An assessment of the impact of organisational restructuring on the morale of employees at a selected financial institution
- Authors: Zweni, Tembela
- Date: 2004
- Subjects: Organizational change , Employee morale , Financial institutions -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:9267 , http://hdl.handle.net/10948/204 , Organizational change , Employee morale , Financial institutions -- South Africa
- Description: Rising global competition, the influence of advances in information technology and the re-engineering of business processes are some of the imperatives that force organisations to restructure their businesses. In South Africa, the situation is even more compelling, with the recent democratisation of the country that requires companies to implement certain restructuring programmes designed to empower previously disadvantaged individuals. Organisational restructuring is therefore inevitable for any organisation. These changes, however, do affect organisations and employees. Employees become insecure, confused about their jobs, and therefore less productive. To the extent that change can adversely affect both organisations and employees, it becomes critical that organisations should implement it carefully, if they are to survive. To achieve this, requires managers to fully understand drivers of change, the possible consequences of change on both organisation and employees, and to take appropriate actions. The main objective of this study was to identify possible approaches that organisations can pursue in implementing restructuring without adversely affecting the employees. The practical context chosen was an organisation that had recently implemented organisational restructuring. The research methodology for this study entailed the conducting of an intensive study of the relevant literature, to determine what the theory reveals in respect of restructuring strategies that can assist organisations in effectively implementing the restructuring process. Dissertations, theses, research reports and journals were consulted, in an attempt to formulate a theoretical basis for this study. The contemporary literature reveals that there are various strategies that organisations can employ to effectively restructure their organisations with minimal adverse influence on employees. The restructuring organisations should ensure that employees are genuinely involved in the process at the iv outset. The desired changes and the benefits thereof, should be clearly and consistently communicated to the employees at the beginning of the restructuring process. An empirical study was then conducted at the chosen organisation that had recently embarked on an organisational restructuring. The focal point of the empirical study was to determine how this organisation had implemented its restructuring process. The main purpose was to establish the impact that this restructuring had on the morale and motivation of the employees. The final step of this study included an assessment of the findings. This was done so that suitable conclusions could be drawn and appropriate recommendations made. The conclusions revolved around the effects of restructuring on the employees of this organisation. The focus of the recommendations was on what approaches the restructuring organisations should follow to successfully and effectively implement the restructuring process, without adversely affecting the employees.
- Full Text:
- Date Issued: 2004
An assessment of strategies used to retain nurses in selected hospitals in the Nelson Mandela Metropolitan Municipal area
- Authors: Zweni, Sisilo Sylvia
- Date: 2005
- Subjects: Employee retention -- South Africa -- Nelson Mandela Metropole , Nurses -- South Africa -- Nelson Mandela Metropole , Labor turnover -- South Africa -- Nelson Mandela Metropole
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:9260 , http://hdl.handle.net/10948/147 , Employee retention -- South Africa -- Nelson Mandela Metropole , Nurses -- South Africa -- Nelson Mandela Metropole , Labor turnover -- South Africa -- Nelson Mandela Metropole
- Description: The harsh realities currently facing public hospitals such as budget cuts, understaffing and poor working conditions, have resulted in nurses experiencing low morale and finding it increasingly difficult to stay in the public health sector. The obvious targeting of South African nurses by recruitment agencies with job offers to work overseas is causing a massive skills’ drain that the country cannot afford. The situation is further compounded by the fact that the government is freezing posts of those nurses who have resigned. Consequently, nurses who are currently working in these hospitals have to cope with unreasonable workloads. Public hospitals are nowadays faced with the challenge of delivering quality health care within the constraints of gross staff shortages, and an increasingly competitive global health environment. The main objective of this study was to identify strategies that can be implemented by hospitals in order to reduce turnover, thereby enhancing retention of staff. Interviews were conducted with the matrons-in-charge of the hospitals under study to investigate strategies that are in place to improve retention. Secondary data regarding staff turnover in the hospitals under study was collected and analysed. It emerged that there are no concrete strategies in place to lower turnover. Hospitals are indeed experiencing staff turnover and posts that were vacated by those nurses that have resigned are frozen. The literature survey revealed three strategies that can be utilised to retain employees, namely, motivation strategies, effective leadership strategies and human resources strategies. Based on various literature reviews, it was concluded that the three strategies are interrelated. The empirical survey was conducted at the three selected hospitals, to determine the extent to which the retention strategies identified in the literature survey are being utilised. All three are invariably used in the hospitals. It is evident that the leadership behaviour in these hospitals affects the level of motivation of employees. The extent to which some of the human resources strategies are utilised invariably leads to low morale and dissatisfaction among employees. Lastly, research findings were assessed with the aim of drawing conclusions so that appropriate recommendations could be made. Recommendations focused on the retention strategies that can be implemented to boost morale of employees and enhance retention.
- Full Text:
- Date Issued: 2005
The role of performance management in the motivation of employees : a case study
- Authors: Zwane, Themba Lambert
- Date: 2009
- Subjects: Performance -- Management , Employees -- Rating of -- South Africa , Employee motivation -- South Africa , Performance standards -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8595 , http://hdl.handle.net/10948/1090 , Performance -- Management , Employees -- Rating of -- South Africa , Employee motivation -- South Africa , Performance standards -- South Africa
- Description: After a review of the literature relevant to performance management systems both over time and across different types of organizations, this thesis confines its research To a case study of the Role of Performance Management in The Motivation of Employees in an organization. Important insight was gained into the relative importance of the performance management practices to promote desired employee outcomes. In view thereof that a discussion of performance in organizations is incomplete without reference to the construct of organizational culture, this study also provided propositions to prompt further research on the role of performance management in reinforcing a high performance organizational culture. Insightful conclusions were drawn from the results obtained and recommendations are made for future research.
- Full Text:
- Date Issued: 2009
Housing price volatility: exploring metropolitan property markets in South Africa
- Authors: Zwane, Reuben Mabutho
- Date: 2018
- Subjects: Housing -- Prices -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/21560 , vital:29554
- Description: This study analyses the housing price volatility in metropolitan areas in South Africa, particularly Port Elizabeth and East London residential housing markets. This study uses secondary statistical data, obtained from secondary sources. The study uses quarterly time series data for the period 1981:1 to 2015:3 giving 139 observations. The data will be collected from different sources. The main sources of data are real estate agencies (Trafalgar, Harcourts and Property24), the South African Department of Trade and Industry (dti) and supplemented by the South African Reserve Bank (SARB) and Statistics South Africa (Stats SA). The study shall use the ordinary least squares (OLS) method to estimate its results. Ordinarily, this is a generalised linear modelling technique that may be used to model a single response variable which has been recorded on at least an interval scale. This method requires that the underlying stochastic processes of the variables are stationary. That is, explanatory variables should exhibit constant means and variances over time. If the stochastic processes are not stationary, OLS produces unreliably significant coefficients. Results showed that household savings, household income and total growth in household buildings (TGH) are statistically significant in explaining changes in house prices. Jointly, all the explanatory variables can account for almost 52% of the changes in the dependent variable. The Durbin Watson statistic showed that there is no autocorrelation in the model. This shows that the model is good. Results from the regression show that there is a negative relationship between house prices and household savings. A one-unit increase in household savings leads to a 0.407 decrease in house prices. This relationship makes economic sense because when households save, there is less income available to buy houses. When there is less income available to buy houses, it would mean there is less demand for houses.
- Full Text:
- Date Issued: 2018
The influence of individual employee performance metrics on a sub-culture in a professional services firm in Durban, South Africa
- Authors: Zvarevashe, Marshall
- Date: 2013
- Subjects: Performance -- Evaluation Corporate culture -- South Africa Organizational effectiveness Leadership Management -- South Africa Organizational behavior -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:714 , http://hdl.handle.net/10962/d1001868
- Description: In today’s fast paced and global economy, competitive advantage is increasingly focused more on organisational behaviours rather than on the traditional tenets of land, labour and capital. Going beyond the traditional, organisations that are best able to get the most and the best out of their people are the ones most likely to perform better. This study aims to build an understanding of how culture is influenced by individual employee performance metrics that are used in an organisation. Previous research has been done in the broad fields of organisational culture and employee performance metrics separately, but no studies were identified in literature that focused on the interaction of the two concepts specifically. Therefore, this study seeks to answer the following research question: How do individual employee performance metrics influence sub-culture in the context of a professional services firm in Durban? This study predominantly focused not on performance at the organisational level, but rather the more granular level of individual employee performance metrics and sub-culture in one of the divisions of a professional services firm. This qualitative study explores the multiple perspectives of reality of ten of the 32 managers in the Advisory division of a professional services organisation, regarding how individual employee performance metrics influence their world view of work, or the way they perceive, think, feel and interact in the world of work. The focus of the study was limited to one department, in one branch of a multinational organisation and focused only on the horizontal layer of the “manager group” within the staff levels. Semi-structured, in-depth and face-to-face interviews were conducted with these managers as a means of gathering and saturating data. Interviewees were identified using a stratified sampling from the group of managers in the Advisory division. Open coding and constant comparison was used to analyse data. Page ii of viii The results of the study show that managers had very varied and complex perceptions of how the individual performance metrics used to assess their performance influence the sub-culture of their world of work. The key findings manifested that misuse and abuse of performance metrics by leaders, leadership bias in respect to recognition, reward and remunerations, the predominant focus of the division on the bottom line and emphasis on success at all cost, and low employee morale were all aspects of performance that impacted on how employees behaved in the division. The effect of these factors on the managers operating in this division was that there were low levels of employee commitment which were experienced through low morale and reduced productivity; managers felt that there was a restriction in the development of their careers, all of which resulted in a disregard to values of the organisation. This study reflects how the reward and recognition system using the balanced scorecard has shifted the focus of the department away from the organisation’s espoused values. This has resulted in various leadership and management questions for the leadership of the division in this study. This research also adds to existing literature that links performance and culture within the organisational context that it goes beyond the prevalent themes in literature which focus on performance at the organisation level. This study focuses on performance at the employee level and in particular in a professional services firm in South Africa. The study has three interrelated sections which are however considered as standalone. The first section is an evaluation report based on the Advisory division of a professional services firm in Durban, South Africa, and consists of a literature review, the methodology followed in conducting the study, results and the discussion thereof. The report also highlights limitations of the study, recommendations and the perceived value of the study. The report ends with a summary in the form of a conclusion. Section 2 comprises a more comprehensive literature review while Section 3 documents the research methodology followed in the study.
- Full Text:
- Date Issued: 2013
Improving leadership development in the Eastern Cape Treasury: a succession planning and leadership development study
- Authors: Zuzile, Zikhona Siviwe
- Date: 2018
- Subjects: Development leadership -- South Africa -- Eastern Cape Executive succession -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/19575 , vital:28895
- Description: Leadership development is very important in business and much is often said about ‘growing’ leaders in business organisations. Leadership development cannot be achieved in one training course or programme, but should rather be an everyday practice of existing leaders. Leader development concentrates on individual leader development, enrichment or attainment of within-person competence while leadership development concentrates on relational development. This paper addresses and outlines how an all-inclusive method to leadership development and succession planning is needed for the employees of the Eastern Cape Treasury. It also looks at the willingness of the existing leadership in government to coach and mentor the youth of today to take on a leadership role when the current leaders exit the market. The head office in Bhisho for the Eastern Cape Treasury has 390 employees and in total, when combined with district offices around the Eastern Cape, there are 454. The questionnaire was sent out to 80 employees and 55 of those were filled and returned to the researcher. The targeted employees were those in the following positions: Administrative Officer, Assistant Director, Deputy Director, Director and Chief Director. The empirical results though showed that Autocratic Leadership and Satisfaction with Compensation Package had no correlation with Leadership development, whereas Organisational Culture, Senior Management Support and Participative Leadership Style showed positive correlation with Leadership development success. Implementing the recommendations might help with improving leadership development in the Provincial Treasury.
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- Date Issued: 2018
A framework for the adoption and optimization of technology within Coega Business Center
- Authors: Zulu, Zwelibanzi
- Date: 2019
- Subjects: Technological innovations
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/40206 , vital:35982
- Description: The special economic zone sector plays an important role in economies across the African continent. The mission of the COEGA Development Corporation (CDC) is to provide a competitive investment location supported by value added business services that ultimately enable socio-economic development. The Entity is mandated to develop and operate the Coega Industrial Development Zone (IDZ), which is located adjacent to the modern deep-water port facility, Port of Ngqura, developed and owned by Transnet National Ports Authority. The CDC attracts investors from all over the world and in different business sectors through investment promotion as well as Foreign Direct Investment (FDI). The Coega Development Corporation whose core mandate is to attract Foreign Direct Investments (FDI) struggles to adopt innovative information technologies expeditiously, which is problem for the organization. The organization currently has Information Technology (IT) systems and applications such as the Enterprise Resource Planning (ERP) and other IT systems that have been used, but there has been failure in maximizing the IT capabilities implemented internally. Employees are not understanding and seeing the benefit of using IT systems and there is no integration of systems within the CDC. This paper aims to acquire underlying knowledge of how IT is adopted in private sector organizations and further explore what factors impact its adoption. The main objective of this study was to propose a framework for adopting an optimizing technology usage within the Coega development Corporation to enhance productivity and efficiency. The study focused on the effect of components such as top management involvement, management styles, innovative organization culture, end user training, innovation diffusion, championship and knowledge management. In conclusion, this study showed the importance of optimizing technology, within the Coega Business Center. The author presented and made Recommendations on how to integrate the independent variables identified can influence the optimization of technology. v The proposed conceptual IT innovation adoption and optimization framework is a contribution to theory. This framework presents a detailed list of internal factors that influence IT adoption and optimization in government sector organizations such as the Coega Development Corporation. The author inferences that each factor within this framework signifies its importance and must be considered by organizations while adopting innovation technologies.
- Full Text:
- Date Issued: 2019
Investigating COBIT 5 implementation in the public TVET college sector in South Africa
- Authors: Zulu, Motlalepule Jacobeth
- Date: 2019
- Subjects: Information technology -- Management , Computer security Education, Higher -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/44246 , vital:37142
- Description: The purpose of this study was to investigate whether the COBIT 5 ICT governance framework has been implemented successfully in the public TVET sector. The study clarifies that ICT governance is not only about satisfying audit requirements; the core of ICT governance based on Cobit 5 is alignment between business and ICT. The study proposed a theoretical framework whereby the perceived benefits of implementing COBIT 5 in the public TVET college sector in South Africa was the dependent variable. The proposed independent variables were namely; Training, Adoption, Leadership, Value in IT Investment and Risk Management. The study infers that the board and/or council within an organisation need to lead the process in relation to the governance of ICT. Moreover, the study takes cognisance that ICT is a strategic enabler and thus the board or council ought to play their role of oversight, monitoring and ensuring optimal utilisation of IT resources. The study challenges the perception that IT is a mere operational functional and deduces that top management ought to incorporate IT when formulating and/or reviewing the business strategy. IT ought to be included in any strategic related activity in the organisation. IT should not be left out of the boardroom if management envisage to derive value from ICT investment.
- Full Text:
- Date Issued: 2019
A case study of how a leader shaped the culture of an organisation during a post-merger integration
- Authors: Zozi, Vuyokazi
- Date: 2020
- Subjects: Corporate culture -- South Africa -- East London , Leadership -- South Africa -- East London , Organizational behavior -- South Africa -- East London , Strategic planning -- South Africa -- East London , Mission statements -- South Africa -- East London , Government accountability -- South Africa -- East London , Government corporations -- South Africa -- East London , Consolidation and merger of corporations -- South Africa -- East London , Consolidation and merger of corporations -- Management , Crisis management -- South Africa -- East London , Core competencies -- South Africa -- East London , Resource allocation -- South Africa -- East London , Personnel management -- South Africa -- East London , Communication in management -- South Africa -- East London , Qualitative research
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/146643 , vital:38544
- Description: This research took the form of a case study of the post-merger integration of a government organisation. The study had four objectives, namely to: (1) describe the cultural value of accountability; (2) analyse how strategic leadership and relational leadership roles were exercised to address post-merger integration challenges; (3) analyse how a leader applied selected primary mechanisms to shape organisational culture; (4) analyse how strategic and relational leadership complemented each other in addressing the challenges of post-merger integration and thereby shaping a culture of accountability; and (5) describe how some of the secondary articulation and reinforcing mechanisms supported the culture that was created through primary mechanisms. The literature reviewed, identified some of the critical challenges that are experienced in a post-merger integration, and highlighted the role of leadership in culture formation. The critical challenges that were identified are as follows: What is the vision and organisational purpose? How does the leader structure the organisation? What kind of culture does the leader need to create? How does the leader maintain trust and keep communication with employees? How does a leader build new core competences and develop human capital? Two leadership approaches were adopted, namely strategic and relational leadership. These two leadership approaches were selected because, based on a review of the literature, they appeared to address these post-integration challenges. The roles associated with strategic leadership that were investigated, were creating a vision and purpose for the organisation, developing core competences and developing human capital. From the perspective of relational leadership, this study was concerned with how a leader communicated through regular formal and informal dialogues to keep employees abreast of things, and how the leader built trust. In reviewing the literature linking leadership and culture, the work of Schein (2010) featured prominently. Schein (2010) referred to primary embedding mechanisms that create culture and secondary articulation and reinforcing mechanisms that reinforce or support the culture being created through the primary mechanisms. This study looked at how that happens, and hence six propositions were crafted from the literature. These propositions are as follows: (1) Formal dialogues between the leader and employees demonstrate what the leader pays attention to, measures and controls, which then clarifies what the employees are accountable for. (2) What the leader pays attention to, measures and controls during regular informal interactions between the leader and employees, contributes to strong mutual relationships between them, which promotes ownership and accountability amongst employees for their actions. (3) A leader who behaves consistently when handling critical incidents and organisational crises, is trusted by employees, who then act responsibly and take full responsibility for their actions, and even their mistakes. (4) A leader creates a vision and sense of purpose for the organisation through what he pays attention to, measures and controls, thereby clarifying for employees what they are required to do. (5) A leader who pays attention to developing the organisational core competence and allocates resources to it, instils confidence in his employees with regards to carrying out their own responsibilities. (6) A leader who develops human capital through the allocation of additional resources, thereby instilling confidence in employees who are willing and able to realise or take up their responsibilities. This research adopted a qualitative approach. Data was collected through conducting interviews and the analysis of relevant documents. A deductive thematic analysis of the data was used for the purpose of identifying, analysing and reporting patterns, or themes within the data collected. The research confirmed these propositions as being relevant to the case study. It also confirmed that strategic and relational leadership as reflected in the propositions have complemented one another in the successful implementation of the post-merger integration, thereby shaping a particular culture. It was concluded that the challenges associated with a post-merger integration could not have been addressed through only one of the leadership approaches. The findings of the study also recognised that an architectural role was also required. That is, in a merger, the structure has to be carefully designed and not taken for granted. It was therefore recognised as a critical leadership role. The study considers the implications of the findings and makes recommendations for managers of this organisation, as well as for other organisations that are engaging in a post-merger integration. It further outlines the limitations, delimitations as well as the contribution that the study has made to the body of knowledge. Some of the recommendations made for further research were to analyse how other primary mechanisms that were not part of the propositions may shape the organisational culture; and to research how architectural leadership roles combine with strategic and relational leadership to address post-merger integration challenges. Lastly, this study has explained how leadership, through various mechanisms, shaped a culture of accountability. Other studies can be done using a similar design with different theories of leadership and other mechanisms that apply to shaping other kinds of cultural values.
- Full Text:
- Date Issued: 2020
Government support and sustainable small, medium enterprises (SMEs) in the ocean economy: a case of Eastern Cape
- Authors: Zilimbola, Mlungiseleli
- Date: 2019
- Subjects: Small business -- South Africa -- Eastern Cape , Marine resources -- Economic aspects Shipping -- Economic aspects Sustainable development -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/44291 , vital:37149
- Description: In the past few years, South Africa has started to follow other developing countries, such as Japan and Greece, in pursuit of oceans economy. The presidency launched operation phakisa in Port Elizabeth in 2016 with the hope that it would contribute greatly to job creation and economic development in South Africa. It has been noted that oceans economy is a wide concept and covers a number of activities/sectors in the oceans. This study will focus on different economic is a wide concept and covers a number of activities, such as transport, fishing, bunkering and many other economic activities. This study seeks to investigate the strategic role of SMEs in the oceans economy. In accordance with the report drafted by the small enterprise development agency (seda) in 2016, which was commissioned by the department of trade and industry , the report show that SMMEs are struggling because of access to finance and markets, poor infrastructure, labour laws, crime, skills shortages.
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- Date Issued: 2019
The effectiveness of productivity improvement initiatives at the Eberspacher Port Elizabeth manufacturing plant : an empirical study
- Authors: Zerbst, Nicolaas Jacobus
- Date: 2011
- Subjects: Industrial productivity , Manufacturing industries -- Labor productivity -- South Africa -- Port Elizabeth
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8782 , http://hdl.handle.net/10948/d1013009
- Description: Manufacturing in South Africa constantly face competition from both local as well as foreign entities. Productivity growth is viewed by many executives and business leaders as the key element in maintaining competitiveness in the global economy. The success of the South African manufacturing and its global competitiveness lie in its productivity. By focusing on promoting productivity, South African manufacturers will establish a source of sustained competitive gains, while labour will establish a sustainable source of income growth. The Eberspacher South Africa Port Elizabeth (ESA) is not in any way immune to the level of competition that impacts all businesses in South Africa. ESA not only competeswith other local catalytic converter companies in terms of a high level of productivity, but also with other manufacturing plants within the Eberspacher Group globally. In Eberspacher all exhaust manufacturing plants are constantly benchmarked, comparing productivity levels, quality levels, cost and delivery. This data is used not only to determine goals, but also forms a key determinant as to where any new business is placed. The internal competition encourages all manufacturing plants within Eberspacher to continously improve plant productivity within group. A company is competitive if it is able to produce products that are either cheaper or better than those of other firms. Most of ESA customers are internal final assembly plants from Europe, USA, India and China. ESA therefore constantly have to ensure that they are competitive in all aspects of business, including productivity. In ESA, the overall productivity performance of the manufacturing plant is of utmost importance to ensure the ability to supply all the customers with cost competitive products, at the right time and with zero defects. Productivity in Eberspacher is used as a vital measurement to the sourcing decision for any new business awarded to the group. The main purpose of this study is to determine the effectiveness of productivity improvement initiatives at the Eberspacher Port Elizabeth Manufacturing Plant.
- Full Text:
- Date Issued: 2011
The determination of critical success factors that impact on the performance of SMEs in e-commerce
- Authors: Zeelie, Eben Johannes
- Date: 2002
- Subjects: Electronic commerce , Small business -- Management , New business enterprises -- Management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:10905 , http://hdl.handle.net/10948/118 , Electronic commerce , Small business -- Management , New business enterprises -- Management
- Description: The research problem addressed in this study is the determination of the critical success factors for SMEs in e-commerce. To achieve the objective, an integrated list of critical success factors, gathered from practitioner- and academic literature, had to be identified. The integrated list was developed through the following sub-processes: · The first consisted of a literature survey of the sources and the identification of critical success factors, which lead to insights into the role of critical success factors in strategic management and the objectivity of the CSF identification process. The second comprised surveying the literature dealing specifically with the unique characteristics of SMEs, to identify factors that are critical to the survival and growth of SMEs. · The third consisted of a survey of the academic and practitioner literature dealing with critical success factors in e-commerce, in order to develop an integrated list of critical success factors for SMEs in ecommerce. The integrated list that emerged from the literature study consisted of the following seventeen critical success factors: 1. Target the right customers 2. Involve all stakeholders 3. Provide access to all customer information 4. User-friendly web design 5. Let customers help themselves 6. Offer online and offline assistance to customer enquiries 7. Deliver personalized service 8. Foster online community 9. Top management support 10. Technical infrastructure 11. Security and control of the e-commerce system 12. Promotion of site 13. Financial planning and control of project 14. Loyalty 15. Development of a business plan 16. Branding of the site 17. Shipping and fulfilment The integrated list was used as the basis for the compilation of a survey questionnaire to identify the eight most critical success factors for SMEs in ecommerce. The survey questionnaire was sent to SMEs that are members of the Port Elizabeth Chamber of Commerce and Industry, have a website and comply with the criteria for SMEs. The empirical study identified the eight most critical success factors for SMEs in e-commerce and indicated strong concurrence with the unique characteristics of SMEs.
- Full Text:
- Date Issued: 2002
The National School Nutrition Programme in selected schools in Peddie
- Authors: Zazini, Thando William
- Date: 2016
- Subjects: School children -- Food -- South Africa -- Peddie School children -- Nutrition , School management teams -- Nutrition -- South Africa -- Peddie
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/12769 , vital:27119
- Description: The Department of Basic Education classifies the NSNP as one of the critical omponents of the government's Programme of Action, which was specifically assigned the responsibility of addressing learners' ability to learn by providing them with nutritious meals. The success of the programme may therefore contribute towards the country's realisation of the Millennium Development Goals which include the reduction of mortality and the eradication of extreme hunger and poverty by 2015 as well as achieving universal primary education. The aim of the National School Nutrition Programme seeks to promote sustainable food production initiatives in all School Nutrition Schools in order to develop skills. It also aims to enhance learning capacity of a learner through feeding and to promote nutrition education in order to improve healthy eating and lifestyles amongst communities. This study seeks to assess the current status in administering the NSNP in selected schools in Peddie, Eastern Cape. Due to the extensive nature of the geographical area of Peddie, this study focused exclusively on 25 schools. For the purpose of this study, a quantitative approach was employed through a questionnaire constructed to obtain the perceptions of the sample group. The responses from the statements in the questionnaire were analysed by a Nelson Mandela Metropolitan University registered statistician. In the last chapter a number of recommendations are stated to aid in improving the current administering status of the National School Nutrition Programme.
- Full Text:
- Date Issued: 2016
The praxis of responsible investment in South Africa: a holistic case study of Evolution One Fund
- Authors: Zaulochnaya Ya-Brouwer, Irina
- Date: 2012
- Subjects: Social responsibility of business -- South Africa Investments -- Moral and ethical aspects -- South Africa Institutional investments -- Moral and ethical aspects -- South Africa Private equity funds -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:778 , http://hdl.handle.net/10962/d1003899
- Description: At the beginning of the 21st century the public interest in environmental and social sustainability, and corporate governance grew exponentially fuelled by recurring ecological and financial crises. The market demand for cleaner production and corporate transparency created opportunities for sustainability entrepreneurs in a variety of industries, including financial markets and investment management. An increasing number of financial institutions across the world now offer ethical or socially responsible products to meet the environmental, social and governance (ESG) aspirations of their clients. In the US, according to the Social Investment Forum (SIF), responsible investment (RI) assets reached US$ 2,29 trillion in 2007 (Mitchell, 2008). The European Sustainable Investment Forum (EuroSIF) estimated that total European SRI assets reached EUR 5 trillion in 2009 (Wheelan, 2010). In June 2011 the International Finance Corporation (IFC) reported that at the end of 2010 professional sustainable investment under management in South Africa approximately equalled US$ 122,6 billion (IFC, 2011:44). The statistics describing the rapid growth in the ESG-type investments are, however, complicated by the variety of names and definitions used to describe this emerging type of investment and a general market uncertainty about what constitutes the practice of RI. The purpose of this case study is to better understand responsible investment principles and practice as seen through the eyes of a South African private equity fund, which specializes in clean technology.
- Full Text:
- Date Issued: 2012
Incorporating socio-economic development initiatives for community development as part of wind farm management in Cookhouse
- Authors: Zambonini, Scott John
- Date: 2015
- Subjects: Economic development Wind power -- Economic aspects -- South Africa -- Eastern Cape , Wind power plants -- Environmental aspects -- South Africa -- Eastern Cape Strategic planning
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/50044 , vital:41995
- Description: The purpose of this case study research was to develop a model for management of the Cookhouse Wind Farm incorporating relevant socio-economic development initiatives for community development in the Cookhouse area. As a result of the REIPPPP’s socio-economic development requirements and the multiple project overlaps of the 50km radius for the beneficiaries of wind farms, management of the Cookhouse Wind Farm face the problem of using the funding to benefit the communities in a sustainable manner. The research started with a structured literature review, followed by a qualitative case study research design using embedded units of analysis and provided a useful insight into socio-economic development in the South African wind power industry. The outcome of the study was in the form of a sustainable socio-economic development model for Cookhouse wind farm management, which highlighted the following four key focus areas: Education, Welfare, Infrastructure and Health. The study concluded with practical recommendations for relevant and sustainable socioeconomic development projects under the four key focus areas. Since the completion of the study two additional renewable energy projects have been approved (Nxuba and Golden Valley) in the same area as Cookhouse which serve to further strengthen the studies purpose.
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- Date Issued: 2015
Retention strategies for medical doctors in a Port Elizabeth Hospital complex
- Authors: Yusuff, Toyeeb
- Date: 2014
- Subjects: Employee retention -- South Africa -- Port Elizabeth , Physicians -- Recruiting -- South Africa -- Port Elizabeth
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/8856 , vital:26436
- Description: The aim of this research is to investigate the factors identified as significant in increasing the retention of medical doctors employed in Port Elizabeth hospital complex (PEHC) in the Eastern Cape, South Africa. Medical practitioners of PEHC are providing the needed critical clinical services and are believed to be the strength of tertiary health services in the Eastern Cape, providing world class treatment to the public. Recruitment and retention of talented medical practitioners, then, is in the best interests of the Department of Health. Demotivated staffs are more likely to leave their jobs for better opportunities, and therefore efforts must be geared towards retaining them. This research investigates the independent factors identified. They include the management style, risk exposure, the working environment, the work overload, and the benefits associated with retaining of medical practitioners in PEHC. The results of this study revealed that the following factors influence the talent management and retention of doctors in the hospital complex: a management style that appreciates and recognises staff, a risk-free work environment, a flexible and balanced life, a reasonable work load, and the attitude of immediate supervisors. The results of this study will add to the guidelines and retention strategies already in place by the Department of Health, Eastern Cape. The senior management and policy makers could use the recommendations revealed in this study for an efficient human resources policy. However, future research still needs to be done in the area of providing employment for spouses of members of staff especially on the reward system and the recognition of employees in the organization.
- Full Text:
- Date Issued: 2014
The role of African leadership values in achieving employee engagement in firms
- Authors: Yoyo, Vuyisa
- Date: 2017
- Subjects: Leadership -- Africa , Management -- Moral and ethical aspects Employee motivation Business ethics -- Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/13392 , vital:27181
- Description: Firms have been largely characterised by competition and this necessitates that organisations leverage on their own competitive advantage in order to stay relevant to their customers. This is applicable to organisations whether they sell products or render services. Employees become key in assisting organisations to ensure that they deliver quality services or products to these customers, as they are mostly the ones that liaise with these customers. Employee engagement becomes an important factor that needs to be understood together with the leadership values that can be utilised to increase employee engagement. Understanding the role of leadership values in achieving employee engagement is essential as this will assist management to practise and encourage the implementation of these values in their organisations. The aim of this study to assist organisations to improve employee engagement by investigating the leadership values that influence the increase in employee engagement. This study is specifically looking at investigating the role that African Values in Leadership (AVL), as measured by communalism, cooperativeness, selflessness and collectivism, play in the achievement of employee engagement in firms. An empirical study, consisting of a mail survey was conducted amongst 109 employees of the State Owned Enterprises (SOEs) in the Eastern Cape Province. The purpose of the study was to investigate the extent and leadership determinants of employee engagement in the SOEs. The key findings indicated that AVL played a vital role in achieving employee engagement. Important values that were found to be significant in increasing employee engagement were selflessness, collectivism and cooperativeness. Furthermore recommendations were made to management to ensure that they encourage employees to practise AVL and also lead by examples through modelling these values to foster employee engagement in SOEs.
- Full Text:
- Date Issued: 2017
Effects of discrimination on promotion of women into top managerial positions in the Eastern Cape
- Authors: Yona, Noxolo Nondwe Trewhellah
- Date: 2001
- Subjects: Sex discrimination against women , Businesswomen
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:10902 , http://hdl.handle.net/10948/57 , Sex discrimination against women , Businesswomen
- Description: The effects of discrimination on promotion of women into top managerial positions is investigated in this study. In order to investigate these effects, the use of a questionnaire for survey was developed. The questionnaire consisted of thirty-one statements in which a response to each question contributed towards the results of this study. The literature study was used as an eye opener to the South African situation with comparison to other countries. The purpose of the empirical study was to determine the effects of discrimination especially in the Eastern Cape. The answers of the respondents were analysed and interpreted with relation to the findings from the literature study. Concluding remarks are provided which could assist firms in the private sector when faced with the challenge of the advancement of women and the implementation of the Labour policies which endorse the equal opportunity programme.
- Full Text:
- Date Issued: 2001
The relationship between leadership and employee work performance in a Nigerian courier company
- Authors: Yobe, Kingsley
- Date: 2013
- Subjects: Leadership -- Nigeria Transformational leadership -- Nigeria Industrial management -- Nigeria Business planning -- Research -- Nigeria Employees -- Rating of -- Nigeria Organizational change
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:805 , http://hdl.handle.net/10962/d1006858
- Description: A number of authors have portrayed leadership as a vital factor in the success or failure of an organization. Hence Bass (1994; 1997) believes that excellent organizations begin with excellent leadership and organisations reflect their leadership (Maritz, 1995). Therefore, successful organisations reflect their leadership (Maritz, 1995). In an attempt to investigate the aim of this research, various performance and leadership concepts and theories were investigated: the trait concept, behavioural approaches and situational/contingency approaches. Every one of these theories gave a different explanation to leadership. Furthermore, transactional, and transformational leadership were also discussed. The difference between these two models according to Bass and Avolio (1994) is that the work performance of the followers of transformational leadership is usually beyond expectations, while transactional leadership, at best, leads to expected performance. In terms of performance, it is argued that employee work performance can lead to a successful organisational performance. This is because several organisations attribute their business success to the work performance of their employees. According to Collis and Montgomery (1995) employee work performance has a major positive influence on organisational performance. Nevertheless, the accomplishment of an organisation is dependent on the leader’s ability to enhance human resources; hence “effective organisations require effective leadership” (Maritz, 1995). Transformational leadership was identified as the effective leadership style that can motivate workers to improve on their performance by instilling trust and confidence in them. Transformational leadership is superior to both transactional and non-transactional leadership because it makes workers loyal to the mission and vision of their organizations. Bass (1990) states “that the leadership research over the years has proved that loyalty is more powerful than tangible inducements.” Furthermore, non- transactional leaders avoid decision making, allowing their subordinates to take charge of the work process (Bass 1990). This research focuses on the relationship between leadership and employee work performance in a Nigerian Courier Company. In addressing this aim, a Nigerian Courier company was selected as the research context because of its success in the Nigerian turbulent business environment that is plagued by the country’s economic, social, and political troubles (McKern, Meza, Osayande and Denend, 2010). The research hypothesis of this research was generated to investigate leadership and employee performance. Leadership and performance were also identified as the research independent and dependent variables. Thus the research hypotheses were as follows: Hypothesis 1. Null Hypothesis: There is no significant positive linear relationship between employee performance and transformational leadership Alternative Hypothesis: There is significant positive linear relationship between employee performance and transformational leadership Hypothesis 2. Null Hypothesis: There is no significant positive linear relationship between employee performance and transactional leadership Alternative Hypothesis: There is significant positive linear relationship between employee performance and transactional leadership Hypothesis 3. Null Hypothesis: There is no significant positive linear relationship between employee performance and non-transactional leadership. Alternative Hypothesis: There is significant positive linear relationship between employee performance and non-transactional leadership. The general methodology included the use of a valid and reliable instrument known as the Multifactor Leadership Questionnaire (MLQ) and the company’s performance appraisal process. These instruments were used to collect information about employee work performance. The validity and reliability of the MLQ is not in doubt because it was formulated from the full range leadership development theory of Bass and Avolio (1997) and has been used extensively worldwide (Bass and Avolio, 1997). The research data was analysed using Statistica (StatSoft, 2011). Once the data was imported the necessary leadership factors were calculated as per the MLQ scoring key. From the eight factors a further three factors were generated namely transformational, transactional and nontransactional leadership. The data was checked and described using frequency tables and descriptive statistics, followed by correlation matrices coupled with their corresponding scatter plots. The research data was tested for consistency and reliability. Sekaran (2000) states that in order to determine the reliability of a measure one needs to test for both consistency and stability. For this research, linear correlation and regression analysis was used. The outcome of the first investigated hypothesis confirmed that there is a strong significant, positive linear relationship between employee performance and transformational leadership (ρ<0.0001). However, the findings on the null hypothesis, states that transformational leadership has no significant positive linear relationship with employee performance. The null hypothesis is REJECTED, because the model is significant at ρ<.0001. Thus, the alternative hypothesis is ACCEPTED because it concludes that there is sufficient evidence, at the 5% level of significance, that there is significant positive linear relationship between employee performance and transformational leadership. The second hypotheses found that with 5% level of significance there is no significant positive linear relationship between transactional leadership and employee performance (ρ =0.317). It must be noted that since the correlation is not significant the null hypothesis which states that there is no significant positive linear relationship between employee performance and transactional leadership was NOT REJECTED. The outcome of the third hypotheses support the null hypothesis, because the negative linear relationship between employee performance and non-transactional leadership is not significant (ρ = 0.6718). This informed the conclusion that at the 5% level of significance, there is no positive linear relationship between non-transactional leadership and employee performance. The findings of this research favour the conclusion drawn by Brand, Heyl and Maritz (2000) that suggested a more significant relationship between transformational leadership and employee performance, than any other leadership style. Evidence put together in the retail and manufacturing sector of South Africa, and the armed forces of the United States of America, Germany and Canada, point in the direction of the strong, positive effects of transformational leaders (Brand, et al., 2000). Again the effectiveness of transformational leadership can be reinforced by the research directed by Ristow, Amos and Staude (1999), which resolved that the effectiveness of transformational leadership was greater in a South African cricketing environment. Hayward, Davidson, Pascoe, Tasker, Amos and Pearse (2003) conducted research in a pharmaceutical organisation and found a positive linear relationship between transformational leadership and employee work performance. These research outcomes clarify the investigation by Pruijn and Boucher (1994) which established “that transformational leadership is an extension of transactional leadership” (Bass, 1997). The difference between these two models according to Bass and Avolio (1994) is that the work performance of supporters of transformational leadership is usually beyond expectation, while the behaviour of the supporters of transactional leadership, at best, leads to anticipated work performance. This research will be used to improve the relationship between the leaders and employees of the courier company under investigation. It will be useful for the placement of individuals to leadership positions in the company. It will also impact on how future leadership training will be conducted by the company, and of course add to the body of knowledge. This is supported by research conducted in the service sector which states that “transformational leadership affects performance over and above transactional leadership” (Geyery and Steyrer, 1998).
- Full Text:
- Date Issued: 2013
Factors affecting customer retention at an automative manufacturing organisation
- Authors: Yam, Bonga Sherperd Elvis
- Date: 2013
- Subjects: Consumer satisfaction , Customer relations , Automobile industry and trade -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8809 , http://hdl.handle.net/10948/d1018573
- Description: South African vehicle manufacturers are under immense competition from vehicle manufactures from India and China. The global financial crises also put these organisations under intense pressure and this resulted in these organisations having to start seeing the need to focus on issues that affect customer retention. The way that business is done in the 21st Century is forcing organisations to implement strategies that are geared towards increasing customer retention and growing the business. Organisations need to build relationships with their customers with the hope that these customers will in turn extend their stay with the organisation when an opportunity to replace their vehicles arises or keep on servicing with them. In order to establish a good relationship with customers, organisations need to understand customer expectations by being customer orientated and by providing customers with value. The primary objective of this study is to improve customer retention for a selected vehicle manufacturer after the warranty and service plans have expired, by investigating the relationship between customer service quality, customer loyalty, and customer retention. The results obtained from the 64 respondents who participated in the survey revealed that although all the above-mentioned variables play a role in increasing customer retention, customer service quality exerts the most influence. The study also highlights areas that should be improved, as well as recommendations on how to improve them. Recommendations for future research are also provided.
- Full Text:
- Date Issued: 2013