A business model for SMME's in the telecommunications sector in the Border Region
- Oberholzer, Stephanus Marius
- Authors: Oberholzer, Stephanus Marius
- Date: 2007
- Subjects: Business planning -- South Africa -- Eastern Cape , Telecommunication -- Planning -- South Africa -- Eastern Cape , Business enterprises -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8736 , http://hdl.handle.net/10948/795 , Business planning -- South Africa -- Eastern Cape , Telecommunication -- Planning -- South Africa -- Eastern Cape , Business enterprises -- South Africa -- Eastern Cape
- Description: The telecommunications landscape in South Africa is changing. The monopolistic nature of the sector, previously dominated by Telkom has come to an end. Telecommunications companies, in particular SMMEs face the opportunity as well as challenges to find new ways of doing business successfully in this changing landscape. The research problem states a business model for SMMEs in the telecommunications sector. The author’s research is aimed to assist SMMEs in this sector to reposition them and be successful. The literature review focused on the local telecommunications market in South Africa, a comparisons between telecommunications markets in relation to other countries with similarities in their telecoms sectors as well as the opportunities and challenges SMMEs face in the market space. Regulation and new technologies pose opportunities but also potential dangers for business owners to conduct business. Traditionally, a typical resell model would be fully dependant on the way the monopolist determined the shape and structures of small companies, but the research indicated innovation and creativity will be the drivers to be successful today. The research design was done by using a survey questionnaire to telecoms end users. The literature review and a survey aimed at the consumer market were done and the findings highlights focus areas where SMMEs need to direct their energy and resources in to establish the business model. With reference to both the literature review and the empirical findings, the business model can be formulated and supported by a strong entrepreneurial person or group of people. In addition, the recommended business-level strategy is an integrated and coordinated set of commitments and actions the SMMEs will use to gain a competitive advantage by exploiting core competencies in specific telecoms markets.
- Full Text:
- Date Issued: 2007
- Authors: Oberholzer, Stephanus Marius
- Date: 2007
- Subjects: Business planning -- South Africa -- Eastern Cape , Telecommunication -- Planning -- South Africa -- Eastern Cape , Business enterprises -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8736 , http://hdl.handle.net/10948/795 , Business planning -- South Africa -- Eastern Cape , Telecommunication -- Planning -- South Africa -- Eastern Cape , Business enterprises -- South Africa -- Eastern Cape
- Description: The telecommunications landscape in South Africa is changing. The monopolistic nature of the sector, previously dominated by Telkom has come to an end. Telecommunications companies, in particular SMMEs face the opportunity as well as challenges to find new ways of doing business successfully in this changing landscape. The research problem states a business model for SMMEs in the telecommunications sector. The author’s research is aimed to assist SMMEs in this sector to reposition them and be successful. The literature review focused on the local telecommunications market in South Africa, a comparisons between telecommunications markets in relation to other countries with similarities in their telecoms sectors as well as the opportunities and challenges SMMEs face in the market space. Regulation and new technologies pose opportunities but also potential dangers for business owners to conduct business. Traditionally, a typical resell model would be fully dependant on the way the monopolist determined the shape and structures of small companies, but the research indicated innovation and creativity will be the drivers to be successful today. The research design was done by using a survey questionnaire to telecoms end users. The literature review and a survey aimed at the consumer market were done and the findings highlights focus areas where SMMEs need to direct their energy and resources in to establish the business model. With reference to both the literature review and the empirical findings, the business model can be formulated and supported by a strong entrepreneurial person or group of people. In addition, the recommended business-level strategy is an integrated and coordinated set of commitments and actions the SMMEs will use to gain a competitive advantage by exploiting core competencies in specific telecoms markets.
- Full Text:
- Date Issued: 2007
A contingent valuation of river water inflows into the Swartkops, Kariega, Mngazi and Mngazana Estuaries in the Eastern Cape
- Authors: Mlangeni, Moses Mbendela
- Date: 2007
- Subjects: Contingent valuation -- South Africa -- Eastern Cape , Water quality management -- South Africa -- Eastern Cape , Swartkops Estuary (Eastern Cape, South Africa) , Kariega Estuary (Eastern Cape, South Africa) , Mngazi Estuary (Eastern Cape, South Africa) , Mngazana Estuary (Eastern Cape, South Africa)
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: vital:9004 , http://hdl.handle.net/10948/569 , http://hdl.handle.net/10948/d1011690 , Contingent valuation -- South Africa -- Eastern Cape , Water quality management -- South Africa -- Eastern Cape , Swartkops Estuary (Eastern Cape, South Africa) , Kariega Estuary (Eastern Cape, South Africa) , Mngazi Estuary (Eastern Cape, South Africa) , Mngazana Estuary (Eastern Cape, South Africa)
- Description: Many South African estuaries are currently believed to be generating lower levels of services than they used to in the past due to substantially reduced inflow of river water, among other reasons. The basis by which river water is allocated in South Africa has had to be re-examined. Local authorities are now required to integrate into their development planning sensitivity to the ways estuaries work; the relevant legislation being the Municipal Systems Act No. 32 of 2000. Sound water resource management requires that the benefits and costs of different water allocations be compared and an optimum determined. The Contingent Valuation Method (CVM) is used in this study to estimate the benefits of changing allocations of river water into estuaries. This study builds on a CVM pilot project done at the Keurbooms Estuary in the Southern Cape in year 2000 (Du Preez, 2002). Further CVM studies were conducted at the Knysna, Groot Brak and Klein Brak estuaries (Dimopolous, 2004). The CVM is a valuation technique based on answers given to carefully formulated questions on what people are willing to pay for specified changes of freshwater inflows into estuaries. The CVM depends on there being a close correspondence between expressed answers given to hypothetical questions and voluntary exchanges in competitive markets that would be entered into if money did actually change hands. The fact that it has proved very difficult to establish this correspondence has led to CVM being subject to criticism. However, many aspects of this criticism have been addressed in the form of methods to reduce biases, and the application of the technique has grown steadily in popularity during the past 25 years. Four estuaries, the Swartkops, Kariega, Mngazi and Mngazana, were surveyed as part of this study in order to determine users’ willingness to pay (WTP) for changes in freshwater inflows. Considerable research time was devoted at the estuaries getting to know how things worked around and in the estuaries. The Swartkops estuary is a permanently open system within the Nelson Mandela Bay metropolitan area. The estuary has the third largest salt marsh in South Africa. Its banks are highly developed with residential and industrial property and it is heavily used for both recreation and subsistence fishing by locals. The Kariega estuary is located near the semi-rural town of Kenton-on-sea, between Port Elizabeth and East London. Although it is permanently open, the Kariega estuary has very low inflows of river water. It is mainly used by retired pensioners living in holiday houses at Kenton-on-sea. The Kariega is not heavily used for recreation and subsistence fishing, except during holidays and the festive season because of its proximity to other estuaries such as the Bushmans and the Kleinemond. The Mngazi and the Mngazana estuaries are located in the Wild Coast area of the Eastern Cape, in the Port St Johns Municipal district. The Mngazi is a temporarily open/closed system which does not have high botanical ratings, although it is heavily used by visitors to the well known Mngazi River Bungalows, a highly rated hotel near the mouth of the Mngazi River. The Mngazana estuary is a permanently open system renowned for its Mangrove forests and excellent fishing spots. Both the Mngazi and Mngazana estuaries are located in rural areas and are heavily used by local village residents for subsistence purposes.
- Full Text:
- Date Issued: 2007
- Authors: Mlangeni, Moses Mbendela
- Date: 2007
- Subjects: Contingent valuation -- South Africa -- Eastern Cape , Water quality management -- South Africa -- Eastern Cape , Swartkops Estuary (Eastern Cape, South Africa) , Kariega Estuary (Eastern Cape, South Africa) , Mngazi Estuary (Eastern Cape, South Africa) , Mngazana Estuary (Eastern Cape, South Africa)
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: vital:9004 , http://hdl.handle.net/10948/569 , http://hdl.handle.net/10948/d1011690 , Contingent valuation -- South Africa -- Eastern Cape , Water quality management -- South Africa -- Eastern Cape , Swartkops Estuary (Eastern Cape, South Africa) , Kariega Estuary (Eastern Cape, South Africa) , Mngazi Estuary (Eastern Cape, South Africa) , Mngazana Estuary (Eastern Cape, South Africa)
- Description: Many South African estuaries are currently believed to be generating lower levels of services than they used to in the past due to substantially reduced inflow of river water, among other reasons. The basis by which river water is allocated in South Africa has had to be re-examined. Local authorities are now required to integrate into their development planning sensitivity to the ways estuaries work; the relevant legislation being the Municipal Systems Act No. 32 of 2000. Sound water resource management requires that the benefits and costs of different water allocations be compared and an optimum determined. The Contingent Valuation Method (CVM) is used in this study to estimate the benefits of changing allocations of river water into estuaries. This study builds on a CVM pilot project done at the Keurbooms Estuary in the Southern Cape in year 2000 (Du Preez, 2002). Further CVM studies were conducted at the Knysna, Groot Brak and Klein Brak estuaries (Dimopolous, 2004). The CVM is a valuation technique based on answers given to carefully formulated questions on what people are willing to pay for specified changes of freshwater inflows into estuaries. The CVM depends on there being a close correspondence between expressed answers given to hypothetical questions and voluntary exchanges in competitive markets that would be entered into if money did actually change hands. The fact that it has proved very difficult to establish this correspondence has led to CVM being subject to criticism. However, many aspects of this criticism have been addressed in the form of methods to reduce biases, and the application of the technique has grown steadily in popularity during the past 25 years. Four estuaries, the Swartkops, Kariega, Mngazi and Mngazana, were surveyed as part of this study in order to determine users’ willingness to pay (WTP) for changes in freshwater inflows. Considerable research time was devoted at the estuaries getting to know how things worked around and in the estuaries. The Swartkops estuary is a permanently open system within the Nelson Mandela Bay metropolitan area. The estuary has the third largest salt marsh in South Africa. Its banks are highly developed with residential and industrial property and it is heavily used for both recreation and subsistence fishing by locals. The Kariega estuary is located near the semi-rural town of Kenton-on-sea, between Port Elizabeth and East London. Although it is permanently open, the Kariega estuary has very low inflows of river water. It is mainly used by retired pensioners living in holiday houses at Kenton-on-sea. The Kariega is not heavily used for recreation and subsistence fishing, except during holidays and the festive season because of its proximity to other estuaries such as the Bushmans and the Kleinemond. The Mngazi and the Mngazana estuaries are located in the Wild Coast area of the Eastern Cape, in the Port St Johns Municipal district. The Mngazi is a temporarily open/closed system which does not have high botanical ratings, although it is heavily used by visitors to the well known Mngazi River Bungalows, a highly rated hotel near the mouth of the Mngazi River. The Mngazana estuary is a permanently open system renowned for its Mangrove forests and excellent fishing spots. Both the Mngazi and Mngazana estuaries are located in rural areas and are heavily used by local village residents for subsistence purposes.
- Full Text:
- Date Issued: 2007
A critical analysis of performance management within the manufacturing division at Continental Tyre South Africa
- Authors: Dowling, Jurgen
- Date: 2007
- Subjects: Performance -- Management , Continental Tyre South Africa (Firm)
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8556 , http://hdl.handle.net/10948/497 , Performance -- Management , Continental Tyre South Africa (Firm)
- Description: Many companies have performance management systems that incorporate financial and non-financial measurements. All organisations have financial and non-financial measures. However, many use their non-financial measures for local improvements at their front-line and customer-facing operations. Performance management is a shared process between managers and the individuals and teams they manage. It is based on the agreement of objectives, knowledge, skill and competence requirements and work and development plans. The Balanced Scorecard includes financial measures that reflect the results of actions already taken, complementing the financial measures with operational measures on customer satisfaction, internal processes, and the organisations innovative and improvement activities. The Balanced Scorecard combines both quantitative and qualitative measures, acknowledge the expectations of different stakeholders and relate an assessment of performance to choice of strategy. The objective of this study was to assess current performance management that is applied within the manufacturing division at Continental Tyre South Africa. To achieve this objective, a comprehensive literature study was performed on performance management and The Balanced Scorecard. A questionnaire was designed based on the guidelines in the literature study in order to establish the extent to which Continental Tyre South Africa manages performance. The researcher used the random sampling method of selection and distributed the questionnaire to 120 potential respondents via electronic mail and physically. Seventy seven completed questionnaires were returned and these were processed and analysed using Microsoft Office Excel 2003, iii running on the Windows XP suite of computer packages. The opinions of the various respondents were compared with the guidelines provided in the literature survey in order to identify shortcomings of performance management and the achievement of individual and departmental objectives within the manufacturing division at Continental Tyre South Africa. The following main recommendations were made: Continental Tyre South Africa should continue with the sharing of its strategic objectives with management and staff, and must ensure that these objectives are also shared all the way down to the shop floor; It is imperative that management and staff mutually agree on performance objectives for the individuals; Senior management must measure management and staff on how well they performance manage their direct reports and develop people where performance short-comings exist; It is imperative that management and staff undergo performance management training; Management must ensure that there current performance management system incorporates a method to distinguish between top and poor performers; and, It is advisable that senior management consider a mechanism that rewards top performers.
- Full Text:
- Date Issued: 2007
- Authors: Dowling, Jurgen
- Date: 2007
- Subjects: Performance -- Management , Continental Tyre South Africa (Firm)
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8556 , http://hdl.handle.net/10948/497 , Performance -- Management , Continental Tyre South Africa (Firm)
- Description: Many companies have performance management systems that incorporate financial and non-financial measurements. All organisations have financial and non-financial measures. However, many use their non-financial measures for local improvements at their front-line and customer-facing operations. Performance management is a shared process between managers and the individuals and teams they manage. It is based on the agreement of objectives, knowledge, skill and competence requirements and work and development plans. The Balanced Scorecard includes financial measures that reflect the results of actions already taken, complementing the financial measures with operational measures on customer satisfaction, internal processes, and the organisations innovative and improvement activities. The Balanced Scorecard combines both quantitative and qualitative measures, acknowledge the expectations of different stakeholders and relate an assessment of performance to choice of strategy. The objective of this study was to assess current performance management that is applied within the manufacturing division at Continental Tyre South Africa. To achieve this objective, a comprehensive literature study was performed on performance management and The Balanced Scorecard. A questionnaire was designed based on the guidelines in the literature study in order to establish the extent to which Continental Tyre South Africa manages performance. The researcher used the random sampling method of selection and distributed the questionnaire to 120 potential respondents via electronic mail and physically. Seventy seven completed questionnaires were returned and these were processed and analysed using Microsoft Office Excel 2003, iii running on the Windows XP suite of computer packages. The opinions of the various respondents were compared with the guidelines provided in the literature survey in order to identify shortcomings of performance management and the achievement of individual and departmental objectives within the manufacturing division at Continental Tyre South Africa. The following main recommendations were made: Continental Tyre South Africa should continue with the sharing of its strategic objectives with management and staff, and must ensure that these objectives are also shared all the way down to the shop floor; It is imperative that management and staff mutually agree on performance objectives for the individuals; Senior management must measure management and staff on how well they performance manage their direct reports and develop people where performance short-comings exist; It is imperative that management and staff undergo performance management training; Management must ensure that there current performance management system incorporates a method to distinguish between top and poor performers; and, It is advisable that senior management consider a mechanism that rewards top performers.
- Full Text:
- Date Issued: 2007
A feasibility study for improving Uganda's water to drinkable standards: lessons from Kampala
- Authors: Wasswa, Francis
- Date: 2007
- Subjects: Water quality -- Uganda , Groundwater -- Uganda , Water-supply, Rural -- Uganda
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: vital:9007 , http://hdl.handle.net/10948/802 , http://hdl.handle.net/10948/d1012068 , Water quality -- Uganda , Groundwater -- Uganda , Water-supply, Rural -- Uganda
- Description: An enthusiastic global campaign on intervention in water in the Lower Income Countries (LICs) was launched by the UN at the International Conference on Water and the Environment (ICEW), in Rio de Janerio, in January of 1992. In June of the same year, in Dublin, a plan of action was devised and a commitment to the water related goals highlighted in Rio de Janerio was made. Close to fifteen years on, there is little to show by way of success in the intended countries. Over 1.1 billion people in the LICs lack safe water. The direct impact of this is a higher risk of waterborne diseases. The waterborne diseases claim 42,000 lives every week in the LICs. By any standards this is a serious depletion of the human capital stock. Looked at in light of the fact that these countries still heavily rely on labour in production, amplifies the need to preserve health. The inherent danger posed by the poor quality water‐ as can be drawn from the above statistics‐ seems to suggest that improving the quality of water would go a long way in improving and preserving societal health in the LICs. By implication this would improve the productivity of the workers. Other benefits include cost mitigation, improved investor confidence as well as increased tourists’ confidence‐ all of which are vital for LICs’ growth prospects. It begs the question of why these countries have not improved their water quality. With specific reference made to Uganda, this research is bent on answering this question. In Uganda, there is consensus among scientists that the ground and open water sources are degraded to dangerous levels. Water quality parameters like turbidity, coliform count, and colour are all above the WHO minimum specifications for potable water and are on the rise in the country. This is indicative of water quality deterioration and it heightens the risk of waterborne diseases to the users. The waterborne burden of disease in Uganda is on the rise with a high fatality rate of 440 lives every week. The need to improve water quality in the country has been acknowledged. However, attempts to address the problem have only been undertaken on a small scale, most notable of these being the PuR home water treatment vii program. There is evidence in the country that the water quality would have apparent benefits. Strong correlations have been found between improved health in HIV patients and improved water quality in the country. In the economics of health, improving societal health inherently improves workers’ performance and productivity, leading to higher growth of the economy. There is an economic imperative therefore, as to why countries like Uganda should improve their water quality. In spite of this, even the country’s most urbanized setting‐ Kampala‐ lacks potable water. This study therefore investigates why, in a time when not only the global agenda is more supportive than ever and when the country’s water resources have been found to be risky to use, Uganda has not improved water quality. Kampala is used as the model district for this study. The district accounts for three quarters of users of treated water in the country. The problem is investigated by assessing the efficiency case of such a project (a water quality improving project) in the country; the methodology employed to this end is the Cost Benefit Analysis (CBA). The methodology compares the costs and benefits of a project, in monetary terms, in the same analysis, over its useful life. In the application of CBA one allows for the time value of money by using the discount rate to make the costs and benefits of the project occurring in different years comparable. In principle, the methodology is simple to apply‐ only that issues arise in the quantification of benefits and the determination of the discount rate. Benefits of the Kampala water quality, improving project include non‐market values and for this reason a non‐market valuation technique, the Contingent Valuation Method (CVM), was employed in their quantification. The CVM technique estimates the benefits by measuring the individuals’ willingness to pay for the improved scenario‐ in this case the scenario was one with a water quality‐improving project. The application of the CVM across many disciplines has invited a lot of criticism over the reliability of its estimates as a measure of value. A panel assembled by the North Oceanic and Atmospheric Administration (NOAA) to investigate the reliability of the CVM resolved that as long as the CVM was well conducted, the generated results would reliably predict non‐market values. The Kampala CVM, for the benefits’ quantification, was conducted with the NOAA guidelines in mind. The final value of the project’s benefits was the WTP predicted for the viii median respondent namely Ushs 385.07/= per cubic meter of water. The discount rate was deemed to be the social opportunity cost of capital in the country, viz 12 percent, this being that rate of return foregone by investing in another sector. The project’s costs were arrived at through liaison with water engineers and consulting past data from Uganda’s Water suppliers. From this, the project’s fixed costs were predicted to be Ushs 1451/= per cubic meter of water and the operation and maintenance costs predicted to be Ushs 591.7/= per cubic meter of water. The project’s useful life was deemed to be the average life of a Ugandan, namely 52 years; this choice reflecting the belief that the benefits would last over the users’ whole life. The results of the Kampala water quality‐improving project indicate that the project would not be feasible. It did not matter what discount rate one employed, the project’s operating and maintenance (OM) costs exceed the benefits. The results offer an indication as to why water quality has not been improved in Uganda‐ because the paying population is unwilling to pay for the entire cost of the project. This deduction is not to suggest that the users do not recognize the benefits of the project. The unpleasant truth is that the users’ incomes are typically stretched so thin by other demands that a decision to make more deductions from these incomes is not an inviting one. However, there is a need to improve water quality in LICs like Uganda, as can be deduced from the analysis of the risks of not doing so and benefits of doing so. Accordingly, such projects have to be funded by mechanism that does not require the users to cover the whole cost, but only part of such a cost, with the remainder from other sources like NGOs and foreign aid.
- Full Text:
- Date Issued: 2007
- Authors: Wasswa, Francis
- Date: 2007
- Subjects: Water quality -- Uganda , Groundwater -- Uganda , Water-supply, Rural -- Uganda
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: vital:9007 , http://hdl.handle.net/10948/802 , http://hdl.handle.net/10948/d1012068 , Water quality -- Uganda , Groundwater -- Uganda , Water-supply, Rural -- Uganda
- Description: An enthusiastic global campaign on intervention in water in the Lower Income Countries (LICs) was launched by the UN at the International Conference on Water and the Environment (ICEW), in Rio de Janerio, in January of 1992. In June of the same year, in Dublin, a plan of action was devised and a commitment to the water related goals highlighted in Rio de Janerio was made. Close to fifteen years on, there is little to show by way of success in the intended countries. Over 1.1 billion people in the LICs lack safe water. The direct impact of this is a higher risk of waterborne diseases. The waterborne diseases claim 42,000 lives every week in the LICs. By any standards this is a serious depletion of the human capital stock. Looked at in light of the fact that these countries still heavily rely on labour in production, amplifies the need to preserve health. The inherent danger posed by the poor quality water‐ as can be drawn from the above statistics‐ seems to suggest that improving the quality of water would go a long way in improving and preserving societal health in the LICs. By implication this would improve the productivity of the workers. Other benefits include cost mitigation, improved investor confidence as well as increased tourists’ confidence‐ all of which are vital for LICs’ growth prospects. It begs the question of why these countries have not improved their water quality. With specific reference made to Uganda, this research is bent on answering this question. In Uganda, there is consensus among scientists that the ground and open water sources are degraded to dangerous levels. Water quality parameters like turbidity, coliform count, and colour are all above the WHO minimum specifications for potable water and are on the rise in the country. This is indicative of water quality deterioration and it heightens the risk of waterborne diseases to the users. The waterborne burden of disease in Uganda is on the rise with a high fatality rate of 440 lives every week. The need to improve water quality in the country has been acknowledged. However, attempts to address the problem have only been undertaken on a small scale, most notable of these being the PuR home water treatment vii program. There is evidence in the country that the water quality would have apparent benefits. Strong correlations have been found between improved health in HIV patients and improved water quality in the country. In the economics of health, improving societal health inherently improves workers’ performance and productivity, leading to higher growth of the economy. There is an economic imperative therefore, as to why countries like Uganda should improve their water quality. In spite of this, even the country’s most urbanized setting‐ Kampala‐ lacks potable water. This study therefore investigates why, in a time when not only the global agenda is more supportive than ever and when the country’s water resources have been found to be risky to use, Uganda has not improved water quality. Kampala is used as the model district for this study. The district accounts for three quarters of users of treated water in the country. The problem is investigated by assessing the efficiency case of such a project (a water quality improving project) in the country; the methodology employed to this end is the Cost Benefit Analysis (CBA). The methodology compares the costs and benefits of a project, in monetary terms, in the same analysis, over its useful life. In the application of CBA one allows for the time value of money by using the discount rate to make the costs and benefits of the project occurring in different years comparable. In principle, the methodology is simple to apply‐ only that issues arise in the quantification of benefits and the determination of the discount rate. Benefits of the Kampala water quality, improving project include non‐market values and for this reason a non‐market valuation technique, the Contingent Valuation Method (CVM), was employed in their quantification. The CVM technique estimates the benefits by measuring the individuals’ willingness to pay for the improved scenario‐ in this case the scenario was one with a water quality‐improving project. The application of the CVM across many disciplines has invited a lot of criticism over the reliability of its estimates as a measure of value. A panel assembled by the North Oceanic and Atmospheric Administration (NOAA) to investigate the reliability of the CVM resolved that as long as the CVM was well conducted, the generated results would reliably predict non‐market values. The Kampala CVM, for the benefits’ quantification, was conducted with the NOAA guidelines in mind. The final value of the project’s benefits was the WTP predicted for the viii median respondent namely Ushs 385.07/= per cubic meter of water. The discount rate was deemed to be the social opportunity cost of capital in the country, viz 12 percent, this being that rate of return foregone by investing in another sector. The project’s costs were arrived at through liaison with water engineers and consulting past data from Uganda’s Water suppliers. From this, the project’s fixed costs were predicted to be Ushs 1451/= per cubic meter of water and the operation and maintenance costs predicted to be Ushs 591.7/= per cubic meter of water. The project’s useful life was deemed to be the average life of a Ugandan, namely 52 years; this choice reflecting the belief that the benefits would last over the users’ whole life. The results of the Kampala water quality‐improving project indicate that the project would not be feasible. It did not matter what discount rate one employed, the project’s operating and maintenance (OM) costs exceed the benefits. The results offer an indication as to why water quality has not been improved in Uganda‐ because the paying population is unwilling to pay for the entire cost of the project. This deduction is not to suggest that the users do not recognize the benefits of the project. The unpleasant truth is that the users’ incomes are typically stretched so thin by other demands that a decision to make more deductions from these incomes is not an inviting one. However, there is a need to improve water quality in LICs like Uganda, as can be deduced from the analysis of the risks of not doing so and benefits of doing so. Accordingly, such projects have to be funded by mechanism that does not require the users to cover the whole cost, but only part of such a cost, with the remainder from other sources like NGOs and foreign aid.
- Full Text:
- Date Issued: 2007
A proposed strategy for the implementation of total productive maintenance at Continental Tyre South Africa
- Authors: Olivier, Christie
- Date: 2007
- Subjects: Continental Tyre South Africa (Firm) , Total productive maintenance , Manufacturing industries
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8576 , http://hdl.handle.net/10948/799 , Continental Tyre South Africa (Firm) , Total productive maintenance , Manufacturing industries
- Description: For a tyre manufacturing company to compete nationally and internationally, the maximum utilization of their equipment is extremely important. Thus, having a maintenance system in place that will ensure this will be essential. In today’s competitive environment, the need to go further than just scheduling maintenance in accordance with manufacturer’s recommendations as a method of improving productivity and product quality was quickly recognized by those companies who were committed to total quality management programmes. The objective of this study was to propose an appropriate strategy for the implementation of Total Productive Maintenance at Continental Tyre South Africa. To achieve this, the current Total Productive Maintenance (TPM) programme, in the steel stock preparation division in affiliated Continental plants in Otrokovice in the Czech Republic and Puchov in the Slovak Republic was evaluated. A comprehensive literature study was performed on Total Productive Maintenance programmes. A questionnaire was designed based on the guidelines in the literature study in order to establish the effectiveness of implemented TPM programmes. The researcher used the random sampling method of selection and distributed the questionnaire to 62 potential respondents via hand-outs from each plant’s respective heads of departments. 56 completed questionnaires were returned and these were processed and analyzed using Microsoft Office Excel 2003, running on the Windows XP suite of computer packages. The opinions of the various respondents were compared with the guidelines provided in the literature survey, in order to identify how to answer two main questions the author wanted to use as part of selecting an appropriate implementation approach for TPM at Continental Tyre South Africa. These were: • How much are the employees involved and empowered to perform their TPM tasks?; and • How effective is the implemented TPM programme? The following were the main recommendations and conclusions: • The experiences gained by plants like Otrokovice and Puchov must be used as a guideline for introduction and implementation; • The employees that will be required to perform the TPM tasks must be properly trained and they should receive the necessary tools to perform their tasks; • It is essential that everyone throughout the entire manufacturing organization is involved from the start in the development, improvement and maintenance of the TPM programme and that the driving force behind it should be a combination of maintenance, production and quality; and • TPM will achieve it’s objectives if: • The equipment effectiveness can be improved; • Autonomous maintenance is achieved; • Planned maintenance is in place; • Staff are trained in relevant maintenance skills; and • Early equipment management can be achieved.
- Full Text:
- Date Issued: 2007
- Authors: Olivier, Christie
- Date: 2007
- Subjects: Continental Tyre South Africa (Firm) , Total productive maintenance , Manufacturing industries
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8576 , http://hdl.handle.net/10948/799 , Continental Tyre South Africa (Firm) , Total productive maintenance , Manufacturing industries
- Description: For a tyre manufacturing company to compete nationally and internationally, the maximum utilization of their equipment is extremely important. Thus, having a maintenance system in place that will ensure this will be essential. In today’s competitive environment, the need to go further than just scheduling maintenance in accordance with manufacturer’s recommendations as a method of improving productivity and product quality was quickly recognized by those companies who were committed to total quality management programmes. The objective of this study was to propose an appropriate strategy for the implementation of Total Productive Maintenance at Continental Tyre South Africa. To achieve this, the current Total Productive Maintenance (TPM) programme, in the steel stock preparation division in affiliated Continental plants in Otrokovice in the Czech Republic and Puchov in the Slovak Republic was evaluated. A comprehensive literature study was performed on Total Productive Maintenance programmes. A questionnaire was designed based on the guidelines in the literature study in order to establish the effectiveness of implemented TPM programmes. The researcher used the random sampling method of selection and distributed the questionnaire to 62 potential respondents via hand-outs from each plant’s respective heads of departments. 56 completed questionnaires were returned and these were processed and analyzed using Microsoft Office Excel 2003, running on the Windows XP suite of computer packages. The opinions of the various respondents were compared with the guidelines provided in the literature survey, in order to identify how to answer two main questions the author wanted to use as part of selecting an appropriate implementation approach for TPM at Continental Tyre South Africa. These were: • How much are the employees involved and empowered to perform their TPM tasks?; and • How effective is the implemented TPM programme? The following were the main recommendations and conclusions: • The experiences gained by plants like Otrokovice and Puchov must be used as a guideline for introduction and implementation; • The employees that will be required to perform the TPM tasks must be properly trained and they should receive the necessary tools to perform their tasks; • It is essential that everyone throughout the entire manufacturing organization is involved from the start in the development, improvement and maintenance of the TPM programme and that the driving force behind it should be a combination of maintenance, production and quality; and • TPM will achieve it’s objectives if: • The equipment effectiveness can be improved; • Autonomous maintenance is achieved; • Planned maintenance is in place; • Staff are trained in relevant maintenance skills; and • Early equipment management can be achieved.
- Full Text:
- Date Issued: 2007
A study of the conflict between maintenance and production functions in a manufacturing organisation in Port Elizabeth
- Authors: Petronio, Riccardo Vinicio
- Date: 2007
- Subjects: Conflict management -- South Africa -- Port Elizabeth , Organizational behavior -- South Africa -- Port Elizabeth , Supervision of employees -- South AFrica -- Port Elizabeth
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8737 , http://hdl.handle.net/10948/794 , Conflict management -- South Africa -- Port Elizabeth , Organizational behavior -- South Africa -- Port Elizabeth , Supervision of employees -- South AFrica -- Port Elizabeth
- Description: If manufacturing organisations are to improve their competitive positions in the global arena and increase profitability, their operations strategies need to be focused on: reducing cost, improving quality, increasing efficiency, improving the speed of delivery, developing and improving process flexibility, and ensuring that higher service levels are achieved and maintained. One of the critical success factors in implementing these strategies, within manufacturing organisations, is the relationship that exists between the maintenance and production functions. There is sufficient evidence to suggest that in many manufacturing organisations, the relationship that exists between these two functions is usually one of conflict, which if left unmanaged or unresolved has the potential to severely hamper effectiveness, productivity, creativity, and profitability of the organisation. The overall purpose of this research was to identify the interventions that manufacturing organisations can pursue, to effectively manage and resolve the conflict between the production and maintenance functions, in order to improve their competitive position in the global economy. The study was conducted in one particular manufacturing organisation in Port Elizabeth in the Eastern Cape. A research questionnaire was used as a means for collecting empirical data. The research questionnaire included various instruments used by previous conflict researchers, to identify and analyse the following dimensions of conflict within the organisation: conflict management styles used, the types of conflict perceived, and the amount of conflict perceived. The questionnaire was also designed to identify the sources of conflict, collect demographic information, identify issues relating to diversity, and indicate the respondents’ preferences to various organisational reporting structures. The results of the survey revealed key findings, which enabled the researcher to draw meaningful conclusions, and make recommendations as to how organisations can effectively manage and resolve the conflict that exists between maintenance and production functions.
- Full Text:
- Date Issued: 2007
- Authors: Petronio, Riccardo Vinicio
- Date: 2007
- Subjects: Conflict management -- South Africa -- Port Elizabeth , Organizational behavior -- South Africa -- Port Elizabeth , Supervision of employees -- South AFrica -- Port Elizabeth
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8737 , http://hdl.handle.net/10948/794 , Conflict management -- South Africa -- Port Elizabeth , Organizational behavior -- South Africa -- Port Elizabeth , Supervision of employees -- South AFrica -- Port Elizabeth
- Description: If manufacturing organisations are to improve their competitive positions in the global arena and increase profitability, their operations strategies need to be focused on: reducing cost, improving quality, increasing efficiency, improving the speed of delivery, developing and improving process flexibility, and ensuring that higher service levels are achieved and maintained. One of the critical success factors in implementing these strategies, within manufacturing organisations, is the relationship that exists between the maintenance and production functions. There is sufficient evidence to suggest that in many manufacturing organisations, the relationship that exists between these two functions is usually one of conflict, which if left unmanaged or unresolved has the potential to severely hamper effectiveness, productivity, creativity, and profitability of the organisation. The overall purpose of this research was to identify the interventions that manufacturing organisations can pursue, to effectively manage and resolve the conflict between the production and maintenance functions, in order to improve their competitive position in the global economy. The study was conducted in one particular manufacturing organisation in Port Elizabeth in the Eastern Cape. A research questionnaire was used as a means for collecting empirical data. The research questionnaire included various instruments used by previous conflict researchers, to identify and analyse the following dimensions of conflict within the organisation: conflict management styles used, the types of conflict perceived, and the amount of conflict perceived. The questionnaire was also designed to identify the sources of conflict, collect demographic information, identify issues relating to diversity, and indicate the respondents’ preferences to various organisational reporting structures. The results of the survey revealed key findings, which enabled the researcher to draw meaningful conclusions, and make recommendations as to how organisations can effectively manage and resolve the conflict that exists between maintenance and production functions.
- Full Text:
- Date Issued: 2007
An assessment of personnel accountability within manufacturing at Continental Tyre South Africa
- Authors: Liebenberg, Johann
- Date: 2007
- Subjects: Continental Tyre South Africa (Firm) , Responsibility -- South Africa , Self-management (Psychology) , Integrity
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8569 , http://hdl.handle.net/10948/741 , Continental Tyre South Africa (Firm) , Responsibility -- South Africa , Self-management (Psychology) , Integrity
- Description: South Africa as a country producing certain commodities is experiencing profound changes as a result of globalisation. Globalisation refers to the sourcing of goods from locations around the world to take advantage of national differences in the cost and quality of factors of production, such as labour, energy, land and capital. By doing this, companies hope to lower their overall cost structure and improve the quality or functionality of their product offering, thereby allowing them to compete more effectively. To remain competitive in a global environment, having personnel who are accountable for what they have control over, can help revitalise the business character, strengthen the global competitiveness of corporations, heighten innovation, improve the quality of products and services produced by companies’ world wide, and increase the responsiveness of organisations to the needs and wants of customers. Continental Tyre South Africa (CTSA) is a local and global supplier of tyres, and the global sourcing for tyres by sales divisions, requires CTSA to remain competitive on price in the global market. The overall purpose of the research was to assess the current level of personnel accountability on all levels within manufacturing at CTSA and to formulate recommendations to address the shortfalls identified through the research. The research methodology for this study comprised of the following steps: Firstly, the contextual elements that define accountability were researched; Secondly, the appropriate research methodology techniques were researched and applied. The current level of accountability was assessed in an empirical study which involved completing a questionnaire during structured interviews with respondents; and Thirdly, the data obtained from the questionnaires were analysed showing some areas of accountability, but shortfalls in other areas. The final step of this study entailed the formulation of recommendations to address the shortfalls identified in the different levels and elements of accountability namely: Responsibility, Ability, Means, Authority and Measurement.
- Full Text:
- Date Issued: 2007
- Authors: Liebenberg, Johann
- Date: 2007
- Subjects: Continental Tyre South Africa (Firm) , Responsibility -- South Africa , Self-management (Psychology) , Integrity
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8569 , http://hdl.handle.net/10948/741 , Continental Tyre South Africa (Firm) , Responsibility -- South Africa , Self-management (Psychology) , Integrity
- Description: South Africa as a country producing certain commodities is experiencing profound changes as a result of globalisation. Globalisation refers to the sourcing of goods from locations around the world to take advantage of national differences in the cost and quality of factors of production, such as labour, energy, land and capital. By doing this, companies hope to lower their overall cost structure and improve the quality or functionality of their product offering, thereby allowing them to compete more effectively. To remain competitive in a global environment, having personnel who are accountable for what they have control over, can help revitalise the business character, strengthen the global competitiveness of corporations, heighten innovation, improve the quality of products and services produced by companies’ world wide, and increase the responsiveness of organisations to the needs and wants of customers. Continental Tyre South Africa (CTSA) is a local and global supplier of tyres, and the global sourcing for tyres by sales divisions, requires CTSA to remain competitive on price in the global market. The overall purpose of the research was to assess the current level of personnel accountability on all levels within manufacturing at CTSA and to formulate recommendations to address the shortfalls identified through the research. The research methodology for this study comprised of the following steps: Firstly, the contextual elements that define accountability were researched; Secondly, the appropriate research methodology techniques were researched and applied. The current level of accountability was assessed in an empirical study which involved completing a questionnaire during structured interviews with respondents; and Thirdly, the data obtained from the questionnaires were analysed showing some areas of accountability, but shortfalls in other areas. The final step of this study entailed the formulation of recommendations to address the shortfalls identified in the different levels and elements of accountability namely: Responsibility, Ability, Means, Authority and Measurement.
- Full Text:
- Date Issued: 2007
An assessment of the performance appraisal system applied for the junior management level at the cold chain
- Authors: Botha, Johannes Jacobus
- Date: 2007
- Subjects: Employees -- Rating of , Junior managers -- Rating of -- South Africa , Performance standards -- South Africa -- Port Elizabeth , Cold chain management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8735 , http://hdl.handle.net/10948/796 , Employees -- Rating of , Junior managers -- Rating of -- South Africa , Performance standards -- South Africa -- Port Elizabeth , Cold chain management
- Description: The study aims to identify which performance appraisal system is currently used in The Cold Chain, how this system compare with the fundamental requirements of a successful appraisal system and what requirements can be adopted to make the way in which Team Leaders are appraised more effective. An introduction into The Cold Chain, the identification of the problem and the relevance of the study is followed by a literature overview of performance management, the role of performance appraisals and the requirements for a successful performance appraisal system. Various appraisal systems, problems associated with performance appraisals and a framework for the development of an efficient system is discussed. Research conducted using a questionnaire sent to Team Leaders in The Cold Chain, delivered results which were analysed and discussed in Chapter four. In addition to biographical information, the function, effectiveness, evaluator involvement, objectives and criteria, requirements for performance appraisals, organisational alignment and evaluator faults were discussed. It was found that the current performance appraisal system in use at Mercor is a trait scale system. A trait scale method of performance appraisals does not reflect measurement against clearly defined job criteria and is difficult to legally defend. The essential elements for successful appraisal systems such as reliability, relevance, sensitivity, uncontaminated information, acceptability, practicality and legality will be present in a 360-degree approach and the implementation of such a system in Mecor was recommended.
- Full Text:
- Date Issued: 2007
- Authors: Botha, Johannes Jacobus
- Date: 2007
- Subjects: Employees -- Rating of , Junior managers -- Rating of -- South Africa , Performance standards -- South Africa -- Port Elizabeth , Cold chain management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8735 , http://hdl.handle.net/10948/796 , Employees -- Rating of , Junior managers -- Rating of -- South Africa , Performance standards -- South Africa -- Port Elizabeth , Cold chain management
- Description: The study aims to identify which performance appraisal system is currently used in The Cold Chain, how this system compare with the fundamental requirements of a successful appraisal system and what requirements can be adopted to make the way in which Team Leaders are appraised more effective. An introduction into The Cold Chain, the identification of the problem and the relevance of the study is followed by a literature overview of performance management, the role of performance appraisals and the requirements for a successful performance appraisal system. Various appraisal systems, problems associated with performance appraisals and a framework for the development of an efficient system is discussed. Research conducted using a questionnaire sent to Team Leaders in The Cold Chain, delivered results which were analysed and discussed in Chapter four. In addition to biographical information, the function, effectiveness, evaluator involvement, objectives and criteria, requirements for performance appraisals, organisational alignment and evaluator faults were discussed. It was found that the current performance appraisal system in use at Mercor is a trait scale system. A trait scale method of performance appraisals does not reflect measurement against clearly defined job criteria and is difficult to legally defend. The essential elements for successful appraisal systems such as reliability, relevance, sensitivity, uncontaminated information, acceptability, practicality and legality will be present in a 360-degree approach and the implementation of such a system in Mecor was recommended.
- Full Text:
- Date Issued: 2007
An investigation into the impact of training and leadership programmes on employee empowerment
- Authors: Ramjee, Meelan
- Date: 2007
- Subjects: Bank employees -- Training of -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8745 , http://hdl.handle.net/10948/744 , Bank employees -- Training of -- South Africa
- Description: The South African banking industry is currently facing increasing macro- and micro-environmental pressures which had led banks to move towards customer-oriented strategies. This has influenced the way their systems and processes are developed and innovated to provide a satisfactory service to their clients. It appears that service quality has been the differentiating factor that has set the competitors apart in providing their customers with a unique customer experience through client relationships and interaction. As a consequence, banks have resorted to implementing various training and leadership interventions as a driver, to effectively empower their employees to improve service quality The aim of this research study was to identify the impact that training and leadership programmes implemented by a particular branch of Standard Bank South Africa (SBSA) had on employee empowerment. This was achieved through a comprehensive literature review and an empirical study to measure whether employees had perceived themselves to be empowered. The results from this study will be used by the Human Resource Division of SBSA to evaluate and implement effective training methods for the employees of the selected branch in order to improve employee empowerment. This would serve as a great benefit for the bank as employees that are satisfied with the work are generally more productive, hence producing increased revenue for the organisation. An empirical study was embarked on to measure the respondents’ perception of being empowered and involved a survey of eighty-three employees of the retail branch in the Sandton, Johannesburg area. Forty-three of the employees responded to the anonymous questionnaire and the data obtained was analysed and interpreted into meaningful results. The results of the survey indicated that the majority of the employees at the selected branch perceived themselves to be empowered and it was concluded that the implementation of the training and leadership programmes by SBSA had a positive impact on them. The following recommendations were made: - Firstly, to increase training and development, in the form of leadership courses, inter-departmental learning and on-the-job training sessions to develop the employees to their full potential; - Secondly, management needs to encourage employees to participate in discussion forums and staff meetings and involve them in decision-making thus improving the perceived lack of a free-flow of information and transparency within the workplace; - Thirdly, team leaders and supervisors should encourage support and coaching of the junior employees by giving them constructive on-going feedback, supporting their ideas, delegating tasks, and giving them direction on the way forward; - Fourthly, a review of the reward and recognition system would be advisable where employees are rewarded (financially or non-financially) for a job or task well done, or to promote certain behaviours and attitudes in the workplace; and - Finally, it was recommended that the employees be informed and educated on the benefits, associated for both the employees and the organisation, of the Scheme in order to increase their commitment and performance. The empowerment of employees in the organisation is important as it involves employees who take responsibility for their decisions and actions because they are primarily the ones who solve the problems in their own teams. Empowerment in organisations can thus lead to less absenteeism, lower employee turnover, less employee training costs, increased employee satisfaction and more productive employees.
- Full Text:
- Date Issued: 2007
- Authors: Ramjee, Meelan
- Date: 2007
- Subjects: Bank employees -- Training of -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8745 , http://hdl.handle.net/10948/744 , Bank employees -- Training of -- South Africa
- Description: The South African banking industry is currently facing increasing macro- and micro-environmental pressures which had led banks to move towards customer-oriented strategies. This has influenced the way their systems and processes are developed and innovated to provide a satisfactory service to their clients. It appears that service quality has been the differentiating factor that has set the competitors apart in providing their customers with a unique customer experience through client relationships and interaction. As a consequence, banks have resorted to implementing various training and leadership interventions as a driver, to effectively empower their employees to improve service quality The aim of this research study was to identify the impact that training and leadership programmes implemented by a particular branch of Standard Bank South Africa (SBSA) had on employee empowerment. This was achieved through a comprehensive literature review and an empirical study to measure whether employees had perceived themselves to be empowered. The results from this study will be used by the Human Resource Division of SBSA to evaluate and implement effective training methods for the employees of the selected branch in order to improve employee empowerment. This would serve as a great benefit for the bank as employees that are satisfied with the work are generally more productive, hence producing increased revenue for the organisation. An empirical study was embarked on to measure the respondents’ perception of being empowered and involved a survey of eighty-three employees of the retail branch in the Sandton, Johannesburg area. Forty-three of the employees responded to the anonymous questionnaire and the data obtained was analysed and interpreted into meaningful results. The results of the survey indicated that the majority of the employees at the selected branch perceived themselves to be empowered and it was concluded that the implementation of the training and leadership programmes by SBSA had a positive impact on them. The following recommendations were made: - Firstly, to increase training and development, in the form of leadership courses, inter-departmental learning and on-the-job training sessions to develop the employees to their full potential; - Secondly, management needs to encourage employees to participate in discussion forums and staff meetings and involve them in decision-making thus improving the perceived lack of a free-flow of information and transparency within the workplace; - Thirdly, team leaders and supervisors should encourage support and coaching of the junior employees by giving them constructive on-going feedback, supporting their ideas, delegating tasks, and giving them direction on the way forward; - Fourthly, a review of the reward and recognition system would be advisable where employees are rewarded (financially or non-financially) for a job or task well done, or to promote certain behaviours and attitudes in the workplace; and - Finally, it was recommended that the employees be informed and educated on the benefits, associated for both the employees and the organisation, of the Scheme in order to increase their commitment and performance. The empowerment of employees in the organisation is important as it involves employees who take responsibility for their decisions and actions because they are primarily the ones who solve the problems in their own teams. Empowerment in organisations can thus lead to less absenteeism, lower employee turnover, less employee training costs, increased employee satisfaction and more productive employees.
- Full Text:
- Date Issued: 2007
An investigation of the role of leadership in strategic planning
- Authors: Devenish, Sean
- Date: 2007
- Subjects: Leadership , Strategic planning , Management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8744 , http://hdl.handle.net/10948/746 , Leadership , Strategic planning , Management
- Description: Leadership and planning requires more strategic thinkers on all management levels in an organization. Historically, senior management does not effectively identify those leaders that posses the core traits and competencies to adequately influence the corporate culture by way of transformational and visionary leadership styles, so that it is aligned to the long-term strategy. In this research the author first embarked on a theoretical study into leadership and the associated contingency models, which have lead to the emergence of new styles of leadership, such as transformational, situational and visionary leadership. Thereafter, successful strategy planning and implementation was investigated to determine which leadership styles did the literature reveal are more conducive to successfully executing strategy in adaptive and culturally diverse corporate cultures. Thirdly, an empirical study was conducted to ascertain to what extent transformational and transactional leadership practices by South African firms are being adopted, and the amount of emphasis placed on the strategic thinking process between the leadership styles. Lastly, the data was analysed to explain the relationship between transformational and transactional leadership and strategic planning, and to make recommendations based on the research.
- Full Text:
- Date Issued: 2007
- Authors: Devenish, Sean
- Date: 2007
- Subjects: Leadership , Strategic planning , Management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8744 , http://hdl.handle.net/10948/746 , Leadership , Strategic planning , Management
- Description: Leadership and planning requires more strategic thinkers on all management levels in an organization. Historically, senior management does not effectively identify those leaders that posses the core traits and competencies to adequately influence the corporate culture by way of transformational and visionary leadership styles, so that it is aligned to the long-term strategy. In this research the author first embarked on a theoretical study into leadership and the associated contingency models, which have lead to the emergence of new styles of leadership, such as transformational, situational and visionary leadership. Thereafter, successful strategy planning and implementation was investigated to determine which leadership styles did the literature reveal are more conducive to successfully executing strategy in adaptive and culturally diverse corporate cultures. Thirdly, an empirical study was conducted to ascertain to what extent transformational and transactional leadership practices by South African firms are being adopted, and the amount of emphasis placed on the strategic thinking process between the leadership styles. Lastly, the data was analysed to explain the relationship between transformational and transactional leadership and strategic planning, and to make recommendations based on the research.
- Full Text:
- Date Issued: 2007
Assessing management competencies in selected Southern Cape Municipalities
- Authors: Krapohl, Johannes
- Date: 2007
- Subjects: Local government -- South Africa , Core competencies , Performance -- Management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8571 , http://hdl.handle.net/10948/797 , Local government -- South Africa , Core competencies , Performance -- Management
- Description: In his 2006 State of the Nation Address, President Thabo Mbeki emphasised the need for the development of managerial competencies and other skills to empower the country’s municipalities to meet the needs of the community (Governance and Administration, 2005). In order to meet the needs of the local community, municipalities need to render effective and efficient services. The lack of relevant managerial competencies adversly influences the municipality’s capacity to deliver the required services. In addition, the uneven distribution of capabilities and capacity across different sections within a municipality also poses a great risk to municipal performance and equitable service provision over the medium term. Notwithstanding progress made to date, service delivery backlogs still exist in key areas that affect the daily lives of the community. Where these backlogs coincide with poor municipal capacity, the result is service failure and a government that is incapable of meeting its goals (Governance and Administration, 2005). The objective of the study is to assess the contemporary management competencies that are required to assist municipal management in addressing the challenges of a dynamic, uncertain and complex Local Government environment. A questionnaire was used to gather the perceptions of 26 senior managers. This sample constituted a response rate of 65 per cent of people employed by municipalities within the Eden District Municipality’s service area. The questionnaires were distributed to the senior managers by means of an identified contact person within each municipality. The empirical findings such as the mean, median, standard deviation and pvalues were calculated by means of MS Excel. The main findings of this research indicated that: • Presently the most developed managerial competencies were selfmanagement, strategic action, planning and administration and communication. • The least developed current competency was global awareness. • The managerial competencies regarded as the most important for the next ten years were planning, administration and strategic action. • Global awareness was regarded as the least important competency for the next ten years. This finding points to the need for developing the global awareness competency to ensure that Municipal Managers are more sensitive to cultural cues and are able to adapt quickly in novel situations.
- Full Text:
- Date Issued: 2007
- Authors: Krapohl, Johannes
- Date: 2007
- Subjects: Local government -- South Africa , Core competencies , Performance -- Management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8571 , http://hdl.handle.net/10948/797 , Local government -- South Africa , Core competencies , Performance -- Management
- Description: In his 2006 State of the Nation Address, President Thabo Mbeki emphasised the need for the development of managerial competencies and other skills to empower the country’s municipalities to meet the needs of the community (Governance and Administration, 2005). In order to meet the needs of the local community, municipalities need to render effective and efficient services. The lack of relevant managerial competencies adversly influences the municipality’s capacity to deliver the required services. In addition, the uneven distribution of capabilities and capacity across different sections within a municipality also poses a great risk to municipal performance and equitable service provision over the medium term. Notwithstanding progress made to date, service delivery backlogs still exist in key areas that affect the daily lives of the community. Where these backlogs coincide with poor municipal capacity, the result is service failure and a government that is incapable of meeting its goals (Governance and Administration, 2005). The objective of the study is to assess the contemporary management competencies that are required to assist municipal management in addressing the challenges of a dynamic, uncertain and complex Local Government environment. A questionnaire was used to gather the perceptions of 26 senior managers. This sample constituted a response rate of 65 per cent of people employed by municipalities within the Eden District Municipality’s service area. The questionnaires were distributed to the senior managers by means of an identified contact person within each municipality. The empirical findings such as the mean, median, standard deviation and pvalues were calculated by means of MS Excel. The main findings of this research indicated that: • Presently the most developed managerial competencies were selfmanagement, strategic action, planning and administration and communication. • The least developed current competency was global awareness. • The managerial competencies regarded as the most important for the next ten years were planning, administration and strategic action. • Global awareness was regarded as the least important competency for the next ten years. This finding points to the need for developing the global awareness competency to ensure that Municipal Managers are more sensitive to cultural cues and are able to adapt quickly in novel situations.
- Full Text:
- Date Issued: 2007
Assessing the use of international business strategies among automotive wiring harness manufacturers in the Nelson Mandela Metropole
- Authors: Mears, Michael
- Date: 2007
- Subjects: International trade , International business enterprises -- South Africa , Corporations, Foreign , International economic relations
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8741 , http://hdl.handle.net/10948/764 , International trade , International business enterprises -- South Africa , Corporations, Foreign , International economic relations
- Description: Since 1994, the opening up of the South African economy has presented South African companies with opportunities to exploit the bigger global market and also with challenges of competing with international companies. Companies must consider both external environmental forces and internal organizational factors before arriving at a suitable international strategy. This treatise explores the wiring harness industry in the Nelson Mandela Bay to determine whether the industry is adopting international strategies in line with globalization, thus ensuring sustained growth and profitability. A literature survey was conducted to discover the main strategies that are used by companies in order to achieve global competitiveness. These strategies were used in conjunction with Porter's (1990) theory of National Competitive Advantage to analyse the wiring harness industry in the Nelson Mandela Bay. Porter's (1990) theory of National Competitive Advantage was used to analyse the competitiveness of the wiring harness industry in the Nelson Mandela Bay. A questionnaire was developed to test the degree to which the wiring harness industry in the Nelson Mandela Bay is in agreement with the findings of the literature study. This information was used to determine whether the wiring harness industry in the Nelson Mandela Bay is following global trends to remain profitable.
- Full Text:
- Date Issued: 2007
- Authors: Mears, Michael
- Date: 2007
- Subjects: International trade , International business enterprises -- South Africa , Corporations, Foreign , International economic relations
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8741 , http://hdl.handle.net/10948/764 , International trade , International business enterprises -- South Africa , Corporations, Foreign , International economic relations
- Description: Since 1994, the opening up of the South African economy has presented South African companies with opportunities to exploit the bigger global market and also with challenges of competing with international companies. Companies must consider both external environmental forces and internal organizational factors before arriving at a suitable international strategy. This treatise explores the wiring harness industry in the Nelson Mandela Bay to determine whether the industry is adopting international strategies in line with globalization, thus ensuring sustained growth and profitability. A literature survey was conducted to discover the main strategies that are used by companies in order to achieve global competitiveness. These strategies were used in conjunction with Porter's (1990) theory of National Competitive Advantage to analyse the wiring harness industry in the Nelson Mandela Bay. Porter's (1990) theory of National Competitive Advantage was used to analyse the competitiveness of the wiring harness industry in the Nelson Mandela Bay. A questionnaire was developed to test the degree to which the wiring harness industry in the Nelson Mandela Bay is in agreement with the findings of the literature study. This information was used to determine whether the wiring harness industry in the Nelson Mandela Bay is following global trends to remain profitable.
- Full Text:
- Date Issued: 2007
Creating value through customer relationships in the services sector
- Authors: Allie, Hisham
- Date: 2007
- Subjects: Customer services , Value added
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8740 , http://hdl.handle.net/10948/790 , Customer services , Value added
- Description: Many academic studies in the past have focussed on how to create value for businesses in terms of adding profit to the bottom line through performance, and many argue that adding value for the client is also viewed as a profitable business strategy. This strategy translates as a win-win business relationship since long-term relationships ensure customer loyalty, customer retention and repeat business. In the services sector, it is difficult to quantify the worth or value that a particular service has since services are intangible products. The perception of value of such a service is known as “perceived value” since value recognition rests with the consumer who attempts to quantify the worth of that service. It is generally accepted in the services sector that establishing long-term, mutually beneficial, meaningful business relationships add value for the client and helps them to attach a value to the services that company provides. A company cannot establish such relationships without the help of its employees who represents the face of the organisation and implements the value adding strategy on the organisation’s behalf. Recent studies have begun to address this, examining value creation in business relationships in the context of the sale of tangible goods. The process of value creation for customers in services relationships remains underresearched. Perceived value explains why customers choose one particular service over another, why service companies gain competitive advantage by maintaining genuine longterm customer relationships, and why “the personal touch”, created through emotional attributes such as trust, caring and empathy, adds value from customers’ perspective. This dissertation presents a study of perceived value from the perspective of the customer within the context of the delivery of a credence product in a services relationship model. Using grounded theory methodology; following in-depth interviews with consumers of general insurance, a number of customer-value creation dimensions for businesses have been identified. Parallel interviews with members of staff from the supplier company add a further perspective. This research demonstrates how organisations or suppliers in the services industry can add value when delivering a credence product in a services relationship context. It is believed that an understanding of the value-adding dimensions can be implemented to create opportunities to build value for customers, with commensurate benefits for suppliers. Following analysis of the interviews held with each buyer, a total of six value dimensions are identified in the findings chapter. Each dimension is individually described, discussed, and illustrated with quotations from customers and supplier’s staff. Other issues relating to value arising from the interviews are examined in the discussion chapter. Three areas for further research are proposed in the conclusion.
- Full Text:
- Date Issued: 2007
- Authors: Allie, Hisham
- Date: 2007
- Subjects: Customer services , Value added
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8740 , http://hdl.handle.net/10948/790 , Customer services , Value added
- Description: Many academic studies in the past have focussed on how to create value for businesses in terms of adding profit to the bottom line through performance, and many argue that adding value for the client is also viewed as a profitable business strategy. This strategy translates as a win-win business relationship since long-term relationships ensure customer loyalty, customer retention and repeat business. In the services sector, it is difficult to quantify the worth or value that a particular service has since services are intangible products. The perception of value of such a service is known as “perceived value” since value recognition rests with the consumer who attempts to quantify the worth of that service. It is generally accepted in the services sector that establishing long-term, mutually beneficial, meaningful business relationships add value for the client and helps them to attach a value to the services that company provides. A company cannot establish such relationships without the help of its employees who represents the face of the organisation and implements the value adding strategy on the organisation’s behalf. Recent studies have begun to address this, examining value creation in business relationships in the context of the sale of tangible goods. The process of value creation for customers in services relationships remains underresearched. Perceived value explains why customers choose one particular service over another, why service companies gain competitive advantage by maintaining genuine longterm customer relationships, and why “the personal touch”, created through emotional attributes such as trust, caring and empathy, adds value from customers’ perspective. This dissertation presents a study of perceived value from the perspective of the customer within the context of the delivery of a credence product in a services relationship model. Using grounded theory methodology; following in-depth interviews with consumers of general insurance, a number of customer-value creation dimensions for businesses have been identified. Parallel interviews with members of staff from the supplier company add a further perspective. This research demonstrates how organisations or suppliers in the services industry can add value when delivering a credence product in a services relationship context. It is believed that an understanding of the value-adding dimensions can be implemented to create opportunities to build value for customers, with commensurate benefits for suppliers. Following analysis of the interviews held with each buyer, a total of six value dimensions are identified in the findings chapter. Each dimension is individually described, discussed, and illustrated with quotations from customers and supplier’s staff. Other issues relating to value arising from the interviews are examined in the discussion chapter. Three areas for further research are proposed in the conclusion.
- Full Text:
- Date Issued: 2007
Emotional intelligence and effective team functioning of MBA syndicate groups at the NMMU business school
- Authors: Doolabh, Chetna Gidhar
- Date: 2007
- Subjects: Emotional intelligence , Interpersonal relations , Teams in the workplace , Nelson Mandela Metropolitan University. Business School
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8747 , http://hdl.handle.net/10948/740 , Emotional intelligence , Interpersonal relations , Teams in the workplace , Nelson Mandela Metropolitan University. Business School
- Description: A common issue in leadership development is the high flyers who reach a position where their lack of “soft” skills hampers their performance and proves a barrier to their continued progression to higher levels of responsibility (Newell, 2002: 288). Business Schools offering Masters in Business Administration (MBA) programmes assist in developing managers with not just managerial competence but also with “soft” skills. By delivering educated business managers, these managers through their intellectual skills and community sensitive values, will lead future transformational processes. It is useful and interesting to consider how important emotional intelligence is for effective performance at work. A considerable body of research suggests that an employee’s ability to perceive, identify, and manage emotion provides the basis for the kinds of social and emotional competencies that are important for success in almost any position. Furthermore, as the pace of change increases and the world of work make ever-greater demands on an employee’s cognitive, emotional, and physical resources, this particular set of abilities will become increasingly important (Cherniss, 2000). The primary objective of this study is to determine the perceptions of the Masters in Business Administration (MBA), B-Tech in Business Administration (BBA), Advanced Business Programme (ABP) programmes and the Business School Alumni to determine the overall emotional intelligence profile of students as well as the effective team functions of the syndicate groups. Based on the main findings of the survey, it was concluded that emotional intelligence is an important factor for the NMMU Business School, MBA Unit students. The skills attained through the course work will not only improve team effectiveness in the syndicate group functioning but also enhance their performance in the business environment. The MBA team learning experiences enhances workplace learning as the ability to work in a team and ability to think and act independently are highly desired skills and competencies for success in the workplace.
- Full Text:
- Date Issued: 2007
- Authors: Doolabh, Chetna Gidhar
- Date: 2007
- Subjects: Emotional intelligence , Interpersonal relations , Teams in the workplace , Nelson Mandela Metropolitan University. Business School
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8747 , http://hdl.handle.net/10948/740 , Emotional intelligence , Interpersonal relations , Teams in the workplace , Nelson Mandela Metropolitan University. Business School
- Description: A common issue in leadership development is the high flyers who reach a position where their lack of “soft” skills hampers their performance and proves a barrier to their continued progression to higher levels of responsibility (Newell, 2002: 288). Business Schools offering Masters in Business Administration (MBA) programmes assist in developing managers with not just managerial competence but also with “soft” skills. By delivering educated business managers, these managers through their intellectual skills and community sensitive values, will lead future transformational processes. It is useful and interesting to consider how important emotional intelligence is for effective performance at work. A considerable body of research suggests that an employee’s ability to perceive, identify, and manage emotion provides the basis for the kinds of social and emotional competencies that are important for success in almost any position. Furthermore, as the pace of change increases and the world of work make ever-greater demands on an employee’s cognitive, emotional, and physical resources, this particular set of abilities will become increasingly important (Cherniss, 2000). The primary objective of this study is to determine the perceptions of the Masters in Business Administration (MBA), B-Tech in Business Administration (BBA), Advanced Business Programme (ABP) programmes and the Business School Alumni to determine the overall emotional intelligence profile of students as well as the effective team functions of the syndicate groups. Based on the main findings of the survey, it was concluded that emotional intelligence is an important factor for the NMMU Business School, MBA Unit students. The skills attained through the course work will not only improve team effectiveness in the syndicate group functioning but also enhance their performance in the business environment. The MBA team learning experiences enhances workplace learning as the ability to work in a team and ability to think and act independently are highly desired skills and competencies for success in the workplace.
- Full Text:
- Date Issued: 2007
Engaging employees to build a performance culture in Telkom's NCC division
- Authors: Goliath, Elize
- Date: 2007
- Subjects: Performance -- Management , Quality assurance -- Management , Organizational effectiveness , Telkom (Firm : South Africa)
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8591 , http://hdl.handle.net/10948/1051 , Performance -- Management , Quality assurance -- Management , Organizational effectiveness , Telkom (Firm : South Africa)
- Description: Operating as a commercial company since October 1991, Telkom has grown into the largest communications services provider in Africa based on operating revenue and assets. The Group, consisting of the fixed-line company Telkom and a 50 per cent shareholding in mobile operator Vodacom. Telkom has changed its vision to the following: “To be a leading customer and employee centric ICT solutions service provider”. The company has been retrenching staff since 1999 and the staff numbers have reduced significantly from approximately 65 000 people to 25 575 people in 2006. The focus has been on increasing shareholder value and the staff feel that their value has not been recognised. The research paper focused on the extent that employees engaged to build a performance culture in Telkom’s NCC division. The following research methodology was followed: - A literature survey to determine factors or behaviours that will enhance employee engagement in building a performance culture and what Telkom NCC can do to build the workplace that will foster higher levels of employee engagement. - A survey was conducted to determine what the engagement levels of employees are at Telkom NCC, what stops the employees from doing their best and what Telkom NCC division can do to show they care and value their staff as according to their employees by means of a questionnaire. - The findings from the literature study and empirical study would be used to determine to what extent are employees engaged to build a performance culture in Telkom’s NCC division. A self administered questionnaire was used to collect the data required for this research. In conclusion it was said that employee engagement is a partnership between the company and the employees where everyone works together to achieve the business objectives of the company and the personal aspirations of employees. The organization has the responsibility to create the conditions for this to happen (Understanding Employee Engagement, 2004: 2). It was recommended that in order for NCC to enhance their employees attitudes toward the promoters’ team especially in terms of pride, strong attachment, feeling part of the family and motivating employees to do well promoters must concentrate on building relationships with their teams and individual members of the team. Employees must also be given decision making power for implementing the idea. NCC should educate their leaders on the value of recognition and the best way to go about it. In order for employees to grow and be promoted into higher positions, NCC must consider that if positions become available that they first be advertised in the NCC division before it be made available to the rest of the company.
- Full Text:
- Date Issued: 2007
- Authors: Goliath, Elize
- Date: 2007
- Subjects: Performance -- Management , Quality assurance -- Management , Organizational effectiveness , Telkom (Firm : South Africa)
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8591 , http://hdl.handle.net/10948/1051 , Performance -- Management , Quality assurance -- Management , Organizational effectiveness , Telkom (Firm : South Africa)
- Description: Operating as a commercial company since October 1991, Telkom has grown into the largest communications services provider in Africa based on operating revenue and assets. The Group, consisting of the fixed-line company Telkom and a 50 per cent shareholding in mobile operator Vodacom. Telkom has changed its vision to the following: “To be a leading customer and employee centric ICT solutions service provider”. The company has been retrenching staff since 1999 and the staff numbers have reduced significantly from approximately 65 000 people to 25 575 people in 2006. The focus has been on increasing shareholder value and the staff feel that their value has not been recognised. The research paper focused on the extent that employees engaged to build a performance culture in Telkom’s NCC division. The following research methodology was followed: - A literature survey to determine factors or behaviours that will enhance employee engagement in building a performance culture and what Telkom NCC can do to build the workplace that will foster higher levels of employee engagement. - A survey was conducted to determine what the engagement levels of employees are at Telkom NCC, what stops the employees from doing their best and what Telkom NCC division can do to show they care and value their staff as according to their employees by means of a questionnaire. - The findings from the literature study and empirical study would be used to determine to what extent are employees engaged to build a performance culture in Telkom’s NCC division. A self administered questionnaire was used to collect the data required for this research. In conclusion it was said that employee engagement is a partnership between the company and the employees where everyone works together to achieve the business objectives of the company and the personal aspirations of employees. The organization has the responsibility to create the conditions for this to happen (Understanding Employee Engagement, 2004: 2). It was recommended that in order for NCC to enhance their employees attitudes toward the promoters’ team especially in terms of pride, strong attachment, feeling part of the family and motivating employees to do well promoters must concentrate on building relationships with their teams and individual members of the team. Employees must also be given decision making power for implementing the idea. NCC should educate their leaders on the value of recognition and the best way to go about it. In order for employees to grow and be promoted into higher positions, NCC must consider that if positions become available that they first be advertised in the NCC division before it be made available to the rest of the company.
- Full Text:
- Date Issued: 2007
Estimating the willingness-to-pay for restoring indigenous vegetation at selected sites in South Africa
- Authors: Tessendorf, Sharon Erica
- Date: 2007
- Subjects: Water resources development -- South Africa , Water-supply -- South Africa , Alien plants -- South Africa , Restoration ecology -- South Africa
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: vital:8999 , http://hdl.handle.net/10948/617 , Water resources development -- South Africa , Water-supply -- South Africa , Alien plants -- South Africa , Restoration ecology -- South Africa
- Description: The Working for Water (WfW) Programme is a public works programme designed to clear South Africa of invasive alien vegetation and to restore lowwater consuming indigenous vegetation in the areas that have been cleared. Funds to clear alien invasives were initially secured on the basis that such a programme would increase water runoff, facilitate biodiversity and ecosystem functioning, and provide social benefits through job creation. The economic merits of the Programme, in terms of increased water yields, has been established in the Western Cape and KwaZulu-Natal, but questioned in the Eastern and Southern Cape. However, there are economic aspects of the studies carried out in the Eastern and Southern Cape that merit more attention than was given them; one of these being the issue of non-water benefits. Preliminary figures emanating from contingent valuation pilot studies conducted at six WfW projects sites indicated that one of these non-water benefits, namely the biodiversity and ecosystem resilience benefit, could be substantial. As such, the primary objective of the present study was to apply the contingent valuation method (CVM) to value people’s preference for indigenous vegetation. This value was intended to serve as a proxy for increased biodiversity and ecosystem resilience at three WfW sites. Despite the controversy surrounding the CVM, it has been found that it is a credible valuation tool. The CVM’s merits lie in its versatility and in the fact that it is the only method available which is capable of obtaining estimates of both nonuse and use values, thus making it applicable for valuing biodiversity. The primary aim of a CVM study is to determine an estimate of the total willingness-to-pay (WTP). In this study, the total WTP figure was calculated by multiplying the median WTP for the local WfW Programme by the total number of user households. The respective total WTP amounts are shown in Table 1. It was anticipated that respondents would be willing to pay more for the national WfW Programme, than for the less inclusive good (i.e. the local WfW Programme). The results correspond with this expectation at the Port Elizabeth and Underberg sites. However, due to strategic factors Worcester respondents were willing to pay more for the local WfW Programme than for the national Programme.
- Full Text:
- Date Issued: 2007
- Authors: Tessendorf, Sharon Erica
- Date: 2007
- Subjects: Water resources development -- South Africa , Water-supply -- South Africa , Alien plants -- South Africa , Restoration ecology -- South Africa
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: vital:8999 , http://hdl.handle.net/10948/617 , Water resources development -- South Africa , Water-supply -- South Africa , Alien plants -- South Africa , Restoration ecology -- South Africa
- Description: The Working for Water (WfW) Programme is a public works programme designed to clear South Africa of invasive alien vegetation and to restore lowwater consuming indigenous vegetation in the areas that have been cleared. Funds to clear alien invasives were initially secured on the basis that such a programme would increase water runoff, facilitate biodiversity and ecosystem functioning, and provide social benefits through job creation. The economic merits of the Programme, in terms of increased water yields, has been established in the Western Cape and KwaZulu-Natal, but questioned in the Eastern and Southern Cape. However, there are economic aspects of the studies carried out in the Eastern and Southern Cape that merit more attention than was given them; one of these being the issue of non-water benefits. Preliminary figures emanating from contingent valuation pilot studies conducted at six WfW projects sites indicated that one of these non-water benefits, namely the biodiversity and ecosystem resilience benefit, could be substantial. As such, the primary objective of the present study was to apply the contingent valuation method (CVM) to value people’s preference for indigenous vegetation. This value was intended to serve as a proxy for increased biodiversity and ecosystem resilience at three WfW sites. Despite the controversy surrounding the CVM, it has been found that it is a credible valuation tool. The CVM’s merits lie in its versatility and in the fact that it is the only method available which is capable of obtaining estimates of both nonuse and use values, thus making it applicable for valuing biodiversity. The primary aim of a CVM study is to determine an estimate of the total willingness-to-pay (WTP). In this study, the total WTP figure was calculated by multiplying the median WTP for the local WfW Programme by the total number of user households. The respective total WTP amounts are shown in Table 1. It was anticipated that respondents would be willing to pay more for the national WfW Programme, than for the less inclusive good (i.e. the local WfW Programme). The results correspond with this expectation at the Port Elizabeth and Underberg sites. However, due to strategic factors Worcester respondents were willing to pay more for the local WfW Programme than for the national Programme.
- Full Text:
- Date Issued: 2007
Factors influencing high school learner's acceptance of marketing messages via short message service (sms)
- Authors: Wang, Hui
- Date: 2007
- Subjects: Direct marketing -- South Africa -- Port Elizabeth , High school students -- South Africa -- Port Elizabeth
- Language: English
- Type: Thesis , Masters , MTech
- Identifier: vital:9353 , http://hdl.handle.net/10948/641 , Direct marketing -- South Africa -- Port Elizabeth , High school students -- South Africa -- Port Elizabeth
- Description: Cell-phones and the Short Message Service (SMS) have become an important part of people's lives, with significant implications for communication and information transmission. The SMS, based on its versatility as a personal and direct medium of communication, provides an excellent means of marketing and also a possible avenue to the Nelson Mandela Metropolitan University (NMMU) for marketing its programmes. However, the success of such mobile (SMS) marketing depends largely on its acceptance by high school learners. The objective of this study was to determine whether Port Elizabeth’s high school learners are likely to accept marketing messages of the NMMU via SMS. This objective was achieved with the relevant literature study and empirical study. The literature study provided an overview of mobile marketing, mobile advertising and a detailed discussion of the SMS as a marketing tool. The various factors that might influence cell-phone users’ acceptance of mobile marketing were also reviewed. The relevance of these factors to mobile (SMS) marketing was tested using a model developed by Bauer, Barnes, Reichardt and Neumann (2005: 186) as the basis. (ii) The empirical data were collected by means of a survey, and using a self-administered questionnaire. Based on a systematic sampling, 480 respondents from 17 feeder schools of the NMMU in Port Elizabeth were selected, 417 completed the questionnaire. The empirical findings showed that most Port Elizabeth’s high school learners owned a cell-phone, their most used form of SMS was text messaging and that they are keen to receive study information from the NMMU. The data of the current study did not fit the model proposed by Bauer et al (2005: 186, as shown in Figure 1.1), and also did not fit a modified model (see Figure 3.1). Hence, further analysis and manipulation of the data resulted in a more appropriate model (see Figure 5.7). The study proposes that, Port Elizabeth’s high school learners currently display some acceptance of mobile marketing. The NMMU can consider developing and using mobile (SMS) marketing for promoting its study programmes to high school learners, although it can still not be used as the major marketing instrument. It should be effective if used with push advertising, in conjunction with other media and through capitalizing on the influence of reference groups.
- Full Text:
- Date Issued: 2007
- Authors: Wang, Hui
- Date: 2007
- Subjects: Direct marketing -- South Africa -- Port Elizabeth , High school students -- South Africa -- Port Elizabeth
- Language: English
- Type: Thesis , Masters , MTech
- Identifier: vital:9353 , http://hdl.handle.net/10948/641 , Direct marketing -- South Africa -- Port Elizabeth , High school students -- South Africa -- Port Elizabeth
- Description: Cell-phones and the Short Message Service (SMS) have become an important part of people's lives, with significant implications for communication and information transmission. The SMS, based on its versatility as a personal and direct medium of communication, provides an excellent means of marketing and also a possible avenue to the Nelson Mandela Metropolitan University (NMMU) for marketing its programmes. However, the success of such mobile (SMS) marketing depends largely on its acceptance by high school learners. The objective of this study was to determine whether Port Elizabeth’s high school learners are likely to accept marketing messages of the NMMU via SMS. This objective was achieved with the relevant literature study and empirical study. The literature study provided an overview of mobile marketing, mobile advertising and a detailed discussion of the SMS as a marketing tool. The various factors that might influence cell-phone users’ acceptance of mobile marketing were also reviewed. The relevance of these factors to mobile (SMS) marketing was tested using a model developed by Bauer, Barnes, Reichardt and Neumann (2005: 186) as the basis. (ii) The empirical data were collected by means of a survey, and using a self-administered questionnaire. Based on a systematic sampling, 480 respondents from 17 feeder schools of the NMMU in Port Elizabeth were selected, 417 completed the questionnaire. The empirical findings showed that most Port Elizabeth’s high school learners owned a cell-phone, their most used form of SMS was text messaging and that they are keen to receive study information from the NMMU. The data of the current study did not fit the model proposed by Bauer et al (2005: 186, as shown in Figure 1.1), and also did not fit a modified model (see Figure 3.1). Hence, further analysis and manipulation of the data resulted in a more appropriate model (see Figure 5.7). The study proposes that, Port Elizabeth’s high school learners currently display some acceptance of mobile marketing. The NMMU can consider developing and using mobile (SMS) marketing for promoting its study programmes to high school learners, although it can still not be used as the major marketing instrument. It should be effective if used with push advertising, in conjunction with other media and through capitalizing on the influence of reference groups.
- Full Text:
- Date Issued: 2007
Identifying departmental team dynamics in a regulated casino environment
- Authors: Hughes, David Robert
- Date: 2007
- Subjects: Teams in the workplace -- South Africa , Teams in the workplace -- Training of , Casinos -- Management , Management -- Employee participation -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8734 , http://hdl.handle.net/10948/798 , Teams in the workplace -- South Africa , Teams in the workplace -- Training of , Casinos -- Management , Management -- Employee participation -- South Africa
- Description: Literature has been reviewed on the formation and structure of groups and teams in order to establish what differences there are in the types of teams that exist in the modern workplace, and what it is that facilitates effective and high performance of such teams. From the results of the qualitative research conducted, the author is of the opinion that the notion of teams operating in the regulated casino environment is somewhat exaggerated. At year end functions and award ceremonies, mention is made of the teams that successfully contributed to the various achievements but, upon closer inspection, no teams are evident at the “coal face”. Some of the reasons for this may be that there appears to be a lack of those skills necessary to harness people into successful teams especially during the early stages of the business lifecycle. Too few people at grass root level have the required knowledge, skills and attitude to take the lead and form a team especially in an unfamiliar environment. It may also be as a result of the different management styles imposed on the labour force over a long period of time. As organisations are forced to become more competitive, especially on the global market, it is the author’s opinion that the management style in progressive organisations will probably have shifted from autocratic to paternalistic to democratic; yet very few businesses are practicing participative management, although buzzwords relating to participative management are used freely. Ultimately, accountability rests with top management and results are measured by bottom line figures. Since accountability is centralised, the intrinsic and extrinsic rewards for success are also confined to management who is likely to be criticised, attacked, or got rid of, and these recipients are often not volunteering to share the benefits reaped – even though the recipients would mutter words such as “if it were not for my team” or “ thanks to my team”. With this viewpoint in mind the treatise aims to address specific and practical interventions that could be implemented without much organisational change and yet developing a culture of team development and team building within an organisation. The author is of the opinion that the responses imparted from the different respondents in the research results could benefit Sun International within its training methodology policy framework. Although, each casino unit is managed autonomously, Sun International, via its centralised training facility, could apply successful specific and practical training interventions in respect of team dynamics. Results extracted from unit staff climate surveys and staff feedback sessions could be collated from the different training departments within the group and presented in workshops at quarterly conferences and feedback seminars. The effectiveness of these interventions, once implemented, could be assessed in a performance measurement framework. Eales-White (1996: 34) quotes Peters as saying, “I observe the power of the team is so great that it is often wise to violate common sense and force a team structure on almost anything … companies that do, will achieve greater focus, stronger task orientation and enhanced individual commitment.
- Full Text:
- Date Issued: 2007
- Authors: Hughes, David Robert
- Date: 2007
- Subjects: Teams in the workplace -- South Africa , Teams in the workplace -- Training of , Casinos -- Management , Management -- Employee participation -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8734 , http://hdl.handle.net/10948/798 , Teams in the workplace -- South Africa , Teams in the workplace -- Training of , Casinos -- Management , Management -- Employee participation -- South Africa
- Description: Literature has been reviewed on the formation and structure of groups and teams in order to establish what differences there are in the types of teams that exist in the modern workplace, and what it is that facilitates effective and high performance of such teams. From the results of the qualitative research conducted, the author is of the opinion that the notion of teams operating in the regulated casino environment is somewhat exaggerated. At year end functions and award ceremonies, mention is made of the teams that successfully contributed to the various achievements but, upon closer inspection, no teams are evident at the “coal face”. Some of the reasons for this may be that there appears to be a lack of those skills necessary to harness people into successful teams especially during the early stages of the business lifecycle. Too few people at grass root level have the required knowledge, skills and attitude to take the lead and form a team especially in an unfamiliar environment. It may also be as a result of the different management styles imposed on the labour force over a long period of time. As organisations are forced to become more competitive, especially on the global market, it is the author’s opinion that the management style in progressive organisations will probably have shifted from autocratic to paternalistic to democratic; yet very few businesses are practicing participative management, although buzzwords relating to participative management are used freely. Ultimately, accountability rests with top management and results are measured by bottom line figures. Since accountability is centralised, the intrinsic and extrinsic rewards for success are also confined to management who is likely to be criticised, attacked, or got rid of, and these recipients are often not volunteering to share the benefits reaped – even though the recipients would mutter words such as “if it were not for my team” or “ thanks to my team”. With this viewpoint in mind the treatise aims to address specific and practical interventions that could be implemented without much organisational change and yet developing a culture of team development and team building within an organisation. The author is of the opinion that the responses imparted from the different respondents in the research results could benefit Sun International within its training methodology policy framework. Although, each casino unit is managed autonomously, Sun International, via its centralised training facility, could apply successful specific and practical training interventions in respect of team dynamics. Results extracted from unit staff climate surveys and staff feedback sessions could be collated from the different training departments within the group and presented in workshops at quarterly conferences and feedback seminars. The effectiveness of these interventions, once implemented, could be assessed in a performance measurement framework. Eales-White (1996: 34) quotes Peters as saying, “I observe the power of the team is so great that it is often wise to violate common sense and force a team structure on almost anything … companies that do, will achieve greater focus, stronger task orientation and enhanced individual commitment.
- Full Text:
- Date Issued: 2007
Identifying financial success factors for SMMEs in the Eastern Cape
- Authors: Krog, Naomi Maria
- Date: 2007
- Subjects: Small business -- Finance -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8570 , http://hdl.handle.net/10948/792 , Small business -- Finance -- South Africa -- Eastern Cape
- Description: In March 1995, the South African government formulated the White Paper for the development and promotion of small business in South Africa to foster an environment in which small and medium enterprises could operate. SMMEs play an important role in job creation in South Africa. The survival of SMMEs is reliant on the abilities of the entrepreneur to succeed. An entrepreneur’s abilities and knowledge plays a very important role in the assessing process when applying for finance. There are various financial institutions in South Africa that have different criteria and turnover requirements to assess such applications. Financial institutions include banks, funds and privately owned institutions. The purpose of this study was to identify the financial success factors for SMMEs in the Eastern Cape. During the study, 32 success factors were identified. The most important factors amongst these include financials, knowledge of management, competition / market, past conduct of banking account, source of repayment, purpose, business ability / product, collateral, capital and industry risk / knowledge. These findings resulted in the various recommendations, as well as suggestions for further research opportunities.
- Full Text:
- Date Issued: 2007
- Authors: Krog, Naomi Maria
- Date: 2007
- Subjects: Small business -- Finance -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8570 , http://hdl.handle.net/10948/792 , Small business -- Finance -- South Africa -- Eastern Cape
- Description: In March 1995, the South African government formulated the White Paper for the development and promotion of small business in South Africa to foster an environment in which small and medium enterprises could operate. SMMEs play an important role in job creation in South Africa. The survival of SMMEs is reliant on the abilities of the entrepreneur to succeed. An entrepreneur’s abilities and knowledge plays a very important role in the assessing process when applying for finance. There are various financial institutions in South Africa that have different criteria and turnover requirements to assess such applications. Financial institutions include banks, funds and privately owned institutions. The purpose of this study was to identify the financial success factors for SMMEs in the Eastern Cape. During the study, 32 success factors were identified. The most important factors amongst these include financials, knowledge of management, competition / market, past conduct of banking account, source of repayment, purpose, business ability / product, collateral, capital and industry risk / knowledge. These findings resulted in the various recommendations, as well as suggestions for further research opportunities.
- Full Text:
- Date Issued: 2007
Improving the service quality of a civil consulting engineering firm through benchmarking
- Authors: Bellingan, Werner
- Date: 2007
- Subjects: Performance -- Measurement , Quality assurance -- Measurement
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8746 , http://hdl.handle.net/10948/743 , Performance -- Measurement , Quality assurance -- Measurement
- Description: The civil engineering industry in South Africa has seen a steady decline in the number of professionals during the last few decades, however it is expected that the government and private sectors are to spend over R200 billion on infrastructure in the next few years. This increases the demand on civil consulting engineering firms to achieve greater productivity, with reduced time and human resources, which has had a profound effect on the quality of service delivered to clients. These firms need to gain a competitive advantage by consistently providing Service Excellence, which is superior to their competitors. One way of achieving this is by benchmarking firms against their competitors. In this research paper the Service Quality and Service Recovery procedures of Company X in Port Elizabeth were benchmarked against its competitors using a customised form of the recognised SERVQUAL research instrument - the SERVPERF questionnaire. The results proved to be invaluable because the survey revealed insightful information which can be used to their strategic benefit. Civil consulting engineering firms need to be aware that Service Excellence is an imperative in the service industry, but do not necessarily have to be perfect. Firms simply need to outperform their competitors to be rated as market leaders. Strategies to improve the Service Quality and Service Recovery of the firm under review are suggested and this work concludes with suggestions for future research projects, which may be beneficial to the researcher, the civil engineering industry and the economy of South Africa.
- Full Text:
- Date Issued: 2007
- Authors: Bellingan, Werner
- Date: 2007
- Subjects: Performance -- Measurement , Quality assurance -- Measurement
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8746 , http://hdl.handle.net/10948/743 , Performance -- Measurement , Quality assurance -- Measurement
- Description: The civil engineering industry in South Africa has seen a steady decline in the number of professionals during the last few decades, however it is expected that the government and private sectors are to spend over R200 billion on infrastructure in the next few years. This increases the demand on civil consulting engineering firms to achieve greater productivity, with reduced time and human resources, which has had a profound effect on the quality of service delivered to clients. These firms need to gain a competitive advantage by consistently providing Service Excellence, which is superior to their competitors. One way of achieving this is by benchmarking firms against their competitors. In this research paper the Service Quality and Service Recovery procedures of Company X in Port Elizabeth were benchmarked against its competitors using a customised form of the recognised SERVQUAL research instrument - the SERVPERF questionnaire. The results proved to be invaluable because the survey revealed insightful information which can be used to their strategic benefit. Civil consulting engineering firms need to be aware that Service Excellence is an imperative in the service industry, but do not necessarily have to be perfect. Firms simply need to outperform their competitors to be rated as market leaders. Strategies to improve the Service Quality and Service Recovery of the firm under review are suggested and this work concludes with suggestions for future research projects, which may be beneficial to the researcher, the civil engineering industry and the economy of South Africa.
- Full Text:
- Date Issued: 2007