An assessment of the viability of establishing a hyperbaric oxygen therapy facility in the Nelson Mandela Metropolitan Municipality area
- Authors: Allie, Dean Gerard
- Date: 2005
- Subjects: Hyperbaric oxygenation -- South Africa -- Nelson Mandela Metropole , Hyperbaric oxygenation -- Practice
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:9262 , http://hdl.handle.net/10948/151 , Hyperbaric oxygenation -- South Africa -- Nelson Mandela Metropole , Hyperbaric oxygenation -- Practice
- Description: At present, the Eastern Cape is the only province in South Africa lacking a clinical hospital-based hyperbaric facility. East Cape Hyperbaric, to be situated at Greenacres Hospital in the Nelson Mandela Metropolitan, will offer the Eastern Cape community access to a world-class facility that will offer their patients Hyperbaric Oxygen Therapy and a Wound-Healing Facility. The objective of this study was to assess the viability of establishing a Hyperbaric Oxygen Therapy (HBOT) facility for the Nelson Mandela Metropolitan Municipality (NMMM), using sound business planning principles. A business plan precisely defines the business, identifies the goals, and serves as the firm's resume. A business plan will assist in allocating resources effectively, handle unforeseen complications, and assist in making sound business decisions. Because it provides specific and organized information about the company and how the company will repay borrowed money, a good business plan is a crucial part of business planning. In order to quantify the demand for a Hyperbaric Oxygen Therapy facility, a questionnaire was designed, in such a manner as to identify the current demand for a HBOT facility. The questionnaires were distributed to all medical practitioners within the NMMM by means of fax, e-mail and hand-delivery. Research conducted indicates that the results are promising enough to warrant the expedient creation of this business facility.
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- Date Issued: 2005
An evaluation of Volkswagen of South Africa's graduate training programme to develop a model for achieving programme outcomes
- Authors: Avrabos, Cheryl Lee
- Date: 2005
- Subjects: College graduates -- Recruiting -- South Africa , Volkswagen of South Africa (Firm)
- Language: English
- Type: Thesis , Masters , MTech
- Identifier: vital:9376 , http://hdl.handle.net/10948/168 , College graduates -- Recruiting -- South Africa , Volkswagen of South Africa (Firm)
- Description: The purpose of this study was to develop a process model in order to meet outcomes of graduate training programmes, with specific relevance to Volkswagen of South Africa. To do this, VWSA’s Graduate Training Programme was assessed in terms of the approach currently used by VWSA to recruit, select and train graduate trainees. A literature study was conducted to reveal strategies for effectively training new recruits and the development of leadership competencies. Based on this study a model was developed to facilitate the graduate training programme process to achieve programme objectives. The study aimed at making a contribution to graduate training programmes by identifying key leadership competencies, as well as the training interventions which lead to the development of these competencies. It was found that the technical skills that the trainees acquire at their tertiary educational institutions are not sufficient in today’s workplace, thereby necessitating closer working relationships between these institutions and businesses so that needs can be shared, as well as more comprehensive training programmes being provided. The research methodology comprised the following steps: An analysis was made of VWSA’s current processes regarding recruitment, selection and training of their graduate trainees. iv An assessment of leadership competencies in terms of knowledge, skills and attitudes that contribute to successful performance was undertaken. Training interventions as a process was studied. An analysis was made as to what extent the existing training interventions for VWSA’s graduate programme achieve the desired programme outcomes by means of a research questionnaire circulated to mentors/coaches and graduate trainees within the organisation. A model was developed to serve as a holistic framework for the recruitment, selection and training of graduate trainees for all motor and related industries undertaking graduate training programmes. The above was achieved through a practical study and a literature study, making use of questionnaires, as well as relevant published, unpublished and electronic texts and studies. Conclusions were drawn and recommendations were made based on data established through theoretical research and data obtained from the questionnaires.
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- Date Issued: 2005
A critical analysis of the influence of the performance management system used in the financial department at General Motors South Africa
- Authors: Beckett, Yasmien
- Date: 2005
- Subjects: Performance -- Management , Employees, Rating of , Organizational effectiveness , Finance departments , General Motors (South Africa)
- Language: English
- Type: Thesis , Masters , MTech
- Identifier: vital:10925 , http://hdl.handle.net/10948/155 , Performance -- Management , Employees, Rating of , Organizational effectiveness , Finance departments , General Motors (South Africa)
- Description: Recently, organisations have been faced with challenges like never before. Increasing competition from businesses across the world has meant that businesses must be more careful about the choice of strategies to remain competitive. This situation has placed more focus on organizational effectiveness in that systems and processes be applied in the right way to the right things to achieve results. All of the organisational processes must continue to be aligned to achieve the overall results desired by the organisation for it to survive and thrive. Performance management is an ongoing process that should reflect the current and emerging business challenges, as well as the company’s values about performance and careers. As the business and workforce change, the performance management process should be modified to ensure that the process and tools remain congruent with organisational values and priorities. The objective of this study was to identify the influence of the current performance management system, in the Finance department at General Motors South Africa, as a facilitation tool in aiding or assisting management in achieving individual and departmental goals. To achieve this objective a comprehensive literature study was performed to determine the views on performance, and on performance management systems. A questionnaire was designed based on the guidelines in the literature study, in order to establish the extent to which the organisation manages performance. The researcher used the random sampling method of selection and distributed the questionnaire to eighty one potential respondents via mail and electronic e-mail. Forty one completed questionnaires were returned and these were processed and -iiianalysed using Microsoft Office Excel 2003, running on the Windows XP suite of computer packages. The respondent’s opinion obtained from the questionnaires were compared with the guidelines provided by the literature study in order to identify shortcomings of the influence that the performance management system has on the achievement of individual and departmental goals at the selected organisation. It can be concluded from the respondent’s opinions that the greatest shortcomings of the current performance management system are the link between performance and reward, and commitment to the process in its totality. The other areas of concern are the lack of training and development, and the necessary resources required to achieve objectives. The study also indicates there is no overwhelming agreement that feedback, both positive and negative, takes place as the literature suggests. The following were the main recommendations and conclusions made: • Firstly, it is imperative that management undergoes training in the feedback and review process which is a critical element in the performance management cycle. • Secondly, to realise the benefit of increased employee effectiveness, management should undergo training to become more effective career coaches to promote a climate of continuous learning and professional growth. • Thirdly, the reward system should be reviewed, if management is committed to using pay as an incentive for desired levels and directions of performance. • Fourthly, management can set an example and build commitment for effective performance management and be leaders at all levels.
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- Date Issued: 2005
A study of the use of value based management (VBM) by multinational entities in the Eastern Cape motor industry cluster (ECMIC)
- Authors: Blouw, Mbuyiselo Edwin
- Date: 2005
- Subjects: Corporations -- Valuation , Automobile industry and trade -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8550 , http://hdl.handle.net/10948/421 , Corporations -- Valuation , Automobile industry and trade -- South Africa
- Description: Management’s response to shareholders’ return on investment as a priority occurs in an increasingly dynamic environment. Accompanying these activities is the need to realign responsibilities and to allocate scarce resources effectively. This is done in order to ensure that companies achieve global competitiveness and increase shareholders’ return on investment. Against this backdrop, local industry needs to find new methods or strategies in order to achieve world-class competitiveness, and to be able to access foreign investment. One way to achieve these goals is through Value Based Management (VBM). The objective of this study is to evaluate the strategic intent of Multinational Entities in applying VBM to increase shareholders’ return on investment. Based on the study, certain factors are critical to ensure the success of VBM. A postal survey to managers in the motor manufacturing and component manufacturing companies was conducted to check the managers’ familiarity with VBM, and their scope, and usage of VBM; and, based on the finding, to evaluate the impact of VBM on companies’ results. The empirical finding was compared with a literature review, and the following findings were made: There is a strong understanding and application of the VBM principle on the part of local entities with Foreign Direct Investment (FDI); Departmental performance is critical to an entity’s overall performance; Based on the study, 23 per cent of the respondents use Economic Value Added (EVA) as an internal reporting measure, and an average of 19 per cent use other metrics; A total of 89 per cent of respondents indicated that they strongly agree with the use of incentives for motivation. The above-mentioned points were covered by means of 4-M framework ― that is: Measurement, Management, Motivation, and Mindset.
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- Date Issued: 2005
An assessment of the recruitment and selection strategies used in the sales department of Old Mutual Group Schemes in the Eastern Cape
- Authors: Booi, Solomzi Kaya
- Date: 2005
- Subjects: Employees recruiting , Insurance agents -- Recruiting -- South Africa -- Port Elizabeth , Old Mutual (Cape Town, South Africa) Employees , Group insurance
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:9261 , http://hdl.handle.net/10948/150 , Employees recruiting , Insurance agents -- Recruiting -- South Africa -- Port Elizabeth , Old Mutual (Cape Town, South Africa) Employees , Group insurance
- Description: The aim of this research was to assess the recruitment and selection strategies used in the sales department of Old Mutual Group Schemes (OMGS) in the Eastern Cape. The company hopes to stem the high labour turn over in OMGS. After the Labour Relations Act 66 of 1995 (LRA) and Employment Equity Act 55 of 1998 (EEA) were promulgated, organisations in this country introduced new recruitment and selection policies. The challenge to most organisations is the implementation of these policies by managers. The requirements of these two legislations create problems for small companies because of the high costs involved especially in the implementation stages. The organisation incurs costs in the development of the new processes and the training of staff. Even after the new processes, labour turnover did not improve in OMGS. Senior management is trying any means possible to rectify the situation. The company policy was examined against the literature available and the recruitment and selection processes of different authors were investigated. The findings indicated that some steps in the recruitment and selection processes were not followed. It was recommended that the organisation use more recruitment sources to broaden the scope of accessing more suitable applicants.
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- Date Issued: 2005
Strategies engaged by a South African beverage organisation entering African markets
- Authors: Brink, Andries Petrus
- Date: 2005
- Subjects: International business enterprises , Coca-cola Sabco (Firm) , Soft drink industry -- South Africa , International trade
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8544 , http://hdl.handle.net/10948/410 , International business enterprises , Coca-cola Sabco (Firm) , Soft drink industry -- South Africa , International trade
- Description: Africa is acknowledged as a vast, untapped market for consumer goods as trade barriers are coming down and economies are starting to develop. The need for consumer goods arises with economic activity. This poses the following question, which will be addressed by this research: How can potential African consumer markets be successfully unlocked by a South African beverage organisation, thereby reducing risk of failure and eliminating the cost of a hit-and-miss approach? The secondary study focused on evaluating the aspects involved with risks and the modes of entry into foreign markets. The macro-environmental factors affecting the expansion into foreign markets were investigated to determine what influence they had on the entry mode chosen for a specific country targeted for expansion. Finally the marketing factors influencing the entry mode were analysed. The significance of trade blocs together with the advantages thereof was included in the study. The primary study was based on the theory and principles of existing literature. The Coca-Cola Sabco organisation was taken as a case study. Four countries, namely Kenya, Uganda, Mozambique and Namibia, were investigated. Questionnaires containing a set of questions to satisfy the sub-problems were sent to the various country managers and their first layers of management. Likewise, interviews were conducted with Coca-Cola Sabco head office strategic management. The empirical results obtained, indicated a strong concurrence, with the theory of entry modes and the influences of macro-environmental factors. In certain aspects, however, some contradictions with the theory pertaining to the Coca-Cola Sabco organisation, were observed. The findings concurred with the theory in that risk were minimised by the acquisition of a going concern that already possessed the infrastructure and logistics such as raw material procurement, manufacturing staff skills, distribution networks and political contacts. The empirical results contradict theory with respect to location economies and scale economies, as the Coca-Cola Company’s franchise agreement excludes the exporting of beverage products. Furthermore, Coca-Cola Sabco becomes involved in expansion initiatives only in reaction to an invitation from the Coca-Cola Company and not of its own desire. Therefore, market surveys are conducted subsequent to an invitation from the Coca-Cola Company. South African organisations planning expansion initiatives into emerging African markets need to take the specific macro- environmental factors of the country in question into consideration in order to minimise risk. A franchise agreement restricting exporting as in the case of Coco-Cola Company or any other restrictive agreement, might cause a deviation from contemporary theory, for example, where markets will be assessed for purposes of location and scale economies. Deviations from contemporary theory could also occur where a franchise opportunity is offered in a specific country that may not be the preferred market choice, due to its lack of growth potential.
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- Date Issued: 2005
The development of motivational strategies for public sector workers in Kenya
- Authors: Chepkilot, Ronald Kiprop
- Date: 2005
- Subjects: Public administration -- Kenya , Employee motivation , Civil service -- Kenya -- Personnel management
- Language: English
- Type: Thesis , Doctoral , DTech
- Identifier: vital:9380 , http://hdl.handle.net/10948/161 , Public administration -- Kenya , Employee motivation , Civil service -- Kenya -- Personnel management
- Description: The purpose of this study was to develop motivational strategies for motivating public sector workers in Kenya. To achieve this objective the following procedure was followed: • An examination of the public service was undertaken and the following factors were considered: The history of the public service; Past government reform programmes; The problem of corruption; Future government reform programmes; and The motivational climate in the service. iv • A literature survey was conducted on the approaches used by organisations in motivating employees. The findings were used to develop a motivational strategy model. On the basis of the strategies in the model, a questionnaire was developed for the empirical research study. • The empirical study was undertaken to examine the level of motivation in the public service and to identify the motivational strategies currently used in the public service in Kenya. The study also sought to determine the extent to which public sector managers agreed or disagreed that the motivational strategies developed by the study would be effective in motivating employees in their organisations. The results of the empirical study were incorporated into the integrated motivational strategy model presented in chapter six. The study established that the level of motivation among the public sector workers was extremely low. According to the research findings, 87 per cent of the respondents indicated that the level of motivation of employees in their organisation was low while 13 per cent indicated that it was high. It was also established that the climate in the public service was not conducive for motivating employees: the indicators were lack of job security; very low salaries; limited training and development opportunities; lack of career development programmes and lack of adequate working tools and equipment. It was further established that the government could no longer afford to make any substantial increases in salaries to the workers because the wage bill was extremely high at the level of 9.6 per cent of the GDP. It was observed that any further increases in salaries would v have a negative impact on the economy of the country. In view of the above, this study becomes extremely relevant as it suggests ways of enhancing the levels of motivation in the public service to improve service delivery in the public sector without allocation of vast financial resources. The study strongly recommends the application of the integrated motivational strategy model in its entirety; to enhance the level of employee’s motivation and work performance and achieve efficiency and effectiveness in service delivery. The study also recommends that further research be carried out to determine the effects of corruption on employee motivation and ways of eliminating the vice in the public service.
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- Date Issued: 2005
Barriers confronting small and micro tourism enterprises of previously disadvantaged entrepreneurs in the Nelson Mandela Metropole
- Authors: Clay, Mzwake Richard
- Date: 2005
- Subjects: Small business -- South Africa -- Nelson Mandela Metropole , Tourism -- South Africa -- Nelson Mandela Metropole , Entrepreneurship -- South Africa -- Nelson Mandela Metropole
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8536 , http://hdl.handle.net/10948/422 , Small business -- South Africa -- Nelson Mandela Metropole , Tourism -- South Africa -- Nelson Mandela Metropole , Entrepreneurship -- South Africa -- Nelson Mandela Metropole
- Description: The research problem in this study was to look at barriers confronting small and micro tourism enterprises of the previously disadvantaged entrepreneurs in the Nelson Mandela Metropole. To achieve this objective, literature on the barriers confronting these enterprises, was reviewed. The empirical results obtained indicate a strong concurrence with the literature study emphasizing the importance of the barriers identified and the possible ways of resolving them. The main problems identified in the literature review were: lack of institutional support, legislation, lack of access to finance, and lack of entrepreneurial skill (planning and organizing, marketing, training and human resources, time management, conflict resolution and negotiation skill). These barriers identified in the literature study were then used to develop a questionnaire to test the extent to which small and micro tourism enterprises are constrained by barriers when starting up and how these barriers can be resolved. A sample of 18 small and micro tourism businesses was taken, one from Uitenhage and 17 from Port Elizabeth. The main results were that there are few small and micro tourism businesses of the previously disadvantaged entrepreneurs in the Nelson Mandela Metropole. The main reason for this is that previously disadvantaged entrepreneurs are not given adequate support by government institutions created for that purpose. iv Most of these businesses are not getting enough financial support during start-up because of problems with the owners’ credit records. The results also indicate that small and micro tourism businesses of the previously disadvantaged entrepreneurs view legislation intended to develop them, as actually stifling their development, such as the municipal credit laws. The study recommends that more institutional support should be given to small and micro tourism businesses that are starting up, and government institutions responsible for the development of small and micro businesses need to target the previously disadvantaged communities with their marketing. The Nelson Mandela Metropolitan Municipality and the Small Enterprise Development Agency (SEDA) need to conduct research on alternative non-collateral financing for small and micro businesses. More training programmes on business skills have also to be conducted.
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- Date Issued: 2005
The identification of a model to promote intrapreneurship in an automotive component company
- Authors: Du Preez, Catherine Amanda
- Date: 2005
- Subjects: Entrepreneurship , Automobile industry and trade -- South Africa , Organizational change
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8549 , http://hdl.handle.net/10948/423 , Entrepreneurship , Automobile industry and trade -- South Africa , Organizational change
- Description: South African organisations are facing a new era of intense global competition. The modern business world is characterised by change and this change presents both challenges and opportunities. As a result, organisations have to become more responsive to change by continuous, rapid and cost-effective innovation through integrating the strengths of the entrepreneurial small firm, such as creativity, flexibility and innovativeness, with the market power and resources of the large firm. Due to the dynamic nature of the automotive industry, it is vital that South African organisations and management identify creativity and innovation as the main sources of sustainable competitive advantage. Sustained competitive advantage is derived from consistently satisfying customers’ wants and needs through innovation. An intrapreneurial philosophy is of key importance to an organisation’s corporate strategy, ensuring that entrepreneurial values are incorporated into the culture of the organisation. This study took place within an automotive component company operating in the Eastern Cape. Based on the theoretical findings of the literature study a questionnaire was developed and distributed to all employees of the company. The objective of the questionnaire was to measure the prevalence of intrapreneurship within the company and based on the findings of the literature study, recommendations on the structure, systems, culture and management styles of the organisation were made. Finally, a model was developed that identifies the importance of innovation, customer-solution centeredness and being market driven as core strategic values.
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- Date Issued: 2005
The development of an integrated management model for occupational health and safety in medical institutions
- Authors: Du Toit, Willem Johannes
- Date: 2005
- Subjects: Industrial safety -- South Africa -- Management , Industrial hygiene -- South Africa -- Management , Health facilities -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8551 , http://hdl.handle.net/10948/1300 , Industrial safety -- South Africa -- Management , Industrial hygiene -- South Africa -- Management , Health facilities -- South Africa
- Description: Health and safety management forms part of the overall risk management of medical institutions, and deals with the responsibility of an organisation to provide a risk free environment for all who are exposed to the activities of such medical institutions. Affected people include health care workers, contractors, visitors, and patients. Medical institutions, and hospitals specifically, are uniquely distinct from other industries in that they employ highly skilled staff with specific specialised knowledge. These institutions are also increasingly making use of complex technology that requires specialist staff to operate medical machines and equipment. These specific aspects are accounted for in this research. The overall purpose of this research is to determine the need for an alternative approach to the management of health and safety in medical institutions. An appropriate model will be developed that can be integrated into the existing health and safety management system. The research methodology for this study comprises the following steps: Firstly, the health and safety environment was researched in relation to all stakeholders, external and internal, that are affected by medical institutions’ activities. The effect of these activities, and how it influences health and safety management, was evaluated in a South African context. Secondly, the overall risk management approach of medical institutions and the effect of organisational culture were researched to determine the effect on health and safety performance. Thirdly, a questionnaire was sent to selected staff of five hospitals in the Eastern and Western Cape to determine their perception and experience of health and safety management. Quantitative data on incidents in Netcare Hospitals were obtained, and a comparison of the questionnaire studies was done to determine the need for a health and safety model. The final step of this study entailed the development of a health and safety model using legislative requirements and the needs identified in the research. A proposal is made to integrate specialist functions and departments into the existing health and safety management system, in order to strengthen the managerial capabilities of such a system. The importance of improving the safety and compliance culture is indicated.
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- Date Issued: 2005
A development of solutions to the problems experienced by expatriates in multinational corporations
- Authors: Faas, Pamella Misiwe
- Date: 2005
- Subjects: International business enterprises -- Management , International business enterprises -- Personnel management , Employment in foreign countries
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8548 , http://hdl.handle.net/10948/424 , International business enterprises -- Management , International business enterprises -- Personnel management , Employment in foreign countries
- Description: The objective of this study is to investigate the reasons for international assignments ending in failure, using the current models of expatriates’ premature withdrawal decisions, so as develop solutions to those problems. Studies of expatriate failure and effects of expatriate satisfaction on organisational performance have been conducted but most of them in the overseas countries. These studies revealed that the practice of employing expatriates is a strategic move on the part of the multinational corporation to increase the international experience and knowledge base of present and future managers. Even though studies on strategies that companies can use have been done extensively, research still shows that a large number of overseas assignments end in failure. Failure being described as the premature return to the home country, not being able to adjust in the host company or country and immediately living the company upon return from the assignment. It is for this reason that in the researcher decided to investigate what could be the reasons that cause the expatriates to return home early. The research will be of importance to South Africa firstly, as organisations that are operating globally will copy the business systems and processes practiced in developed countries, and later bring knowledge, skills and expertise that will help in boosting the economy of the country. Secondly, the organisation's Human Resource Management will develop practices to ensure the successful and effective retention of expertise. Expatriate failure will be reduced and the process of repatriating expatriates will be meaningful. Individuals assigned will not find it difficult to adjust in the parent company, and later take the skills they have learnt to another company. Thirdly, managers generally will understand the challenges that accompany expatriation, and be able to meet those challenges. The research becomes an investigative research as one tries to establish if there is concurrence or deviation with the current models. A sample is drawn from a list of international companies that have operations overseas. The researcher has tried to get responses from companies in all provinces of South Africa so that the sample can be fully representative. The questionnaire is used as it is a common instrument for observing data beyond the physical reach of the researcher. The questions were selected to address each of the factors affecting decisions to withdraw from the country of assignment. Responses from the expatriates have helped to develop a new model that encompasses all the factors that cause the expatriates to leave the assignment early as well to develop solutions to the problems. This will not only help the multinational corporations to save on costs, but will also ensure that the company and the expatriate benefit from international assignment.
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- Date Issued: 2005
Factors influencing employees to seek supervisory positions in manufacturing
- Authors: Ficker, Liezel
- Date: 2005
- Subjects: Supervisors, Industrial , Supervision of employees
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8539 , http://hdl.handle.net/10948/190 , Supervisors, Industrial , Supervision of employees
- Description: This research was undertaken at a hosiery manufacturing plant situated in Cape Town. The two research questions were: 1) What are the main factors that influenced, as well as previously discouraged, current supervisors to seek supervisory positions? and 2) What are the main factors that influence employees to want to become a supervisor, and what factors would discourage them from wanting to become a supervisor? Questionnaires were used as the measuring instrument. The results revealed that internal motivation was the most important factor that positively influenced current supervisors to seek a supervisory position. This was followed by self-perceived management ability, self-belief and confidence factors. Supervisors revealed a low social and affiliation need. Factors that discouraged current supervisors from seeking a supervisory position were limited management involvement, negative work related issues, and self-doubt factors. Most employees, who were not interested in seeking a supervisory position, indicated that there were no factors that would motivate them to want to become supervisors. Amongst the four content theories of motivation, the most relevant theory in interpreting the results was the Herzberg’s two factor theory. He stated that “employees are motivated by their own inherent need to succeed at a challenging task”. This is exactly what was also found in this research. One of the interesting findings is that Herzberg’s hygiene factors played almost no role as a motivator or demotivator for either current supervisors or employees. The significance of the findings for managers is that they should not strive to motivate employees to become supervisors, but rather select people who already have a high level of internal self-motivation. If they are simply looking for good workers, they should select a different type of employee who does not have a high need for achievement.
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- Date Issued: 2005
Military strategy and it's [i.e.] its use in competitive strategy with reference to the Nelson Mandela Metropole automotive industry
- Authors: Fouché, Craig
- Date: 2005
- Subjects: Strategic planning -- South Africa -- Nelson Mandela Metropole , Automobile industry and trade -- South Africa -- Nelson Mandela Metropole , Competition
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8542 , http://hdl.handle.net/10948/177 , Strategic planning -- South Africa -- Nelson Mandela Metropole , Automobile industry and trade -- South Africa -- Nelson Mandela Metropole , Competition
- Description: Presently in the South African automotive industry competition is becoming more fierce. It is becoming more important for companies to concentrate on thier competitive strategies to ensure that they remain competitive in this industry. Military strategy techniques have always been successful in defeating an anemy opponent. An enemy in a military sense could be considered as a competitor in a business sense. There is currently a potential for an improvement of the competitive strategies that South African organisations, in particular the South African automotive industry uses to remain competitive. Military strategists such as Sun Tzu and Carl von Clausewitz have provided valuable strategy theories and philosophies to many military institutions. Military strategies such as Attrition and Maneuver have long been used by these institutions in battle to defeat the enemy. Military strategies could provide the edge that companies ranging from manufacturers, suppliers of components and dealerships need, to remain competitive in the automotive industry.
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- Date Issued: 2005
The use of the enneagram to improve customer relationships with a motor vehicle manufacturer
- Authors: Gallant, Helen Michelle
- Date: 2005
- Subjects: Customer relations , Enneagram , Motor vehicle industry
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8564 , http://hdl.handle.net/10948/194 , Customer relations , Enneagram , Motor vehicle industry
- Description: Marketing strategy relies heavily on segmentation and positioning. Lifestyle and psychographics are increasingly being used as a basis for market segmentation. Marketers require deeper insight into the motivational factors that encourage purchases in order to tailor make offerings to suit individual needs. The focus is on customer relationship management in order to retain customers over a longer period of time, rather than once-off sales. This study examines how using the ancient and mystical technique of the Enneagram can improve customer relationship management and formulates a model for doing so. The Enneagram can be used as an effective base for psychographic segmentation by harnessing the diagnostic and predicative power therein. It is already being used in human resource development and strategic planning by companies and it seems fitting to apply it in yet another business area that can greatly benefit from this.
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- Date Issued: 2005
Strategies for sustaining family business through succession planning and family creed
- Authors: Gwiliza, Nwabisa
- Date: 2005
- Subjects: Family-owned business enterprises -- South Africa -- Succession , Family corporations -- South Africa -- Management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8537 , http://hdl.handle.net/10948/193 , Family-owned business enterprises -- South Africa -- Succession , Family corporations -- South Africa -- Management
- Description: Family business literature reveals that the majority of family businesses do not make it to the second generation, and quite a few are fortunate to be passed onto the third generation. Succession planning is the critical issue that enhances continuity of the family business. Relational influences indicate that the balancing of family systems and business systems is more likely to encourage high quality succession. The development of effective practical governance systems can help the family business achieve its strategy. External influences indicate that owner role adjustment, defined as the predecessor’s “letting go” in the firm, as well as the development and mentoring of the successor, shape the effectiveness of succession in the family business.
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- Date Issued: 2005
Developing a model for establishing, implementing, and maintaining learnerships in South Africa
- Authors: Hamlet, Brian
- Date: 2005
- Subjects: Employees -- Training of -- South Africa , Experiential learning -- South Africa , Education, Cooperative -- South Africa
- Language: English
- Type: Thesis , Masters , MTech
- Identifier: vital:9377 , http://hdl.handle.net/10948/156 , Employees -- Training of -- South Africa , Experiential learning -- South Africa , Education, Cooperative -- South Africa
- Description: The research problem in this study was to identify how successful the methods are that organisations use within the Manufacturing Engineering and Related Services Education and Training Authorities (MERSETA) chambers to develop, implement and maintain learnerships. To achieve this aim a literature examination to determine the aspects of workplace learning were explored, including the various perspectives of learning, together with an investigation into workplace learning. Further, apprenticeships, traineeships, learnerships were discussed; including the concepts vocational education and training standards, and competence explored. Finally a process model for effective learnership implementation was presented based on international approaches together with the South African models and current practices. - v - The process learnership model served as a basis for drawing up a survey questionnaire to establish the extent to which organisations agreed or disagreed with the learnership model developed. The survey was limited to the “automobile” and “new tyre” chambers of the MERSETA. The results obtained from the empirical study indicted a high degree of agreement with the process model for effective learnership implementation. The results obtained from the quantitative data, and qualitative data were used to adapt the learnership process model, and produce a six-phase integrated learnership model. From the survey it become evident that organisations needed to be sensitised and educated as to learnerships before considering more seriously learnership implementation. Further, it emerged that learnerships cannot only be effective within a process approach, and that it should also take place within a positive “organisational learning culture”. Organisations and Sector Education and Training Authorities (SETAs) can now use the six-phase integrated learnership model with confidence, as there was a high degree of agreement with the learnership model that was developed as part of this research study. The six-phase integrated learnership model has been comprehensively developed and surveyed by organisations that are currently implementing learnerships on a large scale. Organisations and SETAs can now give effect to the Skills Development Act No. 97 of 1998, and contribute to the National skills Development Strategy of 2001, which aims to improve the workplace skills of all South Africans.
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- Date Issued: 2005
Brand awareness of students at the Nelson Mandela Metropolitan University
- Authors: Huang, Wei
- Date: 2005
- Subjects: Brand name products , Brand choice , Consumers' preferences , Nelson Mandela Metropolitan University -- Students -- Attitudes
- Language: English
- Type: Thesis , Masters , MTech
- Identifier: vital:9350 , http://hdl.handle.net/10948/187 , Brand name products , Brand choice , Consumers' preferences , Nelson Mandela Metropolitan University -- Students -- Attitudes
- Description: To ensure a long-term successful product brand, it is important to build brand awareness, to reach the consumer’s mind, encourage a consumer to develop a preference and eventually provide a positive contribution to consumer decision-making. Therefore, there is a need to understand and identify the role of brand awareness in the purchase process. An understanding of students as consumers and their brand awareness is important to marketers, particularly as students are recognised as a specialised market segment for a variety of products. The research focused on identifying the differences, if any, in brand awareness and its role in students’ purchase of sportswear clothing and sportswear shoes (high-involvement products) and coffee (a low-involvement product). A drop-off survey was used to collect the required empirical data from a convenience sample of 450 students enrolled at the Nelson Mandela Metropolitan University. The empirical findings showed that students were more aware of sportswear clothing and shoe brands than of coffee brands. Advertising played an important role in the awareness of sportswear shoes and clothing brands, but seemed unimportant in the case of coffee. Brand elements were found to enhance brand awareness. The brand name was important for coffee, while the name and the logo played a role in students’ awareness of sportswear brands. The study deduced that differences in brand awareness between high-involvement and low-involvement products exist among the students. Marketers thus need to choose appropriate strategies to create and increase brand awareness for the different products.
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- Date Issued: 2005
An analysis of key factors responsible for and influencing the rate of employee absenteeism in the construction sector with specific reference to the Ngqura Harbour project
- Authors: Koen-Müller, Magdel
- Date: 2005
- Subjects: Absenteeism (Labor) -- South Africa -- Port Elizabeth , Construction industry -- South Africa -- Port Elizabeth
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:9263 , http://hdl.handle.net/10948/152 , Absenteeism (Labor) -- South Africa -- Port Elizabeth , Construction industry -- South Africa -- Port Elizabeth
- Description: Absenteeism places huge financial burdens on organisations and has a detrimental effect on productivity. Aware of the direct and indirect costs associated with absenteeism, management must determine what factors are responsible for the absenteeism and how these factors can be rectified in order to reduce the rate of employee absenteeism in the organisation. The study’s main aims were firstly to determine which key factors are responsible for employees being absent from work and secondly, how they can be rectified in order to reduce absenteeism. From the data that was obtained from the literature study stress, substance abuse, lack of job commitment and organisational factors account for some reasons given for absenteeism. Employee absenteeism may also be partly due to not enough emphasis being placed on career development, staff retention and salaries. Other causes of absenteeism include personal responsibilities, lack of motivation and low morale in the workplace. Only recently have managers become aware of the true impact which alcohol and substance abuse have on organisations. More productivity is lost through on-the-job absenteeism than due to any other single factor. On-the-job absenteeism is difficult to define and very difficult to identify. Such absenteeism includes the presence of employees at work while they are sick but incapable of performing to their true capabilities – this often occurring on Mondays or Fridays or the day after payday. With current staff retention programs, mergers and joint ventures, organisations now demand the same level of production with fewer employees. This has given rise to an increase in the level of stress employees experience, which led to stress becoming a key factor responsible for absenteeism. When managing absenteeism the implementation of a proper measurement system is essential. This will enable the company to determine the extent of their absenteeism. An evaluation and comparison of these statistics over a period of time will also shed light on the nature of the absenteeism. These will result in the proactive handling of a company’s absenteeism. This is also the first step away from the acceptance of absenteeism and subsequently the nurturing of an absence culture. Employers can take a number of steps to reduce absenteeism, such as giving responsibility for absence management to senior or human resource managers rather than line managers, introducing return to work interviews, introducing discipline procedures and others. The great majority of absence management solutions completely overlook organisational factors, instead focusing on individual, claim processing and health-related factors in the quest to reduce lost productive days. Absence management programs should focus on organisational (not individual) drivers of absence to encourage a present and committed workforce. Absenteeism will never be eradicated, but through careful management organisations can reduce the absentee rate and the effect it has on the organization.
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- Date Issued: 2005
Feminisation a period of labour market changes in South Africa
- Authors: Lee, Deborah Ellen
- Date: 2005
- Subjects: Women -- Employment -- South Africa , Discrimination in employment -- South Africa , Wages -- Women -- South Africa , Labor supply -- South Africa
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: vital:11008 , http://hdl.handle.net/10948/363 , Women -- Employment -- South Africa , Discrimination in employment -- South Africa , Wages -- Women -- South Africa , Labor supply -- South Africa
- Description: The post-1994 role of women in the South African economy is changing with respect to issues such as education and employment opportunities. In the past, men tended to hold the primary or ‘good’ jobs, which have the greatest stability and promotional potential, whilst women tended to hold the secondary or ‘poor’ jobs, which have lower stability and lower wages (Kelly, 1991). Women’s labour force participation has risen significantly over the years since 1994, but more in depth research is needed in order to determine where and how changes could be implemented to ensure that any past gender inequalities fall away with minimal impact on the economy as a whole. As such, certain dynamics within the labour market need to be considered. Firstly, pre-market types of discrimination, including issues such as gender discrimination during the acquisition of human capital through educational attainment should be considered. In most countries, women enter the labour market with severe disadvantage in that they have been subject to discrimination in schooling opportunities (Standing, Sender & Weeks, 1996). Secondly, the feminisation of the labour force is dealt with, as well as what factors affect the female labour force participation decision (i.e. the decision of whether to participate in the labour market or not). iv Thirdly, employment discrimination is investigated, including the concept of ‘occupational crowding’. An analysis of trends in the occupational structure of economically active women in South Africa shows the typical shift out of agriculture into industrial related jobs (Verhoef, 1996). Lastly, wage discrimination is analysed, in order to determine if women get lower rates of pay for ‘equal work’. The objectives of this study are aimed at determining whether there have been any positive changes with respect to women in any of these focal areas mentioned above. There are studies that have established gender differentials when it comes to formal education, and these place women at the disadvantaged end (Bankole & Eboiyehi, 2000). If one considers the educational measures, namely, the levels of literacy, years of education, and overall educational attainment, employed by this country to determine whether there are in fact observed differences between the education of boys and girls, the following was found: Males rate higher with respect to two of these measures, namely literacy and educational attainment, and are thus able to exhibit lower levels of poverty than females in South Africa. Men exhibit slightly higher literacy rates than women of the same age (Statistics South Africa, 2002), and men also rate higher than women when it comes to university education. With regards to primary and secondary school attainment v since 1994, the gender gap does appear to have disappeared. The ‘neoclassical model of labour-leisure choice’, as applied in this study, shows that as the wage rate increases, women have an incentive to reduce the time they allocate to the household sector and are more likely to enter the labour market. In South Africa, however, the increase in the female participation rate has merely translated into a rise in unemployment and has not been associated with an increase in the demand for female labour. This implies that South African women are being ‘pushed’ into the labour market due to economic need, rather than being ‘pulled’ into the labour market in order to earn a higher wage. Women are gradually becoming better represented at all levels across a wide range of occupations. Women, however, continue to face greater prospects of unemployment and to earn less than their male counterparts even when they do find employment. These lower female wages are partly as a result of ‘occupational crowding’, whereby women are over-represented in certain occupations resulting in excess labour supply which drives down the wage rate. It has been determined that the problem of occupational crowding is a real and immediate one and has been found to depress wages within certain female specific occupations.
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- Date Issued: 2005
A critical analysis of the information technology infrastructure outsource deal between Trans Hex Operations and Commsco
- Authors: Makka, Ferrandi W
- Date: 2005
- Subjects: Contracting out -- Management , Information technology -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8545 , http://hdl.handle.net/10948/1595 , Contracting out -- Management , Information technology -- South Africa
- Description: The outsourcing market for information technology services has been transformed over the last few years. Outsourcing, once inspired primarily by cost reductions, now forms part of overall company strategies in order to improve focus. Intent: The purpose of this research project is to conduct a critical analysis of the outsourcing of information technology infrastructure. In particular, this paper will focus on the process followed and on adherence to good corporate governance and business ethics. This dissertation addresses (i) the strategic reasons for outsourcing, (ii) reasons for not outsourcing, (iii) the different types of models available, (iv) the outsourcing process to follow, and (v) the risks associated with outsourcing. These five aspects were all empirically tested in Trans Hex. Findings: The main findings were that (i) no recognized formal process had been followed; (ii) the risk profile of the outsourcing company changed and (iii) a post-outsourcing review is required to determine whether the process is working as planned and to identify opportunities for improvement. Conclusion: A new approach is needed to improve the viability and success of outsourcing information technology infrastructure. Based on the present findings it is argued that a holistic approach to information technology infrastructure outsourcing should be adopted which combines several outsourcing processes into a company-specific outsourcing process framework.
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- Date Issued: 2005