A business model for medical subspecialty training in South Africa
- Dalmeyer, Johannes Paulus Franciscus
- Authors: Dalmeyer, Johannes Paulus Franciscus
- Date: 2015
- Subjects: Health care teams -- Training of -- South Africa , Medical care -- Needs assessment -- South Africa , Evidence-based medicine -- South Africa
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: http://hdl.handle.net/10948/3508 , vital:20437
- Description: The shortage of healthcare workers and doctors in the developing world compared to the developed world is a problem, and will continue to be so, due to the continual migration of qualified professionals and the inability of the state to remedy these shortfalls. A shortage of healthcare workers and specialist doctors will seriously hamper the Government’s National Health Insurance (NHI) plan, as well as the sustainability of the private health care sector. In addition, the duration of medical training in South Africa is exceptionally long. The three major hospital groups and other private corporates have over the last number of years taken limited initiative to fund education projects in conjunction with the academic institutions. However, these projects have been poorly focused and have been managed in an unstructured and detached manner. There is a desire from the private sector to get involved in these projects on a much larger scale through more formalised structures. Given this background, the primary objective of this research is to develop a business model for medical subspecialty training to complement the current academic subspecialty training in South Africa. A trial model for training subspecialists in reproductive medicine was developed as a first attempt to address the threatening shortages and training duration. This trial programme is the basis of this research. A two-phased process was used in collecting data. In Phase 1 data was collected from stakeholder groups. The results of this survey assisted in generating variables to include in the measuring instrument for the survey in Phase 2. In Phase 2 the perceptions and expectations of sub-specialists (reproductive subspecialists and cardiologists) regarding sub-specialty training was collected. The results of the demographic variables confirm the aging profile of subspecialist and the need to ensure succession. The results further showed that cardiologists and reproductive subspecialist expectations of the training of subspecialists are very similar except for their expectations on the training duration. Reproductive subspecialist respondents agreed more than cardiology subspecialist respondents that the training duration is too long. The biggest gap between perceptions and expectations is also with the factor training. The results showed that the expectations of subspecialists are not met for training. From these results a business model for the training of medical subspecialists is proposed. This proposed business model can play a complementary role to the existing state controlled system and form the bases of Public Private Partnerships (PPP) in medical training. This proposed business model will fit a developing country were the focus is on primary healthcare, with financial and capacity constraints. The proposed model would require role players to bring about change to accommodate a larger scale Public Private Partnership (PPP) to ensure the implementation of the model. The proposed decentralised business model for training subspecialists would allow the trainee subspecialist to practise as a specialist thus maintaining an acceptable income, and enable an expedited completion and lead to a wider dissemination of medical expertise that can be delivered in a wider national foot print. It further will provide for a structured Public Private Partnership.
- Full Text:
- Date Issued: 2015
- Authors: Dalmeyer, Johannes Paulus Franciscus
- Date: 2015
- Subjects: Health care teams -- Training of -- South Africa , Medical care -- Needs assessment -- South Africa , Evidence-based medicine -- South Africa
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: http://hdl.handle.net/10948/3508 , vital:20437
- Description: The shortage of healthcare workers and doctors in the developing world compared to the developed world is a problem, and will continue to be so, due to the continual migration of qualified professionals and the inability of the state to remedy these shortfalls. A shortage of healthcare workers and specialist doctors will seriously hamper the Government’s National Health Insurance (NHI) plan, as well as the sustainability of the private health care sector. In addition, the duration of medical training in South Africa is exceptionally long. The three major hospital groups and other private corporates have over the last number of years taken limited initiative to fund education projects in conjunction with the academic institutions. However, these projects have been poorly focused and have been managed in an unstructured and detached manner. There is a desire from the private sector to get involved in these projects on a much larger scale through more formalised structures. Given this background, the primary objective of this research is to develop a business model for medical subspecialty training to complement the current academic subspecialty training in South Africa. A trial model for training subspecialists in reproductive medicine was developed as a first attempt to address the threatening shortages and training duration. This trial programme is the basis of this research. A two-phased process was used in collecting data. In Phase 1 data was collected from stakeholder groups. The results of this survey assisted in generating variables to include in the measuring instrument for the survey in Phase 2. In Phase 2 the perceptions and expectations of sub-specialists (reproductive subspecialists and cardiologists) regarding sub-specialty training was collected. The results of the demographic variables confirm the aging profile of subspecialist and the need to ensure succession. The results further showed that cardiologists and reproductive subspecialist expectations of the training of subspecialists are very similar except for their expectations on the training duration. Reproductive subspecialist respondents agreed more than cardiology subspecialist respondents that the training duration is too long. The biggest gap between perceptions and expectations is also with the factor training. The results showed that the expectations of subspecialists are not met for training. From these results a business model for the training of medical subspecialists is proposed. This proposed business model can play a complementary role to the existing state controlled system and form the bases of Public Private Partnerships (PPP) in medical training. This proposed business model will fit a developing country were the focus is on primary healthcare, with financial and capacity constraints. The proposed model would require role players to bring about change to accommodate a larger scale Public Private Partnership (PPP) to ensure the implementation of the model. The proposed decentralised business model for training subspecialists would allow the trainee subspecialist to practise as a specialist thus maintaining an acceptable income, and enable an expedited completion and lead to a wider dissemination of medical expertise that can be delivered in a wider national foot print. It further will provide for a structured Public Private Partnership.
- Full Text:
- Date Issued: 2015
A change framework for introducing performance management in higher education: a case study
- Authors: Ndung’u, Agnes
- Date: 2019
- Subjects: Performance -- Management , Education, Higher -- Evaluation Organizational change Organizational effectiveness
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: http://hdl.handle.net/10948/41796 , vital:36590
- Description: The South African Higher Education Act 101 of 1997 provides a legal framework for the management of higher education institutions based on quality assurance and accountability. As such, the Act mandates the introduction of performance management. Performance management is one of the most challenging areas of responsibility in the field of human resources management. The literature, as discussed in this study, reveals that performance management is a complex phenomenon and that the implementation of a performance management system is, for a variety of reasons, not always successful. Failure is mostly attributed to not taking a planned, scientific and collaborative approach to implementation, resulting to lack of buy-in from significant stakeholders. Specifically, the introduction of performance management in the higher education sector presents a unique challenge, as the process requires that stakeholders and especially academics, to shift from a traditional culture of collegiality to one in which accountability is measured by formal criteria. While existing literature does address the management of change in organisations, there is a paucity of literature on managing change with regards to performance management and specifically in the context of higher education. The purpose of this study was to develop and present a comprehensive change framework for introducing performance management in higher education. In order to provide a theoretical basis for the research, existing literature on performance management, change management as well as the higher education context was reviewed, to identify potential barriers to the implementation of performance management. A case study analysis was conducted on the implementation of performance management at a comprehensive university, which included presenting a historical timeline of implementation based on documented evidence, and reporting on open-ended interviews and focus groups conducted with significant stakeholders. The stakeholders included management, Human Resources (HR), academic staff, administrative and support staff, as well as trade union representatives. Key lessons were drawn and fused to develop a change framework for the introduction of performance management in higher education. The framework encapsulates key themes extracted from the literature and empirical study, with regard to readiness for change, planning, implementing and sustaining change, with cognisance of the unique context. The research revealed critical aspects for the successful implementation of performance management communication with and the involvement of stakeholders, the commitment of senior management, training, embedding the change in the organisational culture, and constantly evaluating the progress as a feedback loop for making improvements. The study demonstrates that planning the change process helps to improve the effectiveness of implementing performance management. A process framework for developing and introducing performance management in the context of higher education is created with a focus on how to create ownership through communication and involvement. The proposed framework serves as a valuable resource for researchers and practitioners, especially those involved in higher education.
- Full Text:
- Date Issued: 2019
- Authors: Ndung’u, Agnes
- Date: 2019
- Subjects: Performance -- Management , Education, Higher -- Evaluation Organizational change Organizational effectiveness
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: http://hdl.handle.net/10948/41796 , vital:36590
- Description: The South African Higher Education Act 101 of 1997 provides a legal framework for the management of higher education institutions based on quality assurance and accountability. As such, the Act mandates the introduction of performance management. Performance management is one of the most challenging areas of responsibility in the field of human resources management. The literature, as discussed in this study, reveals that performance management is a complex phenomenon and that the implementation of a performance management system is, for a variety of reasons, not always successful. Failure is mostly attributed to not taking a planned, scientific and collaborative approach to implementation, resulting to lack of buy-in from significant stakeholders. Specifically, the introduction of performance management in the higher education sector presents a unique challenge, as the process requires that stakeholders and especially academics, to shift from a traditional culture of collegiality to one in which accountability is measured by formal criteria. While existing literature does address the management of change in organisations, there is a paucity of literature on managing change with regards to performance management and specifically in the context of higher education. The purpose of this study was to develop and present a comprehensive change framework for introducing performance management in higher education. In order to provide a theoretical basis for the research, existing literature on performance management, change management as well as the higher education context was reviewed, to identify potential barriers to the implementation of performance management. A case study analysis was conducted on the implementation of performance management at a comprehensive university, which included presenting a historical timeline of implementation based on documented evidence, and reporting on open-ended interviews and focus groups conducted with significant stakeholders. The stakeholders included management, Human Resources (HR), academic staff, administrative and support staff, as well as trade union representatives. Key lessons were drawn and fused to develop a change framework for the introduction of performance management in higher education. The framework encapsulates key themes extracted from the literature and empirical study, with regard to readiness for change, planning, implementing and sustaining change, with cognisance of the unique context. The research revealed critical aspects for the successful implementation of performance management communication with and the involvement of stakeholders, the commitment of senior management, training, embedding the change in the organisational culture, and constantly evaluating the progress as a feedback loop for making improvements. The study demonstrates that planning the change process helps to improve the effectiveness of implementing performance management. A process framework for developing and introducing performance management in the context of higher education is created with a focus on how to create ownership through communication and involvement. The proposed framework serves as a valuable resource for researchers and practitioners, especially those involved in higher education.
- Full Text:
- Date Issued: 2019
A critical assessment of responsible tourism practices: a case study of Stormsriver adventures
- Authors: Van Zyl, Shireen Rosemary
- Date: 2015
- Subjects: Sustainable tourism , Tourism -- Management , Economic development
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: http://hdl.handle.net/10948/4954 , vital:20770
- Description: The research problem was based on the private sector implementation of Responsible Tourism, since 1996, perceived to be slow and challenging (Frey & George, 2010: 107). The South Africa Government proposed Responsible Tourism as the guiding principle for sustainable tourism development (Goodwin, 2011: 138). The problem is compounded by shortcomings identified in the nature of the research conducted about tourism and communities and the methodologies used. Tourism-Community relationships Theory was applied as the conceptual framework of the study. This theory advocates a holistic approach when conducting research about the impacts of tourism, encompassing community perspectives, attitudes, reactions and considerations for the future development and control of tourism (Pearce, Moscardo & Ross, 1996: 2). The insights gained contributed an emic understanding of the keyinformants’ perspectives imparted in their own language. This study is located in the Interpretevist paradigm, underpinned by Constructivist philosophy. Meaning is created through the reality of key-informants, their perspectives and the interaction of individuals in a community (Cresswell, 2014: 8). The Instrumental Case Study Approach (Stake, 1995) contributed an etic perspective in terms of the researcher’s interpretations. The single, qualitative case was applied to gain deeper insights about the phenomenon of Responsible tourism. The case investigated was Stormsriver Adventures (SRA), an eco-adventure tourism business in the Tsitsikamma tourism destination in the Eastern Cape region of South Africa. SRA is reputed to be business best practice in its implementation of Responsible Tourism. Data triangulation was established through multiple methods of data collection, namely in-depth interviews with key-informants, documentation sourced from them and researcher observation. Data analysis methods, namely direct interpretation, categorical aggregation, pattern seeking and naturalistic generalisations (Stake, 1995), were used. The member checking process assisted with establishing data triangulation as keyinformants corroborated or dispelled the researcher’s interpretation of data. Findings were structured according to within-case themes, namely SRA’s perspective of its Responsible Tourism practices, the community’s perspective of SRA’s Responsible Tourism practices and perspectives about the future development and control of tourism. The study contributes new theoretical insights through applying the inductive approach to selected findings. Findings indicate that the perspectives of the community are divided. SRA keyinformants conveyed positive economic, social and environmental impacts of SRA’s Responsible Tourism practices. Key-informants not directly linked to SRA raised negative economic impacts and questioned the accuracy of SRA’s marketing messages. Within-case conclusions are that it is not the responsibility of one tourism business that practices Responsible Tourism to achieve sustainability within the tourism destination. To this end it is recommended that SRA and the community find common ground and that the misunderstandings that exist, be addressed. The study concludes that in order to achieve successful Responsible Tourism- Community Relationships, a holistically and integrated approach is required. To this end the recommendations made provide an implementation framework within the context of a tourism destination. The study adds value to the field knowledge about the implementation of Responsible Tourism by the private sector in South Africa and also contributes new knowledge to the field of tourism in terms of the particular methodology used.
- Full Text:
- Date Issued: 2015
- Authors: Van Zyl, Shireen Rosemary
- Date: 2015
- Subjects: Sustainable tourism , Tourism -- Management , Economic development
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: http://hdl.handle.net/10948/4954 , vital:20770
- Description: The research problem was based on the private sector implementation of Responsible Tourism, since 1996, perceived to be slow and challenging (Frey & George, 2010: 107). The South Africa Government proposed Responsible Tourism as the guiding principle for sustainable tourism development (Goodwin, 2011: 138). The problem is compounded by shortcomings identified in the nature of the research conducted about tourism and communities and the methodologies used. Tourism-Community relationships Theory was applied as the conceptual framework of the study. This theory advocates a holistic approach when conducting research about the impacts of tourism, encompassing community perspectives, attitudes, reactions and considerations for the future development and control of tourism (Pearce, Moscardo & Ross, 1996: 2). The insights gained contributed an emic understanding of the keyinformants’ perspectives imparted in their own language. This study is located in the Interpretevist paradigm, underpinned by Constructivist philosophy. Meaning is created through the reality of key-informants, their perspectives and the interaction of individuals in a community (Cresswell, 2014: 8). The Instrumental Case Study Approach (Stake, 1995) contributed an etic perspective in terms of the researcher’s interpretations. The single, qualitative case was applied to gain deeper insights about the phenomenon of Responsible tourism. The case investigated was Stormsriver Adventures (SRA), an eco-adventure tourism business in the Tsitsikamma tourism destination in the Eastern Cape region of South Africa. SRA is reputed to be business best practice in its implementation of Responsible Tourism. Data triangulation was established through multiple methods of data collection, namely in-depth interviews with key-informants, documentation sourced from them and researcher observation. Data analysis methods, namely direct interpretation, categorical aggregation, pattern seeking and naturalistic generalisations (Stake, 1995), were used. The member checking process assisted with establishing data triangulation as keyinformants corroborated or dispelled the researcher’s interpretation of data. Findings were structured according to within-case themes, namely SRA’s perspective of its Responsible Tourism practices, the community’s perspective of SRA’s Responsible Tourism practices and perspectives about the future development and control of tourism. The study contributes new theoretical insights through applying the inductive approach to selected findings. Findings indicate that the perspectives of the community are divided. SRA keyinformants conveyed positive economic, social and environmental impacts of SRA’s Responsible Tourism practices. Key-informants not directly linked to SRA raised negative economic impacts and questioned the accuracy of SRA’s marketing messages. Within-case conclusions are that it is not the responsibility of one tourism business that practices Responsible Tourism to achieve sustainability within the tourism destination. To this end it is recommended that SRA and the community find common ground and that the misunderstandings that exist, be addressed. The study concludes that in order to achieve successful Responsible Tourism- Community Relationships, a holistically and integrated approach is required. To this end the recommendations made provide an implementation framework within the context of a tourism destination. The study adds value to the field knowledge about the implementation of Responsible Tourism by the private sector in South Africa and also contributes new knowledge to the field of tourism in terms of the particular methodology used.
- Full Text:
- Date Issued: 2015
A framework for price tariffs in the costing structures of South African private hospitals
- Authors: Botha, Gideon
- Date: 2020
- Subjects: Medical care, Cost of -- South Africa , Medical economics -- South Africa Medical care -- South Africa -- Cost control Cost accounting
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: http://hdl.handle.net/10948/50432 , vital:42167
- Description: The increase of South African health care costs can be extrapolated into the global healthcare cost challenge, with various factors contributing to this problem. One of the factors viewed as being central to the rising cost of health care is the inability of health care provider organisations to accurately measure unit costs of resources used to treat a patient for their medical condition and patient outcomes. The measurement of an accurate unit cost and patient outcomes is imperative to improving value, which is seen as an improvement in outcomes for every rand spent. The determination of price tariffs and the price tariff payment model used to onward bill the price tariff for medical services have also been identified as having a central role in improving value in health care. In order for price tariffs to improve value, they should be reflective and be based on an accurate unit cost that reflects the cost of resources used to provide efficient and effective care for a patient’s medical condition. For the price tariff payment model to improve value, it needs to reward providers for delivering superior patient outcomes at a lower cost by making price tariffs contingent on achieving specified outcomes as well as incorporating performance payments or holdbacks based on outcomes achieved. This study provides a framework for price tariffs in the costing structures of South African private hospitals. Secondary research was conducted in the form of a comprehensive literature search in order to do an interpretative analysis of the strengths and weaknesses of the various combinations of unit costing models and price tariff payment models used to determine prices in private hospitals. The literature review was followed by primary research that involved three phases, all of which used a qualitative research approach. In Phase 1, primary data were collected using unobtrusive measures that consisted of a data request first, followed by unstructured interviews with representatives of Hospital A and Hospital B to obtain an analysis of the combinations of unit costing model and price tariff payment model used for a laparoscopic appendectomy. In Phase 2, data were collected by means of an unstructured interview with a surgeon describing a laparoscopic appendectomy procedure in detail and based on this process description, the approximate costs for the various resources that were sourced from different suppliers could be calculated. The data analysis and interpretation were done in three phases, with each phase having different research objectives. The data were first coded and then interpreted. In the first primary research phase, the combinations of unit costing models and price tariff payment models used by private Hospital A and Hospital B were evaluated. In the second phase, the recommended combination of unit costing model and price tariff payment model was applied to a hypothetical example and evaluated. In the final phase, based on the outcome of the first and second research phases, a combination of unit costing model and price tariff payment model for private hospitals was recommended. The results showed that the recommended combination of unit costing and price tariff payment model namely time-driven activity-based costing with the global fee price tariff payment model was the most appropriate to determine price tariffs in private hospitals when compared to the unit costing models and price tariff payment models used by Hospital A and Hospital B for a laparoscopic appendectomy. Furthermore, the recommended combination of unit costing model and price tariff payment model was found to be usable for the determination of price tariffs in the costing structures of private hospitals. The time-driven activity-based costing model and global fee price tariff payment model should be adopted or used as guidelines for determining price tariffs in private hospitals in South Africa. Price tariffs would be more transparent as they would reflect the actual resource cost of treating the patient and the resources used and treatment provided could then be assessed against the delivery value chain that charts the principal activities involved in a patient’s care for a medical condition to ensure that patient best-practice protocols are followed. The proposed framework enables the determination of price tariffs based on an accurate unit cost reflecting the actual resources used to provide efficient and effective care and also improve value for the patient.
- Full Text:
- Date Issued: 2020
- Authors: Botha, Gideon
- Date: 2020
- Subjects: Medical care, Cost of -- South Africa , Medical economics -- South Africa Medical care -- South Africa -- Cost control Cost accounting
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: http://hdl.handle.net/10948/50432 , vital:42167
- Description: The increase of South African health care costs can be extrapolated into the global healthcare cost challenge, with various factors contributing to this problem. One of the factors viewed as being central to the rising cost of health care is the inability of health care provider organisations to accurately measure unit costs of resources used to treat a patient for their medical condition and patient outcomes. The measurement of an accurate unit cost and patient outcomes is imperative to improving value, which is seen as an improvement in outcomes for every rand spent. The determination of price tariffs and the price tariff payment model used to onward bill the price tariff for medical services have also been identified as having a central role in improving value in health care. In order for price tariffs to improve value, they should be reflective and be based on an accurate unit cost that reflects the cost of resources used to provide efficient and effective care for a patient’s medical condition. For the price tariff payment model to improve value, it needs to reward providers for delivering superior patient outcomes at a lower cost by making price tariffs contingent on achieving specified outcomes as well as incorporating performance payments or holdbacks based on outcomes achieved. This study provides a framework for price tariffs in the costing structures of South African private hospitals. Secondary research was conducted in the form of a comprehensive literature search in order to do an interpretative analysis of the strengths and weaknesses of the various combinations of unit costing models and price tariff payment models used to determine prices in private hospitals. The literature review was followed by primary research that involved three phases, all of which used a qualitative research approach. In Phase 1, primary data were collected using unobtrusive measures that consisted of a data request first, followed by unstructured interviews with representatives of Hospital A and Hospital B to obtain an analysis of the combinations of unit costing model and price tariff payment model used for a laparoscopic appendectomy. In Phase 2, data were collected by means of an unstructured interview with a surgeon describing a laparoscopic appendectomy procedure in detail and based on this process description, the approximate costs for the various resources that were sourced from different suppliers could be calculated. The data analysis and interpretation were done in three phases, with each phase having different research objectives. The data were first coded and then interpreted. In the first primary research phase, the combinations of unit costing models and price tariff payment models used by private Hospital A and Hospital B were evaluated. In the second phase, the recommended combination of unit costing model and price tariff payment model was applied to a hypothetical example and evaluated. In the final phase, based on the outcome of the first and second research phases, a combination of unit costing model and price tariff payment model for private hospitals was recommended. The results showed that the recommended combination of unit costing and price tariff payment model namely time-driven activity-based costing with the global fee price tariff payment model was the most appropriate to determine price tariffs in private hospitals when compared to the unit costing models and price tariff payment models used by Hospital A and Hospital B for a laparoscopic appendectomy. Furthermore, the recommended combination of unit costing model and price tariff payment model was found to be usable for the determination of price tariffs in the costing structures of private hospitals. The time-driven activity-based costing model and global fee price tariff payment model should be adopted or used as guidelines for determining price tariffs in private hospitals in South Africa. Price tariffs would be more transparent as they would reflect the actual resource cost of treating the patient and the resources used and treatment provided could then be assessed against the delivery value chain that charts the principal activities involved in a patient’s care for a medical condition to ensure that patient best-practice protocols are followed. The proposed framework enables the determination of price tariffs based on an accurate unit cost reflecting the actual resources used to provide efficient and effective care and also improve value for the patient.
- Full Text:
- Date Issued: 2020
A leadership development model to enhance ethical governance in South Africa
- Authors: Els, Ryno Juan
- Date: 2019
- Subjects: Leadership -- South Africa , Public administration -- Moral and ethical aspects Corporate governance Business ethics -- South Africa Africa Professional ethics Organizational behavior -- Moral and ethical aspects
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: http://hdl.handle.net/10948/39863 , vital:35489
- Description: From the United States of America’s White House to the Vatican in Vatican City, from Harare, Zimbabwe to the Union buildings in South Africa, to large organisations like Volkswagen, BP and KPMG, leadership failures are prolific. Globalised and local leadership failures and scandals are plagued by narcissistic, toxic, corrupt and dishonest behaviour by heads of state, CEOs and clergy. The effect of executive leadership failures is that they set the tone for a corrupt culture that spirals negatively down to grass-roots level. Unethical leadership in organisations manifests in various ways including misconduct, deception and cheating. Apart from regular exposés of leadership scandals globally, there has been a notable increase in ethical leadership derailments caused by unethical behaviour. The question is why leaders, who are considered to understand value-based morality, engage in unethical behaviour when confronted with the opportunity. In recent, empirical research in behavioural ethics and moral psychology, it was found that morally sound leaders often indulge in unethical behaviour. Unethical leadership behaviour includes misdemeanours in tax returns, overstating performance, inflating business expense accounts, involvement in corruption, counter-productive work behaviour, being morally disengaged and being untruthful during negotiations. Recent research indicates that unethical leadership leads to an increase in poor governance and propels vicious cycles that have a negative impact on human development, economic growth and the environment. This research study includes traditional and contemporary leadership theories that have been evaluated as well as an in-depth discussion of the necessity and importance of ethical governance. An innovative, ethical leadership development model has been designed and aligned with servant, ethical, authentic and integrated leadership styles where spiritual, cultural and emotional intelligences play a significant role in leadership maturity. A fresh perspective on the King IV Report (2016) as an international benchmark together with other authoritative literature and case studies of unethical governance have been discussed to shed light on the latest leadership theories and ethics in the 21st century. The findings of this study have been tested statistically by means of structural equation modelling (SEM). The findings confirmed empirically that accountability, stakeholders’ interests and the regulatory environment need to be implemented by ethical leaders in order to enhance ethical governance. The lack of a practical, outcome-based, leadership development model provided an opportunity to develop an ethical leadership development model that would have a positive impact on ethical governance, thereby contributing to the body of knowledge.
- Full Text:
- Date Issued: 2019
- Authors: Els, Ryno Juan
- Date: 2019
- Subjects: Leadership -- South Africa , Public administration -- Moral and ethical aspects Corporate governance Business ethics -- South Africa Africa Professional ethics Organizational behavior -- Moral and ethical aspects
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: http://hdl.handle.net/10948/39863 , vital:35489
- Description: From the United States of America’s White House to the Vatican in Vatican City, from Harare, Zimbabwe to the Union buildings in South Africa, to large organisations like Volkswagen, BP and KPMG, leadership failures are prolific. Globalised and local leadership failures and scandals are plagued by narcissistic, toxic, corrupt and dishonest behaviour by heads of state, CEOs and clergy. The effect of executive leadership failures is that they set the tone for a corrupt culture that spirals negatively down to grass-roots level. Unethical leadership in organisations manifests in various ways including misconduct, deception and cheating. Apart from regular exposés of leadership scandals globally, there has been a notable increase in ethical leadership derailments caused by unethical behaviour. The question is why leaders, who are considered to understand value-based morality, engage in unethical behaviour when confronted with the opportunity. In recent, empirical research in behavioural ethics and moral psychology, it was found that morally sound leaders often indulge in unethical behaviour. Unethical leadership behaviour includes misdemeanours in tax returns, overstating performance, inflating business expense accounts, involvement in corruption, counter-productive work behaviour, being morally disengaged and being untruthful during negotiations. Recent research indicates that unethical leadership leads to an increase in poor governance and propels vicious cycles that have a negative impact on human development, economic growth and the environment. This research study includes traditional and contemporary leadership theories that have been evaluated as well as an in-depth discussion of the necessity and importance of ethical governance. An innovative, ethical leadership development model has been designed and aligned with servant, ethical, authentic and integrated leadership styles where spiritual, cultural and emotional intelligences play a significant role in leadership maturity. A fresh perspective on the King IV Report (2016) as an international benchmark together with other authoritative literature and case studies of unethical governance have been discussed to shed light on the latest leadership theories and ethics in the 21st century. The findings of this study have been tested statistically by means of structural equation modelling (SEM). The findings confirmed empirically that accountability, stakeholders’ interests and the regulatory environment need to be implemented by ethical leaders in order to enhance ethical governance. The lack of a practical, outcome-based, leadership development model provided an opportunity to develop an ethical leadership development model that would have a positive impact on ethical governance, thereby contributing to the body of knowledge.
- Full Text:
- Date Issued: 2019
A proposed framework for mentoring in black-owned small businesses in South Africa
- Authors: Matabooe, Makatleho Julia
- Date: 2015
- Subjects: Mentoring in business -- South Africa , Small business -- South Africa
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: http://hdl.handle.net/10948/6520 , vital:21101
- Description: In view of the important role that small businesses play in the economic development of most economies in the world, including South Africa (Adeniran & Johnston, 2012:4088; Kongolo, 2010:2290), as well as the survival challenges that they face, the purpose of this study was to propose a framework for effective mentoring. This framework can be used to develop the business management skills of black small business owner–managers which will eventually increase the survival of small businesses in South Africa. As such, the primary objective of this study was to gain an understanding of the conditions required for effective mentoring of black-owned small businesses by empirically identifying the factors that influence effective mentoring of these businesses. If mentoring programmes for black-owned small businesses can be effective, the high failure rate of these businesses could be reduced, which may influence the South African economy positively. This study sought to review previous findings and theories on mentoring and small business development, and then contextualise these to black-owned small businesses. A comprehensive literature review revealed potential factors which could influence the effectiveness of mentoring of black-owned small businesses. Four categories of these factors were identified, namely relational-based, non-relational based, cultural and demographical factors. These factors guided the collection of primary data in this study.
- Full Text:
- Date Issued: 2015
- Authors: Matabooe, Makatleho Julia
- Date: 2015
- Subjects: Mentoring in business -- South Africa , Small business -- South Africa
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: http://hdl.handle.net/10948/6520 , vital:21101
- Description: In view of the important role that small businesses play in the economic development of most economies in the world, including South Africa (Adeniran & Johnston, 2012:4088; Kongolo, 2010:2290), as well as the survival challenges that they face, the purpose of this study was to propose a framework for effective mentoring. This framework can be used to develop the business management skills of black small business owner–managers which will eventually increase the survival of small businesses in South Africa. As such, the primary objective of this study was to gain an understanding of the conditions required for effective mentoring of black-owned small businesses by empirically identifying the factors that influence effective mentoring of these businesses. If mentoring programmes for black-owned small businesses can be effective, the high failure rate of these businesses could be reduced, which may influence the South African economy positively. This study sought to review previous findings and theories on mentoring and small business development, and then contextualise these to black-owned small businesses. A comprehensive literature review revealed potential factors which could influence the effectiveness of mentoring of black-owned small businesses. Four categories of these factors were identified, namely relational-based, non-relational based, cultural and demographical factors. These factors guided the collection of primary data in this study.
- Full Text:
- Date Issued: 2015
A proposed sustainable funding framework for the public broadcaster in South Africa
- Authors: Nyembezi, Cydric Luvuyo
- Date: 2018
- Subjects: South African Broadcasting Corporation -- Finance , Finance, Public -- South Africa Sustainable development -- South Africa
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: http://hdl.handle.net/10948/34443 , vital:33379
- Description: Public service broadcasting in South Africa is the responsibility of the South African Broadcasting Corporation (SABC), which is the only national public service broadcaster mandated through the South African Broadcasting Act. Consequently, the SABC is meant to be a tool for information, entertainment and education that is accessible by all citizens, regardless of their social and economic status in the community. However, like all enterprises, the SABC requires a sustainable source of revenue to function effectively. It is of the utmost importance that the SABC has the necessary resources and stable source of revenue to fulfil its public service responsibilities, as a lack of proper resources and insufficient funds can hinder the provision of these services. The global economic crisis has put all public and private sector companies under financial pressure. The effect of this financial pressure was felt by the SABC and led to financial loss, subsequently posing a serious threat to the financial sustainability of the SABC. Given this situation, this study sought to develop a sustainable funding framework by identifying factors that influence the financial sustainability of the public broadcaster in South Africa and to provide alternative strategies for improving the financial sustainability of the public broadcaster in South Africa, which has thus far proved unsustainable and insecure. Past research has focused mainly on defining a public service broadcaster or a public mandate, or considered the future of public service broadcasters. In these past studies, researchers mostly debated the SABC funding challenges without attempting to develop a funding framework for the SABC. To achieve the objectives of this study a quantitative approach using a web-based distribution survey method was adopted to test the hypotheses. The participants were randomly selected in each provincial SABC office from the database of managers, unionised and non-unionised employees, as well as the database list of freelancers. A total of 432 participants, selected through a stratification sampling technique, were considered and 175 respondents completed the survey. However, after data clean-up only 168 respondents’ data was usable. Based on the analysis of various secondary sources, a theoretical framework regarding sustainable funding of the public broadcaster in South Africa was constructed. The proposed theoretical framework indicated that the intervening variable, which is sustainable funding, is possibly influenced by three independent variables namely, internal stakeholders, a competitive environment and the management of resources. The perceived outcomes (dependent variables) of a sustainably funded public broadcaster were identified as customer benefits and organisational performance. The computer programme STATISTICA was used for data analysis. Descriptive statistics was used to summarise the data of the respondents and allow easy interpretation by the researcher. Inferential statistical analysis was used to test for relationships between identified variables using a validity test, reliability test and correlation and regression analysis. The empirical results revealed that sustainable funding formed two separate intervening variables. These variables were renamed sustainable funding enabler and sustainable funding as part of management control. The dependent variable customer benefits and organisational performance also loaded onto a single factor and was renamed organisational outcomes. Given the results, it was determined that internal stakeholders, competitive environment and management of resources have a significant positive influence on the sustainable funding enabler for the public broadcaster. In turn, sustainable funding enabler had a significant positive influence on the organisational outcomes (customer benefits and performance). On the other hand, only the management of resources had a positive influence on sustainable funding as part of management control of the public broadcaster. Furthermore, sustainable funding as part of management control still had a significant positive influence on the organisational outcomes. The majority of the respondents agreed in their responses in relation to the variable items measuring sustainable funding as a part of management control and its influence to the organisational outcomes of the public broadcaster. In conclusion, sustainable funding of the public broadcaster is influenced by the identified variables, namely internal stakeholders, competitive environment and management of resources. In turn, sustainable funding has a positive influence on the organisational outcomes (customer benefits and performance). It is envisaged that the empirical evidence provided in this study will assist the SABC in understanding the factors influencing financial sustainability and thereby assist the organisation during strategy development and decision making. This study provides relevant and practical recommendations that will make the SABC financially sustainable. Finally, the objectives of this study were achieved and the research questions were answered. This study can also act as a foundation for other studies, thereby contributing to the body of knowledge.
- Full Text:
- Date Issued: 2018
- Authors: Nyembezi, Cydric Luvuyo
- Date: 2018
- Subjects: South African Broadcasting Corporation -- Finance , Finance, Public -- South Africa Sustainable development -- South Africa
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: http://hdl.handle.net/10948/34443 , vital:33379
- Description: Public service broadcasting in South Africa is the responsibility of the South African Broadcasting Corporation (SABC), which is the only national public service broadcaster mandated through the South African Broadcasting Act. Consequently, the SABC is meant to be a tool for information, entertainment and education that is accessible by all citizens, regardless of their social and economic status in the community. However, like all enterprises, the SABC requires a sustainable source of revenue to function effectively. It is of the utmost importance that the SABC has the necessary resources and stable source of revenue to fulfil its public service responsibilities, as a lack of proper resources and insufficient funds can hinder the provision of these services. The global economic crisis has put all public and private sector companies under financial pressure. The effect of this financial pressure was felt by the SABC and led to financial loss, subsequently posing a serious threat to the financial sustainability of the SABC. Given this situation, this study sought to develop a sustainable funding framework by identifying factors that influence the financial sustainability of the public broadcaster in South Africa and to provide alternative strategies for improving the financial sustainability of the public broadcaster in South Africa, which has thus far proved unsustainable and insecure. Past research has focused mainly on defining a public service broadcaster or a public mandate, or considered the future of public service broadcasters. In these past studies, researchers mostly debated the SABC funding challenges without attempting to develop a funding framework for the SABC. To achieve the objectives of this study a quantitative approach using a web-based distribution survey method was adopted to test the hypotheses. The participants were randomly selected in each provincial SABC office from the database of managers, unionised and non-unionised employees, as well as the database list of freelancers. A total of 432 participants, selected through a stratification sampling technique, were considered and 175 respondents completed the survey. However, after data clean-up only 168 respondents’ data was usable. Based on the analysis of various secondary sources, a theoretical framework regarding sustainable funding of the public broadcaster in South Africa was constructed. The proposed theoretical framework indicated that the intervening variable, which is sustainable funding, is possibly influenced by three independent variables namely, internal stakeholders, a competitive environment and the management of resources. The perceived outcomes (dependent variables) of a sustainably funded public broadcaster were identified as customer benefits and organisational performance. The computer programme STATISTICA was used for data analysis. Descriptive statistics was used to summarise the data of the respondents and allow easy interpretation by the researcher. Inferential statistical analysis was used to test for relationships between identified variables using a validity test, reliability test and correlation and regression analysis. The empirical results revealed that sustainable funding formed two separate intervening variables. These variables were renamed sustainable funding enabler and sustainable funding as part of management control. The dependent variable customer benefits and organisational performance also loaded onto a single factor and was renamed organisational outcomes. Given the results, it was determined that internal stakeholders, competitive environment and management of resources have a significant positive influence on the sustainable funding enabler for the public broadcaster. In turn, sustainable funding enabler had a significant positive influence on the organisational outcomes (customer benefits and performance). On the other hand, only the management of resources had a positive influence on sustainable funding as part of management control of the public broadcaster. Furthermore, sustainable funding as part of management control still had a significant positive influence on the organisational outcomes. The majority of the respondents agreed in their responses in relation to the variable items measuring sustainable funding as a part of management control and its influence to the organisational outcomes of the public broadcaster. In conclusion, sustainable funding of the public broadcaster is influenced by the identified variables, namely internal stakeholders, competitive environment and management of resources. In turn, sustainable funding has a positive influence on the organisational outcomes (customer benefits and performance). It is envisaged that the empirical evidence provided in this study will assist the SABC in understanding the factors influencing financial sustainability and thereby assist the organisation during strategy development and decision making. This study provides relevant and practical recommendations that will make the SABC financially sustainable. Finally, the objectives of this study were achieved and the research questions were answered. This study can also act as a foundation for other studies, thereby contributing to the body of knowledge.
- Full Text:
- Date Issued: 2018
A proposed theory of war economies and supporting policy framework for dismantling war economies in Sub-Saharan Africa
- Liebenberg, Frederick Sybert
- Authors: Liebenberg, Frederick Sybert
- Date: 2015
- Subjects: Africa, Sub-Saharan -- Economic policy , Military occupation -- Economic aspects -- Africa, Sub-Saharan , War-time economies
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: http://hdl.handle.net/10948/3235 , vital:20414
- Description: Utilising the Grounded Theory Research Method, this study identified a range of open, axial and selective codes, through a literature review, which resulted in the formulation of a proposed theory of how war economies are formed and maintained. Based on the theoretical proposition of the proposed theory, a policy framework for dismantling such war economies was also developed and presented. The proposed theory of war economies essentially argues that war economies are formed in post-colonial sub-Saharan Africa because of the existence of an artificial state. The existence of an artificial state is ascribed to the emerging legacies of colonial state formation processes, which created failed state entities which are unable to produce public goods for all its citizens because of its inability to maintain a monopoly of violence whilst maintain full administrative control over its territory. This inability results in an increase in the vulnerability of state and non-state actors. In response to these vulnerabilities, both state and non-state actors established a range of parallel political, economic and military structures. These structures in turn made use of both network and resource capacities to create an environment where politics are economised and conflict is commercialised, in order to mitigate the impacts of state failure and the inability to produce public goods. The result of the creation of an environment where politics are economised and conflict is commercialised, is the creation of incentives, structures and processes to ensure that conflict and associated conditions of instability are sustained in order to ensure primitive accumulation of wealth and resources. Based on the core theoretical proposition of the proposed theory, the study also presents a broad policy framework for dismantling war economies. In broad terms the framework proposes an integrated state-building process, based on a range of policy mechanisms aimed at maintaining a monopoly over violence, increasing administrative control, dismantling conflict networks and ensuring effective and efficient resource management.
- Full Text:
- Date Issued: 2015
- Authors: Liebenberg, Frederick Sybert
- Date: 2015
- Subjects: Africa, Sub-Saharan -- Economic policy , Military occupation -- Economic aspects -- Africa, Sub-Saharan , War-time economies
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: http://hdl.handle.net/10948/3235 , vital:20414
- Description: Utilising the Grounded Theory Research Method, this study identified a range of open, axial and selective codes, through a literature review, which resulted in the formulation of a proposed theory of how war economies are formed and maintained. Based on the theoretical proposition of the proposed theory, a policy framework for dismantling such war economies was also developed and presented. The proposed theory of war economies essentially argues that war economies are formed in post-colonial sub-Saharan Africa because of the existence of an artificial state. The existence of an artificial state is ascribed to the emerging legacies of colonial state formation processes, which created failed state entities which are unable to produce public goods for all its citizens because of its inability to maintain a monopoly of violence whilst maintain full administrative control over its territory. This inability results in an increase in the vulnerability of state and non-state actors. In response to these vulnerabilities, both state and non-state actors established a range of parallel political, economic and military structures. These structures in turn made use of both network and resource capacities to create an environment where politics are economised and conflict is commercialised, in order to mitigate the impacts of state failure and the inability to produce public goods. The result of the creation of an environment where politics are economised and conflict is commercialised, is the creation of incentives, structures and processes to ensure that conflict and associated conditions of instability are sustained in order to ensure primitive accumulation of wealth and resources. Based on the core theoretical proposition of the proposed theory, the study also presents a broad policy framework for dismantling war economies. In broad terms the framework proposes an integrated state-building process, based on a range of policy mechanisms aimed at maintaining a monopoly over violence, increasing administrative control, dismantling conflict networks and ensuring effective and efficient resource management.
- Full Text:
- Date Issued: 2015
Adoption and up scaling of conservation agriculture in Malawi
- Authors: Paul, John Mussa
- Date: 2017
- Subjects: Agricultural conservation -- Malawi , Conservation of natural resources -- Malawi Agriculture -- Malawi
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: http://hdl.handle.net/10948/19717 , vital:28943
- Description: Conservation agriculture (CA) has been widely recommended as one of the best ‘climate smart’ agriculture (CSA) practices in many regions of Africa and beyond. It helps to cushion smallholder farmers from the impacts of climate variability and change manifested through erratic rainfall, prolonged dry spells and droughts. CA is a preferred strategy for rehabilitating degraded agricultural land by improving its soil health for optimal crop production. However, adoption and upscaling of this farming practice in many African countries, which face critical challenges of food insecurity and soil degradation, including Malawi, is not significantly expanding despite these established benefits. This participatory action research study therefore explored factors limiting CA adoption and upscaling among the smallholder farmers in Khombedza Extension Planning Area where Total LandCare, the Malawian Ministry of Agriculture and other NGOs have been supporting farmers to adopt CA practices for more than five years. Participatory approaches were used throughout the research process for data collection, with farmers acting as co-researchers as they are best placed to identify the farming challenges and recommend solutions. Key informant interviews and field observations complemented and validated some of the results from the participatory rural appraisal (PRA) activities. The study findings revealed a number of factors behind low CA adoption and upscaling, with many relating to the poor extension system promoted by NGOs and government extension staff. Other factors relate to farmers’ perceptions and are linked to the CA system itself. The on-farm participatory training clarified the majority of farmers’ understanding and changed their mindset towards CA practices, which in turn increased its visibility in terms of adoption and scale of upscaling across the villages under study. In trying to address the poor extension system, as observed and reported by the majority of participants, the research practically tested a “Farmer Neighbourhood (FN) model”, which provided a greater opportunity for farm level interactive learning and provision of better farmer-to-farmer and farmer-to-field staff extension support. The majority of participants and field staff, as well as members of the National Conservation Agriculture Task Force (NCATF) in Malawi, made a recommendation to replicate this model of targeting and supporting farmers in order to increase CA visibility throughout the country. Participation and interactive farmer learning emerged as major themes, which guided successful implementation of the research whilst addressing the research questions and objectives.
- Full Text:
- Date Issued: 2017
- Authors: Paul, John Mussa
- Date: 2017
- Subjects: Agricultural conservation -- Malawi , Conservation of natural resources -- Malawi Agriculture -- Malawi
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: http://hdl.handle.net/10948/19717 , vital:28943
- Description: Conservation agriculture (CA) has been widely recommended as one of the best ‘climate smart’ agriculture (CSA) practices in many regions of Africa and beyond. It helps to cushion smallholder farmers from the impacts of climate variability and change manifested through erratic rainfall, prolonged dry spells and droughts. CA is a preferred strategy for rehabilitating degraded agricultural land by improving its soil health for optimal crop production. However, adoption and upscaling of this farming practice in many African countries, which face critical challenges of food insecurity and soil degradation, including Malawi, is not significantly expanding despite these established benefits. This participatory action research study therefore explored factors limiting CA adoption and upscaling among the smallholder farmers in Khombedza Extension Planning Area where Total LandCare, the Malawian Ministry of Agriculture and other NGOs have been supporting farmers to adopt CA practices for more than five years. Participatory approaches were used throughout the research process for data collection, with farmers acting as co-researchers as they are best placed to identify the farming challenges and recommend solutions. Key informant interviews and field observations complemented and validated some of the results from the participatory rural appraisal (PRA) activities. The study findings revealed a number of factors behind low CA adoption and upscaling, with many relating to the poor extension system promoted by NGOs and government extension staff. Other factors relate to farmers’ perceptions and are linked to the CA system itself. The on-farm participatory training clarified the majority of farmers’ understanding and changed their mindset towards CA practices, which in turn increased its visibility in terms of adoption and scale of upscaling across the villages under study. In trying to address the poor extension system, as observed and reported by the majority of participants, the research practically tested a “Farmer Neighbourhood (FN) model”, which provided a greater opportunity for farm level interactive learning and provision of better farmer-to-farmer and farmer-to-field staff extension support. The majority of participants and field staff, as well as members of the National Conservation Agriculture Task Force (NCATF) in Malawi, made a recommendation to replicate this model of targeting and supporting farmers in order to increase CA visibility throughout the country. Participation and interactive farmer learning emerged as major themes, which guided successful implementation of the research whilst addressing the research questions and objectives.
- Full Text:
- Date Issued: 2017
An evaluation of a profiling and selection process for apprentices in the South African automotive industry
- Authors: Puchert, Juliet Ingrid
- Date: 2019
- Subjects: Artisans -- South Africa , Skilled labor -- South Africa Apprenticeship programs -- South Africa Occupational training -- South Africa Automobile industry and trade -- South Africa
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: http://hdl.handle.net/10948/43314 , vital:36791
- Description: The South African automotive industry is the biggest manufacturing sector and the largest contributor to the domestic economy. Within the national manufacturing sector, the artisan job family has been identified as a scarce and critical skill. Artisans are a number one area of concern with regard to filling vacancies in the country. The domestic economy as well as the effectiveness and success of the automotive industry could be negatively affected if this artisanal crisis is not adequately addressed. This study aimed to evaluate a profiling and selection process for apprentices in the South African automotive industry. A multiple-stage selection method was used to screen the applicants. The selection process included the following phases: application review, rating of the application documentation, aptitude testing, skills-based teamwork assessment and interviews. The researcher obtained access to the documentation generated through an annual apprentice selection process at a large multi-national automotive firm. The final sample consisted of 3 412 individuals that had applied for two types of apprenticeship programmes, namely, automotive electrician and millwright, across three intake years. Descriptive statistics such as frequency distribution tables and medians were used. Inferential statistical analysis, using survival analysis, was used to assess whether the survival curves were statistically different across the groups. The findings of this study are relevant to the South African automotive industry, as well as the manufacturing sector. The findings are also of value to human resource practitioners, educators, social scientists and other researchers. The 13 constructs investigated in the study showed a high association with longer survival time in the selection process. The positive evaluation of this selection process provides evidence to support its confirmation as the national selection tool. Four recommendations are proposed to the HRM field and four to the automotive industry. The multiple-hurdle selection process employed in this study should be replicated by the automotive industry in their selection of apprenticeship applicants. Standardisation practices, the use of on-line technology and the marketing of the apprenticeship position are also recommended. Furthermore, it is recommended that educational providers provide job preparation workshops to assist applicants to improve their survival opportunity within the selection processes.
- Full Text:
- Date Issued: 2019
- Authors: Puchert, Juliet Ingrid
- Date: 2019
- Subjects: Artisans -- South Africa , Skilled labor -- South Africa Apprenticeship programs -- South Africa Occupational training -- South Africa Automobile industry and trade -- South Africa
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: http://hdl.handle.net/10948/43314 , vital:36791
- Description: The South African automotive industry is the biggest manufacturing sector and the largest contributor to the domestic economy. Within the national manufacturing sector, the artisan job family has been identified as a scarce and critical skill. Artisans are a number one area of concern with regard to filling vacancies in the country. The domestic economy as well as the effectiveness and success of the automotive industry could be negatively affected if this artisanal crisis is not adequately addressed. This study aimed to evaluate a profiling and selection process for apprentices in the South African automotive industry. A multiple-stage selection method was used to screen the applicants. The selection process included the following phases: application review, rating of the application documentation, aptitude testing, skills-based teamwork assessment and interviews. The researcher obtained access to the documentation generated through an annual apprentice selection process at a large multi-national automotive firm. The final sample consisted of 3 412 individuals that had applied for two types of apprenticeship programmes, namely, automotive electrician and millwright, across three intake years. Descriptive statistics such as frequency distribution tables and medians were used. Inferential statistical analysis, using survival analysis, was used to assess whether the survival curves were statistically different across the groups. The findings of this study are relevant to the South African automotive industry, as well as the manufacturing sector. The findings are also of value to human resource practitioners, educators, social scientists and other researchers. The 13 constructs investigated in the study showed a high association with longer survival time in the selection process. The positive evaluation of this selection process provides evidence to support its confirmation as the national selection tool. Four recommendations are proposed to the HRM field and four to the automotive industry. The multiple-hurdle selection process employed in this study should be replicated by the automotive industry in their selection of apprenticeship applicants. Standardisation practices, the use of on-line technology and the marketing of the apprenticeship position are also recommended. Furthermore, it is recommended that educational providers provide job preparation workshops to assist applicants to improve their survival opportunity within the selection processes.
- Full Text:
- Date Issued: 2019
An evaluation of the BAE/SAAB South African Royal Manufacturing project in Virginia, Free State Province : a case study of the implementation of the South African Defence Offsets
- Authors: Wellmann, Gwendolyn
- Date: 2010
- Subjects: Arms transfers -- South Africa , Weapons industry -- South Africa , South Africa -- Military relations
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: vital:9075 , http://hdl.handle.net/10948/1296 , Arms transfers -- South Africa , Weapons industry -- South Africa , South Africa -- Military relations
- Description: This study is an evaluation of the BAE Systems/SAAB consortium National Industrial Programme project, South African Royal Manufacturers (SARM), which forms part of BAE Systems/SAAB’s National Industrial Participation Programme (NIPP) obligations resulting from their participation in South Africa’s 1998 Strategic Procurement Programme (popularly referred to as the ‘arms deal’). SARM was a gold chain manufacturing plant, located in the Free State mining town of Virginia and which was implemented by the BAE Systems/SAAB consortium in partnership with the Harmony Gold Mining Company. Funding for the business was provided by the BAE Systems/SAAB consortium as part of their industrial participation obligation. This funding was supplemented with a loan obtained from the South African Industrial Development Corporation (IDC) to the value of 40% of the cash funds; while land and buildings, as well as loans in the form of gold granules and bars, were provided by Harmony Gold Company, as part of what they describe as their corporate social responsibility towards the Virginia area where they are the only mining company operating; and also simultaneously as their obligation towards gold beneficiation as required by law. The business failed after less than 12 months of operation amidst allegations of theft of gold and the sudden lay-off of approximately 500 poor black rural women. The company’s liquidation appears to be on the backburner indefinitely. The study was conducted over a period of 18 months, and this thesis written over several more. As part of this evaluation several issues were investigated. These issues are: the push for beneficiation of South African mined metals; the National Industrial Participation Programme; local government development; the BAE Systems/SAAB consortium and other similar companies which are involved in jewellery production for export as part of both the country’s beneficiation drive, as well as the 3 NIPP. These other companies are used in this study as a ‘control’ group against which SARM’s performance can be measured realistically. Different research methods were used during the evaluation, including secondary document reviews, face-to-face and telephonic interviews with key-informants, the use of e-mail to contact key-informants, as well as conducting face-to-face questionnaires with random interviewees, and a focus group discussion with SARM ex-workers. There were several limitations to this study. The primary limitation was the inaccessibility of official and legal documents pertaining to both SARM, and the 1998 arms deal. SARM no longer exists, and thus the evaluation results should be used as lessons learned for similar projects in the future.
- Full Text:
- Date Issued: 2010
- Authors: Wellmann, Gwendolyn
- Date: 2010
- Subjects: Arms transfers -- South Africa , Weapons industry -- South Africa , South Africa -- Military relations
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: vital:9075 , http://hdl.handle.net/10948/1296 , Arms transfers -- South Africa , Weapons industry -- South Africa , South Africa -- Military relations
- Description: This study is an evaluation of the BAE Systems/SAAB consortium National Industrial Programme project, South African Royal Manufacturers (SARM), which forms part of BAE Systems/SAAB’s National Industrial Participation Programme (NIPP) obligations resulting from their participation in South Africa’s 1998 Strategic Procurement Programme (popularly referred to as the ‘arms deal’). SARM was a gold chain manufacturing plant, located in the Free State mining town of Virginia and which was implemented by the BAE Systems/SAAB consortium in partnership with the Harmony Gold Mining Company. Funding for the business was provided by the BAE Systems/SAAB consortium as part of their industrial participation obligation. This funding was supplemented with a loan obtained from the South African Industrial Development Corporation (IDC) to the value of 40% of the cash funds; while land and buildings, as well as loans in the form of gold granules and bars, were provided by Harmony Gold Company, as part of what they describe as their corporate social responsibility towards the Virginia area where they are the only mining company operating; and also simultaneously as their obligation towards gold beneficiation as required by law. The business failed after less than 12 months of operation amidst allegations of theft of gold and the sudden lay-off of approximately 500 poor black rural women. The company’s liquidation appears to be on the backburner indefinitely. The study was conducted over a period of 18 months, and this thesis written over several more. As part of this evaluation several issues were investigated. These issues are: the push for beneficiation of South African mined metals; the National Industrial Participation Programme; local government development; the BAE Systems/SAAB consortium and other similar companies which are involved in jewellery production for export as part of both the country’s beneficiation drive, as well as the 3 NIPP. These other companies are used in this study as a ‘control’ group against which SARM’s performance can be measured realistically. Different research methods were used during the evaluation, including secondary document reviews, face-to-face and telephonic interviews with key-informants, the use of e-mail to contact key-informants, as well as conducting face-to-face questionnaires with random interviewees, and a focus group discussion with SARM ex-workers. There were several limitations to this study. The primary limitation was the inaccessibility of official and legal documents pertaining to both SARM, and the 1998 arms deal. SARM no longer exists, and thus the evaluation results should be used as lessons learned for similar projects in the future.
- Full Text:
- Date Issued: 2010
An evaluation of the implementation of decentralization of the World Bank's operations of poverty reduction in Uganda
- Okiria-Ofwono Jacqueline Jane
- Authors: Okiria-Ofwono Jacqueline Jane
- Date: 2012
- Subjects: Decentralization in government -- Uganda , Poverty -- Africa, Sub-Saharan , Sustainable development -- Africa, Sub-Saharan , Poverty – Uganda -- International cooperation
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: vital:9105 , http://hdl.handle.net/10948/d1012605 , Decentralization in government -- Uganda , Poverty -- Africa, Sub-Saharan , Sustainable development -- Africa, Sub-Saharan , Poverty – Uganda -- International cooperation
- Description: Continued debates on economic development, poverty eradication and the growing skeptism concerning the paradigms proposed through many decades, has led to a continued search for a paradigm that would, finally, resolve the issue of pervasive poverty in the Sub-Saharan Africa. Having implemented decentralization within government entities without any significant contribution to poverty eradication, the focus has now turned to the development agencies themselves. What are the inefficiencies in these agencies which if addressed might enable them deliver development aid more efficiently thus, providing more resources for development from being lost in the attrition of overheads? It is, therefore, argued that decentralization of development agencies will improve the efficiency and effectiveness of IFIs in delivering development aid. At the same time, decentralization reforms have been proposed as a response to the failures of highly centralized states (or organizations in this case). Empirical evidence, strongly, suggests that physical proximity and more "face-time", promotes better results-on-the-ground, delivered by staff who are better attuned to local conditions and have a better understanding of the client and their development agenda. But, will decentralization alone solve the issue of pervasive poverty? This research recognises that the factors affecting poverty are diverse and intricate and isolating just one part of the puzzle is not enough. Nevertheless, it is argues that decentralization, has a positive impact on poverty reduction thus, this study presents both practical and theoretical considerations from which policy measures can be derived. This thesis focused on establishing how the World Bank, changed its strategies through the implementation of decentralization of its operations as proposed in the ‗Strategic Compact‘, renewed the way it worked in order to maintain its relevance in the development world. The World Bank President, James Wolfensohn, proposed the Compact as a solution to the organization‘s self diagnosis that it was in distress, in a state of possible decline and was not fulfilling its mission of poverty eradication. This research, using Uganda Country Office as a case study, undertook, mainly, a qualitative review of the overall strategy of decentralization and its implementation organization wide and specifically, in Uganda. The research examined how the implementation of the strategy impacted on poverty trends in Uganda. This research found that the decentralization strategy was, fundamentally, the right one to deliver better results of the Bank‘s mission of ‗fighting poverty for lasting results‘ and its vision of ‗A World Free of Poverty‘. Contrary to the popular notion that the World Bank has been, largely ineffective in the delivery of its mission and its decentralization strategy just another one of its 'shams‘, this research established that the implementation of the strategy, although not having a direct or causal relationship, did have positive impact on poverty alleviation in Uganda. This study, therefore, makes a case for decentralization of donor organizations as a means of better delivery of the poverty eradication agenda in the developing world. The benefits though hard to measure in monetary terms are, nevertheless, real in terms of faster and better quality engagement with the clients which in turn, result into better delivery of services and programmes.
- Full Text:
- Date Issued: 2012
- Authors: Okiria-Ofwono Jacqueline Jane
- Date: 2012
- Subjects: Decentralization in government -- Uganda , Poverty -- Africa, Sub-Saharan , Sustainable development -- Africa, Sub-Saharan , Poverty – Uganda -- International cooperation
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: vital:9105 , http://hdl.handle.net/10948/d1012605 , Decentralization in government -- Uganda , Poverty -- Africa, Sub-Saharan , Sustainable development -- Africa, Sub-Saharan , Poverty – Uganda -- International cooperation
- Description: Continued debates on economic development, poverty eradication and the growing skeptism concerning the paradigms proposed through many decades, has led to a continued search for a paradigm that would, finally, resolve the issue of pervasive poverty in the Sub-Saharan Africa. Having implemented decentralization within government entities without any significant contribution to poverty eradication, the focus has now turned to the development agencies themselves. What are the inefficiencies in these agencies which if addressed might enable them deliver development aid more efficiently thus, providing more resources for development from being lost in the attrition of overheads? It is, therefore, argued that decentralization of development agencies will improve the efficiency and effectiveness of IFIs in delivering development aid. At the same time, decentralization reforms have been proposed as a response to the failures of highly centralized states (or organizations in this case). Empirical evidence, strongly, suggests that physical proximity and more "face-time", promotes better results-on-the-ground, delivered by staff who are better attuned to local conditions and have a better understanding of the client and their development agenda. But, will decentralization alone solve the issue of pervasive poverty? This research recognises that the factors affecting poverty are diverse and intricate and isolating just one part of the puzzle is not enough. Nevertheless, it is argues that decentralization, has a positive impact on poverty reduction thus, this study presents both practical and theoretical considerations from which policy measures can be derived. This thesis focused on establishing how the World Bank, changed its strategies through the implementation of decentralization of its operations as proposed in the ‗Strategic Compact‘, renewed the way it worked in order to maintain its relevance in the development world. The World Bank President, James Wolfensohn, proposed the Compact as a solution to the organization‘s self diagnosis that it was in distress, in a state of possible decline and was not fulfilling its mission of poverty eradication. This research, using Uganda Country Office as a case study, undertook, mainly, a qualitative review of the overall strategy of decentralization and its implementation organization wide and specifically, in Uganda. The research examined how the implementation of the strategy impacted on poverty trends in Uganda. This research found that the decentralization strategy was, fundamentally, the right one to deliver better results of the Bank‘s mission of ‗fighting poverty for lasting results‘ and its vision of ‗A World Free of Poverty‘. Contrary to the popular notion that the World Bank has been, largely ineffective in the delivery of its mission and its decentralization strategy just another one of its 'shams‘, this research established that the implementation of the strategy, although not having a direct or causal relationship, did have positive impact on poverty alleviation in Uganda. This study, therefore, makes a case for decentralization of donor organizations as a means of better delivery of the poverty eradication agenda in the developing world. The benefits though hard to measure in monetary terms are, nevertheless, real in terms of faster and better quality engagement with the clients which in turn, result into better delivery of services and programmes.
- Full Text:
- Date Issued: 2012
An international study on the influence of intrinsic rewards on the intrinsic motivation, work engagement and retention of employees in non-profit organisations
- Authors: Renard, Michelle
- Date: 2015
- Subjects: Employee motivation , Achievement motivation , Organisational behaviour
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: http://hdl.handle.net/10948/5148 , vital:20815
- Description: The primary objective of this thesis was to investigate whether intrinsic rewards play a role in the intrinsic motivation, work engagement and retention of employees working within non-profit organisations in Australia, Belgium, South Africa and the United States of America. It therefore served to form a cross-cultural comparison between employees from these four geographically dispersed yet culturally similar countries. A further aim was to determine whether demographic differences occurred across the four constructs studied. In order to achieve these objectives, a theoretical model was constructed to highlight the relationships between the constructs under study. The study made use of both qualitative and quantitative research to achieve the above-mentioned objectives. As a result of the data obtained from 15 qualitative interviews conducted with non-profit employees in Belgium and South Africa, two measuring instruments, namely the Intrinsic Work Rewards Scale and the Intrinsic Work Motivation Scale, were developed to assess intrinsic rewards and intrinsic motivation respectively. These measuring instruments were qualitatively piloted on a sample of academics and non-profit employees, and were translated from English into Dutch for use on the Belgian sample. Once these instruments had been refined, they were combined with instruments to measure work engagement and intention to quit to form a composite questionnaire. This questionnaire was completed electronically by 587 non-profit employees from the four countries under study. Data analysis was conducted in the form of descriptive and inferential statistics, including frequency tables, Cronbach’s alpha testing, exploratory and confirmatory factor analysis, Pearson’s Product Moment Correlations, chi-square tests, t-tests, analysis of variance and structural equation modelling. The quantitative findings showed that intrinsic rewards lead to higher levels of intrinsic motivation, which in turn causes higher levels of work engagement and lower levels of intention to quit. Intrinsic rewards were also found directly to predict a reduction in employees’ intentions to quit their non-profit organisations, and work engagement directly predicted an increase in intention to quit. From a cross-cultural perspective, practically significant inter-country differences were discovered across the intrinsic rewards of meaningful work and challenging work; across intrinsic motivation and its three dimensions (personal connection to one’s work, personal desire to make a difference, and personal desire to perform); and across work engagement and its three factors (absorption, dedication and vigour). In addition to these inter-country results, age and job level differences were discovered across the four constructs under study, together with significant correlations between the four constructs. The Intrinsic Work Rewards Scale and the Intrinsic Work Motivation Scale were successfully validated in both English and Dutch in this study, with a number of forms of validity being confirmed through factor analyses and correlations. Reliability was proven through satisfactory Cronbach’s alpha values being obtained for both language versions of the instruments. These results theoretically contribute to literature pertaining to intrinsic rewards and intrinsic motivation as a result of the development of two measuring instruments that were empirically validated to assess these constructs. Furthermore, the results make a valuable contribution to the field of rewards management globally. This study’s findings provide evidence for causal relationships between four constructs not previously tested empirically, specifically within Australia, Belgium, South Africa and the United States of America. Consequently, this study’s results hold important implications for the management of non-profit employees worldwide.
- Full Text:
- Date Issued: 2015
- Authors: Renard, Michelle
- Date: 2015
- Subjects: Employee motivation , Achievement motivation , Organisational behaviour
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: http://hdl.handle.net/10948/5148 , vital:20815
- Description: The primary objective of this thesis was to investigate whether intrinsic rewards play a role in the intrinsic motivation, work engagement and retention of employees working within non-profit organisations in Australia, Belgium, South Africa and the United States of America. It therefore served to form a cross-cultural comparison between employees from these four geographically dispersed yet culturally similar countries. A further aim was to determine whether demographic differences occurred across the four constructs studied. In order to achieve these objectives, a theoretical model was constructed to highlight the relationships between the constructs under study. The study made use of both qualitative and quantitative research to achieve the above-mentioned objectives. As a result of the data obtained from 15 qualitative interviews conducted with non-profit employees in Belgium and South Africa, two measuring instruments, namely the Intrinsic Work Rewards Scale and the Intrinsic Work Motivation Scale, were developed to assess intrinsic rewards and intrinsic motivation respectively. These measuring instruments were qualitatively piloted on a sample of academics and non-profit employees, and were translated from English into Dutch for use on the Belgian sample. Once these instruments had been refined, they were combined with instruments to measure work engagement and intention to quit to form a composite questionnaire. This questionnaire was completed electronically by 587 non-profit employees from the four countries under study. Data analysis was conducted in the form of descriptive and inferential statistics, including frequency tables, Cronbach’s alpha testing, exploratory and confirmatory factor analysis, Pearson’s Product Moment Correlations, chi-square tests, t-tests, analysis of variance and structural equation modelling. The quantitative findings showed that intrinsic rewards lead to higher levels of intrinsic motivation, which in turn causes higher levels of work engagement and lower levels of intention to quit. Intrinsic rewards were also found directly to predict a reduction in employees’ intentions to quit their non-profit organisations, and work engagement directly predicted an increase in intention to quit. From a cross-cultural perspective, practically significant inter-country differences were discovered across the intrinsic rewards of meaningful work and challenging work; across intrinsic motivation and its three dimensions (personal connection to one’s work, personal desire to make a difference, and personal desire to perform); and across work engagement and its three factors (absorption, dedication and vigour). In addition to these inter-country results, age and job level differences were discovered across the four constructs under study, together with significant correlations between the four constructs. The Intrinsic Work Rewards Scale and the Intrinsic Work Motivation Scale were successfully validated in both English and Dutch in this study, with a number of forms of validity being confirmed through factor analyses and correlations. Reliability was proven through satisfactory Cronbach’s alpha values being obtained for both language versions of the instruments. These results theoretically contribute to literature pertaining to intrinsic rewards and intrinsic motivation as a result of the development of two measuring instruments that were empirically validated to assess these constructs. Furthermore, the results make a valuable contribution to the field of rewards management globally. This study’s findings provide evidence for causal relationships between four constructs not previously tested empirically, specifically within Australia, Belgium, South Africa and the United States of America. Consequently, this study’s results hold important implications for the management of non-profit employees worldwide.
- Full Text:
- Date Issued: 2015
Antecedents and influence of the union-management relationship on employee relationships in the automotive, component and metal industries in the Nelson Mandela Bay Metropole
- Authors: Bowler, Jennifer
- Date: 2019
- Subjects: Industrial relations, South Africa , Psychology, Industrial Work environment Industrial relations Labor unions
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: http://hdl.handle.net/10948/37150 , vital:34126
- Description: South Africa is consistently portrayed as having uncooperative union-management relationships which negatively impact competitiveness. However, the post-1994 labour legislation was specifically crafted with the intention of positioning the adversarial wealth distribution phase of the union-management relationship within centralised bargaining forums and promoting cooperative relationships within workplaces. The purpose of this study was to investigate whether within the South Africa context of global competitiveness, the employment relations institutions of centralised and decentralised collective bargaining, employee participation and involvement, in the context of organisational justice, have contributed to management, shop stewards and production employees developing effective1 collective and individual employment relationships positively associated with competitive individual and company performance. The targeted population were companies within the Nelson Mandela Metropolitan Area that were registered with one of the four bargaining councils, Automotive (NBF), Automotive component (MIBCO), New Tyre (NTMIBC) and Metal and Engineering (MEIBC). In addition, since the National Union of Metal Workers was the dominant union in all four of these councils, an additional criterion for potential participation was at least one NUMSA shop steward. Fourteen companies agreed to participate. In total 63 shop stewards, 82 managers and 660 production employees were surveyed using self-administered questionnaires. The results of the study identified that the three major stakeholders hold significantly different perceptions regarding the quality of the management-shop steward relationship, with management the most positive and production employees the least. Further, investigating the factors that influence the perceptions that management and shop stewards have of their relationship, it was identified that for management the most influential factor was their beliefs regarding the interdependent nature of the relationship. For the shop stewards the situation was more nuanced with beliefs regarding interdependence, the perceptions of shop steward-management climate within the bargaining council, satisfaction 1 Definition of an effective employment relationship: An effective employment relationship is one in which the parties successfully resolve issues arising from their conflicting interests and successfully pursue joint gains where they share common interests (Kochan & Katz, 1988) with bargaining council agreements and workplace human resource practices and procedural fairness all contributing factors to the quality of the shop steward-management relationship. The model tested for production employees investigated the relationship between the factors human resource practices, procedural fairness, the standardisation of work, the employees’ perception of the shop steward-management relationship and the relationship of the employees with both their supervisor and the organisation. The primary finding was that the perception that the production employees held regarding the shop steward-management relationship fully mediated the employees’ relationship with the organisation and partially mediated that with the supervisor. These findings confirm the mediating position occupied by shop stewards within unionised companies and without derogating the importance of supervisory-employee relationships, indicated the central importance of the management-shop steward relations in forging strong employee-manager and employee-organisational bonds. While the original purpose of the study included investigating the link between the key employment relationships, namely, shop steward-management, employee-supervisor and employee-organisation relationships, and company competitiveness, unfortunately due to the limited number of companies that participated, it was not possible to test a company level model that included company performance. However, tentative support was found for relationships between the shop steward-management relationship and company performance. This remains an area for further study.
- Full Text:
- Date Issued: 2019
- Authors: Bowler, Jennifer
- Date: 2019
- Subjects: Industrial relations, South Africa , Psychology, Industrial Work environment Industrial relations Labor unions
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: http://hdl.handle.net/10948/37150 , vital:34126
- Description: South Africa is consistently portrayed as having uncooperative union-management relationships which negatively impact competitiveness. However, the post-1994 labour legislation was specifically crafted with the intention of positioning the adversarial wealth distribution phase of the union-management relationship within centralised bargaining forums and promoting cooperative relationships within workplaces. The purpose of this study was to investigate whether within the South Africa context of global competitiveness, the employment relations institutions of centralised and decentralised collective bargaining, employee participation and involvement, in the context of organisational justice, have contributed to management, shop stewards and production employees developing effective1 collective and individual employment relationships positively associated with competitive individual and company performance. The targeted population were companies within the Nelson Mandela Metropolitan Area that were registered with one of the four bargaining councils, Automotive (NBF), Automotive component (MIBCO), New Tyre (NTMIBC) and Metal and Engineering (MEIBC). In addition, since the National Union of Metal Workers was the dominant union in all four of these councils, an additional criterion for potential participation was at least one NUMSA shop steward. Fourteen companies agreed to participate. In total 63 shop stewards, 82 managers and 660 production employees were surveyed using self-administered questionnaires. The results of the study identified that the three major stakeholders hold significantly different perceptions regarding the quality of the management-shop steward relationship, with management the most positive and production employees the least. Further, investigating the factors that influence the perceptions that management and shop stewards have of their relationship, it was identified that for management the most influential factor was their beliefs regarding the interdependent nature of the relationship. For the shop stewards the situation was more nuanced with beliefs regarding interdependence, the perceptions of shop steward-management climate within the bargaining council, satisfaction 1 Definition of an effective employment relationship: An effective employment relationship is one in which the parties successfully resolve issues arising from their conflicting interests and successfully pursue joint gains where they share common interests (Kochan & Katz, 1988) with bargaining council agreements and workplace human resource practices and procedural fairness all contributing factors to the quality of the shop steward-management relationship. The model tested for production employees investigated the relationship between the factors human resource practices, procedural fairness, the standardisation of work, the employees’ perception of the shop steward-management relationship and the relationship of the employees with both their supervisor and the organisation. The primary finding was that the perception that the production employees held regarding the shop steward-management relationship fully mediated the employees’ relationship with the organisation and partially mediated that with the supervisor. These findings confirm the mediating position occupied by shop stewards within unionised companies and without derogating the importance of supervisory-employee relationships, indicated the central importance of the management-shop steward relations in forging strong employee-manager and employee-organisational bonds. While the original purpose of the study included investigating the link between the key employment relationships, namely, shop steward-management, employee-supervisor and employee-organisation relationships, and company competitiveness, unfortunately due to the limited number of companies that participated, it was not possible to test a company level model that included company performance. However, tentative support was found for relationships between the shop steward-management relationship and company performance. This remains an area for further study.
- Full Text:
- Date Issued: 2019
Beneficiary perceptions regarding farm worker equity share schemes in South Africa
- Authors: Xolo, Siyavuya Nicholas
- Date: 2018
- Subjects: Investments -- South Africa , Investment analysis Land reform -- South Africa Agricultural laborers -- South Africa
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: http://hdl.handle.net/10948/36323 , vital:33920
- Description: The study aimed to assess beneficiary perceptions regarding farm worker equity share schemes in South Africa. Farm worker equity share schemes started in the early 1990s with the aim of having a special arrangement pertaining to the ownership and operation of a farm between the farmer and the farm workers. This was intended to assist farm workers in not only remaining as farm workers but also to gain ownership of the farm. This could lead to the empowerment of farm workers, better working conditions, improved living standards and their rights to land ownership. Farm worker equity share schemes have been widely reported as having failed to meet their intended objectives, thus, in 2009, the Department of Rural Development and Land Reform initiated a study to assess the implementation of equity share schemes. Although the report was not made public, it reports that out of the 88 equity share schemes at the time, only nine managed to pay dividends ranging from R200 to R2000 per year. As a result, the Department of Rural Development and Land Reform put a moratorium on equity share schemes; this was however removed in 2011. It is against this background that this study was undertaken to assess beneficiaries’ perceptions regarding farm worker equity share schemes in South Africa. A positivistic research paradigm was employed in this study, by means of quantitative research. Secondary data in the form of textbooks, journal articles and Internet sources provided the theoretical framework for this study. Primary data was obtained using the survey method, by means of self-administered structured questionnaires. Convenience and purposive sampling were applied in order to select 20 farms that use equity share schemes. The farms selected for this study were located in the Eastern Cape, Gauteng, Mpumalanga and the Western Cape provinces, covering a variety of farming activities such as citrus fruits, crops, vegetables and wineries. Ideally, a total of 15 farm workers per farm were targeted. However, due to a variation in these farm worker equity share schemes, on some farms less than 15 workers and in others more than 15 workers were selected for the study; this resulted in a total sample size of 341 farm workers. Ten null-hypotheses and a hypothetical model of beneficiary perceptions regarding farm worker equity share schemes were tested. The influence of seven independent variables were tested, these are: stakeholder trust, operational risks, government interventions, two-way communication, farm worker empowerment, training and skills development, and access to resources on farm worker equity share schemes. In addition, the influence of farm worker equity share schemes on three dependent variables, namely, farming performance, sustainability and employee expectations were tested. The Statistica (version 13.2) computer programme was used to analyse the results by means of advanced statistical techniques (such as exploratory factor analysis, regression and correlation analyses) as well as descriptive analysis and frequency distributions. After various statistical procedures, the model was re-specified; some of the variables were then renamed and the hypotheses were adjusted accordingly. The empirical results showed that three key variables to the success of farm worker equity share schemes are stakeholder trust, government interventions and farm owner support. It was determined that these key variables could lead to increased farming performance, farming sustainability and meeting employee expectations. This study provided useful and practical guidelines to farm owners and administrators of equity share schemes, so as to ensure effective strategising that could enhance their competitiveness and long term survival. The findings of this study could inform strategy policy formulation and implementation in the agricultural sector, as pertaining to farm worker equity share schemes. The study used a sound and well-developed research design and methodology, which has been justified and successfully applied to this research; this method can be utilised by other similar studies to conduct empirical research in the field of farm worker equity share schemes. It is envisaged that the results and recommendations of this study could be used to implement effective strategies that could ensure the effective functioning of farm worker equity share schemes in South Africa.
- Full Text:
- Date Issued: 2018
- Authors: Xolo, Siyavuya Nicholas
- Date: 2018
- Subjects: Investments -- South Africa , Investment analysis Land reform -- South Africa Agricultural laborers -- South Africa
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: http://hdl.handle.net/10948/36323 , vital:33920
- Description: The study aimed to assess beneficiary perceptions regarding farm worker equity share schemes in South Africa. Farm worker equity share schemes started in the early 1990s with the aim of having a special arrangement pertaining to the ownership and operation of a farm between the farmer and the farm workers. This was intended to assist farm workers in not only remaining as farm workers but also to gain ownership of the farm. This could lead to the empowerment of farm workers, better working conditions, improved living standards and their rights to land ownership. Farm worker equity share schemes have been widely reported as having failed to meet their intended objectives, thus, in 2009, the Department of Rural Development and Land Reform initiated a study to assess the implementation of equity share schemes. Although the report was not made public, it reports that out of the 88 equity share schemes at the time, only nine managed to pay dividends ranging from R200 to R2000 per year. As a result, the Department of Rural Development and Land Reform put a moratorium on equity share schemes; this was however removed in 2011. It is against this background that this study was undertaken to assess beneficiaries’ perceptions regarding farm worker equity share schemes in South Africa. A positivistic research paradigm was employed in this study, by means of quantitative research. Secondary data in the form of textbooks, journal articles and Internet sources provided the theoretical framework for this study. Primary data was obtained using the survey method, by means of self-administered structured questionnaires. Convenience and purposive sampling were applied in order to select 20 farms that use equity share schemes. The farms selected for this study were located in the Eastern Cape, Gauteng, Mpumalanga and the Western Cape provinces, covering a variety of farming activities such as citrus fruits, crops, vegetables and wineries. Ideally, a total of 15 farm workers per farm were targeted. However, due to a variation in these farm worker equity share schemes, on some farms less than 15 workers and in others more than 15 workers were selected for the study; this resulted in a total sample size of 341 farm workers. Ten null-hypotheses and a hypothetical model of beneficiary perceptions regarding farm worker equity share schemes were tested. The influence of seven independent variables were tested, these are: stakeholder trust, operational risks, government interventions, two-way communication, farm worker empowerment, training and skills development, and access to resources on farm worker equity share schemes. In addition, the influence of farm worker equity share schemes on three dependent variables, namely, farming performance, sustainability and employee expectations were tested. The Statistica (version 13.2) computer programme was used to analyse the results by means of advanced statistical techniques (such as exploratory factor analysis, regression and correlation analyses) as well as descriptive analysis and frequency distributions. After various statistical procedures, the model was re-specified; some of the variables were then renamed and the hypotheses were adjusted accordingly. The empirical results showed that three key variables to the success of farm worker equity share schemes are stakeholder trust, government interventions and farm owner support. It was determined that these key variables could lead to increased farming performance, farming sustainability and meeting employee expectations. This study provided useful and practical guidelines to farm owners and administrators of equity share schemes, so as to ensure effective strategising that could enhance their competitiveness and long term survival. The findings of this study could inform strategy policy formulation and implementation in the agricultural sector, as pertaining to farm worker equity share schemes. The study used a sound and well-developed research design and methodology, which has been justified and successfully applied to this research; this method can be utilised by other similar studies to conduct empirical research in the field of farm worker equity share schemes. It is envisaged that the results and recommendations of this study could be used to implement effective strategies that could ensure the effective functioning of farm worker equity share schemes in South Africa.
- Full Text:
- Date Issued: 2018
Best practice strategies to eradicate business growth challenges of female-owned small businesses in Uganda
- Authors: Mbidde, Cathy Ikiror
- Date: 2017
- Subjects: Women-owned business enterprises -- Uganda , Self-employed women -- Uganda Businesswomen -- Uganda Small business -- Uganda -- Growth
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: http://hdl.handle.net/10948/19004 , vital:28764
- Description: Small businesses of which the majority are female-owned are the backbone of many economies across the globe. Despite the increasingly important role of female-owned small businesses to economic development and poverty alleviation, the growth of female-owned businesses in Uganda remains a major concern. The purpose of this study, therefore, was twofold – to identify business growth challenges of female small business entrepreneurs in Uganda and also to identify the strategies for overcoming these small business growth challenges to add to existing theory within the small business management field. The study followed a qualitative research with an exploratory descriptive case study design approach. A comprehensive international and national literature on female entrepreneurship, the Ugandan business environment, small business growth challenges in Uganda, and global best practice strategies for stimulating small business growth was conducted. Primary data were collected using face-to-face and telephonic interviews with semi-structured interview guides. Twelve (three female small business entrepreneurs and nine small business support specialists) participants were selected using purposive, theoretical, and expert sampling methods. The biographical profiles of the participants interviewed during the study were presented as case studies. Firstly, the biographical profiles of the three Ugandan small businesses (supermarket, restaurant and hairdressing salon) and the female entrepreneurs were presented. Secondly, the biographical profiles of the nine small business support institutions (two governmental, two funding, two training, one export promotion) and two business associations, as well as the profile of the small business support specialists were presented. Based on the content analysis of the qualitative interviews with the three female small business entrepreneurs, their current business status revealed that the female entrepreneurs have growth aspirations and aligned their goals towards it, but did not have strategies in place to effect business growth. Further still, based on the empirical results of the female small business participants, eight main challenges were identified as: lack of adequate business support and business skills training; demanding and costly business registration and trading license processes; high business taxation; access to finance; inadequate road infrastructure; family-related issues and cultural taboos. These participants also suggested some solutions to overcome these challenges. The small business support specialist participants either confirmed the challenges that specifically females experience or confirmed that they are perceived and not real challenges, or that it is not female-specific but generic to all small businesses. The study further established what female small business participants regard as possible strategies to the challenges experienced, while the small business support specialist participants could indicate which strategies have already been implemented and also suggest further strategies. It was concluded that although many of the challenges could apply to all small businesses, this study found that cultural taboos and family-related issues are a real challenge for female small business entrepreneurs. As seen in this study, these two main challenges can further influence some of the other challenges. It can influence whether qualifying for access to funding, having extra funding to pay for registration, licensing and tax, what the business is allowed to sell, and even the novelty of a female owing a business, never mind wishing to grow their businesses. Although some challenges such as discrimination against female entrepreneurs regarding access to small business support or funding is perceived, there are real infrastructure challenges such as rural road conditions, access to electricity and ICT. Several strategies are already in place in Uganda to assist all small businesses with business growth, but not necessarily just assisting female small business entrepreneurs. However, many of these strategies are work-in-progress and have not yet had the desired end result. This study made a contribution to knowledge by indicating that government-, skills training-, financial- and export promotion institutions, as well as business associations together with influential community members, can contribute significantly to the implementation of several strategies to promote female small business growth. In addition, the chapter on best practices of global developed – and developing countries provided insight into making well-informed practical recommendations that Uganda can implement to assist small businesses to grow and in particular females small businesses. These global best practice strategies for the growth of SMMEs as applied within the seven selected seven countries were elaborated on in detail with a clear indication of the responsible bodies in Uganda that can affect these strategies. The emphasis was on suggesting strategies that can be practically executed with relative ease in Uganda as a developing country. This study concludes that it remains the responsibility of female small business entrepreneurs to make the effort to grow their small businesses and turn their business visions into reality. They should write a business plan, search for and approach small business support institutions for assistance and engage in an extensive networking drive to grow their customer market and to search for opportunities to grow their business such as private-public sector partnerships or expansion into the international market. Awareness is not just the responsibility of the several small business support institutions in Uganda, but female small business entrepreneurs should actively scrutinise media reports in newspapers, the radio and television to obtain information regarding business support opportunities.
- Full Text:
- Date Issued: 2017
- Authors: Mbidde, Cathy Ikiror
- Date: 2017
- Subjects: Women-owned business enterprises -- Uganda , Self-employed women -- Uganda Businesswomen -- Uganda Small business -- Uganda -- Growth
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: http://hdl.handle.net/10948/19004 , vital:28764
- Description: Small businesses of which the majority are female-owned are the backbone of many economies across the globe. Despite the increasingly important role of female-owned small businesses to economic development and poverty alleviation, the growth of female-owned businesses in Uganda remains a major concern. The purpose of this study, therefore, was twofold – to identify business growth challenges of female small business entrepreneurs in Uganda and also to identify the strategies for overcoming these small business growth challenges to add to existing theory within the small business management field. The study followed a qualitative research with an exploratory descriptive case study design approach. A comprehensive international and national literature on female entrepreneurship, the Ugandan business environment, small business growth challenges in Uganda, and global best practice strategies for stimulating small business growth was conducted. Primary data were collected using face-to-face and telephonic interviews with semi-structured interview guides. Twelve (three female small business entrepreneurs and nine small business support specialists) participants were selected using purposive, theoretical, and expert sampling methods. The biographical profiles of the participants interviewed during the study were presented as case studies. Firstly, the biographical profiles of the three Ugandan small businesses (supermarket, restaurant and hairdressing salon) and the female entrepreneurs were presented. Secondly, the biographical profiles of the nine small business support institutions (two governmental, two funding, two training, one export promotion) and two business associations, as well as the profile of the small business support specialists were presented. Based on the content analysis of the qualitative interviews with the three female small business entrepreneurs, their current business status revealed that the female entrepreneurs have growth aspirations and aligned their goals towards it, but did not have strategies in place to effect business growth. Further still, based on the empirical results of the female small business participants, eight main challenges were identified as: lack of adequate business support and business skills training; demanding and costly business registration and trading license processes; high business taxation; access to finance; inadequate road infrastructure; family-related issues and cultural taboos. These participants also suggested some solutions to overcome these challenges. The small business support specialist participants either confirmed the challenges that specifically females experience or confirmed that they are perceived and not real challenges, or that it is not female-specific but generic to all small businesses. The study further established what female small business participants regard as possible strategies to the challenges experienced, while the small business support specialist participants could indicate which strategies have already been implemented and also suggest further strategies. It was concluded that although many of the challenges could apply to all small businesses, this study found that cultural taboos and family-related issues are a real challenge for female small business entrepreneurs. As seen in this study, these two main challenges can further influence some of the other challenges. It can influence whether qualifying for access to funding, having extra funding to pay for registration, licensing and tax, what the business is allowed to sell, and even the novelty of a female owing a business, never mind wishing to grow their businesses. Although some challenges such as discrimination against female entrepreneurs regarding access to small business support or funding is perceived, there are real infrastructure challenges such as rural road conditions, access to electricity and ICT. Several strategies are already in place in Uganda to assist all small businesses with business growth, but not necessarily just assisting female small business entrepreneurs. However, many of these strategies are work-in-progress and have not yet had the desired end result. This study made a contribution to knowledge by indicating that government-, skills training-, financial- and export promotion institutions, as well as business associations together with influential community members, can contribute significantly to the implementation of several strategies to promote female small business growth. In addition, the chapter on best practices of global developed – and developing countries provided insight into making well-informed practical recommendations that Uganda can implement to assist small businesses to grow and in particular females small businesses. These global best practice strategies for the growth of SMMEs as applied within the seven selected seven countries were elaborated on in detail with a clear indication of the responsible bodies in Uganda that can affect these strategies. The emphasis was on suggesting strategies that can be practically executed with relative ease in Uganda as a developing country. This study concludes that it remains the responsibility of female small business entrepreneurs to make the effort to grow their small businesses and turn their business visions into reality. They should write a business plan, search for and approach small business support institutions for assistance and engage in an extensive networking drive to grow their customer market and to search for opportunities to grow their business such as private-public sector partnerships or expansion into the international market. Awareness is not just the responsibility of the several small business support institutions in Uganda, but female small business entrepreneurs should actively scrutinise media reports in newspapers, the radio and television to obtain information regarding business support opportunities.
- Full Text:
- Date Issued: 2017
Business ethics in Ugandan small and medium-sized enterprises
- Authors: Mayanja, Jamiah
- Date: 2016
- Subjects: Business ethics -- Uganda , Small business -- Uganda
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: http://hdl.handle.net/10948/8521 , vital:26400
- Description: SMEs have been acknowledged by governments globally as a prime source of economic growth and development. In Africa there has been a noticeable increase in the number of SME establishments. In Uganda, SMEs are the most popular business choice and play a major role in the national economy. Although SMEs significant economic contributions are generally acknowledged, being ethical and successful has become a challenge, as many SMEs in Uganda have not fully adopted and integrated ethics into their business strategies. Understanding the reasons for the increased unethical behaviour in SMEs is central to their continued business success. The primary objective of the study was to investigate the factors that influence ethical business conduct in Ugandan SMEs. From a comprehensive literature review, three main independent variables (staff-, business- and external environment factors) were identified as variables influencing ethical business conduct (dependent variable) of SMEs. A hypothetical model was developed to determine whether the independent variables have an influence on the dependent variable. Twelve hypotheses were formulated to test the relationships between three staff factors, five business factors, four external environment factors and ethical business conduct. The study sought the perceptions of SME owners or managers in the Kampala District and utilised the quantitative research paradigm. A survey was conducted with the aid of a structured self-administered questionnaire distributed by three fieldworkers. A combination of convenience and snowball sampling was utilised. The final sample comprised 384 respondents. The validity of the measuring instrument was ascertained by using exploratory factor analysis. The Cronbach‟s alpha values for reliability were calculated for each of the factors identified during the exploratory factor analysis. A total of ten valid and reliable factors were retained. Pearson product-moment correlation and multiple regression analysis were used to test the correlation and statistical significance of the relationships hypothesised between the various independent and dependent variables. One statistically significant relationship was found between the staff factors (employee attitude) and ethical business conduct. Two statistically significant relationships were found between the business factors (knowledge acquisition and management practices) and ethical business conduct. Three statistically significant relationships were found between the external environment factors (legal requirements, industry norm and media power) and ethical business conduct. External environmental factors seem to have a greater influence on SME ethical business conduct in Uganda. Multivariate Analysis of Variance (MANOVA) was used to identify if significant relationships exist between the eight demographic variables and seven reliable and valid independent variables. Furthermore, post-hoc Scheffé tests identified where the significant differences occurred between the different categories. Cohen‟s d-values were calculated in order to assess the practical significance of the mean scores. A total of twelve practical significant relationships were identified. SME owners or managers should consider employing staff with the right attitude to uphold sound ethical business values. They should implement ethical management practices to promote ethical business conduct amongst employees and ensure that employees are made aware of what is regarded as acceptable ethical business behaviour. SME owners or managers should adhere to legal requirements and industry norms to be known as businesses exhibiting ethical behaviour and utilise media to instil and guide ethical values in employees. Lastly, they must pay attention to the role that demographical variables such as: gender, level of education, current employment status, number of years in business and number of employees, play in behaving ethically in business.
- Full Text:
- Date Issued: 2016
- Authors: Mayanja, Jamiah
- Date: 2016
- Subjects: Business ethics -- Uganda , Small business -- Uganda
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: http://hdl.handle.net/10948/8521 , vital:26400
- Description: SMEs have been acknowledged by governments globally as a prime source of economic growth and development. In Africa there has been a noticeable increase in the number of SME establishments. In Uganda, SMEs are the most popular business choice and play a major role in the national economy. Although SMEs significant economic contributions are generally acknowledged, being ethical and successful has become a challenge, as many SMEs in Uganda have not fully adopted and integrated ethics into their business strategies. Understanding the reasons for the increased unethical behaviour in SMEs is central to their continued business success. The primary objective of the study was to investigate the factors that influence ethical business conduct in Ugandan SMEs. From a comprehensive literature review, three main independent variables (staff-, business- and external environment factors) were identified as variables influencing ethical business conduct (dependent variable) of SMEs. A hypothetical model was developed to determine whether the independent variables have an influence on the dependent variable. Twelve hypotheses were formulated to test the relationships between three staff factors, five business factors, four external environment factors and ethical business conduct. The study sought the perceptions of SME owners or managers in the Kampala District and utilised the quantitative research paradigm. A survey was conducted with the aid of a structured self-administered questionnaire distributed by three fieldworkers. A combination of convenience and snowball sampling was utilised. The final sample comprised 384 respondents. The validity of the measuring instrument was ascertained by using exploratory factor analysis. The Cronbach‟s alpha values for reliability were calculated for each of the factors identified during the exploratory factor analysis. A total of ten valid and reliable factors were retained. Pearson product-moment correlation and multiple regression analysis were used to test the correlation and statistical significance of the relationships hypothesised between the various independent and dependent variables. One statistically significant relationship was found between the staff factors (employee attitude) and ethical business conduct. Two statistically significant relationships were found between the business factors (knowledge acquisition and management practices) and ethical business conduct. Three statistically significant relationships were found between the external environment factors (legal requirements, industry norm and media power) and ethical business conduct. External environmental factors seem to have a greater influence on SME ethical business conduct in Uganda. Multivariate Analysis of Variance (MANOVA) was used to identify if significant relationships exist between the eight demographic variables and seven reliable and valid independent variables. Furthermore, post-hoc Scheffé tests identified where the significant differences occurred between the different categories. Cohen‟s d-values were calculated in order to assess the practical significance of the mean scores. A total of twelve practical significant relationships were identified. SME owners or managers should consider employing staff with the right attitude to uphold sound ethical business values. They should implement ethical management practices to promote ethical business conduct amongst employees and ensure that employees are made aware of what is regarded as acceptable ethical business behaviour. SME owners or managers should adhere to legal requirements and industry norms to be known as businesses exhibiting ethical behaviour and utilise media to instil and guide ethical values in employees. Lastly, they must pay attention to the role that demographical variables such as: gender, level of education, current employment status, number of years in business and number of employees, play in behaving ethically in business.
- Full Text:
- Date Issued: 2016
Business, state and society in the Western Cape from 1960 to 1990
- Authors: Wood, Robert Jameson
- Date: 2014
- Subjects: Industrial policy -- South Africa. , Apartheid -- South Africa -- 1960-1990 , South Africa -- Economic conditions -- 1960-1990 , South Africa -- Economic policy
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: vital:9125 , http://hdl.handle.net/10948/d1018502
- Description: This research examines the relationship between business, the state and society in South Africa -- particularly the Western Cape -- over the period from 1960 to 1990, viewed against the background of economic conditions in this region, South Africa and the world. Utilising a development history approach, it is based on an extensive study of primary and secondary documentation, supplemented by a panel of in-depth interviews and observation. This study finds that the relationship between business and apartheid incorporated both functional and dysfunctional elements, although over time the benefits diminished and the costs multiplied. The latter, Regulation Theory suggests, is true for any institutional order, but it could be argued that, under apartheid, the particularly fragile and contradictory nature of the institutional arrangement made inevitable crises more rapid and more pronounced. On the one hand, apartheid restricted the economic development of the country, as a result of a range of factors from skills shortages to the visible waste of resources on grand ideological projects and security; as suggested by Resource Curse Theory, minerals windfalls tend to encourage irresponsible behaviour by governments. On the other hand, certain businesses prospered, notably the Afrikaner business sector. All business benefited from the overall growth of the 1950s and 1960s, whilst niche players often did quite well even during the 1980s. Further, the South African businessmen, both English- and Afrikaans-speaking, were skilful in adapting to the difficult conditions brought about by apartheid, and in many cases they prospered. As highlighted by Business Systems Theory, embedded social ties and informal relations may help either support or compensate for formal regulatory pressures. Many of these general trends were particularly accentuated in the Western Cape. The fact that business protests against government policies were often more motivated by concerns as to future property rights and of social disorder, rather than human rights, does indeed raise serious moral issues. However, in helping encourage political reform, they may have made a positive contribution. This study is founded on three related strands of thinking within the political economy tradition, Resource Curse Theory, Regulation Theory and Business Systems Theory, with the emerging common ground between these three bodies of thought being highlighted. As suggested by Resource Curse Theory, non-mineral producing regions tend to be particularly adversely affected in mineral rich countries, and there is little doubt that the region bore all the costs of the collapse of the gold price in the 1980s, and lacked the deeper capital base of the now Gauteng region to cushion the shock. Whilst apartheid may, as we have seen, have served conservative sectors of agriculture and mining quite well for many years, it also involved large costs incurred through social engineering experiments and the increasing demands of the security establishment. Resource Curse Theory suggests that national economies become dangerously dependent on the vagaries of commodities markets, and that the process of institutional design and evolution is hampered by assumptions of easy money which may temporary resolve the negative consequences of any institutional shortcomings. The poor price of gold in much of the 1980s brought about a crisis in the system, and, there is little doubt that this contributed to the demise of the order. As suggested by Resource Curse Theory, the experience of the Western Cape, a region of the country poor in minerals, was often one of inefficient and wasteful state intervention, coupled with increasingly poor performance of non-mineral related industries. Indeed, the effects of the recession of the 1980s were most pronounced in non-mineral producing areas of the country, particularly in the Western Cape. Regulation Theory highlights that no set of institutions and practices is ever totally coherent and functional, but at specific times may work to promote both certain types of economic activity and overall growth. It is wrong to suggest that because an order only works for some players at specific times it is simply dysfunctional or does not work properly at all. However, over time, internal contradictions mount and the benefits diminish. A particular feature of the apartheid order was that some of its core benefits at its height were particularly concentrated on some players (segments of Afrikaner commerce and industry, mining and agriculture), whilst the costs were shared across a wider range of players, with a disproportionate burden being borne by the black majority. A further feature was that the costs were often indirect and spread over many years if the benefits were sometimes immediate: this would include the persistent dysfunctionality of much of the South African education system and the criminal ecosystem that was nurtured through sanctions busting. Internal contradictions and spreading dysfunctionality rarely leads to a conscious and coherent period of institutional redesign, but rather an incoherent, experimental and contested process, such as characterized late apartheid reforms, and, indeed, the post February-1990 negotiation process. Finally, again at a theoretical level, as Business Systems Theory highlights, it is important to take account of the formal and informal ties interlinking firms in different sectors in the region, and firms and government, and the extent to which regions within a particular country may follow very distinct developmental trajectories. The benefits and the costs of the system diffused unevenly in the region, giving many players both a stake in the existing order, and an interest in some or other type of reform.
- Full Text:
- Date Issued: 2014
- Authors: Wood, Robert Jameson
- Date: 2014
- Subjects: Industrial policy -- South Africa. , Apartheid -- South Africa -- 1960-1990 , South Africa -- Economic conditions -- 1960-1990 , South Africa -- Economic policy
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: vital:9125 , http://hdl.handle.net/10948/d1018502
- Description: This research examines the relationship between business, the state and society in South Africa -- particularly the Western Cape -- over the period from 1960 to 1990, viewed against the background of economic conditions in this region, South Africa and the world. Utilising a development history approach, it is based on an extensive study of primary and secondary documentation, supplemented by a panel of in-depth interviews and observation. This study finds that the relationship between business and apartheid incorporated both functional and dysfunctional elements, although over time the benefits diminished and the costs multiplied. The latter, Regulation Theory suggests, is true for any institutional order, but it could be argued that, under apartheid, the particularly fragile and contradictory nature of the institutional arrangement made inevitable crises more rapid and more pronounced. On the one hand, apartheid restricted the economic development of the country, as a result of a range of factors from skills shortages to the visible waste of resources on grand ideological projects and security; as suggested by Resource Curse Theory, minerals windfalls tend to encourage irresponsible behaviour by governments. On the other hand, certain businesses prospered, notably the Afrikaner business sector. All business benefited from the overall growth of the 1950s and 1960s, whilst niche players often did quite well even during the 1980s. Further, the South African businessmen, both English- and Afrikaans-speaking, were skilful in adapting to the difficult conditions brought about by apartheid, and in many cases they prospered. As highlighted by Business Systems Theory, embedded social ties and informal relations may help either support or compensate for formal regulatory pressures. Many of these general trends were particularly accentuated in the Western Cape. The fact that business protests against government policies were often more motivated by concerns as to future property rights and of social disorder, rather than human rights, does indeed raise serious moral issues. However, in helping encourage political reform, they may have made a positive contribution. This study is founded on three related strands of thinking within the political economy tradition, Resource Curse Theory, Regulation Theory and Business Systems Theory, with the emerging common ground between these three bodies of thought being highlighted. As suggested by Resource Curse Theory, non-mineral producing regions tend to be particularly adversely affected in mineral rich countries, and there is little doubt that the region bore all the costs of the collapse of the gold price in the 1980s, and lacked the deeper capital base of the now Gauteng region to cushion the shock. Whilst apartheid may, as we have seen, have served conservative sectors of agriculture and mining quite well for many years, it also involved large costs incurred through social engineering experiments and the increasing demands of the security establishment. Resource Curse Theory suggests that national economies become dangerously dependent on the vagaries of commodities markets, and that the process of institutional design and evolution is hampered by assumptions of easy money which may temporary resolve the negative consequences of any institutional shortcomings. The poor price of gold in much of the 1980s brought about a crisis in the system, and, there is little doubt that this contributed to the demise of the order. As suggested by Resource Curse Theory, the experience of the Western Cape, a region of the country poor in minerals, was often one of inefficient and wasteful state intervention, coupled with increasingly poor performance of non-mineral related industries. Indeed, the effects of the recession of the 1980s were most pronounced in non-mineral producing areas of the country, particularly in the Western Cape. Regulation Theory highlights that no set of institutions and practices is ever totally coherent and functional, but at specific times may work to promote both certain types of economic activity and overall growth. It is wrong to suggest that because an order only works for some players at specific times it is simply dysfunctional or does not work properly at all. However, over time, internal contradictions mount and the benefits diminish. A particular feature of the apartheid order was that some of its core benefits at its height were particularly concentrated on some players (segments of Afrikaner commerce and industry, mining and agriculture), whilst the costs were shared across a wider range of players, with a disproportionate burden being borne by the black majority. A further feature was that the costs were often indirect and spread over many years if the benefits were sometimes immediate: this would include the persistent dysfunctionality of much of the South African education system and the criminal ecosystem that was nurtured through sanctions busting. Internal contradictions and spreading dysfunctionality rarely leads to a conscious and coherent period of institutional redesign, but rather an incoherent, experimental and contested process, such as characterized late apartheid reforms, and, indeed, the post February-1990 negotiation process. Finally, again at a theoretical level, as Business Systems Theory highlights, it is important to take account of the formal and informal ties interlinking firms in different sectors in the region, and firms and government, and the extent to which regions within a particular country may follow very distinct developmental trajectories. The benefits and the costs of the system diffused unevenly in the region, giving many players both a stake in the existing order, and an interest in some or other type of reform.
- Full Text:
- Date Issued: 2014
Causes of staff turnover in selected departments: province of the Eastern Cape
- Authors: Khelekethe, Eric Phathisile
- Date: 2016
- Subjects: Labor turnover -- South Africa -- Eastern Cape , Employee retention -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: http://hdl.handle.net/10948/8836 , vital:26434
- Description: This research focused on the impact of staff turnover in selected departments of the Province of the Eastern Cape Province. High staff turnover rate may jeopardise efforts to attain organisational objectives. In addition, `when an organisation loses a critical employee, there is a negative impact, on innovation; consistency in providing service to guests may be jeopardised, and major delays in the delivery of services to customers may occur. The research design used in this study contained elements of both the quantitative and qualitative approaches, which allowed the researcher to use structured questionnaires in data collection, on which space was provided for comments. This study was influenced and shaped by the concerns raised by a number of General Managers in the course of various provincial meetings. The main purpose of this research was to identify retention strategies that could be used by selected departments to reduce the turnover of their talented staff. The research also investigated methods to retain knowledge within departments that could possibly be lost due to a high turnover rate among talented staff. The first step used to resolve the issues discussed above was to conduct a full literature study. The literature study sought to reveal what characteristics were required in the departments that ensured that staff would be happy in those departments and remain there for a long time. The literature study also covered what knowledge management methods could be used in managing valuable knowledge. Secondly, the views of current staff and management of the selected departments on staff and knowledge management strategies were solicited in an empirical study, which involved the completion of structured questionnaires. It is the researcher’s aim that this study will, firstly, contribute to the existing body of knowledge of staff turnover and that the Provincial Departments will take into cognisance the problems that lead to employee turnover. Secondly, that it will contribute to an improvement in employee working conditions in various Provincial Government departments.
- Full Text:
- Date Issued: 2016
- Authors: Khelekethe, Eric Phathisile
- Date: 2016
- Subjects: Labor turnover -- South Africa -- Eastern Cape , Employee retention -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: http://hdl.handle.net/10948/8836 , vital:26434
- Description: This research focused on the impact of staff turnover in selected departments of the Province of the Eastern Cape Province. High staff turnover rate may jeopardise efforts to attain organisational objectives. In addition, `when an organisation loses a critical employee, there is a negative impact, on innovation; consistency in providing service to guests may be jeopardised, and major delays in the delivery of services to customers may occur. The research design used in this study contained elements of both the quantitative and qualitative approaches, which allowed the researcher to use structured questionnaires in data collection, on which space was provided for comments. This study was influenced and shaped by the concerns raised by a number of General Managers in the course of various provincial meetings. The main purpose of this research was to identify retention strategies that could be used by selected departments to reduce the turnover of their talented staff. The research also investigated methods to retain knowledge within departments that could possibly be lost due to a high turnover rate among talented staff. The first step used to resolve the issues discussed above was to conduct a full literature study. The literature study sought to reveal what characteristics were required in the departments that ensured that staff would be happy in those departments and remain there for a long time. The literature study also covered what knowledge management methods could be used in managing valuable knowledge. Secondly, the views of current staff and management of the selected departments on staff and knowledge management strategies were solicited in an empirical study, which involved the completion of structured questionnaires. It is the researcher’s aim that this study will, firstly, contribute to the existing body of knowledge of staff turnover and that the Provincial Departments will take into cognisance the problems that lead to employee turnover. Secondly, that it will contribute to an improvement in employee working conditions in various Provincial Government departments.
- Full Text:
- Date Issued: 2016
Chinese tourists' intentions to visit South Africa: an extended model of the theory of planned behaviour
- Authors: Han, Xiliang
- Date: 2014
- Subjects: Market segmentation , Tourists -- Attitudes , Sustainable tourism -- South Africa
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: vital:9325 , http://hdl.handle.net/10948/d1020945
- Description: The South African National Department of Tourism has recently initiated the National Tourism Sector Strategy aimed at developing a sustainable tourism economy, and making the country a Top 20 global tourism destination by 2020.China is one of South Africa’s major non-African sources of tourist arrivals. To ensure a growing share of this booming market, South African tourism scholars and practitioners have to pay close attention to the behaviour of Chinese outbound tourists, particularly their destination choice behaviour. The Theory of Planned Behaviour (TPB)– an extension of the Theory of Reasoned Action (TRA)– can serve as a basis for researching destination choice. According to the TPB literature, intention is the most immediate and important determinant of behaviour. Three direct predictors of intention, namely, attitude, subjective norms, and perceived control, are functions of latent behavioural, normative, and control beliefs, respectively. The TPB is parsimonious but open to the inclusion of additional predictors if there is evidence that these predictors may explain a significant proportion of the variance in intention and behaviour after the basic predictors (attitude, subjective norms, and perceived control) have been accounted for. The current research successfully extended the TPB model for predicting potential Chinese tourists’ intentions to visit South Africa by adding two additional variables: travel motivation and travel constraints. The push-pull motivation framework discussed in the study postulates that people travel because they are pushed by internal forces (inner needs) and pulled by external forces (destination attributes). Typical barriers to travel include intrapersonal, interpersonal, and structural constraints. The new model makes an important contribution to the literature on destination choice, and provides South Africa’s destination marketers with suggestions for attracting and serving Chinese tourists. In addition, the research shows that both travel motivation and travel constraints can be used as bases for segmenting the outbound Chinese tourist market interested in visiting South Africa. A survey approach and a structured questionnaire distributed electronically to the online panel members of a Chinese market research company were instrumental in collecting the empirical data for the study. The questionnaire was originally written in English and translated into Chinese (Mandarin) via a blind translation-back-translation method. Attitude, subjective norms, perceived control, and visit intention were all operationalised as unidimensional and used scales adapted from previous studies. New scales were developed for travel motivation and travel constraints– both operationalised as multidimensional. Quota sampling, used to identify respondents aged 18 or older and living in Beijing, Shanghai, and Guangzhou, resulted in 630 usable questionnaires obtained from 1,510 sent invitation e-mails, yielding a response rate of 41.7%. The raw data collected were prepared through the sequential steps of editing, coding, and filing, and then analysed using both descriptive and inferential statistics. Descriptive analysis suggested that broadening personal horizons, viewing the natural scenery, and seeing something different were the top motives for visiting South Africa, while language, fear of crime, and lack of travel companions were the top barriers to visiting South Africa. According to the factor analysis, travel motivation had three underlying dimensions – learning, escape, and aesthetics and appreciation, while operational, risk and fear, and social barriers were three underlying dimensions of travel constraints. Regression analysis showed that the proposed extended TPB model had higher predictive power for visit intention than both TRA and TPB models; the basic predictors – attitude, subjective norms, and perceived control – all had a significant impact on visit intention; and in terms of the additional predictors, learning, operational constraints, and social constraints had a significant impact on visit intention. The analysis of variance indicated that travel frequency and age were the most profound background factors with an influence on the extended TPB model. Finally, cluster analysis resulted in two market segments with distinct profiles, that is, High-Motivation/ Low-Constraint (HMLC) tourists and Low-Motivation/High-Constraint (LMHC) tourists. Based on the theoretical and empirical findings of the current research, it is recommended that destination marketers in South Africa: advertise specific benefits of touring South Africa, namely, increasing knowledge, relieving stress, and enjoying high environmental quality, to advance Chinese residents’ perceptions of the country; develop tourism experiences that can be taken in a week or shorter to cater for the unique annual leave and public holiday policy in China; launch a media relations campaign in China to ensure that the facts about South Africa are communicated without distortion; collaborate with other destination stakeholders such as government and businesses, to actively attract and retain Chinese tourists for example by educating the public about Chinese culture and training employees to improve the quality of service; target the HMLC tourists via the Internet (particularly the social media) and by developing holiday packages that include activities related to cultural tourism, rest and relaxation, and nature-based tourism; and target the LMHC tourists by cooperating with local travel agencies and by developing holiday packages that highlight the diversity of tourism activities and offer value-added products/services.
- Full Text:
- Date Issued: 2014
- Authors: Han, Xiliang
- Date: 2014
- Subjects: Market segmentation , Tourists -- Attitudes , Sustainable tourism -- South Africa
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: vital:9325 , http://hdl.handle.net/10948/d1020945
- Description: The South African National Department of Tourism has recently initiated the National Tourism Sector Strategy aimed at developing a sustainable tourism economy, and making the country a Top 20 global tourism destination by 2020.China is one of South Africa’s major non-African sources of tourist arrivals. To ensure a growing share of this booming market, South African tourism scholars and practitioners have to pay close attention to the behaviour of Chinese outbound tourists, particularly their destination choice behaviour. The Theory of Planned Behaviour (TPB)– an extension of the Theory of Reasoned Action (TRA)– can serve as a basis for researching destination choice. According to the TPB literature, intention is the most immediate and important determinant of behaviour. Three direct predictors of intention, namely, attitude, subjective norms, and perceived control, are functions of latent behavioural, normative, and control beliefs, respectively. The TPB is parsimonious but open to the inclusion of additional predictors if there is evidence that these predictors may explain a significant proportion of the variance in intention and behaviour after the basic predictors (attitude, subjective norms, and perceived control) have been accounted for. The current research successfully extended the TPB model for predicting potential Chinese tourists’ intentions to visit South Africa by adding two additional variables: travel motivation and travel constraints. The push-pull motivation framework discussed in the study postulates that people travel because they are pushed by internal forces (inner needs) and pulled by external forces (destination attributes). Typical barriers to travel include intrapersonal, interpersonal, and structural constraints. The new model makes an important contribution to the literature on destination choice, and provides South Africa’s destination marketers with suggestions for attracting and serving Chinese tourists. In addition, the research shows that both travel motivation and travel constraints can be used as bases for segmenting the outbound Chinese tourist market interested in visiting South Africa. A survey approach and a structured questionnaire distributed electronically to the online panel members of a Chinese market research company were instrumental in collecting the empirical data for the study. The questionnaire was originally written in English and translated into Chinese (Mandarin) via a blind translation-back-translation method. Attitude, subjective norms, perceived control, and visit intention were all operationalised as unidimensional and used scales adapted from previous studies. New scales were developed for travel motivation and travel constraints– both operationalised as multidimensional. Quota sampling, used to identify respondents aged 18 or older and living in Beijing, Shanghai, and Guangzhou, resulted in 630 usable questionnaires obtained from 1,510 sent invitation e-mails, yielding a response rate of 41.7%. The raw data collected were prepared through the sequential steps of editing, coding, and filing, and then analysed using both descriptive and inferential statistics. Descriptive analysis suggested that broadening personal horizons, viewing the natural scenery, and seeing something different were the top motives for visiting South Africa, while language, fear of crime, and lack of travel companions were the top barriers to visiting South Africa. According to the factor analysis, travel motivation had three underlying dimensions – learning, escape, and aesthetics and appreciation, while operational, risk and fear, and social barriers were three underlying dimensions of travel constraints. Regression analysis showed that the proposed extended TPB model had higher predictive power for visit intention than both TRA and TPB models; the basic predictors – attitude, subjective norms, and perceived control – all had a significant impact on visit intention; and in terms of the additional predictors, learning, operational constraints, and social constraints had a significant impact on visit intention. The analysis of variance indicated that travel frequency and age were the most profound background factors with an influence on the extended TPB model. Finally, cluster analysis resulted in two market segments with distinct profiles, that is, High-Motivation/ Low-Constraint (HMLC) tourists and Low-Motivation/High-Constraint (LMHC) tourists. Based on the theoretical and empirical findings of the current research, it is recommended that destination marketers in South Africa: advertise specific benefits of touring South Africa, namely, increasing knowledge, relieving stress, and enjoying high environmental quality, to advance Chinese residents’ perceptions of the country; develop tourism experiences that can be taken in a week or shorter to cater for the unique annual leave and public holiday policy in China; launch a media relations campaign in China to ensure that the facts about South Africa are communicated without distortion; collaborate with other destination stakeholders such as government and businesses, to actively attract and retain Chinese tourists for example by educating the public about Chinese culture and training employees to improve the quality of service; target the HMLC tourists via the Internet (particularly the social media) and by developing holiday packages that include activities related to cultural tourism, rest and relaxation, and nature-based tourism; and target the LMHC tourists by cooperating with local travel agencies and by developing holiday packages that highlight the diversity of tourism activities and offer value-added products/services.
- Full Text:
- Date Issued: 2014