultural adjustment the most and which factors are perceived by the expatriates to influence cross-cultural adjustment. Based on the literature review four different categories of factors influencing cross-cultural adjustment were identified (Individual, organisational, work-related and non-work related factors) A self-administered online questionnaire, based on existing questionnaires (Black’s (1988) cross-cultural adjustment questionnaire) and literature research, was developed in order to detect a relationship between factors and one of the three adjustment types (general, interaction and work) and to reveal the perceived importance of the factors. In this study all identified factors were perceived to be important for cross-cultural adjustment. However, language skills and spousal adjustment were perceived to be the most important factors and had indeed the strongest correlation towards cross-cultural adjustment. Based on the findings of this research project, recommendations for organisations and expatriates have been provided.
- Full Text:
- Date Issued: 2011
- Authors: Hesse, Anjuli
- Date: 2011
- Subjects: Aliens -- Psychological aspects , Adjustment (Psychology)
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9424 , http://hdl.handle.net/10948/1589 , Aliens -- Psychological aspects , Adjustment (Psychology)
- Description: Globalisation has led to an increasing growth of world trade which has directed business all over the world to become increasingly international and increased the number and power of multinational companies. These expatriates are confronted with societal norms different from their home cultures. This study investigated which factors influence cross-cultural adjustment the most and which factors are perceived by the expatriates to influence cross-cultural adjustment. Based on the literature review four different categories of factors influencing cross-cultural adjustment were identified (Individual, organisational, work-related and non-work related factors) A self-administered online questionnaire, based on existing questionnaires (Black’s (1988) cross-cultural adjustment questionnaire) and literature research, was developed in order to detect a relationship between factors and one of the three adjustment types (general, interaction and work) and to reveal the perceived importance of the factors. In this study all identified factors were perceived to be important for cross-cultural adjustment. However, language skills and spousal adjustment were perceived to be the most important factors and had indeed the strongest correlation towards cross-cultural adjustment. Based on the findings of this research project, recommendations for organisations and expatriates have been provided.
- Full Text:
- Date Issued: 2011
Factors influencing improvements of productivity at Ford Struandale Engine Plant
- Authors: Sundu, Zamandile Oscar
- Date: 2011
- Subjects: Automobile industry and trade -- Capital productivity -- South Africa , Lean manufacturing -- South Africa , Automobile factories
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8651 , http://hdl.handle.net/10948/1377 , Automobile industry and trade -- Capital productivity -- South Africa , Lean manufacturing -- South Africa , Automobile factories
- Description: This treatise investigates the underlying factors influencing productivity at Ford Struandale Engine Plant.
- Full Text:
- Date Issued: 2011
- Authors: Sundu, Zamandile Oscar
- Date: 2011
- Subjects: Automobile industry and trade -- Capital productivity -- South Africa , Lean manufacturing -- South Africa , Automobile factories
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8651 , http://hdl.handle.net/10948/1377 , Automobile industry and trade -- Capital productivity -- South Africa , Lean manufacturing -- South Africa , Automobile factories
- Description: This treatise investigates the underlying factors influencing productivity at Ford Struandale Engine Plant.
- Full Text:
- Date Issued: 2011
Factors limiting township learners from discovering and developing their talents
- Authors: McKeown, Jim
- Date: 2011
- Subjects: Education -- Economic aspects -- South Africa
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9108 , http://hdl.handle.net/10948/d1014323
- Description: Discovering and developing one’s talents significantly increases the likelihood of one leading a meaningful and fulfilling life, realising success in the world, and breaking out of the cycle of poverty. It should be the responsibility of schools to provide opportunities for learners to discover and develop talents that they are passionate about. This passion will then create a self-reinforcing cycle in which learners are more motivated to work hard in school and further develop their talents. Therefore, discovering and developing one’s talents should be seen as both a means to improved education and an end of education itself. This research paper sought to identify the factors limiting township learners from discovering and developing their talents and to make recommendations as to how to mitigate these factors. The researcher used the partnership between the Masinyusane Development Organisation, a local education non-profit organisation, and School A, a secondary school in the township of New Brighton, Port Elizabeth as a case study. Data from the study were carefully analysed and it was concluded that the township learners are not being provided the opportunities necessary, particularly in the schools, to discover and develop their talents. This has resulted in poor academic performance, high drop-out rates, low levels of motivation, confusion with regards to career development, and missed opportunities to break out of the cycle of poverty. The researcher believes this research sheds light on the issue and lays a foundation from which to provide South African township learners with greater opportunities to discover and develop their talents. These opportunities will assist learners in improving their school performance, ensuring that they embark on career paths they will realize success in, and ultimately, in breaking out of the cycle of poverty that traps so many of them.
- Full Text:
- Date Issued: 2011
- Authors: McKeown, Jim
- Date: 2011
- Subjects: Education -- Economic aspects -- South Africa
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9108 , http://hdl.handle.net/10948/d1014323
- Description: Discovering and developing one’s talents significantly increases the likelihood of one leading a meaningful and fulfilling life, realising success in the world, and breaking out of the cycle of poverty. It should be the responsibility of schools to provide opportunities for learners to discover and develop talents that they are passionate about. This passion will then create a self-reinforcing cycle in which learners are more motivated to work hard in school and further develop their talents. Therefore, discovering and developing one’s talents should be seen as both a means to improved education and an end of education itself. This research paper sought to identify the factors limiting township learners from discovering and developing their talents and to make recommendations as to how to mitigate these factors. The researcher used the partnership between the Masinyusane Development Organisation, a local education non-profit organisation, and School A, a secondary school in the township of New Brighton, Port Elizabeth as a case study. Data from the study were carefully analysed and it was concluded that the township learners are not being provided the opportunities necessary, particularly in the schools, to discover and develop their talents. This has resulted in poor academic performance, high drop-out rates, low levels of motivation, confusion with regards to career development, and missed opportunities to break out of the cycle of poverty. The researcher believes this research sheds light on the issue and lays a foundation from which to provide South African township learners with greater opportunities to discover and develop their talents. These opportunities will assist learners in improving their school performance, ensuring that they embark on career paths they will realize success in, and ultimately, in breaking out of the cycle of poverty that traps so many of them.
- Full Text:
- Date Issued: 2011
GIS implementation as a decision support tool for planning and managing development interventions
- Authors: Jong, Yungong Theophilus
- Date: 2011
- Subjects: Geographic information systems , Decision support systems , Enterprise resource planning , Spatial systems
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9257 , http://hdl.handle.net/10948/d1021227
- Description: The aim of this study is to examine key implementation and managerial issues surrounding the use of a Geographic Information Systems (GIS) as a Decisions Support Tool (DST) for planning and managing development interventions. Ever since the emergence of GIS as a powerful analytical tool in almost all spheres of human endeavour, many organisations involved in development work have adopted its use. But the challenges of conceiving and implementing a GIS in ways that are more responsive to the problems that trigger its purchase remains a daunting task to many development organisations; even those with a wealth of experience in GIS. This is one of the motivating factors for this study. In this research, some relevant themes in GIS implementation and GIS management as a Spatial Decision Support System (SDSS) were examined in the literature review. A case study research strategy was used focusing on the experience of the Nelson Mandela Bay Municipality Enterprise GIS (EGIS). The study examined how the system is been ran and what other development organisations can learn from this experience. Data was collected and analysed using a mixed research methods approach. The findings show a good level of GIS acceptance among municipality staff. However, running the system is not hitch free. A couple of problems and challenges were identified on the field. It is recommended that the municipality like most development organisations seeking GIS solutions should put the user at the centre of every technical innovation in GIS as a DST.
- Full Text:
- Date Issued: 2011
- Authors: Jong, Yungong Theophilus
- Date: 2011
- Subjects: Geographic information systems , Decision support systems , Enterprise resource planning , Spatial systems
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9257 , http://hdl.handle.net/10948/d1021227
- Description: The aim of this study is to examine key implementation and managerial issues surrounding the use of a Geographic Information Systems (GIS) as a Decisions Support Tool (DST) for planning and managing development interventions. Ever since the emergence of GIS as a powerful analytical tool in almost all spheres of human endeavour, many organisations involved in development work have adopted its use. But the challenges of conceiving and implementing a GIS in ways that are more responsive to the problems that trigger its purchase remains a daunting task to many development organisations; even those with a wealth of experience in GIS. This is one of the motivating factors for this study. In this research, some relevant themes in GIS implementation and GIS management as a Spatial Decision Support System (SDSS) were examined in the literature review. A case study research strategy was used focusing on the experience of the Nelson Mandela Bay Municipality Enterprise GIS (EGIS). The study examined how the system is been ran and what other development organisations can learn from this experience. Data was collected and analysed using a mixed research methods approach. The findings show a good level of GIS acceptance among municipality staff. However, running the system is not hitch free. A couple of problems and challenges were identified on the field. It is recommended that the municipality like most development organisations seeking GIS solutions should put the user at the centre of every technical innovation in GIS as a DST.
- Full Text:
- Date Issued: 2011
How has the South African government conceptualised gender?: an evaluation of the draft strategic framework on gender and women's empowerment
- Ndlovu, Innocencia Sithandazile
- Authors: Ndlovu, Innocencia Sithandazile
- Date: 2011
- Subjects: Sex discrimination against women -- South Africa , Women in development -- South Africa , Equality -- South Africa
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9097 , http://hdl.handle.net/10948/d1011856 , Sex discrimination against women -- South Africa , Women in development -- South Africa , Equality -- South Africa
- Description: The research seeks to evaluate how the South African government has conceptualised gender through the use of the concepts of WID and GAD. This research has been conducted through the analysis of the Draft Strategic Framework on Gender and Women's Empowerment a document of the Department of Trade and Industry that was formulated to address and redress the issues of gender equality. It has some sound suggestions that seek to identify strategies to improve women empowerment through financial independence. As a result they have used various approaches in order to provide strategies that are mindful of the „needs‟ of the women. Accordingly they have formulated a policy that understands who these women are and have made recommendations of strategies that different groups of women can identify with. They have included the marginalised rural and disabled women and even gone as far as catering for younger women still at school. However there has been concern at the impact that the exclusion of men has contributed, therefore it is important to find ways in which to make men more involved.
- Full Text:
- Date Issued: 2011
- Authors: Ndlovu, Innocencia Sithandazile
- Date: 2011
- Subjects: Sex discrimination against women -- South Africa , Women in development -- South Africa , Equality -- South Africa
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9097 , http://hdl.handle.net/10948/d1011856 , Sex discrimination against women -- South Africa , Women in development -- South Africa , Equality -- South Africa
- Description: The research seeks to evaluate how the South African government has conceptualised gender through the use of the concepts of WID and GAD. This research has been conducted through the analysis of the Draft Strategic Framework on Gender and Women's Empowerment a document of the Department of Trade and Industry that was formulated to address and redress the issues of gender equality. It has some sound suggestions that seek to identify strategies to improve women empowerment through financial independence. As a result they have used various approaches in order to provide strategies that are mindful of the „needs‟ of the women. Accordingly they have formulated a policy that understands who these women are and have made recommendations of strategies that different groups of women can identify with. They have included the marginalised rural and disabled women and even gone as far as catering for younger women still at school. However there has been concern at the impact that the exclusion of men has contributed, therefore it is important to find ways in which to make men more involved.
- Full Text:
- Date Issued: 2011
How the Christian church can help in building business ethics
- Authors: Venter, Johannes Machiel
- Date: 2011
- Subjects: Business -- Religious aspects -- Christianity , Business ethics , Capitalism -- Religious aspects
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8774 , http://hdl.handle.net/10948/d1012905
- Description: Research suggests that there is a relationship between religion and business ethics. When looking at the South African society and the statistics that says that 80 percent of the population is Christian but on the other hand we are confronted within this country with increasing incidents of corruption in private companies as well as in public services. Why would that be the case? This study seeks to understand if Christianity or the local church really makes an impact on the lives of its members. The research starts of by looking at behaviour in general and what constitute to good ethical decision-making. In the study on Christian ethics it becomes clear that there is a strong appeal in the Bible on ethical behaviour. The Bible goes as far as to claim that, when in a relationship with the Lord, the followers will show His character in the way they live at home and the way they behave and make ethical decisions at the workplace. This study used focus groups to research the role of the local church in changing behaviour. The study finds that Christianity per se does not change the behaviour of church members. The church members‘ definition of the church largely determines the impact the church will have on their lives. In the study on the Christian ethics it was clear that ethics were seen as something that was formed in communities and not by rules or regulations. It was not a case of people telling others what to do and what not. It was more a case of mentors that helped others to live differently in community with others. The study finds that when the local church is build on relationships and if there is a strong sense of community, the church has a huge impact on the lives of its members. This suggests that the local church should be more focused on strong and intimate relationships and not so much on the church as organisation or institute. This is also important for the businesses that will employ these members because they will make better ethical decisions.
- Full Text:
- Date Issued: 2011
- Authors: Venter, Johannes Machiel
- Date: 2011
- Subjects: Business -- Religious aspects -- Christianity , Business ethics , Capitalism -- Religious aspects
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8774 , http://hdl.handle.net/10948/d1012905
- Description: Research suggests that there is a relationship between religion and business ethics. When looking at the South African society and the statistics that says that 80 percent of the population is Christian but on the other hand we are confronted within this country with increasing incidents of corruption in private companies as well as in public services. Why would that be the case? This study seeks to understand if Christianity or the local church really makes an impact on the lives of its members. The research starts of by looking at behaviour in general and what constitute to good ethical decision-making. In the study on Christian ethics it becomes clear that there is a strong appeal in the Bible on ethical behaviour. The Bible goes as far as to claim that, when in a relationship with the Lord, the followers will show His character in the way they live at home and the way they behave and make ethical decisions at the workplace. This study used focus groups to research the role of the local church in changing behaviour. The study finds that Christianity per se does not change the behaviour of church members. The church members‘ definition of the church largely determines the impact the church will have on their lives. In the study on the Christian ethics it was clear that ethics were seen as something that was formed in communities and not by rules or regulations. It was not a case of people telling others what to do and what not. It was more a case of mentors that helped others to live differently in community with others. The study finds that when the local church is build on relationships and if there is a strong sense of community, the church has a huge impact on the lives of its members. This suggests that the local church should be more focused on strong and intimate relationships and not so much on the church as organisation or institute. This is also important for the businesses that will employ these members because they will make better ethical decisions.
- Full Text:
- Date Issued: 2011
Impact of social entrepreneur's education and business skills training on the success of non-profit organisation
- Authors: Scholtz, Laurie
- Date: 2011
- Subjects: Social entrepreneurship -- South Africa , Nonprofit organizations -- South Africa
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: vital:9284 , http://hdl.handle.net/10948/1337 , Social entrepreneurship -- South Africa , Nonprofit organizations -- South Africa
- Description: The social problems that exist within South Africa cannot be ignored. The magnitude of poverty, unemployment and crime that exist are ever increasing while HIV/Aids has left 10 percent of the children within this country orphaned. Discrepancies in the access to proper healthcare and education between the private sector and the public sector is evident, mainly due to the failure of the public sector (government) to effectively implement and manage the healthcare and education systems in South Africa. In the last decade, there has been a significant increase in the number of registered non-profit organisations which can be attributed to a greater awareness of the social problems that exist, as well as the inability of the government and the public sector to address the social problems on their own. Social entrepreneurs are attempting to find innovative solutions to these problems by starting non-profit organisations and then implementing projects and programmes that will help alleviate these social problems. Social entrepreneurship is a fairly new concept, particularly within the realm of academic research. Previous studies on social entrepreneurship have highlighted the need for social entrepreneurs and have also emphasised the many challenges these social entrepreneurs face, one of which is the lack of education and business skills training. Research indicates that a non-profit organisation should be run like a small business in order to be successful, which highlights the importance for social entrepreneurs to be equipped with the appropriate business skills. The impact that a social entrepreneur’s education and business skills training has on the success of a non-profit organisation is however still largely unknown. The purpose of this study was three-fold: firstly, to study the relationship between the education and business skills training of a social entrepreneur and the successful functioning of their non-profit organisations; secondly, to develop recommendations for social entrepreneurs on how to more effectively manage their non-profit organisations and guide them in what business training will benefit them as a social entrepreneur; and lastly, to add to the already existing knowledge on social entrepreneurs, particularly within a South African context. The main research methodology used to conduct the empirical investigation in this study was qualitative in nature. Elements of quantitative data collection were adopted in the instruments in order to ensure standardisation when measuring a social entrepreneur’s education and business skills training, as well as the success of their respective non-profit organisation. In-depth interviews were conducted with fourteen social entrepreneurs who work in a variety of social developmental sectors within South Africa. An interview guide was developed to record the formal levels of education and business skills training received by the respondents and to discuss the impact of other types of education and business skills training on their capabilities as managers of non-profit organisations. A tool was developed to measure the success of the respective non-profit organisations and the results were compared to the social entrepreneur’s levels of education and business skills training. Global analysis was the data analysis technique adopted in this study and was used to identify common themes among the transcripts as well as possible relationships between different variables. There were two main findings with regard to the impact a social entrepreneur’s education and business skills training has on the successful functioning of his/her respective non-profit organisation. Firstly, the formal types of education and business skills training of a social entrepreneur have a direct impact on the success of a nonprofit organisation. Secondly, once a social entrepreneur has completed school level education, informal types of education and business skills training play a bigger role than formal types in the effective management and success of his/her respective non-profit organisation. The findings of the empirical investigation showed that the most valuable three types of informal education and business skills training include workshops and conferences, business experience and networks. The most important recommendation for social entrepreneurs is that their school level education should be completed, in order to access further education and business skills training opportunities. The social entrepreneurs must equip themselves with certain skills and knowledge, namely: financial management, legal knowledge, human resource management, strategic management, monitoring and evaluation skills, technical skills and research skills, in order to ensure the successful functioning of their respective non-profit organization.
- Full Text:
- Date Issued: 2011
- Authors: Scholtz, Laurie
- Date: 2011
- Subjects: Social entrepreneurship -- South Africa , Nonprofit organizations -- South Africa
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: vital:9284 , http://hdl.handle.net/10948/1337 , Social entrepreneurship -- South Africa , Nonprofit organizations -- South Africa
- Description: The social problems that exist within South Africa cannot be ignored. The magnitude of poverty, unemployment and crime that exist are ever increasing while HIV/Aids has left 10 percent of the children within this country orphaned. Discrepancies in the access to proper healthcare and education between the private sector and the public sector is evident, mainly due to the failure of the public sector (government) to effectively implement and manage the healthcare and education systems in South Africa. In the last decade, there has been a significant increase in the number of registered non-profit organisations which can be attributed to a greater awareness of the social problems that exist, as well as the inability of the government and the public sector to address the social problems on their own. Social entrepreneurs are attempting to find innovative solutions to these problems by starting non-profit organisations and then implementing projects and programmes that will help alleviate these social problems. Social entrepreneurship is a fairly new concept, particularly within the realm of academic research. Previous studies on social entrepreneurship have highlighted the need for social entrepreneurs and have also emphasised the many challenges these social entrepreneurs face, one of which is the lack of education and business skills training. Research indicates that a non-profit organisation should be run like a small business in order to be successful, which highlights the importance for social entrepreneurs to be equipped with the appropriate business skills. The impact that a social entrepreneur’s education and business skills training has on the success of a non-profit organisation is however still largely unknown. The purpose of this study was three-fold: firstly, to study the relationship between the education and business skills training of a social entrepreneur and the successful functioning of their non-profit organisations; secondly, to develop recommendations for social entrepreneurs on how to more effectively manage their non-profit organisations and guide them in what business training will benefit them as a social entrepreneur; and lastly, to add to the already existing knowledge on social entrepreneurs, particularly within a South African context. The main research methodology used to conduct the empirical investigation in this study was qualitative in nature. Elements of quantitative data collection were adopted in the instruments in order to ensure standardisation when measuring a social entrepreneur’s education and business skills training, as well as the success of their respective non-profit organisation. In-depth interviews were conducted with fourteen social entrepreneurs who work in a variety of social developmental sectors within South Africa. An interview guide was developed to record the formal levels of education and business skills training received by the respondents and to discuss the impact of other types of education and business skills training on their capabilities as managers of non-profit organisations. A tool was developed to measure the success of the respective non-profit organisations and the results were compared to the social entrepreneur’s levels of education and business skills training. Global analysis was the data analysis technique adopted in this study and was used to identify common themes among the transcripts as well as possible relationships between different variables. There were two main findings with regard to the impact a social entrepreneur’s education and business skills training has on the successful functioning of his/her respective non-profit organisation. Firstly, the formal types of education and business skills training of a social entrepreneur have a direct impact on the success of a nonprofit organisation. Secondly, once a social entrepreneur has completed school level education, informal types of education and business skills training play a bigger role than formal types in the effective management and success of his/her respective non-profit organisation. The findings of the empirical investigation showed that the most valuable three types of informal education and business skills training include workshops and conferences, business experience and networks. The most important recommendation for social entrepreneurs is that their school level education should be completed, in order to access further education and business skills training opportunities. The social entrepreneurs must equip themselves with certain skills and knowledge, namely: financial management, legal knowledge, human resource management, strategic management, monitoring and evaluation skills, technical skills and research skills, in order to ensure the successful functioning of their respective non-profit organization.
- Full Text:
- Date Issued: 2011
Improving governance to foster economic development: a case study of Nairobi City
- Authors: Makena, Njeru Sharon
- Date: 2011
- Subjects: Decentralization in government -- Kenya -- Nairobi , Public administration -- Kenya -- Nairobi , Economic development -- Kenya -- Nairobi
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9117 , http://hdl.handle.net/10948/d1015679
- Description: Good governance is a critical element to economic development both at the local and national level. Devolution, which is a form of decentralization, is a means of achieving good governance if implemented appropriately. Government plays a pivotal role in the governance framework of a country. This study aimed at exploring how governance of Nairobi City can be improved under a devolved system of government to foster economic development. The study specifically looked at government effectiveness which is one of the Worldwide Governance Indicators. Through a literature review, the study looks at how devolution can improve governance, and what government effectiveness entails, not only from the World Bank perspective but also from other related literature. The major assumption of this study is that improved governance consequently leads to enhanced economic development, as argued by numerous scholars and practitioners in previous studies (Todaro and Smith, (2009) Mcneil and Malena, (2010) and UNDESA 2007). Furthermore, this study assumed that despite only focusing on one of the six indicators, an idea of good governance as a whole will be obtained. The study used a mix of qualitative and quantitative approach of a case study of Nairobi City. Nairobi City is not only a unit of devolution under the new constitution, but will also host the national government. Furthermore, it is also the financial stronghold of the country. Data was collected from two sets of respondents using two different instruments. A questionnaire was used to collect data from the citizenry, and face to face interviews were used to collect data from government officials. The questionnaire focused on capturing citizen perceptions on government effectiveness. Respondents were selected through convenient sampling at pre-determined service delivery points within Nairobi City. The face-to-face semi-structured interview gauged the level of government effectiveness of selected government institutions within Nairobi City. For the former instrument, the data was analyzed through SPSS and Microsoft Excel; and presented in tables, charts and graphs. For the latter, a descriptive discussion has been used to illustrate findings. The study found that government institutions within Nairobi to an extent have established mechanisms and systems to improve service delivery, and consequently promote government effectiveness. It is observable from the study that, the systems in place do not respond to the citizen needs and expectations as illustrated by a satisfaction index of 54 percent.
- Full Text:
- Date Issued: 2011
- Authors: Makena, Njeru Sharon
- Date: 2011
- Subjects: Decentralization in government -- Kenya -- Nairobi , Public administration -- Kenya -- Nairobi , Economic development -- Kenya -- Nairobi
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9117 , http://hdl.handle.net/10948/d1015679
- Description: Good governance is a critical element to economic development both at the local and national level. Devolution, which is a form of decentralization, is a means of achieving good governance if implemented appropriately. Government plays a pivotal role in the governance framework of a country. This study aimed at exploring how governance of Nairobi City can be improved under a devolved system of government to foster economic development. The study specifically looked at government effectiveness which is one of the Worldwide Governance Indicators. Through a literature review, the study looks at how devolution can improve governance, and what government effectiveness entails, not only from the World Bank perspective but also from other related literature. The major assumption of this study is that improved governance consequently leads to enhanced economic development, as argued by numerous scholars and practitioners in previous studies (Todaro and Smith, (2009) Mcneil and Malena, (2010) and UNDESA 2007). Furthermore, this study assumed that despite only focusing on one of the six indicators, an idea of good governance as a whole will be obtained. The study used a mix of qualitative and quantitative approach of a case study of Nairobi City. Nairobi City is not only a unit of devolution under the new constitution, but will also host the national government. Furthermore, it is also the financial stronghold of the country. Data was collected from two sets of respondents using two different instruments. A questionnaire was used to collect data from the citizenry, and face to face interviews were used to collect data from government officials. The questionnaire focused on capturing citizen perceptions on government effectiveness. Respondents were selected through convenient sampling at pre-determined service delivery points within Nairobi City. The face-to-face semi-structured interview gauged the level of government effectiveness of selected government institutions within Nairobi City. For the former instrument, the data was analyzed through SPSS and Microsoft Excel; and presented in tables, charts and graphs. For the latter, a descriptive discussion has been used to illustrate findings. The study found that government institutions within Nairobi to an extent have established mechanisms and systems to improve service delivery, and consequently promote government effectiveness. It is observable from the study that, the systems in place do not respond to the citizen needs and expectations as illustrated by a satisfaction index of 54 percent.
- Full Text:
- Date Issued: 2011
Improving indirect purchasing competitiveness in manufacturing firms through strategic purchasing
- Authors: Makubalo, Gcobisa
- Date: 2011
- Subjects: Industrial procurement -- Management -- South Africa -- Eastern Cape , Purchasing -- Management , Strategic planning -- South Africa -- Eastern Cape , Business logistics -- South Africa -- Eastern Cape -- Management , Organization -- Strategic aspects
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8535 , http://hdl.handle.net/10948/1653 , Industrial procurement -- Management -- South Africa -- Eastern Cape , Purchasing -- Management , Strategic planning -- South Africa -- Eastern Cape , Business logistics -- South Africa -- Eastern Cape -- Management , Organization -- Strategic aspects
- Description: The advent of the global financial recession, its impact on the economy with respect to market turbulence and the increase in customer demands have put organisations under intense pressure to increase the efficiency and effectiveness of their operations. By virtue of it not being business as usual in the business arena, organisations are forced to constantly devise strategies that are geared towards growth, transformation and continuous improvement. This cuts across all spheres of organisational structures, which means that every division has a role to play.
- Full Text:
- Date Issued: 2011
- Authors: Makubalo, Gcobisa
- Date: 2011
- Subjects: Industrial procurement -- Management -- South Africa -- Eastern Cape , Purchasing -- Management , Strategic planning -- South Africa -- Eastern Cape , Business logistics -- South Africa -- Eastern Cape -- Management , Organization -- Strategic aspects
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8535 , http://hdl.handle.net/10948/1653 , Industrial procurement -- Management -- South Africa -- Eastern Cape , Purchasing -- Management , Strategic planning -- South Africa -- Eastern Cape , Business logistics -- South Africa -- Eastern Cape -- Management , Organization -- Strategic aspects
- Description: The advent of the global financial recession, its impact on the economy with respect to market turbulence and the increase in customer demands have put organisations under intense pressure to increase the efficiency and effectiveness of their operations. By virtue of it not being business as usual in the business arena, organisations are forced to constantly devise strategies that are geared towards growth, transformation and continuous improvement. This cuts across all spheres of organisational structures, which means that every division has a role to play.
- Full Text:
- Date Issued: 2011
Improving leadership development in a selected manufacturing company
- Authors: Kalashe, Lunga
- Date: 2011
- Subjects: Leadership , Manufacturing industries -- Management , Executives -- Training of
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8586 , http://hdl.handle.net/10948/1629 , Leadership , Manufacturing industries -- Management , Executives -- Training of
- Description: Leadership development is very important in business and often much lip service is given to “growing” leaders in business organisations. Leadership development takes place at the individual, group or organisational level and aims for greater effectiveness of an organisation’s human, social and systems capital. One of the biggest motor manufacturers in the Eastern Cape which employs more than 6 500 workers in the local plant and thousands of allied jobs at suppliers was selected to conduct this study on leadership development. The reason for choosing this company is that, over the years, the company established strong training and development programmes to help employees achieve their full potential and to grow the company. This study assesses the success of leadership development in the selected company as well as the factors that could lead to the improvement of its leadership development programme. The primary objective of the study is therefore to improve leadership development in the selected company by investigating the influence of selected factors on leadership development in that company. The sample was drawn from the employees of the company who were enrolled for leadership development at the company’s training institute as at October 2010. They were 55 engineers, 15 supervisors, 20 buyers and 12 managers. A census of these employees was conducted, in other words, 102 questionnaires were distributed to them. Only forty (40) respondents (response rate = 39.2%) however participated in the final study. The empirical results showed that three variables were key ingredients for achieving and increasing leadership development success: organisational culture, participative leadership and senior-management support. Implementing the recommendations that emanated from these results will go a long way in securing success in the company’s leadership development programme.
- Full Text:
- Date Issued: 2011
- Authors: Kalashe, Lunga
- Date: 2011
- Subjects: Leadership , Manufacturing industries -- Management , Executives -- Training of
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8586 , http://hdl.handle.net/10948/1629 , Leadership , Manufacturing industries -- Management , Executives -- Training of
- Description: Leadership development is very important in business and often much lip service is given to “growing” leaders in business organisations. Leadership development takes place at the individual, group or organisational level and aims for greater effectiveness of an organisation’s human, social and systems capital. One of the biggest motor manufacturers in the Eastern Cape which employs more than 6 500 workers in the local plant and thousands of allied jobs at suppliers was selected to conduct this study on leadership development. The reason for choosing this company is that, over the years, the company established strong training and development programmes to help employees achieve their full potential and to grow the company. This study assesses the success of leadership development in the selected company as well as the factors that could lead to the improvement of its leadership development programme. The primary objective of the study is therefore to improve leadership development in the selected company by investigating the influence of selected factors on leadership development in that company. The sample was drawn from the employees of the company who were enrolled for leadership development at the company’s training institute as at October 2010. They were 55 engineers, 15 supervisors, 20 buyers and 12 managers. A census of these employees was conducted, in other words, 102 questionnaires were distributed to them. Only forty (40) respondents (response rate = 39.2%) however participated in the final study. The empirical results showed that three variables were key ingredients for achieving and increasing leadership development success: organisational culture, participative leadership and senior-management support. Implementing the recommendations that emanated from these results will go a long way in securing success in the company’s leadership development programme.
- 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
Improving school management systems of low pass rate of high schools in the PE school district
- Authors: August, Thozama Ncediwe
- Date: 2011
- Subjects: School failure -- South Africa -- Eastern Cape Education, Secondary -- Eastern Cape -- Port Elizabeth Teachers -- Training of -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/12571 , vital:27095
- Description: The DoE is structured in such a way that in all the provinces there are Districts which are formed by clusters. The performance of each province is measured according to that of the different Districts. This District performance reflects back to the schools in the clusters where they are found. Everyone is keen to know which District will be the top performer in the Grade 12 results in the Eastern Cape; because this is where performance of each school is measured. In the past years it was sad to notice that the Eastern Cape schools have had a very low pass rate. The DoE (PE) District has a challenge to change the situation in which the province finds itself. This research seeks to address the challenges encountered by the schools which are not able to improve their pass rate. It focuses on the school management systems of low pass rate schools; and how can they be modified. It is vitally important to manage the organisation or institution in a way which will optimize performance. That is the reason for discussing and debating the way school management is operated in the high pass rate schools, so that differences between the two categories of schools are noted and good strategies are utilised in low pass rate schools. For the PE District to improve; the schools in the circuits must improve in their performance. Each circuit is allocated an Educational Development Officer (EDO). It is the duty of the EDO to monitor and evaluate the schools in their circuits. These departmental officials have to ensure that schools are managed well; that is, that the school management systems are functioning properly. They need to assist the schools in any way they can, in order to improve the performance of the schools. This research study seeks to bring forward the challenges faced by the low performing schools so that every stakeholder in the schools and in the DoE is on board to improve the situation. Improvement in the circuit will help the province to enhance its overall performance.
- Full Text:
- Date Issued: 2011
- Authors: August, Thozama Ncediwe
- Date: 2011
- Subjects: School failure -- South Africa -- Eastern Cape Education, Secondary -- Eastern Cape -- Port Elizabeth Teachers -- Training of -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/12571 , vital:27095
- Description: The DoE is structured in such a way that in all the provinces there are Districts which are formed by clusters. The performance of each province is measured according to that of the different Districts. This District performance reflects back to the schools in the clusters where they are found. Everyone is keen to know which District will be the top performer in the Grade 12 results in the Eastern Cape; because this is where performance of each school is measured. In the past years it was sad to notice that the Eastern Cape schools have had a very low pass rate. The DoE (PE) District has a challenge to change the situation in which the province finds itself. This research seeks to address the challenges encountered by the schools which are not able to improve their pass rate. It focuses on the school management systems of low pass rate schools; and how can they be modified. It is vitally important to manage the organisation or institution in a way which will optimize performance. That is the reason for discussing and debating the way school management is operated in the high pass rate schools, so that differences between the two categories of schools are noted and good strategies are utilised in low pass rate schools. For the PE District to improve; the schools in the circuits must improve in their performance. Each circuit is allocated an Educational Development Officer (EDO). It is the duty of the EDO to monitor and evaluate the schools in their circuits. These departmental officials have to ensure that schools are managed well; that is, that the school management systems are functioning properly. They need to assist the schools in any way they can, in order to improve the performance of the schools. This research study seeks to bring forward the challenges faced by the low performing schools so that every stakeholder in the schools and in the DoE is on board to improve the situation. Improvement in the circuit will help the province to enhance its overall performance.
- Full Text:
- Date Issued: 2011
Improving service quality and operations at a South African private healthcare clinic through the implimentation of lean principles
- Theunissen, Dirkie Petra Stephanie
- Authors: Theunissen, Dirkie Petra Stephanie
- Date: 2011
- Subjects: Hospital care -- South Africa -- Quality control , Hospital care -- South Africa -- Cost effectiveness
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:9313 , http://hdl.handle.net/10948/d1019943
- Description: Although open to debate, it is something of an undisputed fact and has been since the days of Florence Nightingale, that hospital management is frustrated with recurring problems - many of them due to broken processes. Hospitals are places of phenomenal healing and heroic care. However, as with any human-led endeavour, there are problems. (Grunden (2009)). A first time use of the word ‘lean’ generally begs some explaination as it is not a commonly used word. The simplest way to explain the word is by way of the introduction of the concept known as ‘lean management’. Lean management is a methodology which allows hospitals to advance the quality of patient care by reducing errors and waiting times. Lean is a system of reinforcement of hospital business for the long term thereby reducing costs and risk. Kanban (2009) states that lean is a toolset; a management system and a viewpoint that can change the way hospitals are structured and managed. Lean helps managers to comprehend and identify broken systems and to improve these in small parts, while employees aid in finding solutions for broken systems. This proposal analyses the effect lean tools have had within Arwyp Medical Centre in Kempton Park, South Africa.
- Full Text:
- Date Issued: 2011
- Authors: Theunissen, Dirkie Petra Stephanie
- Date: 2011
- Subjects: Hospital care -- South Africa -- Quality control , Hospital care -- South Africa -- Cost effectiveness
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:9313 , http://hdl.handle.net/10948/d1019943
- Description: Although open to debate, it is something of an undisputed fact and has been since the days of Florence Nightingale, that hospital management is frustrated with recurring problems - many of them due to broken processes. Hospitals are places of phenomenal healing and heroic care. However, as with any human-led endeavour, there are problems. (Grunden (2009)). A first time use of the word ‘lean’ generally begs some explaination as it is not a commonly used word. The simplest way to explain the word is by way of the introduction of the concept known as ‘lean management’. Lean management is a methodology which allows hospitals to advance the quality of patient care by reducing errors and waiting times. Lean is a system of reinforcement of hospital business for the long term thereby reducing costs and risk. Kanban (2009) states that lean is a toolset; a management system and a viewpoint that can change the way hospitals are structured and managed. Lean helps managers to comprehend and identify broken systems and to improve these in small parts, while employees aid in finding solutions for broken systems. This proposal analyses the effect lean tools have had within Arwyp Medical Centre in Kempton Park, South Africa.
- Full Text:
- Date Issued: 2011
Improving socio-ecological resilience strategies of climate change in the Nelson Mandela Bay Metropole
- Authors: Nzante, Ekiyie
- Date: 2011
- Subjects: Forest resilience -- Climatic factors -- South Africa -- Nelson Mandela Bay Municipality , Global warming -- South Africa -- Nelson Mandela Bay Municipality , Sustainable development -- South Africa -- Nelson Mandela Bay Municipality
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9145 , http://hdl.handle.net/10948/d1018823
- Description: The Kyoto Protocol of UNFCCC (United Nations Framework Convention on Climate Change) postulated that anthropogenic causes are the main drivers of global climate change. This Kyoto Protocol was ratified by South Africa, with South Africa accepting all the binding commitments. Since then South Africa has promulgated legislations which cater for the environment and the reduction of the greenhouse gases respectively, with the aim of promoting sustainable development. The South African constitution has recognised the environment in Section 24. This is the birth place of the “Environmental Clauses” which do not only speak to the national government but are also broken down to the provincial and local government. This study was grounded within the field of Development studies and undertook a case study of improving the socio-ecological resilience strategies of climate changes in Nelson Mandela Bay Metropole (NMBM). The study employed the use of semi-structure interviews whereby a questionnaire was used to guide the researcher in the interview process. A total of 23 officials were interviewed, ranging from governmental departments (municipality) through civil societies to private consultants, in order to avoid the generation of biases. The data obtained from respondents were presented, analysed, and discussed. From the data collected, it was possible to single out certain barriers to climate change resilience initiative in NMBM. Some of these barriers include the lack of awareness of climate change resilience issues, lack of political will, lack of funding, and the poor concern given to climate change issues since the municipality does not consider it a core issue. Based on the study findings, the main recommendation offered to NMBM was the creation of a Sustainable Development Framework, which will provide a perfect platform for development, acknowledge the threat posed by the negative effects of climate change, and enhance opportunities to execute climate change projects in NMBM.
- Full Text:
- Date Issued: 2011
- Authors: Nzante, Ekiyie
- Date: 2011
- Subjects: Forest resilience -- Climatic factors -- South Africa -- Nelson Mandela Bay Municipality , Global warming -- South Africa -- Nelson Mandela Bay Municipality , Sustainable development -- South Africa -- Nelson Mandela Bay Municipality
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9145 , http://hdl.handle.net/10948/d1018823
- Description: The Kyoto Protocol of UNFCCC (United Nations Framework Convention on Climate Change) postulated that anthropogenic causes are the main drivers of global climate change. This Kyoto Protocol was ratified by South Africa, with South Africa accepting all the binding commitments. Since then South Africa has promulgated legislations which cater for the environment and the reduction of the greenhouse gases respectively, with the aim of promoting sustainable development. The South African constitution has recognised the environment in Section 24. This is the birth place of the “Environmental Clauses” which do not only speak to the national government but are also broken down to the provincial and local government. This study was grounded within the field of Development studies and undertook a case study of improving the socio-ecological resilience strategies of climate changes in Nelson Mandela Bay Metropole (NMBM). The study employed the use of semi-structure interviews whereby a questionnaire was used to guide the researcher in the interview process. A total of 23 officials were interviewed, ranging from governmental departments (municipality) through civil societies to private consultants, in order to avoid the generation of biases. The data obtained from respondents were presented, analysed, and discussed. From the data collected, it was possible to single out certain barriers to climate change resilience initiative in NMBM. Some of these barriers include the lack of awareness of climate change resilience issues, lack of political will, lack of funding, and the poor concern given to climate change issues since the municipality does not consider it a core issue. Based on the study findings, the main recommendation offered to NMBM was the creation of a Sustainable Development Framework, which will provide a perfect platform for development, acknowledge the threat posed by the negative effects of climate change, and enhance opportunities to execute climate change projects in NMBM.
- Full Text:
- Date Issued: 2011