A critical evaluation of the preferential procurement strategy and enterprise development strategy of a major motor manufacturer in the Eastern Cape
- Authors: Makapela, Nobuntu Unathi B
- Date: 2005
- Subjects: DaimlerChrysler Employee empowerment -- South Africa -- Eastern Cape Black people -- South Africa -- Economic conditions Business enterprises, Black -- South Africa -- Eastern Cape Economic development -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:808 , http://hdl.handle.net/10962/d1007274
- Description: This research is born out of recognition of the challenges Black Economic Empowerment (BEE) in the private sector faces in South Africa, with preferential procurement being one of the components of South Africa's Broad Based Black Economic Empowerment Strategy. Over the past years, South Africa has witnessed the birth of a new economy, one that allows for investment in its people, makes provision for sustainable growth through skills transfer and development, and ensures economic empowerment. The focus of this research is the Preferential Procurement strategy implemented at DaimlerChrysler South Africa (DCSA) as part of its overall Black Economic Empowerment strategy, the perceptions and expectations of how the current BEE preferential procurement strategy should work versus the perceived performance of how it is working. An official definition of Black Economic Empowerment is presented in the study, followed by barriers to growth of BEE suppliers. The aim of defining Black Economic Empowerment is to provide a good reference point against which an organization like DaimlerChrysler can assess the implementation of its preferential procurement programmes. Having discussed the above, there will be a reflection on government scorecard and a brief discussion of the two charters namely, mining and financial services charter. The study also presents the following requirements for a successful BEE corporate strategy: Strategic intent; External Balanced Scorecard; Financial Assistance; Skills development; Communication. A research methodology for conducting this study and data analysis is presented, followed by limitations of the study and recommendations for further research. It is expected that the knowledge gained from this study will help to I. Demonstrate the need to change perceptions and behaviour regarding Black Economic Empowerment. 2. Assist procurement officials to include BEE objectives into their procurement strategy. 3. Identify policy implications and assist in improving DCSA's Black Economic Empowerment Procurement strategy.
- Full Text:
- Date Issued: 2005
- Authors: Makapela, Nobuntu Unathi B
- Date: 2005
- Subjects: DaimlerChrysler Employee empowerment -- South Africa -- Eastern Cape Black people -- South Africa -- Economic conditions Business enterprises, Black -- South Africa -- Eastern Cape Economic development -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:808 , http://hdl.handle.net/10962/d1007274
- Description: This research is born out of recognition of the challenges Black Economic Empowerment (BEE) in the private sector faces in South Africa, with preferential procurement being one of the components of South Africa's Broad Based Black Economic Empowerment Strategy. Over the past years, South Africa has witnessed the birth of a new economy, one that allows for investment in its people, makes provision for sustainable growth through skills transfer and development, and ensures economic empowerment. The focus of this research is the Preferential Procurement strategy implemented at DaimlerChrysler South Africa (DCSA) as part of its overall Black Economic Empowerment strategy, the perceptions and expectations of how the current BEE preferential procurement strategy should work versus the perceived performance of how it is working. An official definition of Black Economic Empowerment is presented in the study, followed by barriers to growth of BEE suppliers. The aim of defining Black Economic Empowerment is to provide a good reference point against which an organization like DaimlerChrysler can assess the implementation of its preferential procurement programmes. Having discussed the above, there will be a reflection on government scorecard and a brief discussion of the two charters namely, mining and financial services charter. The study also presents the following requirements for a successful BEE corporate strategy: Strategic intent; External Balanced Scorecard; Financial Assistance; Skills development; Communication. A research methodology for conducting this study and data analysis is presented, followed by limitations of the study and recommendations for further research. It is expected that the knowledge gained from this study will help to I. Demonstrate the need to change perceptions and behaviour regarding Black Economic Empowerment. 2. Assist procurement officials to include BEE objectives into their procurement strategy. 3. Identify policy implications and assist in improving DCSA's Black Economic Empowerment Procurement strategy.
- Full Text:
- Date Issued: 2005
An exploration of the role of uniforms in contributing to the embedding and transmitting of organizational culture
- Authors: Gibson-Tessendorf, Cornel
- Date: 2005
- Subjects: Organizational behavior Corporate culture Clothing and dress -- Social aspects Employees -- Uniform Uniforms
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:1170 , http://hdl.handle.net/10962/d1002786
- Description: Many companies today are using some form of uniforms for employees. This research is an exploration of the role of uniforms in contributing to the embedding and transmitting of organizational culture. Culture is the experiences and common learning of the organization that results in shared values and beliefs. According to Schein (1985: 14) culture has three levels, namely: artifacts, values, and basic underlying assumptions. The first level of the culture consists of the physical constructs of the organization, and therefore includes the uniforms, which is the focus of this study. Schein (1985: 223) further proposes that culture can be embedded and transmitted through various mechanisms. The research was conducted in the constructivist paradigm, at a tertiary institution of higher learning in Eastern Cape, South Africa. To ensure triangulation, three sources of data were used, namely: documentation; observation; and both individual and focus group interviews. The researcher argues that uniforms played a role in the embedding of the sample organization’s three levels of culture, which were expressed in terms of Hofstede’s (1991: 07) culture dimensions. Firstly, the use of the different uniforms by different groups, as well as the ranking indicated by the uniforms, played a role in embedding the high power distance culture. Secondly, the symbolism of security portrayed by the uniform played a role in embedding the high uncertainty avoidance culture. Thirdly, it was found that the uniform created unity amongst groups, resulting in greater expression of collectivism. Fourthly, the use of sensible and practical uniforms plays a role in embedding the feminine culture where competitiveness is avoided and relationships are nurtured. Lastly, the uniform plays a possible role in transforming the culture from short-term to a long-term orientation that focuses on the future.
- Full Text:
- Date Issued: 2005
- Authors: Gibson-Tessendorf, Cornel
- Date: 2005
- Subjects: Organizational behavior Corporate culture Clothing and dress -- Social aspects Employees -- Uniform Uniforms
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:1170 , http://hdl.handle.net/10962/d1002786
- Description: Many companies today are using some form of uniforms for employees. This research is an exploration of the role of uniforms in contributing to the embedding and transmitting of organizational culture. Culture is the experiences and common learning of the organization that results in shared values and beliefs. According to Schein (1985: 14) culture has three levels, namely: artifacts, values, and basic underlying assumptions. The first level of the culture consists of the physical constructs of the organization, and therefore includes the uniforms, which is the focus of this study. Schein (1985: 223) further proposes that culture can be embedded and transmitted through various mechanisms. The research was conducted in the constructivist paradigm, at a tertiary institution of higher learning in Eastern Cape, South Africa. To ensure triangulation, three sources of data were used, namely: documentation; observation; and both individual and focus group interviews. The researcher argues that uniforms played a role in the embedding of the sample organization’s three levels of culture, which were expressed in terms of Hofstede’s (1991: 07) culture dimensions. Firstly, the use of the different uniforms by different groups, as well as the ranking indicated by the uniforms, played a role in embedding the high power distance culture. Secondly, the symbolism of security portrayed by the uniform played a role in embedding the high uncertainty avoidance culture. Thirdly, it was found that the uniform created unity amongst groups, resulting in greater expression of collectivism. Fourthly, the use of sensible and practical uniforms plays a role in embedding the feminine culture where competitiveness is avoided and relationships are nurtured. Lastly, the uniform plays a possible role in transforming the culture from short-term to a long-term orientation that focuses on the future.
- Full Text:
- Date Issued: 2005
The development of independent contractors within the Working for Water Programme over a twenty-four month period : a programme evaluation : Western region, Eastern Cape
- Authors: Knipe, Andrew
- Date: 2005
- Subjects: Working for Water Programme Contractors -- South Africa Construction contracts -- South Africa Business enterprises, Black -- South Africa Employee empowerment -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:799 , http://hdl.handle.net/10962/d1004916
- Description: This research is concerned with the development of independent contractors within the Working for Water Programme over a twenty-four month period. The meaningful participation of previously disadvantaged South Africans fall within the ambit of black economic empowerment. The Government Gazette (1997: No. 1820) defines black economic empowerment as a deliberate programme to achieve the meaningful participation of disadvantaged South Africans in the mainstream economy as managers, owners of capital and employees. The purpose of this research was to evaluate the contractors within the Western Region of the Eastern Cape, in order to assess how they have developed as independent contractors within the developmental framework provided by the Working for Water Programme. This developmental framework takes place over a 462-day period or roughly 24 months. The evaluation aimed to determine whether the two-year development period sufficiently prepared contractors for competition in the open market and if contractors had acquired the necessary skills to run a successful business. A formative programme evaluation was used as a tool of analysis to identify areas of weakness and establish priorities for improvement. A qualitative research approach was followed, guided by an adapted version of the Context, Input, Process and Product approach to evaluation (Parlett and Hamilton cited in Calder, 1995, p.25). Using structured interviews comprising of closed and open ended questions, data was gathered from thirty contractors, five managers and one Senior Executive Officer within the Western Region of the Eastern Cape. An interview was also conducted with the Regional Programme leader of the Eastern Cape. Further data collection techniques included documentary research. Data was analysed using qualitative data analysis techniques described by Thorne (1997, p.118), as relying on inductive reasoning to interpret and structure the meanings that can be derived from the data. Passages of interest were marked so that the data could be reduced to a manageable size as described by Seidman (1991, p.91-1 01) and various categories were developed that had commonalties and thematic connections. The Working for Water Programme aims to exit contractors successfully after a twenty-four month developmental period. The Working for Water Programme has formalised its development framework through a training matrix in which the required training at contractor level is outlined. The finding of the research is that the current contractor development programme do not adequately prepare contractors for independence and entrepreneurship in a competitive market. There is no co-ordinated development of predetermined skills. Contractors are not able to articulate what their plans are after exit from the WFW Programme. No concrete evidence of actively pursuing alternative contract opportunities was evident from contractors who were about to exit the Programme and there is no person to champion the cause of meaningful post exit opportunities. The main recommendations from this research are that contractors be selected via an application system rather that appointment through steering committees. Selected contractors must be medically fit and at least have a matriculation certificate. Contractors should be assessed on a 6-monthly basis and contractors not achieving a minimum competency level must be removed from the programme. Managers should also have basic competency levels in order to facilitate skill transfer through a mentorship process. The charge out rate of equipment should be revised every six months. The charge out rates should also be increased significantly to cater for the harsh conditions under which contractors are operational. A "champion" needs to be appointed which will actively seek exit opportunities for trained contractors. This person will also seek to develop functional partnerships with various private and government institutions to create opportunities for exited contractors.
- Full Text:
- Date Issued: 2005
- Authors: Knipe, Andrew
- Date: 2005
- Subjects: Working for Water Programme Contractors -- South Africa Construction contracts -- South Africa Business enterprises, Black -- South Africa Employee empowerment -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:799 , http://hdl.handle.net/10962/d1004916
- Description: This research is concerned with the development of independent contractors within the Working for Water Programme over a twenty-four month period. The meaningful participation of previously disadvantaged South Africans fall within the ambit of black economic empowerment. The Government Gazette (1997: No. 1820) defines black economic empowerment as a deliberate programme to achieve the meaningful participation of disadvantaged South Africans in the mainstream economy as managers, owners of capital and employees. The purpose of this research was to evaluate the contractors within the Western Region of the Eastern Cape, in order to assess how they have developed as independent contractors within the developmental framework provided by the Working for Water Programme. This developmental framework takes place over a 462-day period or roughly 24 months. The evaluation aimed to determine whether the two-year development period sufficiently prepared contractors for competition in the open market and if contractors had acquired the necessary skills to run a successful business. A formative programme evaluation was used as a tool of analysis to identify areas of weakness and establish priorities for improvement. A qualitative research approach was followed, guided by an adapted version of the Context, Input, Process and Product approach to evaluation (Parlett and Hamilton cited in Calder, 1995, p.25). Using structured interviews comprising of closed and open ended questions, data was gathered from thirty contractors, five managers and one Senior Executive Officer within the Western Region of the Eastern Cape. An interview was also conducted with the Regional Programme leader of the Eastern Cape. Further data collection techniques included documentary research. Data was analysed using qualitative data analysis techniques described by Thorne (1997, p.118), as relying on inductive reasoning to interpret and structure the meanings that can be derived from the data. Passages of interest were marked so that the data could be reduced to a manageable size as described by Seidman (1991, p.91-1 01) and various categories were developed that had commonalties and thematic connections. The Working for Water Programme aims to exit contractors successfully after a twenty-four month developmental period. The Working for Water Programme has formalised its development framework through a training matrix in which the required training at contractor level is outlined. The finding of the research is that the current contractor development programme do not adequately prepare contractors for independence and entrepreneurship in a competitive market. There is no co-ordinated development of predetermined skills. Contractors are not able to articulate what their plans are after exit from the WFW Programme. No concrete evidence of actively pursuing alternative contract opportunities was evident from contractors who were about to exit the Programme and there is no person to champion the cause of meaningful post exit opportunities. The main recommendations from this research are that contractors be selected via an application system rather that appointment through steering committees. Selected contractors must be medically fit and at least have a matriculation certificate. Contractors should be assessed on a 6-monthly basis and contractors not achieving a minimum competency level must be removed from the programme. Managers should also have basic competency levels in order to facilitate skill transfer through a mentorship process. The charge out rate of equipment should be revised every six months. The charge out rates should also be increased significantly to cater for the harsh conditions under which contractors are operational. A "champion" needs to be appointed which will actively seek exit opportunities for trained contractors. This person will also seek to develop functional partnerships with various private and government institutions to create opportunities for exited contractors.
- Full Text:
- Date Issued: 2005
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