A case study of corporate social investment: employing people with intellectual disabilities
- Authors: Pillay, Jayalakshmi
- Date: 2011
- Subjects: Kuyasa Special School (Grahamstown, South Africa) , Rhodes University -- Employees , Social responsibility of business -- South Africa , People with mental disabilities -- Employment -- South Africa , Employee retention -- South Africa , Industrial relations -- South Africa , Vocational guidance -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:733 , http://hdl.handle.net/10962/d1003853 , Kuyasa Special School (Grahamstown, South Africa) , Rhodes University -- Employees , Social responsibility of business -- South Africa , People with mental disabilities -- Employment -- South Africa , Employee retention -- South Africa , Industrial relations -- South Africa , Vocational guidance -- South Africa
- Description: This research was undertaken within the broader concept of Corporate Social Investments and how this concept is integrated within the context of staff retention and what this means for business and creating employment opportunities for people with disabilities. Illustrated through the description of CSI literature and intending to explain the link between CSI and employee retention, research questions presented as part of the outcomes for the research examines notion that there is a relationship between Corporate Social Investment and Employee Retention. Reference to the case study "Rhodes / Kuyasa Partnership" illustrates how such partnerships attempt to create opportunities for the community, the organisation, people with disabilities and employees at large. The case study was written to be used as a teaching case study in the context of Human Resources, Business Sustainability and Corporate Social Investment. The effectiveness and viability of the Kuyasa / Rhodes partnership will highlight acceptance and or non acceptance of people with disability by the non-disabled workforce. This case study will highlight CSI linkages that lead to staff retention, higher job satisfaction, lower turnover of staff, enhanced community engagement, creating opportunities that accommodate people with special needs, developing models that can be replicated in other organisations, creating additional opportunities for existing staff. Metcalf (2008:61) suggests that organisations need to ensure that the leadership and organisation culture within organisations is appropriate to engage staff with disabilities and non-disabled staff, and that their most senior managers demonstrate their commitment to develop, and help others develop, in the same way. The Kuyasa Rhodes Partnership may have started off as a Retention Strategy, however has given rise to a social initiative that can be replicated in other enabling organisations. The case study material was acquired through one on one interviews, and a focus group session on the effectiveness with the retention of such employees with intellectual disabilities, internship and mentoring issues, and as well as issues such as affirmative action, and the benefits and shortcomings of staff retention to the organisation. Key stakeholders interviewed for this case study expressed differing view -points, and in particular the benefits and shortcomings of this initiative. The Rhodes Kuyasa initiative appears to have achieved some success in enabling young adults / learners to work in a mainstream working environment by developing employment skills and life skills, and by improving their employment opportunities. Factors critical to the continuation of such initiatives included: the close involvement with both partners (Rhodes and the Kuyasa Special School), the sensitive treatment of the learners, and creating internal departmental partnerships within the Rhodes environment. A selected group of ten learners were mentored and provided with full time employment within the industrial Campus Food Services facility. Discussion that was highlighted in the case study must give consideration to a more investigative approach into overcoming the barriers of discrimination in the workplace and the major barriers to skills development. These have highlighted a number of relatively consistent themes around what were the successful and unsuccessful strategies. Integration of people with disabilities within the Rhodes University service areas has had positive effects for the disabled learner and employee workplace. People with disabilities indicated on how having mainstream employment allowed them to be independent, have a purpose in life and enhance their self worth in their communities and place of employment. Furthermore, being employed had positive repercussions on the person‘s co-workers. By demonstrating their competence, people with disabilities have had significant impact on other people‘s attitudes to disabled persons. Discussions held with the Principal of the Kuyasa Specialised School highlighted the need for crucial planning within special schools for disabled people in the area of transition from school to skills development and work. Skills development guidance is important in ensuring a choice of relevant interventions and obtaining the necessary information. Some staff expressed frustration at being with co-workers who questioned their presence and placement in the kitchen environment. Even though the disabled person was suitably placed they faced stereotypical behaviour and attitudes from their co-workers on what people with disabilities can or cannot do. Staff with intellectual disabilities commented that their co-workers see them as needing constant attention and care and not being capable of working. Some of the staff with disabilities had to work much harder to be recognised by their co-workers and supervisors. Currently few people with disabilities seem to be receiving career guidance while at school, as reflected in the case studies. One person with an intellectual disability described how the intervention of developing a comprehensive school leaving plan, which was then implemented by the school, allowed for good transition from school to Rhodes University. The role of personal factors such as life skills, personal motivation, the desire for personal achievement and a positive attitude were common themes that came out of the focus group. Initiatives to ensure that people accept themselves, their circumstances and are able to express their desires and realise their dreams are important factors. In addressing the barriers, co-worker attitudes make a big difference to how effectively the disabled person is able to participate in the training and employment. The future focus must be enabling and in line with successes and failures in the areas of employee integration in the workplace, life-skills development for people with disabilities. A clear career guidance plan should be developed for all disabled children before they leave school. This plan should include provision of adequate information on different career options and training. The negative attitudes of co-workers and supervisors should be changed by providing training support to ensure that they feel confident to meet the needs of disabled staff. Employers should be providing support and information on how to meet the needs of disabled employees. People with intellectual disabilities are an integral part of the South African population. Business and social enterprises need to have a focused inclusive strategy to integrate people with intellectual disabilities within the South African society to ensure equity and diversity awareness. Working with people with intellectual disabilities has been the focus of this research to ensure long term sustainable employment, CSI and Employment equity. Integrating Corporate Social Investment policies with Human Resources Equity policies are important factors in ensuring that people with intellectual disabilities are a fundamental focus in recruitment and retention strategies within business and social enterprises. Initiatives such as the Kuyasa / Rhodes Partnership are attempting to align to the overall objectives of incorporating people with intellectual disabilities into mainstream work, in particular, with the objective of incorporating people with disabilities in some accessible sections within the organisation. This contributes to the Rhodes University Campus Food Services becoming an example of excellence in the CSI and employee retention field. It is hoped that this teaching case study will make an important contribution to students learning about sustainable business practices, and for business focusing on employment recruitment and retention strategies to integrate people with intellectual disabilities within their organisations.
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- Date Issued: 2011
A formative evaluation of the implementation process of the supply chain management policy framework in Eastern Cape Provincial Administration
- Authors: Sandler, Jeanette Louise
- Date: 2011
- Subjects: Business logistics -- Management -- South Africa -- Eastern Cape Public administration -- South Africa -- Eastern Cape Materials management -- South Africa -- Eastern Cape Industrial procurement -- Management -- South Africa -- Eastern Cape Administrative law -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:746 , http://hdl.handle.net/10962/d1003867
- Description: The Eastern Cape Provincial Administration has, since the promulgation of the Supply Chain Management Policy Framework in 2003, been challenged with the implementation of the said Policy.Some departments have progressed better than others, but all of the provincial departments have been challenged in one way or another.It was therefore, necessary to research the reasons for the erratic implementation process by the different departments. An analysis, based on answers provided by senior officials of the Eastern Cape Provincial Administration in an interviewing process, was needed to get an understanding of the challenges the departments are faced within the implementation process. In order to provide quality goods and services, this dissertation aims to evaluate the implementation process, provide insight to the challenges that the departments are faced with and offer recommendations on how to remedy these challenges. The lessons learned from this research study will assist the provincial departments to re-engineer their implementation processes and move forward to greater success and embracement of the Supply Chain Management policy Framework.
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- Date Issued: 2011
An evaluation of the feasibility of obtaining payment for ecosystem services for the Baviaanskloof Nature Reserve
- Authors: Erlank, Wayne Michael
- Date: 2011
- Subjects: Ecosystem services -- South Africa -- Eastern Cape Ecology -- Economic aspects -- South Africa -- Eastern Cape Environmental economics -- South Africa -- Eastern Cape Water-supply -- South Africa -- Eastern Cape Water-supply -- South Africa -- Eastern Cape -- Management Water resources development -- South Africa -- Eastern Cape Nature conservation -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:742 , http://hdl.handle.net/10962/d1003862
- Description: Cities must go further and further away to find new, more costly sources of water for human consumption while industries and agriculture continue to compete for increasingly scarce water resources. This may already be seen occurring within the Nelson Mandela Bay Metro where the severe drought being experienced during the past 18 months has severely depleted water supply dams. One of the main supply dams to the Nelson Mandela Bay Municipality is situated within the Baviaanskloof Nature Reserve and World Heritage Site. The potential of funding the Baviaanskloof Nature Reserve and World Heritage Site with payments for ecosystem services (water) obtained for water services supplied to the Nelson Mandela Bay Municipalities and agriculture in the Gamtoos River Valley will ensure financial sustainable for the Baviaanskloof Nature Reserve and World Heritage Site in the long term. This ability to become financially independent and generate its own income will place the Baviaanskloof Nature Reserve and World Heritage Site in a unique position within the conservation community in South Africa as only a very few protected areas are self sustaining through payment for an ecosystem service.
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- Date Issued: 2011
An evaluation of the marketing and distribution channels of the Mzuzu Coffee Planters Cooperative Union (MZCPCU)
- Authors: Jussa, Leman Abdulrazak Wyson
- Date: 2011
- Subjects: Mzuzu Coffee Planters Cooperative Union Coffee -- Marketing -- Malawi Marketing channels -- Evaluation -- Malawi Agricultural development projects -- Malawi
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:819 , http://hdl.handle.net/10962/d1008300
- Description: Literature and the cooperative movement in Malawi shows that the first cooperative was established in 1947. Since the economy of the country depends on agriculture, most cooperatives were strongly developed in the fields of agricultural production, and processing and marketing. The first coffee cooperative was registered in 1950, known as the Nchenachena Coffee Producers Cooperative Society. After Malawi 's independence in 1964, agricultural cooperatives were dissolved and government formed the Farmers Marketing Board (FMB) to take over all marketing activities of all crops, including coffee. The FMB was replaced by the Agricultural Development and Marketing Corporation (ADMARC) in 1967. After the dissolution of agricultural cooperatives, government saw the need for crop development and established Smallholder Coffee Authority in 1971. The Smallholder Coffee Authority worked up to 1999 when it collapsed because of administrative and financial problems. Due to the failure of the Smallholder Coffee Authority, the government of Malawi reintroduced agricultural cooperatives in 1999. Mzuzu Coffee Planters ' Cooperative Union was formed in 2006 following the re-introduction of cooperatives. The union is mandated to promote sustainable production, processing and marketing of Arabica coffee on behalf of the farmers. Since its inception, the output of coffee for export from the Mzuzu Coffee Planters Cooperative Union has increased from 156 tonnes in 2006 to over 400 tonnes in 2009. The increase in coffee exports was not by mere chance but a number of factors contributed to this success. The main reasons for this success were: • Strong prior relationship between the growers and the buyers • The uniqueness of the cooperative business model • The unique taste and quality of coffee grown • The introduction of a different approach to farming coffee Currently there is high demand for organic coffee and this could be a niche market that is not only rewarded with premium prices but also creates environmental friendly business. The union considers Fair Trade market as an alternative approach to conventional trade, aiming at improving the livelihoods of smallholder producers by improving payments, giving them fair prices and providing continuity in trading relationships.
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- Date Issued: 2011
An evaluation of the quality customer service delivered by Eskom to rural household customers in the Eastern Cape
- Authors: Myoli, Mncedi Eric
- Date: 2011
- Subjects: Eskom (Firm) , Electric power distribution -- South Africa -- Eastern Cape , Electric power distribution -- Customer services -- South Africa -- Eastern Cape , Electric power distribution -- South Africa -- Eastern Cape -- Quality control , Consumer satisfaction -- South Africa -- Eastern Cape -- Evaluation , Customer services -- Rating of -- South Africa -- Eastern Cape , Rural electrification -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:838 , http://hdl.handle.net/10962/d1013564
- Description: [Abstract - Conclusion]: This research study confirms the theory in the literature review on delivery of quality service to customers and premise that there is a statistically significant difference between Eskom service as perceived by rural prepaid household customers and their expectations. This study also highlights the need for Eskom management to take into cognisance the unique rural prepaid customer service needs and how to meet them, perhaps a differentiated service approach rather than a one-strategy-fits-all approach. This is in view of gaps created between expectations and perceptions of service, especially in the reliability dimension that could require a concentrated or changed performance approach to close them.
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- Date Issued: 2011
Evaluating the sustainable management of the State indigenous forests in the Eastern Cape Province
- Authors: Quvile, Nkosipendule
- Date: 2011
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:793 , http://hdl.handle.net/10962/d1004130
- Description: This research assesses the state of sustainability of State indigenous forests in the Eastern Cape and provides recommendations to improve their sustainability. The Eastern Cape Indigenous Forest Management Audit (ECIFMA) report of 2009 provided the primary data for this assessment (DAFF, 2009). The research was inspired by the fact that the global challenge of forestry destruction and degradation where the extent of forests is being reduced at an alarming rate of 6% annually. It became essential for global leaders to develop policies and strategies that sought to promote sustainable forest management. The monitoring of sustainability of forests was only possible through use of globally and nationally developed sets of criteria and indicators. Eleven forest estates responsible for the management of State indigenous forests in the Eastern Cape were selected for this research. The choice was influenced by the availability of audit data from the ECIFMA report of 2009. This report contained performance information of 41 indicators under 18 criteria for monitoring sustainable forest management as extracted from the PCI&S assessment checklist developed for monitoring the sustainability of indigenous forests in South Africa (DWAF, 2005). The data was refined using the MCA methods (ranking and scoring) as described by Mendoza and Prabhu (2000). These methods yielded to the determination of the performance of indicators of forest sustainability. It was thus important to conclude the research by responding to the following questions: • What is the state of sustainability of the State indigenous forests in the Eastern Cape? • What recommendations could be made to improve the sustainability of State indigenous forests? It was found that the State indigenous forests were not managed in a sustainable manner. The research report is concluded by providing concrete recommendations to improve forest sustainability.
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- Date Issued: 2011
Investigating the relationship between sustainability and farmer decision-making: a qualitative study of maize farmers in Mpumalanga, South Africa
- Authors: Grewar, Robert
- Date: 2011
- Subjects: Sustainable agriculture -- Research -- South Africa Agriculture -- South Africa -- Decision making Corn -- Research -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:785 , http://hdl.handle.net/10962/d1003906
- Description: The goal of the research paper was to understand the complex relationship between the issue of sustainability and maize farmers’ decision-making processes. The aim is to shed light on the realities experienced by maize farmers in terms of how sustainability impacts on the decisions they make and how the decisions they make impact on sustainability. The importance of the research lies in the current state of affairs in the world in terms of the current economic recession, overpopulation, dire poverty and hunger, and the poor state of the environment. If humankind is to continue its existence on Earth in a happy, healthy world, something is going to have to give. In order for this to happen, people need to start grappling with the concept of sustainability. Focusing on sustainability as a whole is likely to end in despair. However, breaking the problem down into its component pieces will allow people to influence the particular sector in which they operate. It is therefore imperative for research into sustainability to be undertaken in all sectors of society and the economy. Agriculture presents an excellent research area due to its intrinsic link with the environment, society and the economy. Agriculture and its wellbeing is inextricably tied to environmental health. Healthy plants and animals will not grow in unhealthy conditions. Society is to a large degree dependent on agriculture for food, agriculture therefore has a significant impact on social order and function. Agriculture is one of the primary contributors to GDP, particularly in poor and developing nations. As a result, agriculture has an important role to play in ensuring economic sustainability. In order to engage with sustainability from an agricultural perspective it was decided to engage on the farmer-level. Gaining an understanding of their reality in terms of what motivates their decisions is key to understanding the relationship between agriculture and sustainability. Three maize farmers in Mpumalanga, South Africa, were interviewed with the aim of collecting qualitative data and then analysing the data using thematic analysis. The methodology employed enabled the researcher to uncover patterns in the data that constituted themes across the interviews. The following themes emerged: Theme 1: Economic factors are the primary decision driver. This is primarily due to the extent of the financial risk experienced by farmers as a result of market risk, production risk, finance risk, and rising input costs. This results in economic considerations superseding environmental or social concerns in farmers’ decisions. This has a negative impact on the overall sustainability of the farming operation. Theme 2: There has been a decrease in the number of family-run farms. This is attributable to a number of factors including economic failure, fear of loss of land due to land-reform policies, as well as crime. Family-run farms tend to have a greater focus on sustainability due to the vested interest in the next generation taking over the farm. The corporate farming operations that are taking over the farms tend to be more focussed on short-term gains in order to satisfy shareholders. Theme 3: Mechanisation is preferable to manual labour. There has been an alarming decrease in the number of labourers employed on farms. Farmers say this is due to two factors. Firstly, machines are more efficient than labour. Secondly, restrictive labour laws have made famers less keen to employ people. The net effect of these two factors is that unemployment is rising. This has negative consequences for society, the economy, and the environment. Theme 4: Farmers believe they do very little environmental damage. This results in decisions being made that do not consider environmental wellbeing other than soil health. This is because farmers see healthy soil as an integral input that optimises economic performance. Farmers tend to prioritise economic factors in their decisions more than environmental or social factors. This results in an unsustainable perspective. The only ways in which this is likely to change is if the financial risk associated with agriculture is decreased, or if farmers are given financial incentive to change their ways. In order to deal with this issue it is necessary for further research to be conducted. Research needs to be conducted to confirm the results of this study. It is important to know whether the results pertain only to maize farmers in Mpumalanga or whether most farmers in South Africa, and indeed the world, face similar problems. Research should also be conducted to propose policies or procedures to reduce financial risk in agriculture. Research should focus on reducing market risk and reducing input costs, possibly via subsidisation.
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- Date Issued: 2011
Proposed South African management framework for the implementation of the International Convention for the Control and Management of Ships' Ballast Water and Sediments
- Authors: Nolting, Janine
- Date: 2011
- Subjects: Ships -- Fouling Discharge of ballast water -- Environmental aspects International Convention for the Control and Management of Ships' Ballast Water and Sediments Nonindigenous aquatic pests -- Law and legislation Marine fouling organisms -- Law and legislation
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:786 , http://hdl.handle.net/10962/d1003907
- Description: South Africa, strategically situated at the southern tip of Africa, is edged on three sides by almost 3000 km of coastline surrounded by the Indian Ocean and the Atlantic Ocean (South African Tourism, 2011). This vast ocean expanse is responsible for conveying approximately 96% of South Africa’s exports (Brand South Africa, 2011). Despite the positive economic effects of the shipping industry, translocation of harmful organisms and pathogens via ballast water and sediments inside ballast water tanks has far reaching global environmental (and economic) impacts (Oliviera, 2008:1; David and Gollasch, 2008:1966). Ballast water is the water that is taken on in order to manage the draft of the ship, to help with propulsion, manoeuvrability, trim control, list and stability (Oliviera, 2008:2). The discharge of ballast water into the world’s oceans has resulted in the transfer of ecologically harmful sea-life into non-native environments (IMO, 2011), resulting in major environmental threats to our oceans (Bax, Williamson, Aguero, Gonzalez and Geeves, 2003:313). Various international documents have been developed to deal with the ballast water issue, culminating in the introduction of the International Convention for the Control and Management of Ships’ Ballast Water and Sediments (“the Convention”) in 2004. The Convention aims at achieving a reduction in the transfer and subsequent impacts of aquatic organisms via the ballast water and sediment of ships. On a local level, South Africa does not have direct legislation or regulations dealing with ballast water (Duncan, 2007:34) and relies on the combination of a number of pieces of legislation relating to environmental management, coastal management, biodiversity, alien invasive species control, port control and ship safety (National Environmental Management Act, 1998, National Environmental Management: Biodiversity Act, 2004, National Environmental Management: Integrated Coastal Management Act, 2009, National Ports Act, 2005 and Merchant Shipping Act, 1951). Although the Convention was ratified by South Africa in 2008 (Department of International Relations and Cooperation, 2011) it is still not in force and there still exists no other consolidated legal mechanism through which ballast water is managed. This research has investigated the various roles, responsibilities and mandates of South African competent authorities under the aforementioned legislation in managing ballast water, and has determined that there is definite legislative and institutional fragmentation as well as overlaps. A comparative analysis of management frameworks developed both locally and internationally was conducted in order to develop a management framework for ballast water management in South Africa. Various legislative, institutional and functional aspects were identified and adapted for inclusion in a South African management framework. A co-ordinated approach to ballast water management has been developed in the management framework which is anticipated to result in more definitive roles and responsibilities of the various South African departments involved in the management of ballast water and implementation of the Convention.
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- Date Issued: 2011
The implementation of a performance management system in the Northern Cape Department of Environment and Nature Conservation
- Authors: Mbanjwa, Sibonelo Glenton
- Date: 2011
- Subjects: Performance -- Management -- South Africa -- Northern Cape Northern Cape (South Africa). Dept. of Environment and Nature Conservation Government productivity -- South Africa -- Northern Cape -- Evaluation Civil service -- South Africa -- Northern Cape -- Evaluation Civil service -- South Africa -- Northern Cape -- Management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:748 , http://hdl.handle.net/10962/d1003869
- Description: This document consists of three sections, and they are the academic paper (section 1), literature review (section 2) and research methodology (section 3). The academic paper consists of the purpose of the research, the summarised literature review, summarised research methodology and the research findings. The literature review section is a detailed review of literature used in this study. The research methodology section explains the research methodology and design which was employed in this study and it gives more details than the summarised version of the academic paper section. This summary integrated all the elements of section 1, section 2 and section 3. The purpose of this research is to identify the main problems that the Department of Environment and Nature Conservation (DENC) could encounter during the implementation and use of a performance management system, based on employee perspectives. The objectives of this research are therefore: to establish how often a particular problem has been encountered during the implementation and use of a performance management system in DENC; to identify the impact of various problems on the implementation of a performance management system, to establish whether these problems can be easily solved or not, and to analyse the problems associated with the implementation of a performance management system, as well as making recommendations for the successful implementation of a performance management system in the future. In this study, the researcher employed both quantitative and qualitative research approaches, informed by post-positivism as research orientation. The data collection techniques employed in this research include survey questionnaires and individual interviews. The survey questionnaire was answered by fifty respondents, and interview questions were answered by four respondents. The ethical issues were addressed by writing a letter to the Head of Department and getting authorisation to complete the research and informing respondents of their right to withdraw and to participate voluntarily. The findings indicate that the problems are either sometimes encountered or rarely encountered, and the division is about fifty percent of those sometimes encountered to those rarely encountered. This research indicates that most of the problems have a moderate impact on the use and implementation of a performance management system. The lack of management has a high impact, and a lack of positive attitude to performance management system (PMS) certainly has an impact on the use and implementation of the performance management system. Items such as the problem of information and communication technology (ICT) which does not support PMS adequately, and defining too many key performance indicators (KPI), have a small impact on the use and implementation of the performance management system. There are three problems which are difficult to solve and they are: lack of management commitment, organisational members‟ lack of positive attitude to the PMS and an insufficient period of commitment from management to PMS. This research indicates that most of the problems associated with PMS are moderately easy to solve. Two other problems that are easy to solve include the problem where there are too many KPIs defined and the problem where there is no organisational member appointed to take ownership of the PMS. According to this research, the top ten ranking problems have high ranking scores and this indicates that they can create major difficulties for the DENC in implementing the performance management system, and the chance of encountering these problems is high in the DENC in comparison to other problems. Almost all the problems ranked in the top ten seem to score highly in terms of the severity of their impact, and therefore this means that these are the problems which have an impact and, when they are not easily solved, they can become a tenacious issue for the organisation.
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- Date Issued: 2011
The potential impact of diving charges on the demand for diving and the diving industry in the Aliwal Shoal Marine Protected Area: a pilot study
- Authors: Schmidt, Jadon
- Date: 2011
- Subjects: Marine parks and reserves -- South Africa -- KwaZulu-Natal Recreational dive industry -- South Africa -- KwaZulu-Natal Recreational dive industry -- Licenses -- South Africa -- KwaZulu-Natal Marine parks and reserves -- South Africa -- KwaZulu-Natal -- Management Conservation of natural resources -- South Africa -- KwaZulu-Natal Environmental management -- South Africa -- KwaZulu-Natal Marine resources conservation -- South Africa -- KwaZulu-Natal Waste disposal in the ocean -- South Africa -- KwaZulu-Natal Marine pollution -- South Africa -- KwaZulu-Natal
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:756 , http://hdl.handle.net/10962/d1003877
- Description: This research is presented in three sections. Section 1 presents the research report in an Academic Paper format. Section 2 provides a comprehensive literature review and Section 3 describes the research methodology and methods employed. Sustainable management of natural resources is a global imperative. It is particularly significant in a country like South Africa that is blessed with an abundance of biological diversity but faces many socio economic challenges that are associated with developing nations. Toward addressing these issues, diver permit fees were implemented in South Africa in 2005, making it a legal requirement for all scuba divers undertaking a dive in a Marine Protected Area (MPA) to purchase a permit. This pilot study is the first attempt since the inception of the dive permit fees to determine their impact on the demand for diving and the diving industry in the Aliwal Shoal MPA, one of the premier dive destinations in the country. In order to address key questions, qualitative data was gathered during interviews with 12 dive operators active in the MPA and 28 divers that utilised the operators to dive. In addition, independent quantitative data on the number of dive boat launches during the past 20 years was used in conjunction with mean paying diver data obtained from the operators to ascertain the demand for diving at the Aliwal Shoal during the past two decades. Results indicate that were no significant differences (at the 5% level of significance) between paying divers during 2005 compared to 2004 and 2006 [H =.1923366, N= 36, p =0.9083]. Paying diver data for the period 2000 - 2004 were compared to 2005 - 2010 and no significant differences were found at the 5% level of significance (U= 2040, Npost = 72, Npre= 60, p = 0.584981). Diver interviews revealed that only 36% of divers had paid for a permit, representing a loss of R7 438 499 during the past five years, enough to support the current budget of the MPA for 10.6 years. Operator interviews revealed that alternative destinations, economic climate and local competition had the most impact on their businesses, with permit fees having no impact on the 50% of the operators’ businesses. Operators also reported that there was little or no enforcement of the permit fees, 9 of the operators indicated that there has been no improvement in the MPA or its management since the inception of the fees and all were dissatisfied with the current management MPA. Operators and divers complained about the current purchasing and handling practices associated with the permits. Despite offering a world class diving opportunity, the dive operators currently have no incentive to enforce the permit system and due to price pressure in the local market, and have adopted a mute stance on diver permits. Consequently, there has been no significant impact on the demand for diving since the inception of the permits in 2005. The initial hypothesis that the increased costs to divers as a result of the permits would drive down the demand for diving is therefore rejected. If the permits are more strictly enforced, it is likely that more divers may seek alternative destinations due to the perception of poor value as a result of the Sappi Saiccor effluent discharge, existence of shark nets and poor management, in accordance with existing literature. The resultant decrease in demand will be detrimental to the diving industry at Aliwal Shoal. The second hypothesis, that the costs associated with the better enforcement of the MPA regulations-in terms of impacts on the diving industry- might outweigh the benefits, is therefore accepted. All the results produced by this study suggest that authorities may have been too enthusiastic to have all the boxes ticked in order to meet deadlines for international targets for marine conservation and paid little or no attention to lessons learnt from MPAs globally. Every negative aspect highlighted by existing international literature as symptomatic of MPA failure is occurring at Aliwal Shoal MPA, albatrossing it with “paper park” status. Due to the size and scope of this study, the results should be interpreted with caution and not be utilised to guide policy but rather encourage further research.
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- Date Issued: 2011
Where leaders learn: constructions of leadership and leadership development at Rhodes University
- Authors: Andrews, Rushda Ruth
- Date: 2011
- Subjects: Leadership -- Education (Higher) -- South Africa -- Grahamstown Leadership -- Research -- South Africa -- Grahamstown Development leadership -- Education (Higher) -- South Africa -- Grahamstown Rhodes University -- Management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:782 , http://hdl.handle.net/10962/d1003903
- Description: This thesis explores the Where Leaders Learn slogan of Rhodes University. It does this by means of an analysis of discourses constructing leadership and leadership development within the institutional context. The discourse analysis was made possible as a result of interviews with a range of people involved in leadership and leadership development at the University. The analysis revealed that leadership development is constructed as taking place within a highly structured system that enables instructional and managerial leadership but constrains transformational leadership. The discourses that give meaning and understanding to the construct of leadership draw heavily on position within a hierarchy. The discourse of functional efficiency is enabled through practices related to reward, recognition, succession planning and mentorship which all serve to replicate the existing leadership structures creating more of the same and in essence stifling the potential for emancipatory leadership. The analysis also shows that a discourse of collegiality serves to create a false sense of a common understanding of leadership in the light of evidence of uncertainty and contestation around the meaning of the slogan Where Leaders Learn and, by association, the very construct of leadership. The discursive process of understanding leadership and developing an institutional theory for the purposes of infusing this into a curriculum poses many challenges. Barriers to new ways of thinking reside within the researchers' ontological and epistemological commitments. This amplifies the need for a more reflective ontology towards leadership and its consequences, especially so in a multidisciplinary environment such as Rhodes University.
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- Date Issued: 2011
A survey of staff turnover and retention in the Eastern Cape Department of Agriculture, Ukhahlamba District
- Authors: Msomi, Mzwandile William
- Date: 2010
- Subjects: Eastern Cape (South Africa) -- Department of Agriculture -- Ukhahlamba District Eastern Cape (South Africa) -- Department of Agriculture -- Officials and employees -- Turnover Labor turnover -- South Africa -- Eastern Cape Employee retention -- South Africa -- Eastern Cape Industrial relations -- South Africa -- Eastern Cape Government employees -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:726 , http://hdl.handle.net/10962/d1003846
- Description: The aim of this research was to understand the main factors that explain turnover and retention at DOA Ukhahlamba District and to recommend to the District and Provincial management the appropriate strategy for retaining staff. To be able to achieve this aim, the following research objectives have been visited, namely: a) turnover trends, b) analysis of primary and external turnover factors and c) primarily retention factors. Data for analysing turnover trends was collected from the 2004 to 2007 DPSA and DOA annual reports. Primary data on labour turnover and retention factors was collected from 41 employees across different sections at DOA Ukhahlamba District by means of a questionnaire survey. The data was analysed using statistical methods, including frequency distribution, chi-square test and Pearson product-moment correlation. The findings have revealed that there is no clear pattern of turnover trends at DOA and DPSA, and DOA percentage turnover figures are low in comparison with those of the DPSA. In terms of organizational-specific factors, the top three primary turnover factors were identified, namely: a) communication within the organisation, b) leadership and the organisation and participation in decision making. The research results further revealed that communication within the organization had a significant impact with regard to race, but division, location, and grades did not. With regard to the external factors, research results identified the following most important external labour turnover factors arranged according to their importance, namely: lack of availability and quality of health care services and infrastructural development; lack of available sport and recreation facilities; crime in the area and people living in the neighbourhood; lack of educational opportunities available for the family, and geographic location of place of employment. The findings further revealed the top three retention factors, were strongly significantly correlated to each other, namely: resource availability, use of discretion in handling customer complaints, and the impact of the job on society. These are positively related to intention to stay. The implications these results to the management would require the review of the organisational Human Resource Management Policy and the introduction of Attraction and Retention Policy because at present its is non existence at DOA Eastern Cape. Research limitations: the study did not fully explore ethnicity when analysing the communication within the organisation as a labour turnover factor despite having an organisation that is diverse in nature, future academic research should focus more on labour turnover at management level and moderating variables to external labour turnover factors as there is little research done in this area. The factors identified for labour turnover and retention should be treated with caution as it may not be applicable to all sector Departments in the Eastern Cape and may be limited to Ukhahlamba District due to its geographic location. This study will contribute to the body of knowledge as it will serve as a guide to Eastern Cape DOA and other sector Departments in choosing factors to consider when designing their retention strategy in order to reduce labour turnover. To the academic researchers, the first three primary retention factors identified in the survey have not been seen before, grouped and rated amongst the top three retention factors which therefore means that the management support becomes more important than looking more on salary package as the first priority factor as revealed by most of the research literature consulted (Gustafson, 2002; Mobley, 1982; Mobley, 1979; Herzberg, 2003). This shows that labour turnover and retention factors will not be the same to all organisations, the location of the business and surrounding environment should be considered carefully when designing the appropriate policy and retention strategy of the organisation.
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- Date Issued: 2010
An investigation of turnover and retention factors of health professional staff within the Eastern Cape Department of Health
- Authors: Mrara, Msibulele Theophilus
- Date: 2010
- Subjects: Eastern Cape (South Africa) -- Department of Health Medical personnel -- South Africa -- Eastern Cape Hospitals -- Officials and employees -- Turnover -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:754 , http://hdl.handle.net/10962/d1003875
- Description: Health Professionals are critical in the provision of health services, more especially when it comes to nurses who are next to the patient most of the time. It is critically important for the Eastern Cape Department of Health to ensure that skilled health professionals such as doctors, pharmacists, nurses and the like are retained and the staff turnover regarding this category of staff is appropriately managed. The difficulty to attract and retain health professionals is negatively affecting service delivery in the Eastern Cape department of Health and leaves the department with an unacceptably high vacancy rate. This often put more of a burden on to the health professionals who remain within the organization. Some of them will end up leaving the organization. There is a great shortage of health professionals in South Africa and it becomes easier for the health professionals to get employment elsewhere, particularly in the private sector which appears to have a competitive advantage as compared to the public sector. In this study, both quantitative and qualitative methods were used to gather information through the utilization of a questionnaire and interviews were conducted mainly to confirm the results obtained. The results of the study have assisted to reflect factors that could be influencing the health professionals to leave health facilities of the Eastern Cape Department of Health. The respondents were drawn from the two areas within the Health Department, and these are, Mthatha and Port Elizabeth areas. One hundred (100) questionnaires were issued to the health professionals and sixty three responded. Documents that were received from the department were helpful in determining the turnover rate. The study has revealed that the Eastern Cape Department of Health may succeed in retaining the health professionals if they can be made to feel that their job is important. It appears that health professionals would like to be given enough opportunity to perform their functions and participate in the decision making processes of the department. Some factors may be contributing to the staff turnover and these are, lack of career opportunities to develop, challenges in the workplace, conflict with the management and colleagues. It is always important for the organizations to recognize its employees by giving them space to practice their profession and create a comfortable workplace that could have an impact in influencing the employee to remain within the organization. Employee turnover can be minimized, if employees can be exposed to a healthy workplace environment that will assist if fostering happiness, and in the process, enhance their motivation. It is imperative for the Eastern Cape Department of Health to focus on the training and development of its employees in order to increase the efficiency and competitiveness. As the employees gain the necessary skills to perform their job, productivity may improve. The performance of the employees should be properly managed, and the resultant incentives and rewards must be fairly distributed. This could promote harmony in the workplace and that could help in building relationships among employees. If employees are satisfied, there is an increased chance that they will stay within the organization and it becomes difficult for other competitors to attract them. Employees must be given adequate space to participate in the decision making processes of the organization, and by doing so, their loyalty to the organization could be increased.
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- Date Issued: 2010
Broadening the tax base: a case for the informal real estate sector in Zambia
- Authors: Siame, Chilengwe George
- Date: 2010
- Subjects: Real property and taxation -- Zambia Tax administration and procedure -- Zambia Rental housing -- Taxation -- Law and legislation -- Zambia Informal sector (Economics) -- Taxation -- Law and legislation -- Zambia
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:732 , http://hdl.handle.net/10962/d1003852
- Description: The main objective of the study was to analyze the potential tax collection from the informal rental housing market in Zambia, using household level rental housing data collected for the Lusaka Urban District by the Central Statistical Office (CSO) as a basis for computation and extrapolation to the national level. This data was used to analyze household monthly expenditure on housing (rent), the total number of households in rented accommodation, and the tax regime applicable on rental income, to estimate the potential tax revenue that could be realized from this emerging sector. The estimates indicate that about K9.7 billion revenue could be collected on income from rental housing in Lusaka Urban District alone and a total of K83 billion nationally per annum. This represents about 0.4 percent of the country’s GDP in 2007. Compliance needs to be improved and legislation revised to ensure that the landlords are compelled to remit tax to the Zambia Revenue Authority. The current legislation makes enforcement and compliance difficult as it places the statutory tax burden on tenants, who are very mobile. It is, therefore, recommended that the landlord is made responsible for the payment of taxes due on rental income and that any compliance requirements be enforced against the real estate/property that is generating the income. This study also examines the performance of the presumptive taxation regime in Zambia The study uses data from the Zambia Revenue Authority on revenue collection from presumptive taxes which were introduced to capture income from the informal sectors. The presumptive taxes already introduced in Zambia include: base tax, advance income tax and turnover tax for minibuses and taxi operators. To analyze the performance of the presumptive tax regime, the study utilizes data on imports made by those not registered for taxes, to estimate how much revenue could be generated by imposing a 3 percent turnover tax on the value of their imports at importation. The analysis shows that the Zambia Revenue Authority increased revenue collection from K5.3 billion in 2004 to K33.5 billion in 2007. This improvement in revenue collection is far below the potential, however, which is estimated at over K501 billion on imports of unregistered traders alone. To collect this revenue and expand the tax base, the tax authority needs to improve the administration of advance income tax on unregistered importers, and raise the advance income tax rate to a level where the importer is indifferent between paying the advance tax at the border and paying turnover tax inland.
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- Date Issued: 2010
The relationship between leadership style and employee engagement in Sasol Gas, South Africa
- Authors: Duma, Thobile
- Date: 2010
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/64034 , vital:28524
- Description: The main purpose of this study was to determine whether there is a significant relationship between leadership styles of Sasol Gas leaders and their followers’ level of employee engagement. The instruments used in the study were the Multifactor Leadership Questionnaire (MLQ) (Form 5X) and the Utrecht Work Engagement Scale (UWES 9). The MLQ (5X) was completed by the followers and leaders of Sasol Gas to determine whether Sasol Gas leaders use transactional, transformational and/or laissez-faire leadership styles. The work engagement instrument was completed by each follower to determine current levels of employee engagement. Descriptive statistics were obtained and correlations completed for the data to determine whether the different leadership styles exhibit different levels of engagement. The MLQ survey results indicate that leaders of Sasol Gas have more transformational than transactional leadership styles. The UWES 9 measured the three factors of vigour, dedication, and absorption; dedication had the highest mean compared to vigour and absorption, indicating that Sasol Gas employees strongly identify themselves with their work because it is experienced as meaningful, inspiring, and challenging. This research found a statistically significant, albeit weak, relationship between transformational and transactional leadership styles and employee engagement. This is a positive reflection of the current Sasol Gas leaders because empirical evidence shows that transformational leadership behaviours are more successful for attaining and fulfilling goals during organisational change.
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- Date Issued: 2010
An evaluation of the quality of customer service delivery offered by the East London public transport commuter rail service provider (operated by Metrorail)
- Authors: Bosch, Colin
- Date: 2009
- Subjects: Railroads -- Customer services -- South Africa -- Eastern Cape Transportation -- Customer services -- South Africa -- Eastern Cape Railroads -- Quality control -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:744 , http://hdl.handle.net/10962/d1003865
- Description: The aim of this survey is to evaluate the quality of customer service delivery offered by the East London public transport commuter rail service provider Metrorail, a division of the state owned enterprise (SOE) PRASA. The former tolerant rail commuter has become increasingly frustrated at the ever-decreasing quality of rail service delivery. This is evidenced by increasing incidents of commuter arson to failed rail assets and the practice is considered to be a strategy to enforce the replacement of unreliable infrastructure and ineffective/reactive management controls. The objectives of the research are guided by three fundamental service quality indicators. In order to evaluate these indicators, the research focuses on whether the quality of customer services provided by Metrorail meets commuter expectations, whether commuters rank five dimensions of service quality differently and whether the level of service quality provided is perceived differently amongst the various demographic commuter segments. Service organizations which are highly interactive, labour-intensive, reliant on a number of service providers, required to perform at various locations and have high intensity/volume operations, will be susceptible to failure; Metrorail services fall into this category. The legacy of the apartheid era regime and strategy resulted in poor rail planning and underfunding. Commuter rail operations in South Africa are fraught with a myriad of inadequacies of the past that only now manifest. As a consequence, their ability to operate effectively and efficiently is impaired. The situation is further exacerbated by the global economic crisis of 2008 and the impact of constricted budget allocations by the State to all SOE's which could further impede the interventions and innovation required to improve service quality. The in-depth literature review provided sufficient information relating to a wide array of service organizations similar in nature to Metrorail. This information is translated into useable knowledge and recommendations from which Metrorail can benefit. The research methodology is clearly articulated and the data analysis ensures distinct findings which are discussed in the final chapter. The research undertaken identifies and prioritises the service quality attributes and dimensions that will require redress to improve overall service quality. The findings are clearly defined from which a set of recommendations are suggested.
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- Date Issued: 2009
An investigation into causes of success and failure in small businesses within the Department of Social Development in the Eastern Cape
- Authors: Petrus, Henry George
- Date: 2009
- Subjects: South Africa -- Dept. of Social Development , South Africa -- Dept. of Trade and Industry , Small business -- South Africa -- Eastern Cape , Small business -- South Africa -- Eastern Cape -- Growth , Business enterprises -- Economic aspects -- South Africa -- Eastern Cape , Economic development -- South Africa -- Eastern Cape , Job creation -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:791 , http://hdl.handle.net/10962/d1003942
- Description: The failure rate of small business initiatives in South Africa is phenomenal, and much is needed to unravel the causes contributing to such failures. Yet small businesses are playing a vital part in our global economy and in particular in terms of job creation and poverty eradication. There are internal as well as external factors that play a significant role in determining the success of these small businesses. In South Africa much emphasis is placed by national, provincial and local governments on small and medium enterprises (SMEs) to drive wealth creation and black economic empowerment. Therefore, an investigation into the factors contributing to the success and failure of SMEs is of vital importance. The South African government’s poverty eradication strategy, which is driven by the Department of Trade and Industry (DTI), allocated funds for job creation programmes as a method to combat poverty and more importantly, to develop young entrepreneurs. Among the seven departments mandated by DTI was the Department of Social Development. Since the birth of the new democracy, this department has transformed from offering a traditional remedial method of service delivery to an integrated developmental approach. This approach included extensive community work, which includes job creation and economic empowerment through the establishment of small businesses. Given the availability of funding, the inability to spend fiscal budgets as per allocation as well as the charity element of receiving involved, it is important to explore whether factors contributing to the success of these SMEs are any different to the traditional business strategies. In this study, the researcher gave special consideration to the social capital element and its contribution in the context of community support as well as the ability of SMEs to become sustainable business ventures over time. The research study aims to highlight unique factors contributing to the success and failures of SMEs established by the Department of Social Development and in doing so hopes to manifest an improved understanding of the management of these SMEs. In chapter one, the researcher gives a brief description of the activities of the Department of Social Development and its mandate to establish SMEs for job creation. A brief explanation regarding the context of the problem that was investigated is also given. Chapter two provides a detailed theoretical overview of the study, focusing in particular on factors contributing to the success and failure of small businesses. In chapter three, the research design and the various instruments used are discussed. Here, emphasis is placed on procedural issues and ethical considerations. The validity and reliability of the research is strongly motivated. In chapter four the research results are discussed. Chapter five aims to discuss the findings of the research with reference to the theoretical overview outlined in chapter two. Lastly, chapter six makes recommendations to the various stakeholders who may benefit from this research. These recommendations are the most important objectives of the research and should add value with regards to the management of SMEs in future, with special reference to the Department of Social Development in the Eastern Cape.
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- Date Issued: 2009
A critical evaluation of the preferential procurement strategy and enterprise development strategy of a major motor manufacturer in the Eastern Cape
- Authors: Makapela, Nobuntu Unathi B
- Date: 2005
- Subjects: DaimlerChrysler Employee empowerment -- South Africa -- Eastern Cape Black people -- South Africa -- Economic conditions Business enterprises, Black -- South Africa -- Eastern Cape Economic development -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:808 , http://hdl.handle.net/10962/d1007274
- Description: This research is born out of recognition of the challenges Black Economic Empowerment (BEE) in the private sector faces in South Africa, with preferential procurement being one of the components of South Africa's Broad Based Black Economic Empowerment Strategy. Over the past years, South Africa has witnessed the birth of a new economy, one that allows for investment in its people, makes provision for sustainable growth through skills transfer and development, and ensures economic empowerment. The focus of this research is the Preferential Procurement strategy implemented at DaimlerChrysler South Africa (DCSA) as part of its overall Black Economic Empowerment strategy, the perceptions and expectations of how the current BEE preferential procurement strategy should work versus the perceived performance of how it is working. An official definition of Black Economic Empowerment is presented in the study, followed by barriers to growth of BEE suppliers. The aim of defining Black Economic Empowerment is to provide a good reference point against which an organization like DaimlerChrysler can assess the implementation of its preferential procurement programmes. Having discussed the above, there will be a reflection on government scorecard and a brief discussion of the two charters namely, mining and financial services charter. The study also presents the following requirements for a successful BEE corporate strategy: Strategic intent; External Balanced Scorecard; Financial Assistance; Skills development; Communication. A research methodology for conducting this study and data analysis is presented, followed by limitations of the study and recommendations for further research. It is expected that the knowledge gained from this study will help to I. Demonstrate the need to change perceptions and behaviour regarding Black Economic Empowerment. 2. Assist procurement officials to include BEE objectives into their procurement strategy. 3. Identify policy implications and assist in improving DCSA's Black Economic Empowerment Procurement strategy.
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- Date Issued: 2005
An exploration of the role of uniforms in contributing to the embedding and transmitting of organizational culture
- Authors: Gibson-Tessendorf, Cornel
- Date: 2005
- Subjects: Organizational behavior Corporate culture Clothing and dress -- Social aspects Employees -- Uniform Uniforms
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:1170 , http://hdl.handle.net/10962/d1002786
- Description: Many companies today are using some form of uniforms for employees. This research is an exploration of the role of uniforms in contributing to the embedding and transmitting of organizational culture. Culture is the experiences and common learning of the organization that results in shared values and beliefs. According to Schein (1985: 14) culture has three levels, namely: artifacts, values, and basic underlying assumptions. The first level of the culture consists of the physical constructs of the organization, and therefore includes the uniforms, which is the focus of this study. Schein (1985: 223) further proposes that culture can be embedded and transmitted through various mechanisms. The research was conducted in the constructivist paradigm, at a tertiary institution of higher learning in Eastern Cape, South Africa. To ensure triangulation, three sources of data were used, namely: documentation; observation; and both individual and focus group interviews. The researcher argues that uniforms played a role in the embedding of the sample organization’s three levels of culture, which were expressed in terms of Hofstede’s (1991: 07) culture dimensions. Firstly, the use of the different uniforms by different groups, as well as the ranking indicated by the uniforms, played a role in embedding the high power distance culture. Secondly, the symbolism of security portrayed by the uniform played a role in embedding the high uncertainty avoidance culture. Thirdly, it was found that the uniform created unity amongst groups, resulting in greater expression of collectivism. Fourthly, the use of sensible and practical uniforms plays a role in embedding the feminine culture where competitiveness is avoided and relationships are nurtured. Lastly, the uniform plays a possible role in transforming the culture from short-term to a long-term orientation that focuses on the future.
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- Date Issued: 2005
The development of independent contractors within the Working for Water Programme over a twenty-four month period : a programme evaluation : Western region, Eastern Cape
- Authors: Knipe, Andrew
- Date: 2005
- Subjects: Working for Water Programme Contractors -- South Africa Construction contracts -- South Africa Business enterprises, Black -- South Africa Employee empowerment -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:799 , http://hdl.handle.net/10962/d1004916
- Description: This research is concerned with the development of independent contractors within the Working for Water Programme over a twenty-four month period. The meaningful participation of previously disadvantaged South Africans fall within the ambit of black economic empowerment. The Government Gazette (1997: No. 1820) defines black economic empowerment as a deliberate programme to achieve the meaningful participation of disadvantaged South Africans in the mainstream economy as managers, owners of capital and employees. The purpose of this research was to evaluate the contractors within the Western Region of the Eastern Cape, in order to assess how they have developed as independent contractors within the developmental framework provided by the Working for Water Programme. This developmental framework takes place over a 462-day period or roughly 24 months. The evaluation aimed to determine whether the two-year development period sufficiently prepared contractors for competition in the open market and if contractors had acquired the necessary skills to run a successful business. A formative programme evaluation was used as a tool of analysis to identify areas of weakness and establish priorities for improvement. A qualitative research approach was followed, guided by an adapted version of the Context, Input, Process and Product approach to evaluation (Parlett and Hamilton cited in Calder, 1995, p.25). Using structured interviews comprising of closed and open ended questions, data was gathered from thirty contractors, five managers and one Senior Executive Officer within the Western Region of the Eastern Cape. An interview was also conducted with the Regional Programme leader of the Eastern Cape. Further data collection techniques included documentary research. Data was analysed using qualitative data analysis techniques described by Thorne (1997, p.118), as relying on inductive reasoning to interpret and structure the meanings that can be derived from the data. Passages of interest were marked so that the data could be reduced to a manageable size as described by Seidman (1991, p.91-1 01) and various categories were developed that had commonalties and thematic connections. The Working for Water Programme aims to exit contractors successfully after a twenty-four month developmental period. The Working for Water Programme has formalised its development framework through a training matrix in which the required training at contractor level is outlined. The finding of the research is that the current contractor development programme do not adequately prepare contractors for independence and entrepreneurship in a competitive market. There is no co-ordinated development of predetermined skills. Contractors are not able to articulate what their plans are after exit from the WFW Programme. No concrete evidence of actively pursuing alternative contract opportunities was evident from contractors who were about to exit the Programme and there is no person to champion the cause of meaningful post exit opportunities. The main recommendations from this research are that contractors be selected via an application system rather that appointment through steering committees. Selected contractors must be medically fit and at least have a matriculation certificate. Contractors should be assessed on a 6-monthly basis and contractors not achieving a minimum competency level must be removed from the programme. Managers should also have basic competency levels in order to facilitate skill transfer through a mentorship process. The charge out rate of equipment should be revised every six months. The charge out rates should also be increased significantly to cater for the harsh conditions under which contractors are operational. A "champion" needs to be appointed which will actively seek exit opportunities for trained contractors. This person will also seek to develop functional partnerships with various private and government institutions to create opportunities for exited contractors.
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- Date Issued: 2005