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
A case study of how a leader shaped the culture of an organisation during a post-merger integration
- Authors: Zozi, Vuyokazi
- Date: 2020
- Subjects: Corporate culture -- South Africa -- East London , Leadership -- South Africa -- East London , Organizational behavior -- South Africa -- East London , Strategic planning -- South Africa -- East London , Mission statements -- South Africa -- East London , Government accountability -- South Africa -- East London , Government corporations -- South Africa -- East London , Consolidation and merger of corporations -- South Africa -- East London , Consolidation and merger of corporations -- Management , Crisis management -- South Africa -- East London , Core competencies -- South Africa -- East London , Resource allocation -- South Africa -- East London , Personnel management -- South Africa -- East London , Communication in management -- South Africa -- East London , Qualitative research
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/146643 , vital:38544
- Description: This research took the form of a case study of the post-merger integration of a government organisation. The study had four objectives, namely to: (1) describe the cultural value of accountability; (2) analyse how strategic leadership and relational leadership roles were exercised to address post-merger integration challenges; (3) analyse how a leader applied selected primary mechanisms to shape organisational culture; (4) analyse how strategic and relational leadership complemented each other in addressing the challenges of post-merger integration and thereby shaping a culture of accountability; and (5) describe how some of the secondary articulation and reinforcing mechanisms supported the culture that was created through primary mechanisms. The literature reviewed, identified some of the critical challenges that are experienced in a post-merger integration, and highlighted the role of leadership in culture formation. The critical challenges that were identified are as follows: What is the vision and organisational purpose? How does the leader structure the organisation? What kind of culture does the leader need to create? How does the leader maintain trust and keep communication with employees? How does a leader build new core competences and develop human capital? Two leadership approaches were adopted, namely strategic and relational leadership. These two leadership approaches were selected because, based on a review of the literature, they appeared to address these post-integration challenges. The roles associated with strategic leadership that were investigated, were creating a vision and purpose for the organisation, developing core competences and developing human capital. From the perspective of relational leadership, this study was concerned with how a leader communicated through regular formal and informal dialogues to keep employees abreast of things, and how the leader built trust. In reviewing the literature linking leadership and culture, the work of Schein (2010) featured prominently. Schein (2010) referred to primary embedding mechanisms that create culture and secondary articulation and reinforcing mechanisms that reinforce or support the culture being created through the primary mechanisms. This study looked at how that happens, and hence six propositions were crafted from the literature. These propositions are as follows: (1) Formal dialogues between the leader and employees demonstrate what the leader pays attention to, measures and controls, which then clarifies what the employees are accountable for. (2) What the leader pays attention to, measures and controls during regular informal interactions between the leader and employees, contributes to strong mutual relationships between them, which promotes ownership and accountability amongst employees for their actions. (3) A leader who behaves consistently when handling critical incidents and organisational crises, is trusted by employees, who then act responsibly and take full responsibility for their actions, and even their mistakes. (4) A leader creates a vision and sense of purpose for the organisation through what he pays attention to, measures and controls, thereby clarifying for employees what they are required to do. (5) A leader who pays attention to developing the organisational core competence and allocates resources to it, instils confidence in his employees with regards to carrying out their own responsibilities. (6) A leader who develops human capital through the allocation of additional resources, thereby instilling confidence in employees who are willing and able to realise or take up their responsibilities. This research adopted a qualitative approach. Data was collected through conducting interviews and the analysis of relevant documents. A deductive thematic analysis of the data was used for the purpose of identifying, analysing and reporting patterns, or themes within the data collected. The research confirmed these propositions as being relevant to the case study. It also confirmed that strategic and relational leadership as reflected in the propositions have complemented one another in the successful implementation of the post-merger integration, thereby shaping a particular culture. It was concluded that the challenges associated with a post-merger integration could not have been addressed through only one of the leadership approaches. The findings of the study also recognised that an architectural role was also required. That is, in a merger, the structure has to be carefully designed and not taken for granted. It was therefore recognised as a critical leadership role. The study considers the implications of the findings and makes recommendations for managers of this organisation, as well as for other organisations that are engaging in a post-merger integration. It further outlines the limitations, delimitations as well as the contribution that the study has made to the body of knowledge. Some of the recommendations made for further research were to analyse how other primary mechanisms that were not part of the propositions may shape the organisational culture; and to research how architectural leadership roles combine with strategic and relational leadership to address post-merger integration challenges. Lastly, this study has explained how leadership, through various mechanisms, shaped a culture of accountability. Other studies can be done using a similar design with different theories of leadership and other mechanisms that apply to shaping other kinds of cultural values.
- Full Text:
- Date Issued: 2020
- Authors: Zozi, Vuyokazi
- Date: 2020
- Subjects: Corporate culture -- South Africa -- East London , Leadership -- South Africa -- East London , Organizational behavior -- South Africa -- East London , Strategic planning -- South Africa -- East London , Mission statements -- South Africa -- East London , Government accountability -- South Africa -- East London , Government corporations -- South Africa -- East London , Consolidation and merger of corporations -- South Africa -- East London , Consolidation and merger of corporations -- Management , Crisis management -- South Africa -- East London , Core competencies -- South Africa -- East London , Resource allocation -- South Africa -- East London , Personnel management -- South Africa -- East London , Communication in management -- South Africa -- East London , Qualitative research
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/146643 , vital:38544
- Description: This research took the form of a case study of the post-merger integration of a government organisation. The study had four objectives, namely to: (1) describe the cultural value of accountability; (2) analyse how strategic leadership and relational leadership roles were exercised to address post-merger integration challenges; (3) analyse how a leader applied selected primary mechanisms to shape organisational culture; (4) analyse how strategic and relational leadership complemented each other in addressing the challenges of post-merger integration and thereby shaping a culture of accountability; and (5) describe how some of the secondary articulation and reinforcing mechanisms supported the culture that was created through primary mechanisms. The literature reviewed, identified some of the critical challenges that are experienced in a post-merger integration, and highlighted the role of leadership in culture formation. The critical challenges that were identified are as follows: What is the vision and organisational purpose? How does the leader structure the organisation? What kind of culture does the leader need to create? How does the leader maintain trust and keep communication with employees? How does a leader build new core competences and develop human capital? Two leadership approaches were adopted, namely strategic and relational leadership. These two leadership approaches were selected because, based on a review of the literature, they appeared to address these post-integration challenges. The roles associated with strategic leadership that were investigated, were creating a vision and purpose for the organisation, developing core competences and developing human capital. From the perspective of relational leadership, this study was concerned with how a leader communicated through regular formal and informal dialogues to keep employees abreast of things, and how the leader built trust. In reviewing the literature linking leadership and culture, the work of Schein (2010) featured prominently. Schein (2010) referred to primary embedding mechanisms that create culture and secondary articulation and reinforcing mechanisms that reinforce or support the culture being created through the primary mechanisms. This study looked at how that happens, and hence six propositions were crafted from the literature. These propositions are as follows: (1) Formal dialogues between the leader and employees demonstrate what the leader pays attention to, measures and controls, which then clarifies what the employees are accountable for. (2) What the leader pays attention to, measures and controls during regular informal interactions between the leader and employees, contributes to strong mutual relationships between them, which promotes ownership and accountability amongst employees for their actions. (3) A leader who behaves consistently when handling critical incidents and organisational crises, is trusted by employees, who then act responsibly and take full responsibility for their actions, and even their mistakes. (4) A leader creates a vision and sense of purpose for the organisation through what he pays attention to, measures and controls, thereby clarifying for employees what they are required to do. (5) A leader who pays attention to developing the organisational core competence and allocates resources to it, instils confidence in his employees with regards to carrying out their own responsibilities. (6) A leader who develops human capital through the allocation of additional resources, thereby instilling confidence in employees who are willing and able to realise or take up their responsibilities. This research adopted a qualitative approach. Data was collected through conducting interviews and the analysis of relevant documents. A deductive thematic analysis of the data was used for the purpose of identifying, analysing and reporting patterns, or themes within the data collected. The research confirmed these propositions as being relevant to the case study. It also confirmed that strategic and relational leadership as reflected in the propositions have complemented one another in the successful implementation of the post-merger integration, thereby shaping a particular culture. It was concluded that the challenges associated with a post-merger integration could not have been addressed through only one of the leadership approaches. The findings of the study also recognised that an architectural role was also required. That is, in a merger, the structure has to be carefully designed and not taken for granted. It was therefore recognised as a critical leadership role. The study considers the implications of the findings and makes recommendations for managers of this organisation, as well as for other organisations that are engaging in a post-merger integration. It further outlines the limitations, delimitations as well as the contribution that the study has made to the body of knowledge. Some of the recommendations made for further research were to analyse how other primary mechanisms that were not part of the propositions may shape the organisational culture; and to research how architectural leadership roles combine with strategic and relational leadership to address post-merger integration challenges. Lastly, this study has explained how leadership, through various mechanisms, shaped a culture of accountability. Other studies can be done using a similar design with different theories of leadership and other mechanisms that apply to shaping other kinds of cultural values.
- Full Text:
- Date Issued: 2020
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 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 impact of leadership on job satisfaction at a specific bank in the Eastern Cape
- Authors: Wyngaard, Shaun Peter
- Date: 2018
- Subjects: Leadership , Bank employees Job satisfaction , Labor turnover , Transformational leadership , Bank management South Africa Eastern Cape
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/62050 , vital:28099
- Description: This study aimed at investigating the relationship between leadership and employee job satisfaction in the banking sector of South Africa. The study drew from the fact that there is a growing emphasis in organisations to reduce employee turnover by keeping their employees satisfied. The ultimate performance, effectiveness and competitiveness of an organisation are directly related to an organisation’s ability to keep its employees optimally productive and satisfied. Numerous research studies have been conducted on transformational, transactional and passive-avoidant leadership to determine the significance of their respective relationship with the job satisfaction of employees in different scenarios. Results show that the transformational leadership style has a significant relationship with job satisfaction; while the transactional leadership style or the passive-avoidant style are applied according to changing circumstances. The study adopted a quantitative approach, using online questionnaires as an instrument for collecting primary data. The target population of the study was 380 bank employees, and the target sample was 218; 121 questionnaires were completed and used as the actual final sample. Questionnaires were completed from managers and employees of the selected bank, with the two population groups being investigated using different scales. SPSS was used in analysing the collected data. The findings of this research showed that the leadership styles under investigation have a direct impact on the job satisfaction of employees. Transformational leadership was found to have a significant positive relationship with job satisfaction, while the relationship between transactional leadership and job satisfaction was positive but moderate. A significant negative relationship was found between passive-avoidant leadership and job satisfaction. It is thus the responsibility of the financial institution under investigation to highlight the significant links and benefits of this leadership style to its management to ensure increased job satisfaction and lower turnover of employees in the institution. Literature explored in this study supported the close link between the different leadership styles and job satisfaction.
- Full Text:
- Date Issued: 2018
- Authors: Wyngaard, Shaun Peter
- Date: 2018
- Subjects: Leadership , Bank employees Job satisfaction , Labor turnover , Transformational leadership , Bank management South Africa Eastern Cape
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/62050 , vital:28099
- Description: This study aimed at investigating the relationship between leadership and employee job satisfaction in the banking sector of South Africa. The study drew from the fact that there is a growing emphasis in organisations to reduce employee turnover by keeping their employees satisfied. The ultimate performance, effectiveness and competitiveness of an organisation are directly related to an organisation’s ability to keep its employees optimally productive and satisfied. Numerous research studies have been conducted on transformational, transactional and passive-avoidant leadership to determine the significance of their respective relationship with the job satisfaction of employees in different scenarios. Results show that the transformational leadership style has a significant relationship with job satisfaction; while the transactional leadership style or the passive-avoidant style are applied according to changing circumstances. The study adopted a quantitative approach, using online questionnaires as an instrument for collecting primary data. The target population of the study was 380 bank employees, and the target sample was 218; 121 questionnaires were completed and used as the actual final sample. Questionnaires were completed from managers and employees of the selected bank, with the two population groups being investigated using different scales. SPSS was used in analysing the collected data. The findings of this research showed that the leadership styles under investigation have a direct impact on the job satisfaction of employees. Transformational leadership was found to have a significant positive relationship with job satisfaction, while the relationship between transactional leadership and job satisfaction was positive but moderate. A significant negative relationship was found between passive-avoidant leadership and job satisfaction. It is thus the responsibility of the financial institution under investigation to highlight the significant links and benefits of this leadership style to its management to ensure increased job satisfaction and lower turnover of employees in the institution. Literature explored in this study supported the close link between the different leadership styles and job satisfaction.
- Full Text:
- Date Issued: 2018
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
Barriers and drivers to the implementation of the "clean development mechanism" within the Nelson Mandela Bay Municipality: a case study
- Authors: Wilson, Craig Michael
- Date: 2008
- Subjects: Nelson Mandela Metropolitan Municipality (Eastern Cape, South Africa) Local government -- South Africa -- Eastern Cape -- Case studies Climatic changes -- South Africa -- Eastern Cape -- Case studies Greenhouse gases -- Environmental aspects -- South Africa -- Eastern Cape -- Case studies Environmental economics -- South Africa -- Eastern Cape -- Case studies Greenhouse effect, Atmospheric Global warming
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:731 , http://hdl.handle.net/10962/d1003851
- Description: The global threat of climate change is one of the most crucial environmental issues facing the world in modern times. In response to this threat, international governments have drafted the Kyoto Protocol which included the Clean Development Mechanism (CDM). The CDM is a scheme which invited developing countries, like South Africa, to become involved in climate change mitigation projects. While South Africa has been identified as an attractive host country for CDM projects, research has revealed that it lags behind other developing countries in this regard. This study provides a theoretical background to the CDM and grounds the subject within the field of Environmental Economics. Following a literature review of factors that could influence the involvement of a municipality in CDM projects, this thesis undertook a case study of the barriers and drivers to CDM implementation within the Nelson Mandela Bay Municipality (NMBM). Use was made of semi-structured interviews, where a questionnaire was used to guide the researcher’s interview process. Five NMBM officers, who were likely to have been involved with CDM project implementation, were interviewed. Data collected was analyzed using a coding technique and was compared and contrasted to the literature in a process of explanation building. It was possible to elicit 14 factors that acted as CDM-barriers; seven that acted as CDM-drivers; and 10 that were required to change within the NMBM to encourage greater CDM involvement. Of the barriers, lack of awareness, poor political will and lack of funding emerged as the most inhibiting. Of the CDM-drivers, the potential financial benefits; ownership of infrastructure capable of producing carbon assets; and technology transfer emerged as the factors most likely to promote CDM involvement. With regards the factors that require change, it emerged that a positive response would result from a proactive stance by National Government on the CDM; the use of Public-Private-Partnerships to facilitate CDM projects; and improved communication and capacity building within the NMBM and the Nelson Mandela Bay business community. The main recommendation offered to the NMBM was for it to draft a Sustainable Development Policy as well as a formal sustainable development strategy to drive a coherent and consolidated approach to the Municipality’s involvement with CDM projects. Further, it was proposed that the NMBM should, lobby National Government for it to promulgate enabling legislation and a framework which would encourage CDM investment in South Africa; and engage with local business to promote the active involvement of the Nelson Mandela Bay with the implementation of CDM projects. Keywords: Global Warming, Kyoto Protocol, Clean Development Mechanism, Sustainable Development, Environmental Economics, Public Sector, Nelson Mandela Bay Municipality.
- Full Text:
- Date Issued: 2008
- Authors: Wilson, Craig Michael
- Date: 2008
- Subjects: Nelson Mandela Metropolitan Municipality (Eastern Cape, South Africa) Local government -- South Africa -- Eastern Cape -- Case studies Climatic changes -- South Africa -- Eastern Cape -- Case studies Greenhouse gases -- Environmental aspects -- South Africa -- Eastern Cape -- Case studies Environmental economics -- South Africa -- Eastern Cape -- Case studies Greenhouse effect, Atmospheric Global warming
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:731 , http://hdl.handle.net/10962/d1003851
- Description: The global threat of climate change is one of the most crucial environmental issues facing the world in modern times. In response to this threat, international governments have drafted the Kyoto Protocol which included the Clean Development Mechanism (CDM). The CDM is a scheme which invited developing countries, like South Africa, to become involved in climate change mitigation projects. While South Africa has been identified as an attractive host country for CDM projects, research has revealed that it lags behind other developing countries in this regard. This study provides a theoretical background to the CDM and grounds the subject within the field of Environmental Economics. Following a literature review of factors that could influence the involvement of a municipality in CDM projects, this thesis undertook a case study of the barriers and drivers to CDM implementation within the Nelson Mandela Bay Municipality (NMBM). Use was made of semi-structured interviews, where a questionnaire was used to guide the researcher’s interview process. Five NMBM officers, who were likely to have been involved with CDM project implementation, were interviewed. Data collected was analyzed using a coding technique and was compared and contrasted to the literature in a process of explanation building. It was possible to elicit 14 factors that acted as CDM-barriers; seven that acted as CDM-drivers; and 10 that were required to change within the NMBM to encourage greater CDM involvement. Of the barriers, lack of awareness, poor political will and lack of funding emerged as the most inhibiting. Of the CDM-drivers, the potential financial benefits; ownership of infrastructure capable of producing carbon assets; and technology transfer emerged as the factors most likely to promote CDM involvement. With regards the factors that require change, it emerged that a positive response would result from a proactive stance by National Government on the CDM; the use of Public-Private-Partnerships to facilitate CDM projects; and improved communication and capacity building within the NMBM and the Nelson Mandela Bay business community. The main recommendation offered to the NMBM was for it to draft a Sustainable Development Policy as well as a formal sustainable development strategy to drive a coherent and consolidated approach to the Municipality’s involvement with CDM projects. Further, it was proposed that the NMBM should, lobby National Government for it to promulgate enabling legislation and a framework which would encourage CDM investment in South Africa; and engage with local business to promote the active involvement of the Nelson Mandela Bay with the implementation of CDM projects. Keywords: Global Warming, Kyoto Protocol, Clean Development Mechanism, Sustainable Development, Environmental Economics, Public Sector, Nelson Mandela Bay Municipality.
- Full Text:
- Date Issued: 2008
Implementing performance management at local government level in South Africa : a case study on the impact of organisational culture
- Authors: Williams, Quinton Walter
- Date: 2006
- Subjects: Buffalo City (South Africa) Local government -- South Africa Municipal government -- South Africa Performance -- Management -- South Africa Corporate culture -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:749 , http://hdl.handle.net/10962/d1003870
- Description: Local Government in South Africa has undergone much transformation since 2000. Although much of the change has been to correct imbalances, inequities and disparities within our local communities as a result of Apartheid, change has also been motivated by National Government’s realisation that, as with governments throughout the world, there is a need to modernise all spheres of Government. Part of this transformation process at a local government level in South Africa has been to ensure that municipalities become more responsive to the communities’ needs. The guiding principles for this transformation are contained in the White Paper on the Transformation of the Public Service (1995) and the Batho Pele White Paper (1997). This has informed the Municipal Systems Act: Act 32 of 2000 of which Chapter 6 determines that municipalities will have a performance management system to promote a culture of performance management amongst the political structures, political office bearers, councillors and administration. The performance management system must ensure that the municipality administers its affairs in an economical, effective, efficient and accountable manner. A literature review contained in this research, indicates that internationally, implementing performance management systems at a local government level is impact upon by a number of factors such as the organizational culture of an institution. This research, which has been grounded within a constructivist paradigm, describes the impact organizational culture has had on the implementation process of the performance management system at Buffalo City Municipality. Interviews were conducted amongst the Section 57 employees (i.e. the Directors) and those employees directly responsible for implementing performance management. The four Directors, two General Managers and the portfolio councilor were interviewed. Semi-structured interviews were conducted with the interviewees and this culminated in a total of 10 hours of interviewing. The protocols were analyzed using the guidelines suggested by Boyatzis (1998) and the findings are detailed in two chapters. The findings of the research were that the implementation of the performance management system at Buffalo City Municipality has been impacted on by the dichotomy between the political and administrative leadership, resulting in non-implementation of council resolutions, the lack of an organizational strategy, poor institutional arrangements and inadequate resource allocation, are reported. However, the most important finding was the impact that a culture of fear has had on the implementation process. This culture of fear and its impact on the implementation of performance management system is described as the most pervasive and insidious of all the findings to have negatively impacted on the implementation process. This research ends with recommendations for further research and it is argued that each organization has its own unique organizational culture. The conclusion is that no single typology, as contained in the literature, which can account for the specific impact organizational culture will have on the implementation process of a performance management system at local government level in South Africa. Consequently, implementers of performance management systems must assess the unique characteristics of each organization’s culture prior to implementation, in order to evaluate its impact that the organizational culture can have on the process.
- Full Text:
- Date Issued: 2006
- Authors: Williams, Quinton Walter
- Date: 2006
- Subjects: Buffalo City (South Africa) Local government -- South Africa Municipal government -- South Africa Performance -- Management -- South Africa Corporate culture -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:749 , http://hdl.handle.net/10962/d1003870
- Description: Local Government in South Africa has undergone much transformation since 2000. Although much of the change has been to correct imbalances, inequities and disparities within our local communities as a result of Apartheid, change has also been motivated by National Government’s realisation that, as with governments throughout the world, there is a need to modernise all spheres of Government. Part of this transformation process at a local government level in South Africa has been to ensure that municipalities become more responsive to the communities’ needs. The guiding principles for this transformation are contained in the White Paper on the Transformation of the Public Service (1995) and the Batho Pele White Paper (1997). This has informed the Municipal Systems Act: Act 32 of 2000 of which Chapter 6 determines that municipalities will have a performance management system to promote a culture of performance management amongst the political structures, political office bearers, councillors and administration. The performance management system must ensure that the municipality administers its affairs in an economical, effective, efficient and accountable manner. A literature review contained in this research, indicates that internationally, implementing performance management systems at a local government level is impact upon by a number of factors such as the organizational culture of an institution. This research, which has been grounded within a constructivist paradigm, describes the impact organizational culture has had on the implementation process of the performance management system at Buffalo City Municipality. Interviews were conducted amongst the Section 57 employees (i.e. the Directors) and those employees directly responsible for implementing performance management. The four Directors, two General Managers and the portfolio councilor were interviewed. Semi-structured interviews were conducted with the interviewees and this culminated in a total of 10 hours of interviewing. The protocols were analyzed using the guidelines suggested by Boyatzis (1998) and the findings are detailed in two chapters. The findings of the research were that the implementation of the performance management system at Buffalo City Municipality has been impacted on by the dichotomy between the political and administrative leadership, resulting in non-implementation of council resolutions, the lack of an organizational strategy, poor institutional arrangements and inadequate resource allocation, are reported. However, the most important finding was the impact that a culture of fear has had on the implementation process. This culture of fear and its impact on the implementation of performance management system is described as the most pervasive and insidious of all the findings to have negatively impacted on the implementation process. This research ends with recommendations for further research and it is argued that each organization has its own unique organizational culture. The conclusion is that no single typology, as contained in the literature, which can account for the specific impact organizational culture will have on the implementation process of a performance management system at local government level in South Africa. Consequently, implementers of performance management systems must assess the unique characteristics of each organization’s culture prior to implementation, in order to evaluate its impact that the organizational culture can have on the process.
- Full Text:
- Date Issued: 2006
The characteristics and role of informal leaders in work groups : a South African perspective
- Authors: Wienekus, Barend Willem
- Date: 2010
- Subjects: Supervisors, industrial -- South Africa Leadership -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:1166 , http://hdl.handle.net/10962/d1002782
- Description: It has been twenty years since F W De Klerk unbanned the African National Congress. This momentous occasion changed overnight the business landscape in South Africa and the way business were done for many decades. Before and after this crucial moment in South African history, leaders played a significant role in bringing change about as well as managing it. Whether hierarchical or non-hierarchical, leadership manifests itself through all spheres of civilisation. Within any collective, formal as well as informal leadership are always at work and within the environment there always seems to be an individual that appears to hold equal or more influence and sway over the collective. This research investigates the characteristics and role of this individual, the informal leader. In addition, against the melting pot of the diversity of culture, social structures, economics, and demographics in South Africa, the influence of culture on how leadership is being perceived and experienced is also researched. The research is grounded in a post-positivists approach and conducted within a constructivist-interpretative paradigm. A qualitative approach is followed with personal interviews as the method to collect the data from respondents. The interview protocol consists of a combination of questions containing questions of both a quantitative and qualitative nature. Questions of a qualitative nature were open-ended and of an in-depth nature. The research is two pronged. The focus of the research is an Original Equipment Manufacturer (OEM) in the South African Motor Industry and for the primary goal of the research data was collected from employees within work groups of the OEM. The primary research goal investigates the role and characteristics of informal leaders in work groups as seen and experienced by their fellow employees and if there is any congruence with that of the role and characteristics of formal leaders. The study found no fundamental differences between the characteristics and role of formal and informal leaders. The characteristics and role of leaders between different cultures also appear to be the same. For the secondary research goal – determining whether the role and characteristics of informal leaders in work groups could be underpinned in the principles of Ubuntu and if consideration should be given to any cultural differences between leaders and followers by organisational hierarchies – the literature was reviewed in order to reach a conclusion with regards this goal. The literature indicates that culture does affect leadership, especially on how the leadership is executed and experienced in a multicultural society and if ignored, will have a detrimental effect on effective leadership. In order to strive towards achieving maximum productivity, it is imperative that management in South African organisations be aware of the changed dynamic within their organisations as well as on the global stage. The research therefore ends with the practical implications of informal leaders for organisations in South Africa. It is recommended that the importance and contribution of informal leaders within work groups in a multi-culture organisation needs not only to be considered as an element of group leadership, but should be accommodated by the organisation. It is also recommended that organisations recognise the cultural differences between leaders and followers in organisations and the possible consequences if ignored. If the competitive pressures and requirements of globalisation are ignored against the background of Afrocentric expectations and motivational imperatives of the South African workforce, it will result in an ineffective workforce, which will in due course render these organisations uncompetitive and non-sustainable locally and globally.
- Full Text:
- Date Issued: 2010
- Authors: Wienekus, Barend Willem
- Date: 2010
- Subjects: Supervisors, industrial -- South Africa Leadership -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:1166 , http://hdl.handle.net/10962/d1002782
- Description: It has been twenty years since F W De Klerk unbanned the African National Congress. This momentous occasion changed overnight the business landscape in South Africa and the way business were done for many decades. Before and after this crucial moment in South African history, leaders played a significant role in bringing change about as well as managing it. Whether hierarchical or non-hierarchical, leadership manifests itself through all spheres of civilisation. Within any collective, formal as well as informal leadership are always at work and within the environment there always seems to be an individual that appears to hold equal or more influence and sway over the collective. This research investigates the characteristics and role of this individual, the informal leader. In addition, against the melting pot of the diversity of culture, social structures, economics, and demographics in South Africa, the influence of culture on how leadership is being perceived and experienced is also researched. The research is grounded in a post-positivists approach and conducted within a constructivist-interpretative paradigm. A qualitative approach is followed with personal interviews as the method to collect the data from respondents. The interview protocol consists of a combination of questions containing questions of both a quantitative and qualitative nature. Questions of a qualitative nature were open-ended and of an in-depth nature. The research is two pronged. The focus of the research is an Original Equipment Manufacturer (OEM) in the South African Motor Industry and for the primary goal of the research data was collected from employees within work groups of the OEM. The primary research goal investigates the role and characteristics of informal leaders in work groups as seen and experienced by their fellow employees and if there is any congruence with that of the role and characteristics of formal leaders. The study found no fundamental differences between the characteristics and role of formal and informal leaders. The characteristics and role of leaders between different cultures also appear to be the same. For the secondary research goal – determining whether the role and characteristics of informal leaders in work groups could be underpinned in the principles of Ubuntu and if consideration should be given to any cultural differences between leaders and followers by organisational hierarchies – the literature was reviewed in order to reach a conclusion with regards this goal. The literature indicates that culture does affect leadership, especially on how the leadership is executed and experienced in a multicultural society and if ignored, will have a detrimental effect on effective leadership. In order to strive towards achieving maximum productivity, it is imperative that management in South African organisations be aware of the changed dynamic within their organisations as well as on the global stage. The research therefore ends with the practical implications of informal leaders for organisations in South Africa. It is recommended that the importance and contribution of informal leaders within work groups in a multi-culture organisation needs not only to be considered as an element of group leadership, but should be accommodated by the organisation. It is also recommended that organisations recognise the cultural differences between leaders and followers in organisations and the possible consequences if ignored. If the competitive pressures and requirements of globalisation are ignored against the background of Afrocentric expectations and motivational imperatives of the South African workforce, it will result in an ineffective workforce, which will in due course render these organisations uncompetitive and non-sustainable locally and globally.
- Full Text:
- Date Issued: 2010
The development and implementation of a performance management system: a case study
- Whittington-Jones, Alexandra
- Authors: Whittington-Jones, Alexandra
- Date: 2005
- Subjects: Public Service Accountability Monitor (South Africa) Non-governmental organizations -- South Africa -- Evaluation Performance -- Management -- Case studies Organizational effectiveness -- Case studies
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:738 , http://hdl.handle.net/10962/d1003858
- Description: After a review of the literature relevant to performance management systems both over time and across different types of organizations, this thesis confines its research to a case study of the development and implementation of a performance management system in a non-governmental organization (NGO), the Public Service Accountability Monitor (PSAM). Collation of the relevant data is followed by a discussion of the development and implementation of the performance management system at the PSAM over a 5-year period from 1 June 1999 to 31 May 2004. This is considered in terms of the PSAM’s achievement of commitments to Funders and the concurrent development of the performance management system. Next an analysis of major themes that emerged from the research, in terms of important items for consideration in the development and implementation of a performance management system in an NGO, and areas for possible future improvements to the system is presented. After analyzing the relevant information, it became apparent that the performance management system has no direct bearing on the ability of the PSAM to achieve its stated commitment to Funders. However, these short-term focused expectations of the performance management system are outweighed by the positive contributions that have been made by its introduction, specifically in the area of training and development. This important aspect of capacity building and staff empowerment speaks to the long term sustainability of the organization. Although the PSAM’s performance management system undergoes continual improvement, significant inroads have been made into providing a sensible, clear and dynamic solution to the problem of rewarding efficient and effective performance. The PSAM has indeed benefited from the introduction of the performance management system in a number of ways. It is evident that these benefits could be applicable to other NGOs.
- Full Text:
- Date Issued: 2005
- Authors: Whittington-Jones, Alexandra
- Date: 2005
- Subjects: Public Service Accountability Monitor (South Africa) Non-governmental organizations -- South Africa -- Evaluation Performance -- Management -- Case studies Organizational effectiveness -- Case studies
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:738 , http://hdl.handle.net/10962/d1003858
- Description: After a review of the literature relevant to performance management systems both over time and across different types of organizations, this thesis confines its research to a case study of the development and implementation of a performance management system in a non-governmental organization (NGO), the Public Service Accountability Monitor (PSAM). Collation of the relevant data is followed by a discussion of the development and implementation of the performance management system at the PSAM over a 5-year period from 1 June 1999 to 31 May 2004. This is considered in terms of the PSAM’s achievement of commitments to Funders and the concurrent development of the performance management system. Next an analysis of major themes that emerged from the research, in terms of important items for consideration in the development and implementation of a performance management system in an NGO, and areas for possible future improvements to the system is presented. After analyzing the relevant information, it became apparent that the performance management system has no direct bearing on the ability of the PSAM to achieve its stated commitment to Funders. However, these short-term focused expectations of the performance management system are outweighed by the positive contributions that have been made by its introduction, specifically in the area of training and development. This important aspect of capacity building and staff empowerment speaks to the long term sustainability of the organization. Although the PSAM’s performance management system undergoes continual improvement, significant inroads have been made into providing a sensible, clear and dynamic solution to the problem of rewarding efficient and effective performance. The PSAM has indeed benefited from the introduction of the performance management system in a number of ways. It is evident that these benefits could be applicable to other NGOs.
- Full Text:
- Date Issued: 2005
Critical success factors in implementing projects on restituted land parcels in South Africa
- Authors: Whiting, Christoper Whiting
- Date: 2020
- Subjects: Community development -- Management -- South Africa , Community development -- Management -- South Africa -- Case studies , Economic development projects -- Management -- South Africa , Economic development projects -- Management -- South Africa -- Case studies , Land reform -- South Africa -- Economic aspects , Land reform beneficiaries -- South Africa -- Case studies , Restitution -- South Africa -- Case studies
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/167697 , vital:41504
- Description: Currently there is a perception in South Africa that projects undertaken on parcels of restituted land are experiencing a much higher failure than success rate. There are, however, a few projects that are reaping the rewards and uplifting their communities, as intended by the land redistribution program. One community in particular, located in Mpumalanga, called community A, is presently undertaking a development project. This development project is one of the most successful restituted land parcel projects ever in South Africa. The purpose of the study is to determine the critical success factors in this community development project that have allowed it to enjoy such high levels of success. Are these critical success factors different from the generic industry critical success factors and, if so, what are they? As informed through literature, the critical success factors focused on in this study are as follows: the influence of management, project communication, knowledge management, the role of senior management, business strategy, project success measurements, and training and development. For the empirical study, a physical questionnaire was handed to 35 management members currently employed in the community development project. The questionnaire requested the demographics of all participants and asked them to rate, using a five-point Likert scale, their perceptions of the present project activities and of the importance of the project activities mentioned in making the project successful. Participants had to indicate the extent to which they agreed with each statement in the questionnaire. The responses obtained from the survey were presented and analysed. The study found that the critical success factor “role of senior management” was the largest problem area in the restituted land development project. “Training and development opportunities” came in second, with both factor areas showing large variances. Recommendations have been given on how to address both these problematic areas in the development project and how future restituted land parcel projects can better utilize these factors to ensure successful project implementation and long-term project success.
- Full Text:
- Date Issued: 2020
- Authors: Whiting, Christoper Whiting
- Date: 2020
- Subjects: Community development -- Management -- South Africa , Community development -- Management -- South Africa -- Case studies , Economic development projects -- Management -- South Africa , Economic development projects -- Management -- South Africa -- Case studies , Land reform -- South Africa -- Economic aspects , Land reform beneficiaries -- South Africa -- Case studies , Restitution -- South Africa -- Case studies
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/167697 , vital:41504
- Description: Currently there is a perception in South Africa that projects undertaken on parcels of restituted land are experiencing a much higher failure than success rate. There are, however, a few projects that are reaping the rewards and uplifting their communities, as intended by the land redistribution program. One community in particular, located in Mpumalanga, called community A, is presently undertaking a development project. This development project is one of the most successful restituted land parcel projects ever in South Africa. The purpose of the study is to determine the critical success factors in this community development project that have allowed it to enjoy such high levels of success. Are these critical success factors different from the generic industry critical success factors and, if so, what are they? As informed through literature, the critical success factors focused on in this study are as follows: the influence of management, project communication, knowledge management, the role of senior management, business strategy, project success measurements, and training and development. For the empirical study, a physical questionnaire was handed to 35 management members currently employed in the community development project. The questionnaire requested the demographics of all participants and asked them to rate, using a five-point Likert scale, their perceptions of the present project activities and of the importance of the project activities mentioned in making the project successful. Participants had to indicate the extent to which they agreed with each statement in the questionnaire. The responses obtained from the survey were presented and analysed. The study found that the critical success factor “role of senior management” was the largest problem area in the restituted land development project. “Training and development opportunities” came in second, with both factor areas showing large variances. Recommendations have been given on how to address both these problematic areas in the development project and how future restituted land parcel projects can better utilize these factors to ensure successful project implementation and long-term project success.
- Full Text:
- Date Issued: 2020
An evaluation of clinical governance within a private radiology organisation in Durban KwaZulu-Natal
- Wedderburn-Maxwell, Morgan Keir
- Authors: Wedderburn-Maxwell, Morgan Keir
- Date: 2017
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/40884 , vital:25036
- Description: South African health care organisations are required to adhere to the National Health Act, 61 of 2003 which contains the national core standards. Clinical governance is a key domain within the national core standards and is directly involved with a health care organisation’s ability to deliver quality care services. It can be described as a framework that ensures doctors and health care employees collaborate to provide superior quality health care services and create clinical accountability. The aim of this research was to evaluate the role of clinical governance within a private radiology organisation in Durban, KwaZulu-Natal (KZN). The goals of this research was to identify and explore the challenges that are associated with clinical governance within a private health care organisation in Durban, KZN. Furthermore, to evaluate the importance and implications of clinical governance for a private radiology organisation in Durban, KZN. The objectives of this research was to investigate how the private radiology organisation is managing clinical governance and to identify whether there is a common understanding of the concept among its members. The research adopted a qualitative approach where semi-structured interviews were conducted to obtain the data that enabled the goals and objectives of this research to be attained. The results indicated that clinical governance is a key factor to the private radiology organisations long-term sustainability. Clinical governance is vital for health care organisations to deliver quality health care services. The private radiology organisation places a significant emphasis among its members to deliver superior quality health care services. As a result, the organisation utilises the key elements within the clinical governance framework to continuously increase the quality of care that it provides and abide to the legally binding standards. The results support the notion that there is a need for the clarity of the definition, roles and responsibilities of clinical governance. The findings of this research suggest that further research is required to identify the contribution that clinical governance makes to improving the quality of care within South African health care organisations. Furthermore, research identifying employees’ perceptions of clinical governance within the private health care sector in South Africa is recommended.
- Full Text:
- Date Issued: 2017
An evaluation of clinical governance within a private radiology organisation in Durban KwaZulu-Natal
- Authors: Wedderburn-Maxwell, Morgan Keir
- Date: 2017
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/40884 , vital:25036
- Description: South African health care organisations are required to adhere to the National Health Act, 61 of 2003 which contains the national core standards. Clinical governance is a key domain within the national core standards and is directly involved with a health care organisation’s ability to deliver quality care services. It can be described as a framework that ensures doctors and health care employees collaborate to provide superior quality health care services and create clinical accountability. The aim of this research was to evaluate the role of clinical governance within a private radiology organisation in Durban, KwaZulu-Natal (KZN). The goals of this research was to identify and explore the challenges that are associated with clinical governance within a private health care organisation in Durban, KZN. Furthermore, to evaluate the importance and implications of clinical governance for a private radiology organisation in Durban, KZN. The objectives of this research was to investigate how the private radiology organisation is managing clinical governance and to identify whether there is a common understanding of the concept among its members. The research adopted a qualitative approach where semi-structured interviews were conducted to obtain the data that enabled the goals and objectives of this research to be attained. The results indicated that clinical governance is a key factor to the private radiology organisations long-term sustainability. Clinical governance is vital for health care organisations to deliver quality health care services. The private radiology organisation places a significant emphasis among its members to deliver superior quality health care services. As a result, the organisation utilises the key elements within the clinical governance framework to continuously increase the quality of care that it provides and abide to the legally binding standards. The results support the notion that there is a need for the clarity of the definition, roles and responsibilities of clinical governance. The findings of this research suggest that further research is required to identify the contribution that clinical governance makes to improving the quality of care within South African health care organisations. Furthermore, research identifying employees’ perceptions of clinical governance within the private health care sector in South Africa is recommended.
- Full Text:
- Date Issued: 2017
A study exploring the relationship between employee happiness and financial performance within a South African financial institution
- Authors: Waugh, Geoffrey William
- Date: 2014
- Subjects: Financial institutions -- South Africa , Employee motivation , Financial institutions -- Ratings and rankings , Banks and banking -- South Africa , Bank employees -- South Africa , Job satisfaction
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:827 , http://hdl.handle.net/10962/d1012080
- Description: This research is an investigation of the relationship between employees 'happiness' and the financial performance of a financial services organisation in South Africa. As a component of the financial services industry the banking sector contributes greatly to the economic growth of the country. The South African Banking sector is concentrated and highly competitive. It is vital for banks to maintain competitiveness and ever increasing global competition adds further pressure on organisations to financially perform so as to meet the demands of their shareholders. The literature that has been reviewed and previous research suggest that employee 'happiness' is a vital variable influencing the performance and success of individuals. Organisational performance will be measured in terms of financial performance for the purposes of this research. The concept of financial performance and 'happiness' are discussed and a questionnaire based on the Satisfaction With Life Scale (Diener et al,1985) is used to determine the levels of 'happiness' at selected branches within the institution. The individual branches financial performance is determined via calculating selected ratios, namely cumulative leverage, cost to income ratio and net yield. An analysis of correlation was conducted to establish whether or not a relationship of statistical significance exists between employee 'happiness' and financial performance. It was concluded that there is no relationship of statistical significance between employee 'happiness' and the financial performance of branches within the organisation, it was suggested that other factors exert a much greater influence over financial performance. Some of these factors influencing financial performance are discussed and recommendations for further research are made.
- Full Text:
- Date Issued: 2014
- Authors: Waugh, Geoffrey William
- Date: 2014
- Subjects: Financial institutions -- South Africa , Employee motivation , Financial institutions -- Ratings and rankings , Banks and banking -- South Africa , Bank employees -- South Africa , Job satisfaction
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:827 , http://hdl.handle.net/10962/d1012080
- Description: This research is an investigation of the relationship between employees 'happiness' and the financial performance of a financial services organisation in South Africa. As a component of the financial services industry the banking sector contributes greatly to the economic growth of the country. The South African Banking sector is concentrated and highly competitive. It is vital for banks to maintain competitiveness and ever increasing global competition adds further pressure on organisations to financially perform so as to meet the demands of their shareholders. The literature that has been reviewed and previous research suggest that employee 'happiness' is a vital variable influencing the performance and success of individuals. Organisational performance will be measured in terms of financial performance for the purposes of this research. The concept of financial performance and 'happiness' are discussed and a questionnaire based on the Satisfaction With Life Scale (Diener et al,1985) is used to determine the levels of 'happiness' at selected branches within the institution. The individual branches financial performance is determined via calculating selected ratios, namely cumulative leverage, cost to income ratio and net yield. An analysis of correlation was conducted to establish whether or not a relationship of statistical significance exists between employee 'happiness' and financial performance. It was concluded that there is no relationship of statistical significance between employee 'happiness' and the financial performance of branches within the organisation, it was suggested that other factors exert a much greater influence over financial performance. Some of these factors influencing financial performance are discussed and recommendations for further research are made.
- Full Text:
- Date Issued: 2014
An assessment of the environmental compliance monitoring capacity of the Department of Minerals and Energy, Eastern Cape
- Authors: Watkins, Deidre Ann
- Date: 2009
- Subjects: South Africa. Dept. of Mineral and Energy Affairs Mines and mineral resources -- South Africa -- Eastern Cape Mineral industries -- South Africa -- Eastern Cape Mineral industries -- Social aspects -- South Africa -- Eastern Cape Mineral industries -- Environmental aspects -- South Africa -- Eastern Cape Mines and mineral resources -- Social aspects -- South Africa -- Eastern Cape Mines and mineral resources -- Environmental aspects -- South Africa -- Eastern Cape Environmental auditing -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:728 , http://hdl.handle.net/10962/d1003848
- Description: One of the greatest challenges facing the world today is integrating industrial activities such as mining with environmental integrity and social concerns. Monitoring is fundamental to environmental management, both to assess the adherence to standards and to allow environmental managers to learn from practical experiences. However, a problem arises when the regulatory authorities cannot keep up with their mandate of enforcement and compliance monitoring. This research examined how the Department of Minerals and Energy (DME) implements the concept of sustainable development in the mining sector of the Eastern Cape (EC) and, more specifically, the extent to which the Mine Environmental Management (MEM) section is able to effectively monitor compliance of mining operations with environmental legislation. This was the first systematic compilation of statistical data for the DME, and presents the first study in the EC regional office in terms of environmental sustainability. Results indicate that there has been a sustained increase in mining activity over the past three years, possibly as a result of the boom in the construction industry and the accelerated road maintenance and improvement programmes in the Eastern Cape. Mining applications received by the DME have increased by 47% from 2006 to 2007 (January-May) and by a further 100% from 2007 to 2008. In addition to the increasing number of mining concerns being established, 98 mining concerns will need to apply for the conversion of their old order rights to new order rights by the 1st May 2009. Mining in the province is predominantly small scale with mining permits (mined areas less than 1.5Ha) making up 52.3% of all applications, with larger mining concerns contributing 29.3% and prospecting contributing the remaining 18.4%. In terms of compliance inspections, the EC regional office is required to conduct 120 environmental compliance inspections annually in terms of contributing to sustainable development. The MEM section exceeded this target since 2003. However, when the number of operational mines is considered, 120 inspections per year equates to one mine being visited, on average once every four years (based on 2008 data). Based on projected figures (number of compliance audits and number of operational mines) for 2009, the DME’s target of 150 inspections for 2009/10 combined with the limited staff D. Watkins – MBA Dissertation 2008 capacity will, at best, mean that mines would be inspected once in seven years. However, the target of 150 inspections will not actually even cover the expected number of EMP evaluation inspections. This has serious implications in terms of regulating the compliance of the mining concerns with their EMPR’s. The low level of compliance monitoring can be directly related to staff capacity and logistics problems at the regional office as well as provincial targets being based on staff capacity rather than the number of operational mines. Thus, considering potential environmental damage associated with mining operations and the capacity constraints of the MEM to conduct frequent compliance audits, it is likely that mining operations will have negative implications for sustainable development in the region. Currently there are many challenges facing the DME in terms of contributing positively to sustainability in the mining sector and there is a need to base future actions on the idea of continuous improvement and ultimately progress.
- Full Text:
- Date Issued: 2009
- Authors: Watkins, Deidre Ann
- Date: 2009
- Subjects: South Africa. Dept. of Mineral and Energy Affairs Mines and mineral resources -- South Africa -- Eastern Cape Mineral industries -- South Africa -- Eastern Cape Mineral industries -- Social aspects -- South Africa -- Eastern Cape Mineral industries -- Environmental aspects -- South Africa -- Eastern Cape Mines and mineral resources -- Social aspects -- South Africa -- Eastern Cape Mines and mineral resources -- Environmental aspects -- South Africa -- Eastern Cape Environmental auditing -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:728 , http://hdl.handle.net/10962/d1003848
- Description: One of the greatest challenges facing the world today is integrating industrial activities such as mining with environmental integrity and social concerns. Monitoring is fundamental to environmental management, both to assess the adherence to standards and to allow environmental managers to learn from practical experiences. However, a problem arises when the regulatory authorities cannot keep up with their mandate of enforcement and compliance monitoring. This research examined how the Department of Minerals and Energy (DME) implements the concept of sustainable development in the mining sector of the Eastern Cape (EC) and, more specifically, the extent to which the Mine Environmental Management (MEM) section is able to effectively monitor compliance of mining operations with environmental legislation. This was the first systematic compilation of statistical data for the DME, and presents the first study in the EC regional office in terms of environmental sustainability. Results indicate that there has been a sustained increase in mining activity over the past three years, possibly as a result of the boom in the construction industry and the accelerated road maintenance and improvement programmes in the Eastern Cape. Mining applications received by the DME have increased by 47% from 2006 to 2007 (January-May) and by a further 100% from 2007 to 2008. In addition to the increasing number of mining concerns being established, 98 mining concerns will need to apply for the conversion of their old order rights to new order rights by the 1st May 2009. Mining in the province is predominantly small scale with mining permits (mined areas less than 1.5Ha) making up 52.3% of all applications, with larger mining concerns contributing 29.3% and prospecting contributing the remaining 18.4%. In terms of compliance inspections, the EC regional office is required to conduct 120 environmental compliance inspections annually in terms of contributing to sustainable development. The MEM section exceeded this target since 2003. However, when the number of operational mines is considered, 120 inspections per year equates to one mine being visited, on average once every four years (based on 2008 data). Based on projected figures (number of compliance audits and number of operational mines) for 2009, the DME’s target of 150 inspections for 2009/10 combined with the limited staff D. Watkins – MBA Dissertation 2008 capacity will, at best, mean that mines would be inspected once in seven years. However, the target of 150 inspections will not actually even cover the expected number of EMP evaluation inspections. This has serious implications in terms of regulating the compliance of the mining concerns with their EMPR’s. The low level of compliance monitoring can be directly related to staff capacity and logistics problems at the regional office as well as provincial targets being based on staff capacity rather than the number of operational mines. Thus, considering potential environmental damage associated with mining operations and the capacity constraints of the MEM to conduct frequent compliance audits, it is likely that mining operations will have negative implications for sustainable development in the region. Currently there are many challenges facing the DME in terms of contributing positively to sustainability in the mining sector and there is a need to base future actions on the idea of continuous improvement and ultimately progress.
- Full Text:
- Date Issued: 2009
The relationship between innovation and leadership in First National Bank of South Africa
- Authors: Ward, Philip Henry
- Date: 2009
- Subjects: First National Bank of Southern Africa Banks and banking -- South Africa Bank management -- South Africa Leadership -- South Africa Organizational change -- South Africa Organizational effectiveness -- South Africa Chief executive officers -- South Africa Technological innovations -- Economic aspects -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:795 , http://hdl.handle.net/10962/d1004306
- Description: This research investigates the relationship between innovation and leadership in First National Bank in South Africa. In an information age paradigm, innovation is a key driver of organisational success. Innovation allows an information age company to create a sustainable competitive advantage over its competitors. First National Bank (FNB) has recognised the need for innovation and measures the amount of innovation generated in each business unit on an annual basis. Leadership is a key factor influencing innovation in large, multi-segment organisations, particularly transformational leadership. Large multi-segment organisations often have multi-functional teams and transformational leadership of these teams more effectively promotes innovation. Large multi-segment organisations also often have complex decision making processes. Transformational leadership ensures optimal innovative decisions rather than adequate decisions are reached. FNB is a multi-segment organisation comprising ten business units each headed by a Chief Executive Officer (CEO). The relationship between the level of innovation being generated annually by each business unit and the leadership style of the business unit CEO formed the focus of this research. The Multifactor Leadership Questionnaire was used to gather information on the leadership style of each CEO's. Data on the level of innovation within each of these business units was supplied by First National Bank. Data was statistically analysed against the innovation generated by each business unit using correlation analysis. Most of the results testing the relationship between transformational and transactional leadership and innovation were found not to be significant. This contradicts the theory which suggests a positive relationship between transformational leadership and innovation.
- Full Text:
- Date Issued: 2009
- Authors: Ward, Philip Henry
- Date: 2009
- Subjects: First National Bank of Southern Africa Banks and banking -- South Africa Bank management -- South Africa Leadership -- South Africa Organizational change -- South Africa Organizational effectiveness -- South Africa Chief executive officers -- South Africa Technological innovations -- Economic aspects -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:795 , http://hdl.handle.net/10962/d1004306
- Description: This research investigates the relationship between innovation and leadership in First National Bank in South Africa. In an information age paradigm, innovation is a key driver of organisational success. Innovation allows an information age company to create a sustainable competitive advantage over its competitors. First National Bank (FNB) has recognised the need for innovation and measures the amount of innovation generated in each business unit on an annual basis. Leadership is a key factor influencing innovation in large, multi-segment organisations, particularly transformational leadership. Large multi-segment organisations often have multi-functional teams and transformational leadership of these teams more effectively promotes innovation. Large multi-segment organisations also often have complex decision making processes. Transformational leadership ensures optimal innovative decisions rather than adequate decisions are reached. FNB is a multi-segment organisation comprising ten business units each headed by a Chief Executive Officer (CEO). The relationship between the level of innovation being generated annually by each business unit and the leadership style of the business unit CEO formed the focus of this research. The Multifactor Leadership Questionnaire was used to gather information on the leadership style of each CEO's. Data on the level of innovation within each of these business units was supplied by First National Bank. Data was statistically analysed against the innovation generated by each business unit using correlation analysis. Most of the results testing the relationship between transformational and transactional leadership and innovation were found not to be significant. This contradicts the theory which suggests a positive relationship between transformational leadership and innovation.
- Full Text:
- Date Issued: 2009
An evaluation of a motor retail organisation's lead management system
- Authors: Waddell, Alda
- Date: 2012
- Subjects: Barloworld Motor Retail Automobile industry and trade -- South Africa Product management -- South Africa Automobiles -- Marketing -- South Africa Internet marketing -- South Africa Consumer behavior -- South Africa Customer services -- South Africa Automobile dealers -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:779 , http://hdl.handle.net/10962/d1003900
- Description: This research was motivated by the lack of systems and methodologies in the automotive retail business sector to adequately monitor and analyse prospective customers' behaviours as a basis for developing sales. The objective of this research was to determine if lead scoring would indeed represent a good investment of time and resources for Barloworld Motor Retail. The real value for Barloworld Motor Retail is in the proven methodology for properly managing leads and the sales process. Lead scoring should have sales teams more focused because of the qualified opportunities. The sales cycle can also be efficiently managed from introduction to closure. What is Lead Scoring? In short, lead scoring identifies or measures the value of a lead to determine to which extent a lead could result in a sale. The aim of the lead scoring process is to gather as much information as possible from the prospective customer. Once information has been acquired, it is important to hand over the hot leads to sales while the warm and cold leads remain with marketing to be nurtured. A lead is a potential customer who wants to learn more about what a company has to offer, and who has acknowledged having a requirement or need that a company could help satisfy. Where this position is coupled with elements of the ideal or desired customer profile, a meaningful lead definition emerges. When a salesperson receives a lead as depicted in Figure 1, the decision must be made as to whether to promote the lead into an opportunity or recycle it back to marketing. The crucial determination would be whether the prospect is ready to enter a buying cycle, or not. Figure 1 also illustrates the lead scoring "evaluation" process. The researcher used the Barloworld Automotive www.mywheels.co.za Webpage to obtain information for this research project. The results obtained from this measurement were compared with the results obtained from other marketing initiatives and practices in the automotive industry to describe the value of lead scoring. This research is undertaken under two main headings, namely marketing and evaluating a lead management system by introducing lead scoring. In reference to marketing, Albee (2010) says that lead scoring is based on marketing that can automate the ability to know exactly when the leads in the nurturing program are sales ready and then transition them to the sales force without delay. Chekitan and Schultz (2005), introduced the notion of SIVA which stands for Solution, Information, Value, and Access. This is basically the four p's of the marketing mix, namely product, promotion, price and placement Kotler (2000) renamed and reworded to provide a customer focus. Marketing managers use this model to generate the best possible response from the target market by blending four or more combinations in the best way. The elements of the marketing mix are all controllable variables. The marketing mix can be adjusted on a frequent basis to meet the changing needs of the target market and the other dynamics of the marketing environment. The study of internet consumer behaviour is a fundamental part of the gathering of information related to lead scoring. To an extent it is also relevant to the formulation of a leads nurturing model that will positively influence buyer perceptions and help to trigger the purchase decision. With regard to the purchasing of motor vehicles, consumers will seldom make a purchase decision without personal exposure by way of sensory explanation (look, feel and touch). Internet marketing connects the physically remote consumer with the product benefits through a process of abstract positioning, and focuses on obtaining "hits" from consumers who are competent and enabled to make a positive purchase decision. Internet marketing refers to the strategies that companies use to market their products or services online. The marketing concept remains the guiding concept for companies wishing to design and implement an effective leads scoring system. Lead scoring is the process that involves the following activities: • Lead identification; • Lead collection and consolidation; • Predictive analysis of lead scoring; • Lead nurturing; • Lead distribution.
- Full Text:
- Date Issued: 2012
- Authors: Waddell, Alda
- Date: 2012
- Subjects: Barloworld Motor Retail Automobile industry and trade -- South Africa Product management -- South Africa Automobiles -- Marketing -- South Africa Internet marketing -- South Africa Consumer behavior -- South Africa Customer services -- South Africa Automobile dealers -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:779 , http://hdl.handle.net/10962/d1003900
- Description: This research was motivated by the lack of systems and methodologies in the automotive retail business sector to adequately monitor and analyse prospective customers' behaviours as a basis for developing sales. The objective of this research was to determine if lead scoring would indeed represent a good investment of time and resources for Barloworld Motor Retail. The real value for Barloworld Motor Retail is in the proven methodology for properly managing leads and the sales process. Lead scoring should have sales teams more focused because of the qualified opportunities. The sales cycle can also be efficiently managed from introduction to closure. What is Lead Scoring? In short, lead scoring identifies or measures the value of a lead to determine to which extent a lead could result in a sale. The aim of the lead scoring process is to gather as much information as possible from the prospective customer. Once information has been acquired, it is important to hand over the hot leads to sales while the warm and cold leads remain with marketing to be nurtured. A lead is a potential customer who wants to learn more about what a company has to offer, and who has acknowledged having a requirement or need that a company could help satisfy. Where this position is coupled with elements of the ideal or desired customer profile, a meaningful lead definition emerges. When a salesperson receives a lead as depicted in Figure 1, the decision must be made as to whether to promote the lead into an opportunity or recycle it back to marketing. The crucial determination would be whether the prospect is ready to enter a buying cycle, or not. Figure 1 also illustrates the lead scoring "evaluation" process. The researcher used the Barloworld Automotive www.mywheels.co.za Webpage to obtain information for this research project. The results obtained from this measurement were compared with the results obtained from other marketing initiatives and practices in the automotive industry to describe the value of lead scoring. This research is undertaken under two main headings, namely marketing and evaluating a lead management system by introducing lead scoring. In reference to marketing, Albee (2010) says that lead scoring is based on marketing that can automate the ability to know exactly when the leads in the nurturing program are sales ready and then transition them to the sales force without delay. Chekitan and Schultz (2005), introduced the notion of SIVA which stands for Solution, Information, Value, and Access. This is basically the four p's of the marketing mix, namely product, promotion, price and placement Kotler (2000) renamed and reworded to provide a customer focus. Marketing managers use this model to generate the best possible response from the target market by blending four or more combinations in the best way. The elements of the marketing mix are all controllable variables. The marketing mix can be adjusted on a frequent basis to meet the changing needs of the target market and the other dynamics of the marketing environment. The study of internet consumer behaviour is a fundamental part of the gathering of information related to lead scoring. To an extent it is also relevant to the formulation of a leads nurturing model that will positively influence buyer perceptions and help to trigger the purchase decision. With regard to the purchasing of motor vehicles, consumers will seldom make a purchase decision without personal exposure by way of sensory explanation (look, feel and touch). Internet marketing connects the physically remote consumer with the product benefits through a process of abstract positioning, and focuses on obtaining "hits" from consumers who are competent and enabled to make a positive purchase decision. Internet marketing refers to the strategies that companies use to market their products or services online. The marketing concept remains the guiding concept for companies wishing to design and implement an effective leads scoring system. Lead scoring is the process that involves the following activities: • Lead identification; • Lead collection and consolidation; • Predictive analysis of lead scoring; • Lead nurturing; • Lead distribution.
- Full Text:
- Date Issued: 2012
An assessment of the knowledge processing environment in an organisation : a case study
- Authors: Vlok, Daniël
- Date: 2004
- Subjects: Rhodes University (East London) -- Information Technology Department Knowledge management Organizational behavior Organizational learning Information storage and retrieval systems
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:721 , http://hdl.handle.net/10962/d1003806
- Description: Knowledge Management is associated with organisational initiatives in response to the demands of a knowledge-based economy in which the potential value of knowledge as a source for competitive advantage is recognised. However, the lack of a common understanding about knowledge itself, its characteristics and how it is constructed has led to diverse approaches about how to "manage" it. This study presents a critical overview of traditional and contemporary KM approaches. The main focus of this study was to discover and apply a suitable methodology for assessing an organisation's knowledge processing environment. This includes an analysis of the current practices and behaviours of people within the organisation relating to the creation of new knowledge and integrating such knowledge into day-to-day work. It also includes inferring from the above practices those policies and programmes that affect knowledge outcomes. This research makes extensive use of the Knowledge Life Cycle (KLC) framework and the Policy Synchronisation Method (PSM) developed by advocates of the New Knowledge Management movement. A case study approach was followed using a range of data collection methods, which included personal interviews, a social network survey and focus group discussions. The selected case is the small IT department at the East London campus of Rhodes University. Evidence from the case suggests that the knowledge processing environment within the IT department is unhealthy. The current knowledge processing practices and behaviours are undesirable and not geared towards the creation of new knowledge and the integration of such knowledge within the business processes of the IT department. There is little evidence of individual and organisational learning occurring and the problem solving process itself is severely hampered by dysfunctional knowledge practices. The study concludes that the above state of affairs is a reflection of the quality and appropriateness of policies and programmes in the extended organisation. Equally, the local definition of rules, procedures and the execution thereof at a business unit level is mostly lacking. The study illustrates that a systematic assessment of the knowledge processing environment provides the organisation with a sound baseline from where knowledge-based interventions can be launched.
- Full Text:
- Date Issued: 2004
- Authors: Vlok, Daniël
- Date: 2004
- Subjects: Rhodes University (East London) -- Information Technology Department Knowledge management Organizational behavior Organizational learning Information storage and retrieval systems
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:721 , http://hdl.handle.net/10962/d1003806
- Description: Knowledge Management is associated with organisational initiatives in response to the demands of a knowledge-based economy in which the potential value of knowledge as a source for competitive advantage is recognised. However, the lack of a common understanding about knowledge itself, its characteristics and how it is constructed has led to diverse approaches about how to "manage" it. This study presents a critical overview of traditional and contemporary KM approaches. The main focus of this study was to discover and apply a suitable methodology for assessing an organisation's knowledge processing environment. This includes an analysis of the current practices and behaviours of people within the organisation relating to the creation of new knowledge and integrating such knowledge into day-to-day work. It also includes inferring from the above practices those policies and programmes that affect knowledge outcomes. This research makes extensive use of the Knowledge Life Cycle (KLC) framework and the Policy Synchronisation Method (PSM) developed by advocates of the New Knowledge Management movement. A case study approach was followed using a range of data collection methods, which included personal interviews, a social network survey and focus group discussions. The selected case is the small IT department at the East London campus of Rhodes University. Evidence from the case suggests that the knowledge processing environment within the IT department is unhealthy. The current knowledge processing practices and behaviours are undesirable and not geared towards the creation of new knowledge and the integration of such knowledge within the business processes of the IT department. There is little evidence of individual and organisational learning occurring and the problem solving process itself is severely hampered by dysfunctional knowledge practices. The study concludes that the above state of affairs is a reflection of the quality and appropriateness of policies and programmes in the extended organisation. Equally, the local definition of rules, procedures and the execution thereof at a business unit level is mostly lacking. The study illustrates that a systematic assessment of the knowledge processing environment provides the organisation with a sound baseline from where knowledge-based interventions can be launched.
- Full Text:
- Date Issued: 2004
Opportunities for eco-efficiency at Summerpride Foods Ltd.: a pineapple processing factory
- Venters, Bruce Russell Ainsley
- Authors: Venters, Bruce Russell Ainsley
- Date: 2007
- Subjects: Summerpride Foods Ltd. (South Africa) Environmental protection -- South Africa Industries -- Environmental aspects -- South Africa Pineapple industry -- South Africa Environmental policy -- South Africa Sustainable development -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:787 , http://hdl.handle.net/10962/d1003908
- Description: International awareness and demands for the protection of the environment by the public on industry has only been pushed into the limelight in the past couple of decades. Prior to this it could be argued that it was accepted that environmental protection and economic development were at odds. However it has since been recognised that there is a need to achieve environmental sustainability, the concept of which was released in the 1987 Brundtland Report released by the United Nations. There are a number of ways that industry can reduce its impact on the environment and thus help reach this goal. While some advocated that stricter legislation would result in greater innovation by industry in “cleaning-up” its act, such as the Porter Hypothesis, there were also a number of new concepts and voluntary industry codes being developed. These new practices and codes have been promoted by organisations such as the International Chamber of Commerce and include technological improvements within organisations and improved resource productivity. The aim of this case study research was to find out what the environmental policy and related performance of Summerpride Foods Ltd, a pineapple processing factory in East London was and does an understanding of its environmental performance provide insights for improved efficiency. This involved the identification and analysis of what resources were used during the processing of pineapples as well as making recommendations that would result in increased efficiencies of their use. Due to the number of resources identified, only the use of water and coal which were ranked as having the highest impact were investigated further. The literature review showed that there are industry moves to applying cleaner production and eco-efficiency concepts as a means to attaining environmental sustainability. There are a number of voluntary environmental management system standards and codes that organisations can subscribe to with most probably the ISO 14001 standard being the most internationally recognised. There are many benefits to organisations adopting such standards. The use of lifecycle assessments is a useful tool that can be used to assess the environmental impact of a product through its entire life and thus enable one to identify all resources used and their impact, as well as to provide the information required to quantify areas where the greatest improvements can be made. The results of this research showed that at the start of the study, there was no formal environmental policy in place at Summerpride Foods Ltd and that this was starting to become a requirement with some customers. The detailed results which focused on water and coal usage showed that current operating methods do not recognise the importance of any wastage and that there are a number of changes that could be made that would not only result in better efficiency of use but would also result in substantial financial savings to the organisation. Summerpride Foods Ltd currently has a number of systems in place that help reduce its impact on the environment but these are not formally recorded. Summerpride Foods Ltd should adopt the principles of eco-efficiency and record all systems that impact on the environment. This would be the first step to attaining a formal environmental management system accreditation which due the increasing competitiveness of the international market in which Summerpride Foods Ltd operates, would give it a degree of advantage over those competing pineapples processing factories that do not have such accreditation.
- Full Text:
- Date Issued: 2007
- Authors: Venters, Bruce Russell Ainsley
- Date: 2007
- Subjects: Summerpride Foods Ltd. (South Africa) Environmental protection -- South Africa Industries -- Environmental aspects -- South Africa Pineapple industry -- South Africa Environmental policy -- South Africa Sustainable development -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:787 , http://hdl.handle.net/10962/d1003908
- Description: International awareness and demands for the protection of the environment by the public on industry has only been pushed into the limelight in the past couple of decades. Prior to this it could be argued that it was accepted that environmental protection and economic development were at odds. However it has since been recognised that there is a need to achieve environmental sustainability, the concept of which was released in the 1987 Brundtland Report released by the United Nations. There are a number of ways that industry can reduce its impact on the environment and thus help reach this goal. While some advocated that stricter legislation would result in greater innovation by industry in “cleaning-up” its act, such as the Porter Hypothesis, there were also a number of new concepts and voluntary industry codes being developed. These new practices and codes have been promoted by organisations such as the International Chamber of Commerce and include technological improvements within organisations and improved resource productivity. The aim of this case study research was to find out what the environmental policy and related performance of Summerpride Foods Ltd, a pineapple processing factory in East London was and does an understanding of its environmental performance provide insights for improved efficiency. This involved the identification and analysis of what resources were used during the processing of pineapples as well as making recommendations that would result in increased efficiencies of their use. Due to the number of resources identified, only the use of water and coal which were ranked as having the highest impact were investigated further. The literature review showed that there are industry moves to applying cleaner production and eco-efficiency concepts as a means to attaining environmental sustainability. There are a number of voluntary environmental management system standards and codes that organisations can subscribe to with most probably the ISO 14001 standard being the most internationally recognised. There are many benefits to organisations adopting such standards. The use of lifecycle assessments is a useful tool that can be used to assess the environmental impact of a product through its entire life and thus enable one to identify all resources used and their impact, as well as to provide the information required to quantify areas where the greatest improvements can be made. The results of this research showed that at the start of the study, there was no formal environmental policy in place at Summerpride Foods Ltd and that this was starting to become a requirement with some customers. The detailed results which focused on water and coal usage showed that current operating methods do not recognise the importance of any wastage and that there are a number of changes that could be made that would not only result in better efficiency of use but would also result in substantial financial savings to the organisation. Summerpride Foods Ltd currently has a number of systems in place that help reduce its impact on the environment but these are not formally recorded. Summerpride Foods Ltd should adopt the principles of eco-efficiency and record all systems that impact on the environment. This would be the first step to attaining a formal environmental management system accreditation which due the increasing competitiveness of the international market in which Summerpride Foods Ltd operates, would give it a degree of advantage over those competing pineapples processing factories that do not have such accreditation.
- Full Text:
- Date Issued: 2007
An exploratory study of barriers and enablers of strategy execution in the Eastern Cape Department of Education in South Africa
- Authors: Vena, Nomava Vinolia
- Date: 2018
- Subjects: Strategic planning South Africa Eastern Cape , Business planning South Africa Eastern Cape , Public administration South Africa Eastern Cape , Corporate governance South Africa Eastern Cape , Government accountability South Africa Eastern Cape , South Africa. Department of Education
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/63649 , vital:28465
- Description: Effective strategy execution is very important for the achievement of an organisation’s goals. Because it is a difficult task to translate a strategy into action, itis imperative for leadership to prioritize its strategic plan to ensure its success. The purpose of this study is to identify barriers and enablers of strategy execution in Basic Education in the Eastern Cape; its focus is on strategic goal number six: “Efficient administration ensured through good corporate governance and management”. The effectiveness of the Eastern Cape Department of Education (ECDoE) is measured by its service delivery, how strategy is executed in providing quality education. These are guided by the norms and standards like the National Education Policy Act: Norms and Standards for educators, as set by the National Department of Basic Education and the Treasury Acts. The motivation for the study was the Department’s poor performance as reported by the Auditor General (AG) in his 2015 audit report, that there has been a lack of good governance and accountability in the ECDoE. The study is qualitative: a sample of twenty-five (25) ECDoE senior managers were interviewed as the custodians of the execution of the strategic plan. Purposive sampling method selected the twenty-five from a total of forty-five (45) senior managers, some of whom were in Head Office and some in the twenty-three (23) districts. Data was collected through questionnaires and interviews and responses were captured on Excel Spreadsheet, and analysed with the Thematic Analysis. Major findings relating to barriers were on Human Resource Management, Poor Leadership, Resourcing (Tools of Trade), Improper Budgeting Systems, Poor Communication, and Organisational Structure. Some variables were interchangeably identified both as barriers and enablers, such as budgeting and resourcing. There were many recommendations, but for this study one, the Finance Section, will suffice: and that is that the Finance Section should analyse each directorate’s spending for each year before the new budget is allocated.
- Full Text:
- Date Issued: 2018
- Authors: Vena, Nomava Vinolia
- Date: 2018
- Subjects: Strategic planning South Africa Eastern Cape , Business planning South Africa Eastern Cape , Public administration South Africa Eastern Cape , Corporate governance South Africa Eastern Cape , Government accountability South Africa Eastern Cape , South Africa. Department of Education
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/63649 , vital:28465
- Description: Effective strategy execution is very important for the achievement of an organisation’s goals. Because it is a difficult task to translate a strategy into action, itis imperative for leadership to prioritize its strategic plan to ensure its success. The purpose of this study is to identify barriers and enablers of strategy execution in Basic Education in the Eastern Cape; its focus is on strategic goal number six: “Efficient administration ensured through good corporate governance and management”. The effectiveness of the Eastern Cape Department of Education (ECDoE) is measured by its service delivery, how strategy is executed in providing quality education. These are guided by the norms and standards like the National Education Policy Act: Norms and Standards for educators, as set by the National Department of Basic Education and the Treasury Acts. The motivation for the study was the Department’s poor performance as reported by the Auditor General (AG) in his 2015 audit report, that there has been a lack of good governance and accountability in the ECDoE. The study is qualitative: a sample of twenty-five (25) ECDoE senior managers were interviewed as the custodians of the execution of the strategic plan. Purposive sampling method selected the twenty-five from a total of forty-five (45) senior managers, some of whom were in Head Office and some in the twenty-three (23) districts. Data was collected through questionnaires and interviews and responses were captured on Excel Spreadsheet, and analysed with the Thematic Analysis. Major findings relating to barriers were on Human Resource Management, Poor Leadership, Resourcing (Tools of Trade), Improper Budgeting Systems, Poor Communication, and Organisational Structure. Some variables were interchangeably identified both as barriers and enablers, such as budgeting and resourcing. There were many recommendations, but for this study one, the Finance Section, will suffice: and that is that the Finance Section should analyse each directorate’s spending for each year before the new budget is allocated.
- Full Text:
- Date Issued: 2018
Barriers and drivers to the implementation of renewable energy technologies in South Africa’s aquaculture industry
- Authors: Van Wyk, Nicholas Kelly
- Date: 2018
- Subjects: Renewable energy sources South Africa , Aquaculture Environmental aspects South Africa , Sustainable aquaculture Economic aspects South Africa , Renewable energy sources Economic aspects South Africa , Renewable energy sources Environmental aspects South Africa
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/61969 , vital:28090
- Description: South Africa is plagued by socio-economic issues of poverty, inequality and high rates of unemployment. The government of South Africa has as such launched an ambitious plan known as operation PHAKISA which will complement the National Development Plan in addressing the countries aforementioned shortcomings. In the operations first phase, the focus is on growing South Africa’s ocean economy. Within the ocean economy, the growth of aquaculture has been identified as an industry with the potential to create jobs and aid in economic growth of South Africa. Aquaculture, the farming of any aquatic organisms, has been the fastest growing food production sector for the past 50 years. While natural capture fisheries have stagnated in production capacity, aquaculture has grown exponentially in order to feed a global population which is fast approaching nine billion people. However, South Africa’s aquaculture production lags significantly behind other third world countries. The sustainability of aquaculture has frequently been called into question due to the possibility of various detrimental environmental effects it may cause. To further complicate the matter, Climate Change is today an overarching threat to life as we know it, and must be taken into account if we plan to keep growing our populations and economies. As such, if South Africa wants to grow its aquaculture sector, it must be done so in a sustainable manner. This research thus sought to investigate one aspect which may increase the sustainability of aquaculture in South Africa, that being the implementation of renewable energy in the sector. Renewable energy has been identified by the United Nations Intergovernmental Panel on Climate Change as key to mitigating the effects of climate change. In order to aid Renewable Energy (RE) implementation in South Africa’s aquaculture sector, this research aimed to identify the barriers and the drivers to implementing renewable energy within aquaculture. To do this, a literature review was conducted to identify possible barriers and drivers to renewable energy implementation. These were then drafted into an online questionnaire and sent via Email to all the aquaculture organisations in South Africa that could be contacted (n = 195). Respondents were asked to rank the proposed barriers and drivers to renewable energy according to their perceived importance on a Likert Scale. A total of 18 responses could be analysed with descriptive statistics. Further, three structured interviews were conducted with members of South African aquaculture organisations who had implemented some form of Renewable Energy Technology (RET). These interviews provided in-depth insights into the importance of the various proposed barriers and drivers. The results revealed the most important barriers to RE implementation were: High Initial investments, Utility monopoly of production, Lack of RE experts on a governmental level, Lack of incentives/subsidies from government, Lack of legal framework for Independent Power Producers and Power Purchase Agreements, and Diseconomy of scale respectively. The most important drivers to RE implementation were ranked as: Long term cost benefits, Reduction in cost of RETs, Innovation / advancement of RETS, Incentives or subsidies to implement renewable energy, Adequate legal framework and legislation for Power Purchase Agreement and Preference for environmentally-friendly electricity generation. Importantly, it was found that barriers and drivers are dependent on the type of RE being implemented. A Photo Voltaic (Solar Power) system will not necessarily experience the same barriers or drivers that a Wave Energy Converter system would. In order to drive investment in RE and remove the barriers that may be preventing its implementation in aquaculture, policy will have to be adapted. Particularly in terms of legislation around Power Purchase Agreements. Further, by providing subsidies for RE implementation, it is possible to sustainably grow South Africa’s aquaculture industry.
- Full Text:
- Date Issued: 2018
- Authors: Van Wyk, Nicholas Kelly
- Date: 2018
- Subjects: Renewable energy sources South Africa , Aquaculture Environmental aspects South Africa , Sustainable aquaculture Economic aspects South Africa , Renewable energy sources Economic aspects South Africa , Renewable energy sources Environmental aspects South Africa
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/61969 , vital:28090
- Description: South Africa is plagued by socio-economic issues of poverty, inequality and high rates of unemployment. The government of South Africa has as such launched an ambitious plan known as operation PHAKISA which will complement the National Development Plan in addressing the countries aforementioned shortcomings. In the operations first phase, the focus is on growing South Africa’s ocean economy. Within the ocean economy, the growth of aquaculture has been identified as an industry with the potential to create jobs and aid in economic growth of South Africa. Aquaculture, the farming of any aquatic organisms, has been the fastest growing food production sector for the past 50 years. While natural capture fisheries have stagnated in production capacity, aquaculture has grown exponentially in order to feed a global population which is fast approaching nine billion people. However, South Africa’s aquaculture production lags significantly behind other third world countries. The sustainability of aquaculture has frequently been called into question due to the possibility of various detrimental environmental effects it may cause. To further complicate the matter, Climate Change is today an overarching threat to life as we know it, and must be taken into account if we plan to keep growing our populations and economies. As such, if South Africa wants to grow its aquaculture sector, it must be done so in a sustainable manner. This research thus sought to investigate one aspect which may increase the sustainability of aquaculture in South Africa, that being the implementation of renewable energy in the sector. Renewable energy has been identified by the United Nations Intergovernmental Panel on Climate Change as key to mitigating the effects of climate change. In order to aid Renewable Energy (RE) implementation in South Africa’s aquaculture sector, this research aimed to identify the barriers and the drivers to implementing renewable energy within aquaculture. To do this, a literature review was conducted to identify possible barriers and drivers to renewable energy implementation. These were then drafted into an online questionnaire and sent via Email to all the aquaculture organisations in South Africa that could be contacted (n = 195). Respondents were asked to rank the proposed barriers and drivers to renewable energy according to their perceived importance on a Likert Scale. A total of 18 responses could be analysed with descriptive statistics. Further, three structured interviews were conducted with members of South African aquaculture organisations who had implemented some form of Renewable Energy Technology (RET). These interviews provided in-depth insights into the importance of the various proposed barriers and drivers. The results revealed the most important barriers to RE implementation were: High Initial investments, Utility monopoly of production, Lack of RE experts on a governmental level, Lack of incentives/subsidies from government, Lack of legal framework for Independent Power Producers and Power Purchase Agreements, and Diseconomy of scale respectively. The most important drivers to RE implementation were ranked as: Long term cost benefits, Reduction in cost of RETs, Innovation / advancement of RETS, Incentives or subsidies to implement renewable energy, Adequate legal framework and legislation for Power Purchase Agreement and Preference for environmentally-friendly electricity generation. Importantly, it was found that barriers and drivers are dependent on the type of RE being implemented. A Photo Voltaic (Solar Power) system will not necessarily experience the same barriers or drivers that a Wave Energy Converter system would. In order to drive investment in RE and remove the barriers that may be preventing its implementation in aquaculture, policy will have to be adapted. Particularly in terms of legislation around Power Purchase Agreements. Further, by providing subsidies for RE implementation, it is possible to sustainably grow South Africa’s aquaculture industry.
- Full Text:
- Date Issued: 2018