A critical analysis of the information technology infrastructure outsource deal between Trans Hex Operations and Commsco
- Authors: Makka, Ferrandi W
- Date: 2005
- Subjects: Contracting out -- Management , Information technology -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8545 , http://hdl.handle.net/10948/1595 , Contracting out -- Management , Information technology -- South Africa
- Description: The outsourcing market for information technology services has been transformed over the last few years. Outsourcing, once inspired primarily by cost reductions, now forms part of overall company strategies in order to improve focus. Intent: The purpose of this research project is to conduct a critical analysis of the outsourcing of information technology infrastructure. In particular, this paper will focus on the process followed and on adherence to good corporate governance and business ethics. This dissertation addresses (i) the strategic reasons for outsourcing, (ii) reasons for not outsourcing, (iii) the different types of models available, (iv) the outsourcing process to follow, and (v) the risks associated with outsourcing. These five aspects were all empirically tested in Trans Hex. Findings: The main findings were that (i) no recognized formal process had been followed; (ii) the risk profile of the outsourcing company changed and (iii) a post-outsourcing review is required to determine whether the process is working as planned and to identify opportunities for improvement. Conclusion: A new approach is needed to improve the viability and success of outsourcing information technology infrastructure. Based on the present findings it is argued that a holistic approach to information technology infrastructure outsourcing should be adopted which combines several outsourcing processes into a company-specific outsourcing process framework.
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- Date Issued: 2005
A development of solutions to the problems experienced by expatriates in multinational corporations
- Authors: Faas, Pamella Misiwe
- Date: 2005
- Subjects: International business enterprises -- Management , International business enterprises -- Personnel management , Employment in foreign countries
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8548 , http://hdl.handle.net/10948/424 , International business enterprises -- Management , International business enterprises -- Personnel management , Employment in foreign countries
- Description: The objective of this study is to investigate the reasons for international assignments ending in failure, using the current models of expatriates’ premature withdrawal decisions, so as develop solutions to those problems. Studies of expatriate failure and effects of expatriate satisfaction on organisational performance have been conducted but most of them in the overseas countries. These studies revealed that the practice of employing expatriates is a strategic move on the part of the multinational corporation to increase the international experience and knowledge base of present and future managers. Even though studies on strategies that companies can use have been done extensively, research still shows that a large number of overseas assignments end in failure. Failure being described as the premature return to the home country, not being able to adjust in the host company or country and immediately living the company upon return from the assignment. It is for this reason that in the researcher decided to investigate what could be the reasons that cause the expatriates to return home early. The research will be of importance to South Africa firstly, as organisations that are operating globally will copy the business systems and processes practiced in developed countries, and later bring knowledge, skills and expertise that will help in boosting the economy of the country. Secondly, the organisation's Human Resource Management will develop practices to ensure the successful and effective retention of expertise. Expatriate failure will be reduced and the process of repatriating expatriates will be meaningful. Individuals assigned will not find it difficult to adjust in the parent company, and later take the skills they have learnt to another company. Thirdly, managers generally will understand the challenges that accompany expatriation, and be able to meet those challenges. The research becomes an investigative research as one tries to establish if there is concurrence or deviation with the current models. A sample is drawn from a list of international companies that have operations overseas. The researcher has tried to get responses from companies in all provinces of South Africa so that the sample can be fully representative. The questionnaire is used as it is a common instrument for observing data beyond the physical reach of the researcher. The questions were selected to address each of the factors affecting decisions to withdraw from the country of assignment. Responses from the expatriates have helped to develop a new model that encompasses all the factors that cause the expatriates to leave the assignment early as well to develop solutions to the problems. This will not only help the multinational corporations to save on costs, but will also ensure that the company and the expatriate benefit from international assignment.
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- Date Issued: 2005
A model for the efficient strategic management of the port of Ngqura
- Authors: Mokheseng, Mokheseng Johnny
- Date: 2005
- Subjects: Strategic planning -- South Africa , Harbors -- South Africa -- Port Elizabeth , Port Ngqura (Port Elizabeth, South Africa)
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8546 , http://hdl.handle.net/10948/417 , Strategic planning -- South Africa , Harbors -- South Africa -- Port Elizabeth , Port Ngqura (Port Elizabeth, South Africa)
- Description: Ports are the backbone of the economy of countries endowed with shorelines and they spearhead foreign trade through the importation and exportation of goods to and from their domestic markets. The newly constructed Port of Ngqura will be the outlet for exports of semi-finished and finished goods produced in the Coega IDZ and will also receive raw material to be processed. Its position at the center of the world’s main trade routes, equidistant from American, European and the Pacific Rim regions makes the Coega IDZ the ideal location for any manufacturer adding value to raw materials, components and producing goods bound for the world markets. Traditionally the ports have been developed and operated by the government enterprises. Recently all these are changing in many countries all over the world, with more private participation in the development and operations of the ports. This evolution has entrusted Port Authorities in taking control over port planning, broad regulation of shipping and port operations, applying conventions, laws and rules. South Africa is no exception to these winds of change, hence the adoption of the new port bill in managing all ports in the country. The Port of Ngqura will then serve as a benchmark for all other ports, with a new management structure which will help the port to be efficient. The study addresses the model for the efficient strategic management of the Port of Ngqura. The model looks into placing the Port of Ngqura ahead of its competitors through efficiency in port management and operations. Efficient ports are catalysts, facilitators and attractors of international sea borne trade. Competitive efficiency is achieved by employing the best suited port equipments, facilities and technology to cater for customer’s needs and requirements. A successful port must be able to constantly adopt new roles in order to cope with the ever changing market environment.
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- Date Issued: 2005
A model for the implementation of the T.A.S.K. job evaluation system at municipalities in the Eden, Overberg, and central Karoo region
- Authors: Van Rooyen, André
- Date: 2005
- Subjects: Job evaluation , Municipal government -- South Africa , Municipal government -- South Africa -- Personnel management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:9269 , http://hdl.handle.net/10948/178 , Job evaluation , Municipal government -- South Africa , Municipal government -- South Africa -- Personnel management
- Description: The analysis of jobs and roles is one of the most important techniques in personnel management. It provides the information required to produce job descriptions and person- and learning / training specifications. It is of fundamental importance in organisation and job design, recruitment and selection, performance management, training management development, career management, job evaluation and the design of pay structures. These constitute most of the key processes of personnel management. In terms of the Local Government: Municipal System Act, a municipal manager, within a policy framework determined by the municipal council and subject to any applicable legislation, must - • approve a staff establishment for the municipality ; • provide a job description for each post on the staff establishment ; • attach to those posts the remuneration and other conditions of service, as may be determined in accordance with any applicable labour legislation ; and • establish a process or mechanism to regularly evaluate the staff establishment and, if necessary, review the staff establishment and the remuneration and conditions of service. The overall purpose of the research was to develop a model for the implementation of the Tuned Assessment of Skills and Knowledge (T.A.S.K.) job evaluation system at municipalities, in the Eden/Overberg/Central Karoo region. The research methodology comprised of the following steps: • a literature study on job evaluation and a discussion of the different job evaluation systems with special reference to the T.A.S.K. job evaluation system ; • the development of a model for the implementation of the T.A.S.K. job evaluation system in the Eden/Overberg/Central Karoo region ; and • the empirical data required to achieve the research objective which was obtained by means of postal and electronic questionnaires to employees of the various municipalities in the geographical area that will be covered by this research. The following recommendations are made regarding the data obtained from this study: Firstly, briefing sessions at municipalities must include employees of all levels and the following methods must also be added to the process - • Insert articles in the in-house newsletter ; and • Attach a memorandum to employees’ pay advice, informing them about the T.A.S.K. job evaluation system and later on about the progress of the process. Secondly, all disputes regarding placement must be resolved before employees are allowed to draw up their relevant job descriptions.
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- Date Issued: 2005
A study of the barriers to career progress of women in an organisation
- Authors: Pillay, Sadeshini Shunmugan
- Date: 2005
- Subjects: Glass ceiling (Employment discrimination) -- South Africa , Sex discrimination against women -- South Africa , Sex discrimination in employment -- South Africa , Women employees -- Promotions -- South Africa , Sex role in the work environment -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8731 , http://hdl.handle.net/10948/822 , Glass ceiling (Employment discrimination) -- South Africa , Sex discrimination against women -- South Africa , Sex discrimination in employment -- South Africa , Women employees -- Promotions -- South Africa , Sex role in the work environment -- South Africa
- Description: Due to the continual constant battle women have to face in order to progress in the workplace, it has become necessary to assess the degree of transformational change within the workplace within South Africa to try to establish just what these barriers are and how it can be overcome. To examine the main problem, three sub-problems were identified. The first sub-problem that had been identified dealt with what the women’s rights in the new South Africa. It was investigated by evaluating the situation in the New South Africa and what has changed from the past. Is there more gender equality or not. The second sub-problem looked at the barriers that women face in the workplace. It is evident that sexual harassment, male chauvinism, trying to balance work and family as well as organisational structure and culture were among the top barriers that are a hindrance to women’s advancement in the workplace. Finally, the third sub-problem investigated what the glass ceiling effect is and the effect that this has on women in the workplace. The investigation evaluated, and emphasised the difficulties that women face in order to progress in the hierarchy of not only management but other occupations as well. Results have shown that most females and males believe that the glass ceiling is prevalent in the workplace. Most people believe that women can however break through the glass ceiling but now there is a new phenomenon, “The Glass Cliff” which allows women to break through the glass ceiling but only of organisations that are already in trouble.
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- Date Issued: 2005
A study of the use of value based management (VBM) by multinational entities in the Eastern Cape motor industry cluster (ECMIC)
- Authors: Blouw, Mbuyiselo Edwin
- Date: 2005
- Subjects: Corporations -- Valuation , Automobile industry and trade -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8550 , http://hdl.handle.net/10948/421 , Corporations -- Valuation , Automobile industry and trade -- South Africa
- Description: Management’s response to shareholders’ return on investment as a priority occurs in an increasingly dynamic environment. Accompanying these activities is the need to realign responsibilities and to allocate scarce resources effectively. This is done in order to ensure that companies achieve global competitiveness and increase shareholders’ return on investment. Against this backdrop, local industry needs to find new methods or strategies in order to achieve world-class competitiveness, and to be able to access foreign investment. One way to achieve these goals is through Value Based Management (VBM). The objective of this study is to evaluate the strategic intent of Multinational Entities in applying VBM to increase shareholders’ return on investment. Based on the study, certain factors are critical to ensure the success of VBM. A postal survey to managers in the motor manufacturing and component manufacturing companies was conducted to check the managers’ familiarity with VBM, and their scope, and usage of VBM; and, based on the finding, to evaluate the impact of VBM on companies’ results. The empirical finding was compared with a literature review, and the following findings were made: There is a strong understanding and application of the VBM principle on the part of local entities with Foreign Direct Investment (FDI); Departmental performance is critical to an entity’s overall performance; Based on the study, 23 per cent of the respondents use Economic Value Added (EVA) as an internal reporting measure, and an average of 19 per cent use other metrics; A total of 89 per cent of respondents indicated that they strongly agree with the use of incentives for motivation. The above-mentioned points were covered by means of 4-M framework ― that is: Measurement, Management, Motivation, and Mindset.
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- Date Issued: 2005
A study towards the implementation of a fire service operational structure in the Eden District Municipality area
- Authors: Van Rooyen, Zanda
- Date: 2005
- Subjects: Fire departments -- South Africa -- Western Cape , Eden District Municipality (Western Cape, South Africa) , Fire prevention -- South Africa -- Western Cape , Fire stations -- South Africa -- Western Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8597 , http://hdl.handle.net/10948/408 , Fire departments -- South Africa -- Western Cape , Eden District Municipality (Western Cape, South Africa) , Fire prevention -- South Africa -- Western Cape , Fire stations -- South Africa -- Western Cape
- Description: The Eden District Municipality (EDM) is a local authority whose area of responsibility covers the Garden Route and also includes the Klein Karoo. The boundaries are from Storms River in the east, to Swellendam in the west and the Swartberg Mountains in the north. The EDM covers a very big area with seven big municipalities to consider and work with. Five of the municipalities, Langeberg, Mossel Bay, Knysna, George and Oudtshoorn have their own fire fighting services. The EDM fire fighting serves mainly the rural area. This is very costly due to the large distance required to travel to a fire, whereas the local municipalities are operating in their own towns. The new municipal boundaries include the rural areas, but the municipalities cannot service the rural areas because they do not as yet charge rates in the rural areas and therefore there is no revenue for the fire fighting service. They operate on the basis of verbal working agreements that make coordination of fire fighting very difficult. The fire fighting functions of the EDM as a category C municipality and the local municipalities as category B municipalities have been specified in the Municipal Structure Act. The allocation (division) of functions and powers relating to fire fighting service between the district municipality and local municipalities as determined by the Municipal Structure Act (Act 117 of 1998) has not been done. Due to the lack of invested capital, the resources are in a bad state. Some of the services have no capacity to attend to chemical fires or hazardous substance emergencies. Internationally, private fire fighting services can be contracted by government departments. These private fire fighting services are very large and the areas that they serve are extensive. These services have their own personnel structures functioning in an organisational structure that serves them well. These private services are very cost-effective and can therefore offer reasonable rates. Based on an investigation of various fire fighting services and different structures, the proposed structure for fire fighting in the EDM area will be a combination of structures. The diverse nature of the area will make the location of a sectoral structure and extension of its capacity difficult, and several factors that will impact on an new structure must be kept in mind. If all works well it will be relatively easy to achieve the five operations performance objectives envisaged for restructuring namely quality, speed, dependability, flexibility and cost.
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- Date Issued: 2005
An analysis of key factors responsible for and influencing the rate of employee absenteeism in the construction sector with specific reference to the Ngqura Harbour project
- Authors: Koen-Müller, Magdel
- Date: 2005
- Subjects: Absenteeism (Labor) -- South Africa -- Port Elizabeth , Construction industry -- South Africa -- Port Elizabeth
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:9263 , http://hdl.handle.net/10948/152 , Absenteeism (Labor) -- South Africa -- Port Elizabeth , Construction industry -- South Africa -- Port Elizabeth
- Description: Absenteeism places huge financial burdens on organisations and has a detrimental effect on productivity. Aware of the direct and indirect costs associated with absenteeism, management must determine what factors are responsible for the absenteeism and how these factors can be rectified in order to reduce the rate of employee absenteeism in the organisation. The study’s main aims were firstly to determine which key factors are responsible for employees being absent from work and secondly, how they can be rectified in order to reduce absenteeism. From the data that was obtained from the literature study stress, substance abuse, lack of job commitment and organisational factors account for some reasons given for absenteeism. Employee absenteeism may also be partly due to not enough emphasis being placed on career development, staff retention and salaries. Other causes of absenteeism include personal responsibilities, lack of motivation and low morale in the workplace. Only recently have managers become aware of the true impact which alcohol and substance abuse have on organisations. More productivity is lost through on-the-job absenteeism than due to any other single factor. On-the-job absenteeism is difficult to define and very difficult to identify. Such absenteeism includes the presence of employees at work while they are sick but incapable of performing to their true capabilities – this often occurring on Mondays or Fridays or the day after payday. With current staff retention programs, mergers and joint ventures, organisations now demand the same level of production with fewer employees. This has given rise to an increase in the level of stress employees experience, which led to stress becoming a key factor responsible for absenteeism. When managing absenteeism the implementation of a proper measurement system is essential. This will enable the company to determine the extent of their absenteeism. An evaluation and comparison of these statistics over a period of time will also shed light on the nature of the absenteeism. These will result in the proactive handling of a company’s absenteeism. This is also the first step away from the acceptance of absenteeism and subsequently the nurturing of an absence culture. Employers can take a number of steps to reduce absenteeism, such as giving responsibility for absence management to senior or human resource managers rather than line managers, introducing return to work interviews, introducing discipline procedures and others. The great majority of absence management solutions completely overlook organisational factors, instead focusing on individual, claim processing and health-related factors in the quest to reduce lost productive days. Absence management programs should focus on organisational (not individual) drivers of absence to encourage a present and committed workforce. Absenteeism will never be eradicated, but through careful management organisations can reduce the absentee rate and the effect it has on the organization.
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- Date Issued: 2005
An assessment of strategies used to retain nurses in selected hospitals in the Nelson Mandela Metropolitan Municipal area
- Authors: Zweni, Sisilo Sylvia
- Date: 2005
- Subjects: Employee retention -- South Africa -- Nelson Mandela Metropole , Nurses -- South Africa -- Nelson Mandela Metropole , Labor turnover -- South Africa -- Nelson Mandela Metropole
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:9260 , http://hdl.handle.net/10948/147 , Employee retention -- South Africa -- Nelson Mandela Metropole , Nurses -- South Africa -- Nelson Mandela Metropole , Labor turnover -- South Africa -- Nelson Mandela Metropole
- Description: The harsh realities currently facing public hospitals such as budget cuts, understaffing and poor working conditions, have resulted in nurses experiencing low morale and finding it increasingly difficult to stay in the public health sector. The obvious targeting of South African nurses by recruitment agencies with job offers to work overseas is causing a massive skills’ drain that the country cannot afford. The situation is further compounded by the fact that the government is freezing posts of those nurses who have resigned. Consequently, nurses who are currently working in these hospitals have to cope with unreasonable workloads. Public hospitals are nowadays faced with the challenge of delivering quality health care within the constraints of gross staff shortages, and an increasingly competitive global health environment. The main objective of this study was to identify strategies that can be implemented by hospitals in order to reduce turnover, thereby enhancing retention of staff. Interviews were conducted with the matrons-in-charge of the hospitals under study to investigate strategies that are in place to improve retention. Secondary data regarding staff turnover in the hospitals under study was collected and analysed. It emerged that there are no concrete strategies in place to lower turnover. Hospitals are indeed experiencing staff turnover and posts that were vacated by those nurses that have resigned are frozen. The literature survey revealed three strategies that can be utilised to retain employees, namely, motivation strategies, effective leadership strategies and human resources strategies. Based on various literature reviews, it was concluded that the three strategies are interrelated. The empirical survey was conducted at the three selected hospitals, to determine the extent to which the retention strategies identified in the literature survey are being utilised. All three are invariably used in the hospitals. It is evident that the leadership behaviour in these hospitals affects the level of motivation of employees. The extent to which some of the human resources strategies are utilised invariably leads to low morale and dissatisfaction among employees. Lastly, research findings were assessed with the aim of drawing conclusions so that appropriate recommendations could be made. Recommendations focused on the retention strategies that can be implemented to boost morale of employees and enhance retention.
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- Date Issued: 2005
An assessment of the recruitment and selection strategies used in the sales department of Old Mutual Group Schemes in the Eastern Cape
- Authors: Booi, Solomzi Kaya
- Date: 2005
- Subjects: Employees recruiting , Insurance agents -- Recruiting -- South Africa -- Port Elizabeth , Old Mutual (Cape Town, South Africa) Employees , Group insurance
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:9261 , http://hdl.handle.net/10948/150 , Employees recruiting , Insurance agents -- Recruiting -- South Africa -- Port Elizabeth , Old Mutual (Cape Town, South Africa) Employees , Group insurance
- Description: The aim of this research was to assess the recruitment and selection strategies used in the sales department of Old Mutual Group Schemes (OMGS) in the Eastern Cape. The company hopes to stem the high labour turn over in OMGS. After the Labour Relations Act 66 of 1995 (LRA) and Employment Equity Act 55 of 1998 (EEA) were promulgated, organisations in this country introduced new recruitment and selection policies. The challenge to most organisations is the implementation of these policies by managers. The requirements of these two legislations create problems for small companies because of the high costs involved especially in the implementation stages. The organisation incurs costs in the development of the new processes and the training of staff. Even after the new processes, labour turnover did not improve in OMGS. Senior management is trying any means possible to rectify the situation. The company policy was examined against the literature available and the recruitment and selection processes of different authors were investigated. The findings indicated that some steps in the recruitment and selection processes were not followed. It was recommended that the organisation use more recruitment sources to broaden the scope of accessing more suitable applicants.
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- Date Issued: 2005
An assessment of the viability of establishing a hyperbaric oxygen therapy facility in the Nelson Mandela Metropolitan Municipality area
- Authors: Allie, Dean Gerard
- Date: 2005
- Subjects: Hyperbaric oxygenation -- South Africa -- Nelson Mandela Metropole , Hyperbaric oxygenation -- Practice
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:9262 , http://hdl.handle.net/10948/151 , Hyperbaric oxygenation -- South Africa -- Nelson Mandela Metropole , Hyperbaric oxygenation -- Practice
- Description: At present, the Eastern Cape is the only province in South Africa lacking a clinical hospital-based hyperbaric facility. East Cape Hyperbaric, to be situated at Greenacres Hospital in the Nelson Mandela Metropolitan, will offer the Eastern Cape community access to a world-class facility that will offer their patients Hyperbaric Oxygen Therapy and a Wound-Healing Facility. The objective of this study was to assess the viability of establishing a Hyperbaric Oxygen Therapy (HBOT) facility for the Nelson Mandela Metropolitan Municipality (NMMM), using sound business planning principles. A business plan precisely defines the business, identifies the goals, and serves as the firm's resume. A business plan will assist in allocating resources effectively, handle unforeseen complications, and assist in making sound business decisions. Because it provides specific and organized information about the company and how the company will repay borrowed money, a good business plan is a crucial part of business planning. In order to quantify the demand for a Hyperbaric Oxygen Therapy facility, a questionnaire was designed, in such a manner as to identify the current demand for a HBOT facility. The questionnaires were distributed to all medical practitioners within the NMMM by means of fax, e-mail and hand-delivery. Research conducted indicates that the results are promising enough to warrant the expedient creation of this business facility.
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- Date Issued: 2005
An investigation into the extent of focus by Metropolitan Retail, South Africa on the technology innovation capabilities and perspectives
- Authors: Motsoeneng, Thato Simon
- Date: 2005
- Subjects: Business enterprises -- Technological innovations , Insurance companies -- Technological innovations -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8599 , http://hdl.handle.net/10948/415 , Business enterprises -- Technological innovations , Insurance companies -- Technological innovations -- South Africa
- Description: This paper reviews the literature on innovation in order to build an agenda for an investigation into the extent to which Metropolitan Retail, within Metropolitan Life Pty in South Africa, focuses on technology innovation capabilities and perspectives. The research was conducted in the areas of, technology innovation capabilities, perspectives guiding the business strategy to integrate and accelerate innovation and contextual aspects influencing innovation perspectives. The extent of focus by the firm on capabilities and perspectives was measured. Data gathered was disseminated and processed by means of Microsoft Excel spreadsheets. The results on current focus indicate that the firm’s focus is mostly on improving core business, although the extent is less than adequate. In other words, generate incremental innovations that can be developed and implemented rapidly and inexpensively. This approach of implementing innovation is in line with the business strategy, more specifically, with the objective of reducing costs and making profits. The findings of the research further suggest that the firm should consider focusing mostly on exploiting strategic advantages. In many firms the fundamental emphasis on technology innovation in developing products, processes and services is thought to determine their ability to cope with never ending customer demands and competitive practices. Coupled with this thought is a reality of high failure rate of technology innovation projects. Against this backdrop, general managers are faced with strategic innovation options, which can make or break firms. Changes in the economic and government environments influence the innovation approach of the firm most. These changes have undoubtedly presented firms with opportunities as well as risks. Possibly the greatest challenge confronting general managers in this context is the building of critical capabilities to enhance the firm’s agility. This challenge presents opportunity for further research.
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- Date Issued: 2005
Barriers confronting small and micro tourism enterprises of previously disadvantaged entrepreneurs in the Nelson Mandela Metropole
- Authors: Clay, Mzwake Richard
- Date: 2005
- Subjects: Small business -- South Africa -- Nelson Mandela Metropole , Tourism -- South Africa -- Nelson Mandela Metropole , Entrepreneurship -- South Africa -- Nelson Mandela Metropole
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8536 , http://hdl.handle.net/10948/422 , Small business -- South Africa -- Nelson Mandela Metropole , Tourism -- South Africa -- Nelson Mandela Metropole , Entrepreneurship -- South Africa -- Nelson Mandela Metropole
- Description: The research problem in this study was to look at barriers confronting small and micro tourism enterprises of the previously disadvantaged entrepreneurs in the Nelson Mandela Metropole. To achieve this objective, literature on the barriers confronting these enterprises, was reviewed. The empirical results obtained indicate a strong concurrence with the literature study emphasizing the importance of the barriers identified and the possible ways of resolving them. The main problems identified in the literature review were: lack of institutional support, legislation, lack of access to finance, and lack of entrepreneurial skill (planning and organizing, marketing, training and human resources, time management, conflict resolution and negotiation skill). These barriers identified in the literature study were then used to develop a questionnaire to test the extent to which small and micro tourism enterprises are constrained by barriers when starting up and how these barriers can be resolved. A sample of 18 small and micro tourism businesses was taken, one from Uitenhage and 17 from Port Elizabeth. The main results were that there are few small and micro tourism businesses of the previously disadvantaged entrepreneurs in the Nelson Mandela Metropole. The main reason for this is that previously disadvantaged entrepreneurs are not given adequate support by government institutions created for that purpose. iv Most of these businesses are not getting enough financial support during start-up because of problems with the owners’ credit records. The results also indicate that small and micro tourism businesses of the previously disadvantaged entrepreneurs view legislation intended to develop them, as actually stifling their development, such as the municipal credit laws. The study recommends that more institutional support should be given to small and micro tourism businesses that are starting up, and government institutions responsible for the development of small and micro businesses need to target the previously disadvantaged communities with their marketing. The Nelson Mandela Metropolitan Municipality and the Small Enterprise Development Agency (SEDA) need to conduct research on alternative non-collateral financing for small and micro businesses. More training programmes on business skills have also to be conducted.
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- Date Issued: 2005
Critical analysis of a performance management system used by a tertiary education institution in the Eastern Cape
- Authors: Mkovane, Zenephone Bhekuyise
- Date: 2005
- Subjects: Performance -- Management -- Evaluation , Performance -- Measurement -- Evaluation , Universities and colleges -- Employees -- Rating of -- South Africa -- Eastern Cape , Border Technikon -- Employees -- Rating of
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8567 , http://hdl.handle.net/10948/412 , Performance -- Management -- Evaluation , Performance -- Measurement -- Evaluation , Universities and colleges -- Employees -- Rating of -- South Africa -- Eastern Cape , Border Technikon -- Employees -- Rating of
- Description: As argued by authors like Franzen on whose work the greater part of the introduction, the main problem and sub-problem has been based, the objective of this study was to establish the extent to which the performance evaluation system currently in use at the subject Institution conforms to the benchmark performance management systems as espoused in literature. Further, the objective was to establish the differences and commonalities between the performance management systems practiced in the corporate sector and current practice at the subject Institution. Best practice was thus lifted to form part of the recommendation of this study. A questionaire was designed based on the guidelines in the literature study in order to determine how the subject Institution conducts its performance appraisal and how this relates to the four general purposes of performance management mentioned in the study. The respondents' opinion obtained from the questionaire were compared with the guidelines in literature and clustered around the four identifiable general purposes of performance management. The study concludes with a statement of current practice at the subject Institution, and outlines the extent of conformance to benchmark practice on performance management systems. Recommendations are made based on best practice and direction is given to future research into contemporary practices with the express aim of enhancing quality in higher education applying the quality-related procedures of industry and commerce, where quality is crucial to success (Winch, 1996: 9-13). The current performance management system at the subject Institution proves to be largely conforming to the benchmark. However it should require comments made by the respondents that pertain to improvement.
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- Date Issued: 2005
Developing a decision-making model that best closes the gap between strategy and the capital investment procedure for Cadbury South Africa
- Authors: Wilson, Brendan David
- Date: 2005
- Subjects: Chocolate industry -- Capital investment -- South Africa , Chocolate industry -- South Africa -- Finance , Chocolate industry -- South Africa -- Decision making , Cadbury Ltd
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8596 , http://hdl.handle.net/10948/406 , Chocolate industry -- Capital investment -- South Africa , Chocolate industry -- South Africa -- Finance , Chocolate industry -- South Africa -- Decision making , Cadbury Ltd
- Description: This study addresses the fact that the current Cadbury investment appraisal process does not adequately address the strategic implications of many capital investment decisions. Although attempts are made to quantify, in financial terms, the strategic benefits from a given investment, it appears that many perceived benefits are left out of the appraisal process because they lack precise financial quantification, resulting in managers placing greater reliance on the qualitative dimensions of their investment decision-making such as judgement and intuition. The current Cadbury process is based on the unequivocal advice that academics give to organisations and to managers about how to appraise largescale capital investment projects. The use of discounted cash flow techniques, based upon the discounting of decision contingent cash flows at the organisations opportunity cost of capital is regarded as the definitive investment appraisal technique. On this, the academic literature is clear. Whilst there are strong theoretical justifications for the use of discounted cash flow based models, managers continue to use non-DCF appraisal techniques such as payback irrespective of their theoretical shortcomings. The lack of use of a sophisticated risk assessment model is also disappointing, with Cadbury ignoring individual project risk and adopting a naive approach. Finally, this study indicates that Cadbury managers need not be forced into choosing either an economic/normative approach or a strategic/managerial approach to capital-investment decision-making but that rather a hybrid approach, including both the economic and strategic dimensions of choice, is more applicable for effective strategy incorporation.
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- Date Issued: 2005
Factors influencing employees to seek supervisory positions in manufacturing
- Authors: Ficker, Liezel
- Date: 2005
- Subjects: Supervisors, Industrial , Supervision of employees
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8539 , http://hdl.handle.net/10948/190 , Supervisors, Industrial , Supervision of employees
- Description: This research was undertaken at a hosiery manufacturing plant situated in Cape Town. The two research questions were: 1) What are the main factors that influenced, as well as previously discouraged, current supervisors to seek supervisory positions? and 2) What are the main factors that influence employees to want to become a supervisor, and what factors would discourage them from wanting to become a supervisor? Questionnaires were used as the measuring instrument. The results revealed that internal motivation was the most important factor that positively influenced current supervisors to seek a supervisory position. This was followed by self-perceived management ability, self-belief and confidence factors. Supervisors revealed a low social and affiliation need. Factors that discouraged current supervisors from seeking a supervisory position were limited management involvement, negative work related issues, and self-doubt factors. Most employees, who were not interested in seeking a supervisory position, indicated that there were no factors that would motivate them to want to become supervisors. Amongst the four content theories of motivation, the most relevant theory in interpreting the results was the Herzberg’s two factor theory. He stated that “employees are motivated by their own inherent need to succeed at a challenging task”. This is exactly what was also found in this research. One of the interesting findings is that Herzberg’s hygiene factors played almost no role as a motivator or demotivator for either current supervisors or employees. The significance of the findings for managers is that they should not strive to motivate employees to become supervisors, but rather select people who already have a high level of internal self-motivation. If they are simply looking for good workers, they should select a different type of employee who does not have a high need for achievement.
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- Date Issued: 2005
Military strategy and it's [i.e.] its use in competitive strategy with reference to the Nelson Mandela Metropole automotive industry
- Authors: Fouché, Craig
- Date: 2005
- Subjects: Strategic planning -- South Africa -- Nelson Mandela Metropole , Automobile industry and trade -- South Africa -- Nelson Mandela Metropole , Competition
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8542 , http://hdl.handle.net/10948/177 , Strategic planning -- South Africa -- Nelson Mandela Metropole , Automobile industry and trade -- South Africa -- Nelson Mandela Metropole , Competition
- Description: Presently in the South African automotive industry competition is becoming more fierce. It is becoming more important for companies to concentrate on thier competitive strategies to ensure that they remain competitive in this industry. Military strategy techniques have always been successful in defeating an anemy opponent. An enemy in a military sense could be considered as a competitor in a business sense. There is currently a potential for an improvement of the competitive strategies that South African organisations, in particular the South African automotive industry uses to remain competitive. Military strategists such as Sun Tzu and Carl von Clausewitz have provided valuable strategy theories and philosophies to many military institutions. Military strategies such as Attrition and Maneuver have long been used by these institutions in battle to defeat the enemy. Military strategies could provide the edge that companies ranging from manufacturers, suppliers of components and dealerships need, to remain competitive in the automotive industry.
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- Date Issued: 2005
Optimising the material distribution process for the southern region of Telkom SA
- Authors: Naicker, Kosalin Ganasen
- Date: 2005
- Subjects: Business logistics -- South Africa , Telecommunication -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8547 , http://hdl.handle.net/10948/407 , Business logistics -- South Africa , Telecommunication -- South Africa
- Description: Most government owned telecommunication operators across the world have to deal with a number of regulatory, technology and service challenges, as the industry is liberalised in co-ordinance with worldwide trends. Telkom SA will be facing a number of strategic challenges that will test its ability to survive as a telecommunications company over the next number of years. To remain competitive, Telkom must develop strategies to assure survival in a competitive environment. To assure the long-term survival of Telkom SA when moving into a competitive environment, the organisation must build a sustainable competitive advantage. In the face of increasingly fierce competition, the adoption of collaborative alliances between firms is becoming more and more common and the adoption of a world-class supply chain will be an ideal scenario for Telkom SA. A worldclass supply chain goes beyond the scope of the internal operations of an organisation, therefore the material distribution process was chosen for this study, which involved the internal operations in the organisation. The study included the availability of material up to the transportation of the material to the staging areas. The aim of this research was to identify the inefficiencies of the material distribution process of the Southern Region of Telkom SA to become worldclass. A quantitative technique was used to identify the inefficiencies. It was found that the availability and transportation of material were the inefficient categories, preventing the customer to receive the product or service on time. Communication, inaccurate forecasting and inefficient transportation of material were some of the reasons for not delivering material on time. Some of the recommendations included developing a model that could overcome the current inefficiencies in transportation, improving the communication channels, training and the development of employees at all levels.
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- Date Issued: 2005
Strategies engaged by a South African beverage organisation entering African markets
- Authors: Brink, Andries Petrus
- Date: 2005
- Subjects: International business enterprises , Coca-cola Sabco (Firm) , Soft drink industry -- South Africa , International trade
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8544 , http://hdl.handle.net/10948/410 , International business enterprises , Coca-cola Sabco (Firm) , Soft drink industry -- South Africa , International trade
- Description: Africa is acknowledged as a vast, untapped market for consumer goods as trade barriers are coming down and economies are starting to develop. The need for consumer goods arises with economic activity. This poses the following question, which will be addressed by this research: How can potential African consumer markets be successfully unlocked by a South African beverage organisation, thereby reducing risk of failure and eliminating the cost of a hit-and-miss approach? The secondary study focused on evaluating the aspects involved with risks and the modes of entry into foreign markets. The macro-environmental factors affecting the expansion into foreign markets were investigated to determine what influence they had on the entry mode chosen for a specific country targeted for expansion. Finally the marketing factors influencing the entry mode were analysed. The significance of trade blocs together with the advantages thereof was included in the study. The primary study was based on the theory and principles of existing literature. The Coca-Cola Sabco organisation was taken as a case study. Four countries, namely Kenya, Uganda, Mozambique and Namibia, were investigated. Questionnaires containing a set of questions to satisfy the sub-problems were sent to the various country managers and their first layers of management. Likewise, interviews were conducted with Coca-Cola Sabco head office strategic management. The empirical results obtained, indicated a strong concurrence, with the theory of entry modes and the influences of macro-environmental factors. In certain aspects, however, some contradictions with the theory pertaining to the Coca-Cola Sabco organisation, were observed. The findings concurred with the theory in that risk were minimised by the acquisition of a going concern that already possessed the infrastructure and logistics such as raw material procurement, manufacturing staff skills, distribution networks and political contacts. The empirical results contradict theory with respect to location economies and scale economies, as the Coca-Cola Company’s franchise agreement excludes the exporting of beverage products. Furthermore, Coca-Cola Sabco becomes involved in expansion initiatives only in reaction to an invitation from the Coca-Cola Company and not of its own desire. Therefore, market surveys are conducted subsequent to an invitation from the Coca-Cola Company. South African organisations planning expansion initiatives into emerging African markets need to take the specific macro- environmental factors of the country in question into consideration in order to minimise risk. A franchise agreement restricting exporting as in the case of Coco-Cola Company or any other restrictive agreement, might cause a deviation from contemporary theory, for example, where markets will be assessed for purposes of location and scale economies. Deviations from contemporary theory could also occur where a franchise opportunity is offered in a specific country that may not be the preferred market choice, due to its lack of growth potential.
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- Date Issued: 2005
Strategies for sustaining family business through succession planning and family creed
- Authors: Gwiliza, Nwabisa
- Date: 2005
- Subjects: Family-owned business enterprises -- South Africa -- Succession , Family corporations -- South Africa -- Management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8537 , http://hdl.handle.net/10948/193 , Family-owned business enterprises -- South Africa -- Succession , Family corporations -- South Africa -- Management
- Description: Family business literature reveals that the majority of family businesses do not make it to the second generation, and quite a few are fortunate to be passed onto the third generation. Succession planning is the critical issue that enhances continuity of the family business. Relational influences indicate that the balancing of family systems and business systems is more likely to encourage high quality succession. The development of effective practical governance systems can help the family business achieve its strategy. External influences indicate that owner role adjustment, defined as the predecessor’s “letting go” in the firm, as well as the development and mentoring of the successor, shape the effectiveness of succession in the family business.
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- Date Issued: 2005