Where leaders learn: constructions of leadership and leadership development at Rhodes University
- Authors: Andrews, Rushda Ruth
- Date: 2011
- Subjects: Leadership -- Education (Higher) -- South Africa -- Grahamstown Leadership -- Research -- South Africa -- Grahamstown Development leadership -- Education (Higher) -- South Africa -- Grahamstown Rhodes University -- Management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:782 , http://hdl.handle.net/10962/d1003903
- Description: This thesis explores the Where Leaders Learn slogan of Rhodes University. It does this by means of an analysis of discourses constructing leadership and leadership development within the institutional context. The discourse analysis was made possible as a result of interviews with a range of people involved in leadership and leadership development at the University. The analysis revealed that leadership development is constructed as taking place within a highly structured system that enables instructional and managerial leadership but constrains transformational leadership. The discourses that give meaning and understanding to the construct of leadership draw heavily on position within a hierarchy. The discourse of functional efficiency is enabled through practices related to reward, recognition, succession planning and mentorship which all serve to replicate the existing leadership structures creating more of the same and in essence stifling the potential for emancipatory leadership. The analysis also shows that a discourse of collegiality serves to create a false sense of a common understanding of leadership in the light of evidence of uncertainty and contestation around the meaning of the slogan Where Leaders Learn and, by association, the very construct of leadership. The discursive process of understanding leadership and developing an institutional theory for the purposes of infusing this into a curriculum poses many challenges. Barriers to new ways of thinking reside within the researchers' ontological and epistemological commitments. This amplifies the need for a more reflective ontology towards leadership and its consequences, especially so in a multidisciplinary environment such as Rhodes University.
- Full Text:
- Date Issued: 2011
- Authors: Andrews, Rushda Ruth
- Date: 2011
- Subjects: Leadership -- Education (Higher) -- South Africa -- Grahamstown Leadership -- Research -- South Africa -- Grahamstown Development leadership -- Education (Higher) -- South Africa -- Grahamstown Rhodes University -- Management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:782 , http://hdl.handle.net/10962/d1003903
- Description: This thesis explores the Where Leaders Learn slogan of Rhodes University. It does this by means of an analysis of discourses constructing leadership and leadership development within the institutional context. The discourse analysis was made possible as a result of interviews with a range of people involved in leadership and leadership development at the University. The analysis revealed that leadership development is constructed as taking place within a highly structured system that enables instructional and managerial leadership but constrains transformational leadership. The discourses that give meaning and understanding to the construct of leadership draw heavily on position within a hierarchy. The discourse of functional efficiency is enabled through practices related to reward, recognition, succession planning and mentorship which all serve to replicate the existing leadership structures creating more of the same and in essence stifling the potential for emancipatory leadership. The analysis also shows that a discourse of collegiality serves to create a false sense of a common understanding of leadership in the light of evidence of uncertainty and contestation around the meaning of the slogan Where Leaders Learn and, by association, the very construct of leadership. The discursive process of understanding leadership and developing an institutional theory for the purposes of infusing this into a curriculum poses many challenges. Barriers to new ways of thinking reside within the researchers' ontological and epistemological commitments. This amplifies the need for a more reflective ontology towards leadership and its consequences, especially so in a multidisciplinary environment such as Rhodes University.
- Full Text:
- Date Issued: 2011
Water conservation and water demand management in Buffalo City Metropolitan Municipality
- Authors: Mlomzale, Kwanele
- Date: 2021-04
- Subjects: Water conservation -- South Africa -- Buffalo City , Water demand management -- South Africa -- Buffalo City , Municipal services -- South Africa -- Buffalo City , Municipal services -- Law and legislation -- South Africa -- Buffalo City , Water-supply -- Management
- Language: English
- Type: thesis , text , Masters , MBA
- Identifier: http://hdl.handle.net/10962/177159 , vital:42795
- Description: Water is one of the scarce and constrained natural resource globally, and a necessity to every living creature, organism and the natural environment – it is the existence of life. Water, as an irreplaceable natural resource, plays a vital role in every country's development and prosperity, integrating socio-economic needs of both the present and future generation. Therefore, sustainable strategies and approaches or concepts are significant in ensuring that such a unique resource is preserved and conserved sustainably. Municipal environment or local government sphere creates a pivotal role in governing the use of water, through the provision of legislation, regulations and establishment of water conservation and water demand management strategies and plans. However, it has been established that there is a lack of integrated water resource management approach and planning in municipalities, creating concerns with regards to controlling the overutilisation of water and protection of water sources in general. The aim and goals of the study are to review Buffalo City Metropolitan Municipality's (BCMM) water conservation and water demand management (BCMM WC/WDM) development and implementation by, assessing the existing strategy related to water conservation and water demand management; constraints and opportunity identification; and provision of recommendations in improving the practices in the municipality. The study presents core theories and empirical studies relevant to the water conservation and water demand management, and also deals with theoretical framework found under the Natural Resource-Based View and its application to water conservation and water demand management concepts. A qualitative research design approach was used for the research, which is underpinned by a post-positivism paradigm. In terms of data collection, two methods were used in the study: (i) document study and secondary analysis; and (ii) semi-structured interviews with BCMM relevant officials. The study identified gaps and inconsistencies in the development and implementation of BCMM WC/WDM strategy, although the municipality has taken some step towards its implementation. However, the strives taken by BCMM in implementing water conservation and water demand management initiatives are acknowledged. The study provides recommendations related to the findings identified upon the data collection and fieldwork. The recommendation proposed by the study includes proper communicating the BCMM WC/WDM strategy to all relevant stakeholders, focus on reducing the non-revenue water, implementation of various project related to pressure management, encourage culture of using water efficiently through educational and community awareness campaigns, capacitation of BCMM including seeking financial support, continuous review of the strategy and exploring other water supply sources to relax the already constrained existing water sources. The limitations of the study compared to the broader scope of water conservation and water demand management aspects are highlighted and acknowledged. Thus, in the conclusion of this study, further future studies are suggested to explore other related aspects of water conservation and water demand management in BCMM. , Thesis (MBA) -- Faculty of Commerce, Rhodes Business School, 2021
- Full Text:
- Date Issued: 2021-04
- Authors: Mlomzale, Kwanele
- Date: 2021-04
- Subjects: Water conservation -- South Africa -- Buffalo City , Water demand management -- South Africa -- Buffalo City , Municipal services -- South Africa -- Buffalo City , Municipal services -- Law and legislation -- South Africa -- Buffalo City , Water-supply -- Management
- Language: English
- Type: thesis , text , Masters , MBA
- Identifier: http://hdl.handle.net/10962/177159 , vital:42795
- Description: Water is one of the scarce and constrained natural resource globally, and a necessity to every living creature, organism and the natural environment – it is the existence of life. Water, as an irreplaceable natural resource, plays a vital role in every country's development and prosperity, integrating socio-economic needs of both the present and future generation. Therefore, sustainable strategies and approaches or concepts are significant in ensuring that such a unique resource is preserved and conserved sustainably. Municipal environment or local government sphere creates a pivotal role in governing the use of water, through the provision of legislation, regulations and establishment of water conservation and water demand management strategies and plans. However, it has been established that there is a lack of integrated water resource management approach and planning in municipalities, creating concerns with regards to controlling the overutilisation of water and protection of water sources in general. The aim and goals of the study are to review Buffalo City Metropolitan Municipality's (BCMM) water conservation and water demand management (BCMM WC/WDM) development and implementation by, assessing the existing strategy related to water conservation and water demand management; constraints and opportunity identification; and provision of recommendations in improving the practices in the municipality. The study presents core theories and empirical studies relevant to the water conservation and water demand management, and also deals with theoretical framework found under the Natural Resource-Based View and its application to water conservation and water demand management concepts. A qualitative research design approach was used for the research, which is underpinned by a post-positivism paradigm. In terms of data collection, two methods were used in the study: (i) document study and secondary analysis; and (ii) semi-structured interviews with BCMM relevant officials. The study identified gaps and inconsistencies in the development and implementation of BCMM WC/WDM strategy, although the municipality has taken some step towards its implementation. However, the strives taken by BCMM in implementing water conservation and water demand management initiatives are acknowledged. The study provides recommendations related to the findings identified upon the data collection and fieldwork. The recommendation proposed by the study includes proper communicating the BCMM WC/WDM strategy to all relevant stakeholders, focus on reducing the non-revenue water, implementation of various project related to pressure management, encourage culture of using water efficiently through educational and community awareness campaigns, capacitation of BCMM including seeking financial support, continuous review of the strategy and exploring other water supply sources to relax the already constrained existing water sources. The limitations of the study compared to the broader scope of water conservation and water demand management aspects are highlighted and acknowledged. Thus, in the conclusion of this study, further future studies are suggested to explore other related aspects of water conservation and water demand management in BCMM. , Thesis (MBA) -- Faculty of Commerce, Rhodes Business School, 2021
- Full Text:
- Date Issued: 2021-04
Waste management in the pharmaceutical industry : an evaluation report of Dr Reddy's Laboratories
- Authors: Letsitsi, Ezekiel Tebogo
- Date: 2013
- Subjects: Pharmaceutical industry -- Waste disposal -- Case studies Hazardous wastes -- Management -- South Africa Hazardous wastes -- Management -- Law and legislation -- South Africa , Dr Reddy's Laboratories
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:718 , http://hdl.handle.net/10962/d1001872
- Description: The pharmaceutical industry must worry about managing pharmaceutical waste as it poses a health risk to human beings and its presence in the environment can also contribute to loss of biodiversity. Ngwuluka, Ochekpe, and Odumosu (2011: 11259) state that “Pharmaceuticals, though used to treat and manage diseases, are poisons, which justify the growing concerns about their presence in the environment.” Various forms of pharmaceutical waste exist, Ngwuluka et al. (2011) identified the following forms of pharmaceutical waste: Expired dosage forms, non-reworkable formulations, spilled pharmaceuticals, rejected active pharmaceutical ingredients, expired active pharmaceutical ingredients, and wastewater resulting from the water used for process operations during manufacturing and could come from the water used to clean equipment, pipes and floors, and would contain amongst other materials, chemicals and active pharmaceutical ingredients (APIs). A review on the pharmaceutical industry and the progress they have made in environmental management by generating health, safety and environmental programs, preventing pollution, waste minimization, recycling and reusing materials, investing in projects and facilities to ensure environmental sustainability have been established (Berry & Rondinelli, 2000). Dr. Reddy’s Laboratories is an Indian based pharmaceutical company which imports, markets and sells medicines in South Africa. Dr. Reddy’s has plans to set up a manufacturing plant in South Africa. The purpose of this study is to research waste management practices at Dr. Reddy’s plant in India and to draw parallels between India’s and South Africa’s waste legislation. This is to enable Dr. Reddy’s to review all aspects of its waste management systems, in order to revise where necessary and to improve the overall achievement of its waste management objectives in order to become a more sustainable organisation and to meet South African Waste legislation before setting up a plant in South Africa. 3 ii. Objective of the Evaluation Report The purpose of this research is to evaluate and analyse the development and implementation of a waste management system in a pharmaceutical company, specifically Dr. Reddy’s Laboratories. This is primarily to enable the company to review and analyse all aspects of waste management pertaining to pharmaceutical manufacturing and to revise or improve where necessary to ensure adherence to waste regulations as outlined by government. The following research goals have been also been identified: To identify and describe waste management practices at Dr. Reddy’s Laboratories, on the inherent assumption by the researcher that the company has a successful waste management strategy that would need to be reviewed to identify areas of improvement before expanding manufacturing facilities into South Africa. To evaluate, assess and compare similarities and/or differences between the identified South African Legislation for Waste Management with those identified during research conducted at Dr. Reddy’s iii. Importance of the Research Conducted Waste Management is important in that it not only removes from the environment, substances that can be harmful to humans and animals but it also enables an organisation to be more sustainable. According to Seadon (2010: i) “Integrated waste management is considered from a systems’ approach, with a particular emphasis on advancing sustainability”. The study will provide guidance to senior management, shop floor managers and employees who work in Dr. Reddy’s manufacturing plants as well as overall employees at Dr. Reddy’s on how to successfully implement a Waste Management programme to enhance sustainability at the organisation and realise the benefits to the organisation of being more sustainable. Weybrecht (2010) identified the following benefits that companies could gain by adopting sustainable waste management practices: reduced costs, resource preservation, keeping up with legislation, enhanced reputation, business differentiation from competitors, and attraction and retention of quality employees, and customer need satisfaction amongst many other benefits. This research needs to address the gap in analysing waste management practices (with more emphasis on waste treatment, waste minimisation, re-use, recycling and disposal), and implementation and understanding of waste management in the pharmaceutical industry as prior research was done mostly in other chemical industries and not to a large scale in the pharmaceutical industry. South African Waste Legislation, Indian Waste Legislation (as Dr. Reddy’s is based in India), as well as International Pharmaceutical Waste Management Guidelines, and International Pharmaceutical Good Manufacturing Practices provide a framework and benchmark of leading pharmaceutical waste management practices that can guide Dr. Reddy’s Laboratories’ leadership into integrating their waste management practices into their plans of setting up a manufacturing plant in South Africa. 5. Research Methodology This is evaluation research in the form of a case study and the data collection method employed is the conduction of a survey through questionnaires. The evaluation research also involves a document analysis of the organisation’s 2011 and 2012 annual reports, Dr. Reddy’s 2010 Sustainability Report as well as literature compiled by the organisation’s Corporate Communications Division. The research would also include review of existing literature on waste management. v. Structure of Dissertation This dissertation consists of three sections. Section 1: The Evaluation Report The section introduces the research area, provides the objectives of the research, provides contextual background information and describes the rationale for conducting the research. This section further describes Dr. Reddy’s waste management practice as outlined in relevant company documentation; it is also intended to highlight the specific waste management processes that were followed in the formulation and implementation of the waste management strategy. This section further describes the sample and presents the results of the survey, where the results are collated and reviewed in the context of the criteria set in the South African Waste Legislation, Indian Waste Legislation, as well as in International Pharmaceutical Waste Management Guidelines, and International Pharmaceutical Good Manufacturing Practices. The overall findings of this case study suggest that although management at Dr. Reddy’s are satisfied with waste management practices and results achieved at it manufacturing plant, there is however dissatisfaction amongst employees who believe the organisation has not successfully disseminated information and sufficiently trained them on waste management policies, processes and practices. There is therefore a desire amongst employees to be trained and to see the company improve on its waste management processes, this desire is a very important attribute as it indicates that employees at Dr. Reddy understand and are committed to the importance of waste management. Future research should be conducted to measure the legal impact of non-compliance to legislation governing waste management in the pharmaceutical company. Section 2: Literature Review The objective of the literature review is to provide a critical assessment and evaluation of previous research in the field of waste management in general as prior research was done mostly in other industries and not to a large scale in the pharmaceutical industry. The literature review evaluates the key elements of an effective waste management strategy implementation and is followed by a review of literature pertaining to the description of Pharmaceutical waste. Section 3: Research Methodology This section presents a description of how the work in this research was conducted. It presents the research process followed in compiling this case study, represented by the aims and objectives, research methodology and design, data collection techniques and data analysis.
- Full Text:
- Date Issued: 2013
- Authors: Letsitsi, Ezekiel Tebogo
- Date: 2013
- Subjects: Pharmaceutical industry -- Waste disposal -- Case studies Hazardous wastes -- Management -- South Africa Hazardous wastes -- Management -- Law and legislation -- South Africa , Dr Reddy's Laboratories
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:718 , http://hdl.handle.net/10962/d1001872
- Description: The pharmaceutical industry must worry about managing pharmaceutical waste as it poses a health risk to human beings and its presence in the environment can also contribute to loss of biodiversity. Ngwuluka, Ochekpe, and Odumosu (2011: 11259) state that “Pharmaceuticals, though used to treat and manage diseases, are poisons, which justify the growing concerns about their presence in the environment.” Various forms of pharmaceutical waste exist, Ngwuluka et al. (2011) identified the following forms of pharmaceutical waste: Expired dosage forms, non-reworkable formulations, spilled pharmaceuticals, rejected active pharmaceutical ingredients, expired active pharmaceutical ingredients, and wastewater resulting from the water used for process operations during manufacturing and could come from the water used to clean equipment, pipes and floors, and would contain amongst other materials, chemicals and active pharmaceutical ingredients (APIs). A review on the pharmaceutical industry and the progress they have made in environmental management by generating health, safety and environmental programs, preventing pollution, waste minimization, recycling and reusing materials, investing in projects and facilities to ensure environmental sustainability have been established (Berry & Rondinelli, 2000). Dr. Reddy’s Laboratories is an Indian based pharmaceutical company which imports, markets and sells medicines in South Africa. Dr. Reddy’s has plans to set up a manufacturing plant in South Africa. The purpose of this study is to research waste management practices at Dr. Reddy’s plant in India and to draw parallels between India’s and South Africa’s waste legislation. This is to enable Dr. Reddy’s to review all aspects of its waste management systems, in order to revise where necessary and to improve the overall achievement of its waste management objectives in order to become a more sustainable organisation and to meet South African Waste legislation before setting up a plant in South Africa. 3 ii. Objective of the Evaluation Report The purpose of this research is to evaluate and analyse the development and implementation of a waste management system in a pharmaceutical company, specifically Dr. Reddy’s Laboratories. This is primarily to enable the company to review and analyse all aspects of waste management pertaining to pharmaceutical manufacturing and to revise or improve where necessary to ensure adherence to waste regulations as outlined by government. The following research goals have been also been identified: To identify and describe waste management practices at Dr. Reddy’s Laboratories, on the inherent assumption by the researcher that the company has a successful waste management strategy that would need to be reviewed to identify areas of improvement before expanding manufacturing facilities into South Africa. To evaluate, assess and compare similarities and/or differences between the identified South African Legislation for Waste Management with those identified during research conducted at Dr. Reddy’s iii. Importance of the Research Conducted Waste Management is important in that it not only removes from the environment, substances that can be harmful to humans and animals but it also enables an organisation to be more sustainable. According to Seadon (2010: i) “Integrated waste management is considered from a systems’ approach, with a particular emphasis on advancing sustainability”. The study will provide guidance to senior management, shop floor managers and employees who work in Dr. Reddy’s manufacturing plants as well as overall employees at Dr. Reddy’s on how to successfully implement a Waste Management programme to enhance sustainability at the organisation and realise the benefits to the organisation of being more sustainable. Weybrecht (2010) identified the following benefits that companies could gain by adopting sustainable waste management practices: reduced costs, resource preservation, keeping up with legislation, enhanced reputation, business differentiation from competitors, and attraction and retention of quality employees, and customer need satisfaction amongst many other benefits. This research needs to address the gap in analysing waste management practices (with more emphasis on waste treatment, waste minimisation, re-use, recycling and disposal), and implementation and understanding of waste management in the pharmaceutical industry as prior research was done mostly in other chemical industries and not to a large scale in the pharmaceutical industry. South African Waste Legislation, Indian Waste Legislation (as Dr. Reddy’s is based in India), as well as International Pharmaceutical Waste Management Guidelines, and International Pharmaceutical Good Manufacturing Practices provide a framework and benchmark of leading pharmaceutical waste management practices that can guide Dr. Reddy’s Laboratories’ leadership into integrating their waste management practices into their plans of setting up a manufacturing plant in South Africa. 5. Research Methodology This is evaluation research in the form of a case study and the data collection method employed is the conduction of a survey through questionnaires. The evaluation research also involves a document analysis of the organisation’s 2011 and 2012 annual reports, Dr. Reddy’s 2010 Sustainability Report as well as literature compiled by the organisation’s Corporate Communications Division. The research would also include review of existing literature on waste management. v. Structure of Dissertation This dissertation consists of three sections. Section 1: The Evaluation Report The section introduces the research area, provides the objectives of the research, provides contextual background information and describes the rationale for conducting the research. This section further describes Dr. Reddy’s waste management practice as outlined in relevant company documentation; it is also intended to highlight the specific waste management processes that were followed in the formulation and implementation of the waste management strategy. This section further describes the sample and presents the results of the survey, where the results are collated and reviewed in the context of the criteria set in the South African Waste Legislation, Indian Waste Legislation, as well as in International Pharmaceutical Waste Management Guidelines, and International Pharmaceutical Good Manufacturing Practices. The overall findings of this case study suggest that although management at Dr. Reddy’s are satisfied with waste management practices and results achieved at it manufacturing plant, there is however dissatisfaction amongst employees who believe the organisation has not successfully disseminated information and sufficiently trained them on waste management policies, processes and practices. There is therefore a desire amongst employees to be trained and to see the company improve on its waste management processes, this desire is a very important attribute as it indicates that employees at Dr. Reddy understand and are committed to the importance of waste management. Future research should be conducted to measure the legal impact of non-compliance to legislation governing waste management in the pharmaceutical company. Section 2: Literature Review The objective of the literature review is to provide a critical assessment and evaluation of previous research in the field of waste management in general as prior research was done mostly in other industries and not to a large scale in the pharmaceutical industry. The literature review evaluates the key elements of an effective waste management strategy implementation and is followed by a review of literature pertaining to the description of Pharmaceutical waste. Section 3: Research Methodology This section presents a description of how the work in this research was conducted. It presents the research process followed in compiling this case study, represented by the aims and objectives, research methodology and design, data collection techniques and data analysis.
- Full Text:
- Date Issued: 2013
Understanding Generation Y : an investigation of how Hilton College can use technology for communication
- Authors: Wyngaard, Richard Clive
- Date: 2013
- Subjects: Generation Y -- South Africa -- KwaZulu-Natal Cell phones -- Social aspects Mobile communication systems -- Social aspects Information technology -- South Africa -- KwaZulu-Natal
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:796 , http://hdl.handle.net/10962/d1004332
- Description: Background to the academic research. Hilton College is an all boys private school in the Kwa-Zulu Natal Midlands. Since the beginning of 2012 boys have been permitted to carry their phones during the school day, (Thomson, 2012). Wireless internet access was also extended across the campus to allow boys and staff to bring their own devices to class and have access to the internet (Machlachlan, 2012). In the past, communication between staff and boys was either verbal or through the use of a daily notice, called the Daily Routine Order (DRO). The DRO is placed at the dining room tables each day and boys are expected to check for any notices that may pertain to them. These notices are emailed to a secretary who prints them out and places them in the dining room each day at lunch. 2. Objectives to the research. This research sought to establish whether current communication methods were effective or whether the prevalence of mobile phones and wireless devices had presented the school with a more effective method. It was important therefore, to investigate what devices were on campus, how those devices were used and when they were used. In addition to this, the research sought to establish communication preference among staff and boys. 3. Research Methodology. The research was conducted through the use of a qualitative survey that was conducted among both staff and boys. Staff and boys were surveyed to establish generation, device prevalence, device usage and device preference. This data was collected using an anonymous qualitative survey that was administered through the use of Google docs in the school labs. 187 Boys in 3 grades 8 and 9 participated in the survey along with 18 staff members. The data was then analysed and compared to data from similar research that had been conducted elsewhere in the world. Because of significant age differences between boys and staff it was critical to establish whether device usage among staff and boys was tied to their generation. Of particular interest were the device behaviours associated with the Millennial generation, who were born between 1982-2002 (Strauss 2005:10). This generational ‘benchmark’ allowed the researcher to compare the Hilton College cohort to those whose device behaviours and usage had occurred and been discussed in generational research elsewhere. It also allowed for certain assumptions to be made about staff and boys based on their generational profile. 4. Findings It was found that staff and boys exhibited communication traits that were consistent with their generation and consistent with other research in this field. It was also found that staff and boys preferred mobile and digital forms of communication over verbal announcements and the DRO system. For this reason, it was recommended that the Hilton College establish a system that took advantage of technology to improve on communication. Various recommendations were given by the researcher that took advantage of current technologies. These included the use of SMS, Instant Messaging, Social Networks and email. It was also recommended that the school consider prescribing devices that allow for communication between staff and boys.
- Full Text:
- Date Issued: 2013
- Authors: Wyngaard, Richard Clive
- Date: 2013
- Subjects: Generation Y -- South Africa -- KwaZulu-Natal Cell phones -- Social aspects Mobile communication systems -- Social aspects Information technology -- South Africa -- KwaZulu-Natal
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:796 , http://hdl.handle.net/10962/d1004332
- Description: Background to the academic research. Hilton College is an all boys private school in the Kwa-Zulu Natal Midlands. Since the beginning of 2012 boys have been permitted to carry their phones during the school day, (Thomson, 2012). Wireless internet access was also extended across the campus to allow boys and staff to bring their own devices to class and have access to the internet (Machlachlan, 2012). In the past, communication between staff and boys was either verbal or through the use of a daily notice, called the Daily Routine Order (DRO). The DRO is placed at the dining room tables each day and boys are expected to check for any notices that may pertain to them. These notices are emailed to a secretary who prints them out and places them in the dining room each day at lunch. 2. Objectives to the research. This research sought to establish whether current communication methods were effective or whether the prevalence of mobile phones and wireless devices had presented the school with a more effective method. It was important therefore, to investigate what devices were on campus, how those devices were used and when they were used. In addition to this, the research sought to establish communication preference among staff and boys. 3. Research Methodology. The research was conducted through the use of a qualitative survey that was conducted among both staff and boys. Staff and boys were surveyed to establish generation, device prevalence, device usage and device preference. This data was collected using an anonymous qualitative survey that was administered through the use of Google docs in the school labs. 187 Boys in 3 grades 8 and 9 participated in the survey along with 18 staff members. The data was then analysed and compared to data from similar research that had been conducted elsewhere in the world. Because of significant age differences between boys and staff it was critical to establish whether device usage among staff and boys was tied to their generation. Of particular interest were the device behaviours associated with the Millennial generation, who were born between 1982-2002 (Strauss 2005:10). This generational ‘benchmark’ allowed the researcher to compare the Hilton College cohort to those whose device behaviours and usage had occurred and been discussed in generational research elsewhere. It also allowed for certain assumptions to be made about staff and boys based on their generational profile. 4. Findings It was found that staff and boys exhibited communication traits that were consistent with their generation and consistent with other research in this field. It was also found that staff and boys preferred mobile and digital forms of communication over verbal announcements and the DRO system. For this reason, it was recommended that the Hilton College establish a system that took advantage of technology to improve on communication. Various recommendations were given by the researcher that took advantage of current technologies. These included the use of SMS, Instant Messaging, Social Networks and email. It was also recommended that the school consider prescribing devices that allow for communication between staff and boys.
- Full Text:
- Date Issued: 2013
Towards sustainable municipalities : an evaluation of sustainability integration in Elundini Local Municipality strategy
- Authors: Sokutu, Nonkuselo
- Date: 2014
- Subjects: Municipal government -- South Africa -- Eastern Cape , Strategic planning -- South Africa -- Eastern Cape , Sustainability -- South Africa -- Eastern Cape , Sustainable development -- South Africa -- Eastern Cape , Sustainable development -- Social aspects -- South Africa -- Eastern Cape , Sustainable development -- Environmental aspects -- South Africa -- Eastern Cape , Sustainable development -- Economic aspects -- South Africa -- Eastern Cape , Environmental impact analysis -- South Africa -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:830 , http://hdl.handle.net/10962/d1013018
- Description: This research study evaluated and assessed the extent to which strategic management processes integrated economic, environmental and social sustainability elements in the fiveyear strategy (2012) of Elundini Local Municipality (ELM). The study focused on three areas of strategic management, that is, environmental analysis, strategic direction and strategy formulation. The study also looked at possible reasons for sustainability integration in ELM strategy or lack thereof and also recommended possible solutions. The literature reviewed revealed that there was adequate basis for municipalities to integrate sustainable development in their strategies even though sustainability was noted as an evolving, complex and changing phenomenon. Local Agenda 21 principles, national legislative & policy framework, regulations and other relevant guidelines were found to be adequate for municipalities to develop credible sustainability strategies. The objectives of the study were achieved by data collected through the review of existing literature; the review of ELM Five Year Strategy (2012-2017); and SIAT-based questionnaires that were filled in by ELM employees. The results of the study showed that economic and social sustainability activities were identified most in the ELM strategy compared to environmental sustainability. The study then mainly recommended the review of the current strategy in order to improve all areas of strategy formulation; introduction of Economic, Social and Environmental sustainability – Strengths, Weaknesses, Opportunities and Threats (ESEs-SWOT) for internal analysis as an improvement of SWOT analysis; introduction of Sustainability Integration and Strategic Management Framework (SISMF) as an improvement to existing framework.
- Full Text:
- Date Issued: 2014
- Authors: Sokutu, Nonkuselo
- Date: 2014
- Subjects: Municipal government -- South Africa -- Eastern Cape , Strategic planning -- South Africa -- Eastern Cape , Sustainability -- South Africa -- Eastern Cape , Sustainable development -- South Africa -- Eastern Cape , Sustainable development -- Social aspects -- South Africa -- Eastern Cape , Sustainable development -- Environmental aspects -- South Africa -- Eastern Cape , Sustainable development -- Economic aspects -- South Africa -- Eastern Cape , Environmental impact analysis -- South Africa -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:830 , http://hdl.handle.net/10962/d1013018
- Description: This research study evaluated and assessed the extent to which strategic management processes integrated economic, environmental and social sustainability elements in the fiveyear strategy (2012) of Elundini Local Municipality (ELM). The study focused on three areas of strategic management, that is, environmental analysis, strategic direction and strategy formulation. The study also looked at possible reasons for sustainability integration in ELM strategy or lack thereof and also recommended possible solutions. The literature reviewed revealed that there was adequate basis for municipalities to integrate sustainable development in their strategies even though sustainability was noted as an evolving, complex and changing phenomenon. Local Agenda 21 principles, national legislative & policy framework, regulations and other relevant guidelines were found to be adequate for municipalities to develop credible sustainability strategies. The objectives of the study were achieved by data collected through the review of existing literature; the review of ELM Five Year Strategy (2012-2017); and SIAT-based questionnaires that were filled in by ELM employees. The results of the study showed that economic and social sustainability activities were identified most in the ELM strategy compared to environmental sustainability. The study then mainly recommended the review of the current strategy in order to improve all areas of strategy formulation; introduction of Economic, Social and Environmental sustainability – Strengths, Weaknesses, Opportunities and Threats (ESEs-SWOT) for internal analysis as an improvement of SWOT analysis; introduction of Sustainability Integration and Strategic Management Framework (SISMF) as an improvement to existing framework.
- Full Text:
- Date Issued: 2014
The strategic alignment maturity of business and information technology at Volkswagen South Africa
- Authors: Naidoo, Lavendra
- Date: 2012
- Subjects: Industrial management -- South Africa Industrial management Business enterprises -- Information technology -- Management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:789 , http://hdl.handle.net/10962/d1003910
- Description: During the past three decades Information Technology (IT) has been constantly evolving and has emerged into a significant component and enabler of most organisations strategy, to the point that modern day organisations are intrinsically dependent on IT (Peppard and Ward, 2004). Henderson and Venkatraman (1993) advocate that for an organisation to be successful in a dynamic and competitive business environment it is imperative that there is an effective and efficient IT strategy that enables the business strategy and processes. Volkswagen South Africa (VWSA)in 2007 launched its corporate strategy, 1:10:100 – 2010 At the end of this stated period 2010, VWSA achieved several of its objectives, namely surpassing its competitors in passenger vehicle sales volume, improving its customer satisfaction, achieving a higher level of local parts content per unit, developing its people and improving its infrastructure and processes.
- Full Text:
- Date Issued: 2012
- Authors: Naidoo, Lavendra
- Date: 2012
- Subjects: Industrial management -- South Africa Industrial management Business enterprises -- Information technology -- Management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:789 , http://hdl.handle.net/10962/d1003910
- Description: During the past three decades Information Technology (IT) has been constantly evolving and has emerged into a significant component and enabler of most organisations strategy, to the point that modern day organisations are intrinsically dependent on IT (Peppard and Ward, 2004). Henderson and Venkatraman (1993) advocate that for an organisation to be successful in a dynamic and competitive business environment it is imperative that there is an effective and efficient IT strategy that enables the business strategy and processes. Volkswagen South Africa (VWSA)in 2007 launched its corporate strategy, 1:10:100 – 2010 At the end of this stated period 2010, VWSA achieved several of its objectives, namely surpassing its competitors in passenger vehicle sales volume, improving its customer satisfaction, achieving a higher level of local parts content per unit, developing its people and improving its infrastructure and processes.
- Full Text:
- Date Issued: 2012
The role of leadership in shaping school culture in a secondary school
- Authors: Kofi, Linda
- Date: 2019
- Subjects: Educational leadership , Educational leadership -- South Africa -- Eastern Cape -- Case studies , Corporate culture
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/92247 , vital:30698
- Description: SDG 4 calls for an “inclusive, quality and equitable education and lifelong opportunities for all”. The purpose of the study is to investigate how leadership has shaped the school culture, which culminates to higher academic performance in a secondary school. This case study is done in a previously disadvantaged secondary school within the Buffalo City Metro Education District, in the Eastern Cape. Despite the socio-economic challenges faced by the school, the NSC examination pass rate results for the school are constantly above the Provincial NSC pass rate results. Consequently, the aim of the study is to determine the unique characteristics of the school culture that have contributed to high academic performance, and how the school leadership has cultivated this culture. The study reviews school culture using Schein’s organizational culture model. Moreover, it reviews school principalship, leadership and how leadership shapes school culture. Lastly, the study reviews literature on instructional, transformational and distributed leadership theories, as they resonate well with South African school environment. The study utilizes a qualitative research method in its investigation, gathering data through document analysis and interviews. After the data was collected, the pattern matching method was utilized to analyse the findings. The key characteristics of school culture that contributed to the school performing well academically, are the values of disciplined hard work and academic excellence. Furthermore, findings proved that characteristics of instructional leadership such as the provision of professional development and the management of curriculum and instruction have the shape the school culture. Transformational leadership characteristics such as individualized consideration, inspirational motivation and intellectual stimulation, have also shaped the school culture; as have characteristics of distributed leadership such as sharing authority and accountability. The study discusses the findings and then concludes by recognizing the research limitations such as the time constraints and purposeful exclusion of certain school members, for example learners. In its conclusion the study presents it contributions to the body of knowledge and provides recommendations for practitioners and future studies.
- Full Text:
- Date Issued: 2019
- Authors: Kofi, Linda
- Date: 2019
- Subjects: Educational leadership , Educational leadership -- South Africa -- Eastern Cape -- Case studies , Corporate culture
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/92247 , vital:30698
- Description: SDG 4 calls for an “inclusive, quality and equitable education and lifelong opportunities for all”. The purpose of the study is to investigate how leadership has shaped the school culture, which culminates to higher academic performance in a secondary school. This case study is done in a previously disadvantaged secondary school within the Buffalo City Metro Education District, in the Eastern Cape. Despite the socio-economic challenges faced by the school, the NSC examination pass rate results for the school are constantly above the Provincial NSC pass rate results. Consequently, the aim of the study is to determine the unique characteristics of the school culture that have contributed to high academic performance, and how the school leadership has cultivated this culture. The study reviews school culture using Schein’s organizational culture model. Moreover, it reviews school principalship, leadership and how leadership shapes school culture. Lastly, the study reviews literature on instructional, transformational and distributed leadership theories, as they resonate well with South African school environment. The study utilizes a qualitative research method in its investigation, gathering data through document analysis and interviews. After the data was collected, the pattern matching method was utilized to analyse the findings. The key characteristics of school culture that contributed to the school performing well academically, are the values of disciplined hard work and academic excellence. Furthermore, findings proved that characteristics of instructional leadership such as the provision of professional development and the management of curriculum and instruction have the shape the school culture. Transformational leadership characteristics such as individualized consideration, inspirational motivation and intellectual stimulation, have also shaped the school culture; as have characteristics of distributed leadership such as sharing authority and accountability. The study discusses the findings and then concludes by recognizing the research limitations such as the time constraints and purposeful exclusion of certain school members, for example learners. In its conclusion the study presents it contributions to the body of knowledge and provides recommendations for practitioners and future studies.
- Full Text:
- Date Issued: 2019
The role of leadership in implementing service delivery initiatives: a case study of Buffalo City Municipality
- Authors: Mthembu, Bhekisisa Jacob
- Date: 2012
- Subjects: Local government -- South Africa -- Buffalo City Municipal services -- Management -- South Africa -- Buffalo City Public administration -- South Africa -- Buffalo City Political leadership -- South Africa -- Buffalo City Buffalo City (South Africa) -- Officials and employees Municipal officials and employees -- South Africa -- Buffalo City Municipal services -- South Africa -- Buffalo -- Citizen participation
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:781 , http://hdl.handle.net/10962/d1003902
- Description: In terms of the South African Government Structure, Local Government is entrusted with the service delivery mandate. Furthermore, Local Government, being the closest sphere of government to the people, is expected to enhance service delivery to the communities within its jurisdiction. Local Government has for the past four years, undergone numerous transformation processes, ranging from Local Authorities, to Transitional Local Councils and to Municipalities. Having mentioned that, Buffalo City Metropolitan Municipality, in particular, has recently acquired metropolitan status, which requires another transformation protocol. At the same time this automatically raises the bar on the service delivery expectations by the communities. In general, Local Government has been extensively supported by the National and Provincial Governments to deliver superior services to communities. This has happened through numerous pieces of legislations such as the Municipal Structures Act 117 of 1998, the Municipal Systems Act 32 of 2000, the Municipal Finance Management Act 56 of 2003 and the Constitution of the Republic of South Africa, act 108 of 1996. In 1997, the South African Government introduced a White Paper on the Transformation of the Public Service. This was to re-emphasis on the performance enhancing role of both the political and administrative leadership in the implementation of service delivery mandates. The need was identified that communities require an assurance that their needs are taken care of by the leadership of the municipalities. It is therefore the role of leadership to ensure effective implementation of service delivery initiatives and to promote a culture of performance among the administrative officials of the municipality. The aim of this study is to critically investigate the role of leadership: A case study of Buffalo City Metropolitan Municipality (BCMM), with the view that BCMM is considered one of the high capacity municipalities within the Eastern Cape Province. During the literature review, it became evident that different people and scholars, dating back in the early 90’s, view leadership in different forms. In sourcing the information for this research, structured interviews were conducted with five Directors, five Executive Mayoral Councillors and five Ward Councillors. The interviews were an extensive consultation process which resulted in over 30 hours of engagement with research participants, with an average of 2 hours per structured interview. A four week period was allocated and effectively utilised for this exercise. The research provides recommendations for further research on other related components of the subject such as the intended role as compared to the current role fulfilled by both administrative and political leadership, and suggested solutions to the current problems in Municipalities, in order to ensure their sustainability within Local Government. The research findings identified the need for the leadership to take the leading role in service delivery initiatives in order to address the service delivery challenges in local government. Political leadership need to enhance the public participation process to ensure the community is on board regarding the progress of their respective projects and planning processes.
- Full Text:
- Date Issued: 2012
- Authors: Mthembu, Bhekisisa Jacob
- Date: 2012
- Subjects: Local government -- South Africa -- Buffalo City Municipal services -- Management -- South Africa -- Buffalo City Public administration -- South Africa -- Buffalo City Political leadership -- South Africa -- Buffalo City Buffalo City (South Africa) -- Officials and employees Municipal officials and employees -- South Africa -- Buffalo City Municipal services -- South Africa -- Buffalo -- Citizen participation
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:781 , http://hdl.handle.net/10962/d1003902
- Description: In terms of the South African Government Structure, Local Government is entrusted with the service delivery mandate. Furthermore, Local Government, being the closest sphere of government to the people, is expected to enhance service delivery to the communities within its jurisdiction. Local Government has for the past four years, undergone numerous transformation processes, ranging from Local Authorities, to Transitional Local Councils and to Municipalities. Having mentioned that, Buffalo City Metropolitan Municipality, in particular, has recently acquired metropolitan status, which requires another transformation protocol. At the same time this automatically raises the bar on the service delivery expectations by the communities. In general, Local Government has been extensively supported by the National and Provincial Governments to deliver superior services to communities. This has happened through numerous pieces of legislations such as the Municipal Structures Act 117 of 1998, the Municipal Systems Act 32 of 2000, the Municipal Finance Management Act 56 of 2003 and the Constitution of the Republic of South Africa, act 108 of 1996. In 1997, the South African Government introduced a White Paper on the Transformation of the Public Service. This was to re-emphasis on the performance enhancing role of both the political and administrative leadership in the implementation of service delivery mandates. The need was identified that communities require an assurance that their needs are taken care of by the leadership of the municipalities. It is therefore the role of leadership to ensure effective implementation of service delivery initiatives and to promote a culture of performance among the administrative officials of the municipality. The aim of this study is to critically investigate the role of leadership: A case study of Buffalo City Metropolitan Municipality (BCMM), with the view that BCMM is considered one of the high capacity municipalities within the Eastern Cape Province. During the literature review, it became evident that different people and scholars, dating back in the early 90’s, view leadership in different forms. In sourcing the information for this research, structured interviews were conducted with five Directors, five Executive Mayoral Councillors and five Ward Councillors. The interviews were an extensive consultation process which resulted in over 30 hours of engagement with research participants, with an average of 2 hours per structured interview. A four week period was allocated and effectively utilised for this exercise. The research provides recommendations for further research on other related components of the subject such as the intended role as compared to the current role fulfilled by both administrative and political leadership, and suggested solutions to the current problems in Municipalities, in order to ensure their sustainability within Local Government. The research findings identified the need for the leadership to take the leading role in service delivery initiatives in order to address the service delivery challenges in local government. Political leadership need to enhance the public participation process to ensure the community is on board regarding the progress of their respective projects and planning processes.
- Full Text:
- Date Issued: 2012
The role of flexible working in achieving a work-life balance: a case study of information technology consultants of Kestrel Business Solutions – London, United Kingdom
- Authors: Nyamujara, Tinashe
- Date: 2020
- Subjects: Kestrel Business Solutions , Flexible work arrangement -- Case studies , Work-life balance , Flexitime , Telecommunting , Telecommunting -- Case studies
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/167245 , vital:41459
- Description: This research was a Case Study on the role of Flexible Working in achieving a Work – Life Balance, based on the Information Technology Consultants of Kestrel Business Solutions – a company based in London, the United Kingdom. The study set out to determine what aspects of flexible working can reduce work - related stress; home - related stress; improve personal wellbeing; identify the pitfalls of flexible working, and to recommend mitigating actions. The literature review identified five different, but complimentary theories that included: The Spill over Theory; Balanced Theory; Resource Based Theory; Compensation Theory and the Wellness Theory to unpack and explore the concept of Work - Life Balance. The study followed a predominantly qualitative methodology approach and used thematic analysis to identify key ideas from the data. Interviews and questionnaires were used to obtain data from the respondents, in addition to being a data triangulation exercise. From a population of 10 subjects - purposeful sampling was used to select a sample of 10 respondents - made up of 3 males and 7 females. All respondents were employees of Kestrel Business Solutions. 6 respondents were interviewed and given questionnaires to fill out. 6 face to face interviews were conducted, and 6 questionnaires completed until saturation was achieved - indicating a survey response rate of 100%. The results from the data collection generally showed how aspects of flexible working like telecommuting, flexitime and homeworking ultimately helped the employees to achieve a Work-Life Balance - by primarily influencing how they balanced their work, home, and personal commitments. Importantly, the study also identified pitfalls of flexible working; like employees feeling isolated and the pressure to perform. Potential mitigating efforts identified in the study included, providing more company support and education for flexible working initiatives. The study concluded by acknowledging the limitations of the study, which included time constraints and the small population, and sample size of the study. In its conclusion, the study identified recommendations for future studies like: increasing the population and sample size, and devoting more time to the study, for more generalized and conclusive findings.
- Full Text:
- Date Issued: 2020
- Authors: Nyamujara, Tinashe
- Date: 2020
- Subjects: Kestrel Business Solutions , Flexible work arrangement -- Case studies , Work-life balance , Flexitime , Telecommunting , Telecommunting -- Case studies
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/167245 , vital:41459
- Description: This research was a Case Study on the role of Flexible Working in achieving a Work – Life Balance, based on the Information Technology Consultants of Kestrel Business Solutions – a company based in London, the United Kingdom. The study set out to determine what aspects of flexible working can reduce work - related stress; home - related stress; improve personal wellbeing; identify the pitfalls of flexible working, and to recommend mitigating actions. The literature review identified five different, but complimentary theories that included: The Spill over Theory; Balanced Theory; Resource Based Theory; Compensation Theory and the Wellness Theory to unpack and explore the concept of Work - Life Balance. The study followed a predominantly qualitative methodology approach and used thematic analysis to identify key ideas from the data. Interviews and questionnaires were used to obtain data from the respondents, in addition to being a data triangulation exercise. From a population of 10 subjects - purposeful sampling was used to select a sample of 10 respondents - made up of 3 males and 7 females. All respondents were employees of Kestrel Business Solutions. 6 respondents were interviewed and given questionnaires to fill out. 6 face to face interviews were conducted, and 6 questionnaires completed until saturation was achieved - indicating a survey response rate of 100%. The results from the data collection generally showed how aspects of flexible working like telecommuting, flexitime and homeworking ultimately helped the employees to achieve a Work-Life Balance - by primarily influencing how they balanced their work, home, and personal commitments. Importantly, the study also identified pitfalls of flexible working; like employees feeling isolated and the pressure to perform. Potential mitigating efforts identified in the study included, providing more company support and education for flexible working initiatives. The study concluded by acknowledging the limitations of the study, which included time constraints and the small population, and sample size of the study. In its conclusion, the study identified recommendations for future studies like: increasing the population and sample size, and devoting more time to the study, for more generalized and conclusive findings.
- Full Text:
- Date Issued: 2020
The relationship between organisational leadership and job satisfaction of three generational age groups in a school context
- Haasbroek, Juan Gert Diedericks
- Authors: Haasbroek, Juan Gert Diedericks
- Date: 2021
- Subjects: Educational leadership -- South Africa , High Schools -- Administration -- South Africa -- Western Cape , Management , High school teachers -- South Africa -- Western Cape -- Case studies , High school teachers -- South Africa -- Western Cape -- Job satisfaction , High school teachers -- South Africa -- Western Cape -- Attitudes
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/170802 , vital:41961
- Description: With multiple generations in education, there are different leadership styles preferred by schoolteachers that affect their job satisfaction (Cufaude and Riemersma, 1999:1-3). Schools should ensure that leadership works toward satisfied teachers to reach sustainable organisational performance. The resource-based view argues that organisations should look within the organisation, particularly human resources, to find sources that lead to improved organisational performance (Jurevicius, 2013:1). Therefore, organisations should equip themselves with the required leadership style(s) to meet employee expectations. Furthermore, it is imperative to look at different generations within the school’s context, as it will strengthen or weaken the relationship between organisational leadership and job satisfaction. The study adopted a quantitative approach, using the Multiple Leadership Questionnaire and the Minnesota Satisfaction Questionnaire as instruments for collecting primary data. The population consists of high school teachers in the Eden District, Western Cape that work at affluent schools, which are declared as quantile 4 and 5 model schools. There is a total of 13 high schools that fall within this specification with a total population of 220 teachers. In total, 111 questionnaires were distributed, of which 73 were returned. Sixty-eight were considered usable. Both sample parameters specified by the research instruments were met. The primary purpose of the study was to investigate the relationship between leadership within the organisation (referring to transformational, transactional, and passive-avoidant organisational leadership styles) and employee job satisfaction of high school teachers in the Eden District. Different generations, from the age group perspective, is composed as a moderating variable in the relationship between organisational leadership and job satisfaction. The empirical study established that the independent variables, the leadership styles employed by the organisation, are directly related to employee job satisfaction. Of the three independent variables, transformational leadership and, to a lesser extent, transactional leadership proved to have a positive association with job satisfaction. In contrast, passive-avoidant leadership has a negative relationship with job satisfaction. It is also established that the relationship is stronger or weaker based on generations, positioning generations from the age group perspective as satisfactory moderator. It was found that Millennials prefer the transactional leadership style as this will strengthen the relationship between organisational leadership and job satisfaction. Baby Boomers prefer transformational leadership for the greatest positivity. To a lesser extent, transactional leadership will also contribute to the relationship’s strength between organisational leadership and job satisfaction. Generation X is indifferent to transactional or transformational leadership.
- Full Text:
- Date Issued: 2021
- Authors: Haasbroek, Juan Gert Diedericks
- Date: 2021
- Subjects: Educational leadership -- South Africa , High Schools -- Administration -- South Africa -- Western Cape , Management , High school teachers -- South Africa -- Western Cape -- Case studies , High school teachers -- South Africa -- Western Cape -- Job satisfaction , High school teachers -- South Africa -- Western Cape -- Attitudes
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/170802 , vital:41961
- Description: With multiple generations in education, there are different leadership styles preferred by schoolteachers that affect their job satisfaction (Cufaude and Riemersma, 1999:1-3). Schools should ensure that leadership works toward satisfied teachers to reach sustainable organisational performance. The resource-based view argues that organisations should look within the organisation, particularly human resources, to find sources that lead to improved organisational performance (Jurevicius, 2013:1). Therefore, organisations should equip themselves with the required leadership style(s) to meet employee expectations. Furthermore, it is imperative to look at different generations within the school’s context, as it will strengthen or weaken the relationship between organisational leadership and job satisfaction. The study adopted a quantitative approach, using the Multiple Leadership Questionnaire and the Minnesota Satisfaction Questionnaire as instruments for collecting primary data. The population consists of high school teachers in the Eden District, Western Cape that work at affluent schools, which are declared as quantile 4 and 5 model schools. There is a total of 13 high schools that fall within this specification with a total population of 220 teachers. In total, 111 questionnaires were distributed, of which 73 were returned. Sixty-eight were considered usable. Both sample parameters specified by the research instruments were met. The primary purpose of the study was to investigate the relationship between leadership within the organisation (referring to transformational, transactional, and passive-avoidant organisational leadership styles) and employee job satisfaction of high school teachers in the Eden District. Different generations, from the age group perspective, is composed as a moderating variable in the relationship between organisational leadership and job satisfaction. The empirical study established that the independent variables, the leadership styles employed by the organisation, are directly related to employee job satisfaction. Of the three independent variables, transformational leadership and, to a lesser extent, transactional leadership proved to have a positive association with job satisfaction. In contrast, passive-avoidant leadership has a negative relationship with job satisfaction. It is also established that the relationship is stronger or weaker based on generations, positioning generations from the age group perspective as satisfactory moderator. It was found that Millennials prefer the transactional leadership style as this will strengthen the relationship between organisational leadership and job satisfaction. Baby Boomers prefer transformational leadership for the greatest positivity. To a lesser extent, transactional leadership will also contribute to the relationship’s strength between organisational leadership and job satisfaction. Generation X is indifferent to transactional or transformational leadership.
- Full Text:
- Date Issued: 2021
The relationship between leadership style and employee engagement in Sasol Gas, South Africa
- Authors: Duma, Thobile
- Date: 2010
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/64034 , vital:28524
- Description: The main purpose of this study was to determine whether there is a significant relationship between leadership styles of Sasol Gas leaders and their followers’ level of employee engagement. The instruments used in the study were the Multifactor Leadership Questionnaire (MLQ) (Form 5X) and the Utrecht Work Engagement Scale (UWES 9). The MLQ (5X) was completed by the followers and leaders of Sasol Gas to determine whether Sasol Gas leaders use transactional, transformational and/or laissez-faire leadership styles. The work engagement instrument was completed by each follower to determine current levels of employee engagement. Descriptive statistics were obtained and correlations completed for the data to determine whether the different leadership styles exhibit different levels of engagement. The MLQ survey results indicate that leaders of Sasol Gas have more transformational than transactional leadership styles. The UWES 9 measured the three factors of vigour, dedication, and absorption; dedication had the highest mean compared to vigour and absorption, indicating that Sasol Gas employees strongly identify themselves with their work because it is experienced as meaningful, inspiring, and challenging. This research found a statistically significant, albeit weak, relationship between transformational and transactional leadership styles and employee engagement. This is a positive reflection of the current Sasol Gas leaders because empirical evidence shows that transformational leadership behaviours are more successful for attaining and fulfilling goals during organisational change.
- Full Text:
- Date Issued: 2010
- Authors: Duma, Thobile
- Date: 2010
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/64034 , vital:28524
- Description: The main purpose of this study was to determine whether there is a significant relationship between leadership styles of Sasol Gas leaders and their followers’ level of employee engagement. The instruments used in the study were the Multifactor Leadership Questionnaire (MLQ) (Form 5X) and the Utrecht Work Engagement Scale (UWES 9). The MLQ (5X) was completed by the followers and leaders of Sasol Gas to determine whether Sasol Gas leaders use transactional, transformational and/or laissez-faire leadership styles. The work engagement instrument was completed by each follower to determine current levels of employee engagement. Descriptive statistics were obtained and correlations completed for the data to determine whether the different leadership styles exhibit different levels of engagement. The MLQ survey results indicate that leaders of Sasol Gas have more transformational than transactional leadership styles. The UWES 9 measured the three factors of vigour, dedication, and absorption; dedication had the highest mean compared to vigour and absorption, indicating that Sasol Gas employees strongly identify themselves with their work because it is experienced as meaningful, inspiring, and challenging. This research found a statistically significant, albeit weak, relationship between transformational and transactional leadership styles and employee engagement. This is a positive reflection of the current Sasol Gas leaders because empirical evidence shows that transformational leadership behaviours are more successful for attaining and fulfilling goals during organisational change.
- Full Text:
- Date Issued: 2010
The relationship between leadership and employee work performance in a Nigerian courier company
- Authors: Yobe, Kingsley
- Date: 2013
- Subjects: Leadership -- Nigeria Transformational leadership -- Nigeria Industrial management -- Nigeria Business planning -- Research -- Nigeria Employees -- Rating of -- Nigeria Organizational change
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:805 , http://hdl.handle.net/10962/d1006858
- Description: A number of authors have portrayed leadership as a vital factor in the success or failure of an organization. Hence Bass (1994; 1997) believes that excellent organizations begin with excellent leadership and organisations reflect their leadership (Maritz, 1995). Therefore, successful organisations reflect their leadership (Maritz, 1995). In an attempt to investigate the aim of this research, various performance and leadership concepts and theories were investigated: the trait concept, behavioural approaches and situational/contingency approaches. Every one of these theories gave a different explanation to leadership. Furthermore, transactional, and transformational leadership were also discussed. The difference between these two models according to Bass and Avolio (1994) is that the work performance of the followers of transformational leadership is usually beyond expectations, while transactional leadership, at best, leads to expected performance. In terms of performance, it is argued that employee work performance can lead to a successful organisational performance. This is because several organisations attribute their business success to the work performance of their employees. According to Collis and Montgomery (1995) employee work performance has a major positive influence on organisational performance. Nevertheless, the accomplishment of an organisation is dependent on the leader’s ability to enhance human resources; hence “effective organisations require effective leadership” (Maritz, 1995). Transformational leadership was identified as the effective leadership style that can motivate workers to improve on their performance by instilling trust and confidence in them. Transformational leadership is superior to both transactional and non-transactional leadership because it makes workers loyal to the mission and vision of their organizations. Bass (1990) states “that the leadership research over the years has proved that loyalty is more powerful than tangible inducements.” Furthermore, non- transactional leaders avoid decision making, allowing their subordinates to take charge of the work process (Bass 1990). This research focuses on the relationship between leadership and employee work performance in a Nigerian Courier Company. In addressing this aim, a Nigerian Courier company was selected as the research context because of its success in the Nigerian turbulent business environment that is plagued by the country’s economic, social, and political troubles (McKern, Meza, Osayande and Denend, 2010). The research hypothesis of this research was generated to investigate leadership and employee performance. Leadership and performance were also identified as the research independent and dependent variables. Thus the research hypotheses were as follows: Hypothesis 1. Null Hypothesis: There is no significant positive linear relationship between employee performance and transformational leadership Alternative Hypothesis: There is significant positive linear relationship between employee performance and transformational leadership Hypothesis 2. Null Hypothesis: There is no significant positive linear relationship between employee performance and transactional leadership Alternative Hypothesis: There is significant positive linear relationship between employee performance and transactional leadership Hypothesis 3. Null Hypothesis: There is no significant positive linear relationship between employee performance and non-transactional leadership. Alternative Hypothesis: There is significant positive linear relationship between employee performance and non-transactional leadership. The general methodology included the use of a valid and reliable instrument known as the Multifactor Leadership Questionnaire (MLQ) and the company’s performance appraisal process. These instruments were used to collect information about employee work performance. The validity and reliability of the MLQ is not in doubt because it was formulated from the full range leadership development theory of Bass and Avolio (1997) and has been used extensively worldwide (Bass and Avolio, 1997). The research data was analysed using Statistica (StatSoft, 2011). Once the data was imported the necessary leadership factors were calculated as per the MLQ scoring key. From the eight factors a further three factors were generated namely transformational, transactional and nontransactional leadership. The data was checked and described using frequency tables and descriptive statistics, followed by correlation matrices coupled with their corresponding scatter plots. The research data was tested for consistency and reliability. Sekaran (2000) states that in order to determine the reliability of a measure one needs to test for both consistency and stability. For this research, linear correlation and regression analysis was used. The outcome of the first investigated hypothesis confirmed that there is a strong significant, positive linear relationship between employee performance and transformational leadership (ρ<0.0001). However, the findings on the null hypothesis, states that transformational leadership has no significant positive linear relationship with employee performance. The null hypothesis is REJECTED, because the model is significant at ρ<.0001. Thus, the alternative hypothesis is ACCEPTED because it concludes that there is sufficient evidence, at the 5% level of significance, that there is significant positive linear relationship between employee performance and transformational leadership. The second hypotheses found that with 5% level of significance there is no significant positive linear relationship between transactional leadership and employee performance (ρ =0.317). It must be noted that since the correlation is not significant the null hypothesis which states that there is no significant positive linear relationship between employee performance and transactional leadership was NOT REJECTED. The outcome of the third hypotheses support the null hypothesis, because the negative linear relationship between employee performance and non-transactional leadership is not significant (ρ = 0.6718). This informed the conclusion that at the 5% level of significance, there is no positive linear relationship between non-transactional leadership and employee performance. The findings of this research favour the conclusion drawn by Brand, Heyl and Maritz (2000) that suggested a more significant relationship between transformational leadership and employee performance, than any other leadership style. Evidence put together in the retail and manufacturing sector of South Africa, and the armed forces of the United States of America, Germany and Canada, point in the direction of the strong, positive effects of transformational leaders (Brand, et al., 2000). Again the effectiveness of transformational leadership can be reinforced by the research directed by Ristow, Amos and Staude (1999), which resolved that the effectiveness of transformational leadership was greater in a South African cricketing environment. Hayward, Davidson, Pascoe, Tasker, Amos and Pearse (2003) conducted research in a pharmaceutical organisation and found a positive linear relationship between transformational leadership and employee work performance. These research outcomes clarify the investigation by Pruijn and Boucher (1994) which established “that transformational leadership is an extension of transactional leadership” (Bass, 1997). The difference between these two models according to Bass and Avolio (1994) is that the work performance of supporters of transformational leadership is usually beyond expectation, while the behaviour of the supporters of transactional leadership, at best, leads to anticipated work performance. This research will be used to improve the relationship between the leaders and employees of the courier company under investigation. It will be useful for the placement of individuals to leadership positions in the company. It will also impact on how future leadership training will be conducted by the company, and of course add to the body of knowledge. This is supported by research conducted in the service sector which states that “transformational leadership affects performance over and above transactional leadership” (Geyery and Steyrer, 1998).
- Full Text:
- Date Issued: 2013
- Authors: Yobe, Kingsley
- Date: 2013
- Subjects: Leadership -- Nigeria Transformational leadership -- Nigeria Industrial management -- Nigeria Business planning -- Research -- Nigeria Employees -- Rating of -- Nigeria Organizational change
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:805 , http://hdl.handle.net/10962/d1006858
- Description: A number of authors have portrayed leadership as a vital factor in the success or failure of an organization. Hence Bass (1994; 1997) believes that excellent organizations begin with excellent leadership and organisations reflect their leadership (Maritz, 1995). Therefore, successful organisations reflect their leadership (Maritz, 1995). In an attempt to investigate the aim of this research, various performance and leadership concepts and theories were investigated: the trait concept, behavioural approaches and situational/contingency approaches. Every one of these theories gave a different explanation to leadership. Furthermore, transactional, and transformational leadership were also discussed. The difference between these two models according to Bass and Avolio (1994) is that the work performance of the followers of transformational leadership is usually beyond expectations, while transactional leadership, at best, leads to expected performance. In terms of performance, it is argued that employee work performance can lead to a successful organisational performance. This is because several organisations attribute their business success to the work performance of their employees. According to Collis and Montgomery (1995) employee work performance has a major positive influence on organisational performance. Nevertheless, the accomplishment of an organisation is dependent on the leader’s ability to enhance human resources; hence “effective organisations require effective leadership” (Maritz, 1995). Transformational leadership was identified as the effective leadership style that can motivate workers to improve on their performance by instilling trust and confidence in them. Transformational leadership is superior to both transactional and non-transactional leadership because it makes workers loyal to the mission and vision of their organizations. Bass (1990) states “that the leadership research over the years has proved that loyalty is more powerful than tangible inducements.” Furthermore, non- transactional leaders avoid decision making, allowing their subordinates to take charge of the work process (Bass 1990). This research focuses on the relationship between leadership and employee work performance in a Nigerian Courier Company. In addressing this aim, a Nigerian Courier company was selected as the research context because of its success in the Nigerian turbulent business environment that is plagued by the country’s economic, social, and political troubles (McKern, Meza, Osayande and Denend, 2010). The research hypothesis of this research was generated to investigate leadership and employee performance. Leadership and performance were also identified as the research independent and dependent variables. Thus the research hypotheses were as follows: Hypothesis 1. Null Hypothesis: There is no significant positive linear relationship between employee performance and transformational leadership Alternative Hypothesis: There is significant positive linear relationship between employee performance and transformational leadership Hypothesis 2. Null Hypothesis: There is no significant positive linear relationship between employee performance and transactional leadership Alternative Hypothesis: There is significant positive linear relationship between employee performance and transactional leadership Hypothesis 3. Null Hypothesis: There is no significant positive linear relationship between employee performance and non-transactional leadership. Alternative Hypothesis: There is significant positive linear relationship between employee performance and non-transactional leadership. The general methodology included the use of a valid and reliable instrument known as the Multifactor Leadership Questionnaire (MLQ) and the company’s performance appraisal process. These instruments were used to collect information about employee work performance. The validity and reliability of the MLQ is not in doubt because it was formulated from the full range leadership development theory of Bass and Avolio (1997) and has been used extensively worldwide (Bass and Avolio, 1997). The research data was analysed using Statistica (StatSoft, 2011). Once the data was imported the necessary leadership factors were calculated as per the MLQ scoring key. From the eight factors a further three factors were generated namely transformational, transactional and nontransactional leadership. The data was checked and described using frequency tables and descriptive statistics, followed by correlation matrices coupled with their corresponding scatter plots. The research data was tested for consistency and reliability. Sekaran (2000) states that in order to determine the reliability of a measure one needs to test for both consistency and stability. For this research, linear correlation and regression analysis was used. The outcome of the first investigated hypothesis confirmed that there is a strong significant, positive linear relationship between employee performance and transformational leadership (ρ<0.0001). However, the findings on the null hypothesis, states that transformational leadership has no significant positive linear relationship with employee performance. The null hypothesis is REJECTED, because the model is significant at ρ<.0001. Thus, the alternative hypothesis is ACCEPTED because it concludes that there is sufficient evidence, at the 5% level of significance, that there is significant positive linear relationship between employee performance and transformational leadership. The second hypotheses found that with 5% level of significance there is no significant positive linear relationship between transactional leadership and employee performance (ρ =0.317). It must be noted that since the correlation is not significant the null hypothesis which states that there is no significant positive linear relationship between employee performance and transactional leadership was NOT REJECTED. The outcome of the third hypotheses support the null hypothesis, because the negative linear relationship between employee performance and non-transactional leadership is not significant (ρ = 0.6718). This informed the conclusion that at the 5% level of significance, there is no positive linear relationship between non-transactional leadership and employee performance. The findings of this research favour the conclusion drawn by Brand, Heyl and Maritz (2000) that suggested a more significant relationship between transformational leadership and employee performance, than any other leadership style. Evidence put together in the retail and manufacturing sector of South Africa, and the armed forces of the United States of America, Germany and Canada, point in the direction of the strong, positive effects of transformational leaders (Brand, et al., 2000). Again the effectiveness of transformational leadership can be reinforced by the research directed by Ristow, Amos and Staude (1999), which resolved that the effectiveness of transformational leadership was greater in a South African cricketing environment. Hayward, Davidson, Pascoe, Tasker, Amos and Pearse (2003) conducted research in a pharmaceutical organisation and found a positive linear relationship between transformational leadership and employee work performance. These research outcomes clarify the investigation by Pruijn and Boucher (1994) which established “that transformational leadership is an extension of transactional leadership” (Bass, 1997). The difference between these two models according to Bass and Avolio (1994) is that the work performance of supporters of transformational leadership is usually beyond expectation, while the behaviour of the supporters of transactional leadership, at best, leads to anticipated work performance. This research will be used to improve the relationship between the leaders and employees of the courier company under investigation. It will be useful for the placement of individuals to leadership positions in the company. It will also impact on how future leadership training will be conducted by the company, and of course add to the body of knowledge. This is supported by research conducted in the service sector which states that “transformational leadership affects performance over and above transactional leadership” (Geyery and Steyrer, 1998).
- Full Text:
- Date Issued: 2013
The relationship between customer satisfaction and revenue: an empirical study within the corporate banking division of a South African bank
- Authors: Richter, Leonie
- Date: 2013
- Subjects: Banks and banking -- Customer services -- South Africa Banks and banking -- South Africa -- Accounting Consumer satisfaction -- South Africa Financial services industry -- South Africa Revenue -- Research -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:802 , http://hdl.handle.net/10962/d1006169
- Description: This is a quantitative study which explores whether there is a positive relationship between customer satisfaction as perceived by corporate customers and revenue generated from such customers of the corporate division of a single South African bank. This research report has three sections, namely the (1) academic paper which comprises a condensed literature review, research methods, results and discussion, (2) an expanded literature review, and (3) an expanded research methodology. Although these three sections are interrelated, they may be considered stand-alone documents. A review of literature contends that customer satisfaction has been a topic of interest for over four decades when, in 1965, the concept was first introduced to literature by Cardozo. Even in these early stages it was hypothesized that higher customer satisfaction would lead to repeat purchasing and cross selling. Thus, for some time, researchers have proposed that a link exists between customer satisfaction and a company’s bottom line, ultimately alluding to the notion of positive associations between customer satisfaction, revenue and profitability. The corporate banking division of a South African bank has dedicated significant time and economic resources to monitoring and improving the satisfaction of their corporate customers each year. With a focus on this single corporate banking division, this quantitative study used secondary customer satisfaction data to establish whether a positive relationship between customer satisfaction with a bank representative or more formally termed, the ‘transactional banker’ (TB) and revenue at an account level exists. The study used a one-dimensional customer satisfaction construct summated from several variables or a one-dimensional multi item scale. This quantitative study made use of secondary data obtained through customer satisfaction surveys conducted with the division’s clients in three waves during September 2010, March 2011 and September 2011. At the time of data collection, telephone interviews were conducted with individuals in corporations who were customers of the corporate division within the bank. These individuals in their respective corporations were identified and surveyed because they (a) managed the primary relationship of the corporation with the banking division and (b) were senior financial decision makers of their organization’s (i.e. had the ability to influence a decision to change banks). Sample sizes of 273 (September 2010), 259 (March 2011) and 310 (September 2011) individual corporate customers were achieved through a method of stratified sampling. In this study, customers were stratified according to the TB who is responsible for their account. Within each stratum a random sample of 10 – 15 participants were included for each of the 30 TB’s. Monthly revenue data, recorded as a) credit revenue, b) overdraft revenue and c) total revenue was sourced from internal company records for each month from September 2010 to January 2012. Pearson’s correlation coefficient was used to assess whether a positive correlation between the two variables of customer satisfaction and revenue exists. This was followed by Ordinary Least Square Regression to investigate the magnitude and nature of the relationship between customer satisfaction and revenue using customer satisfaction as the independent variable and revenue as the response variable. Cronbach’s alpha was also used for internal scale validity. The results of the research indicated no statistically significant relationship between a customer’s satisfaction with the performance of their TB and either the credit, overdraft or total revenue generated from such a customer through their account. By highlighting this, these findings, nevertheless, contribute to the growing body of knowledge examining the impact of customer satisfaction efforts on revenue. On the basis of the findings of this study, it cannot be practically recommended that customer satisfaction efforts be terminated or changed within the organization of study owing to several study limitations which were present. Firstly, the study was hampered by small sample sizes due to a lack of the availability of revenue data in some instances, particularly in the case of overdraft revenue. Secondly, the study only focused on a single bank account held with the bank and increases and decreases in revenue based on the balances held within that single account. Since one of the purported consequences of improved customer satisfaction is the purchase of additional products, the current design of the study does not take into account the take up of additional accounts or banking products with the bank. Thus, an increase in revenue for the bank as a whole due to the purchase of additional accounts may be masked. Similarly, the scope of the study does not extend to examining the effect of recommendations made by these corporate customers to others and hence growth of divisional or bank revenue due to the addition of new customers. Finally, this quantitative study does not examine revenue growth when compared to customer satisfaction improvements over time due to a limited sample of customers taking part in the study over a number of periods as well as incomplete revenue data. The recommendations for future research are to examine the relationship between changes in customer satisfaction and changes in revenue at divisional level in the long run within the South African banking industry as the impact of an increase in customer satisfaction may be obscured by salient factors in the short run. It is also suggested that future research look at the correlation between dissatisfaction and revenue, where adequate sample sizes are available. Theoretically, the results of this research do bring into serious question the universal application, especially in the context of the South African banking industry of the Service Profit Chain and Satisfaction Profit Chain which propagate the existence of a positive relationship between customer satisfaction and revenue.
- Full Text:
- Date Issued: 2013
- Authors: Richter, Leonie
- Date: 2013
- Subjects: Banks and banking -- Customer services -- South Africa Banks and banking -- South Africa -- Accounting Consumer satisfaction -- South Africa Financial services industry -- South Africa Revenue -- Research -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:802 , http://hdl.handle.net/10962/d1006169
- Description: This is a quantitative study which explores whether there is a positive relationship between customer satisfaction as perceived by corporate customers and revenue generated from such customers of the corporate division of a single South African bank. This research report has three sections, namely the (1) academic paper which comprises a condensed literature review, research methods, results and discussion, (2) an expanded literature review, and (3) an expanded research methodology. Although these three sections are interrelated, they may be considered stand-alone documents. A review of literature contends that customer satisfaction has been a topic of interest for over four decades when, in 1965, the concept was first introduced to literature by Cardozo. Even in these early stages it was hypothesized that higher customer satisfaction would lead to repeat purchasing and cross selling. Thus, for some time, researchers have proposed that a link exists between customer satisfaction and a company’s bottom line, ultimately alluding to the notion of positive associations between customer satisfaction, revenue and profitability. The corporate banking division of a South African bank has dedicated significant time and economic resources to monitoring and improving the satisfaction of their corporate customers each year. With a focus on this single corporate banking division, this quantitative study used secondary customer satisfaction data to establish whether a positive relationship between customer satisfaction with a bank representative or more formally termed, the ‘transactional banker’ (TB) and revenue at an account level exists. The study used a one-dimensional customer satisfaction construct summated from several variables or a one-dimensional multi item scale. This quantitative study made use of secondary data obtained through customer satisfaction surveys conducted with the division’s clients in three waves during September 2010, March 2011 and September 2011. At the time of data collection, telephone interviews were conducted with individuals in corporations who were customers of the corporate division within the bank. These individuals in their respective corporations were identified and surveyed because they (a) managed the primary relationship of the corporation with the banking division and (b) were senior financial decision makers of their organization’s (i.e. had the ability to influence a decision to change banks). Sample sizes of 273 (September 2010), 259 (March 2011) and 310 (September 2011) individual corporate customers were achieved through a method of stratified sampling. In this study, customers were stratified according to the TB who is responsible for their account. Within each stratum a random sample of 10 – 15 participants were included for each of the 30 TB’s. Monthly revenue data, recorded as a) credit revenue, b) overdraft revenue and c) total revenue was sourced from internal company records for each month from September 2010 to January 2012. Pearson’s correlation coefficient was used to assess whether a positive correlation between the two variables of customer satisfaction and revenue exists. This was followed by Ordinary Least Square Regression to investigate the magnitude and nature of the relationship between customer satisfaction and revenue using customer satisfaction as the independent variable and revenue as the response variable. Cronbach’s alpha was also used for internal scale validity. The results of the research indicated no statistically significant relationship between a customer’s satisfaction with the performance of their TB and either the credit, overdraft or total revenue generated from such a customer through their account. By highlighting this, these findings, nevertheless, contribute to the growing body of knowledge examining the impact of customer satisfaction efforts on revenue. On the basis of the findings of this study, it cannot be practically recommended that customer satisfaction efforts be terminated or changed within the organization of study owing to several study limitations which were present. Firstly, the study was hampered by small sample sizes due to a lack of the availability of revenue data in some instances, particularly in the case of overdraft revenue. Secondly, the study only focused on a single bank account held with the bank and increases and decreases in revenue based on the balances held within that single account. Since one of the purported consequences of improved customer satisfaction is the purchase of additional products, the current design of the study does not take into account the take up of additional accounts or banking products with the bank. Thus, an increase in revenue for the bank as a whole due to the purchase of additional accounts may be masked. Similarly, the scope of the study does not extend to examining the effect of recommendations made by these corporate customers to others and hence growth of divisional or bank revenue due to the addition of new customers. Finally, this quantitative study does not examine revenue growth when compared to customer satisfaction improvements over time due to a limited sample of customers taking part in the study over a number of periods as well as incomplete revenue data. The recommendations for future research are to examine the relationship between changes in customer satisfaction and changes in revenue at divisional level in the long run within the South African banking industry as the impact of an increase in customer satisfaction may be obscured by salient factors in the short run. It is also suggested that future research look at the correlation between dissatisfaction and revenue, where adequate sample sizes are available. Theoretically, the results of this research do bring into serious question the universal application, especially in the context of the South African banking industry of the Service Profit Chain and Satisfaction Profit Chain which propagate the existence of a positive relationship between customer satisfaction and revenue.
- Full Text:
- Date Issued: 2013
The relationship between authentic leadership and employee performance
- Authors: Petzer, Liane
- Date: 2018
- Subjects: Authentic leadership , Positive psychology , Employee motivation -- South Africa , Employees -- Attitudes , Job satisfaction -- South Africa , Employees -- Rating of -- South Africa , Financial services industry -- South Africa
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/59467 , vital:27613
- Description: The impact of a leader on his or her followers has been a topic of much research and therefore organizations, including the financial services sector in South Africa, are placing more and more emphasis on what this leadership construct looks like. Research suggests that Authentic Leadership might be a new kind of leadership approach that the world is looking for. This study aims to establish the possible relationship between an authentic leader and the impact the leader’s behaviour has on the performance of his or her employee. The study further attempts to establish if satisfaction can play a mediating role in the relationship between authentic leadership and the performance of an employee. The research used two established research instruments, namely the Authentic Leadership Questionnaire (ALQ), as well as a section of Freese and Schalk’s (2008) psychological contract questionnaire relating to satisfaction specifically. Respondents were also requested to indicate their most recent performance rating. The study was conducted within the financial sector based in the Eastern and Southern Cape with a total population of 1077 employees across all business units, job grades, race, age, education and gender. The study established a significant positive relationship between authentic leadership and employee performance. A further significant positive relationship was established between authentic leadership and satisfaction. However, no relationship could be established between satisfaction and performance, thereby indicating that satisfaction was not a mediator of the relationship between authentic leadership and employee performance. In conclusion, recommendations for management practice and for further research are made.
- Full Text:
- Date Issued: 2018
- Authors: Petzer, Liane
- Date: 2018
- Subjects: Authentic leadership , Positive psychology , Employee motivation -- South Africa , Employees -- Attitudes , Job satisfaction -- South Africa , Employees -- Rating of -- South Africa , Financial services industry -- South Africa
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/59467 , vital:27613
- Description: The impact of a leader on his or her followers has been a topic of much research and therefore organizations, including the financial services sector in South Africa, are placing more and more emphasis on what this leadership construct looks like. Research suggests that Authentic Leadership might be a new kind of leadership approach that the world is looking for. This study aims to establish the possible relationship between an authentic leader and the impact the leader’s behaviour has on the performance of his or her employee. The study further attempts to establish if satisfaction can play a mediating role in the relationship between authentic leadership and the performance of an employee. The research used two established research instruments, namely the Authentic Leadership Questionnaire (ALQ), as well as a section of Freese and Schalk’s (2008) psychological contract questionnaire relating to satisfaction specifically. Respondents were also requested to indicate their most recent performance rating. The study was conducted within the financial sector based in the Eastern and Southern Cape with a total population of 1077 employees across all business units, job grades, race, age, education and gender. The study established a significant positive relationship between authentic leadership and employee performance. A further significant positive relationship was established between authentic leadership and satisfaction. However, no relationship could be established between satisfaction and performance, thereby indicating that satisfaction was not a mediator of the relationship between authentic leadership and employee performance. In conclusion, recommendations for management practice and for further research are made.
- Full Text:
- Date Issued: 2018
The praxis of responsible investment in South Africa: a holistic case study of Evolution One Fund
- Zaulochnaya Ya-Brouwer, Irina
- Authors: Zaulochnaya Ya-Brouwer, Irina
- Date: 2012
- Subjects: Social responsibility of business -- South Africa Investments -- Moral and ethical aspects -- South Africa Institutional investments -- Moral and ethical aspects -- South Africa Private equity funds -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:778 , http://hdl.handle.net/10962/d1003899
- Description: At the beginning of the 21st century the public interest in environmental and social sustainability, and corporate governance grew exponentially fuelled by recurring ecological and financial crises. The market demand for cleaner production and corporate transparency created opportunities for sustainability entrepreneurs in a variety of industries, including financial markets and investment management. An increasing number of financial institutions across the world now offer ethical or socially responsible products to meet the environmental, social and governance (ESG) aspirations of their clients. In the US, according to the Social Investment Forum (SIF), responsible investment (RI) assets reached US$ 2,29 trillion in 2007 (Mitchell, 2008). The European Sustainable Investment Forum (EuroSIF) estimated that total European SRI assets reached EUR 5 trillion in 2009 (Wheelan, 2010). In June 2011 the International Finance Corporation (IFC) reported that at the end of 2010 professional sustainable investment under management in South Africa approximately equalled US$ 122,6 billion (IFC, 2011:44). The statistics describing the rapid growth in the ESG-type investments are, however, complicated by the variety of names and definitions used to describe this emerging type of investment and a general market uncertainty about what constitutes the practice of RI. The purpose of this case study is to better understand responsible investment principles and practice as seen through the eyes of a South African private equity fund, which specializes in clean technology.
- Full Text:
- Date Issued: 2012
- Authors: Zaulochnaya Ya-Brouwer, Irina
- Date: 2012
- Subjects: Social responsibility of business -- South Africa Investments -- Moral and ethical aspects -- South Africa Institutional investments -- Moral and ethical aspects -- South Africa Private equity funds -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:778 , http://hdl.handle.net/10962/d1003899
- Description: At the beginning of the 21st century the public interest in environmental and social sustainability, and corporate governance grew exponentially fuelled by recurring ecological and financial crises. The market demand for cleaner production and corporate transparency created opportunities for sustainability entrepreneurs in a variety of industries, including financial markets and investment management. An increasing number of financial institutions across the world now offer ethical or socially responsible products to meet the environmental, social and governance (ESG) aspirations of their clients. In the US, according to the Social Investment Forum (SIF), responsible investment (RI) assets reached US$ 2,29 trillion in 2007 (Mitchell, 2008). The European Sustainable Investment Forum (EuroSIF) estimated that total European SRI assets reached EUR 5 trillion in 2009 (Wheelan, 2010). In June 2011 the International Finance Corporation (IFC) reported that at the end of 2010 professional sustainable investment under management in South Africa approximately equalled US$ 122,6 billion (IFC, 2011:44). The statistics describing the rapid growth in the ESG-type investments are, however, complicated by the variety of names and definitions used to describe this emerging type of investment and a general market uncertainty about what constitutes the practice of RI. The purpose of this case study is to better understand responsible investment principles and practice as seen through the eyes of a South African private equity fund, which specializes in clean technology.
- Full Text:
- Date Issued: 2012
The potential impact of diving charges on the demand for diving and the diving industry in the Aliwal Shoal Marine Protected Area: a pilot study
- Authors: Schmidt, Jadon
- Date: 2011
- Subjects: Marine parks and reserves -- South Africa -- KwaZulu-Natal Recreational dive industry -- South Africa -- KwaZulu-Natal Recreational dive industry -- Licenses -- South Africa -- KwaZulu-Natal Marine parks and reserves -- South Africa -- KwaZulu-Natal -- Management Conservation of natural resources -- South Africa -- KwaZulu-Natal Environmental management -- South Africa -- KwaZulu-Natal Marine resources conservation -- South Africa -- KwaZulu-Natal Waste disposal in the ocean -- South Africa -- KwaZulu-Natal Marine pollution -- South Africa -- KwaZulu-Natal
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:756 , http://hdl.handle.net/10962/d1003877
- Description: This research is presented in three sections. Section 1 presents the research report in an Academic Paper format. Section 2 provides a comprehensive literature review and Section 3 describes the research methodology and methods employed. Sustainable management of natural resources is a global imperative. It is particularly significant in a country like South Africa that is blessed with an abundance of biological diversity but faces many socio economic challenges that are associated with developing nations. Toward addressing these issues, diver permit fees were implemented in South Africa in 2005, making it a legal requirement for all scuba divers undertaking a dive in a Marine Protected Area (MPA) to purchase a permit. This pilot study is the first attempt since the inception of the dive permit fees to determine their impact on the demand for diving and the diving industry in the Aliwal Shoal MPA, one of the premier dive destinations in the country. In order to address key questions, qualitative data was gathered during interviews with 12 dive operators active in the MPA and 28 divers that utilised the operators to dive. In addition, independent quantitative data on the number of dive boat launches during the past 20 years was used in conjunction with mean paying diver data obtained from the operators to ascertain the demand for diving at the Aliwal Shoal during the past two decades. Results indicate that were no significant differences (at the 5% level of significance) between paying divers during 2005 compared to 2004 and 2006 [H =.1923366, N= 36, p =0.9083]. Paying diver data for the period 2000 - 2004 were compared to 2005 - 2010 and no significant differences were found at the 5% level of significance (U= 2040, Npost = 72, Npre= 60, p = 0.584981). Diver interviews revealed that only 36% of divers had paid for a permit, representing a loss of R7 438 499 during the past five years, enough to support the current budget of the MPA for 10.6 years. Operator interviews revealed that alternative destinations, economic climate and local competition had the most impact on their businesses, with permit fees having no impact on the 50% of the operators’ businesses. Operators also reported that there was little or no enforcement of the permit fees, 9 of the operators indicated that there has been no improvement in the MPA or its management since the inception of the fees and all were dissatisfied with the current management MPA. Operators and divers complained about the current purchasing and handling practices associated with the permits. Despite offering a world class diving opportunity, the dive operators currently have no incentive to enforce the permit system and due to price pressure in the local market, and have adopted a mute stance on diver permits. Consequently, there has been no significant impact on the demand for diving since the inception of the permits in 2005. The initial hypothesis that the increased costs to divers as a result of the permits would drive down the demand for diving is therefore rejected. If the permits are more strictly enforced, it is likely that more divers may seek alternative destinations due to the perception of poor value as a result of the Sappi Saiccor effluent discharge, existence of shark nets and poor management, in accordance with existing literature. The resultant decrease in demand will be detrimental to the diving industry at Aliwal Shoal. The second hypothesis, that the costs associated with the better enforcement of the MPA regulations-in terms of impacts on the diving industry- might outweigh the benefits, is therefore accepted. All the results produced by this study suggest that authorities may have been too enthusiastic to have all the boxes ticked in order to meet deadlines for international targets for marine conservation and paid little or no attention to lessons learnt from MPAs globally. Every negative aspect highlighted by existing international literature as symptomatic of MPA failure is occurring at Aliwal Shoal MPA, albatrossing it with “paper park” status. Due to the size and scope of this study, the results should be interpreted with caution and not be utilised to guide policy but rather encourage further research.
- Full Text:
- Date Issued: 2011
- Authors: Schmidt, Jadon
- Date: 2011
- Subjects: Marine parks and reserves -- South Africa -- KwaZulu-Natal Recreational dive industry -- South Africa -- KwaZulu-Natal Recreational dive industry -- Licenses -- South Africa -- KwaZulu-Natal Marine parks and reserves -- South Africa -- KwaZulu-Natal -- Management Conservation of natural resources -- South Africa -- KwaZulu-Natal Environmental management -- South Africa -- KwaZulu-Natal Marine resources conservation -- South Africa -- KwaZulu-Natal Waste disposal in the ocean -- South Africa -- KwaZulu-Natal Marine pollution -- South Africa -- KwaZulu-Natal
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:756 , http://hdl.handle.net/10962/d1003877
- Description: This research is presented in three sections. Section 1 presents the research report in an Academic Paper format. Section 2 provides a comprehensive literature review and Section 3 describes the research methodology and methods employed. Sustainable management of natural resources is a global imperative. It is particularly significant in a country like South Africa that is blessed with an abundance of biological diversity but faces many socio economic challenges that are associated with developing nations. Toward addressing these issues, diver permit fees were implemented in South Africa in 2005, making it a legal requirement for all scuba divers undertaking a dive in a Marine Protected Area (MPA) to purchase a permit. This pilot study is the first attempt since the inception of the dive permit fees to determine their impact on the demand for diving and the diving industry in the Aliwal Shoal MPA, one of the premier dive destinations in the country. In order to address key questions, qualitative data was gathered during interviews with 12 dive operators active in the MPA and 28 divers that utilised the operators to dive. In addition, independent quantitative data on the number of dive boat launches during the past 20 years was used in conjunction with mean paying diver data obtained from the operators to ascertain the demand for diving at the Aliwal Shoal during the past two decades. Results indicate that were no significant differences (at the 5% level of significance) between paying divers during 2005 compared to 2004 and 2006 [H =.1923366, N= 36, p =0.9083]. Paying diver data for the period 2000 - 2004 were compared to 2005 - 2010 and no significant differences were found at the 5% level of significance (U= 2040, Npost = 72, Npre= 60, p = 0.584981). Diver interviews revealed that only 36% of divers had paid for a permit, representing a loss of R7 438 499 during the past five years, enough to support the current budget of the MPA for 10.6 years. Operator interviews revealed that alternative destinations, economic climate and local competition had the most impact on their businesses, with permit fees having no impact on the 50% of the operators’ businesses. Operators also reported that there was little or no enforcement of the permit fees, 9 of the operators indicated that there has been no improvement in the MPA or its management since the inception of the fees and all were dissatisfied with the current management MPA. Operators and divers complained about the current purchasing and handling practices associated with the permits. Despite offering a world class diving opportunity, the dive operators currently have no incentive to enforce the permit system and due to price pressure in the local market, and have adopted a mute stance on diver permits. Consequently, there has been no significant impact on the demand for diving since the inception of the permits in 2005. The initial hypothesis that the increased costs to divers as a result of the permits would drive down the demand for diving is therefore rejected. If the permits are more strictly enforced, it is likely that more divers may seek alternative destinations due to the perception of poor value as a result of the Sappi Saiccor effluent discharge, existence of shark nets and poor management, in accordance with existing literature. The resultant decrease in demand will be detrimental to the diving industry at Aliwal Shoal. The second hypothesis, that the costs associated with the better enforcement of the MPA regulations-in terms of impacts on the diving industry- might outweigh the benefits, is therefore accepted. All the results produced by this study suggest that authorities may have been too enthusiastic to have all the boxes ticked in order to meet deadlines for international targets for marine conservation and paid little or no attention to lessons learnt from MPAs globally. Every negative aspect highlighted by existing international literature as symptomatic of MPA failure is occurring at Aliwal Shoal MPA, albatrossing it with “paper park” status. Due to the size and scope of this study, the results should be interpreted with caution and not be utilised to guide policy but rather encourage further research.
- Full Text:
- Date Issued: 2011
The personality of an entrepreneur : a psychobiography of Steve Jobs
- Authors: Ndoro, Tinashe T R
- Date: 2014
- Subjects: Jobs, Steve, 1955-2011 -- Psychology , Personality assessment , Psychology -- Biographical methods , Businesspeople -- Psychology , Psychohistory , Entrepreneurship -- United States , Businesspeople -- United States
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:833 , http://hdl.handle.net/10962/d1013215
- Description: From Integrative Summary: There has been a growing interest in successful entrepreneurs. Research on entrepreneurship has focused on the identification of personality variables that would assist in the prediction of entrepreneurial success. The present study moves away from attempting to predict entrepreneurial success and instead focuses on exploring and describing the personality of a successful entrepreneur. A psychobiographical case study was adopted by the researcher to explore and describe the extent to which Steve Jobs demonstrated the entrepreneurial characteristics identified by Rauch and Frese (2007). A personality trait approach to entrepreneurship was adopted in the study. The study also attempted to explore the socio-cultural and economic context within which Jobs practised his entrepreneurial activities. Jobs was a successful entrepreneur who co-founded Apple and founded NeXT and Pixar, which were all companies that transformed various technological industries. His entrepreneurial orientation allowed him to produce innovative products that transformed society in various sectors which included personal computing, mobile phones, music, retail stores and films (Isaacson, 2011). A qualitative approach was adopted in the study. The data collection and analysis was guided by the three linked sub-processes proposed by Miles and Huberman (2002) which involved data reduction, data display and conclusion drawing and verification. The findings of this study showed that Jobs demonstrated, at varying levels, all the entrepreneurial characteristics identified by Rauch and Frese (2007) which included a need of achievement, risk-taking, innovativeness, autonomy, locus of control and self-efficacy. The researcher however noted that the desire for autonomy, risk-taking, innovativeness and self-efficacy were the most dominant characteristics driving his entrepreneurial orientation. The research thesis adopted the structure of a teaching case which can be used to explore and discuss the personality trait perspective to entrepreneurship in a classroom setting. The findings of the study can be recognised as positively contributing to the growing field of psychobiographical research on exceptional individuals, including entrepreneurs. The study can be considered as a foundation for future studies which will add to the body of knowledge relating to entrepreneurship and personality.
- Full Text:
- Date Issued: 2014
- Authors: Ndoro, Tinashe T R
- Date: 2014
- Subjects: Jobs, Steve, 1955-2011 -- Psychology , Personality assessment , Psychology -- Biographical methods , Businesspeople -- Psychology , Psychohistory , Entrepreneurship -- United States , Businesspeople -- United States
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:833 , http://hdl.handle.net/10962/d1013215
- Description: From Integrative Summary: There has been a growing interest in successful entrepreneurs. Research on entrepreneurship has focused on the identification of personality variables that would assist in the prediction of entrepreneurial success. The present study moves away from attempting to predict entrepreneurial success and instead focuses on exploring and describing the personality of a successful entrepreneur. A psychobiographical case study was adopted by the researcher to explore and describe the extent to which Steve Jobs demonstrated the entrepreneurial characteristics identified by Rauch and Frese (2007). A personality trait approach to entrepreneurship was adopted in the study. The study also attempted to explore the socio-cultural and economic context within which Jobs practised his entrepreneurial activities. Jobs was a successful entrepreneur who co-founded Apple and founded NeXT and Pixar, which were all companies that transformed various technological industries. His entrepreneurial orientation allowed him to produce innovative products that transformed society in various sectors which included personal computing, mobile phones, music, retail stores and films (Isaacson, 2011). A qualitative approach was adopted in the study. The data collection and analysis was guided by the three linked sub-processes proposed by Miles and Huberman (2002) which involved data reduction, data display and conclusion drawing and verification. The findings of this study showed that Jobs demonstrated, at varying levels, all the entrepreneurial characteristics identified by Rauch and Frese (2007) which included a need of achievement, risk-taking, innovativeness, autonomy, locus of control and self-efficacy. The researcher however noted that the desire for autonomy, risk-taking, innovativeness and self-efficacy were the most dominant characteristics driving his entrepreneurial orientation. The research thesis adopted the structure of a teaching case which can be used to explore and discuss the personality trait perspective to entrepreneurship in a classroom setting. The findings of the study can be recognised as positively contributing to the growing field of psychobiographical research on exceptional individuals, including entrepreneurs. The study can be considered as a foundation for future studies which will add to the body of knowledge relating to entrepreneurship and personality.
- Full Text:
- Date Issued: 2014
The leadership characteristics and development of Doctor Trudy Thomas : a case study in servant-leadership
- Authors: Fietze, Jennifer Anne
- Date: 2016
- Subjects: Servant leadership , Thomas, Trudi , Leadership -- South Africa -- Case studies
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:860 , http://hdl.handle.net/10962/d1020184
- Description: Doctor Trudy Thomas is a leader that served; as a medical doctor and as a public servant over five decades during and after the apartheid era in South Africa. The aim of this qualitative study was to identify the leadership characteristics that are evident in Doctor Thomas, the former MEC for Health for the Province of the Eastern Cape; as a leader and to explore how they developed over five decades, given her role within healthcare in South Africa. The first requirement of a servant-leader according to Robert Greenleaf (the contemporary pioneer of servant-leadership) (Greenleaf, 1977), is that the leader is a servant first and starts with a desire to serve. Doctor Thomas started her professional life as a medical missionary doctor, a profession that by its nature is serving and ultimately healing, in the poor rural communities of the Eastern Cape. Her leadership grew out of her initial concern for her patients and their communities and by the opportunities that she was presented with to apply her skills to serve. She was able to identify the deeper needs within these communities and was able to envision practical solutions to these problems, enlisting the assistance of others. Throughout her leadership journey she exhibited humility, and many other trademarks of a servant-leader. She did not see herself as a leader, believing rather that it was a privilege to serve and help people. This study was therefore able to conclude that the leadership that Doctor Thomas has exhibited is that of a servant-leader and that her leadership journey was unintentional and grew out of her desire and ability to serve. This thesis consists of three separate yet interrelated sections. Section One, The Academic Case Study is a holistic, biographical academic case study on an individual. The outcomes of this research are presented as an academic paper, which includes a condensed literature review, results and discussion, as well as recommendations for future research. It also presents recommendations regarding the application of servant-leadership in service industries like Healthcare in South Africa. The presentation of the results is predominantly qualitative with some quantitative aspects. Section Two, The Literature Review presents an extensive review of literature that relates to the phenomena of leadership; servant-leadership; leader and leadership development; servant-leadership development through service and finally servant-leadership in South Africa. Other aspects like Ubuntu and Unintentional leadership are examined. The literature review conducted serves as a broad foundation for understanding servant-leadership but does not purely focus on the issues of this individual study. Section Three, The Research Methodology is an outline of the research aim and objectives, and the research paradigm that has been adopted. The discussion also details the research methodology; the case study method; an inductive approach; an intersubjective position; the individual researched; data collection techniques and analysis; objectivity; issues of quality; ethics; and the limitations of this research.
- Full Text:
- Date Issued: 2016
- Authors: Fietze, Jennifer Anne
- Date: 2016
- Subjects: Servant leadership , Thomas, Trudi , Leadership -- South Africa -- Case studies
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:860 , http://hdl.handle.net/10962/d1020184
- Description: Doctor Trudy Thomas is a leader that served; as a medical doctor and as a public servant over five decades during and after the apartheid era in South Africa. The aim of this qualitative study was to identify the leadership characteristics that are evident in Doctor Thomas, the former MEC for Health for the Province of the Eastern Cape; as a leader and to explore how they developed over five decades, given her role within healthcare in South Africa. The first requirement of a servant-leader according to Robert Greenleaf (the contemporary pioneer of servant-leadership) (Greenleaf, 1977), is that the leader is a servant first and starts with a desire to serve. Doctor Thomas started her professional life as a medical missionary doctor, a profession that by its nature is serving and ultimately healing, in the poor rural communities of the Eastern Cape. Her leadership grew out of her initial concern for her patients and their communities and by the opportunities that she was presented with to apply her skills to serve. She was able to identify the deeper needs within these communities and was able to envision practical solutions to these problems, enlisting the assistance of others. Throughout her leadership journey she exhibited humility, and many other trademarks of a servant-leader. She did not see herself as a leader, believing rather that it was a privilege to serve and help people. This study was therefore able to conclude that the leadership that Doctor Thomas has exhibited is that of a servant-leader and that her leadership journey was unintentional and grew out of her desire and ability to serve. This thesis consists of three separate yet interrelated sections. Section One, The Academic Case Study is a holistic, biographical academic case study on an individual. The outcomes of this research are presented as an academic paper, which includes a condensed literature review, results and discussion, as well as recommendations for future research. It also presents recommendations regarding the application of servant-leadership in service industries like Healthcare in South Africa. The presentation of the results is predominantly qualitative with some quantitative aspects. Section Two, The Literature Review presents an extensive review of literature that relates to the phenomena of leadership; servant-leadership; leader and leadership development; servant-leadership development through service and finally servant-leadership in South Africa. Other aspects like Ubuntu and Unintentional leadership are examined. The literature review conducted serves as a broad foundation for understanding servant-leadership but does not purely focus on the issues of this individual study. Section Three, The Research Methodology is an outline of the research aim and objectives, and the research paradigm that has been adopted. The discussion also details the research methodology; the case study method; an inductive approach; an intersubjective position; the individual researched; data collection techniques and analysis; objectivity; issues of quality; ethics; and the limitations of this research.
- Full Text:
- Date Issued: 2016
The influence of leadership styles on employee commitment in the retail industry
- Authors: Mqomboti, Sakhile
- Date: 2019
- Subjects: Retail trade -- Management -- South Africa , Retail trade -- Employees -- South Africa , Employee loyalty -- South Africa , Leadership -- Case studies -- South Africa
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/93811 , vital:30947
- Description: Purpose – Companies operating in the South African retail industry have been experiencing a high staff turnover, reported to be standing at 36% (Kelly, 2016). The Edcon Retail Group and Taste Holdings have already indicated their strategic focus on staff turnover reduction in order to achieve their business objectives (Crotty, 2017; Laing, 2017). This research study explained the relationship between the three leadership styles of the Full Range Leadership Theory (FRLT) model developed by Bass and Avolio and three types of commitments from the three component model of Meyer and Allen. The research study was interested in the leadership style that contributes the most to commitment. The effective leadership style may be developed to improve the level of employee commitment in the South African Retail industry. Methodology – The research study used the total population of 300 subordinate employees from four stores of a retail company in the Rustenburg region in the North-West Province of South Africa. The Multifactor Leadership Questionnaire (MLQ 5X) instrument was adopted for leadership questionnaire data collection, the three-component model of commitment was adopted for data collection of the commitment questionnaire. Pearson Correlations quantitative data analysis was adopted to explain the relationship of the independent and dependent variables. Multiple Regression quantitative data analysis was adopted to test the strength of the leadership styles on commitment. Findings – The statistical analysis results of Pearson Correlations found weak but significant positive relationship between Transactional leadership style and both Normative and Continuance commitment. A weak but significant positive relationship was found between Transformational leadership style and Normative commitment. A weak but significant positive relationship was found between Passive/Avoidant leadership and continuance commitment. Transformational leadership style showed more strength in contribution to commitment, followed by the Transactional leadership style. Significant – This research study will expand the existing but limited leadership style and commitment body of knowledge in the South African retail industry. The South African retail companies will be able to develop the preferred leadership style by its employees and develop this leadership style in their managers to improve the commitment of their employees.
- Full Text:
- Date Issued: 2019
- Authors: Mqomboti, Sakhile
- Date: 2019
- Subjects: Retail trade -- Management -- South Africa , Retail trade -- Employees -- South Africa , Employee loyalty -- South Africa , Leadership -- Case studies -- South Africa
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/93811 , vital:30947
- Description: Purpose – Companies operating in the South African retail industry have been experiencing a high staff turnover, reported to be standing at 36% (Kelly, 2016). The Edcon Retail Group and Taste Holdings have already indicated their strategic focus on staff turnover reduction in order to achieve their business objectives (Crotty, 2017; Laing, 2017). This research study explained the relationship between the three leadership styles of the Full Range Leadership Theory (FRLT) model developed by Bass and Avolio and three types of commitments from the three component model of Meyer and Allen. The research study was interested in the leadership style that contributes the most to commitment. The effective leadership style may be developed to improve the level of employee commitment in the South African Retail industry. Methodology – The research study used the total population of 300 subordinate employees from four stores of a retail company in the Rustenburg region in the North-West Province of South Africa. The Multifactor Leadership Questionnaire (MLQ 5X) instrument was adopted for leadership questionnaire data collection, the three-component model of commitment was adopted for data collection of the commitment questionnaire. Pearson Correlations quantitative data analysis was adopted to explain the relationship of the independent and dependent variables. Multiple Regression quantitative data analysis was adopted to test the strength of the leadership styles on commitment. Findings – The statistical analysis results of Pearson Correlations found weak but significant positive relationship between Transactional leadership style and both Normative and Continuance commitment. A weak but significant positive relationship was found between Transformational leadership style and Normative commitment. A weak but significant positive relationship was found between Passive/Avoidant leadership and continuance commitment. Transformational leadership style showed more strength in contribution to commitment, followed by the Transactional leadership style. Significant – This research study will expand the existing but limited leadership style and commitment body of knowledge in the South African retail industry. The South African retail companies will be able to develop the preferred leadership style by its employees and develop this leadership style in their managers to improve the commitment of their employees.
- Full Text:
- Date Issued: 2019
The influence of individual employee performance metrics on a sub-culture in a professional services firm in Durban, South Africa
- Authors: Zvarevashe, Marshall
- Date: 2013
- Subjects: Performance -- Evaluation Corporate culture -- South Africa Organizational effectiveness Leadership Management -- South Africa Organizational behavior -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:714 , http://hdl.handle.net/10962/d1001868
- Description: In today’s fast paced and global economy, competitive advantage is increasingly focused more on organisational behaviours rather than on the traditional tenets of land, labour and capital. Going beyond the traditional, organisations that are best able to get the most and the best out of their people are the ones most likely to perform better. This study aims to build an understanding of how culture is influenced by individual employee performance metrics that are used in an organisation. Previous research has been done in the broad fields of organisational culture and employee performance metrics separately, but no studies were identified in literature that focused on the interaction of the two concepts specifically. Therefore, this study seeks to answer the following research question: How do individual employee performance metrics influence sub-culture in the context of a professional services firm in Durban? This study predominantly focused not on performance at the organisational level, but rather the more granular level of individual employee performance metrics and sub-culture in one of the divisions of a professional services firm. This qualitative study explores the multiple perspectives of reality of ten of the 32 managers in the Advisory division of a professional services organisation, regarding how individual employee performance metrics influence their world view of work, or the way they perceive, think, feel and interact in the world of work. The focus of the study was limited to one department, in one branch of a multinational organisation and focused only on the horizontal layer of the “manager group” within the staff levels. Semi-structured, in-depth and face-to-face interviews were conducted with these managers as a means of gathering and saturating data. Interviewees were identified using a stratified sampling from the group of managers in the Advisory division. Open coding and constant comparison was used to analyse data. Page ii of viii The results of the study show that managers had very varied and complex perceptions of how the individual performance metrics used to assess their performance influence the sub-culture of their world of work. The key findings manifested that misuse and abuse of performance metrics by leaders, leadership bias in respect to recognition, reward and remunerations, the predominant focus of the division on the bottom line and emphasis on success at all cost, and low employee morale were all aspects of performance that impacted on how employees behaved in the division. The effect of these factors on the managers operating in this division was that there were low levels of employee commitment which were experienced through low morale and reduced productivity; managers felt that there was a restriction in the development of their careers, all of which resulted in a disregard to values of the organisation. This study reflects how the reward and recognition system using the balanced scorecard has shifted the focus of the department away from the organisation’s espoused values. This has resulted in various leadership and management questions for the leadership of the division in this study. This research also adds to existing literature that links performance and culture within the organisational context that it goes beyond the prevalent themes in literature which focus on performance at the organisation level. This study focuses on performance at the employee level and in particular in a professional services firm in South Africa. The study has three interrelated sections which are however considered as standalone. The first section is an evaluation report based on the Advisory division of a professional services firm in Durban, South Africa, and consists of a literature review, the methodology followed in conducting the study, results and the discussion thereof. The report also highlights limitations of the study, recommendations and the perceived value of the study. The report ends with a summary in the form of a conclusion. Section 2 comprises a more comprehensive literature review while Section 3 documents the research methodology followed in the study.
- Full Text:
- Date Issued: 2013
- Authors: Zvarevashe, Marshall
- Date: 2013
- Subjects: Performance -- Evaluation Corporate culture -- South Africa Organizational effectiveness Leadership Management -- South Africa Organizational behavior -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:714 , http://hdl.handle.net/10962/d1001868
- Description: In today’s fast paced and global economy, competitive advantage is increasingly focused more on organisational behaviours rather than on the traditional tenets of land, labour and capital. Going beyond the traditional, organisations that are best able to get the most and the best out of their people are the ones most likely to perform better. This study aims to build an understanding of how culture is influenced by individual employee performance metrics that are used in an organisation. Previous research has been done in the broad fields of organisational culture and employee performance metrics separately, but no studies were identified in literature that focused on the interaction of the two concepts specifically. Therefore, this study seeks to answer the following research question: How do individual employee performance metrics influence sub-culture in the context of a professional services firm in Durban? This study predominantly focused not on performance at the organisational level, but rather the more granular level of individual employee performance metrics and sub-culture in one of the divisions of a professional services firm. This qualitative study explores the multiple perspectives of reality of ten of the 32 managers in the Advisory division of a professional services organisation, regarding how individual employee performance metrics influence their world view of work, or the way they perceive, think, feel and interact in the world of work. The focus of the study was limited to one department, in one branch of a multinational organisation and focused only on the horizontal layer of the “manager group” within the staff levels. Semi-structured, in-depth and face-to-face interviews were conducted with these managers as a means of gathering and saturating data. Interviewees were identified using a stratified sampling from the group of managers in the Advisory division. Open coding and constant comparison was used to analyse data. Page ii of viii The results of the study show that managers had very varied and complex perceptions of how the individual performance metrics used to assess their performance influence the sub-culture of their world of work. The key findings manifested that misuse and abuse of performance metrics by leaders, leadership bias in respect to recognition, reward and remunerations, the predominant focus of the division on the bottom line and emphasis on success at all cost, and low employee morale were all aspects of performance that impacted on how employees behaved in the division. The effect of these factors on the managers operating in this division was that there were low levels of employee commitment which were experienced through low morale and reduced productivity; managers felt that there was a restriction in the development of their careers, all of which resulted in a disregard to values of the organisation. This study reflects how the reward and recognition system using the balanced scorecard has shifted the focus of the department away from the organisation’s espoused values. This has resulted in various leadership and management questions for the leadership of the division in this study. This research also adds to existing literature that links performance and culture within the organisational context that it goes beyond the prevalent themes in literature which focus on performance at the organisation level. This study focuses on performance at the employee level and in particular in a professional services firm in South Africa. The study has three interrelated sections which are however considered as standalone. The first section is an evaluation report based on the Advisory division of a professional services firm in Durban, South Africa, and consists of a literature review, the methodology followed in conducting the study, results and the discussion thereof. The report also highlights limitations of the study, recommendations and the perceived value of the study. The report ends with a summary in the form of a conclusion. Section 2 comprises a more comprehensive literature review while Section 3 documents the research methodology followed in the study.
- Full Text:
- Date Issued: 2013