Assessing the role of leadership in strategic planning
- Authors: Solomon, Wesley Anthony
- Date: 2006
- Subjects: Leadership , Strategic planning , Management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8758 , http://hdl.handle.net/10948/609 , Leadership , Strategic planning , Management
- Description: Effective leadership is one of the most important factors that influence the performance of an organization. Effective leadership together with supervision are similar in terms of their influence on others towards achieving the goals of the organization. Therefore, effective leadership and supervision are principal activities through which organizational goals and objectives are achieved.
- Full Text:
- Date Issued: 2006
- Authors: Solomon, Wesley Anthony
- Date: 2006
- Subjects: Leadership , Strategic planning , Management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8758 , http://hdl.handle.net/10948/609 , Leadership , Strategic planning , Management
- Description: Effective leadership is one of the most important factors that influence the performance of an organization. Effective leadership together with supervision are similar in terms of their influence on others towards achieving the goals of the organization. Therefore, effective leadership and supervision are principal activities through which organizational goals and objectives are achieved.
- Full Text:
- Date Issued: 2006
A survey of customer satisfaction, expectations and perceptions as a measure of service quality in SANBS
- Authors: Mququ, Mpumzi H
- Date: 2006
- Subjects: South African National Blood Service Consumer satisfaction Customer services -- Quality control Customer services -- Rating of Blood banks -- Quality control -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:767 , http://hdl.handle.net/10962/d1003888
- Description: The purpose of the study is to evaluate the service quality that the SANBS provides to its customers, by measuring customers’ perceptions and their expectations of service quality provided by the supplier of blood transfusion services. The organization that is used for this study is the South African National Blood Service (SANBS). Specifically the study seeks to: 1. Determine the extent to which customers are satisfied or not satisfied with the service they receive from the SANBS using the ten-dimensional format of SERVQUAL model, modified to the specific service quality requirements of the blood transfusion service industry. 2. Establish customers’ perceptions of the service they receive using a multiple-item scale (SERVQUAL) for measuring consumer perceptions of service quality. 3. Establish customers’ expectations of the service, and compare them to their perceptions of the service they currently receive. The comparison is made along each service quality dimension, across different parts of same service on a geographical basis, and across different customer groups on a customer category (or type) basis. 4. Recommend implementation of appropriate service quality performance improvement procedures where necessary. Study design and methods: The data for the study came from the SANBS’ customer perception and expectation survey conducted in 2005. Questionnaires were sent out to hospitals that use products and services provided by the SANBS in the Eastern Cape and KwaZulu-Natal Provinces of South Africa. The questionnaire was based on the multiple-item SERVQUAL model for measuring consumer perceptions of service quality, modified and tailored to specific service quality requirements of the blood transfusion service industry. Questionnaires were sent out to 113 (69.3%) hospitals out of a total of 163 blood-utilizing hospitals in the two provinces. Of the 113 hospitals, 92 (81.4%) responded, with questionnaires rendered unusable. The final sample size is 88 and is included in the final study database. The data is analyzed by comparing different parts of the service on a geographical basis namely KwaZulu-Natal and Eastern Cape zones. The data is also analyzed by comparing different customer groups namely the Rural State Hospitals, the Urban State Hospitals and Private Hospitals. Results: The result confirms the research (alternative) hypothesis (H1 : μ1 ≠ μ2), and rejects Ho. The overall expectations ratings are higher than the perceptions ratings, and the KwaZulu-Natal expectations ratings are higher than the Eastern Cape ratings. The expectations of private hospitals and rural state hospitals have a higher rating than that of urban state hospitals and the perceptions of private and urban state hospitals have a higher rating than that of rural state hospitals. The largest service quality gap is the accessibility dimension which relates specifically to approachability and ease with which customers can access staff at different levels of the organization by e-mail, and includes accessing of knowledgeable blood bank personnel and medical staff of SANBS, but may also relate to the distance of hospitals from the nearest blood bank, all of which are situated in urban state hospitals. The mean difference for accessibility is the highest followed by the understanding customer mean difference. The mean differences for the other dimension categories are significantly less than that of the largest two dimensions, but not significantly different amongst themselves. The mean difference for rural state hospitals is the largest followed by private hospitals and urban state hospitals. The mean difference for rural state hospitals is greater than that for urban state hospitals in both zones, but the mean difference for private hospitals is greater in KwaZulu-Natal than in the Eastern Cape. The dimension means of differences for rural state hospitals are greater than that for urban state hospitals. According to the correlations between expectations and perceptions for different dimensions, there is a weak or no linear relationship between expectations and perceptions. Conclusion: This empirical study supports the literature on the provision of service quality, and concludes that there is a statistically significant difference or gap between the services offered by the SANBS as perceived by its customers, and the expectations of its customers. The study substantiates the need for management of blood transfusion services to take into account customer perceptions of service quality and their expectations, and upon identification of gaps, to implement appropriate service quality improvement processes, rather than take a one sided view of their (SANBS’) own perception of service quality.
- Full Text:
- Date Issued: 2006
- Authors: Mququ, Mpumzi H
- Date: 2006
- Subjects: South African National Blood Service Consumer satisfaction Customer services -- Quality control Customer services -- Rating of Blood banks -- Quality control -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:767 , http://hdl.handle.net/10962/d1003888
- Description: The purpose of the study is to evaluate the service quality that the SANBS provides to its customers, by measuring customers’ perceptions and their expectations of service quality provided by the supplier of blood transfusion services. The organization that is used for this study is the South African National Blood Service (SANBS). Specifically the study seeks to: 1. Determine the extent to which customers are satisfied or not satisfied with the service they receive from the SANBS using the ten-dimensional format of SERVQUAL model, modified to the specific service quality requirements of the blood transfusion service industry. 2. Establish customers’ perceptions of the service they receive using a multiple-item scale (SERVQUAL) for measuring consumer perceptions of service quality. 3. Establish customers’ expectations of the service, and compare them to their perceptions of the service they currently receive. The comparison is made along each service quality dimension, across different parts of same service on a geographical basis, and across different customer groups on a customer category (or type) basis. 4. Recommend implementation of appropriate service quality performance improvement procedures where necessary. Study design and methods: The data for the study came from the SANBS’ customer perception and expectation survey conducted in 2005. Questionnaires were sent out to hospitals that use products and services provided by the SANBS in the Eastern Cape and KwaZulu-Natal Provinces of South Africa. The questionnaire was based on the multiple-item SERVQUAL model for measuring consumer perceptions of service quality, modified and tailored to specific service quality requirements of the blood transfusion service industry. Questionnaires were sent out to 113 (69.3%) hospitals out of a total of 163 blood-utilizing hospitals in the two provinces. Of the 113 hospitals, 92 (81.4%) responded, with questionnaires rendered unusable. The final sample size is 88 and is included in the final study database. The data is analyzed by comparing different parts of the service on a geographical basis namely KwaZulu-Natal and Eastern Cape zones. The data is also analyzed by comparing different customer groups namely the Rural State Hospitals, the Urban State Hospitals and Private Hospitals. Results: The result confirms the research (alternative) hypothesis (H1 : μ1 ≠ μ2), and rejects Ho. The overall expectations ratings are higher than the perceptions ratings, and the KwaZulu-Natal expectations ratings are higher than the Eastern Cape ratings. The expectations of private hospitals and rural state hospitals have a higher rating than that of urban state hospitals and the perceptions of private and urban state hospitals have a higher rating than that of rural state hospitals. The largest service quality gap is the accessibility dimension which relates specifically to approachability and ease with which customers can access staff at different levels of the organization by e-mail, and includes accessing of knowledgeable blood bank personnel and medical staff of SANBS, but may also relate to the distance of hospitals from the nearest blood bank, all of which are situated in urban state hospitals. The mean difference for accessibility is the highest followed by the understanding customer mean difference. The mean differences for the other dimension categories are significantly less than that of the largest two dimensions, but not significantly different amongst themselves. The mean difference for rural state hospitals is the largest followed by private hospitals and urban state hospitals. The mean difference for rural state hospitals is greater than that for urban state hospitals in both zones, but the mean difference for private hospitals is greater in KwaZulu-Natal than in the Eastern Cape. The dimension means of differences for rural state hospitals are greater than that for urban state hospitals. According to the correlations between expectations and perceptions for different dimensions, there is a weak or no linear relationship between expectations and perceptions. Conclusion: This empirical study supports the literature on the provision of service quality, and concludes that there is a statistically significant difference or gap between the services offered by the SANBS as perceived by its customers, and the expectations of its customers. The study substantiates the need for management of blood transfusion services to take into account customer perceptions of service quality and their expectations, and upon identification of gaps, to implement appropriate service quality improvement processes, rather than take a one sided view of their (SANBS’) own perception of service quality.
- Full Text:
- Date Issued: 2006
Assessing the impact of the lean manufacturing supplier development practices of an Eastern Cape vehicle manufacturer
- Authors: Botha, Christo Johannes
- Date: 2006
- Subjects: Production management , Automobile industry and trade -- South Africa -- Eastern Cape , Industrial procurement
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8558 , http://hdl.handle.net/10948/480 , Production management , Automobile industry and trade -- South Africa -- Eastern Cape , Industrial procurement
- Description: The world automotive industry has evolved through different manufacturing methodologies over many decades. It originated from craft production, but was transformed to mass production by Henry Ford in response to increased market demand. The methodology developed by Henry Ford made it possible to produce quality vehicles in large numbers and at affordable cost to the general public. However, it cannot deliver a great variety of products to the marketplace. Mass production was overtaken by a new automotive manufacturing methodology developed in Japan after World War II. The methodology, commonly referred to as lean production, yields consistently high quality products at even lower costs, whilst being able to deliver a variety of products to the consumer. The effectiveness of the lean production methodology hinges upon the strength and closeness of the relationships that exist between the assembler and its suppliers. Different models have been developed over time to describe the relationships between automotive assemblers and their suppliers. The lean supply model is generally accepted as an effective way of describing the relationships that exist between an automotive assembler and its first tier suppliers in a lean manufacturing environment. The research study aims at gaining an improved understanding of the relationships that exist between a selected Eastern Cape automotive assembler and its first tier suppliers. The effect of its supplier support practices towards lean manufacturing implementation amongst its first tier suppliers is evaluated. For the selected assembler it is found that the effect of its supplier support practices on lean manufacturing implementation amongst its first tier suppliers is limited by a non-uniform approach followed towards the supplier base. It is shown that opportunities for improvement exist for the selected assembler to develop closer relationships with its first tier suppliers to increase its global competitiveness.
- Full Text:
- Date Issued: 2006
- Authors: Botha, Christo Johannes
- Date: 2006
- Subjects: Production management , Automobile industry and trade -- South Africa -- Eastern Cape , Industrial procurement
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8558 , http://hdl.handle.net/10948/480 , Production management , Automobile industry and trade -- South Africa -- Eastern Cape , Industrial procurement
- Description: The world automotive industry has evolved through different manufacturing methodologies over many decades. It originated from craft production, but was transformed to mass production by Henry Ford in response to increased market demand. The methodology developed by Henry Ford made it possible to produce quality vehicles in large numbers and at affordable cost to the general public. However, it cannot deliver a great variety of products to the marketplace. Mass production was overtaken by a new automotive manufacturing methodology developed in Japan after World War II. The methodology, commonly referred to as lean production, yields consistently high quality products at even lower costs, whilst being able to deliver a variety of products to the consumer. The effectiveness of the lean production methodology hinges upon the strength and closeness of the relationships that exist between the assembler and its suppliers. Different models have been developed over time to describe the relationships between automotive assemblers and their suppliers. The lean supply model is generally accepted as an effective way of describing the relationships that exist between an automotive assembler and its first tier suppliers in a lean manufacturing environment. The research study aims at gaining an improved understanding of the relationships that exist between a selected Eastern Cape automotive assembler and its first tier suppliers. The effect of its supplier support practices towards lean manufacturing implementation amongst its first tier suppliers is evaluated. For the selected assembler it is found that the effect of its supplier support practices on lean manufacturing implementation amongst its first tier suppliers is limited by a non-uniform approach followed towards the supplier base. It is shown that opportunities for improvement exist for the selected assembler to develop closer relationships with its first tier suppliers to increase its global competitiveness.
- Full Text:
- Date Issued: 2006
An analysis of development strategies aimed at meeting employment equity objectives within Medscheme
- Authors: Groenewald, Annaline
- Date: 2006
- Subjects: Medscheme (Firm) , Affirmative action programs -- South Africa , Employees -- Training of -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8554 , http://hdl.handle.net/10948/515 , Medscheme (Firm) , Affirmative action programs -- South Africa , Employees -- Training of -- South Africa
- Description: South Africa has undergone major social and political changes over the past two decades. In addition, new legislation in the form of the Employment Equity Act (No. 55 of 1998), which regulates employment practices in an attempt to make the workplace a true reflection of the South African population, was introduced to employers. The implementation of this Act has a major impact on organisations in South Africa and definitely influences the way in which they do business. Organisations, large and small, in every sector are being squeezed in all dimensions. They compete for customers whose expectations of quality, price and service are constantly increasing. Throughout the world, education, training and equitable working practices are recognised as essential ingredients to compete successfully and to ensure high performance practices. This research paper investigates whether the employee development strategies at Medscheme (the organisation selected for this study) are aimed at meeting employment equity objectives. An important reason for the investigation is that globalisation and the need for organisations to gain sustainable competitive advantage require new and different approaches for the recruitment, training, development and retention of employees with key skills. The key to success will, however, be for organisations in South Africa to find a middle way between ensuring equity, while remaining competitive. In order to achieve the objective of the research, the following approach was followed: Firstly, a comprehensive literature study was conducted to determine the legislative basis for equity and employee development; Secondly, a survey of literature dealing specifically with employee development initiatives available to organisations was conducted; Thirdly, the views of the employees within Medscheme were obtained to determine to what extent the organisation implemented the Employment Equity Act and what development strategies are used to facilitate the Abstract iv development of individuals from the previously disadvantaged designated groups to equip them for future positions in senior and top management; and, Lastly, the responses to the questionnaire were analysed to determine the extent to which Medscheme’s employee development strategies support the objectives of the Employment Equity Act.
- Full Text:
- Date Issued: 2006
An analysis of development strategies aimed at meeting employment equity objectives within Medscheme
- Authors: Groenewald, Annaline
- Date: 2006
- Subjects: Medscheme (Firm) , Affirmative action programs -- South Africa , Employees -- Training of -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8554 , http://hdl.handle.net/10948/515 , Medscheme (Firm) , Affirmative action programs -- South Africa , Employees -- Training of -- South Africa
- Description: South Africa has undergone major social and political changes over the past two decades. In addition, new legislation in the form of the Employment Equity Act (No. 55 of 1998), which regulates employment practices in an attempt to make the workplace a true reflection of the South African population, was introduced to employers. The implementation of this Act has a major impact on organisations in South Africa and definitely influences the way in which they do business. Organisations, large and small, in every sector are being squeezed in all dimensions. They compete for customers whose expectations of quality, price and service are constantly increasing. Throughout the world, education, training and equitable working practices are recognised as essential ingredients to compete successfully and to ensure high performance practices. This research paper investigates whether the employee development strategies at Medscheme (the organisation selected for this study) are aimed at meeting employment equity objectives. An important reason for the investigation is that globalisation and the need for organisations to gain sustainable competitive advantage require new and different approaches for the recruitment, training, development and retention of employees with key skills. The key to success will, however, be for organisations in South Africa to find a middle way between ensuring equity, while remaining competitive. In order to achieve the objective of the research, the following approach was followed: Firstly, a comprehensive literature study was conducted to determine the legislative basis for equity and employee development; Secondly, a survey of literature dealing specifically with employee development initiatives available to organisations was conducted; Thirdly, the views of the employees within Medscheme were obtained to determine to what extent the organisation implemented the Employment Equity Act and what development strategies are used to facilitate the Abstract iv development of individuals from the previously disadvantaged designated groups to equip them for future positions in senior and top management; and, Lastly, the responses to the questionnaire were analysed to determine the extent to which Medscheme’s employee development strategies support the objectives of the Employment Equity Act.
- Full Text:
- Date Issued: 2006
An assessment of the challenges and successes experienced when implementing the six sigma methodology in Continental Tyre South Africa
- Authors: Kanakana, Mukundeleli Grace
- Date: 2006
- Subjects: Six sigma (Quality control standard) , Total quality control , Total quality management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8553 , http://hdl.handle.net/10948/531 , Six sigma (Quality control standard) , Total quality control , Total quality management
- Description: Globalisation has opened up international markets for South African companies, but has also introduced competition in the domestic market. As a result, South African organisations are forced to attain global efficiency levels if they are to compete on the world market as well as maintain their domestic market share. Organisations have to come with creative methods that can enhance their competitiveness, one of them being the Six Sigma. Six Sigma is a measurement-based strategy that focuses on process improvement and variation reduction as a means towards performance improvement. The methodology has a reputation of success, however a number of organisations believe that the methodology is not relevant to their specific competitive needs. Six Sigma is seen as another continuous improvement tool applicable to first world country organisations which will fade away with time. The study was undertaken to find out challenges and successes of implementing a Six Sigma methodology at Continental Tyre SA. The findings of the study revealed that the experience of implementing Six Sigma methodology at Continental Tyre SA is similar to those experienced by first world organisations. It is concluded that Six Sigma methodology can improve organisation processes and yield financial benefits irrespective of organisation location or background. However, organisations must follow a systematic guideline when implementing the methodology. The study provides recommendations on how Continental Tyre SA can align their strategy in order to achieve organisational objectives. The following recommendations were made: Roll out Six Sigma to support departments; Align the strategy to address critical success factors; Improve project turnover time and measure the success on financial savings and number of projects completed.
- Full Text:
- Date Issued: 2006
- Authors: Kanakana, Mukundeleli Grace
- Date: 2006
- Subjects: Six sigma (Quality control standard) , Total quality control , Total quality management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8553 , http://hdl.handle.net/10948/531 , Six sigma (Quality control standard) , Total quality control , Total quality management
- Description: Globalisation has opened up international markets for South African companies, but has also introduced competition in the domestic market. As a result, South African organisations are forced to attain global efficiency levels if they are to compete on the world market as well as maintain their domestic market share. Organisations have to come with creative methods that can enhance their competitiveness, one of them being the Six Sigma. Six Sigma is a measurement-based strategy that focuses on process improvement and variation reduction as a means towards performance improvement. The methodology has a reputation of success, however a number of organisations believe that the methodology is not relevant to their specific competitive needs. Six Sigma is seen as another continuous improvement tool applicable to first world country organisations which will fade away with time. The study was undertaken to find out challenges and successes of implementing a Six Sigma methodology at Continental Tyre SA. The findings of the study revealed that the experience of implementing Six Sigma methodology at Continental Tyre SA is similar to those experienced by first world organisations. It is concluded that Six Sigma methodology can improve organisation processes and yield financial benefits irrespective of organisation location or background. However, organisations must follow a systematic guideline when implementing the methodology. The study provides recommendations on how Continental Tyre SA can align their strategy in order to achieve organisational objectives. The following recommendations were made: Roll out Six Sigma to support departments; Align the strategy to address critical success factors; Improve project turnover time and measure the success on financial savings and number of projects completed.
- Full Text:
- Date Issued: 2006
Job satisfaction as experienced by doctors in public sector hospitals in Port Elizabeth
- Authors: John-Franklin, Nworgu
- Date: 2006
- Subjects: Physicians -- Job satisfaction -- South Africa -- Port Elizabeth , Hospitals -- South Africa -- Port Elizabeth , Job satisfaction
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8559 , http://hdl.handle.net/10948/582 , Physicians -- Job satisfaction -- South Africa -- Port Elizabeth , Hospitals -- South Africa -- Port Elizabeth , Job satisfaction
- Description: South Africa is experiencing a brain drain of doctors. It is estimated that about 5000 doctors have left South Africa since 2003. Lack of job satisfaction has been identified as one of its causes. The purpose of this study was: To provide an overview of relevant literature concerning job satisfaction. To determine, by means of an empirical survey, whether doctors in the public sector experienced any factors, which were affecting their job satisfaction levels. To make recommendations as to how the job satisfaction levels of doctors in public sector hospitals could be increased. For the empirical study a survey, with a questionnaire as data collecting tool, was conducted among 59 permanently employed doctors at the Dora Nginza Hospital in Port Elizabeth. The questionnaire focused on biographical information, personality-job fit, job content factors and job context factors. For Section B, C and D of the questionnaire, the response options were structured according to a Likert-type scale. Respondents 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 researcher observed in this study that doctors were just satisfied with their jobs. Apart from the personality job fit factor of job satisfaction where excellent scores were recorded, there seemed to be problems with job content and job context factors. Management of Port Elizabeth Hospitals Complex has a challenge in improving job satisfaction of their doctors in these areas. The researcher recommends that management of Port Elizabeth Hospitals Complex should look into the satisfaction level of doctors in their employment. Doctors’ satisfaction level should be improved from being just satisfactory to being excellent.
- Full Text:
- Date Issued: 2006
- Authors: John-Franklin, Nworgu
- Date: 2006
- Subjects: Physicians -- Job satisfaction -- South Africa -- Port Elizabeth , Hospitals -- South Africa -- Port Elizabeth , Job satisfaction
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8559 , http://hdl.handle.net/10948/582 , Physicians -- Job satisfaction -- South Africa -- Port Elizabeth , Hospitals -- South Africa -- Port Elizabeth , Job satisfaction
- Description: South Africa is experiencing a brain drain of doctors. It is estimated that about 5000 doctors have left South Africa since 2003. Lack of job satisfaction has been identified as one of its causes. The purpose of this study was: To provide an overview of relevant literature concerning job satisfaction. To determine, by means of an empirical survey, whether doctors in the public sector experienced any factors, which were affecting their job satisfaction levels. To make recommendations as to how the job satisfaction levels of doctors in public sector hospitals could be increased. For the empirical study a survey, with a questionnaire as data collecting tool, was conducted among 59 permanently employed doctors at the Dora Nginza Hospital in Port Elizabeth. The questionnaire focused on biographical information, personality-job fit, job content factors and job context factors. For Section B, C and D of the questionnaire, the response options were structured according to a Likert-type scale. Respondents 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 researcher observed in this study that doctors were just satisfied with their jobs. Apart from the personality job fit factor of job satisfaction where excellent scores were recorded, there seemed to be problems with job content and job context factors. Management of Port Elizabeth Hospitals Complex has a challenge in improving job satisfaction of their doctors in these areas. The researcher recommends that management of Port Elizabeth Hospitals Complex should look into the satisfaction level of doctors in their employment. Doctors’ satisfaction level should be improved from being just satisfactory to being excellent.
- Full Text:
- Date Issued: 2006
Development of an employee management model to address conflict and discipline in SME's
- Authors: Wren, Beverley
- Date: 2006
- Subjects: Conflict management , Personnel management , Small business -- South Africa -- George
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8748 , http://hdl.handle.net/10948/646 , Conflict management , Personnel management , Small business -- South Africa -- George
- Description: The research problem addressed in this study is to determine what effect current labour legislation has on small and medium enterprises (SME’s), in particular with regard to handling conflict and disciplinary procedures in the workplace. To achieve this objective a literature study was undertaken to ascertain what labour relations practices are recommended and/or enforced by law. The literature study included a look at the effect of conflict on the workforce and the resultant cause and effect of the stress that conflict causes. The literature study was then used to develop a questionnaire to test the degree to which small to medium sized business managers, in the coastal city of George in the Western Cape, complied with the law and application of the necessary regulations governing labour relations. The empirical study results indicated a healthy adherence to labour legislation in general. The results indicated that the role-players, namely owners and managers of small to medium sized businesses, had valid arguments both for and against the weight of the labour legislation imposed on small businesses. Those businesses that had not indicated a strict adherence to regulation run the risk of costly fines and penalties being imposed on them. Such enterprises would do well to employ an independent consultant to “audit” and update employee records on a regular (6 monthly) basis. Failure to take the time to have all the correct documentation prepared could result in costly labour disputes and government intervention, which far outweighs the cost of a professional ensuring that all the necessary paperwork is correct and in place
- Full Text:
- Date Issued: 2006
- Authors: Wren, Beverley
- Date: 2006
- Subjects: Conflict management , Personnel management , Small business -- South Africa -- George
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8748 , http://hdl.handle.net/10948/646 , Conflict management , Personnel management , Small business -- South Africa -- George
- Description: The research problem addressed in this study is to determine what effect current labour legislation has on small and medium enterprises (SME’s), in particular with regard to handling conflict and disciplinary procedures in the workplace. To achieve this objective a literature study was undertaken to ascertain what labour relations practices are recommended and/or enforced by law. The literature study included a look at the effect of conflict on the workforce and the resultant cause and effect of the stress that conflict causes. The literature study was then used to develop a questionnaire to test the degree to which small to medium sized business managers, in the coastal city of George in the Western Cape, complied with the law and application of the necessary regulations governing labour relations. The empirical study results indicated a healthy adherence to labour legislation in general. The results indicated that the role-players, namely owners and managers of small to medium sized businesses, had valid arguments both for and against the weight of the labour legislation imposed on small businesses. Those businesses that had not indicated a strict adherence to regulation run the risk of costly fines and penalties being imposed on them. Such enterprises would do well to employ an independent consultant to “audit” and update employee records on a regular (6 monthly) basis. Failure to take the time to have all the correct documentation prepared could result in costly labour disputes and government intervention, which far outweighs the cost of a professional ensuring that all the necessary paperwork is correct and in place
- Full Text:
- Date Issued: 2006
Leading strategic change: driving the transformation in the provision of legal services to the Eastern Cape Provincial government
- Authors: Beningfield, Perry Guy
- Date: 2006
- Subjects: Eastern Cape (South Africa) -- Politics and government Legal services -- South Africa -- Eastern Cape Organizational change Strategic planning Leadership
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:755 , http://hdl.handle.net/10962/d1003876
- Description: Effective change leadership is important to any organisation undergoing fundamental transformation. In particular, the ability of senior public sector leaders to successfully drive strategic change is crucial to meeting the developmental and service delivery challenges faced by the Province of the Eastern Cape in ensuring the effective, efficient and innovative government demanded by all its various stakeholders. The creation on 3 October of a Shared Legal Service situated in the Office of the Premier provided a unique opportunity to examine the leadership of this change initiative in the context of the organisational culture that existed in the provincial public service. This thesis consequently probes the phenomenon of effective change leadership by means of an examination of the understandings of the three change agents involved in driving the transformation of the provision of legal advisory services to the provincial administration and its constituent departments. The picture which emerges from the insights of the participants is one that casts a shadow over the validity of the contemporary theory of transformational leadership. Furthermore, the research conducted has identified the need to view the nature of effective change leadership through a more nuanced, situation-specific lens: one that appreciates the role of relationships and emotions, and that recognises the importance of culture and its impact on the success of organisational transformation. The case study of the Shared Legal Service change initiative provides useful insights into the many and varied challenges faced by public sector leaders in driving strategic transformation in the provincial administration. It offers an example of successful change leadership and demonstrates the need for change agents within the public service to harness more emotionally resonant and relational forms of leadership if they are to soar to new heights in meeting the service delivery expectations of all who look to provincial government to deliver the fruits of democracy.
- Full Text:
- Date Issued: 2006
- Authors: Beningfield, Perry Guy
- Date: 2006
- Subjects: Eastern Cape (South Africa) -- Politics and government Legal services -- South Africa -- Eastern Cape Organizational change Strategic planning Leadership
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:755 , http://hdl.handle.net/10962/d1003876
- Description: Effective change leadership is important to any organisation undergoing fundamental transformation. In particular, the ability of senior public sector leaders to successfully drive strategic change is crucial to meeting the developmental and service delivery challenges faced by the Province of the Eastern Cape in ensuring the effective, efficient and innovative government demanded by all its various stakeholders. The creation on 3 October of a Shared Legal Service situated in the Office of the Premier provided a unique opportunity to examine the leadership of this change initiative in the context of the organisational culture that existed in the provincial public service. This thesis consequently probes the phenomenon of effective change leadership by means of an examination of the understandings of the three change agents involved in driving the transformation of the provision of legal advisory services to the provincial administration and its constituent departments. The picture which emerges from the insights of the participants is one that casts a shadow over the validity of the contemporary theory of transformational leadership. Furthermore, the research conducted has identified the need to view the nature of effective change leadership through a more nuanced, situation-specific lens: one that appreciates the role of relationships and emotions, and that recognises the importance of culture and its impact on the success of organisational transformation. The case study of the Shared Legal Service change initiative provides useful insights into the many and varied challenges faced by public sector leaders in driving strategic transformation in the provincial administration. It offers an example of successful change leadership and demonstrates the need for change agents within the public service to harness more emotionally resonant and relational forms of leadership if they are to soar to new heights in meeting the service delivery expectations of all who look to provincial government to deliver the fruits of democracy.
- Full Text:
- Date Issued: 2006
Utilising value stream mapping to improve operations at Transwerk Uitenhage
- Authors: Silo, Andile Elliot
- Date: 2006
- Subjects: Production engineering , Production planning
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8760 , http://hdl.handle.net/10948/604 , http://hdl.handle.net/10948/d1011684 , Production engineering , Production planning
- Description: Transwerk is a business uint of Transnet. It was established in 1940. Since 1940 unti 1994, Transwerk operated as the engineering section of Spoornet and was known as South African Railways. Transwerk emancipated in 1994 and had plants in all nine provinces of South Africa. In the past, trains were hauled by steam locomatives, which were manually operated. With the improvement of technology, steam locomotives were replaced by diesel locomotives. The recent technology improvement brought about electric locomotives which are more reliable than diesel locomotives.Trnaswerk has a plant in the Eastern Cape Province which is situated in Uitenhage. This plant focuses on refurbishing wagins for Spoornet. This research is about improving the refurbishing processes of Transwerk Uitenhage.
- Full Text:
- Date Issued: 2006
- Authors: Silo, Andile Elliot
- Date: 2006
- Subjects: Production engineering , Production planning
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8760 , http://hdl.handle.net/10948/604 , http://hdl.handle.net/10948/d1011684 , Production engineering , Production planning
- Description: Transwerk is a business uint of Transnet. It was established in 1940. Since 1940 unti 1994, Transwerk operated as the engineering section of Spoornet and was known as South African Railways. Transwerk emancipated in 1994 and had plants in all nine provinces of South Africa. In the past, trains were hauled by steam locomatives, which were manually operated. With the improvement of technology, steam locomotives were replaced by diesel locomotives. The recent technology improvement brought about electric locomotives which are more reliable than diesel locomotives.Trnaswerk has a plant in the Eastern Cape Province which is situated in Uitenhage. This plant focuses on refurbishing wagins for Spoornet. This research is about improving the refurbishing processes of Transwerk Uitenhage.
- Full Text:
- Date Issued: 2006
Service quality perceptions among different cultures in the Nelson Mandela Metropole
- Authors: Müller, Otto
- Date: 2006
- Subjects: Service industries -- South Africa -- Nelson Mandela Metropole -- Quality control , Service industries -- Customer services -- South Africa -- Nelson Mandela Metropole , Consumer satisfaction , Service industries -- South Africa -- Nelson Mandela Metropole -- Cross cultural studies
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8763 , http://hdl.handle.net/10948/d1011687 , Service industries -- South Africa -- Nelson Mandela Metropole -- Quality control , Service industries -- Customer services -- South Africa -- Nelson Mandela Metropole , Consumer satisfaction , Service industries -- South Africa -- Nelson Mandela Metropole -- Cross cultural studies
- Description: Managing cultural differences in today’s work environment has received the attention of researchers all over the world. What has received far less attention is the managing of the cultural differences between service provider workers and customers and how this is perceived to lead to achieving great service quality. This research project focuses on the cultural differences between culturally diverse South African service provider workers and South African customers, with some reference to international customers. The questionnaire used in this research includes questions embodying the service quality instruments developed by Parasuraman, Zeithaml, and Berry (1988) and Hofstede’s (1991) cultural dimensions. The questionnaire was completed by 81 students of the East Cape Midland College in the Nelson Mandela Metropole. A Pearson’s correlation coefficient was calculated for each service quality instrument and each cultural dimension. The resulting correlation coefficients were analysed and a positive or negative correlation between each service quality instrument and each cultural dimension is shown. The implications of each positive and negative correlation are shown and how it impacts on perceived service quality delivery. The implications for service quality management are shown, followed by recommendations for the management of a culturally diverse workforce.
- Full Text:
- Date Issued: 2006
- Authors: Müller, Otto
- Date: 2006
- Subjects: Service industries -- South Africa -- Nelson Mandela Metropole -- Quality control , Service industries -- Customer services -- South Africa -- Nelson Mandela Metropole , Consumer satisfaction , Service industries -- South Africa -- Nelson Mandela Metropole -- Cross cultural studies
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8763 , http://hdl.handle.net/10948/d1011687 , Service industries -- South Africa -- Nelson Mandela Metropole -- Quality control , Service industries -- Customer services -- South Africa -- Nelson Mandela Metropole , Consumer satisfaction , Service industries -- South Africa -- Nelson Mandela Metropole -- Cross cultural studies
- Description: Managing cultural differences in today’s work environment has received the attention of researchers all over the world. What has received far less attention is the managing of the cultural differences between service provider workers and customers and how this is perceived to lead to achieving great service quality. This research project focuses on the cultural differences between culturally diverse South African service provider workers and South African customers, with some reference to international customers. The questionnaire used in this research includes questions embodying the service quality instruments developed by Parasuraman, Zeithaml, and Berry (1988) and Hofstede’s (1991) cultural dimensions. The questionnaire was completed by 81 students of the East Cape Midland College in the Nelson Mandela Metropole. A Pearson’s correlation coefficient was calculated for each service quality instrument and each cultural dimension. The resulting correlation coefficients were analysed and a positive or negative correlation between each service quality instrument and each cultural dimension is shown. The implications of each positive and negative correlation are shown and how it impacts on perceived service quality delivery. The implications for service quality management are shown, followed by recommendations for the management of a culturally diverse workforce.
- Full Text:
- Date Issued: 2006
The development of a leadership brand to enhance the competitiveness of organisations
- Authors: Baatjes, Jerome Clinton
- Date: 2006
- Subjects: Leadership , Competition
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8565 , http://hdl.handle.net/10948/189 , Leadership , Competition
- Description: Effective leadership is and will remain the cornerstone of business success. It is leadership that differentiates world class from mediocre performance. The objective of this study is to investigate how positive leadership brand can be developed in order to leverage human capital and enhance the competitive position of organisations. To achieve this objective a comprehensive literature study was performed to determine the extent of existing knowledge on branding, leadership and leadership branding. The study included an investigation into the attributes of effective leaders, leadership development activities, leadership styles and a formula for effective leadership was presented. Managers from selected organisations were requested to complete questionnaires in order to determine the views of South African managers on leadership branding. The questionnaire was developed in accordance with the findings from the literature research. The answers of the respondents were analysed and compared to the literature study. The information obtained from the literature study and from the respondents resulted in various recommendations and conclusions. In general, support was found for investing resources into developing leadership brand as respondents indicated that positive leadership brand could result in a source of competitive advantage. The major obstacles in developing positive leadership brands are: absence of a clear message of what makes an effective leader, lack of feedback that leaders receive on the behaviours they display and no (or an unknown) link between leadership behaviours and rewards.
- Full Text:
- Date Issued: 2006
- Authors: Baatjes, Jerome Clinton
- Date: 2006
- Subjects: Leadership , Competition
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8565 , http://hdl.handle.net/10948/189 , Leadership , Competition
- Description: Effective leadership is and will remain the cornerstone of business success. It is leadership that differentiates world class from mediocre performance. The objective of this study is to investigate how positive leadership brand can be developed in order to leverage human capital and enhance the competitive position of organisations. To achieve this objective a comprehensive literature study was performed to determine the extent of existing knowledge on branding, leadership and leadership branding. The study included an investigation into the attributes of effective leaders, leadership development activities, leadership styles and a formula for effective leadership was presented. Managers from selected organisations were requested to complete questionnaires in order to determine the views of South African managers on leadership branding. The questionnaire was developed in accordance with the findings from the literature research. The answers of the respondents were analysed and compared to the literature study. The information obtained from the literature study and from the respondents resulted in various recommendations and conclusions. In general, support was found for investing resources into developing leadership brand as respondents indicated that positive leadership brand could result in a source of competitive advantage. The major obstacles in developing positive leadership brands are: absence of a clear message of what makes an effective leader, lack of feedback that leaders receive on the behaviours they display and no (or an unknown) link between leadership behaviours and rewards.
- Full Text:
- Date Issued: 2006
A study of the effectiveness of the VCT service at the NMMU
- Authors: August, Yolande Margaret
- Date: 2006
- Subjects: HIV-positive persons -- Counseling of -- South Africa -- Port Elizabeth , AIDS (Disease) -- Patients -- Counseling of -- South Africa -- Port Elizabeth , Nelson Mandela Metropolitan University , HIV infections -- South Africa -- Port Elizabeth -- Prevention , AIDS (Disease) -- South Africa -- Port Elizabeth -- Prevention
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8540 , http://hdl.handle.net/10948/470 , HIV-positive persons -- Counseling of -- South Africa -- Port Elizabeth , AIDS (Disease) -- Patients -- Counseling of -- South Africa -- Port Elizabeth , Nelson Mandela Metropolitan University , HIV infections -- South Africa -- Port Elizabeth -- Prevention , AIDS (Disease) -- South Africa -- Port Elizabeth -- Prevention
- Description: The students are the future economic backbone of the country and it is essential that measures are taken to reduce the number of new HIV infections in this segment of the population. Free voluntary counselling and testing for HIV was introduced at the Nelson Mandela Metropolitan University as one of the prevention strategies to curb the spread of HIV. This service has grown steadily over the years but strategies need to be formulated and implemented to improve the existing service and thereby increase the utilisation of the testing service. This treatise takes the form of an investigative survey involving literature review and a survey of all the individuals who utilised the VCT service over a three month period. The author has attempted to portray the general views and best practices of experts in the field of VCT service delivery. The identified best practices were used as an assessment tool to determine to what extent the VCT service at the NMMU complies with national and international standards. The quantification of these insights must be viewed with caution since the survey sample was relatively low due to time constraints. It has been shown that the VCT service at the NMMU largely complies with national and international standards although several recommendations have been presented for consideration.
- Full Text:
- Date Issued: 2006
- Authors: August, Yolande Margaret
- Date: 2006
- Subjects: HIV-positive persons -- Counseling of -- South Africa -- Port Elizabeth , AIDS (Disease) -- Patients -- Counseling of -- South Africa -- Port Elizabeth , Nelson Mandela Metropolitan University , HIV infections -- South Africa -- Port Elizabeth -- Prevention , AIDS (Disease) -- South Africa -- Port Elizabeth -- Prevention
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8540 , http://hdl.handle.net/10948/470 , HIV-positive persons -- Counseling of -- South Africa -- Port Elizabeth , AIDS (Disease) -- Patients -- Counseling of -- South Africa -- Port Elizabeth , Nelson Mandela Metropolitan University , HIV infections -- South Africa -- Port Elizabeth -- Prevention , AIDS (Disease) -- South Africa -- Port Elizabeth -- Prevention
- Description: The students are the future economic backbone of the country and it is essential that measures are taken to reduce the number of new HIV infections in this segment of the population. Free voluntary counselling and testing for HIV was introduced at the Nelson Mandela Metropolitan University as one of the prevention strategies to curb the spread of HIV. This service has grown steadily over the years but strategies need to be formulated and implemented to improve the existing service and thereby increase the utilisation of the testing service. This treatise takes the form of an investigative survey involving literature review and a survey of all the individuals who utilised the VCT service over a three month period. The author has attempted to portray the general views and best practices of experts in the field of VCT service delivery. The identified best practices were used as an assessment tool to determine to what extent the VCT service at the NMMU complies with national and international standards. The quantification of these insights must be viewed with caution since the survey sample was relatively low due to time constraints. It has been shown that the VCT service at the NMMU largely complies with national and international standards although several recommendations have been presented for consideration.
- Full Text:
- Date Issued: 2006
An assessment of the supplier development practices at Volkswagen of South Africa
- Authors: Erasmus, Bradley Quentin
- Date: 2006
- Subjects: Volkswagen of South Africa (Firm) , Production management , Business logistics -- Management , Motor vehicle industry -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8555 , http://hdl.handle.net/10948/500 , Volkswagen of South Africa (Firm) , Production management , Business logistics -- Management , Motor vehicle industry -- South Africa
- Description: The underlying objective of the research is to assess the nature of the supplier training at Volkswagen of South Africa (VWSA). To achieve this objective, a theoretical study was conducted to establish what literature reveals to be the most important theory of supply chain management as well as supplier development geared towards lean manufacturing. The information obtained in the literature study was analysed to solve the main problem namely, an assessment of the nature of the supplier training at Volkswagen of South Africa (VWSA). The research was divided into two questionnaires: The first questionnaire is targeted at the suppliers. This questionnaire has two sections namely section A, the biographical data and section B attempts to determine the quality systems and manufacturing requirements. It further attempts to gauge training support and needs as compared to other OEM’s. The second questionnaire is targeted at the Supplier Development Manager. The aim of this questionnaire is to establish what the current training offerings are, the source of what VWSA teachers and the awareness of the Toyota Training College.
- Full Text:
- Date Issued: 2006
- Authors: Erasmus, Bradley Quentin
- Date: 2006
- Subjects: Volkswagen of South Africa (Firm) , Production management , Business logistics -- Management , Motor vehicle industry -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8555 , http://hdl.handle.net/10948/500 , Volkswagen of South Africa (Firm) , Production management , Business logistics -- Management , Motor vehicle industry -- South Africa
- Description: The underlying objective of the research is to assess the nature of the supplier training at Volkswagen of South Africa (VWSA). To achieve this objective, a theoretical study was conducted to establish what literature reveals to be the most important theory of supply chain management as well as supplier development geared towards lean manufacturing. The information obtained in the literature study was analysed to solve the main problem namely, an assessment of the nature of the supplier training at Volkswagen of South Africa (VWSA). The research was divided into two questionnaires: The first questionnaire is targeted at the suppliers. This questionnaire has two sections namely section A, the biographical data and section B attempts to determine the quality systems and manufacturing requirements. It further attempts to gauge training support and needs as compared to other OEM’s. The second questionnaire is targeted at the Supplier Development Manager. The aim of this questionnaire is to establish what the current training offerings are, the source of what VWSA teachers and the awareness of the Toyota Training College.
- Full Text:
- Date Issued: 2006
The impact of cost saving on service quailty
- Authors: Van Rayner, Fiona Mary
- Date: 2006
- Subjects: Service industries -- South Africa -- Cost control , Service industries -- South Africa -- Quality control , Employee morale , Job satisfaction
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8751 , http://hdl.handle.net/10948/631 , Service industries -- South Africa -- Cost control , Service industries -- South Africa -- Quality control , Employee morale , Job satisfaction
- Description: The aim of all companies is continuously to improve their products and/or services. Managers need to understand what service quality entails and what measures to take to ensure that quality is upheld and employees are satisfied. Cost-saving initiatives often require certain changes to take place within the organisation. In the event of such changes, the psychological contract is often violated, which may have a positive or negative effect on the affected individuals. Management expects to get more work done with fewer employees, who in turn are expected to keep up the service quality. The current shortage of medical technologists in the country has made it impossible for them to cope with the heavy workload. As a result, many leave the profession and venture into something completely different. Those that are left become completely demotivated; they experience less job satisfaction and show less commitment to their work. However, some may even embrace the changes because to them it may mean bigger and better challenges. The aim of this study is to identify which approaches management took to ensure cost saving and how these approaches impacted on the behaviour of employees. A literature review was conducted to determine what the theory reveals about cost saving and its impact on employee behaviour. This was followed by an empirical survey conducted within the National Health Laboratory Services in the Ibhayi region. Finally, the practical findings and literary theory were compared to make recommendations to management on how to ensure positive employee behaviour and boost employee morale.
- Full Text:
- Date Issued: 2006
- Authors: Van Rayner, Fiona Mary
- Date: 2006
- Subjects: Service industries -- South Africa -- Cost control , Service industries -- South Africa -- Quality control , Employee morale , Job satisfaction
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8751 , http://hdl.handle.net/10948/631 , Service industries -- South Africa -- Cost control , Service industries -- South Africa -- Quality control , Employee morale , Job satisfaction
- Description: The aim of all companies is continuously to improve their products and/or services. Managers need to understand what service quality entails and what measures to take to ensure that quality is upheld and employees are satisfied. Cost-saving initiatives often require certain changes to take place within the organisation. In the event of such changes, the psychological contract is often violated, which may have a positive or negative effect on the affected individuals. Management expects to get more work done with fewer employees, who in turn are expected to keep up the service quality. The current shortage of medical technologists in the country has made it impossible for them to cope with the heavy workload. As a result, many leave the profession and venture into something completely different. Those that are left become completely demotivated; they experience less job satisfaction and show less commitment to their work. However, some may even embrace the changes because to them it may mean bigger and better challenges. The aim of this study is to identify which approaches management took to ensure cost saving and how these approaches impacted on the behaviour of employees. A literature review was conducted to determine what the theory reveals about cost saving and its impact on employee behaviour. This was followed by an empirical survey conducted within the National Health Laboratory Services in the Ibhayi region. Finally, the practical findings and literary theory were compared to make recommendations to management on how to ensure positive employee behaviour and boost employee morale.
- Full Text:
- Date Issued: 2006
The strategic implementation of continuous improvement tools within manufacturing plants of the Eastern Cape
- Authors: Spence, Mark George
- Date: 2006
- Subjects: Automobile supplies industry -- South Africa -- Eastern Cape , Production management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8752 , http://hdl.handle.net/10948/611 , Automobile supplies industry -- South Africa -- Eastern Cape , Production management
- Description: Continuous improvement has long been considered a key business strategy to the success of any business that needs to be competitive and survive in a world that is continually evolving, particularly with the increased focus on meeting cost and quality targets that are set by a far more knowledgeable customer. Unfortunately, many organisations invest countless hours of their key personnel's time on training without creating a clear vision and consolidated strategic plan as to how continuous improvement will be driven in the business. Marginal elements of success are obtained, but the harnessing of these skills, as well as the true synergy that could be realized, are watered down due to the silos in which many of the activities are performed. Within the context of this dissertation, a conceptual approach to the strategic implementation of continuous improvement tools within the organization will be sought in order to enhance all facets of the business and not only the traditional arenas of the manufacturing disciplines. Murray and Roberts Foundries Group is embarking on the integration of current and new continuous improvement tools that form part of its continued improvement drive. This research was conducted with other organisations and will help shed light on Murray and Roberts Foundries Group’s way forward in the implementation of these tools to ensure long-term sustainable success. The intent of this dissertation is therefore to offer a comprehensive set of recommendations for Murray and Roberts Foundries Group’s top management in terms of its strategic implementation and the successful application of Lean manufacturing tools and techniques. In addition, areas and directions for further research are identified.
- Full Text:
- Date Issued: 2006
- Authors: Spence, Mark George
- Date: 2006
- Subjects: Automobile supplies industry -- South Africa -- Eastern Cape , Production management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8752 , http://hdl.handle.net/10948/611 , Automobile supplies industry -- South Africa -- Eastern Cape , Production management
- Description: Continuous improvement has long been considered a key business strategy to the success of any business that needs to be competitive and survive in a world that is continually evolving, particularly with the increased focus on meeting cost and quality targets that are set by a far more knowledgeable customer. Unfortunately, many organisations invest countless hours of their key personnel's time on training without creating a clear vision and consolidated strategic plan as to how continuous improvement will be driven in the business. Marginal elements of success are obtained, but the harnessing of these skills, as well as the true synergy that could be realized, are watered down due to the silos in which many of the activities are performed. Within the context of this dissertation, a conceptual approach to the strategic implementation of continuous improvement tools within the organization will be sought in order to enhance all facets of the business and not only the traditional arenas of the manufacturing disciplines. Murray and Roberts Foundries Group is embarking on the integration of current and new continuous improvement tools that form part of its continued improvement drive. This research was conducted with other organisations and will help shed light on Murray and Roberts Foundries Group’s way forward in the implementation of these tools to ensure long-term sustainable success. The intent of this dissertation is therefore to offer a comprehensive set of recommendations for Murray and Roberts Foundries Group’s top management in terms of its strategic implementation and the successful application of Lean manufacturing tools and techniques. In addition, areas and directions for further research are identified.
- Full Text:
- Date Issued: 2006
A critical evaluation of the performance management system used by Nampak Research and Development
- Authors: Solomons, Neville
- Date: 2006
- Subjects: Performance -- Management , Package goods industry -- South Africa , Organizational effectiveness -- Evaluation
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8753 , http://hdl.handle.net/10948/610 , Performance -- Management , Package goods industry -- South Africa , Organizational effectiveness -- Evaluation
- Description: Introduction: Performance management is an important driver in most companies today. Companies regard this as the tool to ensure that the people working for them will deliver as per the agreed contract and objectives which were set mutually. This study will reveal the importance of a well managed performance management system and what benefits one will derive from it. Intent: The purpose of this research project is to conduct a critical analysis of the performance management system used by Nampak Research and Development. They have been using a system since 2001 to the present without any changes to the system. The study focused on key areas to ascertain the level of change in the above respect that needs to take place. The study addressed (a) the understanding of performance management, (b) the management attitude towards performance management, (c) staff development, (d) the mentoring system, and (e) the performance appraisal method used. Findings: the main findings were that: (a) loss of management skill due to retirement, (b) staff has a negative attitude towards the performance management system, (c) staff does not trust the system, (d) management is the only group that is positive about the system, (e) there are no staff development strategies and no staff development, (f) ineffective mentoring system, (g) no mentor and mentee relationship, and (h) the performance appraisal method raised concerns in terms of departments not being consistent with the rating scores. Conclusion: the researcher has recommended what needs to be put in place to help the system work. Due to the complexity of the system, the researcher then recommended that a specialist in the field of performance management be approached to resolve the situation.
- Full Text:
- Date Issued: 2006
- Authors: Solomons, Neville
- Date: 2006
- Subjects: Performance -- Management , Package goods industry -- South Africa , Organizational effectiveness -- Evaluation
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8753 , http://hdl.handle.net/10948/610 , Performance -- Management , Package goods industry -- South Africa , Organizational effectiveness -- Evaluation
- Description: Introduction: Performance management is an important driver in most companies today. Companies regard this as the tool to ensure that the people working for them will deliver as per the agreed contract and objectives which were set mutually. This study will reveal the importance of a well managed performance management system and what benefits one will derive from it. Intent: The purpose of this research project is to conduct a critical analysis of the performance management system used by Nampak Research and Development. They have been using a system since 2001 to the present without any changes to the system. The study focused on key areas to ascertain the level of change in the above respect that needs to take place. The study addressed (a) the understanding of performance management, (b) the management attitude towards performance management, (c) staff development, (d) the mentoring system, and (e) the performance appraisal method used. Findings: the main findings were that: (a) loss of management skill due to retirement, (b) staff has a negative attitude towards the performance management system, (c) staff does not trust the system, (d) management is the only group that is positive about the system, (e) there are no staff development strategies and no staff development, (f) ineffective mentoring system, (g) no mentor and mentee relationship, and (h) the performance appraisal method raised concerns in terms of departments not being consistent with the rating scores. Conclusion: the researcher has recommended what needs to be put in place to help the system work. Due to the complexity of the system, the researcher then recommended that a specialist in the field of performance management be approached to resolve the situation.
- Full Text:
- Date Issued: 2006
Establishing effective organisational coaching strategies
- Authors: Dove, Jean Tracy
- Date: 2006
- Subjects: Employees -- Coaching of , Mentoring in business , Employee retention , Organizational effectiveness
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8561 , http://hdl.handle.net/10948/496 , Employees -- Coaching of , Mentoring in business , Employee retention , Organizational effectiveness
- Description: To enable a business to grow and to uplift the economic and social development of its employees, it is vital that skills are provided to individuals. Businesses today strive to retain employees, as their skills learnt, prove to be a valuable asset that takes years to replace. For this reason, all means available are utilised to retain employees in the workplace. The term coaching is a relatively newcomer to the world of business and is seen to take a holistic view of the individual and focuses on work, corporate values, personal needs and career development. The main objective of this study was to identify coaching strategies that can be implemented by organisations in order to ensure the retention and development of employees. Businesses have to rely on employees to help them achieve financial growth, outperform their competitors, produce innovative products and to achieve long-term goals. These tasks would be impossible to achieve if the interests of employees were neglected. It was established from the literature survey that the coaching style of leadership involved more than simply training managers in coaching skills. A whole new coaching culture needed to be implemented in businesses in order to bring about change. Coachees rely on effective coachers to provide guidance and to demonstrate the skills needed. Based on various models in the literature survey a coaching model was formulated. The empirical survey was conducted at five selected companies in the Buffalo City Municipal area. A theoretical model for organisational coaching was developed and tested by means of a questionnaire. It emerged that employees at lower levels had not been involved in any form of coaching.
- Full Text:
- Date Issued: 2006
- Authors: Dove, Jean Tracy
- Date: 2006
- Subjects: Employees -- Coaching of , Mentoring in business , Employee retention , Organizational effectiveness
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8561 , http://hdl.handle.net/10948/496 , Employees -- Coaching of , Mentoring in business , Employee retention , Organizational effectiveness
- Description: To enable a business to grow and to uplift the economic and social development of its employees, it is vital that skills are provided to individuals. Businesses today strive to retain employees, as their skills learnt, prove to be a valuable asset that takes years to replace. For this reason, all means available are utilised to retain employees in the workplace. The term coaching is a relatively newcomer to the world of business and is seen to take a holistic view of the individual and focuses on work, corporate values, personal needs and career development. The main objective of this study was to identify coaching strategies that can be implemented by organisations in order to ensure the retention and development of employees. Businesses have to rely on employees to help them achieve financial growth, outperform their competitors, produce innovative products and to achieve long-term goals. These tasks would be impossible to achieve if the interests of employees were neglected. It was established from the literature survey that the coaching style of leadership involved more than simply training managers in coaching skills. A whole new coaching culture needed to be implemented in businesses in order to bring about change. Coachees rely on effective coachers to provide guidance and to demonstrate the skills needed. Based on various models in the literature survey a coaching model was formulated. The empirical survey was conducted at five selected companies in the Buffalo City Municipal area. A theoretical model for organisational coaching was developed and tested by means of a questionnaire. It emerged that employees at lower levels had not been involved in any form of coaching.
- Full Text:
- Date Issued: 2006
Designing a lean manufacturing model for Johnson Controls SA
- Authors: Andersson, Carl
- Date: 2006
- Subjects: Production management -- South Africa , Just-in-time systems , Manufacturing resource planning
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8566 , http://hdl.handle.net/10948/188 , Production management -- South Africa , Just-in-time systems , Manufacturing resource planning
- Description: An increase in global competitiveness has forced manufacturing organisations to re – look at their facility from an output and quality standpoint. Leveraging a manufacturing operation into a competitive advantage must at all times support the organisation’s objectives. It is therefore vital that the operation reviews its strategy so that it fulfils the everchanging needs of its market. The main objective of this research was to identify possible approaches that Johnson Controls South Africa (JCI SA) could pursue when implementing a Lean Manufacturing model. In doing this it will improve JCI SA’s manufacturing efficiency and quality, thus giving the organisation a competitive edge over its opposition. The research presented an empirical study of how a Lean Manufacturing model should be implemented in JCI SA. A theoretical and empirical study was conducted on how to successfully implement Lean Manufacturing within an organisation. The main purpose was to establish a theoretical Lean Manufacturing model that the organisation can utilise as a strategic plan to become the global leader in its market place.
- Full Text:
- Date Issued: 2006
- Authors: Andersson, Carl
- Date: 2006
- Subjects: Production management -- South Africa , Just-in-time systems , Manufacturing resource planning
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8566 , http://hdl.handle.net/10948/188 , Production management -- South Africa , Just-in-time systems , Manufacturing resource planning
- Description: An increase in global competitiveness has forced manufacturing organisations to re – look at their facility from an output and quality standpoint. Leveraging a manufacturing operation into a competitive advantage must at all times support the organisation’s objectives. It is therefore vital that the operation reviews its strategy so that it fulfils the everchanging needs of its market. The main objective of this research was to identify possible approaches that Johnson Controls South Africa (JCI SA) could pursue when implementing a Lean Manufacturing model. In doing this it will improve JCI SA’s manufacturing efficiency and quality, thus giving the organisation a competitive edge over its opposition. The research presented an empirical study of how a Lean Manufacturing model should be implemented in JCI SA. A theoretical and empirical study was conducted on how to successfully implement Lean Manufacturing within an organisation. The main purpose was to establish a theoretical Lean Manufacturing model that the organisation can utilise as a strategic plan to become the global leader in its market place.
- Full Text:
- Date Issued: 2006
Moving from performance appraisal to performance management at Goldmaster
- Authors: Verhulp, Ian Marc
- Date: 2006
- Subjects: Employees -- Rating of -- South Africa -- Cape Town , Performance standards , Personnel management , Jewelers -- South Africa -- Cape Town
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8750 , http://hdl.handle.net/10948/635 , Employees -- Rating of -- South Africa -- Cape Town , Performance standards , Personnel management , Jewelers -- South Africa -- Cape Town
- Description: Performance management systems help align individual goals and objectives with those of the organisation. The system engages employees and thereby directs them toward achieving the strategic goals of the organisation. The purpose of this research study was to conduct an investigation at a manufacturing jeweller in the Western Cape to establish whether a performance management system would facilitate the achievement of the organisation’s strategic goals and objectives. Preliminary investigations showed that the organisation was using a performance appraisal process which was not effective in facilitating the organisation’s strategic objectives. Based on the initial investigation, this study was undertaken. To achieve the goals of this study, 33 employees of the organisation were presented with a questionnaire based on important key elements of performance management. Responses were received from 31 employees, of which one was from senior management, two from management, three from supervisory staff, and 25 from general staff members. Their responses to the questionnaire were analysed and evaluated and, based on the findings, recommendations were made. The results of the study showed that problems exist in the organisation which impede achievement of its strategic goals. A performance management system would assist the organisation in many of these areas to overcome the identified problems. The results of the study will enable the management of the organisation to design and implement a performance management system to facilitate the achievement of the organisation’s strategic goals.
- Full Text:
- Date Issued: 2006
- Authors: Verhulp, Ian Marc
- Date: 2006
- Subjects: Employees -- Rating of -- South Africa -- Cape Town , Performance standards , Personnel management , Jewelers -- South Africa -- Cape Town
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8750 , http://hdl.handle.net/10948/635 , Employees -- Rating of -- South Africa -- Cape Town , Performance standards , Personnel management , Jewelers -- South Africa -- Cape Town
- Description: Performance management systems help align individual goals and objectives with those of the organisation. The system engages employees and thereby directs them toward achieving the strategic goals of the organisation. The purpose of this research study was to conduct an investigation at a manufacturing jeweller in the Western Cape to establish whether a performance management system would facilitate the achievement of the organisation’s strategic goals and objectives. Preliminary investigations showed that the organisation was using a performance appraisal process which was not effective in facilitating the organisation’s strategic objectives. Based on the initial investigation, this study was undertaken. To achieve the goals of this study, 33 employees of the organisation were presented with a questionnaire based on important key elements of performance management. Responses were received from 31 employees, of which one was from senior management, two from management, three from supervisory staff, and 25 from general staff members. Their responses to the questionnaire were analysed and evaluated and, based on the findings, recommendations were made. The results of the study showed that problems exist in the organisation which impede achievement of its strategic goals. A performance management system would assist the organisation in many of these areas to overcome the identified problems. The results of the study will enable the management of the organisation to design and implement a performance management system to facilitate the achievement of the organisation’s strategic goals.
- Full Text:
- Date Issued: 2006
An investigation into the financial management competencies of teachers in Port Elizabeth
- Joka, Monalisa Phumla Portia
- Authors: Joka, Monalisa Phumla Portia
- Date: 2006
- Subjects: Teachers -- South Africa -- Eastern Cape -- Finance, Personal , Finance, Personal , Finance -- Decision making
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8581 , http://hdl.handle.net/10948/526 , Teachers -- South Africa -- Eastern Cape -- Finance, Personal , Finance, Personal , Finance -- Decision making
- Description: The media and the Government have voiced their feelings against micro-lenders, which they refer to as “abomashonisa”. The cry has been that they enslave the poor making their lives unbearable. The fact of the matter is that it is not only the poor who find themselves slaves to the micro-lenders. The educated with better paying jobs than the poor, including teachers are also micro-lending clients. This prompted the researcher to investigate the financial management competencies of teachers. Although teachers are better paid than the poor, the manner in which they conduct their financial affairs will determine whether they live like the poor or not. Even for the poor, poor financial management skills is one of the important factors that cause them to be enslaved by micro-lenders. To meet the dissertation’s aims a literature study focusing on the origin and the development of micro-lending in South Africa and the financial management acumen of teachers in South Africa, was conducted. An empirical study was then undertaken to investigate the financial management competencies of teachers in Port Elizabeth. Based on the information obtained from the literature study and the results from the empirical survey, various recommendations and conclusions were made.
- Full Text:
- Date Issued: 2006
- Authors: Joka, Monalisa Phumla Portia
- Date: 2006
- Subjects: Teachers -- South Africa -- Eastern Cape -- Finance, Personal , Finance, Personal , Finance -- Decision making
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8581 , http://hdl.handle.net/10948/526 , Teachers -- South Africa -- Eastern Cape -- Finance, Personal , Finance, Personal , Finance -- Decision making
- Description: The media and the Government have voiced their feelings against micro-lenders, which they refer to as “abomashonisa”. The cry has been that they enslave the poor making their lives unbearable. The fact of the matter is that it is not only the poor who find themselves slaves to the micro-lenders. The educated with better paying jobs than the poor, including teachers are also micro-lending clients. This prompted the researcher to investigate the financial management competencies of teachers. Although teachers are better paid than the poor, the manner in which they conduct their financial affairs will determine whether they live like the poor or not. Even for the poor, poor financial management skills is one of the important factors that cause them to be enslaved by micro-lenders. To meet the dissertation’s aims a literature study focusing on the origin and the development of micro-lending in South Africa and the financial management acumen of teachers in South Africa, was conducted. An empirical study was then undertaken to investigate the financial management competencies of teachers in Port Elizabeth. Based on the information obtained from the literature study and the results from the empirical survey, various recommendations and conclusions were made.
- Full Text:
- Date Issued: 2006