Water conservation and water demand management in Buffalo City Metropolitan Municipality
- Authors: Mlomzale, Kwanele
- Date: 2021-04
- Subjects: Water conservation -- South Africa -- Buffalo City , Water demand management -- South Africa -- Buffalo City , Municipal services -- South Africa -- Buffalo City , Municipal services -- Law and legislation -- South Africa -- Buffalo City , Water-supply -- Management
- Language: English
- Type: thesis , text , Masters , MBA
- Identifier: http://hdl.handle.net/10962/177159 , vital:42795
- Description: Water is one of the scarce and constrained natural resource globally, and a necessity to every living creature, organism and the natural environment – it is the existence of life. Water, as an irreplaceable natural resource, plays a vital role in every country's development and prosperity, integrating socio-economic needs of both the present and future generation. Therefore, sustainable strategies and approaches or concepts are significant in ensuring that such a unique resource is preserved and conserved sustainably. Municipal environment or local government sphere creates a pivotal role in governing the use of water, through the provision of legislation, regulations and establishment of water conservation and water demand management strategies and plans. However, it has been established that there is a lack of integrated water resource management approach and planning in municipalities, creating concerns with regards to controlling the overutilisation of water and protection of water sources in general. The aim and goals of the study are to review Buffalo City Metropolitan Municipality's (BCMM) water conservation and water demand management (BCMM WC/WDM) development and implementation by, assessing the existing strategy related to water conservation and water demand management; constraints and opportunity identification; and provision of recommendations in improving the practices in the municipality. The study presents core theories and empirical studies relevant to the water conservation and water demand management, and also deals with theoretical framework found under the Natural Resource-Based View and its application to water conservation and water demand management concepts. A qualitative research design approach was used for the research, which is underpinned by a post-positivism paradigm. In terms of data collection, two methods were used in the study: (i) document study and secondary analysis; and (ii) semi-structured interviews with BCMM relevant officials. The study identified gaps and inconsistencies in the development and implementation of BCMM WC/WDM strategy, although the municipality has taken some step towards its implementation. However, the strives taken by BCMM in implementing water conservation and water demand management initiatives are acknowledged. The study provides recommendations related to the findings identified upon the data collection and fieldwork. The recommendation proposed by the study includes proper communicating the BCMM WC/WDM strategy to all relevant stakeholders, focus on reducing the non-revenue water, implementation of various project related to pressure management, encourage culture of using water efficiently through educational and community awareness campaigns, capacitation of BCMM including seeking financial support, continuous review of the strategy and exploring other water supply sources to relax the already constrained existing water sources. The limitations of the study compared to the broader scope of water conservation and water demand management aspects are highlighted and acknowledged. Thus, in the conclusion of this study, further future studies are suggested to explore other related aspects of water conservation and water demand management in BCMM. , Thesis (MBA) -- Faculty of Commerce, Rhodes Business School, 2021
- Full Text:
- Date Issued: 2021-04
- Authors: Mlomzale, Kwanele
- Date: 2021-04
- Subjects: Water conservation -- South Africa -- Buffalo City , Water demand management -- South Africa -- Buffalo City , Municipal services -- South Africa -- Buffalo City , Municipal services -- Law and legislation -- South Africa -- Buffalo City , Water-supply -- Management
- Language: English
- Type: thesis , text , Masters , MBA
- Identifier: http://hdl.handle.net/10962/177159 , vital:42795
- Description: Water is one of the scarce and constrained natural resource globally, and a necessity to every living creature, organism and the natural environment – it is the existence of life. Water, as an irreplaceable natural resource, plays a vital role in every country's development and prosperity, integrating socio-economic needs of both the present and future generation. Therefore, sustainable strategies and approaches or concepts are significant in ensuring that such a unique resource is preserved and conserved sustainably. Municipal environment or local government sphere creates a pivotal role in governing the use of water, through the provision of legislation, regulations and establishment of water conservation and water demand management strategies and plans. However, it has been established that there is a lack of integrated water resource management approach and planning in municipalities, creating concerns with regards to controlling the overutilisation of water and protection of water sources in general. The aim and goals of the study are to review Buffalo City Metropolitan Municipality's (BCMM) water conservation and water demand management (BCMM WC/WDM) development and implementation by, assessing the existing strategy related to water conservation and water demand management; constraints and opportunity identification; and provision of recommendations in improving the practices in the municipality. The study presents core theories and empirical studies relevant to the water conservation and water demand management, and also deals with theoretical framework found under the Natural Resource-Based View and its application to water conservation and water demand management concepts. A qualitative research design approach was used for the research, which is underpinned by a post-positivism paradigm. In terms of data collection, two methods were used in the study: (i) document study and secondary analysis; and (ii) semi-structured interviews with BCMM relevant officials. The study identified gaps and inconsistencies in the development and implementation of BCMM WC/WDM strategy, although the municipality has taken some step towards its implementation. However, the strives taken by BCMM in implementing water conservation and water demand management initiatives are acknowledged. The study provides recommendations related to the findings identified upon the data collection and fieldwork. The recommendation proposed by the study includes proper communicating the BCMM WC/WDM strategy to all relevant stakeholders, focus on reducing the non-revenue water, implementation of various project related to pressure management, encourage culture of using water efficiently through educational and community awareness campaigns, capacitation of BCMM including seeking financial support, continuous review of the strategy and exploring other water supply sources to relax the already constrained existing water sources. The limitations of the study compared to the broader scope of water conservation and water demand management aspects are highlighted and acknowledged. Thus, in the conclusion of this study, further future studies are suggested to explore other related aspects of water conservation and water demand management in BCMM. , Thesis (MBA) -- Faculty of Commerce, Rhodes Business School, 2021
- Full Text:
- Date Issued: 2021-04
An evaluation of co-management practices: A case of a South African platinum mine management and the local community
- Authors: Matsimela, Tebogo Mapipi
- Date: 2021
- Subjects: Mines and mineral resource -- Management -- South Africa , Mines and mineral resource -- Management -- Social aspects , Mines and mineral resource -- Management -- Moral and ethical aspects , Platinum mines and mining -- Management -- South Africa -- Case studies , Corporate governance -- South Africa -- Case studies
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/171874 , vital:42134
- Description: A vast body of literature reveals the paradigm shift of South Africa’s economy from an agricultural community to an industrial economy. Elbra (2013) illustrated that South African mining host communities viewed that mineral endowments have become a “resource curse” instead of a driver of local economic development for the benefit of the community. To understand the mining and community conflict and their subsequent complexities, the Marikana massacre in August 2012 must be revisited (Bell, 2016). The problems may be broadly summarised as a lack of stakeholder engagement and inclusivity. Studies involving stakeholder management and co-management focused on the identification of stakeholders and their management. The research evaluated the co-management practices between mine management and a local community. It considered the challenges that emanated from the co-management practices. The primary focus of this research has been to evaluate the co-management features between the mine management and the local community and to identify the challenges associated with co-management from a mine management perspective. Furthermore, the research attempted to find effective co-management practices between the mine management and the local community which may be used to improve the partnership. Armitage, Berkes and Doubleplay (2007) recognised that in facilitating effective co-management, the commitment towards fulfilling good governance and accountability was paramount in ensuring that the rights and obligations of both private and public actors were achieved. However, Ran and Qi (2018) acknowledged that such partnerships were not immune to challenges because the poor implementation of co-management features like power-sharing could collapse a co-management partnership. This study aimed to evaluate the current co-management practices from the mine management’s perspective. A literature search revealed the range of co-management features that explained the different use of practices. The features included co-management and power sharing, co-management and institution building, co-management and trust and social capital, co-management as a process, co-management and problem solving, and co-management and governance. The study evaluated the co-management features between the mine management and the local community, identified the current challenges associated with co-management from a mine management perspective and attempted to make recommendations on effective co-management practices between the mine management and a local community. A qualitative case study method was employed. This method allowed the researcher to evaluate multifaceted matters which may have been investigated in the past but not inconsiderable detail (Baxter and Jack, 2008). Data was sampled using purposive sampling. This was because the population sample was chosen according to their roles and responsibilities and their involvement in the co-management between the mine management and the local community. Data was collected through semi-structured interviews and document analyses. The findings of the research were derived from a range of company documents. Thematic analysis was employed to understand the practices of co-management which underpinned the co-management partnership between the mine management and the local community. It was found that there was a positive relationship between the literature study and the response from the mine management. The shared responsibilities emerged out of a dialogue characterised by deliberation and negotiations between the mine management and the stakeholders. Berkes (2009), asserted that co-management bore a resemblance to the process of the sharing of ideas of how responsibilities could be better shared and that it emanated from a process of deliberation and negotiation. Furthermore, if the evolution of the co-management partnership was not managed carefully, it could pose a risk to the partnership itself. It was acknowledged by the research respondents that there were complications involved in having the community as a shareholder in the mine, but equally, the community showed an appreciation of being involved in building a sustainable mine. The model of sustainable partnership emphasised that any viable partnership should adopt this model to achieve a sustainable performance (Thomson and Boutilier, 2011). This research showed that the co-management practices between the mine management and the local community concurred with the findings of Zvarivadza (2018). Trust and transparency between mine management and the community could go a long way in ensuring that the mine fulfilled its legal responsibilities in the local community where the mine is located.
- Full Text:
- Date Issued: 2021
- Authors: Matsimela, Tebogo Mapipi
- Date: 2021
- Subjects: Mines and mineral resource -- Management -- South Africa , Mines and mineral resource -- Management -- Social aspects , Mines and mineral resource -- Management -- Moral and ethical aspects , Platinum mines and mining -- Management -- South Africa -- Case studies , Corporate governance -- South Africa -- Case studies
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/171874 , vital:42134
- Description: A vast body of literature reveals the paradigm shift of South Africa’s economy from an agricultural community to an industrial economy. Elbra (2013) illustrated that South African mining host communities viewed that mineral endowments have become a “resource curse” instead of a driver of local economic development for the benefit of the community. To understand the mining and community conflict and their subsequent complexities, the Marikana massacre in August 2012 must be revisited (Bell, 2016). The problems may be broadly summarised as a lack of stakeholder engagement and inclusivity. Studies involving stakeholder management and co-management focused on the identification of stakeholders and their management. The research evaluated the co-management practices between mine management and a local community. It considered the challenges that emanated from the co-management practices. The primary focus of this research has been to evaluate the co-management features between the mine management and the local community and to identify the challenges associated with co-management from a mine management perspective. Furthermore, the research attempted to find effective co-management practices between the mine management and the local community which may be used to improve the partnership. Armitage, Berkes and Doubleplay (2007) recognised that in facilitating effective co-management, the commitment towards fulfilling good governance and accountability was paramount in ensuring that the rights and obligations of both private and public actors were achieved. However, Ran and Qi (2018) acknowledged that such partnerships were not immune to challenges because the poor implementation of co-management features like power-sharing could collapse a co-management partnership. This study aimed to evaluate the current co-management practices from the mine management’s perspective. A literature search revealed the range of co-management features that explained the different use of practices. The features included co-management and power sharing, co-management and institution building, co-management and trust and social capital, co-management as a process, co-management and problem solving, and co-management and governance. The study evaluated the co-management features between the mine management and the local community, identified the current challenges associated with co-management from a mine management perspective and attempted to make recommendations on effective co-management practices between the mine management and a local community. A qualitative case study method was employed. This method allowed the researcher to evaluate multifaceted matters which may have been investigated in the past but not inconsiderable detail (Baxter and Jack, 2008). Data was sampled using purposive sampling. This was because the population sample was chosen according to their roles and responsibilities and their involvement in the co-management between the mine management and the local community. Data was collected through semi-structured interviews and document analyses. The findings of the research were derived from a range of company documents. Thematic analysis was employed to understand the practices of co-management which underpinned the co-management partnership between the mine management and the local community. It was found that there was a positive relationship between the literature study and the response from the mine management. The shared responsibilities emerged out of a dialogue characterised by deliberation and negotiations between the mine management and the stakeholders. Berkes (2009), asserted that co-management bore a resemblance to the process of the sharing of ideas of how responsibilities could be better shared and that it emanated from a process of deliberation and negotiation. Furthermore, if the evolution of the co-management partnership was not managed carefully, it could pose a risk to the partnership itself. It was acknowledged by the research respondents that there were complications involved in having the community as a shareholder in the mine, but equally, the community showed an appreciation of being involved in building a sustainable mine. The model of sustainable partnership emphasised that any viable partnership should adopt this model to achieve a sustainable performance (Thomson and Boutilier, 2011). This research showed that the co-management practices between the mine management and the local community concurred with the findings of Zvarivadza (2018). Trust and transparency between mine management and the community could go a long way in ensuring that the mine fulfilled its legal responsibilities in the local community where the mine is located.
- Full Text:
- Date Issued: 2021
An exploratory case study on the barriers, challenges and benefits of sustainability reporting by small and medium enterprises (SMEs) in South Africa
- Authors: Mhlope, Veliswa
- Date: 2021
- Subjects: Small business -- South Africa -- Case studies , Sustainable development reporting -- South Africa -- Case studies , Social responsibility of business , Environmental responsibility -- South Africa , Environmental reporting -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/172018 , vital:42149
- Description: SMEs in South Africa and other developing countries have been slow to take up sustainability reporting. This qualitative study is aimed to study the challenges and barriers faced by SMEs, together with the potential benefits for SMEs participating in this type of reporting. It also makes recommendations about how SMEs can participate in and benefit from sustainability reporting. The study shows that indeed there are several challenges in terms of getting involved in sustainability reporting for SMEs. On the other hand, the research finds that the SMEs who are already participating in sustainability reporting can show the benefits of engaging in sustainability reporting and that these benefits far outweigh the challenges. The participating SMEs are also able to show that they have attained a competitive advantage as a result of engaging in sustainability reporting. If, however, sustainability reporting is to become entrenched into SMEs, a few changes need to take place to address challenges such as lack of information about sustainability reporting and its benefits, lack of regulations and more importantly, lack of awareness about sustainable development. As the South African government begins to respond to issues such as climate change, skills development and good governance, it will become necessary for them to introduce regulations to manage this risk. It is also highly possible that in the next few years, reporting will become a regulatory requirement that SMEs will be forced to comply with to continue to do business. The SMEs who are already practising sustainability practices will benefit from being first movers. Those SMEs who start sooner rather than later will already have the internal resources and capabilities to take advantage of the legislative environment. They will have a head start over their rivals in terms of gaining competitive advantage.
- Full Text:
- Date Issued: 2021
- Authors: Mhlope, Veliswa
- Date: 2021
- Subjects: Small business -- South Africa -- Case studies , Sustainable development reporting -- South Africa -- Case studies , Social responsibility of business , Environmental responsibility -- South Africa , Environmental reporting -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/172018 , vital:42149
- Description: SMEs in South Africa and other developing countries have been slow to take up sustainability reporting. This qualitative study is aimed to study the challenges and barriers faced by SMEs, together with the potential benefits for SMEs participating in this type of reporting. It also makes recommendations about how SMEs can participate in and benefit from sustainability reporting. The study shows that indeed there are several challenges in terms of getting involved in sustainability reporting for SMEs. On the other hand, the research finds that the SMEs who are already participating in sustainability reporting can show the benefits of engaging in sustainability reporting and that these benefits far outweigh the challenges. The participating SMEs are also able to show that they have attained a competitive advantage as a result of engaging in sustainability reporting. If, however, sustainability reporting is to become entrenched into SMEs, a few changes need to take place to address challenges such as lack of information about sustainability reporting and its benefits, lack of regulations and more importantly, lack of awareness about sustainable development. As the South African government begins to respond to issues such as climate change, skills development and good governance, it will become necessary for them to introduce regulations to manage this risk. It is also highly possible that in the next few years, reporting will become a regulatory requirement that SMEs will be forced to comply with to continue to do business. The SMEs who are already practising sustainability practices will benefit from being first movers. Those SMEs who start sooner rather than later will already have the internal resources and capabilities to take advantage of the legislative environment. They will have a head start over their rivals in terms of gaining competitive advantage.
- Full Text:
- Date Issued: 2021
Exploring the role of supervisors in developing employee commitment in a Namibian Public Institution from the subordinates’ perspective
- Authors: Daniel, Anna
- Date: 2021
- Subjects: Supervisors -- Namibia -- Case studies , Leadership -- Namibia -- Case studies , Employee motivation -- Namibia -- Case studies , Employee loyalty -- Namibia -- Case studies , Supervision -- Namibia -- Case studies , Management -- Employee participation -- Namibia -- Case studies
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/170770 , vital:41958
- Description: Over the years, scholars have noted the importance of organisations managing the performance of their employees by effectively maintaining their commitment. Hence, l ite rature highlighted that employee s have the potential to be recognised as a source of competitive advantage for an organisation and not a resource of an organisation. The main aim of the study was to explore the role of supervisors in developing employee commitment in a Namibian Public Ins titution from the subordinates’ perspective. The focus of this research was to understand how subordinates were included in decision making and were supported by their supervisors , and on how subordinates received feed b ack on role fulfilment and performance from their supervisors. Furthermore, the study described how subordinates viewed the leadership behaviour of their supervisors and how this i nfluenced employee commitment. The data was collected using qualitative me t hods through semi - structured face - to - face interview s with the subordinates of the selected institution. During this study, a sample of 15 subordinates taken from a population of 266 within the institution’s structure was inte rviewed . The interview quest ion s were based on how supervisors included subordinates in decision making, developed subordinates ’ support and delivered feedback on role and performance. The study used secondary data to determine the level of performance against set targets of the inst itu tion, using the annual performance report of the institution. In addition , the study used the staff access control syste m to determine the work time s of employees Lastly, the study analysed the data regarding staff resignation for the last five years to a ssess the level of staff turnover rate of the institution. The study f ound that the subordinates felt the re should be greater subordinate inclusion in decision making, increased levels of re gular feedback and higher levels of support shown by supervis ors t o subordinates when e xecuting their jobs. The study further highlighted the importance of supervisors to develop the ability of shifting from one leadership style to another depending on the situation at hand. The study reviewed six leadership style s that could influence commitment . Therefore, the study recommend s th at the institution direct its attention towards developing the situational leadership skills of their supervisors and developing their skills to enable them to better harmonise teamwork, increas e regular communication and give regular feedback to their subordinates . The results from this research will be beneficial to public institutions within the region and will, in add ition, enhance the academic body of literature in this field . The s tudy will draw the attention of supervisors to the importance of their behaviour, conduct, and their subsequent impact on employee commitment.
- Full Text:
- Date Issued: 2021
- Authors: Daniel, Anna
- Date: 2021
- Subjects: Supervisors -- Namibia -- Case studies , Leadership -- Namibia -- Case studies , Employee motivation -- Namibia -- Case studies , Employee loyalty -- Namibia -- Case studies , Supervision -- Namibia -- Case studies , Management -- Employee participation -- Namibia -- Case studies
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/170770 , vital:41958
- Description: Over the years, scholars have noted the importance of organisations managing the performance of their employees by effectively maintaining their commitment. Hence, l ite rature highlighted that employee s have the potential to be recognised as a source of competitive advantage for an organisation and not a resource of an organisation. The main aim of the study was to explore the role of supervisors in developing employee commitment in a Namibian Public Ins titution from the subordinates’ perspective. The focus of this research was to understand how subordinates were included in decision making and were supported by their supervisors , and on how subordinates received feed b ack on role fulfilment and performance from their supervisors. Furthermore, the study described how subordinates viewed the leadership behaviour of their supervisors and how this i nfluenced employee commitment. The data was collected using qualitative me t hods through semi - structured face - to - face interview s with the subordinates of the selected institution. During this study, a sample of 15 subordinates taken from a population of 266 within the institution’s structure was inte rviewed . The interview quest ion s were based on how supervisors included subordinates in decision making, developed subordinates ’ support and delivered feedback on role and performance. The study used secondary data to determine the level of performance against set targets of the inst itu tion, using the annual performance report of the institution. In addition , the study used the staff access control syste m to determine the work time s of employees Lastly, the study analysed the data regarding staff resignation for the last five years to a ssess the level of staff turnover rate of the institution. The study f ound that the subordinates felt the re should be greater subordinate inclusion in decision making, increased levels of re gular feedback and higher levels of support shown by supervis ors t o subordinates when e xecuting their jobs. The study further highlighted the importance of supervisors to develop the ability of shifting from one leadership style to another depending on the situation at hand. The study reviewed six leadership style s that could influence commitment . Therefore, the study recommend s th at the institution direct its attention towards developing the situational leadership skills of their supervisors and developing their skills to enable them to better harmonise teamwork, increas e regular communication and give regular feedback to their subordinates . The results from this research will be beneficial to public institutions within the region and will, in add ition, enhance the academic body of literature in this field . The s tudy will draw the attention of supervisors to the importance of their behaviour, conduct, and their subsequent impact on employee commitment.
- Full Text:
- Date Issued: 2021
How the leaders of an Eastern Cape development agency experienced a transition from specialist roles to the leadership roles and how this shaped their leadership identity
- Authors: Mbokoma, Noxolo Patricia
- Date: 2021
- Subjects: Economic development projects -- Managemenat -- South Africa -- Case studies , Organizational change -- South Africa -- Case studies , Organizational behavior -- South Africa -- Case studies , Leadership -- South Africa -- Case studies
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/171997 , vital:42147
- Description: This study sought to investigate the experiences of leaders involved in a transition from specialist role to leadership role at the Eastern Cape Development Agency, South Africa. A qualitative case study within a constructivist paradigm was adopted. Bridges’ (1991) theory of transition was used in this study to understand and analyse the process of transition in this study. The study used purposive sampling technique, where six leaders were selected and interviewed. The data was analysed through inductive and content analysis techniques. The findings are presented thematically and supported with participants verbatim. The study established that as specialists transition to leadership roles they experience lack of role clarity, stress (role strain), resistance, inadequate support, shock, increased work load (role strain) and role conflict. These experiences influence on their role identity, expertise, peer relationships and financial status. The study also established that for smooth and successful transition, consultation, participation, proper succession planning, and training is vitally important. This was necessary to ease the tension between management, leadership, specialist responsibilities, and resistance from specialists. The study recommends adequate support and preparation in all stages of transition to ensure that the organization benefits from the transition.
- Full Text:
- Date Issued: 2021
- Authors: Mbokoma, Noxolo Patricia
- Date: 2021
- Subjects: Economic development projects -- Managemenat -- South Africa -- Case studies , Organizational change -- South Africa -- Case studies , Organizational behavior -- South Africa -- Case studies , Leadership -- South Africa -- Case studies
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/171997 , vital:42147
- Description: This study sought to investigate the experiences of leaders involved in a transition from specialist role to leadership role at the Eastern Cape Development Agency, South Africa. A qualitative case study within a constructivist paradigm was adopted. Bridges’ (1991) theory of transition was used in this study to understand and analyse the process of transition in this study. The study used purposive sampling technique, where six leaders were selected and interviewed. The data was analysed through inductive and content analysis techniques. The findings are presented thematically and supported with participants verbatim. The study established that as specialists transition to leadership roles they experience lack of role clarity, stress (role strain), resistance, inadequate support, shock, increased work load (role strain) and role conflict. These experiences influence on their role identity, expertise, peer relationships and financial status. The study also established that for smooth and successful transition, consultation, participation, proper succession planning, and training is vitally important. This was necessary to ease the tension between management, leadership, specialist responsibilities, and resistance from specialists. The study recommends adequate support and preparation in all stages of transition to ensure that the organization benefits from the transition.
- Full Text:
- Date Issued: 2021
Mapping the transition from a traditional university into an entrepreneurial university
- Authors: Naidoo, Tharusha
- Date: 2021
- Subjects: Rhodes University -- Management , Education, Higher -- South Africa , Education, Higher -- Economic aspects -- South Africa , Academic-industrial cooperation , Entrepreneurship , Business and education -- South Africa , Research -- Economic aspects -- South Africa -- Case studies
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/172214 , vital:42177
- Description: The study aims to map the transition of a traditional university into an entrepreneurial university. The concept of the entrepreneurial university has been established as a game changer in the development and innovation spheres at higher education institutions worldwide. In the year 2002, the South African Higher Education sector embarked on a modelling and redefining journey which gave birth to the National Plan for Higher Education. The Entrepreneurship Development in Higher Education has undertaken work done on the entrepreneurial university which gave rise to the mapping that breeds ground towards policy. This study sought to investigate whether there is a conducive environment at Rhodes University, with an entrepreneurial climate to develop institutional capabilities and build new networks. The research highlights the current direction of Rhodes University and elaborates on the potential for the transition towards an entrepreneurial university. An overview of the entrepreneurial university was provided through an analysis of literature, which dominated in the more developed countries compared to South Africa. The researcher adopted a qualitative research study to capture the direct experiences of the individuals that are in the institution. A questionnaire was designed using the Organisation for Economic Co-operation and Development Guiding Framework and the direct perceptions of academics from the university were documented. The objectives were firstly, to explore elements of leadership and governance that enhance transformation of Higher Education Institution from a traditional university towards an entrepreneurial university. Secondly, to investigate internal resources that enhance Organisational Capacity with specific reference to people and incentives. Lastly, to determine how Teaching and Learning strengthen entrepreneurship development. The interviews revealed that the challenges faced by the institution were closely linked to those recognized by existing literature. What was interesting to note, limited funding and support were regarded as the most significant problems, closely followed by unskilled people and lack of infrastructure. It is suggested that cultivating and nurturing an entrepreneurial culture is of paramount importance together with the creation of a policy framework. Furthermore, the study concluded with practical recommendations proposed to management regarding the three strategic lenses. The research also illustrated that Rhodes University may not be viewed as being entrepreneurial but certainly has pockets of entrepreneurship and innovative activities.
- Full Text:
- Date Issued: 2021
- Authors: Naidoo, Tharusha
- Date: 2021
- Subjects: Rhodes University -- Management , Education, Higher -- South Africa , Education, Higher -- Economic aspects -- South Africa , Academic-industrial cooperation , Entrepreneurship , Business and education -- South Africa , Research -- Economic aspects -- South Africa -- Case studies
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/172214 , vital:42177
- Description: The study aims to map the transition of a traditional university into an entrepreneurial university. The concept of the entrepreneurial university has been established as a game changer in the development and innovation spheres at higher education institutions worldwide. In the year 2002, the South African Higher Education sector embarked on a modelling and redefining journey which gave birth to the National Plan for Higher Education. The Entrepreneurship Development in Higher Education has undertaken work done on the entrepreneurial university which gave rise to the mapping that breeds ground towards policy. This study sought to investigate whether there is a conducive environment at Rhodes University, with an entrepreneurial climate to develop institutional capabilities and build new networks. The research highlights the current direction of Rhodes University and elaborates on the potential for the transition towards an entrepreneurial university. An overview of the entrepreneurial university was provided through an analysis of literature, which dominated in the more developed countries compared to South Africa. The researcher adopted a qualitative research study to capture the direct experiences of the individuals that are in the institution. A questionnaire was designed using the Organisation for Economic Co-operation and Development Guiding Framework and the direct perceptions of academics from the university were documented. The objectives were firstly, to explore elements of leadership and governance that enhance transformation of Higher Education Institution from a traditional university towards an entrepreneurial university. Secondly, to investigate internal resources that enhance Organisational Capacity with specific reference to people and incentives. Lastly, to determine how Teaching and Learning strengthen entrepreneurship development. The interviews revealed that the challenges faced by the institution were closely linked to those recognized by existing literature. What was interesting to note, limited funding and support were regarded as the most significant problems, closely followed by unskilled people and lack of infrastructure. It is suggested that cultivating and nurturing an entrepreneurial culture is of paramount importance together with the creation of a policy framework. Furthermore, the study concluded with practical recommendations proposed to management regarding the three strategic lenses. The research also illustrated that Rhodes University may not be viewed as being entrepreneurial but certainly has pockets of entrepreneurship and innovative activities.
- Full Text:
- Date Issued: 2021
The relationship between organisational leadership and job satisfaction of three generational age groups in a school context
- Haasbroek, Juan Gert Diedericks
- Authors: Haasbroek, Juan Gert Diedericks
- Date: 2021
- Subjects: Educational leadership -- South Africa , High Schools -- Administration -- South Africa -- Western Cape , Management , High school teachers -- South Africa -- Western Cape -- Case studies , High school teachers -- South Africa -- Western Cape -- Job satisfaction , High school teachers -- South Africa -- Western Cape -- Attitudes
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/170802 , vital:41961
- Description: With multiple generations in education, there are different leadership styles preferred by schoolteachers that affect their job satisfaction (Cufaude and Riemersma, 1999:1-3). Schools should ensure that leadership works toward satisfied teachers to reach sustainable organisational performance. The resource-based view argues that organisations should look within the organisation, particularly human resources, to find sources that lead to improved organisational performance (Jurevicius, 2013:1). Therefore, organisations should equip themselves with the required leadership style(s) to meet employee expectations. Furthermore, it is imperative to look at different generations within the school’s context, as it will strengthen or weaken the relationship between organisational leadership and job satisfaction. The study adopted a quantitative approach, using the Multiple Leadership Questionnaire and the Minnesota Satisfaction Questionnaire as instruments for collecting primary data. The population consists of high school teachers in the Eden District, Western Cape that work at affluent schools, which are declared as quantile 4 and 5 model schools. There is a total of 13 high schools that fall within this specification with a total population of 220 teachers. In total, 111 questionnaires were distributed, of which 73 were returned. Sixty-eight were considered usable. Both sample parameters specified by the research instruments were met. The primary purpose of the study was to investigate the relationship between leadership within the organisation (referring to transformational, transactional, and passive-avoidant organisational leadership styles) and employee job satisfaction of high school teachers in the Eden District. Different generations, from the age group perspective, is composed as a moderating variable in the relationship between organisational leadership and job satisfaction. The empirical study established that the independent variables, the leadership styles employed by the organisation, are directly related to employee job satisfaction. Of the three independent variables, transformational leadership and, to a lesser extent, transactional leadership proved to have a positive association with job satisfaction. In contrast, passive-avoidant leadership has a negative relationship with job satisfaction. It is also established that the relationship is stronger or weaker based on generations, positioning generations from the age group perspective as satisfactory moderator. It was found that Millennials prefer the transactional leadership style as this will strengthen the relationship between organisational leadership and job satisfaction. Baby Boomers prefer transformational leadership for the greatest positivity. To a lesser extent, transactional leadership will also contribute to the relationship’s strength between organisational leadership and job satisfaction. Generation X is indifferent to transactional or transformational leadership.
- Full Text:
- Date Issued: 2021
- Authors: Haasbroek, Juan Gert Diedericks
- Date: 2021
- Subjects: Educational leadership -- South Africa , High Schools -- Administration -- South Africa -- Western Cape , Management , High school teachers -- South Africa -- Western Cape -- Case studies , High school teachers -- South Africa -- Western Cape -- Job satisfaction , High school teachers -- South Africa -- Western Cape -- Attitudes
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/170802 , vital:41961
- Description: With multiple generations in education, there are different leadership styles preferred by schoolteachers that affect their job satisfaction (Cufaude and Riemersma, 1999:1-3). Schools should ensure that leadership works toward satisfied teachers to reach sustainable organisational performance. The resource-based view argues that organisations should look within the organisation, particularly human resources, to find sources that lead to improved organisational performance (Jurevicius, 2013:1). Therefore, organisations should equip themselves with the required leadership style(s) to meet employee expectations. Furthermore, it is imperative to look at different generations within the school’s context, as it will strengthen or weaken the relationship between organisational leadership and job satisfaction. The study adopted a quantitative approach, using the Multiple Leadership Questionnaire and the Minnesota Satisfaction Questionnaire as instruments for collecting primary data. The population consists of high school teachers in the Eden District, Western Cape that work at affluent schools, which are declared as quantile 4 and 5 model schools. There is a total of 13 high schools that fall within this specification with a total population of 220 teachers. In total, 111 questionnaires were distributed, of which 73 were returned. Sixty-eight were considered usable. Both sample parameters specified by the research instruments were met. The primary purpose of the study was to investigate the relationship between leadership within the organisation (referring to transformational, transactional, and passive-avoidant organisational leadership styles) and employee job satisfaction of high school teachers in the Eden District. Different generations, from the age group perspective, is composed as a moderating variable in the relationship between organisational leadership and job satisfaction. The empirical study established that the independent variables, the leadership styles employed by the organisation, are directly related to employee job satisfaction. Of the three independent variables, transformational leadership and, to a lesser extent, transactional leadership proved to have a positive association with job satisfaction. In contrast, passive-avoidant leadership has a negative relationship with job satisfaction. It is also established that the relationship is stronger or weaker based on generations, positioning generations from the age group perspective as satisfactory moderator. It was found that Millennials prefer the transactional leadership style as this will strengthen the relationship between organisational leadership and job satisfaction. Baby Boomers prefer transformational leadership for the greatest positivity. To a lesser extent, transactional leadership will also contribute to the relationship’s strength between organisational leadership and job satisfaction. Generation X is indifferent to transactional or transformational leadership.
- Full Text:
- Date Issued: 2021
A case study of how a leader shaped the culture of an organisation during a post-merger integration
- Authors: Zozi, Vuyokazi
- Date: 2020
- Subjects: Corporate culture -- South Africa -- East London , Leadership -- South Africa -- East London , Organizational behavior -- South Africa -- East London , Strategic planning -- South Africa -- East London , Mission statements -- South Africa -- East London , Government accountability -- South Africa -- East London , Government corporations -- South Africa -- East London , Consolidation and merger of corporations -- South Africa -- East London , Consolidation and merger of corporations -- Management , Crisis management -- South Africa -- East London , Core competencies -- South Africa -- East London , Resource allocation -- South Africa -- East London , Personnel management -- South Africa -- East London , Communication in management -- South Africa -- East London , Qualitative research
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/146643 , vital:38544
- Description: This research took the form of a case study of the post-merger integration of a government organisation. The study had four objectives, namely to: (1) describe the cultural value of accountability; (2) analyse how strategic leadership and relational leadership roles were exercised to address post-merger integration challenges; (3) analyse how a leader applied selected primary mechanisms to shape organisational culture; (4) analyse how strategic and relational leadership complemented each other in addressing the challenges of post-merger integration and thereby shaping a culture of accountability; and (5) describe how some of the secondary articulation and reinforcing mechanisms supported the culture that was created through primary mechanisms. The literature reviewed, identified some of the critical challenges that are experienced in a post-merger integration, and highlighted the role of leadership in culture formation. The critical challenges that were identified are as follows: What is the vision and organisational purpose? How does the leader structure the organisation? What kind of culture does the leader need to create? How does the leader maintain trust and keep communication with employees? How does a leader build new core competences and develop human capital? Two leadership approaches were adopted, namely strategic and relational leadership. These two leadership approaches were selected because, based on a review of the literature, they appeared to address these post-integration challenges. The roles associated with strategic leadership that were investigated, were creating a vision and purpose for the organisation, developing core competences and developing human capital. From the perspective of relational leadership, this study was concerned with how a leader communicated through regular formal and informal dialogues to keep employees abreast of things, and how the leader built trust. In reviewing the literature linking leadership and culture, the work of Schein (2010) featured prominently. Schein (2010) referred to primary embedding mechanisms that create culture and secondary articulation and reinforcing mechanisms that reinforce or support the culture being created through the primary mechanisms. This study looked at how that happens, and hence six propositions were crafted from the literature. These propositions are as follows: (1) Formal dialogues between the leader and employees demonstrate what the leader pays attention to, measures and controls, which then clarifies what the employees are accountable for. (2) What the leader pays attention to, measures and controls during regular informal interactions between the leader and employees, contributes to strong mutual relationships between them, which promotes ownership and accountability amongst employees for their actions. (3) A leader who behaves consistently when handling critical incidents and organisational crises, is trusted by employees, who then act responsibly and take full responsibility for their actions, and even their mistakes. (4) A leader creates a vision and sense of purpose for the organisation through what he pays attention to, measures and controls, thereby clarifying for employees what they are required to do. (5) A leader who pays attention to developing the organisational core competence and allocates resources to it, instils confidence in his employees with regards to carrying out their own responsibilities. (6) A leader who develops human capital through the allocation of additional resources, thereby instilling confidence in employees who are willing and able to realise or take up their responsibilities. This research adopted a qualitative approach. Data was collected through conducting interviews and the analysis of relevant documents. A deductive thematic analysis of the data was used for the purpose of identifying, analysing and reporting patterns, or themes within the data collected. The research confirmed these propositions as being relevant to the case study. It also confirmed that strategic and relational leadership as reflected in the propositions have complemented one another in the successful implementation of the post-merger integration, thereby shaping a particular culture. It was concluded that the challenges associated with a post-merger integration could not have been addressed through only one of the leadership approaches. The findings of the study also recognised that an architectural role was also required. That is, in a merger, the structure has to be carefully designed and not taken for granted. It was therefore recognised as a critical leadership role. The study considers the implications of the findings and makes recommendations for managers of this organisation, as well as for other organisations that are engaging in a post-merger integration. It further outlines the limitations, delimitations as well as the contribution that the study has made to the body of knowledge. Some of the recommendations made for further research were to analyse how other primary mechanisms that were not part of the propositions may shape the organisational culture; and to research how architectural leadership roles combine with strategic and relational leadership to address post-merger integration challenges. Lastly, this study has explained how leadership, through various mechanisms, shaped a culture of accountability. Other studies can be done using a similar design with different theories of leadership and other mechanisms that apply to shaping other kinds of cultural values.
- Full Text:
- Date Issued: 2020
- Authors: Zozi, Vuyokazi
- Date: 2020
- Subjects: Corporate culture -- South Africa -- East London , Leadership -- South Africa -- East London , Organizational behavior -- South Africa -- East London , Strategic planning -- South Africa -- East London , Mission statements -- South Africa -- East London , Government accountability -- South Africa -- East London , Government corporations -- South Africa -- East London , Consolidation and merger of corporations -- South Africa -- East London , Consolidation and merger of corporations -- Management , Crisis management -- South Africa -- East London , Core competencies -- South Africa -- East London , Resource allocation -- South Africa -- East London , Personnel management -- South Africa -- East London , Communication in management -- South Africa -- East London , Qualitative research
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/146643 , vital:38544
- Description: This research took the form of a case study of the post-merger integration of a government organisation. The study had four objectives, namely to: (1) describe the cultural value of accountability; (2) analyse how strategic leadership and relational leadership roles were exercised to address post-merger integration challenges; (3) analyse how a leader applied selected primary mechanisms to shape organisational culture; (4) analyse how strategic and relational leadership complemented each other in addressing the challenges of post-merger integration and thereby shaping a culture of accountability; and (5) describe how some of the secondary articulation and reinforcing mechanisms supported the culture that was created through primary mechanisms. The literature reviewed, identified some of the critical challenges that are experienced in a post-merger integration, and highlighted the role of leadership in culture formation. The critical challenges that were identified are as follows: What is the vision and organisational purpose? How does the leader structure the organisation? What kind of culture does the leader need to create? How does the leader maintain trust and keep communication with employees? How does a leader build new core competences and develop human capital? Two leadership approaches were adopted, namely strategic and relational leadership. These two leadership approaches were selected because, based on a review of the literature, they appeared to address these post-integration challenges. The roles associated with strategic leadership that were investigated, were creating a vision and purpose for the organisation, developing core competences and developing human capital. From the perspective of relational leadership, this study was concerned with how a leader communicated through regular formal and informal dialogues to keep employees abreast of things, and how the leader built trust. In reviewing the literature linking leadership and culture, the work of Schein (2010) featured prominently. Schein (2010) referred to primary embedding mechanisms that create culture and secondary articulation and reinforcing mechanisms that reinforce or support the culture being created through the primary mechanisms. This study looked at how that happens, and hence six propositions were crafted from the literature. These propositions are as follows: (1) Formal dialogues between the leader and employees demonstrate what the leader pays attention to, measures and controls, which then clarifies what the employees are accountable for. (2) What the leader pays attention to, measures and controls during regular informal interactions between the leader and employees, contributes to strong mutual relationships between them, which promotes ownership and accountability amongst employees for their actions. (3) A leader who behaves consistently when handling critical incidents and organisational crises, is trusted by employees, who then act responsibly and take full responsibility for their actions, and even their mistakes. (4) A leader creates a vision and sense of purpose for the organisation through what he pays attention to, measures and controls, thereby clarifying for employees what they are required to do. (5) A leader who pays attention to developing the organisational core competence and allocates resources to it, instils confidence in his employees with regards to carrying out their own responsibilities. (6) A leader who develops human capital through the allocation of additional resources, thereby instilling confidence in employees who are willing and able to realise or take up their responsibilities. This research adopted a qualitative approach. Data was collected through conducting interviews and the analysis of relevant documents. A deductive thematic analysis of the data was used for the purpose of identifying, analysing and reporting patterns, or themes within the data collected. The research confirmed these propositions as being relevant to the case study. It also confirmed that strategic and relational leadership as reflected in the propositions have complemented one another in the successful implementation of the post-merger integration, thereby shaping a particular culture. It was concluded that the challenges associated with a post-merger integration could not have been addressed through only one of the leadership approaches. The findings of the study also recognised that an architectural role was also required. That is, in a merger, the structure has to be carefully designed and not taken for granted. It was therefore recognised as a critical leadership role. The study considers the implications of the findings and makes recommendations for managers of this organisation, as well as for other organisations that are engaging in a post-merger integration. It further outlines the limitations, delimitations as well as the contribution that the study has made to the body of knowledge. Some of the recommendations made for further research were to analyse how other primary mechanisms that were not part of the propositions may shape the organisational culture; and to research how architectural leadership roles combine with strategic and relational leadership to address post-merger integration challenges. Lastly, this study has explained how leadership, through various mechanisms, shaped a culture of accountability. Other studies can be done using a similar design with different theories of leadership and other mechanisms that apply to shaping other kinds of cultural values.
- Full Text:
- Date Issued: 2020
A comparative analysis of social media brand image of insurance companies in South Africa: a longitudinal study
- Authors: Gudu, Daniel
- Date: 2020
- Subjects: Social media -- South Africa , Internet marketing -- South Africa , Chernoff faces , Ínsurance companies -- South Africa -- Marketing , Insurance companies -- South Africa -- Case studies , Multivariate analysis -- Graphic methods
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/144277 , vital:38327
- Description: Social media is changing the way business is conducted. Almost five billion videos are watched on YouTube every single day. Social media has an extensive worldwide presence. Out of the total global population of over 7,5 billion people, over 4 billion are internet users. Of these, over 3 billion are active on social media. Social media is very influential in today's decision-making processes. Businesses must integrate social media into their strategies. The purpose of this research was to investigate the use of a novel method, Chernoff Faces, to assess and compare the social media brand images of six insurance companies in South Africa based on social conversation measurement. The intention of research was towards observing existing situations at hand and pointing out the game changers that can provide the industry with a new leap. Social media are multidimensional and understanding them requires tracking different measures simultaneously. Integrating social media into a communication strategy leads to a problem in finding the best way to portray and communicate multivariate data. It is essential to find the best way to represent and transmit the data so that marketing executives can quickly and easily monitor changes in brand images. Previous studies have successfully proved the possibility of using this method to gauge a "snapshot in time." This study took the concept further by closely monitoring the results for a set of brands over a period to account for the dynamic nature of social media. Accordingly, the study was a longitudinal study of 30 days. Data on the insurance companies was collected from Social Mention, a social media search and analysis platform that aggregates user-generated content into a single stream of information. A tool in the statistical software Stata, Chernoff's faces, was used to analyse the results by generating facial expressions to the metrics associated with the social mentions of each of the insurance companies. The resulting facial expressions were then analysed to recognise the more favourable and stable brands and those that need appropriate risk management. Managing Social Media is challenging as managers must always keep it as positive as possible. Brand managers, therefore, need a better tool to gauge the mood in social media conversations due to the fast-changing nature of social media and the importance of social media to business especially insurance.
- Full Text:
- Date Issued: 2020
- Authors: Gudu, Daniel
- Date: 2020
- Subjects: Social media -- South Africa , Internet marketing -- South Africa , Chernoff faces , Ínsurance companies -- South Africa -- Marketing , Insurance companies -- South Africa -- Case studies , Multivariate analysis -- Graphic methods
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/144277 , vital:38327
- Description: Social media is changing the way business is conducted. Almost five billion videos are watched on YouTube every single day. Social media has an extensive worldwide presence. Out of the total global population of over 7,5 billion people, over 4 billion are internet users. Of these, over 3 billion are active on social media. Social media is very influential in today's decision-making processes. Businesses must integrate social media into their strategies. The purpose of this research was to investigate the use of a novel method, Chernoff Faces, to assess and compare the social media brand images of six insurance companies in South Africa based on social conversation measurement. The intention of research was towards observing existing situations at hand and pointing out the game changers that can provide the industry with a new leap. Social media are multidimensional and understanding them requires tracking different measures simultaneously. Integrating social media into a communication strategy leads to a problem in finding the best way to portray and communicate multivariate data. It is essential to find the best way to represent and transmit the data so that marketing executives can quickly and easily monitor changes in brand images. Previous studies have successfully proved the possibility of using this method to gauge a "snapshot in time." This study took the concept further by closely monitoring the results for a set of brands over a period to account for the dynamic nature of social media. Accordingly, the study was a longitudinal study of 30 days. Data on the insurance companies was collected from Social Mention, a social media search and analysis platform that aggregates user-generated content into a single stream of information. A tool in the statistical software Stata, Chernoff's faces, was used to analyse the results by generating facial expressions to the metrics associated with the social mentions of each of the insurance companies. The resulting facial expressions were then analysed to recognise the more favourable and stable brands and those that need appropriate risk management. Managing Social Media is challenging as managers must always keep it as positive as possible. Brand managers, therefore, need a better tool to gauge the mood in social media conversations due to the fast-changing nature of social media and the importance of social media to business especially insurance.
- Full Text:
- Date Issued: 2020
A critical analysis of social enterprise in Slovenia
- Authors: Malila, Brett
- Date: 2020
- Subjects: Social entrepreneurship -- Slovenia , Social entrepreneurship -- Slovenia -- Case studies , Social entrepreneurship -- Law and legilstion-- Slovenia , Business enterprises -- Law and legilstion-- Slovenia
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/166436 , vital:41364
- Description: This research presents a case study on the nature of social enterprise in Slovenia. From a resource-based view (RBV), the case study has been used to show what some of the intangible resources are that can be used to promote sustainable social enterprise (SE). The purpose of this research study is to analyse social enterprises in Slovenia in order to establish a framework which other social entrepreneurs can use as the basis from which to operate and achieve competitive advantage. It is an important piece of research for both the process of social enterprise development in Slovenia, as well as to provide ideas and thoughts as to the way forward in this sector for other developing societies. Social enterprise is a developing field and it has been be important to develop cases to begin to explore the concept with real life actualities. The goal is to provide a clearer conceptualisation from which other social entrepreneurs can use as the basis to analyse, plan and improve social enterprise in their own specific contexts. The primary purpose of the study is thus to unpack the core elements that identify social enterprise in Slovenia using the resource-based view. The research aims to understand social enterprise within Slovenia in relation to where it occurs, which are the main industries concerned, and what are the unique resources used to promote sustainable growth. To achieve this, the research was guided by the resource-based view for social enterprise as highlighted by Day and Jean-Denis (2016) as well as that proposed by Bacq and Eddleston (2018). A mind map for a possible route towards improved implementation and understanding of social enterprise in Slovenia, was done through accessing registered social enterprises. This database was from the Ministry of Economic Development in Slovenia. An analysis of 2591 social enterprise, a desktop review of the Slovenian legislation on social enterprise and the unpacking of unique resources available to Slovenian social enterprise was done. This provided a perfect test case to show how the provision of legislation, supportive structures; financial targets, a regional vision and government mentoring social enterprise enhance a contested terrain in Slovenia. Findings highlighted that there have been sustainable successes, but not at the levels expected. It is clear that the government has created various unique resources to build and develop the social enterprise (SE) sector. From an RBV analysis of the social enterprise environment in Slovenia, it is essential to have resources such as legislation, mind-set, in migration (labour) and youth skills be created, monitored and supported. However, there is a need for improved monitoring and tighter implementation of the legislation for social enterprise to provide the solution to destructive social ills.
- Full Text:
- Date Issued: 2020
- Authors: Malila, Brett
- Date: 2020
- Subjects: Social entrepreneurship -- Slovenia , Social entrepreneurship -- Slovenia -- Case studies , Social entrepreneurship -- Law and legilstion-- Slovenia , Business enterprises -- Law and legilstion-- Slovenia
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/166436 , vital:41364
- Description: This research presents a case study on the nature of social enterprise in Slovenia. From a resource-based view (RBV), the case study has been used to show what some of the intangible resources are that can be used to promote sustainable social enterprise (SE). The purpose of this research study is to analyse social enterprises in Slovenia in order to establish a framework which other social entrepreneurs can use as the basis from which to operate and achieve competitive advantage. It is an important piece of research for both the process of social enterprise development in Slovenia, as well as to provide ideas and thoughts as to the way forward in this sector for other developing societies. Social enterprise is a developing field and it has been be important to develop cases to begin to explore the concept with real life actualities. The goal is to provide a clearer conceptualisation from which other social entrepreneurs can use as the basis to analyse, plan and improve social enterprise in their own specific contexts. The primary purpose of the study is thus to unpack the core elements that identify social enterprise in Slovenia using the resource-based view. The research aims to understand social enterprise within Slovenia in relation to where it occurs, which are the main industries concerned, and what are the unique resources used to promote sustainable growth. To achieve this, the research was guided by the resource-based view for social enterprise as highlighted by Day and Jean-Denis (2016) as well as that proposed by Bacq and Eddleston (2018). A mind map for a possible route towards improved implementation and understanding of social enterprise in Slovenia, was done through accessing registered social enterprises. This database was from the Ministry of Economic Development in Slovenia. An analysis of 2591 social enterprise, a desktop review of the Slovenian legislation on social enterprise and the unpacking of unique resources available to Slovenian social enterprise was done. This provided a perfect test case to show how the provision of legislation, supportive structures; financial targets, a regional vision and government mentoring social enterprise enhance a contested terrain in Slovenia. Findings highlighted that there have been sustainable successes, but not at the levels expected. It is clear that the government has created various unique resources to build and develop the social enterprise (SE) sector. From an RBV analysis of the social enterprise environment in Slovenia, it is essential to have resources such as legislation, mind-set, in migration (labour) and youth skills be created, monitored and supported. However, there is a need for improved monitoring and tighter implementation of the legislation for social enterprise to provide the solution to destructive social ills.
- Full Text:
- Date Issued: 2020
An analysis of how leadership has shaped the culture of customer centricity in the branch of a bank
- Authors: Mali, Mandisa
- Date: 2020
- Subjects: Banks and banking -- Customer services , Banks and banking -- Customer services -- South Africa -- Case studies , Customer relations -- Management , Customer relations -- Management -- South Africa -- Case studies , Relationship banking -- South Africa -- Case studies , Bank management -- South Africa -- Case studies
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/171852 , vital:42132
- Description: Financial institutions are faced with increasing competition as there has been an increase in new entrants in the industry, therefore a battle of market share in banking is in progress. Digitization is fast changing how customers perceive value, customers have become spoilt for choice and thus banks have to implement strategies that will help them to increase their market share by keeping the customers they currently have and strategies that help them to acquire more customers. A strategy on its own will not support organizational goals, if it is not adopted by the executers – the employees on the ground. It is important for leaders to support the strategic goals of an organization by ensuring that the goals become a culture, a way of doing things in that organization. This study is an analysis of how leadership shaped a culture of customer centricity in the branch of a bank. The objectives of the study were to: (1) To describe the culture of customer centricity that was cultivated by the branch manager; (2) To analyse what the leader pays attention to, measures and controls on a regular basis, in support of a culture of customer centricity; (3) To analyse how the leader conducts deliberate role modelling, teaching and coaching in support of a culture of customer centricity; (4) To analyse whether - and if so how - the quality of the dyadic relations between the leader and her followers enables or disables the effect of cultural mechanisms on the culture of customer centricity; and (5) To analyse how the leader built high quality relations with her followers The study took the form of a case study of a branch of a bank, where nine universal bankers and their former leader were interviewed. The data were then analysed using a deductive thematic analysis. The findings met all objectives of the study and the findings supported the propositions. The findings also discovered that reward and recognition contributed to the shaping of a culture of customer centricity. In conclusion the limitations and delimitations of the study are acknowledged, and recommendations are made. The study contributes towards the Social Exchange Theory (SET) and demonstrates how high-quality leader member exchange (LMX) relations can be developed. Several recommendations are made for further studies on factors shaping a culture of customer centricity, and implications for management are considered.
- Full Text:
- Date Issued: 2020
- Authors: Mali, Mandisa
- Date: 2020
- Subjects: Banks and banking -- Customer services , Banks and banking -- Customer services -- South Africa -- Case studies , Customer relations -- Management , Customer relations -- Management -- South Africa -- Case studies , Relationship banking -- South Africa -- Case studies , Bank management -- South Africa -- Case studies
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/171852 , vital:42132
- Description: Financial institutions are faced with increasing competition as there has been an increase in new entrants in the industry, therefore a battle of market share in banking is in progress. Digitization is fast changing how customers perceive value, customers have become spoilt for choice and thus banks have to implement strategies that will help them to increase their market share by keeping the customers they currently have and strategies that help them to acquire more customers. A strategy on its own will not support organizational goals, if it is not adopted by the executers – the employees on the ground. It is important for leaders to support the strategic goals of an organization by ensuring that the goals become a culture, a way of doing things in that organization. This study is an analysis of how leadership shaped a culture of customer centricity in the branch of a bank. The objectives of the study were to: (1) To describe the culture of customer centricity that was cultivated by the branch manager; (2) To analyse what the leader pays attention to, measures and controls on a regular basis, in support of a culture of customer centricity; (3) To analyse how the leader conducts deliberate role modelling, teaching and coaching in support of a culture of customer centricity; (4) To analyse whether - and if so how - the quality of the dyadic relations between the leader and her followers enables or disables the effect of cultural mechanisms on the culture of customer centricity; and (5) To analyse how the leader built high quality relations with her followers The study took the form of a case study of a branch of a bank, where nine universal bankers and their former leader were interviewed. The data were then analysed using a deductive thematic analysis. The findings met all objectives of the study and the findings supported the propositions. The findings also discovered that reward and recognition contributed to the shaping of a culture of customer centricity. In conclusion the limitations and delimitations of the study are acknowledged, and recommendations are made. The study contributes towards the Social Exchange Theory (SET) and demonstrates how high-quality leader member exchange (LMX) relations can be developed. Several recommendations are made for further studies on factors shaping a culture of customer centricity, and implications for management are considered.
- Full Text:
- Date Issued: 2020
An analysis of indicators disclosed in the integrated annual reports of selected South African retailers
- Authors: Blignaut, Anna Cornelia
- Date: 2020
- Subjects: Financial statements -- South Africa -- Case studies , Retail trade -- South Africa
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/140859 , vital:37924
- Description: This study aimed to analyse the indicators disclosed in the Integrated Annual Reports (IARs) of selected South African retailers. This was firstly done by identifying the six capital and governance indicators retailers report on in order to analyse the commonalities and differences between them, secondly by identifying and assessing evidence of integrated thinking and lastly by making recommendations for optimal retail sector reporting. IARs from Pick n Pay Stores Ltd, Shoprite Holdings Ltd, Spar Group Ltd and Woolworths Holdings Ltd were analysed using content analysis. The results found noteworthy differences in IAR composition in terms of report length and the sections retailers devoted more or less of their report to. Governance and Remuneration indicator disclosure did not allow for broad comparison among all four retailers. In terms of indicator disclosure few indicators were disclosed by all retailers, whilst many were only disclosed by one retailer. Disclosures related to all six capitals were found, yet some indicators were disclosed excessively. Paradoxically, insufficient disclosure of indicators that are easily measurable and low levels of negative or unfavourable indicator disclosure was also apparent in this study. The comparability of indicators was influenced by the aggregation and disaggregation of indicators as well as the lack of consistency in the terminology used in IARs. Indicator disclosure also revealed several trends in the South African retail industry. This research identified the following six themes related to integrated thinking in the sample IARs. Retailers understand the connection between capitals, express consideration for multiple stakeholders and appreciate the context in which they operate, to some extent. Retailers were also found to have different interpretations of sustainability as part of their strategy and risk management whilst the completeness and consistency of information disclosed and retailers’ conceptualisation of value-added in IAR has not yet developed to the same extent across the retail industry. This study finally makes recommendations that may be used for optimal retail sector reporting with regards to the integrated reporting process as well as the integrated report itself. Addressing the former it is recommended that: integrated reporting be viewed as a means to build an internal understanding of their sustainability practices; integrated thinking be included as part of their strategic planning process; all capitals be considered in decision making; communication be established with others in the retail industry and that retailers engage with the IIRC on integrated reporting issues. In terms of the IAR itself, it is recommended that retailers ensure consistency in the terminology used and that the disaggregation of indicators is done in a consistent way. Retailers should include a balance of positive and negative disclosures as well as context-based indicators and seek assurance of the social, environmental and ethical information in their IARs. Finally, retailers need to set measurable sustainability performance targets and link them to specific performance indicators. The results of this study are not without limitations. The identification and categorisation of an indicator was largely based on the researcher’s own judgement in the content analysis process and can be highlighted as the main limitation of this research.
- Full Text:
- Date Issued: 2020
- Authors: Blignaut, Anna Cornelia
- Date: 2020
- Subjects: Financial statements -- South Africa -- Case studies , Retail trade -- South Africa
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/140859 , vital:37924
- Description: This study aimed to analyse the indicators disclosed in the Integrated Annual Reports (IARs) of selected South African retailers. This was firstly done by identifying the six capital and governance indicators retailers report on in order to analyse the commonalities and differences between them, secondly by identifying and assessing evidence of integrated thinking and lastly by making recommendations for optimal retail sector reporting. IARs from Pick n Pay Stores Ltd, Shoprite Holdings Ltd, Spar Group Ltd and Woolworths Holdings Ltd were analysed using content analysis. The results found noteworthy differences in IAR composition in terms of report length and the sections retailers devoted more or less of their report to. Governance and Remuneration indicator disclosure did not allow for broad comparison among all four retailers. In terms of indicator disclosure few indicators were disclosed by all retailers, whilst many were only disclosed by one retailer. Disclosures related to all six capitals were found, yet some indicators were disclosed excessively. Paradoxically, insufficient disclosure of indicators that are easily measurable and low levels of negative or unfavourable indicator disclosure was also apparent in this study. The comparability of indicators was influenced by the aggregation and disaggregation of indicators as well as the lack of consistency in the terminology used in IARs. Indicator disclosure also revealed several trends in the South African retail industry. This research identified the following six themes related to integrated thinking in the sample IARs. Retailers understand the connection between capitals, express consideration for multiple stakeholders and appreciate the context in which they operate, to some extent. Retailers were also found to have different interpretations of sustainability as part of their strategy and risk management whilst the completeness and consistency of information disclosed and retailers’ conceptualisation of value-added in IAR has not yet developed to the same extent across the retail industry. This study finally makes recommendations that may be used for optimal retail sector reporting with regards to the integrated reporting process as well as the integrated report itself. Addressing the former it is recommended that: integrated reporting be viewed as a means to build an internal understanding of their sustainability practices; integrated thinking be included as part of their strategic planning process; all capitals be considered in decision making; communication be established with others in the retail industry and that retailers engage with the IIRC on integrated reporting issues. In terms of the IAR itself, it is recommended that retailers ensure consistency in the terminology used and that the disaggregation of indicators is done in a consistent way. Retailers should include a balance of positive and negative disclosures as well as context-based indicators and seek assurance of the social, environmental and ethical information in their IARs. Finally, retailers need to set measurable sustainability performance targets and link them to specific performance indicators. The results of this study are not without limitations. The identification and categorisation of an indicator was largely based on the researcher’s own judgement in the content analysis process and can be highlighted as the main limitation of this research.
- Full Text:
- Date Issued: 2020
An analysis of the public reporting of organisational resilience found within the integrated reports of a large state-owned enterprise
- Authors: Fleming, Linda
- Date: 2020
- Subjects: Eskom (Firm) , Organizational resilience , Eskom (Firm) -- Management
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/141276 , vital:37958
- Description: This research explored whether there is any evidence of reporting of organisational resilience within the integrated reports of a large state-owned enterprise. The organisation chosen for the research was Eskom. The integrated annual reports of Eskom for 2016, 2017 and 2018 were examined. Direct and indirect evidence of organisational resilience was sought within the organisations integrated reports. The direct reporting of organisational resilience was located by using a PDF word search. A thematic content analysis was used to perform the search for indirect reporting of organisational resilience. Three main themes to represent organisational resilience that were identified beforehand were used to identify the indirect reporting of organisational resilience. Namely, transformability, adaptability and persistence. Sub themes of general and specified resilience were also identified during the research process. The literature review discusses the themes in detail, and also introduces communication and integrated reporting. Evidence of both direct and indirect organisational resilience was identified in all three years studied. Evidence of all the main themes and sub themes was found within the indirect reporting of organisational resilience. The main limitation of the study is that although evidence of reporting of organisational resilience was found, this evidence does not provide any indications of the level of organisational resilience within Eskom. A number of recommendations to Eskom management are made at the end of the research. What is interesting is that integrated reports are not designed to report on organisational resilience. However, the research showed clear evidence of reporting of organisational resilience within all three years researched. Potentially indicating that the integrated annual reports are a useful method of sharing information regarding organisational resilience with stakeholders. An additional benefit is that communication with stakeholders is simultaneously contributing to the enhancement of the organisations resilience.
- Full Text:
- Date Issued: 2020
- Authors: Fleming, Linda
- Date: 2020
- Subjects: Eskom (Firm) , Organizational resilience , Eskom (Firm) -- Management
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/141276 , vital:37958
- Description: This research explored whether there is any evidence of reporting of organisational resilience within the integrated reports of a large state-owned enterprise. The organisation chosen for the research was Eskom. The integrated annual reports of Eskom for 2016, 2017 and 2018 were examined. Direct and indirect evidence of organisational resilience was sought within the organisations integrated reports. The direct reporting of organisational resilience was located by using a PDF word search. A thematic content analysis was used to perform the search for indirect reporting of organisational resilience. Three main themes to represent organisational resilience that were identified beforehand were used to identify the indirect reporting of organisational resilience. Namely, transformability, adaptability and persistence. Sub themes of general and specified resilience were also identified during the research process. The literature review discusses the themes in detail, and also introduces communication and integrated reporting. Evidence of both direct and indirect organisational resilience was identified in all three years studied. Evidence of all the main themes and sub themes was found within the indirect reporting of organisational resilience. The main limitation of the study is that although evidence of reporting of organisational resilience was found, this evidence does not provide any indications of the level of organisational resilience within Eskom. A number of recommendations to Eskom management are made at the end of the research. What is interesting is that integrated reports are not designed to report on organisational resilience. However, the research showed clear evidence of reporting of organisational resilience within all three years researched. Potentially indicating that the integrated annual reports are a useful method of sharing information regarding organisational resilience with stakeholders. An additional benefit is that communication with stakeholders is simultaneously contributing to the enhancement of the organisations resilience.
- Full Text:
- Date Issued: 2020
An archetypical analysis of chief executive officers in the mining sector according to their remuneration and company performance: a resource based view
- Authors: King, Matthew Sebastian
- Date: 2020
- Subjects: Executives -- Salaries, etc. -- South Africa , Directors of corporations -- Salaries, etc. -- South Africa , Mining corporations -- Salaries, etc. -- South Africa , Mines and mineral resources -- Management
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/168503 , vital:41589
- Description: The growth in the mining sector post 1994 saw many CEO s enjoy exorbitant levels of financial prosperity particularly in relation to th e mining workforce . The pay disparity between the remuneration of CEO s and the average worker contributed to instability and labour unrest. While there has been extensive research conducted on the relationship between CEO remuneration and company performance, questions around the justification of exorbitant CEO remuneration levels have persisted. One of the shortcomings of these studies have been understanding company performance as limited to financial indicators. For this reason, Resource - Based theory was used in this study to focus on CEOs as tangible, heterogeneous and immobile assets, who could influence company performance by creating a firm’s competitive advantage. In order to investigate this, a mixed - method research design was utilised to ascertain the relationship between CEO remune ration and company performance. The data for the quantitative study was collected using an archival method by sourcing secondary data obtained from the sampled companie s’ annual integrated reports. Statistical tests were performed to test the relationsh ip between CEO remuneration and company performance of mining companies listed on the JSE over the period of 2014 to 2018. This was followed by the qualitative thematic analysis which utilised online information published about four CEOs sampled according to their pay/performance relationships (namely high earning/high performing; high earning/low performing; low earning/high performing and low earning/low performing). The VRIO framework was utilised in conjunction with the thematic analysis to assess the extent to which each of the selected CEOs could be identified as valuable, rare, inimitable and organised. Finally, t he demographic characteristics and leadership attributes of these CEOs were collectiv ely aligned to particular l eadership archetype s. This study found that despite company performance levels experiencing negative growth and volatility, CEO remuneration remained stable and experienced positive growth throughout the period . The qualitative analysis and the application of the VRIO framework wa s conducted in order to explor e reasons why this disparity may continue to exist. The analysis of the differences in demographic characteristics and leadership attributes between these four CEOs provided a possible j ustification for the disparity in t he levels of remuneration. It was found that some CEOs high levels of remuneration could be justified by virtue of their well - developed leadership skills. In particular CEOs need softer skills (such as communication, openness, relationship - building and stakeholder engagement) and to draw on the communicator, builder and coach archetypes in order to create a sustained competitive advantage within companies.
- Full Text:
- Date Issued: 2020
- Authors: King, Matthew Sebastian
- Date: 2020
- Subjects: Executives -- Salaries, etc. -- South Africa , Directors of corporations -- Salaries, etc. -- South Africa , Mining corporations -- Salaries, etc. -- South Africa , Mines and mineral resources -- Management
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/168503 , vital:41589
- Description: The growth in the mining sector post 1994 saw many CEO s enjoy exorbitant levels of financial prosperity particularly in relation to th e mining workforce . The pay disparity between the remuneration of CEO s and the average worker contributed to instability and labour unrest. While there has been extensive research conducted on the relationship between CEO remuneration and company performance, questions around the justification of exorbitant CEO remuneration levels have persisted. One of the shortcomings of these studies have been understanding company performance as limited to financial indicators. For this reason, Resource - Based theory was used in this study to focus on CEOs as tangible, heterogeneous and immobile assets, who could influence company performance by creating a firm’s competitive advantage. In order to investigate this, a mixed - method research design was utilised to ascertain the relationship between CEO remune ration and company performance. The data for the quantitative study was collected using an archival method by sourcing secondary data obtained from the sampled companie s’ annual integrated reports. Statistical tests were performed to test the relationsh ip between CEO remuneration and company performance of mining companies listed on the JSE over the period of 2014 to 2018. This was followed by the qualitative thematic analysis which utilised online information published about four CEOs sampled according to their pay/performance relationships (namely high earning/high performing; high earning/low performing; low earning/high performing and low earning/low performing). The VRIO framework was utilised in conjunction with the thematic analysis to assess the extent to which each of the selected CEOs could be identified as valuable, rare, inimitable and organised. Finally, t he demographic characteristics and leadership attributes of these CEOs were collectiv ely aligned to particular l eadership archetype s. This study found that despite company performance levels experiencing negative growth and volatility, CEO remuneration remained stable and experienced positive growth throughout the period . The qualitative analysis and the application of the VRIO framework wa s conducted in order to explor e reasons why this disparity may continue to exist. The analysis of the differences in demographic characteristics and leadership attributes between these four CEOs provided a possible j ustification for the disparity in t he levels of remuneration. It was found that some CEOs high levels of remuneration could be justified by virtue of their well - developed leadership skills. In particular CEOs need softer skills (such as communication, openness, relationship - building and stakeholder engagement) and to draw on the communicator, builder and coach archetypes in order to create a sustained competitive advantage within companies.
- Full Text:
- Date Issued: 2020
An evaluation of social sustainability practices in an agri-based private company in the Eastern Cape
- Authors: Ferreira, Anton William
- Date: 2020
- Subjects: Social responsibility of business -- South Africa -- Eastern Cape , Food law and legislation -- South Africa -- Eastern Cape , Agriculture -- South Africa -- Eastern Cape , Private plot agriculture -- South Africa -- Eastern Cape , Employee rights -- South Africa -- Eastern Cape , Employee attitude surveys -- South Africa -- Eastern Cape , Communication in personnel management -- South Africa -- Eastern Cape
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/122920 , vital:35371
- Description: The concept of sustainability has received considerable attention over the last few decades (Scoones, 2007). International awareness and demands for sustainable development have pushed the sustainable narrative into the forefront of developmental goals. The Brundtland Report of 1987, released by the United Nations entitled “Our Common Future” resulted in the classic modern definition of sustainable development. Agriculture is the primary source of food, shelter and fibre for the world and therefore has a leading role to play in the realisation of a sustainable future (Van Calker, Berentsen, Giesen and Huirne, 2005). Most sustainability research in agriculture has adopted a particular scale and dimension, leading to a host of definitions and methodologies for its assessment (Hayati, 2017, Janker and Mann, 2018, Latruffe, Diazabakana, Bockstaller, Desjeux and Finn, 2016, Smith and McDonald, 1998). Different approaches to assessing sustainable agriculture have developed in hand with various conceptual methods resulting in a lack of a common understanding of what sustainable agriculture means (Janker and Mann, 2018, Smith and McDonald, 1998). Agriculture has a leading role to play in sustainable development in the South African context; however, commercial agriculture in South Africa has been associated with human rights violations as well as unsustainable social practices and exploitation of employees (Mather, 2007, Muller, Vermeulen and Glasbergen, 2012b). This research was conducted in an agri-processing company that had expanded rapidly and been experiencing high absenteeism and increased conflict in the work environment in an attempt to identify how many of the chosen indicators of on-farm internal social sustainability were present in the company. The literature review helped to contextualise the subject of sustainability, agricultural sustainability, agricultural social sustainability and various methods for assessing agricultural sustainability. The subject of agriculture social sustainability within the South African context was expanded upon, and a framework was selected from the literature to develop the aims of this research. The Barrientos and Visser (2013) framework had been utilised in evaluating social sustainability in the South African agricultural context before, and when compared with relevant literature was deemed appropriate for this research. Through the use of a case study approach, thirty employees were interviewed on a one on one basis with close ended questions. Data was collected through the use of an odd-numbered Likert scale and simple descriptive statistics were used to answer questions regarding which socially sustainable on-farm internal indicators, identified in the literature and in the chosen framework, occurred in the company in question. The research looked to further critically evaluate the aspects of social sustainability that were implemented by the company and discuss the challenges relating to those identified indicators that were not implemented. Finally, the research made recommendations to improve the on-farm internal social sustainability of the company in question. The results of this research showed that out of the ten indicators of on-farm internal social sustainability that were relevant in the framework, five were present in the company in question and five were absent. Those indicators that were present were: contracts, wages, benefits, communication with management and adequate representation. Indicators that were not present included health and safety, employee wellbeing, the level of discrimination, the level of harsh treatment and employee decision making. It was apparent from the results that there are many challenges to implementing on-farm internal socially sustainable policies and practices in the company. Chief amongst these challenges was communication with employees concerning policies that have been implemented and the information that is available to the employees regarding these policies. The company at the centre of this research should ensure that policies are put in place that helps to convey information to employees and ensure that the policies are implemented efficiently and effectively. It was recommended that the company initiate a Human Resources division that would be responsible for communication and the implementation of policies to increase on-farm internal social sustainability. By increasing social sustainability in the workplace, the company should be able to increase its efficiencies and effectiveness in a competitive global market. The researcher is aware that the findings of this research are not generalizable and are specific to the company in question both in terms of scale and location. Further research is needed to determine the impact of individual indicators and the weighting of each indicator in a specific environment. Further research should be conducted in a company that is in a similar industry and has similar staff demographics to the company at the centre of this research, as the scale of measure will influence the results.
- Full Text:
- Date Issued: 2020
- Authors: Ferreira, Anton William
- Date: 2020
- Subjects: Social responsibility of business -- South Africa -- Eastern Cape , Food law and legislation -- South Africa -- Eastern Cape , Agriculture -- South Africa -- Eastern Cape , Private plot agriculture -- South Africa -- Eastern Cape , Employee rights -- South Africa -- Eastern Cape , Employee attitude surveys -- South Africa -- Eastern Cape , Communication in personnel management -- South Africa -- Eastern Cape
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/122920 , vital:35371
- Description: The concept of sustainability has received considerable attention over the last few decades (Scoones, 2007). International awareness and demands for sustainable development have pushed the sustainable narrative into the forefront of developmental goals. The Brundtland Report of 1987, released by the United Nations entitled “Our Common Future” resulted in the classic modern definition of sustainable development. Agriculture is the primary source of food, shelter and fibre for the world and therefore has a leading role to play in the realisation of a sustainable future (Van Calker, Berentsen, Giesen and Huirne, 2005). Most sustainability research in agriculture has adopted a particular scale and dimension, leading to a host of definitions and methodologies for its assessment (Hayati, 2017, Janker and Mann, 2018, Latruffe, Diazabakana, Bockstaller, Desjeux and Finn, 2016, Smith and McDonald, 1998). Different approaches to assessing sustainable agriculture have developed in hand with various conceptual methods resulting in a lack of a common understanding of what sustainable agriculture means (Janker and Mann, 2018, Smith and McDonald, 1998). Agriculture has a leading role to play in sustainable development in the South African context; however, commercial agriculture in South Africa has been associated with human rights violations as well as unsustainable social practices and exploitation of employees (Mather, 2007, Muller, Vermeulen and Glasbergen, 2012b). This research was conducted in an agri-processing company that had expanded rapidly and been experiencing high absenteeism and increased conflict in the work environment in an attempt to identify how many of the chosen indicators of on-farm internal social sustainability were present in the company. The literature review helped to contextualise the subject of sustainability, agricultural sustainability, agricultural social sustainability and various methods for assessing agricultural sustainability. The subject of agriculture social sustainability within the South African context was expanded upon, and a framework was selected from the literature to develop the aims of this research. The Barrientos and Visser (2013) framework had been utilised in evaluating social sustainability in the South African agricultural context before, and when compared with relevant literature was deemed appropriate for this research. Through the use of a case study approach, thirty employees were interviewed on a one on one basis with close ended questions. Data was collected through the use of an odd-numbered Likert scale and simple descriptive statistics were used to answer questions regarding which socially sustainable on-farm internal indicators, identified in the literature and in the chosen framework, occurred in the company in question. The research looked to further critically evaluate the aspects of social sustainability that were implemented by the company and discuss the challenges relating to those identified indicators that were not implemented. Finally, the research made recommendations to improve the on-farm internal social sustainability of the company in question. The results of this research showed that out of the ten indicators of on-farm internal social sustainability that were relevant in the framework, five were present in the company in question and five were absent. Those indicators that were present were: contracts, wages, benefits, communication with management and adequate representation. Indicators that were not present included health and safety, employee wellbeing, the level of discrimination, the level of harsh treatment and employee decision making. It was apparent from the results that there are many challenges to implementing on-farm internal socially sustainable policies and practices in the company. Chief amongst these challenges was communication with employees concerning policies that have been implemented and the information that is available to the employees regarding these policies. The company at the centre of this research should ensure that policies are put in place that helps to convey information to employees and ensure that the policies are implemented efficiently and effectively. It was recommended that the company initiate a Human Resources division that would be responsible for communication and the implementation of policies to increase on-farm internal social sustainability. By increasing social sustainability in the workplace, the company should be able to increase its efficiencies and effectiveness in a competitive global market. The researcher is aware that the findings of this research are not generalizable and are specific to the company in question both in terms of scale and location. Further research is needed to determine the impact of individual indicators and the weighting of each indicator in a specific environment. Further research should be conducted in a company that is in a similar industry and has similar staff demographics to the company at the centre of this research, as the scale of measure will influence the results.
- Full Text:
- Date Issued: 2020
An exploration of organizational expectations of different generations of employees during change
- Authors: Kawana, Susan Mulemwa
- Date: 2020
- Subjects: Organizational change -- Psychological aspects , Organizational behavior -- Namibia -- Case studies , Employees -- Psychology -- Namibia , Organizational change -- Namibia -- Case studies , Intergenerational relations -- Namibia , Namibia. Inland Revenue Directorate , Namibia. Customs and Excise
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/142398 , vital:38076
- Description: The aim of this study is to investigate the organizational expectations of different generations of employees at the Ministry of Finance’s Inland Revenue and Customs and Excise Departments of the Republic of Namibia, which are undergoing organizational change processes. The different generations that were included in this study are Baby Boomers, Generation X, and Generation Y. The study explores the different expectations that the generations have in relation to the changes, in terms of leadership style and communication preferences. This study followed a qualitative approach. Quota sampling was used to select twelve participants for the study. The case study was carried out within a postpositivism paradigm. Data was collected by administering semi-structured, face-to-face interviews. The findings of the study indicate that there are generational differences in respect of preferred leadership styles and communication methods during organizational change. Baby Boomers and Generation X preferred a relationshiporiented leadership style, while generation Y preferred a visionary leadership style. Task-oriented leadership style was not the preferred style of any generation. Rather, in the midst of change, it seems there is a preference for relational leadership across all the Generations. In respect of communication, Baby Boomers preferred face-toface methods, Generation X preferred face-to-face and e-mail methods as sources of change communication, while Generation Y preferred a combination of communication methods. In the midst of change, it seems there is a common preference for face-to-face communication across all the Generations. Furthermore, employees generally did not feel ready for the changes. In the light of these findings, recommendations were made to guide change initiatives amongst employees of various generations. The limitations of the study were its sample size and focus on the public sector. For future research, a larger sample could be selected from all regional offices. Similar research can also be done in the private sector. The findings of the study provide an understanding of the experiences and expectations of different generations of employees during organizational change, and contribute to the body of knowledge on generational differences, readiness for change and the management of different generations as different stakeholders.
- Full Text:
- Date Issued: 2020
- Authors: Kawana, Susan Mulemwa
- Date: 2020
- Subjects: Organizational change -- Psychological aspects , Organizational behavior -- Namibia -- Case studies , Employees -- Psychology -- Namibia , Organizational change -- Namibia -- Case studies , Intergenerational relations -- Namibia , Namibia. Inland Revenue Directorate , Namibia. Customs and Excise
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/142398 , vital:38076
- Description: The aim of this study is to investigate the organizational expectations of different generations of employees at the Ministry of Finance’s Inland Revenue and Customs and Excise Departments of the Republic of Namibia, which are undergoing organizational change processes. The different generations that were included in this study are Baby Boomers, Generation X, and Generation Y. The study explores the different expectations that the generations have in relation to the changes, in terms of leadership style and communication preferences. This study followed a qualitative approach. Quota sampling was used to select twelve participants for the study. The case study was carried out within a postpositivism paradigm. Data was collected by administering semi-structured, face-to-face interviews. The findings of the study indicate that there are generational differences in respect of preferred leadership styles and communication methods during organizational change. Baby Boomers and Generation X preferred a relationshiporiented leadership style, while generation Y preferred a visionary leadership style. Task-oriented leadership style was not the preferred style of any generation. Rather, in the midst of change, it seems there is a preference for relational leadership across all the Generations. In respect of communication, Baby Boomers preferred face-toface methods, Generation X preferred face-to-face and e-mail methods as sources of change communication, while Generation Y preferred a combination of communication methods. In the midst of change, it seems there is a common preference for face-to-face communication across all the Generations. Furthermore, employees generally did not feel ready for the changes. In the light of these findings, recommendations were made to guide change initiatives amongst employees of various generations. The limitations of the study were its sample size and focus on the public sector. For future research, a larger sample could be selected from all regional offices. Similar research can also be done in the private sector. The findings of the study provide an understanding of the experiences and expectations of different generations of employees during organizational change, and contribute to the body of knowledge on generational differences, readiness for change and the management of different generations as different stakeholders.
- Full Text:
- Date Issued: 2020
An exploratory study on UNAM’s opportunities of being an entrepreneurial university
- Authors: Shiimi, Victoria
- Date: 2020
- Subjects: Entrepreneurship -- Namibia , Academic-industrial collaboration -- Namibia , Education, Higher -- Aims and objectives -- Namibia , University of Namibia. Innoviation and Development Department , University of Namibia -- Finance , Education, Higher -- Economic aspects -- Namibia , Education, Higher -- Namibia -- Finance
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/144912 , vital:38391
- Description: Universities, especially those publicly funded by the government are at the edge of the economic woes when budget allocation is cut to support their operations. University should not only focus on research and the traditional role of teaching but, to become innovative by creating third stream income generation projects and activities. This would enable them to bridge the gap in financing from the state. The main goal of the study is to explore whether the university has opportunities to become entrepreneurial. The researcher analyzed the study from the perspective of internal capabilities the institution owns and how these capabilities can be applied to create a competitive advantage and external opportunities for the institution. To achieve the objectives of this study, the researcher employed a case study research design approach. The study was embedded in the interprevists paradigm and, following an inductive approach. The study had a population of 14 Centres at UNAM where a sample of 4 Centres was purposively selected to represent the population because they were responsible for research and entrepreneurship activities. Documents review and semi-structured interviews were used to collect secondary and primary data respectively, which helped in the triangulation to avoid data error. These methods also allowed the researcher to ensure credibility, transferability, trustworthiness and external validity. To adhere to all ethical regulations and procedures, the researcher obtained the ethics approval from the Rhodes Ethics Committee, which, was then used to obtain Gatekeeper permission from UNAM. The study found that UNAM has the internal capabilities required that provides them an opportunity to become entrepreneurial. Through its Innovation and Development Department in collaboration with Inceptus, a UNAM commercial owned holding company. The study recommended that UNAM put structures in place, to begin with, all entrepreneurial projects towards securing third stream income as well as expanding research that focuses on leadership and governance.
- Full Text:
- Date Issued: 2020
- Authors: Shiimi, Victoria
- Date: 2020
- Subjects: Entrepreneurship -- Namibia , Academic-industrial collaboration -- Namibia , Education, Higher -- Aims and objectives -- Namibia , University of Namibia. Innoviation and Development Department , University of Namibia -- Finance , Education, Higher -- Economic aspects -- Namibia , Education, Higher -- Namibia -- Finance
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/144912 , vital:38391
- Description: Universities, especially those publicly funded by the government are at the edge of the economic woes when budget allocation is cut to support their operations. University should not only focus on research and the traditional role of teaching but, to become innovative by creating third stream income generation projects and activities. This would enable them to bridge the gap in financing from the state. The main goal of the study is to explore whether the university has opportunities to become entrepreneurial. The researcher analyzed the study from the perspective of internal capabilities the institution owns and how these capabilities can be applied to create a competitive advantage and external opportunities for the institution. To achieve the objectives of this study, the researcher employed a case study research design approach. The study was embedded in the interprevists paradigm and, following an inductive approach. The study had a population of 14 Centres at UNAM where a sample of 4 Centres was purposively selected to represent the population because they were responsible for research and entrepreneurship activities. Documents review and semi-structured interviews were used to collect secondary and primary data respectively, which helped in the triangulation to avoid data error. These methods also allowed the researcher to ensure credibility, transferability, trustworthiness and external validity. To adhere to all ethical regulations and procedures, the researcher obtained the ethics approval from the Rhodes Ethics Committee, which, was then used to obtain Gatekeeper permission from UNAM. The study found that UNAM has the internal capabilities required that provides them an opportunity to become entrepreneurial. Through its Innovation and Development Department in collaboration with Inceptus, a UNAM commercial owned holding company. The study recommended that UNAM put structures in place, to begin with, all entrepreneurial projects towards securing third stream income as well as expanding research that focuses on leadership and governance.
- Full Text:
- Date Issued: 2020
Critical success factors in implementing projects on restituted land parcels in South Africa
- Authors: Whiting, Christoper Whiting
- Date: 2020
- Subjects: Community development -- Management -- South Africa , Community development -- Management -- South Africa -- Case studies , Economic development projects -- Management -- South Africa , Economic development projects -- Management -- South Africa -- Case studies , Land reform -- South Africa -- Economic aspects , Land reform beneficiaries -- South Africa -- Case studies , Restitution -- South Africa -- Case studies
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/167697 , vital:41504
- Description: Currently there is a perception in South Africa that projects undertaken on parcels of restituted land are experiencing a much higher failure than success rate. There are, however, a few projects that are reaping the rewards and uplifting their communities, as intended by the land redistribution program. One community in particular, located in Mpumalanga, called community A, is presently undertaking a development project. This development project is one of the most successful restituted land parcel projects ever in South Africa. The purpose of the study is to determine the critical success factors in this community development project that have allowed it to enjoy such high levels of success. Are these critical success factors different from the generic industry critical success factors and, if so, what are they? As informed through literature, the critical success factors focused on in this study are as follows: the influence of management, project communication, knowledge management, the role of senior management, business strategy, project success measurements, and training and development. For the empirical study, a physical questionnaire was handed to 35 management members currently employed in the community development project. The questionnaire requested the demographics of all participants and asked them to rate, using a five-point Likert scale, their perceptions of the present project activities and of the importance of the project activities mentioned in making the project successful. Participants had to indicate the extent to which they agreed with each statement in the questionnaire. The responses obtained from the survey were presented and analysed. The study found that the critical success factor “role of senior management” was the largest problem area in the restituted land development project. “Training and development opportunities” came in second, with both factor areas showing large variances. Recommendations have been given on how to address both these problematic areas in the development project and how future restituted land parcel projects can better utilize these factors to ensure successful project implementation and long-term project success.
- Full Text:
- Date Issued: 2020
- Authors: Whiting, Christoper Whiting
- Date: 2020
- Subjects: Community development -- Management -- South Africa , Community development -- Management -- South Africa -- Case studies , Economic development projects -- Management -- South Africa , Economic development projects -- Management -- South Africa -- Case studies , Land reform -- South Africa -- Economic aspects , Land reform beneficiaries -- South Africa -- Case studies , Restitution -- South Africa -- Case studies
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/167697 , vital:41504
- Description: Currently there is a perception in South Africa that projects undertaken on parcels of restituted land are experiencing a much higher failure than success rate. There are, however, a few projects that are reaping the rewards and uplifting their communities, as intended by the land redistribution program. One community in particular, located in Mpumalanga, called community A, is presently undertaking a development project. This development project is one of the most successful restituted land parcel projects ever in South Africa. The purpose of the study is to determine the critical success factors in this community development project that have allowed it to enjoy such high levels of success. Are these critical success factors different from the generic industry critical success factors and, if so, what are they? As informed through literature, the critical success factors focused on in this study are as follows: the influence of management, project communication, knowledge management, the role of senior management, business strategy, project success measurements, and training and development. For the empirical study, a physical questionnaire was handed to 35 management members currently employed in the community development project. The questionnaire requested the demographics of all participants and asked them to rate, using a five-point Likert scale, their perceptions of the present project activities and of the importance of the project activities mentioned in making the project successful. Participants had to indicate the extent to which they agreed with each statement in the questionnaire. The responses obtained from the survey were presented and analysed. The study found that the critical success factor “role of senior management” was the largest problem area in the restituted land development project. “Training and development opportunities” came in second, with both factor areas showing large variances. Recommendations have been given on how to address both these problematic areas in the development project and how future restituted land parcel projects can better utilize these factors to ensure successful project implementation and long-term project success.
- Full Text:
- Date Issued: 2020
Developing an organisational culture in support of organisational capacity for change: the case of a South African bank
- Authors: Dhoba, Howard
- Date: 2020
- Subjects: Corporate culture , Bank management , Organizational change
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/141247 , vital:37956
- Description: Business organisations are increasingly being exposed to challenging environmental pressures. It has been widely acknowledged and observed that an organisation that crafts an effective organisational culture should be well positioned to react to these threatening changes, and to proactively seize opportunities to adapt and learn. This research study seeks to investigate how an organisational culture that supports organisational capacity for change can be developed. It analyses what a banking organisation’s espoused culture is made up of and how it was formulated. A thematic analysis of how the bank’s aspirational and innovative culture contributes to the organisation’s capacity for change is also presented. Organisational management should take a leading role in developing the values and practices that foster participation, which are then imparted to the entire organisation. The research study thus only focused on analysing the development of organisational culture from the management perspective. An interpretivist research approach was adopted, with a case study design as the research method. Data was gathered through conducting personal interviews with twelve managers from a Retail and Business Banking cluster of one of the big South African banks. Numerous interventions were employed in the organisation to develop espoused values, aspirational culture and to encourage all employees to champion innovations and constantly search for better ways to offer delighting value propositions to clients. The research findings can assist managers and organisational leaders in building their organisational capacity for change through developing an effective organisational culture that supports change initiatives. Since the research study only focused on analysing the development of organisational culture from the perspective of management, further research studies may involve employees as well, due to the fact that everyone is expected to take an active role for an organisation to display the overall capability to effectively respond to a progressively volatile environment. The research was able to reveal how key initiatives that are designed from theoretical constructs can be used to deliver on an innovative organisational culture that contributes to organisational capability for change.
- Full Text:
- Date Issued: 2020
- Authors: Dhoba, Howard
- Date: 2020
- Subjects: Corporate culture , Bank management , Organizational change
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/141247 , vital:37956
- Description: Business organisations are increasingly being exposed to challenging environmental pressures. It has been widely acknowledged and observed that an organisation that crafts an effective organisational culture should be well positioned to react to these threatening changes, and to proactively seize opportunities to adapt and learn. This research study seeks to investigate how an organisational culture that supports organisational capacity for change can be developed. It analyses what a banking organisation’s espoused culture is made up of and how it was formulated. A thematic analysis of how the bank’s aspirational and innovative culture contributes to the organisation’s capacity for change is also presented. Organisational management should take a leading role in developing the values and practices that foster participation, which are then imparted to the entire organisation. The research study thus only focused on analysing the development of organisational culture from the management perspective. An interpretivist research approach was adopted, with a case study design as the research method. Data was gathered through conducting personal interviews with twelve managers from a Retail and Business Banking cluster of one of the big South African banks. Numerous interventions were employed in the organisation to develop espoused values, aspirational culture and to encourage all employees to champion innovations and constantly search for better ways to offer delighting value propositions to clients. The research findings can assist managers and organisational leaders in building their organisational capacity for change through developing an effective organisational culture that supports change initiatives. Since the research study only focused on analysing the development of organisational culture from the perspective of management, further research studies may involve employees as well, due to the fact that everyone is expected to take an active role for an organisation to display the overall capability to effectively respond to a progressively volatile environment. The research was able to reveal how key initiatives that are designed from theoretical constructs can be used to deliver on an innovative organisational culture that contributes to organisational capability for change.
- Full Text:
- Date Issued: 2020
Evaluation of the role of ethical leadership development on organisational performance: the case of Econet Wireless Zimbabwe
- Authors: Chakonza, Hawkins
- Date: 2020
- Subjects: Econet Wireless Zimbabwe , Leadership , Leadership -- Case studies , Business ethics
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/146723 , vital:38551
- Description: The study evaluated the role of ethical leadership development on the performance of the organisation. Econet Wireless Zimbabwe was employed as a case study. The objectives of the study were to: understand the role of ethical leadership development at Econet Wireless Zimbabwe on the day to day running of the business, understand the nature of the ethical leadership development at Econet Wireless, examine the factors influencing ethical leadership development at Econet Wireless, ascertain the role of ethical leadership development in enhancing organisational perfomance and efficiency and to investigate leaders’ perceptions on ethical leadership development on the organisation’s effectiveness. Social learning and social exchange theory informed the study. The research employed a qualitatve approache to improve the validity,reliability and credibility of the research findings. key informnat intervews and focus group of discussion and in-depth interviews were used as data collection instruments. The study found that ethical leadership development programmes improve the perfomance of orgnisations. That is, ethical leadeship development enbaled Econet Wireless Zimbabwe to achive disticinive competence, increase profit, have a large number of subscribers and also expanded among others. Furthermore, the study shows that an ethical leadership development approach brings significant value to the organisation and, suggests that ethical leaders are more influential in organizations than currently understood. The study found that leaders could influence ethics related outcomes in the organisation by engaging in behaviours that makes them perceived as credible, attractive and legitimate by their followers.
- Full Text:
- Date Issued: 2020
- Authors: Chakonza, Hawkins
- Date: 2020
- Subjects: Econet Wireless Zimbabwe , Leadership , Leadership -- Case studies , Business ethics
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/146723 , vital:38551
- Description: The study evaluated the role of ethical leadership development on the performance of the organisation. Econet Wireless Zimbabwe was employed as a case study. The objectives of the study were to: understand the role of ethical leadership development at Econet Wireless Zimbabwe on the day to day running of the business, understand the nature of the ethical leadership development at Econet Wireless, examine the factors influencing ethical leadership development at Econet Wireless, ascertain the role of ethical leadership development in enhancing organisational perfomance and efficiency and to investigate leaders’ perceptions on ethical leadership development on the organisation’s effectiveness. Social learning and social exchange theory informed the study. The research employed a qualitatve approache to improve the validity,reliability and credibility of the research findings. key informnat intervews and focus group of discussion and in-depth interviews were used as data collection instruments. The study found that ethical leadership development programmes improve the perfomance of orgnisations. That is, ethical leadeship development enbaled Econet Wireless Zimbabwe to achive disticinive competence, increase profit, have a large number of subscribers and also expanded among others. Furthermore, the study shows that an ethical leadership development approach brings significant value to the organisation and, suggests that ethical leaders are more influential in organizations than currently understood. The study found that leaders could influence ethics related outcomes in the organisation by engaging in behaviours that makes them perceived as credible, attractive and legitimate by their followers.
- Full Text:
- Date Issued: 2020