Barriers to public participation in developmental projects : a Nigerian community perspective (case study of the Gbaran-Ubie oil and gas project)
- Authors: Akoh, Emmanuel Inalegwu
- Date: 2013
- Subjects: Gbaran-Ubie oil and gas project -- Public opinion Community development -- Nigeria Economic development -- Nigeria -- Environmental aspects
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:715 , http://hdl.handle.net/10962/d1001869
- Description: This research paper is broken up into three sections, namely an evaluation report, a literature review and research methodology. The evaluation report section is the assessment of the current state of change readiness within the Eskom Contact Centre’s based upon what the literature on change readiness prescribes. The timing of the change readiness assessment is just prior to significant organisational change. The organisational change that was about to be initiated by the organisation was initiated from the boardroom of the most senior echelons of the organisation, and was directed in a top down approach, being a strategic organisational change. The change is deemed to be critical to the organisation being able to meet its long term strategic and sustainability objectives. A critical examination of the literature explored the meaning of change readiness, the importance of it and explained the consequences for organisations that commit to transformational agendas without being ready. Key concepts such as such resistance to change and organisational inertia are described and differentiated from change readiness. The ADKAR change model and its change readiness assessment instrument were used due to the organisations preference for the model. The ADKAR model formed the framework for the analyses of the data, the discussion of the results and the recommendations to the organisation. The research conducted was quantitative in nature; a questionnaire was distributed to the employees of the seven Eskom Contact centre sites around the country through an email. A slightly modified version of the ADKAR change readiness questionnaire was sent via email with an on-line questionnaire link on it; and questions on individual readiness for change were used to assess the level of readiness of the employees. Most of the descriptive and inferential statistics were analysed with the use of Excel (version, 2010), with Factor Analysis being done in Statistica. The results of the research showed that: [iii] - The factors as proposed by the ADKAR change readiness assessment questionnaire (i.e. Awareness, Desire, Knowledge, Ability and Reinforcement) are not different enough to be considered as independent factors for this data set. Based on factor analysis, the factors were subsequently amended from five to three, namely Readiness, Opportunity Realisation and Uncertainty. - The Contact Centre employees were somewhat ready for change. - The Contact Centres needed to focus on all amended ADKAR factors in order to improve the readiness of the department. - The readiness levels in response to the roll out were more or less uniform. The study shows that given Eskom’s preference for the ADKAR model, future research within Eskom should therefore be conducted more circumspectly with respect to ascertaining the validity of the ADKAR factors. The study also makes mention that future work and/or research will need to be conducted, specifically on the readiness of the organisation itself, in order to improve the probability of transformational success. The ADKAR assessment is a people focused assessment and therefore focuses only on the readiness of the individual. Factors such as the adequacy of the current state of resources within the organisation, which incorporate aspects such as infrastructure, technology and staffing, will also need to be assessed to make a more holistic statement of change readiness. A concise review of the literature is incorporated into the Evaluation Report of Section 1 to underpin the study. In Section 2 a more extensive review of the literature is presented. Similarly, the design of the research is discussed in more detail in Section 3 to both describe and justify the appropriateness of the research methodology, and to give a detailed account of the way in which the research was carried out.
- Full Text:
- Date Issued: 2013
An investigation of the intention to leave or stay of health care professionals at St. Andrews Hospital
- Authors: Amanambu, Rochelle Aneeta
- Date: 2014
- Subjects: Medical personnel -- Job satisfaction -- South Africa -- Eastern Cape -- Case studies Medical personnel -- Job stress -- South Africa -- Eastern Cape -- Case studies Hospitals -- South Africa -- Eastern Cape -- Administration Hospitals -- Medical staff -- South Africa -- Eastern Cape Hospitals -- Officials and employees -- South Africa -- Eastern Cape -- Turnover Health services administration -- South Africa -- Eastern Cape Health planning -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:823 , http://hdl.handle.net/10962/d1011091
- Description: Background: The demand for and retention of talent worldwide is aggravated by revolutionary trends that include global competition, demographic changes and technological advances. In South Africa this phenomenon according to Frost (2002) is further challenged by the emigration of skilled people; the relative scarcity of specialist and managerial employees; employment equity and affirmative action procedures. But the development of strategies first requires an understanding of the factors which influence decisions to leave or stay particularly in rural and remote areas. St. Andrews Hospital is a rural district hospital in Ugu District, KZN. Its remoteness from urban areas and the lack of resources contributes towards challenges of attracting and retaining health care professionals to the area. It is the aim of this study to identify the ten most prevalent turnover and retention factors in a rural district hospital with the intention of making recommendations towards strategies to mitigate turnover and improve retention of health care professionals. This study will not only serve the local Human Resource Department but may also be used to inform district and provincial policies as well as departments’ decisions in the design or the review of current retention strategies aimed at reducing turnover. Method: The survey method was used to collect the primary data by distribution of self-administered questionnaires to Health Care Professionals at St. Andrews Hospital. Of the one hundred and fifty questionnaires distributed, one hundred and seven were returned (71% response rate) and formed the basis of the study. Results: Based on the impact scores, the top three turnover factors identified were, the way the organisation is led by top management (0.934); the size of the workload (0.862); and the way problems are dealt with by managers in the organisation (0.817). No statistically significant relationships were found between turnover factors and biographical variable. Availability of quality health services was ranked as the external factor that had the highest influence (78%) on turnover, while geographical location was ranked the lowest. The main reason given by respondents for leaving their previous employment was promotion, followed by distance and personal/family reasons. The top three retention factors identified from the impact scores were the quality of relationships with colleagues (1.698); the amount of support received from managers and colleagues (1.484); and the level of engagement and involvement with the job (1.390). This demonstrates that the salary package often thought to be a first priority factor Mobley, Horner and Hollingsworth (1978); Mobley (1982) and Herzberg (2003) is far less of a determining factor at St. Andrews Hospital than management support, job involvement and person-organisation fit as well as the social relationships formed in the workplace. A positive relationship was found between leadership and job dimension factors at the 1% level of significance. This supports the strong social bond (person-organisation fit) formed in the work environment between management and colleagues that supports retention and increases level of commitment. An important result of the study was that 46% of the respondents were thinking of leaving the town within the year while 29% were considering resigning from St. Andrews Hospital within the year. Conclusion: The results reveal a complex interaction of factors impacting on turnover and retention. The Human Resource Management function has a pivotal role to play in improving its ability to attract and retain professionals through developing comprehensive strategies based on external and internal and environmental factors. The study conveys to the St. Andrews Hospital management that turnover and retention factors are unique to the location and the working environment and differs amongst Health Care Professionals – this should be deliberated on when formulating Hospital Human Resource retention policies.
- Full Text:
- Date Issued: 2014
Where leaders learn: constructions of leadership and leadership development at Rhodes University
- Authors: Andrews, Rushda Ruth
- Date: 2011
- Subjects: Leadership -- Education (Higher) -- South Africa -- Grahamstown Leadership -- Research -- South Africa -- Grahamstown Development leadership -- Education (Higher) -- South Africa -- Grahamstown Rhodes University -- Management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:782 , http://hdl.handle.net/10962/d1003903
- Description: This thesis explores the Where Leaders Learn slogan of Rhodes University. It does this by means of an analysis of discourses constructing leadership and leadership development within the institutional context. The discourse analysis was made possible as a result of interviews with a range of people involved in leadership and leadership development at the University. The analysis revealed that leadership development is constructed as taking place within a highly structured system that enables instructional and managerial leadership but constrains transformational leadership. The discourses that give meaning and understanding to the construct of leadership draw heavily on position within a hierarchy. The discourse of functional efficiency is enabled through practices related to reward, recognition, succession planning and mentorship which all serve to replicate the existing leadership structures creating more of the same and in essence stifling the potential for emancipatory leadership. The analysis also shows that a discourse of collegiality serves to create a false sense of a common understanding of leadership in the light of evidence of uncertainty and contestation around the meaning of the slogan Where Leaders Learn and, by association, the very construct of leadership. The discursive process of understanding leadership and developing an institutional theory for the purposes of infusing this into a curriculum poses many challenges. Barriers to new ways of thinking reside within the researchers' ontological and epistemological commitments. This amplifies the need for a more reflective ontology towards leadership and its consequences, especially so in a multidisciplinary environment such as Rhodes University.
- Full Text:
- Date Issued: 2011
Factors influencing parents’ decisions when choosing a private school
- Authors: Arendse, David
- Date: 2019
- Subjects: School choice -- South Africa -- Case studies , Competition -- South Africa , Private schools -- South Africa , Consumer behavior , VRIO framework (Valuable, Rare, Imitable and Organized) , St. Stithians College
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/92628 , vital:30738
- Description: Purpose: Consumers make decisions based on multiple factors that influence their decision-making process. These decisions can be influenced by deep personal reflection to the simple impulsive purchase done to fulfil a need or want. This research study explored the relationship between the resource-based view and the factors considered by parents when selecting a school for their child/children. The Valuable, Rare, Imitable and Organized (VRIO) framework as developed by Barney, J. (1991) outlines the framework through which an organisations resources can be assessed in terms of their potential competitive advantage. The research study was interested in understanding how an educational institution can identify and then leverage its resources to create a competitive advantage. Methodology: Each family that has one or more child enrolled at St Stithians College, which is a private school in Gauteng, South Africa, was invited to participate in the study. This represented a potential population size of 1 700 families, however a sample of 334 was used. The educational institution caters to both boys and girls from Grade R to 12 (Matric). Each family was requested to participate in the study as they had already chosen to have at least one child enrolled. A self-administered close-ended questionnaire was used as the instrument for data collection and the questionnaire was broken into two sections. Section A focused on building a profile of the respondent while section B assessed the level of influence the factors had on a parent’s decision. Section B’s questions were structured as Likert-Scale questions requiring a response between 1 and 5, with 5 being the highest influence, and 1 being the lowest. The responses to the questions were then grouped into the factors they spoke to and the average results per factor were assessed via an ANOVA table to test the null hypothesis that parents do not consider factors when choosing a school for their children. Findings: As a paper, this study set out to discover what the competitive advantage was of a private education institution in South Africa. It did so by identifying what the key factors were when parents selected the school of their choice and then analysed these findings against the resources of the given institution. The ANOVA table analysis of the responses identified that parents do consider factors and that the factor that they were most influenced by was convenience factor, represented by location of the institution and the distance to it. While there are multiple private education suppliers in South Africa, no other provider has the location that St Stithians College has, and as such, its location is its competitive advantage. Significant: This research study will expand the existing but limited competitive advantage body of knowledge in the South African education sector. South African educational institutions will be able to develop similar studies which will then assist in identifying their own competitive advantages. This can better enable education providers to entice consumers to their education services.
- Full Text:
- Date Issued: 2019
An investigation of the leadership practices and organizational culture at a private Christian school
- Authors: Babu, Bithun
- Date: 2018
- Subjects: Church schools -- South Africa -- Eastern Cape , Leadership , Corporate culture
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/62155 , vital:28133
- Description: The purpose of this study is to investigate the leadership practices and organizational culture at a private Christian school in the Eastern Cape. A preliminary review of leadership literature suggested that traces of servant leadership may be apparent at the organization. Thus servant leadership will form a key focus area for exploration in this study. An analysis of this nature can make one aware of the influence leadership has in shaping the organizational culture of an institution. This in turn can be used to inform the future thinking around leadership efforts with respect to culture formation within an organization. The issue was addressed by consulting various articles to view the issue from different perspectives. The school served as a vehicle to explore the tenets of leadership and organizational culture. The study will take the form of a descriptive quantitative study. It was concluded that leadership plays a significant role in establishing the culture at an organization. However, leadership is not the only factor that shapes the organizational culture of an institution. The beliefs and values of the organization also has a role in shaping the overall culture and identity of an organization.
- Full Text:
- Date Issued: 2018
Social media big data: a diary study of ten pharmaceutical firms
- Authors: Baker, Nadia Samantha
- Date: 2020
- Subjects: Big data , Internet in medicine , Social media in medicine , Internet marketing -- Evaluation , Pharmacy management -- South Africa
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/140737 , vital:37914
- Description: Purpose: The goal of the research was to demonstrate how firms can use social media big data, to make strategic business decisions, through the lens of Resource Based Theory (RBT) and Dynamic Capability Theory (DCT), that could lead to a sustained competitive advantage. In and of its own, big data, does not constitute a competitive advantage. It may hold value for the firm, but lacks rarity, inimitability, and is not substitutable (Braganza, et al. 2017; Mata, Fuerst and Barney, 1995; Delmonte, 2003). It is in the analysis of this data, through RBT and DCT, that will turn the information into useful business intelligence (Amit and Schoemaker, 1993; Barney, 1991; 1995; Marr, 2015; Gupta and George, 2016; Kurtmollaiev, et al., 2018). Most importantly, firms must constantly reconfigure their resources in line with the dynamic business environment to ensure superior performance (Teece, Pisano and Shuen, 1997; Helfat, et al., 2007; Teece, 2014; 2018). Method: In this study, a qualitative approach was used to examine the RBT (Value, Rarity, Inimitability and Non-Substitutable - VRIN Framework) and DCT, to describe and understand the relevant theories and to build upon the quantitative results. While a quantitative approach was used to analyse the social media sentiment as depicted by Social Mention metrics. A novel technique, Chernoff Faces, was used to analyse and visualize the data (de Vos, Strydom, Fouche and Delport, 2011). Results and Findings: The research results show that, while the 10 firms in the study all have a presence on social media, it is on selective platforms. The content that is posted, is on very specific topics (Narayan, 2017; Cornejo, 2018). The Chernoff Faces indicate that the firms’ Social Mention metrics, over the 30 day period, was at low values. Since strength of social mention is depicted by the face line, the thin, long, generally sad looking faces implies that more than 70 percent of the firms’ social media strength over the study period, was weak. Conclusion: The literature indicates that the true value of big data and big data analytics can only be realised if firms make sound business decisions and act upon it swiftly.
- Full Text:
- Date Issued: 2020
How the roles of CEO's differ in response to different circumstances and in the context of succession: Anglo American-a case study
- Authors: Ball, Leslie
- Date: 2018
- Subjects: Organizational change , Strategic planning , Executive succession , Anglo American Corporation of South Africa, ltd.
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/60799 , vital:27832
- Description: A review of the literature revealed that firms are inherently influenced by leadership in the upper echelons of the organization. The seminal paper of Hambrick and Mason (1984) has sparked much interest in the realm of organizational leadership. Studies involving organizational leadership have concentrated on leadership styles, the manner in which leadership takes place, leadership succession and organizational performance in an attempt to understand the dynamics of the senior leadership of organizations. Research has also explored how changes in the top management of firms has impacted its performance. This research has primarily been concerned with how a firm is impacted, once succession takes place, and has focused on financial performance, change in strategy and stockholder reaction (Shen & Cannella, 2002; Barron, Chulkov & Waddell, 2011; Friedman & Singh, 1989). Although their predisposition will largely influence the manner in which the incoming CEO acts, the literature has largely neglected the role the incoming CEO must fulfil, and how he/she steers the company, once appointed. In response, the following aim was developed to address this gap: To describe how the roles of two CEO's of the same company differed, during different time periods. The CEO assumes various strategic leadership roles, which they carry out in the context of their new environment once succession has taken place. From the literature, six strategic leadership roles were identified, which formed the foundation of this study. These were strategy formulation, strategy implementation, developing organizational culture, emphasizing ethical practices, managing the firm's resource portfolio and establishing balanced controls. The study set out to comparatively analyze two CEO's of the same firm during different periods. Both CEO's were investigated from the perspective of strategic leadership roles, allowing a comparison of their behaviour. The study analyses and describes these roles, and how they differed between the CEO's, in reaction to differing situational factors and in the context of succession. The study employed a deductive qualitative case study research design. This allowed the researcher to examine the complex phenomenon which have previously been studied at a more superficial level using quantitative methods (Baxter & Jack, 2008; Parrino, 1997; Jooste & Fourie, 2009). A qualitative methodological approach allowed the researcher to examine the topic through a lens which takes into account human variables and processes (Baxter & Jack, 2008). Data was sampled using purposive and convenience sampling while applying the critical incident technique. Data was collected through information sources such as news articles, press releases, annual reports, online interviews, news websites and other documents. Thematical analysis was used during the analysis phase of the study and allowed for patterns and links to be drawn between the collected data. The succession from one CEO to the next served as the comparative element of the study, which allowed for a contrasting of how both CEO's carried out their strategic leadership roles by adapting to their environment, and how they guided the strategic trajectory of the company. The study also took into account what both CEO's were confronted with at the start of their tenure and how this influenced how they carried out their leadership roles. It was found that Cynthia Carroll exercised her roles in a manner which addressed ethical and stakeholder engagement issues within the business. This was translated directly into how she guided the trajectory of the company. Upon appointment, Mark Cutifani exercised his roles in a manner which addressed the organizational performance and financial well-being of the company. This translated directly into how he shaped Anglo's trajectory in an attempt to better its financial performance. Given how they exercised their strategic roles in the company, each CEO influenced Anglo American's direction in a different way, which in turn, influenced the performance of the organization. It was shown that Cynthia Carroll improved the stakeholder engagement, communication and safety within the company, demonstrating behaviour that emphasized the importance of the ethics of the company. When the business had been carrying out its ethical practices effectively, but underperforming financially, Cutifani demonstrated the roles which would be geared toward resurrecting the organizational performance of the organization. Recommendations are made for further research including applying the same research method to investigate how these roles are carried out in companies which operate in a broad spectrum of industries.
- Full Text:
- Date Issued: 2018
The benefits and challenges of implementing the Equator Principles: the case of four large banks in South Africa, through the eyes of project finance teams
- Authors: Baloyi, Glenda
- Date: 2020
- Subjects: Financial institutions -- South Africa -- Moral and ethical aspects , Sustainable development -- South Africa , Project management -- South Africa -- Finance
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/126165 , vital:35855
- Description: The purpose of this research was to investigate the benefits and challenges of implementing the Equator Principles (EPs) by the four large banks in South Africa who are signatories to the framework. This was investigated through the eyes of the project finance teams. The research focused on the perceptions of the project finance team. The EPs are voluntary standards, to date they have been adopted by 94 financial institutions. Financial institutions that have adopted the EPs, benefit by having a competitive advantage of getting involved with high risk projects / developments. The Equator Principles resulted in having environmental and social risk policies and structures to manage these risks. This research was conducted using mixed methods and followed the post-positivist paradigm. The research found that the project finance teams were aware of the environmental, social and governance risks associated with project finance transactions. Furthermore, they understood the need to have the Environmental, Social and Governance (ESG) risk assessment during the credit process. This research found out that the benefits of the EPs outweigh the challenges, as they promote responsible investment, thus promoting the reputation of the investor. The EPs requires the client / borrower to conduct an environmental and social impact assessment and commit to covenants that are binding in the financial legal agreements. By having processes and strategies that promote responsible investment in the financed projects / development, this gives the Equator Principles Financial Institution (EPFI) the advantage of competing in the international market. EPs may indirectly influence the financial institutions that have not adopted the EPs, to promote responsible investment by applying ESG risk assessment processes as required by the banks that have adopted the EPs. EPs lack of capacity such as human resources, policies, funds and structures is the reason why companies do not adopt responsible investment is their operation and not incorporating them in the decision-making process. Some EPFI are not committed the EPs and become free riders. Other EPFI are not complying with the EPs and this causes uncertainties with regards to the legitimacy of the ES standards. EPs are ambiguous, subjective and voluntarism can make it difficult to be achieved by the EPFI. EPs increases the approval process for the financial institution to conclude the transaction, thus delaying the start of a needed project / development. And that EPFI may be forced to have fewer clients as a result of the funding requirements required by EPs.
- Full Text:
- Date Issued: 2020
Exploring Ubuntu as service leadership competency
- Authors: Bangushe, Anele Greatjoy
- Date: 2022-10-14
- Subjects: Leadership Moral and ethical aspects , Ubuntu (Philosophy) , Methodist Church of South Africa , Servant leadership South Africa Makhanda , Christian leadership South Africa Makhanda , Community leadership South Africa Makhanda , Critical incident technique
- Language: English
- Type: Academic theses , Master's theses , text
- Identifier: http://hdl.handle.net/10962/380743 , vital:67488
- Description: This is a case study conducted in the Methodist Church of Southern Africa (MCSA), Grahamstown, in the Eastern Cape. Against the backdrop of identifying and conceptualising ethically oriented leadership competencies, the purpose of this study was to explore service as a leadership competency. The literature reviewed in this research underscored the importance of effective and ethical leadership, but critiqued the Westernised, individualistic orientation of the conceptualisation of service as a leadership competency. Based on a review of the literature, this study proposes that when African leaders are in leadership four components of Ubuntu are involved when they exercise service as a leadership competency. These components are collective consideration, collective compassion, community server and Ubuntu humility. The main aim of this study is to investigate if leaders display these four components when exercising service towards their followers, and if so, how, and why they do so. A conceptual framework of components of Ubuntu, which culminated in research themes and propositions, were produced from the literature chapter. A qualitative research method was adopted in this study in which eight participants were selected through convenience sampling for this case study. One minister and seven Vice-Presidents of various organisations in the Methodist Church were interviewed. Semi-structured interviews were conducted for data collection and a deductive thematic analysis approach was employed to analyse data. Also, the critical incident technique (CIT) was utilised to structure interview questions, which is best fitting to solicit complex and comprehensive data from the interviewees. In its findings, the study confirmed the presence of the four components of Ubuntu, but several delimitations and limitations are acknowledged. Nevertheless, the study has made some contribution to understanding the display of service as a leadership competency in an African context. The implications for management practice are considered and recommendations made for future research. , Thesis (MBA) -- Faculty of Commerce, Rhodes Business School, 2022
- Full Text:
- Date Issued: 2022-10-14
Case study : profitability drivers in the South African airline industry : a comparative analysis of SAA and Comair
- Authors: Batidzirai, Davison Herbert
- Date: 2015
- Subjects: South African Airways , Comair Limited , Airlines -- South Africa , Corporate profits -- South Africa , Organizational effectiveness -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:846 , http://hdl.handle.net/10962/d1017191
- Full Text:
- Date Issued: 2015
Servant leadership: antecedent to Quality of Worklife of customer service frontline employees
- Authors: Bedser, Mark Bernard
- Date: 2018
- Subjects: Call center agents Servant leadership Customer Service -- Quality control Employee morale Job satisfaction Quality of work life
- Language: English
- Type: text , Thesis , Doctoral , PhD
- Identifier: http://hdl.handle.net/10962/62144 , vital:28132
- Description: Contact Centre agents operate in closely monitored and highly controlled environments and their work consists of solving service requests or assisting customers with information on products or services. Consequently their work involves a great deal of emotional labour and stress. It is not surprising then, that the working environment of the Contact Centre is reported to have a negative impact on the levels of Quality of Worklife of Contact Centre agents, and that in the Contact Centre context, it is likely that low levels of Quality of Worklife exist. It is argued that it is important for organisations to be particularly aware of the Quality of Worklife perceptions of their employees should they want to address Quality of Worklife levels and benefit from the positive consequences of higher levels of the construct. Numerous variables are reported to play either an antecedent, moderating, mediating, or consequential role in relation to the Quality of Worklife construct. A systems model of Quality of Worklife is developed, which illustrates the inter-relationships of these variables and how they affect and are affected by the Quality of Worklife construct. It is argued that leadership is an important antecedent to Quality of Worklife, and this is the antecedent of interest in this study. It is proposed that it is not just any leadership that will contribute to an improved Quality of Worklife, particularly within a challenging context such as the Contact Centre environment. Rather, it is suggested that certain qualities of leaders will have a greater influence on Quality of Worklife. For example, leaders who focus on relationships and are caring - characteristics associated with servant leaders - are deemed more suitable for the Contact Centre context. The research also proposes that there are close associations between Servant Leadership and Trust, which in turn has the potential to affect Quality of Worklife positively. It is argued, therefore, that Trust mediates the relationship between Servant Leadership and Quality of Worklife in the customer service frontline context. While there is a broad base of literature available on servant leadership that focuses on the senior or executive level of leadership, Van Dierendonck and Nuijten (2011) have argued that it is also relevant at the middle level of management and have validated an eight dimensional measure of servant leadership that is suitable for this management level. The Van Laar, Edwards and Easton (2007) Quality of Worklife model is also argued to be an appropriate model and measure of the Quality of Worklife construct, due to the robustness of the instrument design and the appropriateness of its underlying theory to the context of this research. Research has shown that leadership can have a significant relationship with Quality of Worklife. Moreover, a review of the literature on servant leadership reveals that trust, satisfaction, general well-being, and commitment to their jobs increases when employees are exposed to leadership behaviours associated with servant leadership. There is however, no evidence in the literature of any investigation of the relationship between Servant Leadership and Quality of Worklife, or of research investigating the partial mediating effects of Trust between these two constructs. Research was conducted to test this relationship. A survey questionnaire was administered amongst a sample of 555 Contact Centre agents, who were employed in eight different organisations. Confirmatory factor analysis procedures were conducted in STATA (V15.0), to test and validate the factor structure of Servant Leadership and Quality of Worklife models. The research also produced a Servant Leadership, Trust and Quality of Worklife structural equation model that supported the hypotheses of the relationships between the constructs. Mediation analysis confirmed Trust’s role as a mediator between Servant Leadership and Quality of Worklife. The structural equation model confirmed that synergies between Servant Leadership, Trust and Quality of Worklife exist, and that Trust partially mediates the relationship between Servant Leadership and Quality of Worklife. It is therefore argued that an increase in Servant Leadership behaviour by the manager or supervisor of frontline staff has a positive association with increases of Trust, as well as positive associations with Quality of Worklife experienced by employees in the frontline context. Moreover, it is also posited that the relationship between Servant Leadership and Quality of Worklife is partially mediated by Trust of the supervisor. The implications of these results are discussed, and recommendations made for management practice and further research.
- Full Text:
- Date Issued: 2018
An assessment of change readiness prior to significant organisational change
- Authors: Bedser, Mark Bernard
- Date: 2013
- Subjects: Organization change -- South Africa -- Case studies Eskom (Firm) -- Management , ADKAR model
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:716 , http://hdl.handle.net/10962/d1001870
- Description: This research paper is broken up into three sections, namely an evaluation report, a literature review and research methodology. The evaluation report section is the assessment of the current state of change readiness within the Eskom Contact Centre’s based upon what the literature on change readiness prescribes. The timing of the change readiness assessment is just prior to significant organisational change. The organisational change that was about to be initiated by the organisation was initiated from the boardroom of the most senior echelons of the organisation, and was directed in a top down approach, being a strategic organisational change. The change is deemed to be critical to the organisation being able to meet its long term strategic and sustainability objectives. A critical examination of the literature explored the meaning of change readiness, the importance of it and explained the consequences for organisations that commit to transformational agendas without being ready. Key concepts such as such resistance to change and organisational inertia are described and differentiated from change readiness. The ADKAR change model and its change readiness assessment instrument were used due to the organisations preference for the model. The ADKAR model formed the framework for the analyses of the data, the discussion of the results and the recommendations to the organisation. The research conducted was quantitative in nature; a questionnaire was distributed to the employees of the seven Eskom Contact centre sites around the country through an email. A slightly modified version of the ADKAR change readiness questionnaire was sent via email with an on-line questionnaire link on it; and questions on individual readiness for change were used to assess the level of readiness of the employees. Most of the descriptive and inferential statistics were analysed with the use of Excel (version, 2010), with Factor Analysis being done in research showed that: - The factors as proposed by the ADKAR change readiness assessment questionnaire (i.e. Awareness, Desire, Knowledge, Ability and Reinforcement) are not different enough to be considered as independent factors for this data set. Based on factor analysis, the factors were subsequently amended from five to three, namely Readiness, Opportunity Realisation and Uncertainty. - The Contact Centre employees were somewhat ready for change. - The Contact Centres needed to focus on all amended ADKAR factors in order to improve the readiness of the department. - The readiness levels in response to the roll out were more or less uniform. The study shows that given Eskom’s preference for the ADKAR model, future research within Eskom should therefore be conducted more circumspectly with respect to ascertaining the validity of the ADKAR factors. The study also makes mention that future work and/or research will need to be conducted, specifically on the readiness of the organisation itself, in order to improve the probability of transformational success. The ADKAR assessment is a people focused assessment and therefore focuses only on the readiness of the individual. Factors such as the adequacy of the current state of resources within the organisation, which incorporate aspects such as infrastructure, technology and staffing, will also need to be assessed to make a more holistic statement of change readiness. A concise review of the literature is incorporated into the Evaluation Report of Section 1 to underpin the study. In Section 2 a more extensive review of the literature is presented. Similarly, the design of the research is discussed in more detail in Section 3 to both describe and justify the appropriateness of the research methodology, and to give a detailed account of the way in which the research was carried out.
- Full Text:
- Date Issued: 2013
An analysis of talent management practices of recently hired employees from the perspective of the psychological contract
- Authors: Bischoff, Olivia Edjegayhu
- Date: 2021-10-29
- Subjects: Gifted persons , Contracts Psychological aspects , Personnel management Psychological aspects , Breach of contract , Psychology, Industrial , Organizational behavior , Industrial relations , Employees Attitudes , Employee retention
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10962/191865 , vital:45173
- Description: This research took the form of an explanatory case study focused within a single organisation to evaluate talent management practices of recently hired employees from the perspective of the psychological contract. The theory underpinning this research is Resource-Based Theory (RBT) in the context of Talent Management. The research aims were: 1) to analyse how talent management practices have affected the psychological contract, 2) to analyse how employees have responded and intend to respond if there has been a breach in the contract and 3) to analyse how employees have responded or intend to respond where psychological contract expectations have been met. The key concepts identified include talent management and the psychological contract. The literature therefore expanded on talent management highlighting the importance of recruiting, attracting and retaining talent, especially in a global context where experience and skills are a source of competitive advantage. Following this, the concept of the psychological contract was used as a lens through which to analyse the experience of individuals, specifically focusing on new employees joining the organisation, to assess their socialisation and onboarding experience. The literature further explored the importance of focusing on new employees, as this is deemed by the literature as a critical time of transition in the shaping of the psychological contract. In further reviewing the literature regarding early onboarding, further review of the literature identified important components, including (1) socialisation and onboarding, (2) performance management and probation, (3) employee development and (4) work conditions. From reviewing the literature four propositions were deduced as follows: • Proposition 1: All integrative processes in early onboarding influence the initial psychological contract of the employee. Proposition 1 was further divided into three sub propositions as follows: Sub Proposition 1a) HR plays a key role in early onboarding, influencing the initial psychological contract; Sub Proposition 1b) Supervisor support plays a key role in early onboarding, influencing the initial psychological contract; and IV Sub Proposition 1c) The work team plays a key role in early onboarding, influencing the initial psychological contract. • Proposition 2 stated: Performance discussions influence the psychological contract. • Proposition 3: Employee development opportunities are a source of motivation in the fulfilment of the psychological contract. • Proposition 4: Employment conditions influence the fulfilment of the psychological contract. The research followed a qualitative approach, using deductive analysis to analyse the data collected from semi-structured interviews. The findings and discussion show that the propositions confirmed the literature and were relevant to the case study at hand. Where there was varying degree of experience regarding the effect of the influence or impact on the psychological contract this was noted and expanded on accordingly. The study also recognised the additional context that presented itself within the findings, namely the context of the COVID-19 pandemic. The research concludes in acknowledging the delimitations and limitations of the study while making suggestions for areas of future studies. To conclude, this research shows that the transition of a new employee in their early stages within the organisation is an opportunity to support in positively influencing and maintaining the psychological contract to support employee satisfaction and motivation. If organisations can also appreciate that the psychological contract is dynamic and can change over time based on changing circumstances or needs, then this can be proactively monitored to support long-term retention of talent. , Thesis (MBA) -- Faculty of Commerce, Rhodes Business School, 2021
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- Date Issued: 2021-10-29
An analysis of indicators disclosed in the integrated annual reports of selected South African retailers
- Authors: Blignaut, Anna Cornelia
- Date: 2020
- Subjects: Financial statements -- South Africa -- Case studies , Retail trade -- South Africa
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/140859 , vital:37924
- Description: This study aimed to analyse the indicators disclosed in the Integrated Annual Reports (IARs) of selected South African retailers. This was firstly done by identifying the six capital and governance indicators retailers report on in order to analyse the commonalities and differences between them, secondly by identifying and assessing evidence of integrated thinking and lastly by making recommendations for optimal retail sector reporting. IARs from Pick n Pay Stores Ltd, Shoprite Holdings Ltd, Spar Group Ltd and Woolworths Holdings Ltd were analysed using content analysis. The results found noteworthy differences in IAR composition in terms of report length and the sections retailers devoted more or less of their report to. Governance and Remuneration indicator disclosure did not allow for broad comparison among all four retailers. In terms of indicator disclosure few indicators were disclosed by all retailers, whilst many were only disclosed by one retailer. Disclosures related to all six capitals were found, yet some indicators were disclosed excessively. Paradoxically, insufficient disclosure of indicators that are easily measurable and low levels of negative or unfavourable indicator disclosure was also apparent in this study. The comparability of indicators was influenced by the aggregation and disaggregation of indicators as well as the lack of consistency in the terminology used in IARs. Indicator disclosure also revealed several trends in the South African retail industry. This research identified the following six themes related to integrated thinking in the sample IARs. Retailers understand the connection between capitals, express consideration for multiple stakeholders and appreciate the context in which they operate, to some extent. Retailers were also found to have different interpretations of sustainability as part of their strategy and risk management whilst the completeness and consistency of information disclosed and retailers’ conceptualisation of value-added in IAR has not yet developed to the same extent across the retail industry. This study finally makes recommendations that may be used for optimal retail sector reporting with regards to the integrated reporting process as well as the integrated report itself. Addressing the former it is recommended that: integrated reporting be viewed as a means to build an internal understanding of their sustainability practices; integrated thinking be included as part of their strategic planning process; all capitals be considered in decision making; communication be established with others in the retail industry and that retailers engage with the IIRC on integrated reporting issues. In terms of the IAR itself, it is recommended that retailers ensure consistency in the terminology used and that the disaggregation of indicators is done in a consistent way. Retailers should include a balance of positive and negative disclosures as well as context-based indicators and seek assurance of the social, environmental and ethical information in their IARs. Finally, retailers need to set measurable sustainability performance targets and link them to specific performance indicators. The results of this study are not without limitations. The identification and categorisation of an indicator was largely based on the researcher’s own judgement in the content analysis process and can be highlighted as the main limitation of this research.
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- Date Issued: 2020
Performance management of health professionals : an evaluation research study of health services in the subdistrict of Buffalo City in the Provincial Department of Health in the Eastern Cape
- Authors: Booi, Mlungisi Wellington
- Date: 2015
- Subjects: South Africa -- Department of Health , Batho Pele (Program) , Public health personnel -- South Africa -- Buffalo City , Employees -- Rating of -- South Africa -- Buffalo City , Public health -- South Africa -- Buffalo City -- Evaluation , Customer services -- South Africa -- Buffalo City -- Evaluation , Employees -- Training of -- South Africa -- Buffalo City , Employee-management relations in government -- South Africa -- Buffalo City
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:859 , http://hdl.handle.net/10962/d1020017
- Description: Integrative Summary In 1997 the Minister of Public Service and Administration of South Africa, Zola Skweyiya, introduced the White Paper on Transforming Public Service Delivery(Department of Public Service and Administration(DPSA,1997: 1). It was premised on what was called Batho Pele (DPSA, 1997: 9), giving effect to Section 197 of the Constitution, Act 108 of 1996 as amended. A linkage to performance management can be found from the assertion made in the White Paper that in future the Batho Pele would form the basis of any assessment of the performance of individual staff and that would contribute to improving the delivery of service (DPSA, 1997:16). Another factor that contributed to the utilisation of a performance management system was the recommendation put forward by the Public Service Commission of South Africa( PSC,2004: 16),that called for public institutions to adopt a clear, comprehensive performance management and evaluation framework for the delivery of public service. That was expected to turn around the ailing public institutions whose record of serving the public with pride and dignity was on the decline. The research aim was to evaluate the effectiveness of the performance management system in creating and resolving role conflict with health professionals employed by the Buffalo City sub-district. The research goal was divided into three objectives, namely: evaluation of the effectiveness of the performance management system as a managerial tool for health managers to manage their subordinates including both professional and support staff, evaluation of the effectiveness of the performance system from the perspective of the health professional as a subordinate and to analyze the functioning and effectiveness of the system in creating and resolving role conflict between professional conduct and organisational requirements. The respondents noted that the implementation of the system was not matched with appointment at managerial level with officials having relevant managerial capacity. Further to that resources at the coal face of service delivery continued to deteriorate and became very scarce and there is no documented proof that has been found of an effort made to check the compatibility of the system to health professionals. The literature identified negative effects that have emanated from the implementation of the performance management system. The study was conducted by interviewing health professionals from the entry level to the management level within the Buffalo City sub-district from three mini hospitals or Health Care Centres. The respondents indicated that there are positives that have been achieved by the implementation of the system, such as the skills gap identification as well as specific targets contained in annual performance contracts. These targets help motivate health professional to focus on that particular direction of activities. Unfortunately it has been clearly documented that the performance management system has also contributed to the development of role conflict in a number of professionals. It has been documented that the system has not been crafted with a health professional in mind and, as such, appears to favour quantity rather than quality of health services as advocated by the codes of practice of different health professionals. There are a number of recommendations that were put forward by the respondents to try to salvage the system and in mitigation of the identified negative factors. For the improvement of the system, the Eastern Cape Provincial Department of Health has to firstly customise the annual contracts to contain only the fundamental information. Secondly need to improve the transparency pertaining to financial pressures facing the Health Department. Thirdly the provision of essential enablers, need to be prioritised. Fourthly there is a need to upgrade the system to incorporate 360 degree feedback. Further research recommendations include a bigger sample incorporating different research methods and to also incorporate searches for measures that can be implemented to improve the system to be more relevant to health professionals. This document is organised and presented in three sections. The first section is the evaluation report with a review of literature, research methodology, findings, discussion and conclusion. The second section is where an indepth literature review is located and the last section details the research methodology.
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- Date Issued: 2015
Evaluating social media participation for successful marketing and communication by selected private game reserves, Eastern Cape, South Africa
- Authors: Booth, Tara
- Date: 2013
- Subjects: Social media -- Economic aspects , Online social networks -- Economic aspects , Game reserves -- South Africa -- Eastern Cape -- Marketing , Internet marketing -- Economic aspects , Social media -- Marketing , Tourism -- Marketing , Communication in management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:843 , http://hdl.handle.net/10962/d1015692
- Description: Social media has become one of the defining features of the technological advances known as Web 2.0. As social media has increased in popularity, so businesses are expected to participate. Social media platforms enable businesses to widely broadcast a message as well as interact directly with individual customers. Customers are also able to interact directly with one another and share information and reviews about products and services offered. This suits the tourism industry particularly well. Internationally, research has shown that individuals use social media and other online tools to research potential holiday destinations. In addition social media is used during travel to share snapshots and commentary as well as after travel, through reviews and recommendations on platforms such as TripAdvisor. However, few studies have investigated how tourism destinations use social media to attract new clients and retain existing clients. Very little research has been done on tourism and social media in South Africa despite the importance of this industry to Gross Domestic Product (GDP). This study focused on four-star establishments within the photographic wildlife tourism industry in the Eastern Cape of South Africa. An initial survey of social media participation was carried out within the framework set out by Chan and Guillet (2011); this was then followed up with interviews with selected managers. Results showed that, in general, Private Game Reserves (PGRs) had embraced social media as a communication and marketing platform; despite concerns raised about the lack of control over content as well as poor understanding of the influence social media might have on the bottom line. TripAdvisor, Facebook and Twitter were the most commonly used platforms due to management familiarity with the platform and their ease of use. Few lodges utilised blogs or content sites such as YouTube and management cited time commitments associated with this type of platform as a reason for non-participation. However, although most PGRs or lodges had a profile on social media, this did not always mean active participation. Frequently, lodges began updating but gradually stopped after a few months. It was noted however that only one of the lodges interviewed retained an individual whose sole responsibility was social media; generally lodges did not feel that a dedicated person was necessary. This may result in a lack of time available on the part of the individual responsible or simply be a case of not understanding the platform or how to use it effectively. However, none of the PGRs with poor social media participation responded to interview requests and therefore it was not possible to determine the reasons for their poor participation. Among those lodges that actively participated, most succeed in retaining fans and followers through consistent posting of relevant and interesting content as well as customised responses that encouraged fans or followers’ interaction. However, there did not appear to be any evidence of using social media to learn about fans and followers in order to better customise the lodge offerings. This may not be necessary in this type of industry as PGRs sell a specific product and have a limited ability to customise offerings. In addition, there may be other sources of market information which lodges prefer to use. Special offers, competitions and promotions had limited success on social media. Generally, lodges used social media to promote links to a dedicated competition or promotions page. In conclusion, the managers interviewed felt strongly that social media had made a measureable impact on the tourism industry and was a channel that was here to stay. Further research around the best practice and most effective use will enable PGRs to develop and maintain effective strategies for social media participation.
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- Date Issued: 2013
An evaluation of the quality of customer service delivery offered by the East London public transport commuter rail service provider (operated by Metrorail)
- Authors: Bosch, Colin
- Date: 2009
- Subjects: Railroads -- Customer services -- South Africa -- Eastern Cape Transportation -- Customer services -- South Africa -- Eastern Cape Railroads -- Quality control -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:744 , http://hdl.handle.net/10962/d1003865
- Description: The aim of this survey is to evaluate the quality of customer service delivery offered by the East London public transport commuter rail service provider Metrorail, a division of the state owned enterprise (SOE) PRASA. The former tolerant rail commuter has become increasingly frustrated at the ever-decreasing quality of rail service delivery. This is evidenced by increasing incidents of commuter arson to failed rail assets and the practice is considered to be a strategy to enforce the replacement of unreliable infrastructure and ineffective/reactive management controls. The objectives of the research are guided by three fundamental service quality indicators. In order to evaluate these indicators, the research focuses on whether the quality of customer services provided by Metrorail meets commuter expectations, whether commuters rank five dimensions of service quality differently and whether the level of service quality provided is perceived differently amongst the various demographic commuter segments. Service organizations which are highly interactive, labour-intensive, reliant on a number of service providers, required to perform at various locations and have high intensity/volume operations, will be susceptible to failure; Metrorail services fall into this category. The legacy of the apartheid era regime and strategy resulted in poor rail planning and underfunding. Commuter rail operations in South Africa are fraught with a myriad of inadequacies of the past that only now manifest. As a consequence, their ability to operate effectively and efficiently is impaired. The situation is further exacerbated by the global economic crisis of 2008 and the impact of constricted budget allocations by the State to all SOE's which could further impede the interventions and innovation required to improve service quality. The in-depth literature review provided sufficient information relating to a wide array of service organizations similar in nature to Metrorail. This information is translated into useable knowledge and recommendations from which Metrorail can benefit. The research methodology is clearly articulated and the data analysis ensures distinct findings which are discussed in the final chapter. The research undertaken identifies and prioritises the service quality attributes and dimensions that will require redress to improve overall service quality. The findings are clearly defined from which a set of recommendations are suggested.
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- Date Issued: 2009
A proposed framework for the development of urban agriculture in South African cities
- Authors: Brown, Nicola Jayne
- Date: 2021-04
- Subjects: Urban agriculture -- South Africa , Sustainable development -- South Africa , Food security -- Climatic factors -- South Africa , Resilience (Ecology)
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/174413 , vital:42475
- Description: While climate change and rapid urbanisation are impacting our cities and existing infrastructure, population growth and resource scarcity are placing unprecedented pressure on our food systems. In light of such challenges and the Sustainable Development Goals, resilient solutions are being sought to move both urban development and food production towards a more sustainable future. In this context, Urban Agriculture (UA) has been identified as a possible mechanism to complement rural food production with many associated social, economic and environmental benefits for urban communities. Some of these benefits include increased food system resilience, better urban environmental management, circular and productive reuse of urban wastes, employment opportunities, reduced food miles and the promotion of social inclusivity. Through a sustainable food system lens and underpinned by Resilience Theory, this research study sets out to investigate and explore the considerations for UA development. The research study reviews UA literature to identify and analyse the common challenges which act as barriers to implementation, as well as the current or potential opportunities which could be leveraged to drive UA development. The insights gained from literature on UA and UA development frameworks; and the data gathered from qualitative interviews with experts working in UA-related fields in South Africa (SA), were used to build a conceptual framework for UA development in SA. The conceptual framework developed is intended to be used as a guide for local municipalities, urban planners, urban farmers, urban communities and UA support organisations in their approach to developing UA initiatives. The findings from this research study reveal that UA development in SA involves numerous actors at both provincial and municipal levels; and within private institutions, businesses, universities, farmer organisations and society. The findings also reveal that UA currently occurs at many levels in SA, with each level drawing a particular range of participants due to the various social, economic and/or environmental features of the initiative. Along with challenges associated with land access, the lack of UA-related knowledge, the threat of theft, vandalism and soil contamination (to name a few); a lack of understanding of how agriculture can fit into urban spaces was found to be a major obstacle. The findings suggest that this lack of understanding has led to an under-realisation of the full potential of UA in South African towns and cities; and an inability to incentivise and optimise the development of UA. Considering the findings derived from the investigation, the study proposes five major considerations for UA development in SA, all of which are unpacked in the conceptual framework. The study concludes by making recommendations for UA decision-makers and UA organisations to consider for future developments.
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- Date Issued: 2021-04
Member perspectives on the role of social capital in the success of the Heiveld Cooperative in the Northern Cape, South Africa
- Authors: Carlisle, Juliet Hazel
- Date: 2014
- Subjects: Heiveld Cooperative , Human capital -- South Africa , Social capital (Sociology) -- Economic aspects -- South Africa , Agriculture, Cooperative -- South Africa , Cooperative marketing of farm produce -- South Africa , Rooibos tea industry -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:825 , http://hdl.handle.net/10962/d1011734 , Heiveld Cooperative , Human capital -- South Africa , Social capital (Sociology) -- Economic aspects -- South Africa , Agriculture, Cooperative -- South Africa , Cooperative marketing of farm produce -- South Africa , Rooibos tea industry -- South Africa
- Description: The aim of this qualitative study is to explore the perspectives of current members of the cooperative regarding the role of social capital in the success of the Heiveld Cooperative on the Suid Bokkeveld in the Northern Cape, South Africa (SA). This cooperative has been cited by several researchers as being successful for various reasons, including the existence of a marketable resource, a steady increase in production, and certification through Fairtrade, resulting in an export market. Social capital, as a contributing factor to the success of the cooperative, has not however previously been investigated in depth. In light of the unique success of this cooperative, it is important to obtain an in-depth understanding of the role of social capital, if any, in its success, particularly in the formation and day-to-day operation of the cooperative. With a particular focus on the members’ perspectives of the cooperative, this qualitative research adopted a case study approach to explore and to gain multiple and subjective understanding of the role played by social capital in the success of the Heiveld Cooperative. This may assist the organisation under study, as well as similar initiatives, in strategically harnessing the benefits of social capital as a resource in future. This report has three interrelated sections. The first part is an academic paper, which includes a condensed literature review, research methods, results and discussions. The second part is an expanded literature review, while the third section details the research methods. It is vital to note that these sections are separate, but interrelated. Convenience sampling was used to identify current members of the cooperative who participated in this exploratory qualitative study. Four heterogeneous focus group discussions, with a total of 44 members of the Heiveld Cooperative in the Suid Bokkeveld, were conducted. The focus groups were heterogeneous, as they included ordinary members, founding members and committee members. A guideline with questions based on the theory of social capital was developed, and used to initiate or stimulate discussion among the members of the cooperative in order to address the key research question, namely: What was the role of social capital, if any, in the success of the Heiveld Cooperative in the Northern Cape as perceived by current cooperative members? The primary source of data was collected through focus group discussions, while secondary data was obtained from documents in a form of internal reports and papers written for the Heiveld Cooperative. Data was analysed using open coding and constant comparison techniques in order to induce emerging themes from the data. Findings of this study revealed that social capital played a major and influential role during the inception and also in the successful operation of the Heiveld Cooperative, by bonding and bridging not just between individual members, but also between communities, trading partners and other collaborators. Another key finding of this study is that social capital was also critical in enhancing supportive knowledge sharing, and the promotion of pride and shared identity, which the study identifies as aspects of cognitive social capital. Interestingly, the cognitive dimension of social capital in the Heiveld Cooperative has contributed to the weakening of social capital, as evident in claims related to lack of transparency and procedural injustice. Last, but not least, leveraging the sense of community has also been useful in promoting collective efficacy, strengthening familial togetherness, and enhanced democratisation of decision-making. Diminished trust, based on perceived oligarchy and nepotism is gradually weakening relational social capital. Findings in this study are illuminated using the social capital theory described by Nahapiet and Ghoshal (1998) to depict the social, cognitive and relational aspect of social capital that are at work at Heiveld Cooperative. Additionally, the social network theory by Hoppe and Reinelt (2010) is used to highlight the systemic view of social capital, which embraces the structural, relational and cognitive nature not only internal to but also between networks of the cooperative. Recommendations are provided to ensure social capital is harnessed, rather than undermined. These include the need to promote the processes of learning, monitoring and discussion that have been implemented; harnessing the benefits of bonding and bridging social capital; leveraging the sense of community and applying a more systemic view of social capital; and addressing perverse aspects of social capital such as nepotism and oligarchy that have been identified.
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- Date Issued: 2014
An exploratory study of the factors that influence the retention of managers in small to medium business enterprises
- Authors: Carr, Nathan Lars Armitage
- Date: 2013
- Subjects: Employee retention -- South Africa -- Eastern Cape Small business -- South Africa -- Eastern Cape Executives -- South Africa -- Eastern Cape Human capital -- Management Personnel management -- South Africa -- Eastern Cape Organizational effectiveness -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:813 , http://hdl.handle.net/10962/d1007740
- Description: Integrative Summary: Small to Medium Business Enterprises (SME's) are widely recognised as the driver of economic growth. SME's are responsible for employing large sections of the working population and, in doing so, facilitate the development of skills for many thousands of workers. Whilst SME's may differ (according to various definition criteria such as size or turnover) from other types of organisation, they share one common denominator across all organisations: their overall effectiveness depends largely on the individual and collective people that make up the organisation -their employees. In this context the central question relevant to the research is "how do SME's retain their valued employee managers?" A quantitative research method was applied in the research. Data was collected by way of a structured self-administered survey questionnaire designed from a post positivist paradigm. The survey was constricted by way of modifying and adapting previous surveys designed to investigate factors that influence staff retention, to be relevant to managers employed by SME's. The sample consisted of 35 managers employed by SME's in and around East London in the Eastern Cape, South Africa. The results of the research give rise to a number of clear indicators on the key retention factors of employee managers. Based on the research results SME's that want to have the best chance of retaining their employee managers need strong and effective leadership within the organisation, must address soft organisational factors that are conducive to an open and trusted working environment and the roles of managers must have inherent job factors that allow a sense of freedom to plan and execute tasks autonomously. Economic factors such as pay and financial benefits were identified through the research as being the least important factor when it came to manager retention. These conclusions provide SME owners and senior managers with insight into the factors that are most likely to influence their ability to retain employee managers.
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- Date Issued: 2013