State antiquity and early agricultural transition as deep economic roots in Africa
- Authors: Fani, Sisipho
- Date: 2022-04
- Subjects: Port Elizabeth (South Africa) , Eastern Cape (South Africa) , South Africa
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/55487 , vital:52374
- Description: Growth economists identified that current failures and successes of economies can be traced far in their histories. The Unified Growth Model has been developed to analyse the process of development. Economic researchers have developed and identified ‘deep roots’ variables that elaborate modern growth, institutions and development. These variables include State Antiquity and Early agricultural transition. The study is an examination of the effects of State Antiquity and Early agricultural transition in the 54 African economies. The study examines these effects employing the following years: 1990, 1995, 2000, 2005, 2010, 2015, and 2020. The study employs econometric models namely, Ordinary Least Squares, Ridge and Lasso regularization models to examine the effects of these deep root variables. The study borrows baseline regressions from the works of Bockstette, Chanda and Putterman (2002), Putterman and Weil (2010) and Borcan, Olsson and Putterman (2018). This study, to the best of our knowledge, is the first to empirically examine the effects of State Antiquity and Early agricultural transition in Africa. The results of the study suggest that African economies that have low level of state antiquity experience a positive effect on modern economic growth and development whilst African economies with high levels of state antiquity experience negative effect on modern economic growth and development. The results also suggest that African economies that transition at a later stage toward agriculture experience a positive effect on modern economic growth and development. The implications of these findings indicate that state antiquity and early agricultural transition influence modern economic development only when states have reached a certain level. Countries that transitioned early towards agriculture experience a negative effect on modern economic growth and development depicting a reversal of fortune. The study recommends that the implementation of polices should corelate with the state experience of the specific economy. , Thesis (M.Com.) -- Faculty of Business and Economic Sciences, School of Economics, Development & Tourism, 2022
- Full Text:
- Authors: Fani, Sisipho
- Date: 2022-04
- Subjects: Port Elizabeth (South Africa) , Eastern Cape (South Africa) , South Africa
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/55487 , vital:52374
- Description: Growth economists identified that current failures and successes of economies can be traced far in their histories. The Unified Growth Model has been developed to analyse the process of development. Economic researchers have developed and identified ‘deep roots’ variables that elaborate modern growth, institutions and development. These variables include State Antiquity and Early agricultural transition. The study is an examination of the effects of State Antiquity and Early agricultural transition in the 54 African economies. The study examines these effects employing the following years: 1990, 1995, 2000, 2005, 2010, 2015, and 2020. The study employs econometric models namely, Ordinary Least Squares, Ridge and Lasso regularization models to examine the effects of these deep root variables. The study borrows baseline regressions from the works of Bockstette, Chanda and Putterman (2002), Putterman and Weil (2010) and Borcan, Olsson and Putterman (2018). This study, to the best of our knowledge, is the first to empirically examine the effects of State Antiquity and Early agricultural transition in Africa. The results of the study suggest that African economies that have low level of state antiquity experience a positive effect on modern economic growth and development whilst African economies with high levels of state antiquity experience negative effect on modern economic growth and development. The results also suggest that African economies that transition at a later stage toward agriculture experience a positive effect on modern economic growth and development. The implications of these findings indicate that state antiquity and early agricultural transition influence modern economic development only when states have reached a certain level. Countries that transitioned early towards agriculture experience a negative effect on modern economic growth and development depicting a reversal of fortune. The study recommends that the implementation of polices should corelate with the state experience of the specific economy. , Thesis (M.Com.) -- Faculty of Business and Economic Sciences, School of Economics, Development & Tourism, 2022
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A framework to measure employee engagement at Stefanutti Stocks RPM Business Unit
- Authors: Maher, Theresa
- Date: 2021-04
- Subjects: Port Elizabeth (South Africa) , Eastern Cape (South Africa) , South Africa
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/53315 , vital:45142
- Description: Work gratification and expectancies are of the utmost importance to the skilled workforce in the South African construction industry. The price paid for a demotivated workforce in this industry is very high and it leads to friction in the workplace, displeasing work outcomes and time delays. Furthermore it leads to increased incidences of theft,absenteeism and outputs that arebelow standard in terms of productivityand thequality of the work.In order to motivate the workforce in the construction industry,a day-by-day, step-by-step,hands-on approachmust be used. The aforesaid aids site managers to manage effectively and this in turn leads to an increase in production by way of enhanced productivity. Research shows that a correlationbetweenmotivation, excelling at work, improved productivity and fulfilment and expectancyexist. The reason why individuals act in a specific manner and choose not to act in a certain way can be directly linked totheirmotivation and engagement.As a member ofthe construction industry in South Africa, Stefanutti Stocks isseen as one of the leading construction groups. Employing more than 12 000 workers it has the ability to provide a wide variety of different scale projects for a host of clients in varied markets. The division concentrated on in this study is the Roads, Pipelines and Mining Services (RPM)Business Unit. The MD of the RPM Business Unit when starting at the company a few years ago came to the conclusion that in order for the RPM Business Unit to function optimally certain business inconsistencies regarding employee engagement needed to be addressed. Based on this he decided to use a consulting firm, AIM,to establish what the exact concernswere and what interventions wererequired to deal with them. ivInterventions facilitatedby AIM includedManagement Training Programmes and Workshops as well as one-on-one coaching sessions with selected individuals.The methodology used in this study was to measurethe current level of employee engagement subsequent toengagement interventionsconcludedby AIM.The approach used was the use of surveys distributed through AIM in conjunction with the RPM Business Unit’sHR Department. The surveys were distributed via Survey Monkey Software owned by the RPM Business Unit of Stefanutti Stocks. , Thesis (MBA) -- Faculty of Business and Economic Sciences, NMMU Business School, 2021
- Full Text:
- Date Issued: 2021-04
- Authors: Maher, Theresa
- Date: 2021-04
- Subjects: Port Elizabeth (South Africa) , Eastern Cape (South Africa) , South Africa
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/53315 , vital:45142
- Description: Work gratification and expectancies are of the utmost importance to the skilled workforce in the South African construction industry. The price paid for a demotivated workforce in this industry is very high and it leads to friction in the workplace, displeasing work outcomes and time delays. Furthermore it leads to increased incidences of theft,absenteeism and outputs that arebelow standard in terms of productivityand thequality of the work.In order to motivate the workforce in the construction industry,a day-by-day, step-by-step,hands-on approachmust be used. The aforesaid aids site managers to manage effectively and this in turn leads to an increase in production by way of enhanced productivity. Research shows that a correlationbetweenmotivation, excelling at work, improved productivity and fulfilment and expectancyexist. The reason why individuals act in a specific manner and choose not to act in a certain way can be directly linked totheirmotivation and engagement.As a member ofthe construction industry in South Africa, Stefanutti Stocks isseen as one of the leading construction groups. Employing more than 12 000 workers it has the ability to provide a wide variety of different scale projects for a host of clients in varied markets. The division concentrated on in this study is the Roads, Pipelines and Mining Services (RPM)Business Unit. The MD of the RPM Business Unit when starting at the company a few years ago came to the conclusion that in order for the RPM Business Unit to function optimally certain business inconsistencies regarding employee engagement needed to be addressed. Based on this he decided to use a consulting firm, AIM,to establish what the exact concernswere and what interventions wererequired to deal with them. ivInterventions facilitatedby AIM includedManagement Training Programmes and Workshops as well as one-on-one coaching sessions with selected individuals.The methodology used in this study was to measurethe current level of employee engagement subsequent toengagement interventionsconcludedby AIM.The approach used was the use of surveys distributed through AIM in conjunction with the RPM Business Unit’sHR Department. The surveys were distributed via Survey Monkey Software owned by the RPM Business Unit of Stefanutti Stocks. , Thesis (MBA) -- Faculty of Business and Economic Sciences, NMMU Business School, 2021
- Full Text:
- Date Issued: 2021-04
Perceptions regarding corporate citizenship behaviour in Zimbabwe
- Authors: Muzvidziwa, Itai
- Date: 2015-03
- Subjects: Port Elizabeth (South Africa) , Eastern Cape (South Africa) , South Africa
- Language: English
- Type: Doctoral theses , text
- Identifier: http://hdl.handle.net/10948/53396 , vital:45144
- Description: Corporate Citizenship (CC) has risen as a conspicuous term in the literature dealing with the social role of business. Citizenship‟s focal point is the rights and responsibilities of all members of the community. CC can be defined as the extent to which organisations undertake the compulsory economic, legal, ethical, and discretionary responsibilities imposed on them by their stakeholders. CC recognises organisations as legal persons with certain rights and responsibilities as members of a community. The upsurge in undertaking acts of social responsibility illustrates that CC tends to be a strategic measurement that investors use to consciously align ethical concerns with publicly held organisations. In Zimbabwe, some organisations have made some progress towards CC - yet a long journey lies ahead in promoting CC by both the private sector and the Government of Zimbabwe. Against this background, the following research question was addressed in this study: What are the perceptions regarding CC behaviour in Zimbabwe? This study has been motivated by the knowledge gap on CC as a dynamic and contextual response to internal and external environmental pressures and the shift in community expectations concerning the roles, responsibilities and accountabilities of businesses in Zimbabwe. The main objective of this study was to investigate perceptions regarding corporate citizenship behaviour in Zimbabwe. A hypothetical model shows various factors that may influence perceptions regarding CC behaviour in Zimbabwe. Three independent variables (internal factors, external factors and personal factors) were identified as variables that may influence perceptions regarding CC behaviour. The mediating variable (perceptions regarding CC behaviour) was also identified as a variable that have potential to affect the dependent variables (organisational performance, competitiveness, image and sustainability). Furthermore, seven null-hypotheses were developed to test the relationship between the independent, mediating and dependent variables. All these variables were clearly defined and operationalised with various items obtained from measuring instruments used in other similar studies. , Thesis (PhD) -- Faculty of Business and Economic Sciences, School of Management Sciences, 2021
- Full Text:
- Date Issued: 2015-03
- Authors: Muzvidziwa, Itai
- Date: 2015-03
- Subjects: Port Elizabeth (South Africa) , Eastern Cape (South Africa) , South Africa
- Language: English
- Type: Doctoral theses , text
- Identifier: http://hdl.handle.net/10948/53396 , vital:45144
- Description: Corporate Citizenship (CC) has risen as a conspicuous term in the literature dealing with the social role of business. Citizenship‟s focal point is the rights and responsibilities of all members of the community. CC can be defined as the extent to which organisations undertake the compulsory economic, legal, ethical, and discretionary responsibilities imposed on them by their stakeholders. CC recognises organisations as legal persons with certain rights and responsibilities as members of a community. The upsurge in undertaking acts of social responsibility illustrates that CC tends to be a strategic measurement that investors use to consciously align ethical concerns with publicly held organisations. In Zimbabwe, some organisations have made some progress towards CC - yet a long journey lies ahead in promoting CC by both the private sector and the Government of Zimbabwe. Against this background, the following research question was addressed in this study: What are the perceptions regarding CC behaviour in Zimbabwe? This study has been motivated by the knowledge gap on CC as a dynamic and contextual response to internal and external environmental pressures and the shift in community expectations concerning the roles, responsibilities and accountabilities of businesses in Zimbabwe. The main objective of this study was to investigate perceptions regarding corporate citizenship behaviour in Zimbabwe. A hypothetical model shows various factors that may influence perceptions regarding CC behaviour in Zimbabwe. Three independent variables (internal factors, external factors and personal factors) were identified as variables that may influence perceptions regarding CC behaviour. The mediating variable (perceptions regarding CC behaviour) was also identified as a variable that have potential to affect the dependent variables (organisational performance, competitiveness, image and sustainability). Furthermore, seven null-hypotheses were developed to test the relationship between the independent, mediating and dependent variables. All these variables were clearly defined and operationalised with various items obtained from measuring instruments used in other similar studies. , Thesis (PhD) -- Faculty of Business and Economic Sciences, School of Management Sciences, 2021
- Full Text:
- Date Issued: 2015-03
Employee Value Proposition (EVP) and employee engagement in a leading South African car rental company
- Authors: Mtati, Yanela
- Date: 2014-12
- Subjects: Port Elizabeth (South Africa) , Eastern Cape (South Africa) , South Africa
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/53330 , vital:45134
- Description: The car rental industry in South Africa is a highly competitive sector. The industry’s players are constantly faced with the challenge of finding ways in which to enhance their competitiveness. One of the most important challenges for organisations operating in this industry is to deliver the best service to their customers, hence ensuring they retain customer loyalty, growth and securing future profitability. While a number of competitors may rely on various competitive strategies such as lower prices, it could become increasingly challenging for others to adopt similar approaches without comprising profitability. To overcome this challenge, together with Barloworld, Avis has implemented various employment engagement strategies with the aim of attracting, empowering, and retaining an engaged workforce. Research has shown that employees provide organisations with sustainable competitive advantage. More specifically, it has shown that engaged employees outperform disengaged employees. The differentiating factor for organisations in the pursuit of competitive advantage would therefore be an engaged workforce. In order to remain competitive, Avis realised that their employees area source of competitive advantage. In the year 2013, Avis packaged and introduced EVP as a human resources strategy towards winning an engaged workforce. Some of the objectives for taking on this strategy were to increase job satisfaction and motivation amongst employees and thus result in higher job performance. The main purpose of this study was to measure the impact that the introduction of EVP had on employee engagement at Avis. Introducing a structured EVP plan within this organisation was aimed to increase employee engagement and thus, this study aimed to measure the impact of this intervention. A literature review was conducted to expand on the various definitions of EVP, employee engagement and the elements that influence and impact these variables. This research revealed that engaged employees make positive contributions to key business outcomes such as financial performance, productivity and customer satisfaction. An empirical study was conducted by means of a survey with a questionnaire as data collecting tool. The purpose of the structured questionnaire was to validate the findings obtained from the theoretical overview and to assess employees’ perceptions of the EVP elements, engagement factors and the impact of engagement on the organisational success. The population comprised of 142employeesand 65% a response rate was obtained. The key findings of the study indicated that in general employees are engaged and committed to the vision of the organisation. It also indicated that the introduction of EVP improved the manner in which employees’ viewed their leaders and created a leadership culture that was conducive to the success of the organisation. Furthermore, the study validated the existence of a strong positive relationship between EVP, employee motivation, leadership culture, employee retention, compensation and employee engagement. This study provided direction and feedback in the organisation’s attempt to improve engagement levels and ultimately in the pursuit of competitive advantage. , Thesis (MBA) -- Faculty of Business and Economic Sciences, NMMU Business School, 2014.
- Full Text:
- Date Issued: 2014-12
- Authors: Mtati, Yanela
- Date: 2014-12
- Subjects: Port Elizabeth (South Africa) , Eastern Cape (South Africa) , South Africa
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/53330 , vital:45134
- Description: The car rental industry in South Africa is a highly competitive sector. The industry’s players are constantly faced with the challenge of finding ways in which to enhance their competitiveness. One of the most important challenges for organisations operating in this industry is to deliver the best service to their customers, hence ensuring they retain customer loyalty, growth and securing future profitability. While a number of competitors may rely on various competitive strategies such as lower prices, it could become increasingly challenging for others to adopt similar approaches without comprising profitability. To overcome this challenge, together with Barloworld, Avis has implemented various employment engagement strategies with the aim of attracting, empowering, and retaining an engaged workforce. Research has shown that employees provide organisations with sustainable competitive advantage. More specifically, it has shown that engaged employees outperform disengaged employees. The differentiating factor for organisations in the pursuit of competitive advantage would therefore be an engaged workforce. In order to remain competitive, Avis realised that their employees area source of competitive advantage. In the year 2013, Avis packaged and introduced EVP as a human resources strategy towards winning an engaged workforce. Some of the objectives for taking on this strategy were to increase job satisfaction and motivation amongst employees and thus result in higher job performance. The main purpose of this study was to measure the impact that the introduction of EVP had on employee engagement at Avis. Introducing a structured EVP plan within this organisation was aimed to increase employee engagement and thus, this study aimed to measure the impact of this intervention. A literature review was conducted to expand on the various definitions of EVP, employee engagement and the elements that influence and impact these variables. This research revealed that engaged employees make positive contributions to key business outcomes such as financial performance, productivity and customer satisfaction. An empirical study was conducted by means of a survey with a questionnaire as data collecting tool. The purpose of the structured questionnaire was to validate the findings obtained from the theoretical overview and to assess employees’ perceptions of the EVP elements, engagement factors and the impact of engagement on the organisational success. The population comprised of 142employeesand 65% a response rate was obtained. The key findings of the study indicated that in general employees are engaged and committed to the vision of the organisation. It also indicated that the introduction of EVP improved the manner in which employees’ viewed their leaders and created a leadership culture that was conducive to the success of the organisation. Furthermore, the study validated the existence of a strong positive relationship between EVP, employee motivation, leadership culture, employee retention, compensation and employee engagement. This study provided direction and feedback in the organisation’s attempt to improve engagement levels and ultimately in the pursuit of competitive advantage. , Thesis (MBA) -- Faculty of Business and Economic Sciences, NMMU Business School, 2014.
- Full Text:
- Date Issued: 2014-12
The impact of talent management on profitability at Business Connexion
- Authors: Mbulawa, Xolani
- Date: 2013-11
- Subjects: Port Elizabeth (South Africa) , Eastern Cape (South Africa) , South Africa
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/53337 , vital:45139
- Description: Human resource is seen as one of the key organisational factors for business success. The latest focus in the business arena has been how talent can be optimised to improve business success. When one reflects and looks back from the 1940s to the 1980s, it is clear that HR was not seen as a business unit that could impact profitability. It is clear in the literature that from the 1900s HR has evolved to being a business partner and a catalyst to improving financial performance within organisations. This has predominately been driven by HR ensuring the attraction and retention of high potential employees who can contribute to profits. The study’s focal point is whether talent management components impact profitability. The selected talent management components for this study are namely talent strategy, talent recruitment, talent development, performance management, talent retention, and succession planning. A strong belief exist that poor implementation of talent management components impedes on companies reaching optimum profit levels. It is for this reason that this study will argue the importance of talent management components as a strategic obligation in the current competitive war for talent. Business reality demands that companies should ensure having current and future talent needs addressed if they want to stay competitive. The war for talent has led to companies fighting for high potential talent, not only through remuneration packages ,but taking into account other talent management components that encompasses aspects such as work-life balance, better performance management linked to rewards and incentives , challenging work, succession planning etc. The researcher took a view to have this study done within BCX who is an employer of the researcher. The hypothesis utilised is the application of talent management components as an approach and process to facilitate profitability within BCX. Research shows that most companies are taking talent management very serious and are fully aware of its impact to productivity and profitability. Businesses in the service industry identified that implementing talent management processes and approaches is vital to competitive edge and profitability. However many companies are still struggling to reach the real understanding of what it meant by talent management. The research data indicates that most respondents are fully aware of the importance of these components. However at BCX, either they are unaware, uncertain on some of the talent components within the company and are unsure of the existence of these components and their impact to profitability. The literature reviewed in chapter two deliberates talent management components assessed in the questionnaire as imperative in contributing to profitability. Business Connexion does not implement these components to the extent of success. However some of the components are well implemented and managed such as performance management. Managers at Business Connexion to some extent have conflicting views of how the company is implementing these components and on their impact to profitability. , Thesis (MBA) -- Faculty of Business and Economic Sciences, NMMU Business School, 2021
- Full Text:
- Date Issued: 2013-11
- Authors: Mbulawa, Xolani
- Date: 2013-11
- Subjects: Port Elizabeth (South Africa) , Eastern Cape (South Africa) , South Africa
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/53337 , vital:45139
- Description: Human resource is seen as one of the key organisational factors for business success. The latest focus in the business arena has been how talent can be optimised to improve business success. When one reflects and looks back from the 1940s to the 1980s, it is clear that HR was not seen as a business unit that could impact profitability. It is clear in the literature that from the 1900s HR has evolved to being a business partner and a catalyst to improving financial performance within organisations. This has predominately been driven by HR ensuring the attraction and retention of high potential employees who can contribute to profits. The study’s focal point is whether talent management components impact profitability. The selected talent management components for this study are namely talent strategy, talent recruitment, talent development, performance management, talent retention, and succession planning. A strong belief exist that poor implementation of talent management components impedes on companies reaching optimum profit levels. It is for this reason that this study will argue the importance of talent management components as a strategic obligation in the current competitive war for talent. Business reality demands that companies should ensure having current and future talent needs addressed if they want to stay competitive. The war for talent has led to companies fighting for high potential talent, not only through remuneration packages ,but taking into account other talent management components that encompasses aspects such as work-life balance, better performance management linked to rewards and incentives , challenging work, succession planning etc. The researcher took a view to have this study done within BCX who is an employer of the researcher. The hypothesis utilised is the application of talent management components as an approach and process to facilitate profitability within BCX. Research shows that most companies are taking talent management very serious and are fully aware of its impact to productivity and profitability. Businesses in the service industry identified that implementing talent management processes and approaches is vital to competitive edge and profitability. However many companies are still struggling to reach the real understanding of what it meant by talent management. The research data indicates that most respondents are fully aware of the importance of these components. However at BCX, either they are unaware, uncertain on some of the talent components within the company and are unsure of the existence of these components and their impact to profitability. The literature reviewed in chapter two deliberates talent management components assessed in the questionnaire as imperative in contributing to profitability. Business Connexion does not implement these components to the extent of success. However some of the components are well implemented and managed such as performance management. Managers at Business Connexion to some extent have conflicting views of how the company is implementing these components and on their impact to profitability. , Thesis (MBA) -- Faculty of Business and Economic Sciences, NMMU Business School, 2021
- Full Text:
- Date Issued: 2013-11
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