Revitalisation of the informal township economy in Mdantsane
- Authors: Dyantyi, Unathi Sisikelelwe
- Date: 2017
- Subjects: Informal sector (Economics) -- South Africa -- Mdantsane Economic development -- South Africa -- Mdantsane
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/15611 , vital:28276
- Description: The main focus of this study was to perform an assessment of viable and sustainable means of creating a vibrant and sustainable economy in the Mdantsane Township. In order to perform the assessment objectives were formulated which aimed at assessing whether the informal small business sector of Mdantsane was generating wealth and livelihoods for the people running them. The study also looked at whether the informal business sector is a preferred option by most South Africans or people in the townships would rather seek employment. A number of data collection methods were used in completing this study such as literature reviews and a semi-structured questionnaire. The study revealed that Local Economic development can be implemented in the townships in order to assist in stimulating a vibrant local township economy. The study also revealed that the central focus of Local Economic Development is to support the development, growth and retention of private or co-operative enterprises. The survey conducted in the study further revealed that most businesses in the township are driven by necessity in order for them to start their businesses mainly due to unemployment. These businesses all agreed on the significant role that Local Economic Development can play in assisting township entrepreneurs and communities to grow and prosper.
- Full Text:
- Date Issued: 2017
- Authors: Dyantyi, Unathi Sisikelelwe
- Date: 2017
- Subjects: Informal sector (Economics) -- South Africa -- Mdantsane Economic development -- South Africa -- Mdantsane
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/15611 , vital:28276
- Description: The main focus of this study was to perform an assessment of viable and sustainable means of creating a vibrant and sustainable economy in the Mdantsane Township. In order to perform the assessment objectives were formulated which aimed at assessing whether the informal small business sector of Mdantsane was generating wealth and livelihoods for the people running them. The study also looked at whether the informal business sector is a preferred option by most South Africans or people in the townships would rather seek employment. A number of data collection methods were used in completing this study such as literature reviews and a semi-structured questionnaire. The study revealed that Local Economic development can be implemented in the townships in order to assist in stimulating a vibrant local township economy. The study also revealed that the central focus of Local Economic Development is to support the development, growth and retention of private or co-operative enterprises. The survey conducted in the study further revealed that most businesses in the township are driven by necessity in order for them to start their businesses mainly due to unemployment. These businesses all agreed on the significant role that Local Economic Development can play in assisting township entrepreneurs and communities to grow and prosper.
- Full Text:
- Date Issued: 2017
South Africa’s transition to a low-carbon economy: skills availability implications
- Authors: Myeki, Pumla Qamisa
- Date: 2017
- Subjects: Environmental economics -- South Africa , Environmental policy -- Developing countries Sustainable development -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/14157 , vital:27437
- Description: South Africa together with the rest of the world have been caught up in a new policy wave of developing policies that support the move towards sustainable, low-carbon and climate resilient economies. However, like any other transition, the social and economic impact of the new policy initiative towards a low-carbon economy is not yet fully understood, both in short- and long-term. While it is clear that the low carbon agenda presents major opportunities in terms of job creation, improved standard of living levels, improved resource consumption patterns as well as economic benefits. It also presents challenges, given the level of education and lack of skills for the installation, construction and operation of many technologies during the process of retrofitting the existing plants as well as infrastructures associated with the new low carbon agenda. The primary objective of this research study is to explore implications of skills availability in order to gain better understanding into the nature, extent and severity of skills shortage impact on the transition to a low-carbon economic future. The research study has revealed that shortage of skills may have a negative impact on the progress of the envisaged South Africa’s transition to a low-carbon economic growth trajectory. However, to varied factors, the study could not clearly articulate the nature, extent and severity of the skills shortages impact on the transition to a low-carbon economic future. These factors may include but not limited to the following: The concept of low-carbon economy is still a new concept with no universally agreed on definition, thus; leading uncertainties with regards to what it entails as well as policy dilemmas; Low-carbon economy is cross-cutting and cannot be clearly defined as a sector. With no clear sectorial boundaries it is difficult to plan for low-carbon economy sector; Skills shortage is chronic and is persistent but due to the fragmented and non-coherent approach by South African government when dealing with skills development. There are a number of reports by different departments on skills shortages but these reports do not talk to each other making it difficult to articulate at national level the nature, extent and severity of the challenge, due to scattered research. This research study has recommended some initiatives that the government of South Africa can consider in order to deal with uncertainties surrounding the low-carbon economy as well as the nature, extent and severity of skills shortages in South Africa. The study also suggested some possible future research interests that need to be pursued in order to develop useful data for decision makers both in the low-carbon economy and skills shortage space.
- Full Text:
- Date Issued: 2017
- Authors: Myeki, Pumla Qamisa
- Date: 2017
- Subjects: Environmental economics -- South Africa , Environmental policy -- Developing countries Sustainable development -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/14157 , vital:27437
- Description: South Africa together with the rest of the world have been caught up in a new policy wave of developing policies that support the move towards sustainable, low-carbon and climate resilient economies. However, like any other transition, the social and economic impact of the new policy initiative towards a low-carbon economy is not yet fully understood, both in short- and long-term. While it is clear that the low carbon agenda presents major opportunities in terms of job creation, improved standard of living levels, improved resource consumption patterns as well as economic benefits. It also presents challenges, given the level of education and lack of skills for the installation, construction and operation of many technologies during the process of retrofitting the existing plants as well as infrastructures associated with the new low carbon agenda. The primary objective of this research study is to explore implications of skills availability in order to gain better understanding into the nature, extent and severity of skills shortage impact on the transition to a low-carbon economic future. The research study has revealed that shortage of skills may have a negative impact on the progress of the envisaged South Africa’s transition to a low-carbon economic growth trajectory. However, to varied factors, the study could not clearly articulate the nature, extent and severity of the skills shortages impact on the transition to a low-carbon economic future. These factors may include but not limited to the following: The concept of low-carbon economy is still a new concept with no universally agreed on definition, thus; leading uncertainties with regards to what it entails as well as policy dilemmas; Low-carbon economy is cross-cutting and cannot be clearly defined as a sector. With no clear sectorial boundaries it is difficult to plan for low-carbon economy sector; Skills shortage is chronic and is persistent but due to the fragmented and non-coherent approach by South African government when dealing with skills development. There are a number of reports by different departments on skills shortages but these reports do not talk to each other making it difficult to articulate at national level the nature, extent and severity of the challenge, due to scattered research. This research study has recommended some initiatives that the government of South Africa can consider in order to deal with uncertainties surrounding the low-carbon economy as well as the nature, extent and severity of skills shortages in South Africa. The study also suggested some possible future research interests that need to be pursued in order to develop useful data for decision makers both in the low-carbon economy and skills shortage space.
- Full Text:
- Date Issued: 2017
Strategies for advancing women into executive management positions
- Authors: Dlamini, Patricia Dollane
- Date: 2017
- Subjects: Women executives -- South Africa Success in business -- South Africa , Sex role in the work environment -- South Africa Management -- Social aspects -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/15005 , vital:28112
- Description: Problem: In South Africa, women have not always had opportunities in society or the workplace due to historical discriminatory political and socio-economic policies and practices, including apartheid (United Nations Economic Commission for Africa, 2011). Gender disparity at the top echelons of organisations is still prevalent, and the South African business landscape is not different despite progressive legislation promulgated in the late 90s when the democratic government took over. Aim of the study: The aim was to identify challenges faced by women when attempting to advance into executive positions and strategies that could assist them in this respect. Method: A literature study was conducted to establish what work had already been done in the field of gender studies and advancement of women in the corporate world. For the empirical study an interpretivist paradigm with a qualitative research approach was adopted. Interviews were conducted with ten women who were members of the Port Elizabeth branch of the Businesswomen's Association of South Africa (BWASA) and who were categorised as hopeful, emerging or already in executive positions. They were asked about the challenges they were facing or had experienced and the strategies that assisted or could assist them in advancing to an executive position. They were also asked to provide critical incidents with the view of enriching the data and gaining a deeper understanding of the phenomenon. Results: Gender-insensitive organisational policies, an unsupportive organisational culture and unknown barriers in selection emerged as key challenges experienced by the participants. Facilitative strategies that emerged included a supportive corporate culture, family support, an enabling supervisor and affiliation to professional bodies. Conclusion: Whilst a large pool of work has been done on the advancement of women, gender equality in corporate South Africa remained a challenge. This challenge should be addressed from a corporate, personal and professional perspective. Recommendations: An integrated organisational approach to this phenomenon is required which should include appropriate company policies, a supportive organisational culture and enabling supervisors. In addition, women should garner the support that their families provide and they could greatly benefit from affiliating to professional bodies.
- Full Text:
- Date Issued: 2017
- Authors: Dlamini, Patricia Dollane
- Date: 2017
- Subjects: Women executives -- South Africa Success in business -- South Africa , Sex role in the work environment -- South Africa Management -- Social aspects -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/15005 , vital:28112
- Description: Problem: In South Africa, women have not always had opportunities in society or the workplace due to historical discriminatory political and socio-economic policies and practices, including apartheid (United Nations Economic Commission for Africa, 2011). Gender disparity at the top echelons of organisations is still prevalent, and the South African business landscape is not different despite progressive legislation promulgated in the late 90s when the democratic government took over. Aim of the study: The aim was to identify challenges faced by women when attempting to advance into executive positions and strategies that could assist them in this respect. Method: A literature study was conducted to establish what work had already been done in the field of gender studies and advancement of women in the corporate world. For the empirical study an interpretivist paradigm with a qualitative research approach was adopted. Interviews were conducted with ten women who were members of the Port Elizabeth branch of the Businesswomen's Association of South Africa (BWASA) and who were categorised as hopeful, emerging or already in executive positions. They were asked about the challenges they were facing or had experienced and the strategies that assisted or could assist them in advancing to an executive position. They were also asked to provide critical incidents with the view of enriching the data and gaining a deeper understanding of the phenomenon. Results: Gender-insensitive organisational policies, an unsupportive organisational culture and unknown barriers in selection emerged as key challenges experienced by the participants. Facilitative strategies that emerged included a supportive corporate culture, family support, an enabling supervisor and affiliation to professional bodies. Conclusion: Whilst a large pool of work has been done on the advancement of women, gender equality in corporate South Africa remained a challenge. This challenge should be addressed from a corporate, personal and professional perspective. Recommendations: An integrated organisational approach to this phenomenon is required which should include appropriate company policies, a supportive organisational culture and enabling supervisors. In addition, women should garner the support that their families provide and they could greatly benefit from affiliating to professional bodies.
- Full Text:
- Date Issued: 2017
Strategies to improve the representation of black women in senior levels within the South African banking industry
- Authors: Peacock, Brenda Thandiwe
- Date: 2017
- Subjects: Women bankers -- South Africa Bank management -- Women -- South Africa , Women executives -- South Africa Leadership in women -- South Africa Minorities -- Employment -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/19695 , vital:28936
- Description: The main purpose of this qualitative research study was to investigate strategies to improve the representation of black females in senior levels within the South African banking industry. This was done through investigating the challenges that black women face in their career advancement within the banking industry and the strategies which currently exist and can be implemented to improve this representation. In as much as the research is aimed at seeking strategies to improve black women representation in senior positions, it also seeks to understand the barriers experienced by black women in different levels within the industry as these levels serve as a pipeline for senior management. This problem was addressed through answering the research objectives. The research objectives were achieved through conducting a literature review to explore the existing research topic and conducting an empirical study. Empirical evidence was obtained through conducting semi-structured interviews with seven black women who are currently working in the banking sector. Semi-structured interviews were used due to the target population being specific to black women as well as the need to acquire in-depth knowledge from black women of their experiences in climbing the corporate ladder in the sector. The key findings of the research found that the participant’s perception was that black women were at the bottom, that black women were displaying behaviours that were inhibiting their progress to senior positions. The study also found that black women struggled to advance to senior positions due to different challenges that they encountered. The study is finalised by the participants providing recommendations in terms of how the representation of black women could be improved.
- Full Text:
- Date Issued: 2017
- Authors: Peacock, Brenda Thandiwe
- Date: 2017
- Subjects: Women bankers -- South Africa Bank management -- Women -- South Africa , Women executives -- South Africa Leadership in women -- South Africa Minorities -- Employment -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/19695 , vital:28936
- Description: The main purpose of this qualitative research study was to investigate strategies to improve the representation of black females in senior levels within the South African banking industry. This was done through investigating the challenges that black women face in their career advancement within the banking industry and the strategies which currently exist and can be implemented to improve this representation. In as much as the research is aimed at seeking strategies to improve black women representation in senior positions, it also seeks to understand the barriers experienced by black women in different levels within the industry as these levels serve as a pipeline for senior management. This problem was addressed through answering the research objectives. The research objectives were achieved through conducting a literature review to explore the existing research topic and conducting an empirical study. Empirical evidence was obtained through conducting semi-structured interviews with seven black women who are currently working in the banking sector. Semi-structured interviews were used due to the target population being specific to black women as well as the need to acquire in-depth knowledge from black women of their experiences in climbing the corporate ladder in the sector. The key findings of the research found that the participant’s perception was that black women were at the bottom, that black women were displaying behaviours that were inhibiting their progress to senior positions. The study also found that black women struggled to advance to senior positions due to different challenges that they encountered. The study is finalised by the participants providing recommendations in terms of how the representation of black women could be improved.
- Full Text:
- Date Issued: 2017
Successful delivery of an online higher education course: a quantitative management framework
- Authors: Burger, Dimitri
- Date: 2017
- Subjects: Decision making -- Mathematical models Management -- Mathematical models , Management science Distance education -- South Africa -- Computer-assisted instruction Education, Higher
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/14785 , vital:27850
- Description: South Africa has been experiencing several challenges regarding access to higher education, quality of higher education, effectiveness of higher education course delivery, and funding for higher education. In the higher education sector, the bulk of the burden is placed on traditional higher education institutions, most notably universities, in providing higher education to a growing youth base in dire need of education that supports their individual learning needs. With these challenges facing traditional universities, online higher education provided by both public sector higher education institutions and private sector education providers can act as a valuable alternative and solution to access for some of the population. Online education and face-to-face education differ considerably in how they deliver courses to students. Many have argued that these differences are in some cases attributable to strengths in face-to-face education and drawbacks or limitations in online education, large enough that they should serve as the criteria for selecting the former over the latter as the better mode of delivery. While there have been examples of online programmes that have failed to deliver courses successfully by underutilising or misusing the tools and techniques available, there are positive examples where these programmes perform equally as well as face-to-face courses. The defining difference is ultimately and often the management of these courses’ resources, activities, people, processes, and practices. Considering the above, and with examination of the available literature, a conceptual and theoretical framework was constructed and a quantitative research study was undertaken to prove the significant correlational relationships between elements of course delivery and a management framework to govern those elements. The sample consisted of 115 students from a postgraduate degree programme presented in two formats, online and on-campus. The findings provide evidence of significant relationships between the core functions of management as well as between aspects of course delivery, such as opportunities for interaction, opportunities for feedback, and course content in achieving learning outcomes for students and contributing to engagement. The findings also indicate positive perceptions from students in relation to the delivery of the courses.
- Full Text:
- Date Issued: 2017
- Authors: Burger, Dimitri
- Date: 2017
- Subjects: Decision making -- Mathematical models Management -- Mathematical models , Management science Distance education -- South Africa -- Computer-assisted instruction Education, Higher
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/14785 , vital:27850
- Description: South Africa has been experiencing several challenges regarding access to higher education, quality of higher education, effectiveness of higher education course delivery, and funding for higher education. In the higher education sector, the bulk of the burden is placed on traditional higher education institutions, most notably universities, in providing higher education to a growing youth base in dire need of education that supports their individual learning needs. With these challenges facing traditional universities, online higher education provided by both public sector higher education institutions and private sector education providers can act as a valuable alternative and solution to access for some of the population. Online education and face-to-face education differ considerably in how they deliver courses to students. Many have argued that these differences are in some cases attributable to strengths in face-to-face education and drawbacks or limitations in online education, large enough that they should serve as the criteria for selecting the former over the latter as the better mode of delivery. While there have been examples of online programmes that have failed to deliver courses successfully by underutilising or misusing the tools and techniques available, there are positive examples where these programmes perform equally as well as face-to-face courses. The defining difference is ultimately and often the management of these courses’ resources, activities, people, processes, and practices. Considering the above, and with examination of the available literature, a conceptual and theoretical framework was constructed and a quantitative research study was undertaken to prove the significant correlational relationships between elements of course delivery and a management framework to govern those elements. The sample consisted of 115 students from a postgraduate degree programme presented in two formats, online and on-campus. The findings provide evidence of significant relationships between the core functions of management as well as between aspects of course delivery, such as opportunities for interaction, opportunities for feedback, and course content in achieving learning outcomes for students and contributing to engagement. The findings also indicate positive perceptions from students in relation to the delivery of the courses.
- Full Text:
- Date Issued: 2017
Supplier development for competitive advantage in manufacturing small medium enterprises
- Authors: Makumbila, Louis Boy
- Date: 2017
- Subjects: Competition -- South Africa Small business -- South Africa -- Management , Business planning -- South Africa Industrial management -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/18102 , vital:28576
- Description: Competitive advantage is crucial for a business to be sustainable, yet many small- and medium-sized enterprises are not engaging in supplier development in order to achieve a competitive advantage. This empirical study was conducted on a sample of 64 small- and medium-sized enterprises in the manufacturing industry in Kempton Park, Gauteng. The factors that influence engagement in supplier development were analysed to assess whether supplier development can lead to competitive advantage and other benefits. The findings indicate that supplier development can create and improve competitive advantage, as well as lead to other benefits. Four factors were found to have a relationship with supplier development, and therefore could influence the decision to take part in supplier development. Small- and medium-sized enterprises can use tools such as supplier development in order to be competitive and have an advantage over their competitors. The awareness of operational performance measures, competitive advantage, judgment of the absence or existence of trust, and a buyer’s relative power can all influence participation in supplier development.
- Full Text:
- Date Issued: 2017
- Authors: Makumbila, Louis Boy
- Date: 2017
- Subjects: Competition -- South Africa Small business -- South Africa -- Management , Business planning -- South Africa Industrial management -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/18102 , vital:28576
- Description: Competitive advantage is crucial for a business to be sustainable, yet many small- and medium-sized enterprises are not engaging in supplier development in order to achieve a competitive advantage. This empirical study was conducted on a sample of 64 small- and medium-sized enterprises in the manufacturing industry in Kempton Park, Gauteng. The factors that influence engagement in supplier development were analysed to assess whether supplier development can lead to competitive advantage and other benefits. The findings indicate that supplier development can create and improve competitive advantage, as well as lead to other benefits. Four factors were found to have a relationship with supplier development, and therefore could influence the decision to take part in supplier development. Small- and medium-sized enterprises can use tools such as supplier development in order to be competitive and have an advantage over their competitors. The awareness of operational performance measures, competitive advantage, judgment of the absence or existence of trust, and a buyer’s relative power can all influence participation in supplier development.
- Full Text:
- Date Issued: 2017
The contribution of reward systems to enhance employee engagement
- Authors: Liberty, Chantel Karen
- Date: 2017
- Subjects: Incentives in industry -- South Africa Employee motivation -- South Africa , Compensation management -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/18608 , vital:28691
- Description: Increasing competition within the freight transportation market in South Africa has intensified the need for rail industries to identify ways in which to enhance their competitiveness within this market. One of the most important challenges for organisations’ operating in this market is to deliver goods on time, while meeting the needs of customers, at the lowest possible cost. If such organisations are to remain competitive, it may be required of them to shift their focus to their employees. Research has shown that employees render organisations’ with sustainable competitive advantage, more specifically, it has shown that engaged employees surpass disengaged employees. The distinguishing factor for organisations’ in the search of competitive advantage would therefore be an engaged workforce. The primary research objective of this study was to investigate contribution of reward systems to enhanced employee engagement within Transnet Engineering (TE) in Swartkops, Port Elizabeth. A theoretical overview was conducted to evaluate different definitions, engagement theories and factors of reward systems which contribute to enhanced employee engagement. An empirical study was conducted by means of a survey with a questionnaire as data collecting tool. The purpose of the structured questionnaire was to validate the findings obtained from the theoretical overview and to assess employees’ perceptions of reward systems and engagement. Recommendations were made based on the findings of the literature and empirical study. These recommendations will assist the organisation in understanding how reward systems can be used to enhance employee engagement, so that a competitive advantage can be achieved within the freight transportation market.
- Full Text:
- Date Issued: 2017
- Authors: Liberty, Chantel Karen
- Date: 2017
- Subjects: Incentives in industry -- South Africa Employee motivation -- South Africa , Compensation management -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/18608 , vital:28691
- Description: Increasing competition within the freight transportation market in South Africa has intensified the need for rail industries to identify ways in which to enhance their competitiveness within this market. One of the most important challenges for organisations’ operating in this market is to deliver goods on time, while meeting the needs of customers, at the lowest possible cost. If such organisations are to remain competitive, it may be required of them to shift their focus to their employees. Research has shown that employees render organisations’ with sustainable competitive advantage, more specifically, it has shown that engaged employees surpass disengaged employees. The distinguishing factor for organisations’ in the search of competitive advantage would therefore be an engaged workforce. The primary research objective of this study was to investigate contribution of reward systems to enhanced employee engagement within Transnet Engineering (TE) in Swartkops, Port Elizabeth. A theoretical overview was conducted to evaluate different definitions, engagement theories and factors of reward systems which contribute to enhanced employee engagement. An empirical study was conducted by means of a survey with a questionnaire as data collecting tool. The purpose of the structured questionnaire was to validate the findings obtained from the theoretical overview and to assess employees’ perceptions of reward systems and engagement. Recommendations were made based on the findings of the literature and empirical study. These recommendations will assist the organisation in understanding how reward systems can be used to enhance employee engagement, so that a competitive advantage can be achieved within the freight transportation market.
- Full Text:
- Date Issued: 2017
The determinants of service delivery success in local government: the case of Nelson Mandela Bay Municipality
- Authors: Terblanche, Venessa Hayley
- Date: 2017
- Subjects: Municipal services -- South Africa -- Nelson Mandela Bay Municipality Local government -- South Africa -- Nelson Mandela Bay Municipality , Government productivity -- South Africa -- Nelson Mandela Bay Municipality Performance -- Management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/20774 , vital:29388
- Description: Section 153 of the Constitution of South Africa (RSA, 1996) states that “a municipality must structure and manage its administration, budgeting and planning process to give priority to the needs of the community and to promote the social and economic development of the community”. Despite this mandate placed on local government, De Wet and Moseki (2015, p. 61) write that insurgent South Africans engage in violent protests against continued “municipal ineffectiveness in service delivery, poor responsiveness to citizens’ grievances, and a conspicuous consumption entailed by a culture of self-enrichment on the part of councillors and staff”. The Department of Corporate Governance and Traditional Affairs (COGTA ) (2014) identify huge service delivery backlogs, poor communication and accountability relationships with communities, corruption and fraud, poor financial management and insufficient municipal capacity as a result of lack of scarce skills as some of the priority areas impacting hardest on the municipality’s ability to function as a well-performing municipality. Mpofu and Hlatywayo (2015) report that poor performance by workers in local government has been established as one of the major issues affecting the efficient provision of municipal services by municipalities. It thus follows that the performance and conduct of municipal employees need to be improved in order to improve the delivery of basic services to the communities they are to serve. Hanyane and Naidoo (2015) hold the view that without proper service delivery, the achievement of good governance and the effective use of public resources will remain elusive. The primary objective of this study was to contribute to improving the levels of service delivery at a selected municipality by identifying which factors the employees of the municipality consider most effective in improving their levels of service delivery within the organisation. A questionnaire was structured and used to conduct a survey with 65 middle-level managers, senior-level supervisors, middle-level supervisors and operational staff.The study concluded that talent management and retention strategies were the only independent variable that proved to have a significant positive relationship with service delivery within the selected municipality.
- Full Text:
- Date Issued: 2017
- Authors: Terblanche, Venessa Hayley
- Date: 2017
- Subjects: Municipal services -- South Africa -- Nelson Mandela Bay Municipality Local government -- South Africa -- Nelson Mandela Bay Municipality , Government productivity -- South Africa -- Nelson Mandela Bay Municipality Performance -- Management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/20774 , vital:29388
- Description: Section 153 of the Constitution of South Africa (RSA, 1996) states that “a municipality must structure and manage its administration, budgeting and planning process to give priority to the needs of the community and to promote the social and economic development of the community”. Despite this mandate placed on local government, De Wet and Moseki (2015, p. 61) write that insurgent South Africans engage in violent protests against continued “municipal ineffectiveness in service delivery, poor responsiveness to citizens’ grievances, and a conspicuous consumption entailed by a culture of self-enrichment on the part of councillors and staff”. The Department of Corporate Governance and Traditional Affairs (COGTA ) (2014) identify huge service delivery backlogs, poor communication and accountability relationships with communities, corruption and fraud, poor financial management and insufficient municipal capacity as a result of lack of scarce skills as some of the priority areas impacting hardest on the municipality’s ability to function as a well-performing municipality. Mpofu and Hlatywayo (2015) report that poor performance by workers in local government has been established as one of the major issues affecting the efficient provision of municipal services by municipalities. It thus follows that the performance and conduct of municipal employees need to be improved in order to improve the delivery of basic services to the communities they are to serve. Hanyane and Naidoo (2015) hold the view that without proper service delivery, the achievement of good governance and the effective use of public resources will remain elusive. The primary objective of this study was to contribute to improving the levels of service delivery at a selected municipality by identifying which factors the employees of the municipality consider most effective in improving their levels of service delivery within the organisation. A questionnaire was structured and used to conduct a survey with 65 middle-level managers, senior-level supervisors, middle-level supervisors and operational staff.The study concluded that talent management and retention strategies were the only independent variable that proved to have a significant positive relationship with service delivery within the selected municipality.
- Full Text:
- Date Issued: 2017
The determinants of tender opportunities in consulting engineering firms in the Eastern Cape
- Authors: Viljoen, Dirk Johannes
- Date: 2017
- Subjects: Tender offers (Securities) -- South Africa -- Eastern Cape Consulting engineers -- South Africa -- Eastern Cape Engineering firms -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/14102 , vital:27426
- Description: Management of an engineering consultancy unit in the Eastern Cape Province is concerned about the costs incurred by project managers and specialist engineers pursuing tender opportunities that are not feasible. Annual losses in this unit due to unsuccessful tenders amounts to R2,5 million annually, which equates to about 12% of the revenue generated by the unit. The aim of the research study is to assist the consulting engineering firm by investigating and identifying the key determinants for making the decision of whether to bid on a particular tender opportunity. The study includes an assessment of relevant literature, academia and text to investigate key factors that could influence the decision to bid on tenders from which research questions and appropriate theories were drawn. Based on the research questions and theories that emanated from the literature, the study also includes the assessment of primary data through the administration of a structured questionnaire. The questionnaire is empirically analysed within the positivistic research paradigm through the use of descriptive and inferential statistics. Conclusions are drawn and recommendations are made based on the findings of the administered questionnaire.
- Full Text:
- Date Issued: 2017
- Authors: Viljoen, Dirk Johannes
- Date: 2017
- Subjects: Tender offers (Securities) -- South Africa -- Eastern Cape Consulting engineers -- South Africa -- Eastern Cape Engineering firms -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/14102 , vital:27426
- Description: Management of an engineering consultancy unit in the Eastern Cape Province is concerned about the costs incurred by project managers and specialist engineers pursuing tender opportunities that are not feasible. Annual losses in this unit due to unsuccessful tenders amounts to R2,5 million annually, which equates to about 12% of the revenue generated by the unit. The aim of the research study is to assist the consulting engineering firm by investigating and identifying the key determinants for making the decision of whether to bid on a particular tender opportunity. The study includes an assessment of relevant literature, academia and text to investigate key factors that could influence the decision to bid on tenders from which research questions and appropriate theories were drawn. Based on the research questions and theories that emanated from the literature, the study also includes the assessment of primary data through the administration of a structured questionnaire. The questionnaire is empirically analysed within the positivistic research paradigm through the use of descriptive and inferential statistics. Conclusions are drawn and recommendations are made based on the findings of the administered questionnaire.
- Full Text:
- Date Issued: 2017
The effectiveness of the strategic decision-making process in an automotive multinational company
- Authors: Naidoo, Kushen
- Date: 2017
- Subjects: Strategic planning Decision making , Automobile industry and trade
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/50055 , vital:41997
- Description: Strategic decision-making has become a crucial part of running an organisation as a result of globalisation. When large multinational companies grow over time there will need to be an emphasis on making effective strategic decisions in order to operate the multinational successfully. Currently most of the strategic decisions are made at the parent company within ABC Automotive. The aim of this study was to determine what decisions could be made by the local subsidiary instead of decisions being made at the parent company. The objective of this paper was compiled in order to investigate the effectiveness of the strategic decision-making process within an automotive multinational company by gathering relevant information through specified communication channels. This study follows a case study format of ABC Automotive based in South Africa. The study focuses on describing the decision-making process in an automotive multinational company with an emphasis on centralised and decentralised strategic decision-making processes. This is supported by defining the steering department of the automotive multinational company under the study called ABC Automotive. From the literature reviewed this study focusses on main strategic key decisions which are; financial; production; marketing; operational; employment; personnel; and research and development. The study is then concluded with recommendations made by the researcher based on the literature review and the empirical study. The recommendations include the description of which decisions ABC Automotive is able to make at the local subsidiary as opposed to decisions being made at the parent company.
- Full Text:
- Date Issued: 2017
- Authors: Naidoo, Kushen
- Date: 2017
- Subjects: Strategic planning Decision making , Automobile industry and trade
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/50055 , vital:41997
- Description: Strategic decision-making has become a crucial part of running an organisation as a result of globalisation. When large multinational companies grow over time there will need to be an emphasis on making effective strategic decisions in order to operate the multinational successfully. Currently most of the strategic decisions are made at the parent company within ABC Automotive. The aim of this study was to determine what decisions could be made by the local subsidiary instead of decisions being made at the parent company. The objective of this paper was compiled in order to investigate the effectiveness of the strategic decision-making process within an automotive multinational company by gathering relevant information through specified communication channels. This study follows a case study format of ABC Automotive based in South Africa. The study focuses on describing the decision-making process in an automotive multinational company with an emphasis on centralised and decentralised strategic decision-making processes. This is supported by defining the steering department of the automotive multinational company under the study called ABC Automotive. From the literature reviewed this study focusses on main strategic key decisions which are; financial; production; marketing; operational; employment; personnel; and research and development. The study is then concluded with recommendations made by the researcher based on the literature review and the empirical study. The recommendations include the description of which decisions ABC Automotive is able to make at the local subsidiary as opposed to decisions being made at the parent company.
- Full Text:
- Date Issued: 2017
The impact of companies overlooking organisational culture when partnering with outsourced service providers
- Authors: Ngece, Unathi
- Date: 2017
- Subjects: Corporate culture Contracting out
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/20031 , vital:29068
- Description: An organisation‟s primary purpose is to be profitable as well as having the ability to sustain that profitability in a sometimes volatile environment. When businesses are able to achieve this they may have the ability to always be a step ahead of their competitors. It is therefore critical to structure an organisation in such a way that yields positive results. Outsourcing a part of a business is not new phenomenon and is practised by a number of organisations. Outsourcing is a strategy that business undertake in order to cost save, for better performance and quality as well as having a higher degree flexibility. However organisations fail to consider a critical factor when outsourcing which is organisational culture. A strong culture in the organisation is often intangible and this would keep competitors guessing why the organisation is so profitable. When highlighting culture as one of the most critical factors prior to embarking on outsourcing may ensure a smoother integration and transition between the parent organisation and the outsourced partner. The purpose of this study is to assist organisations to consider organisational culture as one of the most critical factors prior to embarking on outsourcing. This will enable the organisation to understand the compatibility of the two companies which will ultimately determine the success or failure of the business. The aim is to investigate the impact of organisational culture on organisational performance, leadership, employee performance and organisational culture as a source of competitive advantage. An empirical study conducted in the literature produced a sample size of 63 employees from a multinational firm in the Eastern Cape region. The data assists in understanding if there is a culture or not and how it has impacted on the performance of the organisation. The main findings and recommendations to management are presented in the study should companies embark on outsourcing initiatives they need to consider organisational culture as one of the critical factors in order to ensure that they are successful for decades to come.
- Full Text:
- Date Issued: 2017
- Authors: Ngece, Unathi
- Date: 2017
- Subjects: Corporate culture Contracting out
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/20031 , vital:29068
- Description: An organisation‟s primary purpose is to be profitable as well as having the ability to sustain that profitability in a sometimes volatile environment. When businesses are able to achieve this they may have the ability to always be a step ahead of their competitors. It is therefore critical to structure an organisation in such a way that yields positive results. Outsourcing a part of a business is not new phenomenon and is practised by a number of organisations. Outsourcing is a strategy that business undertake in order to cost save, for better performance and quality as well as having a higher degree flexibility. However organisations fail to consider a critical factor when outsourcing which is organisational culture. A strong culture in the organisation is often intangible and this would keep competitors guessing why the organisation is so profitable. When highlighting culture as one of the most critical factors prior to embarking on outsourcing may ensure a smoother integration and transition between the parent organisation and the outsourced partner. The purpose of this study is to assist organisations to consider organisational culture as one of the most critical factors prior to embarking on outsourcing. This will enable the organisation to understand the compatibility of the two companies which will ultimately determine the success or failure of the business. The aim is to investigate the impact of organisational culture on organisational performance, leadership, employee performance and organisational culture as a source of competitive advantage. An empirical study conducted in the literature produced a sample size of 63 employees from a multinational firm in the Eastern Cape region. The data assists in understanding if there is a culture or not and how it has impacted on the performance of the organisation. The main findings and recommendations to management are presented in the study should companies embark on outsourcing initiatives they need to consider organisational culture as one of the critical factors in order to ensure that they are successful for decades to come.
- Full Text:
- Date Issued: 2017
The impact of Retail Distribution Review (RDR) on the South African financial planning industry
- Authors: Faul, Charmaine Hester
- Date: 2017
- Subjects: Financial planning industry -- South Africa Financial services industry -- South Africa , Financial services industry -- Law and legislation -- South Africa Corporate governance -- South Africa -- Finance
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/15193 , vital:28177
- Description: The Retail Distribution Review (RDR) was introduced by the Financial Services Board (FSB) to change the distribution and remuneration practices in the financial services industry in an attempt to ensure that clients receive fair treatment when purchasing financial products. The FSB aims to ensure that clients are sold products which are suitable for their financial needs and objectives; that clients receive appropriate advice which is not biased and not subject to product supplier influence in particular and that there is full transparency in the sales process. The current distribution of financial products and some financial advisor remuneration models are noted as contributing factors to the poor outcomes of current product selling practices. The impact of RDR on the sustainability of the South African financial services industry and advisor force is expected to be substantial, especially in terms of advisor remuneration, the reduction in qualified experienced advisors and a growing advice gap. This study reviewed the research conducted in the UK and Australia where RDR has been implemented and the impact thereof on the financial planning industry in these countries. This study aimed to determine if the South African advisors have started changing their business models to ensure that they are ready for the implementation of RDR and to reduce the impact of RDR on their practices. An environmental scan was conducted in order to identify and understand other factors specific to the South African context which will impact the financial services industry in the future. Research was conducted via online questionnaires as well as personal interviews to determine the perception of clients pertaining to the trustworthiness and professionalism of financial advisors and what they perceive as value in terms of financial planning, their knowledge of RDR and the changing environment. Industry experts were given the opportunity to share their views regarding the impact of RDR on the industry as well as their proposals in terms of the implementation and roll-out of RDR.
- Full Text:
- Date Issued: 2017
- Authors: Faul, Charmaine Hester
- Date: 2017
- Subjects: Financial planning industry -- South Africa Financial services industry -- South Africa , Financial services industry -- Law and legislation -- South Africa Corporate governance -- South Africa -- Finance
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/15193 , vital:28177
- Description: The Retail Distribution Review (RDR) was introduced by the Financial Services Board (FSB) to change the distribution and remuneration practices in the financial services industry in an attempt to ensure that clients receive fair treatment when purchasing financial products. The FSB aims to ensure that clients are sold products which are suitable for their financial needs and objectives; that clients receive appropriate advice which is not biased and not subject to product supplier influence in particular and that there is full transparency in the sales process. The current distribution of financial products and some financial advisor remuneration models are noted as contributing factors to the poor outcomes of current product selling practices. The impact of RDR on the sustainability of the South African financial services industry and advisor force is expected to be substantial, especially in terms of advisor remuneration, the reduction in qualified experienced advisors and a growing advice gap. This study reviewed the research conducted in the UK and Australia where RDR has been implemented and the impact thereof on the financial planning industry in these countries. This study aimed to determine if the South African advisors have started changing their business models to ensure that they are ready for the implementation of RDR and to reduce the impact of RDR on their practices. An environmental scan was conducted in order to identify and understand other factors specific to the South African context which will impact the financial services industry in the future. Research was conducted via online questionnaires as well as personal interviews to determine the perception of clients pertaining to the trustworthiness and professionalism of financial advisors and what they perceive as value in terms of financial planning, their knowledge of RDR and the changing environment. Industry experts were given the opportunity to share their views regarding the impact of RDR on the industry as well as their proposals in terms of the implementation and roll-out of RDR.
- Full Text:
- Date Issued: 2017
The influence of a leader’s perceived organisational politics on employee behaviours and the moderating effect of cultural intelligence
- Authors: Pienaar, Stephanus De Wet
- Date: 2017
- Subjects: Leadership -- South Africa Business and politics -- South Africa , Organizational behavior Diversity in the workplace
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/14488 , vital:27663
- Description: Modern day workforces are governed by political environments which are a precursor to the formation of perceptions that are generated by employees regarding their leader’s political activities. These perceptions include the views that leaders more often than not indulge in self-seeking political behaviour. Employees who are forced to deal with these politically charged environments often find that their perceptions dictate their respective behaviours as their ethical beliefs and values are continuously challenged by leaders who abuse their authority in an attempt to promote personal gain. South Africa is known for its diverse workforce and tense political environments and cultural intelligence is an aspect that could well enhance the employee / employer relationship. It is felt that a leader’s cultural intelligence could be instrumental in moderating employee perceptions of organisational politics and their respective behaviours. It is against this backdrop that an empirical study was formulated by making use of a hypothetical model for the purposes of extrapolating evidential data required to draw conclusions and make recommendations to leadership regarding the impact that perceptions of organisational politics might have on employee behaviours and to test whether or not cultural intelligence has a moderating effect on these relations.
- Full Text:
- Date Issued: 2017
- Authors: Pienaar, Stephanus De Wet
- Date: 2017
- Subjects: Leadership -- South Africa Business and politics -- South Africa , Organizational behavior Diversity in the workplace
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/14488 , vital:27663
- Description: Modern day workforces are governed by political environments which are a precursor to the formation of perceptions that are generated by employees regarding their leader’s political activities. These perceptions include the views that leaders more often than not indulge in self-seeking political behaviour. Employees who are forced to deal with these politically charged environments often find that their perceptions dictate their respective behaviours as their ethical beliefs and values are continuously challenged by leaders who abuse their authority in an attempt to promote personal gain. South Africa is known for its diverse workforce and tense political environments and cultural intelligence is an aspect that could well enhance the employee / employer relationship. It is felt that a leader’s cultural intelligence could be instrumental in moderating employee perceptions of organisational politics and their respective behaviours. It is against this backdrop that an empirical study was formulated by making use of a hypothetical model for the purposes of extrapolating evidential data required to draw conclusions and make recommendations to leadership regarding the impact that perceptions of organisational politics might have on employee behaviours and to test whether or not cultural intelligence has a moderating effect on these relations.
- Full Text:
- Date Issued: 2017
The influence of leadership on employee motivation and job performance of staff at the Nelson Mandela Bay Municipality
- Ntusikazi, Cynthia Nompumelelo
- Authors: Ntusikazi, Cynthia Nompumelelo
- Date: 2017
- Subjects: Leadership -- South Africa -- Nelson Mandela Bay Municipality Employee motivation -- South Africa -- Nelson Mandela Bay Municipality , Performance standards -- South Africa -- Nelson Mandela Bay Municipality Organizational effectiveness -- South Africa -- Nelson Mandela Bay Municipality
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/19474 , vital:28883
- Description: The purpose of this study was to investigate the influence of leadership on employee motivation and job performance of staff at the Nelson Mandela Bay Municipality. The research is aimed at all NMBM staff from senior management to lower management. The primary objective of this study was to improve job performance in the NMBM by investigating variables that influence job performance. The study investigated the influence of participative leadership style, employee engagement, fringe benefits, pay, growth factors, supervisors and co-workers in the job performance of NMBM staff. Convenience sampling was used to select one hundred (100) participants. The response rate was forty two percent (42%). The sample was structured to include senior management, middle management and lower management in NMBM. These participants were taken from all directorates of NMBM. The empirical results revealed that in order to increase job performance in NMBM there should be an increase in employee engagement and growth factors. The managerial implications of the results are discussed and recommendations are made.
- Full Text:
- Date Issued: 2017
- Authors: Ntusikazi, Cynthia Nompumelelo
- Date: 2017
- Subjects: Leadership -- South Africa -- Nelson Mandela Bay Municipality Employee motivation -- South Africa -- Nelson Mandela Bay Municipality , Performance standards -- South Africa -- Nelson Mandela Bay Municipality Organizational effectiveness -- South Africa -- Nelson Mandela Bay Municipality
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/19474 , vital:28883
- Description: The purpose of this study was to investigate the influence of leadership on employee motivation and job performance of staff at the Nelson Mandela Bay Municipality. The research is aimed at all NMBM staff from senior management to lower management. The primary objective of this study was to improve job performance in the NMBM by investigating variables that influence job performance. The study investigated the influence of participative leadership style, employee engagement, fringe benefits, pay, growth factors, supervisors and co-workers in the job performance of NMBM staff. Convenience sampling was used to select one hundred (100) participants. The response rate was forty two percent (42%). The sample was structured to include senior management, middle management and lower management in NMBM. These participants were taken from all directorates of NMBM. The empirical results revealed that in order to increase job performance in NMBM there should be an increase in employee engagement and growth factors. The managerial implications of the results are discussed and recommendations are made.
- Full Text:
- Date Issued: 2017
The influence of leadership style on the organisational performance of a selected municipality
- Nokwe, Ntabethemba, Giyose, Dorrington
- Authors: Nokwe, Ntabethemba , Giyose, Dorrington
- Date: 2017
- Subjects: Leadership -- South Africa -- Eastern Cape Corporate culture -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/20232 , vital:29161
- Description: Africa’s public service faces many challenges for improved service delivery and this necessitates an administration that is committed, strong, people focused, and has the necessary skills and expertise to respond to the challenges and opportunities. Leadership in the work place is becoming a growing challenge for institutions especially in the public service. Good leadership throughout the public and private sector is critical for building effective countries, ensuring stability and promoting economic growth. Leadership is therefore responsible for encouraging certain fundamental values that will encourage trust and reinstate credibility with the public. The aim of the study was to investigate leadership styles that drive service delivery at a selected municipality. This was done by looking at the influence the following have on service delivery: selflessness, individualism, communalism, collectivism, cooperativeness, materialism. During literature review leadership theories were discussed to introduce the concept to the reader as well different styles of leadership together with Ubuntu as an African perspective to leadership. The sample consisted of 103 employees at different organisational levels of a selected municipality in the Eastern Cape. The empirical results showed that only materialism was significantly and positively (r = 0.34, p < 0.01) related to service delivery (SD). It means by satisfying the respondents’ materialistic needs, public sector managers would increase service delivery in the selected municipality. Descriptive statistics were also calculated with regard to the prevailing levels of the targeted leadership styles in the municipality. The managerial implications of the empirical results were discussed in the study.
- Full Text:
- Date Issued: 2017
- Authors: Nokwe, Ntabethemba , Giyose, Dorrington
- Date: 2017
- Subjects: Leadership -- South Africa -- Eastern Cape Corporate culture -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/20232 , vital:29161
- Description: Africa’s public service faces many challenges for improved service delivery and this necessitates an administration that is committed, strong, people focused, and has the necessary skills and expertise to respond to the challenges and opportunities. Leadership in the work place is becoming a growing challenge for institutions especially in the public service. Good leadership throughout the public and private sector is critical for building effective countries, ensuring stability and promoting economic growth. Leadership is therefore responsible for encouraging certain fundamental values that will encourage trust and reinstate credibility with the public. The aim of the study was to investigate leadership styles that drive service delivery at a selected municipality. This was done by looking at the influence the following have on service delivery: selflessness, individualism, communalism, collectivism, cooperativeness, materialism. During literature review leadership theories were discussed to introduce the concept to the reader as well different styles of leadership together with Ubuntu as an African perspective to leadership. The sample consisted of 103 employees at different organisational levels of a selected municipality in the Eastern Cape. The empirical results showed that only materialism was significantly and positively (r = 0.34, p < 0.01) related to service delivery (SD). It means by satisfying the respondents’ materialistic needs, public sector managers would increase service delivery in the selected municipality. Descriptive statistics were also calculated with regard to the prevailing levels of the targeted leadership styles in the municipality. The managerial implications of the empirical results were discussed in the study.
- Full Text:
- Date Issued: 2017
The intent by black professionals to leave private sector organisations in the Nelson Mandela Bay
- Authors: Moruri, Thabiso Vincent
- Date: 2017
- Subjects: Professional employees -- South Africa -- Port Elizabeth Employee loyalty -- South Africa -- Port Elizabeth , Employee retention -- South Africa --Port Elizabeth Labor turnover -- South Africa -- Port Elizabeth
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/19201 , vital:28787
- Description: Since the dispensation of the democracy in 1994, the South African labour market has been inclusive to the race that previously was excluded in certain positions in the private sector. Black professionals, managers and senior managers have since increased in the market and they became in demand due to the introduction of the Equity laws by the government of South Africa. The purpose of this study was to investigate the reason why black professionals do not stay or develop loyalty with the private sector organisation that employ them within the Nelson Mandela Bay region. Factors that could affect the reason to stay or not with these private organisations were identified and researched. These factors are, Employment Equity, Career Development, Diversity Management, Trust, Transformation and Management Style. Literature review on the views of scholars about these factors was done. A questionnaire to investigate these factors was distributed to black professionals that still work for the private organisations in the Nelson Mandela Metro and to the ones that opted not to stay. Interviews were also conducted with the professionals that are specialists in the field of human resources. The following are the main findings of the study. Racial prejudice towards black professionals is evident in these organisations. There is lack of equity and affirmative action is not implemented properly, which assists in the decision not to stay with these organisations. Career development is determined by race, meaning those who are developed are chosen by their race. The lack of career development is also perpetuated by the lack of proper strategies and the respondents feel that these strategies need to be reviewed. The lack of career development also contributes to the decision whether to stay or not. Trust between the black professionals and their superiors is not a problem. The black professionals are happy with how their superiors support them and how they reward them. Racial discrimination plays a role in the superior’s ability to manage diversity and this also contributes in the decisions whether to stay or not with private organisations. The lack of the diversity management influenced by racial prejudice, gives enough reasons to the black professionals to leave the organisations. Lack of transformation is evident. It seems that black professionals are only given manager or senior manager positions only to comply with the laws of the country. The respondents seemed to be happy with the management style of their superiors.
- Full Text:
- Date Issued: 2017
- Authors: Moruri, Thabiso Vincent
- Date: 2017
- Subjects: Professional employees -- South Africa -- Port Elizabeth Employee loyalty -- South Africa -- Port Elizabeth , Employee retention -- South Africa --Port Elizabeth Labor turnover -- South Africa -- Port Elizabeth
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/19201 , vital:28787
- Description: Since the dispensation of the democracy in 1994, the South African labour market has been inclusive to the race that previously was excluded in certain positions in the private sector. Black professionals, managers and senior managers have since increased in the market and they became in demand due to the introduction of the Equity laws by the government of South Africa. The purpose of this study was to investigate the reason why black professionals do not stay or develop loyalty with the private sector organisation that employ them within the Nelson Mandela Bay region. Factors that could affect the reason to stay or not with these private organisations were identified and researched. These factors are, Employment Equity, Career Development, Diversity Management, Trust, Transformation and Management Style. Literature review on the views of scholars about these factors was done. A questionnaire to investigate these factors was distributed to black professionals that still work for the private organisations in the Nelson Mandela Metro and to the ones that opted not to stay. Interviews were also conducted with the professionals that are specialists in the field of human resources. The following are the main findings of the study. Racial prejudice towards black professionals is evident in these organisations. There is lack of equity and affirmative action is not implemented properly, which assists in the decision not to stay with these organisations. Career development is determined by race, meaning those who are developed are chosen by their race. The lack of career development is also perpetuated by the lack of proper strategies and the respondents feel that these strategies need to be reviewed. The lack of career development also contributes to the decision whether to stay or not. Trust between the black professionals and their superiors is not a problem. The black professionals are happy with how their superiors support them and how they reward them. Racial discrimination plays a role in the superior’s ability to manage diversity and this also contributes in the decisions whether to stay or not with private organisations. The lack of the diversity management influenced by racial prejudice, gives enough reasons to the black professionals to leave the organisations. Lack of transformation is evident. It seems that black professionals are only given manager or senior manager positions only to comply with the laws of the country. The respondents seemed to be happy with the management style of their superiors.
- Full Text:
- Date Issued: 2017
The link between effective communication and implementation of corporate strategy in an information and communication technology firm
- Authors: Mashile, Lordwick
- Date: 2017
- Subjects: Communication in organizations Communication in management , Business communication Strategic planning
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/18573 , vital:28683
- Description: While many executives and senior managers believe that formulating a unique corporate strategy is critical for sustainability and success of an organisation; that alone is not enough. Making sure that the strategic vision is effectively communicated down to lower-level managers and employees is equally as important as formulating corporate strategy. Not only does employees need to understand and believe that senior managers know where they are taking the company to; employees are unlikely to rally behind managerial efforts to get the organisation moving in the intended direction if they do not understand the strategic plans of the organisation. When senior managers articulate a vivid and compelling case for where the company is headed, employees begin to want to be part of the journey, and involve themselves in the implementation of the corporate plans. By effectively communicating the strategic vision of the organisation down to the lower-level managers and employees, senior managers derive support of employees and their commitment to get the company moving in the intended direction. Many organisations or companies in the business world fail, not because they do not have financial resources, not because they do not have a unique and innovative corporate strategy, but because of enforcing or imposing the corporate plans to the employees without selling the company’s plans to its employees, so as to have buy-in from them. This will not only let them be part of the solution, but also feel part of the organisation and take ownership of the organisation’s strategic plans. Strategic plans plays an important role in preparing business organisations to meet their current and future challenges. Research carried out in to both large, medium, small and micro sized-firms constantly emphasise a positive relationship between successful implementation of corporate strategies and its performance. This is because it is often mentioned that well implanted strategies produce outstanding organisational performance. The primary objective of the study was to look at effective communication of corporate strategy in a business organisation and the impact it has on successful implementation of corporate strategy in an Information and Communication Technology (ICT) firm. Various number of studies have been carried out with regard to corporate strategy, but the impact effective communication can have on successful implementation of corporate strategy has never been studied. The study was conducted within an Information and Communication Technology (ICT) firm based in Centurion, Gauteng. It was conducted within an enterprise division of the firm rather than the entire organisation, which employs 400 people. Out of the 400 respondents invited to participate in the study, 98 managed to complete the questionnaires. The study followed a positivistic research paradigm which made use of questionnaires. It made use of an on-line survey where the respondents were invited to participate in the study via e-mails. The study established that certain variables are more critical than other when coming to strategy implementation such as strategic leadership and effective communication.
- Full Text:
- Date Issued: 2017
- Authors: Mashile, Lordwick
- Date: 2017
- Subjects: Communication in organizations Communication in management , Business communication Strategic planning
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/18573 , vital:28683
- Description: While many executives and senior managers believe that formulating a unique corporate strategy is critical for sustainability and success of an organisation; that alone is not enough. Making sure that the strategic vision is effectively communicated down to lower-level managers and employees is equally as important as formulating corporate strategy. Not only does employees need to understand and believe that senior managers know where they are taking the company to; employees are unlikely to rally behind managerial efforts to get the organisation moving in the intended direction if they do not understand the strategic plans of the organisation. When senior managers articulate a vivid and compelling case for where the company is headed, employees begin to want to be part of the journey, and involve themselves in the implementation of the corporate plans. By effectively communicating the strategic vision of the organisation down to the lower-level managers and employees, senior managers derive support of employees and their commitment to get the company moving in the intended direction. Many organisations or companies in the business world fail, not because they do not have financial resources, not because they do not have a unique and innovative corporate strategy, but because of enforcing or imposing the corporate plans to the employees without selling the company’s plans to its employees, so as to have buy-in from them. This will not only let them be part of the solution, but also feel part of the organisation and take ownership of the organisation’s strategic plans. Strategic plans plays an important role in preparing business organisations to meet their current and future challenges. Research carried out in to both large, medium, small and micro sized-firms constantly emphasise a positive relationship between successful implementation of corporate strategies and its performance. This is because it is often mentioned that well implanted strategies produce outstanding organisational performance. The primary objective of the study was to look at effective communication of corporate strategy in a business organisation and the impact it has on successful implementation of corporate strategy in an Information and Communication Technology (ICT) firm. Various number of studies have been carried out with regard to corporate strategy, but the impact effective communication can have on successful implementation of corporate strategy has never been studied. The study was conducted within an Information and Communication Technology (ICT) firm based in Centurion, Gauteng. It was conducted within an enterprise division of the firm rather than the entire organisation, which employs 400 people. Out of the 400 respondents invited to participate in the study, 98 managed to complete the questionnaires. The study followed a positivistic research paradigm which made use of questionnaires. It made use of an on-line survey where the respondents were invited to participate in the study via e-mails. The study established that certain variables are more critical than other when coming to strategy implementation such as strategic leadership and effective communication.
- Full Text:
- Date Issued: 2017
The morale and motivation of government employees in a science environment
- Authors: Alberts, Lauren Erna
- Date: 2017
- Subjects: Employee morale -- South Africa -- Cape Town Employee motivation -- South Africa -- Cape Town , Civil service -- Personnel management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/46262 , vital:39541
- Description: This study investigated the problem of low morale and motivation of government employees in a scientific environment. There is not a significant amount of research about morale and motivation of government or public sector employees, specifically in the scientific environment. The emphasis of this study was to establish those factors contributing to the causes of low morale in government employees through identifying motivational factors that impact their morale. This quantitative study of a sample of 74 respondents develops a framework to foster morale and motivation in government employees working at the Forensic Science Laboratory in Cape Town, South Africa. Extrinsic motivational factors (working environment, salary and job security) and intrinsic motivational factors (recognition, responsibility and training) were measured against morale. In identifying the key areas relating to those of the motivation factors and morale in government employees, the issue can be addressed and measures implemented to meet the needs of these employees. The findings demonstrated evidence of the presence of a significant relationship between morale and the extrinsic motivational factor, job security, as well as the intrinsic motivation factors of recognition, responsibility and training.
- Full Text:
- Date Issued: 2017
- Authors: Alberts, Lauren Erna
- Date: 2017
- Subjects: Employee morale -- South Africa -- Cape Town Employee motivation -- South Africa -- Cape Town , Civil service -- Personnel management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/46262 , vital:39541
- Description: This study investigated the problem of low morale and motivation of government employees in a scientific environment. There is not a significant amount of research about morale and motivation of government or public sector employees, specifically in the scientific environment. The emphasis of this study was to establish those factors contributing to the causes of low morale in government employees through identifying motivational factors that impact their morale. This quantitative study of a sample of 74 respondents develops a framework to foster morale and motivation in government employees working at the Forensic Science Laboratory in Cape Town, South Africa. Extrinsic motivational factors (working environment, salary and job security) and intrinsic motivational factors (recognition, responsibility and training) were measured against morale. In identifying the key areas relating to those of the motivation factors and morale in government employees, the issue can be addressed and measures implemented to meet the needs of these employees. The findings demonstrated evidence of the presence of a significant relationship between morale and the extrinsic motivational factor, job security, as well as the intrinsic motivation factors of recognition, responsibility and training.
- Full Text:
- Date Issued: 2017
The relationship between values-based leadership and employee engagement
- Authors: Simon, Bridgette Virginia
- Date: 2017
- Subjects: Leadership -- South Africa Employee motivation -- South Africa , Management -- Employee participation -- South Africa Organizational effectiveness -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/20220 , vital:29159
- Description: Sustaining competitiveness requires organisations to continuously reinvent themselves, consider both external influences as well as internal risk that may affect the company as a market leader. Organisations that have acknowledged that a relationship between engaged employees and business success exists, would seek ways to foster and facilitate the engagement of their workers through their leadership. The primary objective of the study was to determine whether a relationship exists between values-based leadership and employee engagement. The aim was to contribute to the quality of leadership values, behaviour and influence at Coca-Cola Beverages South Arica by gaining a deeper understanding of leadership and employee engagement. The theoretical study explored the definitions, key concepts, benefits and outcomes of both values based leadership and employee engagement. It provided a detailed literature review of the role of leadership in creating a values based organisation, what values-based leadership encompasses and its relationship with employee engagement. The theoretical overview highlighted that leadership is an influential factor in employee engagement and the extent to which employees feel valued and connected to the organisation’s goals. The theoretical overview further confirmed that leadership values, behaviour and influence are interrelated and exert an influence on employee engagement, thereby strengthening the fact that there is a relationship between values-based leadership and employee engagement. A structured web-based survey, with a questionnaire, was used to corroborate the theoretical findings and to assess employees’ perceptions of the prevalence of values–based leadership and employee engagement. A sample of 269 respondents was selected to participate in the empirical study and 167 responded to the survey, which yielded a 62% per cent response rate. The key findings of the study indicate that strong correlations exist between leadership values, behaviours and influence and that these concepts were interrelated. Furthermore, the study confirmed that values–based leadership was an important factor in employee engagement and specifically in terms of the physical, emotional and social components of engagement and less so in terms of the cognitive component. Values-based leadership and engagement were identified as critical factors in ensuring that organisations are well equipped to deal with the current volatile economic environment and to consider ways to maintain and accelerate their profitability and competitiveness in order to remain a sustainable business. It is strong values that underpin the performance of highly successful and sustainable organisations; coupled with effective leadership as a key driving force.
- Full Text:
- Date Issued: 2017
- Authors: Simon, Bridgette Virginia
- Date: 2017
- Subjects: Leadership -- South Africa Employee motivation -- South Africa , Management -- Employee participation -- South Africa Organizational effectiveness -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/20220 , vital:29159
- Description: Sustaining competitiveness requires organisations to continuously reinvent themselves, consider both external influences as well as internal risk that may affect the company as a market leader. Organisations that have acknowledged that a relationship between engaged employees and business success exists, would seek ways to foster and facilitate the engagement of their workers through their leadership. The primary objective of the study was to determine whether a relationship exists between values-based leadership and employee engagement. The aim was to contribute to the quality of leadership values, behaviour and influence at Coca-Cola Beverages South Arica by gaining a deeper understanding of leadership and employee engagement. The theoretical study explored the definitions, key concepts, benefits and outcomes of both values based leadership and employee engagement. It provided a detailed literature review of the role of leadership in creating a values based organisation, what values-based leadership encompasses and its relationship with employee engagement. The theoretical overview highlighted that leadership is an influential factor in employee engagement and the extent to which employees feel valued and connected to the organisation’s goals. The theoretical overview further confirmed that leadership values, behaviour and influence are interrelated and exert an influence on employee engagement, thereby strengthening the fact that there is a relationship between values-based leadership and employee engagement. A structured web-based survey, with a questionnaire, was used to corroborate the theoretical findings and to assess employees’ perceptions of the prevalence of values–based leadership and employee engagement. A sample of 269 respondents was selected to participate in the empirical study and 167 responded to the survey, which yielded a 62% per cent response rate. The key findings of the study indicate that strong correlations exist between leadership values, behaviours and influence and that these concepts were interrelated. Furthermore, the study confirmed that values–based leadership was an important factor in employee engagement and specifically in terms of the physical, emotional and social components of engagement and less so in terms of the cognitive component. Values-based leadership and engagement were identified as critical factors in ensuring that organisations are well equipped to deal with the current volatile economic environment and to consider ways to maintain and accelerate their profitability and competitiveness in order to remain a sustainable business. It is strong values that underpin the performance of highly successful and sustainable organisations; coupled with effective leadership as a key driving force.
- Full Text:
- Date Issued: 2017
The role of membrane bio-reactor technology in alleviating South Africa's imminent water crisis
- Authors: Share, Stephen
- Date: 2017
- Subjects: Water resources development -- Economic aspects Membrane reactors
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/21120 , vital:29442
- Description: South Africa is classified as a semi-arid country, with annual average rainfall well below global standards. It experiences drastic fluctuations in rainfall, with as little as 100mm on the western side, to as much as 1500mm per annum on the eastern side (DWA, 2013a). At the end of 2015, 65% of South Africans were living in urban areas (Worldbank.org, 2017), a phenomenon that places severe pressure on the already strained water resources in the country. Among the most common natural causes of water shortages are drought, climate change and evaporation, while disparity in water supply, urbanisation and population growth, illegal tap connections, and contamination of water sources rate among the main human causes (Machethe, 2011). These natural and human causes, combined with the economic importance of water, highlight the importance of well-maintained water infrastructure to a developing nation such as South Africa. Membrane Bio-reactor technology (MBR) has been applied successfully in many developed countries around the world and, because of the superior quality effluent associated with this technology, it has the potential to contribute to the maintenance of the water ecosystem in South Africa in a positive and sustainable manner. The aim of this study is to investigate the contribution that MBR technology can make towards alleviating the water crisis in the South African context. The study made use of a case study methodology with embedded units of analysis in the form of semi-structured interviews, in order to conclude that MBR technology has a very significant role to play in the longevity of water resources in South Africa – especially when it comes to water re-use in densely populated urban and developed areas. The financial feasibility of such technology could however not be measured accurately, as this aspect depends largely on the application needs of the specific water authorities.
- Full Text:
- Date Issued: 2017
- Authors: Share, Stephen
- Date: 2017
- Subjects: Water resources development -- Economic aspects Membrane reactors
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/21120 , vital:29442
- Description: South Africa is classified as a semi-arid country, with annual average rainfall well below global standards. It experiences drastic fluctuations in rainfall, with as little as 100mm on the western side, to as much as 1500mm per annum on the eastern side (DWA, 2013a). At the end of 2015, 65% of South Africans were living in urban areas (Worldbank.org, 2017), a phenomenon that places severe pressure on the already strained water resources in the country. Among the most common natural causes of water shortages are drought, climate change and evaporation, while disparity in water supply, urbanisation and population growth, illegal tap connections, and contamination of water sources rate among the main human causes (Machethe, 2011). These natural and human causes, combined with the economic importance of water, highlight the importance of well-maintained water infrastructure to a developing nation such as South Africa. Membrane Bio-reactor technology (MBR) has been applied successfully in many developed countries around the world and, because of the superior quality effluent associated with this technology, it has the potential to contribute to the maintenance of the water ecosystem in South Africa in a positive and sustainable manner. The aim of this study is to investigate the contribution that MBR technology can make towards alleviating the water crisis in the South African context. The study made use of a case study methodology with embedded units of analysis in the form of semi-structured interviews, in order to conclude that MBR technology has a very significant role to play in the longevity of water resources in South Africa – especially when it comes to water re-use in densely populated urban and developed areas. The financial feasibility of such technology could however not be measured accurately, as this aspect depends largely on the application needs of the specific water authorities.
- Full Text:
- Date Issued: 2017