"It was a brilliant time" : an investigation into the experiences of the founder group of the Directorate of Special Operations
- Authors: Geyer-van Rensburg, Karen Helen
- Date: 2004
- Subjects: National Prosecuting Authority of South Africa. Directorate of Special Operations Crime -- South Africa Crime -- Prevention -- South Africa Criminal Justice, Administration of -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:815 , http://hdl.handle.net/10962/d1007919
- Description: The President, Thabo Mbeki, established the Directorate of Special Operations (DSO) in 1999 shortly after the general elections. The DSO was intended to supplement the efforts of the South African Police Services in combating crime. The unit would concentrate on national priority crimes and police corruption and would report to the National Director of Public Prosecutions (NDPP). The founder members of the DSO were identified in my research and open-ended interviews were conducted with them. The goal of my research was to understand the founder group's experience of the creation of the organisational culture of the DSO and what that experience meant to them . In particular, I wanted to establish what role the founder members of the DSO believed their values and beliefs played in creating the organisation's culture, and their perception of how those values influenced the leadership, management and organisation processes of the DSO. The public sector environment seldom offers opportunities to create something new and this was a unique experience. The founder members received no personal gain except the satisfaction of creating something that would be there for their descendants, something that would change the face of law enforcement forever and in fact, pioneer the troika methodology for the first time in the world within a permanent structure. The values of the founder members influenced their decision to join and they believed that the DSO would make a difference in the lives of ordinary South Africans. They were dedicated, committed, loyal and passionate. Their leadership inspired the members of the organisation and ensured the success of the DSO, despite the lack of resources, staff and legislation. This was an exciting time in the history of the organisation and many personal sacrifices were made. The founder members are proud of the achievements of the DSO and of having been a part thereof. It certainly was "a brilliant time".
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- Date Issued: 2004
A case study describing factors perceived to be impacting staff satisfaction amongst health care professionals at the East London Hospital complex
- Authors: Galo, Luntu
- Date: 2012
- Subjects: Medical personnel -- Job satisfaction -- South Africa -- Case studies Medical personnel -- Job stress -- South Africa -- Case studies Medical personnel -- South Africa -- Attitudes -- Case studies Hospitals -- South Africa -- Administration Health services administration -- South Africa Health planning -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:784 , http://hdl.handle.net/10962/d1003905
- Description: This thesis was born from a concern the researcher had with regard to negative reports in the media emanating from 4 babies that died at Cecilia Makiwane Hospital Peadiatric ICU unit due to power supply failure. The most significant of these negative reports was in 2007 when the Daily Dispatch ran a series of articles regarding what they termed avoidable deaths over the last 14 years. The ease with which staff communicated with the media together with the high absenteeism rate and high turnover was a cause for concern. When the researcher analysed the history of the problem, it immerged from the respondents’ responses that the rationalistion process undertaken by the Eastern Cape Department of Health (ECDoH) was a significant root cause to the problem. The literature review focused on three areas viz.: Organisational Culture, Organisational Change, Foundations of Satisfaction. This focus was used to confine the problem to a manageable project but secondly each of the aspects are interwoven. Routledge (2010) notes that culture is the reflection of the values advocated by a founder or leader by way of his/her day to day actions. This is done by the leader creating a perception or viewpoint that assists the employees to achieve the organisation’s mission, vision and goals. In any organisation change is a constant and it needs to be effectively managed. With government institutions like the East London Hospital Complex (ELHC) directives come from the top and are implemented by an unprepared and untrained leadership and management cadre and clear communication of vision and objective of the desired outcomes never happens. The aim of the research was to: describe the existing Organisational Culture present at ELHC (Perform an organisational diagnosis); describe the impact of change (rationalisation) and to analyze why there was such a high staff turnover. It is clear from the results of the survey conducted that significant dissatisfaction prevailed relating to how the institution was managed. Dissatisfaction amongst the health professionals was general but also specific to the following: leadership and management issues, fairness, remuneration and lack of resources. The recommendations therefore focused on developing management and leadership within the proposal of Dubrin’s model (2001).
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- Date Issued: 2012
A case study exploring the level of awareness of NCP Chlorchem's staff of environmental costs associated with hazardous waste
- Authors: Tlhapane, Keatlaretse Kefilwe
- Date: 2014
- Subjects: Chlorchem (Firm) , Environmental auditing -- South Africa -- Ekurhuleni , Hazardous wastes -- South Africa -- Ekurhuleni , Hazardous wastes -- Environmental aspects , Hazardous wastes -- Economic aspects , Hazardous wastes -- Management , Hazardous wastes -- Law and legislation -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:841 , http://hdl.handle.net/10962/d1015639
- Description: [Integrative executive summary] NCP Chlorchem (Pty) Ltd manufactures and distributes Chlor alkali products such as chlorine, hydrochloric acid, caustic soda flakes, etc. and in the process generates both hazardous and general waste. Following changes in South African waste management legislation in 2011, the organisation’s waste service provider had to increase the costs associated with the handling of site’s hazardous waste. Top management of NCP Chlorchem (Pty) Ltd requested a meeting with the waste service provider in order to establish the reasons behind the price increase. In that meeting, which the researcher attended, the waste service provider explained the changes in waste legislation and how it was going to impact on their business. Top management understood the reasons behind the price increase; however, they requested the waste service provider to review the price increase. The waste service provider gave the top management of NCP Chlorchem (Pty) Ltd assurance that they were going to discuss the price reduction request with their own senior management and would provide feedback. The researcher did not participate in the feedback meetings; however, to this day, NCP Chlorchem (Pty) Ltd still uses the services of the same waste service provider. The effect the escalating annual waste handling costs has had on NCP Chlorchem (Pty) Ltd’s management team led to the study. Environmental impacts have costs that directly impact on company’s bottom line, such as the costs associated with the generation of waste. Although environmental costs are only one of the many costs incurred by businesses, they deserve management’s attention. According to Jasch (2003), there is an apparent lack of awareness and understanding of the magnitude of the environmental costs generated by organisations, and many opportunities for cost savings through good environmental management are lost. However, using a relatively new tool in environmental management, that is, environmental management accounting (EMA), management would ensure that relevant and significant environmental costs are considered when making business decisions (Jasch, 2003). The main purpose of the thesis is to explore the level of awareness of environmental costs associated with hazardous waste within NCP Chlorchem (Pty) Ltd. In order to carry out the study, literature about environmental and cost accounting as well as literature on waste management was reviewed. Questionnaires were distributed to staff members, and meetings were held with different senior personnel. This case study seeks to answer the following questions: What is NCP Chlorchem (Pty) Ltd’s staff members’ level of understanding of waste management? What is the level of awareness of NCP Chlorchem (Pty) Ltd’s staff of environmental costs with regard to the generation, handling, transportation and disposal of hazardous waste? How can the current traditional accounting within the organisation be integrated with environmental management accounting? The findings of the first research objective revealed that staff members knew the site’s waste streams as per the South African legal definition of waste and as identified in the site’s environmental management system documentation. The conceptual approach to waste management is underpinned by the waste hierarchy. The respondents support the waste hierarchy in its approach to waste management, which is prevention of waste, reduction, reuse, recycle and safe disposal of waste as the last resort. Lack of awareness of environmental management, among other things, was cited as the cause of waste. In addition to that, the respondents believe the waste hierarchy can be achieved by employing recycling facilities, following procedures and by carrying out environmental awareness campaigns. Improving process design and control and including changes in raw material was cited, among other things, as the respondents’ perception on how waste can be reduced. The findings of the respondents’ understanding of waste hierarchy revealed that staff members understood waste management. The respondents cited the impacts of waste on the business as financial impact on the business, impact on their bonuses, and possible loss of business. In relation to the second research objective, it was found that staff members knew the hazardous waste streams and identified amongst other waste, sludge and chlorine emissions as NCP Chlorchem (Pty) Ltd’s hazardous waste. However, with regard to environmental management accounting data, an average of 55.1% of respondents were not familiar with the physical and monetary components of EMA. An average of 19.6% of respondents who were aware of EMA might have been senior personnel. It could further be established that those who were familiar with EMA information were actually working with the data, either for reporting purposes, or for employing waste minimisation strategies, as well as awareness purposes, to their juniors. On average, 80% of the respondents perceived the production department as the area within site that has the EMA information.
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- Date Issued: 2014
A case study of corporate social investment: employing people with intellectual disabilities
- Authors: Pillay, Jayalakshmi
- Date: 2011
- Subjects: Kuyasa Special School (Grahamstown, South Africa) , Rhodes University -- Employees , Social responsibility of business -- South Africa , People with mental disabilities -- Employment -- South Africa , Employee retention -- South Africa , Industrial relations -- South Africa , Vocational guidance -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:733 , http://hdl.handle.net/10962/d1003853 , Kuyasa Special School (Grahamstown, South Africa) , Rhodes University -- Employees , Social responsibility of business -- South Africa , People with mental disabilities -- Employment -- South Africa , Employee retention -- South Africa , Industrial relations -- South Africa , Vocational guidance -- South Africa
- Description: This research was undertaken within the broader concept of Corporate Social Investments and how this concept is integrated within the context of staff retention and what this means for business and creating employment opportunities for people with disabilities. Illustrated through the description of CSI literature and intending to explain the link between CSI and employee retention, research questions presented as part of the outcomes for the research examines notion that there is a relationship between Corporate Social Investment and Employee Retention. Reference to the case study "Rhodes / Kuyasa Partnership" illustrates how such partnerships attempt to create opportunities for the community, the organisation, people with disabilities and employees at large. The case study was written to be used as a teaching case study in the context of Human Resources, Business Sustainability and Corporate Social Investment. The effectiveness and viability of the Kuyasa / Rhodes partnership will highlight acceptance and or non acceptance of people with disability by the non-disabled workforce. This case study will highlight CSI linkages that lead to staff retention, higher job satisfaction, lower turnover of staff, enhanced community engagement, creating opportunities that accommodate people with special needs, developing models that can be replicated in other organisations, creating additional opportunities for existing staff. Metcalf (2008:61) suggests that organisations need to ensure that the leadership and organisation culture within organisations is appropriate to engage staff with disabilities and non-disabled staff, and that their most senior managers demonstrate their commitment to develop, and help others develop, in the same way. The Kuyasa Rhodes Partnership may have started off as a Retention Strategy, however has given rise to a social initiative that can be replicated in other enabling organisations. The case study material was acquired through one on one interviews, and a focus group session on the effectiveness with the retention of such employees with intellectual disabilities, internship and mentoring issues, and as well as issues such as affirmative action, and the benefits and shortcomings of staff retention to the organisation. Key stakeholders interviewed for this case study expressed differing view -points, and in particular the benefits and shortcomings of this initiative. The Rhodes Kuyasa initiative appears to have achieved some success in enabling young adults / learners to work in a mainstream working environment by developing employment skills and life skills, and by improving their employment opportunities. Factors critical to the continuation of such initiatives included: the close involvement with both partners (Rhodes and the Kuyasa Special School), the sensitive treatment of the learners, and creating internal departmental partnerships within the Rhodes environment. A selected group of ten learners were mentored and provided with full time employment within the industrial Campus Food Services facility. Discussion that was highlighted in the case study must give consideration to a more investigative approach into overcoming the barriers of discrimination in the workplace and the major barriers to skills development. These have highlighted a number of relatively consistent themes around what were the successful and unsuccessful strategies. Integration of people with disabilities within the Rhodes University service areas has had positive effects for the disabled learner and employee workplace. People with disabilities indicated on how having mainstream employment allowed them to be independent, have a purpose in life and enhance their self worth in their communities and place of employment. Furthermore, being employed had positive repercussions on the person‘s co-workers. By demonstrating their competence, people with disabilities have had significant impact on other people‘s attitudes to disabled persons. Discussions held with the Principal of the Kuyasa Specialised School highlighted the need for crucial planning within special schools for disabled people in the area of transition from school to skills development and work. Skills development guidance is important in ensuring a choice of relevant interventions and obtaining the necessary information. Some staff expressed frustration at being with co-workers who questioned their presence and placement in the kitchen environment. Even though the disabled person was suitably placed they faced stereotypical behaviour and attitudes from their co-workers on what people with disabilities can or cannot do. Staff with intellectual disabilities commented that their co-workers see them as needing constant attention and care and not being capable of working. Some of the staff with disabilities had to work much harder to be recognised by their co-workers and supervisors. Currently few people with disabilities seem to be receiving career guidance while at school, as reflected in the case studies. One person with an intellectual disability described how the intervention of developing a comprehensive school leaving plan, which was then implemented by the school, allowed for good transition from school to Rhodes University. The role of personal factors such as life skills, personal motivation, the desire for personal achievement and a positive attitude were common themes that came out of the focus group. Initiatives to ensure that people accept themselves, their circumstances and are able to express their desires and realise their dreams are important factors. In addressing the barriers, co-worker attitudes make a big difference to how effectively the disabled person is able to participate in the training and employment. The future focus must be enabling and in line with successes and failures in the areas of employee integration in the workplace, life-skills development for people with disabilities. A clear career guidance plan should be developed for all disabled children before they leave school. This plan should include provision of adequate information on different career options and training. The negative attitudes of co-workers and supervisors should be changed by providing training support to ensure that they feel confident to meet the needs of disabled staff. Employers should be providing support and information on how to meet the needs of disabled employees. People with intellectual disabilities are an integral part of the South African population. Business and social enterprises need to have a focused inclusive strategy to integrate people with intellectual disabilities within the South African society to ensure equity and diversity awareness. Working with people with intellectual disabilities has been the focus of this research to ensure long term sustainable employment, CSI and Employment equity. Integrating Corporate Social Investment policies with Human Resources Equity policies are important factors in ensuring that people with intellectual disabilities are a fundamental focus in recruitment and retention strategies within business and social enterprises. Initiatives such as the Kuyasa / Rhodes Partnership are attempting to align to the overall objectives of incorporating people with intellectual disabilities into mainstream work, in particular, with the objective of incorporating people with disabilities in some accessible sections within the organisation. This contributes to the Rhodes University Campus Food Services becoming an example of excellence in the CSI and employee retention field. It is hoped that this teaching case study will make an important contribution to students learning about sustainable business practices, and for business focusing on employment recruitment and retention strategies to integrate people with intellectual disabilities within their organisations.
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- Date Issued: 2011
A case study of how a leader shaped the culture of an organisation during a post-merger integration
- Authors: Zozi, Vuyokazi
- Date: 2020
- Subjects: Corporate culture -- South Africa -- East London , Leadership -- South Africa -- East London , Organizational behavior -- South Africa -- East London , Strategic planning -- South Africa -- East London , Mission statements -- South Africa -- East London , Government accountability -- South Africa -- East London , Government corporations -- South Africa -- East London , Consolidation and merger of corporations -- South Africa -- East London , Consolidation and merger of corporations -- Management , Crisis management -- South Africa -- East London , Core competencies -- South Africa -- East London , Resource allocation -- South Africa -- East London , Personnel management -- South Africa -- East London , Communication in management -- South Africa -- East London , Qualitative research
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/146643 , vital:38544
- Description: This research took the form of a case study of the post-merger integration of a government organisation. The study had four objectives, namely to: (1) describe the cultural value of accountability; (2) analyse how strategic leadership and relational leadership roles were exercised to address post-merger integration challenges; (3) analyse how a leader applied selected primary mechanisms to shape organisational culture; (4) analyse how strategic and relational leadership complemented each other in addressing the challenges of post-merger integration and thereby shaping a culture of accountability; and (5) describe how some of the secondary articulation and reinforcing mechanisms supported the culture that was created through primary mechanisms. The literature reviewed, identified some of the critical challenges that are experienced in a post-merger integration, and highlighted the role of leadership in culture formation. The critical challenges that were identified are as follows: What is the vision and organisational purpose? How does the leader structure the organisation? What kind of culture does the leader need to create? How does the leader maintain trust and keep communication with employees? How does a leader build new core competences and develop human capital? Two leadership approaches were adopted, namely strategic and relational leadership. These two leadership approaches were selected because, based on a review of the literature, they appeared to address these post-integration challenges. The roles associated with strategic leadership that were investigated, were creating a vision and purpose for the organisation, developing core competences and developing human capital. From the perspective of relational leadership, this study was concerned with how a leader communicated through regular formal and informal dialogues to keep employees abreast of things, and how the leader built trust. In reviewing the literature linking leadership and culture, the work of Schein (2010) featured prominently. Schein (2010) referred to primary embedding mechanisms that create culture and secondary articulation and reinforcing mechanisms that reinforce or support the culture being created through the primary mechanisms. This study looked at how that happens, and hence six propositions were crafted from the literature. These propositions are as follows: (1) Formal dialogues between the leader and employees demonstrate what the leader pays attention to, measures and controls, which then clarifies what the employees are accountable for. (2) What the leader pays attention to, measures and controls during regular informal interactions between the leader and employees, contributes to strong mutual relationships between them, which promotes ownership and accountability amongst employees for their actions. (3) A leader who behaves consistently when handling critical incidents and organisational crises, is trusted by employees, who then act responsibly and take full responsibility for their actions, and even their mistakes. (4) A leader creates a vision and sense of purpose for the organisation through what he pays attention to, measures and controls, thereby clarifying for employees what they are required to do. (5) A leader who pays attention to developing the organisational core competence and allocates resources to it, instils confidence in his employees with regards to carrying out their own responsibilities. (6) A leader who develops human capital through the allocation of additional resources, thereby instilling confidence in employees who are willing and able to realise or take up their responsibilities. This research adopted a qualitative approach. Data was collected through conducting interviews and the analysis of relevant documents. A deductive thematic analysis of the data was used for the purpose of identifying, analysing and reporting patterns, or themes within the data collected. The research confirmed these propositions as being relevant to the case study. It also confirmed that strategic and relational leadership as reflected in the propositions have complemented one another in the successful implementation of the post-merger integration, thereby shaping a particular culture. It was concluded that the challenges associated with a post-merger integration could not have been addressed through only one of the leadership approaches. The findings of the study also recognised that an architectural role was also required. That is, in a merger, the structure has to be carefully designed and not taken for granted. It was therefore recognised as a critical leadership role. The study considers the implications of the findings and makes recommendations for managers of this organisation, as well as for other organisations that are engaging in a post-merger integration. It further outlines the limitations, delimitations as well as the contribution that the study has made to the body of knowledge. Some of the recommendations made for further research were to analyse how other primary mechanisms that were not part of the propositions may shape the organisational culture; and to research how architectural leadership roles combine with strategic and relational leadership to address post-merger integration challenges. Lastly, this study has explained how leadership, through various mechanisms, shaped a culture of accountability. Other studies can be done using a similar design with different theories of leadership and other mechanisms that apply to shaping other kinds of cultural values.
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- Date Issued: 2020
A case study of organisational change in an employee wellness company and its effects on job satisfaction and organisational climate
- Authors: Kassiem, Wahib
- Date: 2015
- Subjects: Organizational change -- South Africa -- Case studies
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:844 , http://hdl.handle.net/10962/d1016404
- Description: The modern era has brought the phenomenon of organisational change closer to the average person. With the recent financial crisis placing more strain on businesses, organisations are always under pressure to review their business models in order to deliver a sustainable operational model and as result, hopefully a sustainable competitive advantage. In order to remain competitive, the leadership team has to constantly seek ways of differentiating their organisations from others with similar product offerings. When these changes are initiated, there is no doubt that the leadership gave extensive thought prior to execution. However, their motives are not always clear to their most important constitution, their employees. Often when these changes are implemented, employees believe that they’ve been left out of the decision making process. Furthermore, post change review with employees are also not given enough thought and are often not done. This research used qualitative research methods to establish how employees experience job satisfaction and organisational climate subsequent to changes that transpired within their work environment. Semi-structured interviews and document analysis were used to collect data. The interviews were constructed by expanding upon well-documented quantitative dimensions of these behavioural variables. Questions were developed focusing on these dimensions in line with the changes experienced. The sample consisted of nine employees at an employee wellness organisation in Roodepoort, Gauteng. There is evidence to show that in this short period of two years (May 2012 to June 2014), by implementing various changes, the new leadership has improved the financial viability of the organisation. However, insights from the interviews point to a number of areas where the leadership and management structures have to exert more effort. Communication processes have to be reviewed, especially to lower levels. As there exists limited opportunities for promotion, investigations into expanding existing roles, again at the lower levels may assist in raising job satisfaction levels. Employees felt that support structures are severely lacking when significant changes affecting them are implemented. A climate for innovation and risk taking has to be considered which, if instituted, could aid the organisation in setting the pace for the organisational wellness industry. The structure adopted for this research consists of three sections. Section one follows the evaluation report format, with the literature review and research methodology sections following thereafter. By making use of established literature as a basis, the findings and recommendations are therefore not exclusively applicable to this organisation. Hence other organisations intending similar change initiatives could benefit from this research.
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- Date Issued: 2015
A case study of role conflict experienced by change champions during organisational change
- Authors: Nakani-Mapoma, Xoliswa Faith
- Date: 2019
- Subjects: Organization change , Organization change -- Management , Role conflict , Organizational behavior -- Case studies , Corporate culture -- Case studies
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/96848 , vital:31337
- Description: A change champion has been defined as a person from any level of the organisation who is skilled at initiating, facilitating and implementing change, and who can effectively champion organisational changes. From a review of the literature, it was anticipated that change champions may experience role conflict, due to the multiple roles that they needed to fulfil simultaneously. Informed by organisational role theory, this research investigated the change management programme of a specific public entity as a case study, and analysed the nature of the role conflict that change champions experienced during a specific organisational change. Semi-structured interviews were conducted with four change champions, the change coordinator and the Executive Director Corporate Services. The organisational documents that relate to change management were also consulted with a view to providing background information and an overview of the change management programme. A deductive thematic analysis approach was used to analyse the data. A coding framework was developed prior to the collection of data, and was used for the identification of theoretical codes and themes in the data. The following codes were developed and explored as types of role conflict: role ambiguity, person role conflict, role strain, role overload and role incompatibility. In terms of the findings, this study confirmed that change champions did experience role conflict during organisational change, mainly due to various expectations that come from different role senders. In the light of these findings, it was recommended that senior managers could reduce the incidents of role conflict by training change champions, introducing an orientation programme for new change champions, consider their personal values when appointing them, and allocating sufficient time for change champions to fulfil this additional role. This study has contributed to the body of knowledge by drawing on role theory and applying it to change management, in order to provide insight on the role of change champions during the organisational change, and in particular the role conflict that they experienced.
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- Date Issued: 2019
A case study of Siemens Afghanistan : building a country, building a company
- Authors: Qaleej, Raaz Hassan
- Date: 2015
- Subjects: Siemens Aktiengesellschaft , Corporate culture -- Afghanistan , Employees -- Attitudes , Industrial relations -- Afghanistan
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:854 , http://hdl.handle.net/10962/d1017522
- Description: This case study was written within the broader concept of Organisational Culture and how it is integrated into an organisation to encourage responsible leadership. The core focus and emphasis of this approach is to establish the implications for businesses operating in the most challenging of commercial environments, while adhering to their corporate ethos and organisational values. These may be summarised with the phrase: Only a clean business is a sustainable business. This dissertation is intended to act as a case study and resource aide for the teaching of leadership, organisational behaviour, human resources and business sustainability. The study is about the Afghanistan chapter of the global giant Siemens, which has been working in many areas of specialisation conducting business in the country for more than 75 years. It has been selected for this case study because of its long-term impressive record, during which time it has developed and sustained a reputation as an organisation with a much-admired organisational culture, and one to which employees feel very closely attached and connected. This case study evolved from a set of unique as well as difficult circumstances. In Afghanistan, where infrastructure is weak, businesses and other structured organisations are in their initial and immature stages of development, and employee attachment to their workplaces is relatively weak. In the case of Siemens however, it has been much the opposite. It became apparent over a protracted period of time that the relationship of employees to the company was clearly of a positive and committed nature, unlike the general perception stemming from other multinational organisations operating within the country. Many business organisations in Afghanistan tend to emphasise to a lesser degree some modern-day practices of employer-employee relationships, which negatively affect motivation and commitment. The study grew out of the observations that employees of Siemens on the other hand, seemed to exhibit attitudes and commitments contrary to the general trend in the wider business sector. This project began with the intention to identify those factors contributing to employee loyalty and strong attachments to an organisation. Subsequently, the same findings were used to identify the traits and particular features working within the organisational environment.
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- Date Issued: 2015
A case study of strategic leadership in the creation and development of a privately owned newspaper in Zambia
- Authors: Mungonge, Goliath
- Date: 2009
- Subjects: Newspapers -- Zambia Strategic planning -- Zambia -- Case studies Mass media -- Zambia -- Case studies Journalism -- Zambia -- Case studies Newspaper publishing -- Zambia -- Case studies Press -- Zambia -- Case studies
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:734 , http://hdl.handle.net/10962/d1003854
- Description: Roles of various constituent elements of Strategic Leadership address deep and continuing issues relating to the creation and development of any organization. What is required to help firms successfully navigate the dynamics and uncertain environment in which they compete today to be successful is addressed. The founding in July 1991 of The Post, a privately owned Zambian newspaper, provided a unique opportunity to investigate the roles that various constituent elements of strategic leadership have played in its success. This is largely because much is already known about how state-owned media are managed, financed, and sustained by the state itself, which is fully involved in their re-capitalization and operating costs. The themes identified are at the heart of current debates about the capacity of private organizations to respond to new expectations, market realities, no state funding, globalization, technology, and a long list of other challenges so as to become market driven enterprises. The case of The Post is seen to present a story of an enduring publication in times of political, financial, social and other adversities and the research participants have no illusions about the success of the publication. The case study of The Post also gives useful insight into the many challenges and obstacles faced by the newspaper. It offers examples of determination, focused courage and innovation, complemented by strategic leadership. This was done by means of what emerged from the insight and experiences of the six research participants that were part of the founders of the newspaper and those associated with the development of the newspaper since its inception.
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- Date Issued: 2009
A case study of strategy implementation at a major Eastern Cape component supplier company in the automotive industry
- Authors: Koyana, Gwyneth Puseletso
- Date: 2009
- Subjects: Automobile industry and trade -- South Africa -- Eastern Cape Automobile industry workers -- South Africa -- Eastern Cape Industrial organization -- South Africa -- Eastern Cape -- Case studies Strategic planning -- South Africa -- Eastern Cape -- Case studies
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:735 , http://hdl.handle.net/10962/d1003855
- Description: A review of the literature on strategy implementation reveals that there is limited knowledge on how strategies should be implemented. This thesis focuses on a case study of strategy implementation at a major Eastern Cape component supplier company in the automotive industry, for purposes of establishing how the company implemented its strategies to become one of the best cost leaders in the manufacture of automotive pressed metal body components in South Africa. Data collated from the company is analysed and discussed with a resultant description of how the research participants understood the process of strategy implementation within the research company during the period January 2006 to December 2007. Interviews were undertaken within the levels of top management, middle management and the operational employees. Interpretations were made of the constructs made by the research participants in their understanding of how the research company implemented its strategy to become one of the best cost leaders in the manufacture of automotive pressed metal body components. It transpired from the findings of the research that the research company manufactured 70% of its products for one major client. During the manufacture of its products, the research company had to conform to the quality standards required by the main client. The main client was therefore offered the desired service at the best price. The strategy of the research company was to strive to be one of the best cost leaders in the manufacture of its products. It sought to do this by producing high quality products. Analysis is made of the strategic content, strategic context, operational processes and outcomes for the research company after the implementation of its strategy. It emerges in the case study that the strategy implementation factors cannot be considered separately in linear models but holistically, since one implementation factor may influence the others, resulting in a context and process based approach.
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- Date Issued: 2009
A case study of the role of leadership behaviour in the formation of organizational culture
- Authors: Moore, Aminah
- Date: 2018
- Subjects: Leadership -- Botswana -- Maun , Corporate culture -- Botswana -- Maun , Strategic planning -- Botswana -- Maun , Critical incident technique , Organizational behavior -- Botswana -- Maun , Tourism -- Management , Belmond Safaris (Botswana)
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/62061 , vital:28103
- Description: This case study research on the effect of leadership on organizational culture, is based on a small luxury tourism organization – Belmond Safaris – based in Maun, Botswana. The study set out to determine critical incidents that occurred during the tenure of the current general manager with the intention of uncovering her leadership behaviour and how it has shaped the culture of the organization. The literature review identified quantitative and qualitative approaches to researching organizational culture, but settles on Schein’s theory of organizational culture (Schein, 1992; 2010) as the approach adopted in this study. Furthermore, it reviews the various roles of strategic leaders and how these affect the culture of the organization. The study follows a qualitative methodology and applies the Critical Incident Technique to explore how, as a leader, the behaviour of the general manager shaped the organization’s culture. Data triangulation is achieved through the use of multiple sources – interviews, analysis of company documents and the examination of minutes of management meetings. Following the fieldwork, the evidence within the findings of the study required a theoretical reorientation and a shift from strategic leadership to a new focus on relational leadership, highlighting the prominence of social exchanges between the general manager and employees, as opposed to economic exchanges. The study concludes by acknowledging the limitations and delimitations of the study, which include time constraints as well as the deliberate exclusion of certain participants (e.g. camp managers) from the study. In its conclusion the study also presents recommendations for future studies. The researcher recommends a broader study within the tourism industry, as well as a larger and more inclusive sample size, in order to obtain better insights into the study of culture and leadership within organizations.
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- Date Issued: 2018
A case study of the strategic leadership displayed by Kevin Hedderwick at Famous Brands between 2004-2009
- Authors: Tom, Lubabalo Alexander
- Date: 2011
- Subjects: Hedderwick, Kevin Famous Brands Leadership -- South Africa Case studies Strategic planning -- South Africa Case studies Corporate culture -- South Africa Case studies Organizational behavior -- South Africa Case studies Financial management -- South Africa Case studies Food industry and trade -- South Africa Case studies
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:772 , http://hdl.handle.net/10962/d1003893
- Description: Research studies and the review of academic literature has found that strategic leadership had a direct impact on organisational climate, and that climate in turn accounted for nearly one third of the financial results of organisations (Goleman, 2000). The conclusion from research conducted across 13 industries established that over a 20 year period, leadership accounted for more variations in performance than any other variable (Northouse, 2006). This thesis confines its research to a case study on Famous Brands. Famous Brands is currently one of Africa’s leading Quick Service Restaurant and Casual Dining franchisors and is also represented in the United Kingdom. The Group also has a manufacturing arm and supplies its franchisees, the retail trade and the broader hospitality industry with a wide range of meat, sauce, bakery, ice cream, fruit juice and mineral water products. At the time when the company’s name changed from Steers Holdings to Famous Brand in 2004, Kevin Hedderwick was appointed as Chief Operating Officer. The research examines how Kevin Hedderwick has exercised strategic leadership and thereby influenced Famous Brands’ performance. Hedderwick displays qualities, attributes and behaviours that are characterized by the phenomenon of “strategic leadership”. A quantitative analysis of Famous Brands financial performance (between 2005 and 2009) was undertaken. Further qualitative descriptions were used to further give meaning to the financial results. The success experienced by Famous Brands since Hedderwick’s appointment, seem to suggest that strategic choices and initiatives have been met with great success. The research is presented in the form of a case study that can be developed into a teaching case to be used in the classroom to illustrate the exercise of strategic leadership. The researcher explored a qualitative research framework by collecting and assimilating data from available documentation, and from a formal interview that was conducted with Mr Hedderwick. Information was also obtained from interviews that were conducted with other senior executives and influential personnel. This research concludes that the success of organisations is dependent on the interventions of a strategic leader who displays a specialist set of skills and behaviours. These strategic leaders have the ability to successfully influence their employees, thereby creating an enabling environment for the implementation of their strategic choices.
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- Date Issued: 2011
A comparative analysis of social media brand image of insurance companies in South Africa: a longitudinal study
- Authors: Gudu, Daniel
- Date: 2020
- Subjects: Social media -- South Africa , Internet marketing -- South Africa , Chernoff faces , Ínsurance companies -- South Africa -- Marketing , Insurance companies -- South Africa -- Case studies , Multivariate analysis -- Graphic methods
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/144277 , vital:38327
- Description: Social media is changing the way business is conducted. Almost five billion videos are watched on YouTube every single day. Social media has an extensive worldwide presence. Out of the total global population of over 7,5 billion people, over 4 billion are internet users. Of these, over 3 billion are active on social media. Social media is very influential in today's decision-making processes. Businesses must integrate social media into their strategies. The purpose of this research was to investigate the use of a novel method, Chernoff Faces, to assess and compare the social media brand images of six insurance companies in South Africa based on social conversation measurement. The intention of research was towards observing existing situations at hand and pointing out the game changers that can provide the industry with a new leap. Social media are multidimensional and understanding them requires tracking different measures simultaneously. Integrating social media into a communication strategy leads to a problem in finding the best way to portray and communicate multivariate data. It is essential to find the best way to represent and transmit the data so that marketing executives can quickly and easily monitor changes in brand images. Previous studies have successfully proved the possibility of using this method to gauge a "snapshot in time." This study took the concept further by closely monitoring the results for a set of brands over a period to account for the dynamic nature of social media. Accordingly, the study was a longitudinal study of 30 days. Data on the insurance companies was collected from Social Mention, a social media search and analysis platform that aggregates user-generated content into a single stream of information. A tool in the statistical software Stata, Chernoff's faces, was used to analyse the results by generating facial expressions to the metrics associated with the social mentions of each of the insurance companies. The resulting facial expressions were then analysed to recognise the more favourable and stable brands and those that need appropriate risk management. Managing Social Media is challenging as managers must always keep it as positive as possible. Brand managers, therefore, need a better tool to gauge the mood in social media conversations due to the fast-changing nature of social media and the importance of social media to business especially insurance.
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- Date Issued: 2020
A corporate social responsibility (CSR) analysis of the transformation of the mobile telephone industry of South Africa
- Authors: Nyamande, Godfrey
- Date: 2019
- Subjects: Social responsibility of business -- South Africa , Cell phone systems -- Moral and ethical aspects -- South Africa , Mobile communication systems -- Moral and ethicsl aspects -- South Africa , Telecommunication -- Moral and ethicsl aspects -- South Africa
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/93887 , vital:30967
- Description: Corporate Social Responsibility (CSR) requires companies to fulfil certain responsibilities in society that are outside of the core operational activities of the company. The socio-economic dynamics of the region or country that the company operates from, as well as the pressures those stakeholders tend to apply, have a bearing on the direction that the CSR development takes. Mirvis and Googins (2006) described the CSR developmental path followed by international companies. Before that Carroll (1991) had suggested a developmental pyramid that suggested that philanthropy represented the highest level of CSR development. This pyramid was later revised by Visser (2005) in order to suit the African environment. In South Africa CSR development is mainly driven by legislation through the BEE Act of 2003. This has resulted in the birth of industry charters that guide the development of CSR in different industries. To fulfil the requirements of the charter and score vital B-BBEE points, companies have to engage with both internal and external stakeholders, holistically. One such industry is the telecommunications industry, which formed the basis for this research, with special emphasis on the mobile telecommunications industry. The research set out to explore how the industry charter and company practices compared with the existing literature on CSR. The aim of this research was therefore to analyse the existing CSR practices in the mobile telecommunication industry in South Africa, where the B-BBEE Act plays a pivotal role in influencing practice. Using publically available documents, this research conducted an analysis of the B-BBEE components in the telecommunications charter as the catalyst to development of CSR in the South African mobile telecommunications industry, with the three dominant companies, - MTN, Vodacom and Cell C – being utilised as case studies. Key research findings were that transformation is still low in terms of equitable gender and racial representation at the top management level. The industry charter attempts to address these and other social challenges and economic problems. However, it does not address ecological issues that may emanate from the industry operations. Therefore, a CSR assessment framework that addresses all stakeholders for sustainable economic development is proposed.
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- Date Issued: 2019
A critical analysis of social enterprise in Slovenia
- Authors: Malila, Brett
- Date: 2020
- Subjects: Social entrepreneurship -- Slovenia , Social entrepreneurship -- Slovenia -- Case studies , Social entrepreneurship -- Law and legilstion-- Slovenia , Business enterprises -- Law and legilstion-- Slovenia
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/166436 , vital:41364
- Description: This research presents a case study on the nature of social enterprise in Slovenia. From a resource-based view (RBV), the case study has been used to show what some of the intangible resources are that can be used to promote sustainable social enterprise (SE). The purpose of this research study is to analyse social enterprises in Slovenia in order to establish a framework which other social entrepreneurs can use as the basis from which to operate and achieve competitive advantage. It is an important piece of research for both the process of social enterprise development in Slovenia, as well as to provide ideas and thoughts as to the way forward in this sector for other developing societies. Social enterprise is a developing field and it has been be important to develop cases to begin to explore the concept with real life actualities. The goal is to provide a clearer conceptualisation from which other social entrepreneurs can use as the basis to analyse, plan and improve social enterprise in their own specific contexts. The primary purpose of the study is thus to unpack the core elements that identify social enterprise in Slovenia using the resource-based view. The research aims to understand social enterprise within Slovenia in relation to where it occurs, which are the main industries concerned, and what are the unique resources used to promote sustainable growth. To achieve this, the research was guided by the resource-based view for social enterprise as highlighted by Day and Jean-Denis (2016) as well as that proposed by Bacq and Eddleston (2018). A mind map for a possible route towards improved implementation and understanding of social enterprise in Slovenia, was done through accessing registered social enterprises. This database was from the Ministry of Economic Development in Slovenia. An analysis of 2591 social enterprise, a desktop review of the Slovenian legislation on social enterprise and the unpacking of unique resources available to Slovenian social enterprise was done. This provided a perfect test case to show how the provision of legislation, supportive structures; financial targets, a regional vision and government mentoring social enterprise enhance a contested terrain in Slovenia. Findings highlighted that there have been sustainable successes, but not at the levels expected. It is clear that the government has created various unique resources to build and develop the social enterprise (SE) sector. From an RBV analysis of the social enterprise environment in Slovenia, it is essential to have resources such as legislation, mind-set, in migration (labour) and youth skills be created, monitored and supported. However, there is a need for improved monitoring and tighter implementation of the legislation for social enterprise to provide the solution to destructive social ills.
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- Date Issued: 2020
A critical analysis of the management of climate change risk among short-term insurers in South Africa: evidence from company annual reports
- Authors: Banda, Musale Hamangaba
- Date: 2009
- Subjects: Insurance companies -- South Africa -- Case studies Risk (Insurance) -- South Africa Risk management -- Evaluation -- South Africa Insurance companies -- South Africa -- Management South Africa -- Economic conditions -- 1991 -- Environmental aspects Climatic changes -- Risk assessment -- South Africa Disaster insurance -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:792 , http://hdl.handle.net/10962/d1003943
- Description: This study investigates the extent to which South African short-term insurance companies manage climate change risk, as evidenced in their annual and sustainability reporting. The study context takes into account the fact that the world’s climate has been changing at a more accelerated rate since the early 1970s, causing disasters that have negatively affected world economies in the last ten years. Insurers, due to their huge financial resource base, long history of spurring innovation around risk and encouraging loss-reducing behaviour as well as high levels of vulnerability, have been identified as one industry that could lead societies in finding solutions to climate change risk. A key element of such a corporate resolve involves taking a leadership position which makes business sense for insurers. As such, this research analyses how innovative solutions to change-related problems could result in reduced exposure to climate change in line with corporate triple bottom line objectives. Based on a purposive sampling of short-term insurance companies operating in the South African market during the 2007 financial year, the study uses the companies’ annual and sustainability reports in order to critically assess evidence of climate change-related performance. The assessment is undertaken against the best practice indicators of climate change risk management, as defined by Ceres – a global researcher on climate change management in the business context. The data analysis is largely qualitative, consisting of a narrative presentation of the results and a conceptual application of the results to the triple bottom line which forms the theoretical framework of this study. The study finds that the South African short-term insurers were generally not living up to the climate change management ideals, in comparison to their multinational counterparts. For the South African short-term insurers, corporate strategic product innovation and planning was insignificant. Also negligible was board involvement, as well as CEO involvement, though in at least one case of the 4 local short-term insurance, there was evidence of extensive CEO involvement in climate change risk management. On the whole, these findings represent a lapse in corporate governance inasmuch as climate change risk management is concerned. Local short-term insurers generally performed well in the area of public disclosure, with their scores ranging from insignificant to extensive. In contrast, multinational short-term insurers’ performance with regard to climate change risk intervention ranged from insignificant tointegrated, across the five governance areas of board oversight, management execution, public disclosure, emissions accounting and strategic planning. As such, the study broadly recommends that short-term insurers in South Africa should make climate change part of their overall risk management strategies in order for them to remain competitive in an environment of increased climate change-related risk. More specifically, the research project recommends that the local insurers should proactively lead climate change mitigation measures through, for instance, investing in clean energy projects and incentivising their clients’ participation in the carbon market to prepare themselves for possible regulatory restrictions after the Copenhagen climate change conference planned for December 2009. This study also challenges insurers to help communities and as well as other businesses in their value chain to reduce their negative impacts on the world’s climate and to be more resilient against disasters which may arise from the high levels of greenhouse gases already in the atmosphere. Further, it recommends that insurers should create internal board and executive level climate change-related structures, as these will facilitate the integration of the proposed initiatives into their overall sustainability strategies. Above all, the study recommends that insurers should enhance the reporting of their climate change-related risk, opportunities and initiatives to improve their integrity.
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- Date Issued: 2009
A critical assessment of the implementation of performance management in the Nelson Mandela Bay Municipality
- Authors: Ngcelwane, Mnikeli Jackson
- Date: 2009
- Subjects: Nelson Mandela Metropolitan Municipality (Eastern Cape, South Africa) -- Administration Performance -- Management -- South Africa -- Eastern Cape Industrial Management Teams in the workplace -- Management Municipal government -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:736 , http://hdl.handle.net/10962/d1003856
- Description: The transformation of all spheres of South African government to a more effective and efficient administration became a priority after the election of the country's first democratic government in April 1994. An important aspect of South Africa's democratisation was the promise by the new government to improve the lives of the people of this country, and provide a better life for all the citizens of South Africa. One of the most effective ways of achieving this goal is generally accepted to be the proper management and strengthening of the local government sphere. Local government is the sphere of government that is closest to the people, and generally the performance of National Government is assessed through the performance of municipalities. In strengthening local government, various pieces of legislation were developed since 1994 to ensure that the objectives of Section 152 of the Constitution are achieved. As a result of these imperatives, the Department of Provincial and Local Government introduced a White Paper on Local Government on 9 March 1998, with a vision of working towards a new developmental local government system. Various statutes emanated from this strategic framework, such as the Local Government: Municipal Structures Act No. 117 of 1998, the Local Government: Municipal Systems Act No. 32 of 2000 and the Local Government: Municipal Finance Management Act No. 56 of 2003. These legislative enactments endeavour to ensure that the local sphere of government is managed more strategically than previously, and is responsive to the needs of communities. Municipalities are expected to deliver efficient and affordable services to the local communities, and failure to do so could result in the recent spate of violent protest that has been recently experienced in various parts of the country. In order to measure the extent of service delivery to the communities, and to assess whether the objectives named in the municipality's Integrated Development Plan (IDP) document are being achieved, municipalities are compelled to implement performance management for all members of staff, political office bearers and service providers, in terms of the Municipal Systems Act No. 32 of 2000. This thesis therefore looks at challenges faced by the Senior Management (i.e. Section 57 employees, Directors and Assistant Directors) in the implementation of performance management within the Nelson Mandela Bay Municipality, during the first five years of their term in office (i.e. Senior Management appointed after 6 December 2000 local government elections), and recommending performance management steps as well as performance management model that can be used to cascade performance management amongst all levels of staff. This thesis begins by introducing the subject of performance management, briefly discussing the demarcation of the research, the research method utilised, the historical background of performance management, as well as the current status of performance management within the municipality. The introduction of the topic is followed by a theoretical overview of the subject of performance management. This is followed by the discussion of the research methodology followed when conducting this research study. The findings are discussed in detail after the research methodology, giving a synopsis of what the interviewees disclosed during the interview process. The last chapter provides a brief discussion of the findings, and discusses the recommended performance management steps and performance management model, that can be used by the municipality to cascade performance amongst all members of staff.
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- Date Issued: 2009
A critical evaluation of the preferential procurement strategy and enterprise development strategy of a major motor manufacturer in the Eastern Cape
- Authors: Makapela, Nobuntu Unathi B
- Date: 2005
- Subjects: DaimlerChrysler Employee empowerment -- South Africa -- Eastern Cape Black people -- South Africa -- Economic conditions Business enterprises, Black -- South Africa -- Eastern Cape Economic development -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:808 , http://hdl.handle.net/10962/d1007274
- Description: This research is born out of recognition of the challenges Black Economic Empowerment (BEE) in the private sector faces in South Africa, with preferential procurement being one of the components of South Africa's Broad Based Black Economic Empowerment Strategy. Over the past years, South Africa has witnessed the birth of a new economy, one that allows for investment in its people, makes provision for sustainable growth through skills transfer and development, and ensures economic empowerment. The focus of this research is the Preferential Procurement strategy implemented at DaimlerChrysler South Africa (DCSA) as part of its overall Black Economic Empowerment strategy, the perceptions and expectations of how the current BEE preferential procurement strategy should work versus the perceived performance of how it is working. An official definition of Black Economic Empowerment is presented in the study, followed by barriers to growth of BEE suppliers. The aim of defining Black Economic Empowerment is to provide a good reference point against which an organization like DaimlerChrysler can assess the implementation of its preferential procurement programmes. Having discussed the above, there will be a reflection on government scorecard and a brief discussion of the two charters namely, mining and financial services charter. The study also presents the following requirements for a successful BEE corporate strategy: Strategic intent; External Balanced Scorecard; Financial Assistance; Skills development; Communication. A research methodology for conducting this study and data analysis is presented, followed by limitations of the study and recommendations for further research. It is expected that the knowledge gained from this study will help to I. Demonstrate the need to change perceptions and behaviour regarding Black Economic Empowerment. 2. Assist procurement officials to include BEE objectives into their procurement strategy. 3. Identify policy implications and assist in improving DCSA's Black Economic Empowerment Procurement strategy.
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- Date Issued: 2005
A critical investigation of plant optimization, to improve the production process of Mercedes-Benz commercial vehicles in South Africa. (Jan 2004 - Sept 2004)
- Authors: Naidoo, Desalin Rajoo
- Date: 2005
- Subjects: Automobile industry and trade -- South Africa -- Management Motor vehicle industry -- Production control -- South Africa Production management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:737 , http://hdl.handle.net/10962/d1003857
- Description: The research thesis reflects a positive improvement to the plant efficiency through strategic optimisation planning and controlling systems. It’s important to note that the set goals of the research were achieved, with total employee buy-in contributing to the success and sustainability of these improvements. Purposive sample methods allowed for the twenty employees from a total of 172, to be interviewed for both the pre and post testing. The paradigm of the research contributed to integrative communication between brainstorming and action. The efforts of the total workforce must be commended, for strategically aligning the organizational goals and objectives to realization. The content of the thesis, show a direct relationship between the plant optimisation and the increase in the production volumes. The understanding of the downtime reports for the period specified is a direct reflection to the improvement in quality, and the reduction of the overall poor workmanship graphs indicates positively to the reduction in cost. The last value driver, on-time delivery shows a vast improvement in maintaining the customer satisfaction, when considering the increase to the production volume capacity. These improvements have made further volume increases probable, and the understanding of Ikhwezi Trucktech management to negotiate with realized information for future capacity planning.
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- Date Issued: 2005
A formative evaluation of the implementation process of the supply chain management policy framework in Eastern Cape Provincial Administration
- Authors: Sandler, Jeanette Louise
- Date: 2011
- Subjects: Business logistics -- Management -- South Africa -- Eastern Cape Public administration -- South Africa -- Eastern Cape Materials management -- South Africa -- Eastern Cape Industrial procurement -- Management -- South Africa -- Eastern Cape Administrative law -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:746 , http://hdl.handle.net/10962/d1003867
- Description: The Eastern Cape Provincial Administration has, since the promulgation of the Supply Chain Management Policy Framework in 2003, been challenged with the implementation of the said Policy.Some departments have progressed better than others, but all of the provincial departments have been challenged in one way or another.It was therefore, necessary to research the reasons for the erratic implementation process by the different departments. An analysis, based on answers provided by senior officials of the Eastern Cape Provincial Administration in an interviewing process, was needed to get an understanding of the challenges the departments are faced within the implementation process. In order to provide quality goods and services, this dissertation aims to evaluate the implementation process, provide insight to the challenges that the departments are faced with and offer recommendations on how to remedy these challenges. The lessons learned from this research study will assist the provincial departments to re-engineer their implementation processes and move forward to greater success and embracement of the Supply Chain Management policy Framework.
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- Date Issued: 2011