Stakeholder engagement in social enterprise: designing a sustainable business model for the ‘Food for Us’ mobile application
- Authors: Tantsi, Idah Thato
- Date: 2022-10
- Subjects: Business planning South Africa , Sustainability South Africa , Mobile apps South Africa , Social responsibility of business South Africa , Social entrepreneurship South Africa , Food for Us (Application software)
- Language: English
- Type: Academic theses , Master's theses , text
- Identifier: http://hdl.handle.net/10962/317141 , vital:59904
- Description: This study aimed to develop a sustainable business model that is cognisant of the fundamental principles of social enterprises that can sustain the operation of the Food for Us mobile application that links farmers with buyers in Eastern and Western Cape, South Africa. The Food for Us mobile application lacks a supporting sustainable social business model to sustain its continued operations, hence the need to develop one. In the study, data was generated qualitatively underpinned by an interpretive paradigm, in three workshops guided by the Delphi method. A stakeholder salience model was applied to identify key stakeholders and their salience. Three key stakeholders, namely users (farmers and buyers), Experts (App developers) and the consortium were identified. The study concluded that developing a sustainable social, innovative business model requires substantive consultation with multiple stakeholders in society. Every stakeholder is important and possesses varying salience, hence stakeholder mapping is an important exercise. The study further concluded that financial sustainability and social inclusion are critical social enterprise elements to consider in the process. The undertaking to enhance financial sustainability opens an understanding on the importance of income streams, the key activities, and value propositions offered by the mobile application. The need to remain socially inclusive brings forth questioning of value propositions, accessibility, user friendliness towards stakeholder diversity and needs. The study offers a solution for the Food for Us mobile application in the form of a prototype which is ready for testing, and if desired results are achieved, this can enhance the much needed continued operations of the mobile application. , Thesis (MBA) -- Faculty of Commerce, Rhodes Business School, 2022
- Full Text:
- Date Issued: 2022-10
- Authors: Tantsi, Idah Thato
- Date: 2022-10
- Subjects: Business planning South Africa , Sustainability South Africa , Mobile apps South Africa , Social responsibility of business South Africa , Social entrepreneurship South Africa , Food for Us (Application software)
- Language: English
- Type: Academic theses , Master's theses , text
- Identifier: http://hdl.handle.net/10962/317141 , vital:59904
- Description: This study aimed to develop a sustainable business model that is cognisant of the fundamental principles of social enterprises that can sustain the operation of the Food for Us mobile application that links farmers with buyers in Eastern and Western Cape, South Africa. The Food for Us mobile application lacks a supporting sustainable social business model to sustain its continued operations, hence the need to develop one. In the study, data was generated qualitatively underpinned by an interpretive paradigm, in three workshops guided by the Delphi method. A stakeholder salience model was applied to identify key stakeholders and their salience. Three key stakeholders, namely users (farmers and buyers), Experts (App developers) and the consortium were identified. The study concluded that developing a sustainable social, innovative business model requires substantive consultation with multiple stakeholders in society. Every stakeholder is important and possesses varying salience, hence stakeholder mapping is an important exercise. The study further concluded that financial sustainability and social inclusion are critical social enterprise elements to consider in the process. The undertaking to enhance financial sustainability opens an understanding on the importance of income streams, the key activities, and value propositions offered by the mobile application. The need to remain socially inclusive brings forth questioning of value propositions, accessibility, user friendliness towards stakeholder diversity and needs. The study offers a solution for the Food for Us mobile application in the form of a prototype which is ready for testing, and if desired results are achieved, this can enhance the much needed continued operations of the mobile application. , Thesis (MBA) -- Faculty of Commerce, Rhodes Business School, 2022
- Full Text:
- Date Issued: 2022-10
Evaluating social media participation for successful marketing and communication by selected private game reserves, Eastern Cape, South Africa
- Authors: Booth, Tara
- Date: 2013
- Subjects: Social media -- Economic aspects , Online social networks -- Economic aspects , Game reserves -- South Africa -- Eastern Cape -- Marketing , Internet marketing -- Economic aspects , Social media -- Marketing , Tourism -- Marketing , Communication in management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:843 , http://hdl.handle.net/10962/d1015692
- Description: Social media has become one of the defining features of the technological advances known as Web 2.0. As social media has increased in popularity, so businesses are expected to participate. Social media platforms enable businesses to widely broadcast a message as well as interact directly with individual customers. Customers are also able to interact directly with one another and share information and reviews about products and services offered. This suits the tourism industry particularly well. Internationally, research has shown that individuals use social media and other online tools to research potential holiday destinations. In addition social media is used during travel to share snapshots and commentary as well as after travel, through reviews and recommendations on platforms such as TripAdvisor. However, few studies have investigated how tourism destinations use social media to attract new clients and retain existing clients. Very little research has been done on tourism and social media in South Africa despite the importance of this industry to Gross Domestic Product (GDP). This study focused on four-star establishments within the photographic wildlife tourism industry in the Eastern Cape of South Africa. An initial survey of social media participation was carried out within the framework set out by Chan and Guillet (2011); this was then followed up with interviews with selected managers. Results showed that, in general, Private Game Reserves (PGRs) had embraced social media as a communication and marketing platform; despite concerns raised about the lack of control over content as well as poor understanding of the influence social media might have on the bottom line. TripAdvisor, Facebook and Twitter were the most commonly used platforms due to management familiarity with the platform and their ease of use. Few lodges utilised blogs or content sites such as YouTube and management cited time commitments associated with this type of platform as a reason for non-participation. However, although most PGRs or lodges had a profile on social media, this did not always mean active participation. Frequently, lodges began updating but gradually stopped after a few months. It was noted however that only one of the lodges interviewed retained an individual whose sole responsibility was social media; generally lodges did not feel that a dedicated person was necessary. This may result in a lack of time available on the part of the individual responsible or simply be a case of not understanding the platform or how to use it effectively. However, none of the PGRs with poor social media participation responded to interview requests and therefore it was not possible to determine the reasons for their poor participation. Among those lodges that actively participated, most succeed in retaining fans and followers through consistent posting of relevant and interesting content as well as customised responses that encouraged fans or followers’ interaction. However, there did not appear to be any evidence of using social media to learn about fans and followers in order to better customise the lodge offerings. This may not be necessary in this type of industry as PGRs sell a specific product and have a limited ability to customise offerings. In addition, there may be other sources of market information which lodges prefer to use. Special offers, competitions and promotions had limited success on social media. Generally, lodges used social media to promote links to a dedicated competition or promotions page. In conclusion, the managers interviewed felt strongly that social media had made a measureable impact on the tourism industry and was a channel that was here to stay. Further research around the best practice and most effective use will enable PGRs to develop and maintain effective strategies for social media participation.
- Full Text:
- Date Issued: 2013
- Authors: Booth, Tara
- Date: 2013
- Subjects: Social media -- Economic aspects , Online social networks -- Economic aspects , Game reserves -- South Africa -- Eastern Cape -- Marketing , Internet marketing -- Economic aspects , Social media -- Marketing , Tourism -- Marketing , Communication in management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:843 , http://hdl.handle.net/10962/d1015692
- Description: Social media has become one of the defining features of the technological advances known as Web 2.0. As social media has increased in popularity, so businesses are expected to participate. Social media platforms enable businesses to widely broadcast a message as well as interact directly with individual customers. Customers are also able to interact directly with one another and share information and reviews about products and services offered. This suits the tourism industry particularly well. Internationally, research has shown that individuals use social media and other online tools to research potential holiday destinations. In addition social media is used during travel to share snapshots and commentary as well as after travel, through reviews and recommendations on platforms such as TripAdvisor. However, few studies have investigated how tourism destinations use social media to attract new clients and retain existing clients. Very little research has been done on tourism and social media in South Africa despite the importance of this industry to Gross Domestic Product (GDP). This study focused on four-star establishments within the photographic wildlife tourism industry in the Eastern Cape of South Africa. An initial survey of social media participation was carried out within the framework set out by Chan and Guillet (2011); this was then followed up with interviews with selected managers. Results showed that, in general, Private Game Reserves (PGRs) had embraced social media as a communication and marketing platform; despite concerns raised about the lack of control over content as well as poor understanding of the influence social media might have on the bottom line. TripAdvisor, Facebook and Twitter were the most commonly used platforms due to management familiarity with the platform and their ease of use. Few lodges utilised blogs or content sites such as YouTube and management cited time commitments associated with this type of platform as a reason for non-participation. However, although most PGRs or lodges had a profile on social media, this did not always mean active participation. Frequently, lodges began updating but gradually stopped after a few months. It was noted however that only one of the lodges interviewed retained an individual whose sole responsibility was social media; generally lodges did not feel that a dedicated person was necessary. This may result in a lack of time available on the part of the individual responsible or simply be a case of not understanding the platform or how to use it effectively. However, none of the PGRs with poor social media participation responded to interview requests and therefore it was not possible to determine the reasons for their poor participation. Among those lodges that actively participated, most succeed in retaining fans and followers through consistent posting of relevant and interesting content as well as customised responses that encouraged fans or followers’ interaction. However, there did not appear to be any evidence of using social media to learn about fans and followers in order to better customise the lodge offerings. This may not be necessary in this type of industry as PGRs sell a specific product and have a limited ability to customise offerings. In addition, there may be other sources of market information which lodges prefer to use. Special offers, competitions and promotions had limited success on social media. Generally, lodges used social media to promote links to a dedicated competition or promotions page. In conclusion, the managers interviewed felt strongly that social media had made a measureable impact on the tourism industry and was a channel that was here to stay. Further research around the best practice and most effective use will enable PGRs to develop and maintain effective strategies for social media participation.
- Full Text:
- Date Issued: 2013
Towards sustainable municipalities : an evaluation of sustainability integration in Elundini Local Municipality strategy
- Authors: Sokutu, Nonkuselo
- Date: 2014
- Subjects: Municipal government -- South Africa -- Eastern Cape , Strategic planning -- South Africa -- Eastern Cape , Sustainability -- South Africa -- Eastern Cape , Sustainable development -- South Africa -- Eastern Cape , Sustainable development -- Social aspects -- South Africa -- Eastern Cape , Sustainable development -- Environmental aspects -- South Africa -- Eastern Cape , Sustainable development -- Economic aspects -- South Africa -- Eastern Cape , Environmental impact analysis -- South Africa -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:830 , http://hdl.handle.net/10962/d1013018
- Description: This research study evaluated and assessed the extent to which strategic management processes integrated economic, environmental and social sustainability elements in the fiveyear strategy (2012) of Elundini Local Municipality (ELM). The study focused on three areas of strategic management, that is, environmental analysis, strategic direction and strategy formulation. The study also looked at possible reasons for sustainability integration in ELM strategy or lack thereof and also recommended possible solutions. The literature reviewed revealed that there was adequate basis for municipalities to integrate sustainable development in their strategies even though sustainability was noted as an evolving, complex and changing phenomenon. Local Agenda 21 principles, national legislative & policy framework, regulations and other relevant guidelines were found to be adequate for municipalities to develop credible sustainability strategies. The objectives of the study were achieved by data collected through the review of existing literature; the review of ELM Five Year Strategy (2012-2017); and SIAT-based questionnaires that were filled in by ELM employees. The results of the study showed that economic and social sustainability activities were identified most in the ELM strategy compared to environmental sustainability. The study then mainly recommended the review of the current strategy in order to improve all areas of strategy formulation; introduction of Economic, Social and Environmental sustainability – Strengths, Weaknesses, Opportunities and Threats (ESEs-SWOT) for internal analysis as an improvement of SWOT analysis; introduction of Sustainability Integration and Strategic Management Framework (SISMF) as an improvement to existing framework.
- Full Text:
- Date Issued: 2014
- Authors: Sokutu, Nonkuselo
- Date: 2014
- Subjects: Municipal government -- South Africa -- Eastern Cape , Strategic planning -- South Africa -- Eastern Cape , Sustainability -- South Africa -- Eastern Cape , Sustainable development -- South Africa -- Eastern Cape , Sustainable development -- Social aspects -- South Africa -- Eastern Cape , Sustainable development -- Environmental aspects -- South Africa -- Eastern Cape , Sustainable development -- Economic aspects -- South Africa -- Eastern Cape , Environmental impact analysis -- South Africa -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:830 , http://hdl.handle.net/10962/d1013018
- Description: This research study evaluated and assessed the extent to which strategic management processes integrated economic, environmental and social sustainability elements in the fiveyear strategy (2012) of Elundini Local Municipality (ELM). The study focused on three areas of strategic management, that is, environmental analysis, strategic direction and strategy formulation. The study also looked at possible reasons for sustainability integration in ELM strategy or lack thereof and also recommended possible solutions. The literature reviewed revealed that there was adequate basis for municipalities to integrate sustainable development in their strategies even though sustainability was noted as an evolving, complex and changing phenomenon. Local Agenda 21 principles, national legislative & policy framework, regulations and other relevant guidelines were found to be adequate for municipalities to develop credible sustainability strategies. The objectives of the study were achieved by data collected through the review of existing literature; the review of ELM Five Year Strategy (2012-2017); and SIAT-based questionnaires that were filled in by ELM employees. The results of the study showed that economic and social sustainability activities were identified most in the ELM strategy compared to environmental sustainability. The study then mainly recommended the review of the current strategy in order to improve all areas of strategy formulation; introduction of Economic, Social and Environmental sustainability – Strengths, Weaknesses, Opportunities and Threats (ESEs-SWOT) for internal analysis as an improvement of SWOT analysis; introduction of Sustainability Integration and Strategic Management Framework (SISMF) as an improvement to existing framework.
- Full Text:
- Date Issued: 2014
Organisational culture and leadership competencies in ABSA Business Bank: Enterprise Business, Gauteng
- Authors: Funani, Simphiwe Vincent
- Date: 2014
- Subjects: ABSA Bank Corporate culture Organizational behavior Leadership Leadership -- Ability testing Business enterprises -- Personnel management Executives -- Training of Organizational effectiveness
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:824 , http://hdl.handle.net/10962/d1011286
- Description: From Integrative summary: This document consists of three sections namely, an evaluation report (section 1), literature review (section 2), and research methodology (section 3). The evaluation report sets out the terms of reference for the research as well as identifying the objectives of the research. It also contains a summary of the literature review section, as well as a research methodology section summary. The literature review section contains a detailed review of the literature used in this study. This section sets out by reviewing existing literature on the topic of leadership, discussing the key elements of organisational culture and includes a short discussion on the typologies of culture. The Competing Values Framework as an organisational culture typology is discussed in greater detail, since it forms the foundation upon which the measurement and data collection tools for this research are founded. The research methodology section explains the research methodology and design employed in this study. This section also addresses some of the ethical considerations for this research, as well as how the researcher addressed them. There is also a brief discussion on the limitations of the research and the application of the results. This research focused on a business unit within Absa Business Bank, named Enterprise Business Gauteng Region, with the aim of investigating the “current organisational culture” in the business unit and the leadership competencies profile of its 11 Sales Managers. This was to provide the basis and departure point for the strategic organisational culture change that the new business unit head would have wanted to effect as the business has a history of non-performance, which the new business unit head aims to change. In order to diagnose the “current organisational culture” type, an organisational culture measurement tool based on the Competing Values Framework was used. The Competing Values Framework is a four-category organisational culture typology developed by Cameron and Quinn. The framework is based on two dimensions, how stable or flexible the organisation is, and how externally or internally focused it is. This framework was also employed to establish the leadership competencies profile of Sales Managers, as observed and experienced by the frontline staff, as well as the “desired organisational culture”, as intended by the new business unit head. Through hypotheses testing, the research revealed a statistically significant difference in perceptions of culture between males and females in the business unit. The perceptions of the female frontline staff about the “current” business unit culture indicated that they find it not to be empowering and less allowing for individuality and risk taking when compared to the male staff. The research also concluded that there is no statistically significant difference between leadership competencies associated with the four categories of the Competing Values Framework in the business unit. Comparisons between the “current” and the “desired” organisational culture revealed a misalignment. The main recommendations to the new business unit head were to get the leadership competencies of the Sales Managers aligned with the “desired organisational culture” state, and drive a purposive organisational culture change effort. To support this culture change, the espoused values of the business unit would need to be aligned to the desired culture state. To address the differences in perceptions of culture between males and females the business unit head would need to be mindful of the greater need to empower women either in their current roles, or by way of promotions to senior roles.
- Full Text:
- Date Issued: 2014
- Authors: Funani, Simphiwe Vincent
- Date: 2014
- Subjects: ABSA Bank Corporate culture Organizational behavior Leadership Leadership -- Ability testing Business enterprises -- Personnel management Executives -- Training of Organizational effectiveness
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:824 , http://hdl.handle.net/10962/d1011286
- Description: From Integrative summary: This document consists of three sections namely, an evaluation report (section 1), literature review (section 2), and research methodology (section 3). The evaluation report sets out the terms of reference for the research as well as identifying the objectives of the research. It also contains a summary of the literature review section, as well as a research methodology section summary. The literature review section contains a detailed review of the literature used in this study. This section sets out by reviewing existing literature on the topic of leadership, discussing the key elements of organisational culture and includes a short discussion on the typologies of culture. The Competing Values Framework as an organisational culture typology is discussed in greater detail, since it forms the foundation upon which the measurement and data collection tools for this research are founded. The research methodology section explains the research methodology and design employed in this study. This section also addresses some of the ethical considerations for this research, as well as how the researcher addressed them. There is also a brief discussion on the limitations of the research and the application of the results. This research focused on a business unit within Absa Business Bank, named Enterprise Business Gauteng Region, with the aim of investigating the “current organisational culture” in the business unit and the leadership competencies profile of its 11 Sales Managers. This was to provide the basis and departure point for the strategic organisational culture change that the new business unit head would have wanted to effect as the business has a history of non-performance, which the new business unit head aims to change. In order to diagnose the “current organisational culture” type, an organisational culture measurement tool based on the Competing Values Framework was used. The Competing Values Framework is a four-category organisational culture typology developed by Cameron and Quinn. The framework is based on two dimensions, how stable or flexible the organisation is, and how externally or internally focused it is. This framework was also employed to establish the leadership competencies profile of Sales Managers, as observed and experienced by the frontline staff, as well as the “desired organisational culture”, as intended by the new business unit head. Through hypotheses testing, the research revealed a statistically significant difference in perceptions of culture between males and females in the business unit. The perceptions of the female frontline staff about the “current” business unit culture indicated that they find it not to be empowering and less allowing for individuality and risk taking when compared to the male staff. The research also concluded that there is no statistically significant difference between leadership competencies associated with the four categories of the Competing Values Framework in the business unit. Comparisons between the “current” and the “desired” organisational culture revealed a misalignment. The main recommendations to the new business unit head were to get the leadership competencies of the Sales Managers aligned with the “desired organisational culture” state, and drive a purposive organisational culture change effort. To support this culture change, the espoused values of the business unit would need to be aligned to the desired culture state. To address the differences in perceptions of culture between males and females the business unit head would need to be mindful of the greater need to empower women either in their current roles, or by way of promotions to senior roles.
- Full Text:
- Date Issued: 2014
A case study of organisational change in an employee wellness company and its effects on job satisfaction and organisational climate
- Authors: Kassiem, Wahib
- Date: 2015
- Subjects: Organizational change -- South Africa -- Case studies
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:844 , http://hdl.handle.net/10962/d1016404
- Description: The modern era has brought the phenomenon of organisational change closer to the average person. With the recent financial crisis placing more strain on businesses, organisations are always under pressure to review their business models in order to deliver a sustainable operational model and as result, hopefully a sustainable competitive advantage. In order to remain competitive, the leadership team has to constantly seek ways of differentiating their organisations from others with similar product offerings. When these changes are initiated, there is no doubt that the leadership gave extensive thought prior to execution. However, their motives are not always clear to their most important constitution, their employees. Often when these changes are implemented, employees believe that they’ve been left out of the decision making process. Furthermore, post change review with employees are also not given enough thought and are often not done. This research used qualitative research methods to establish how employees experience job satisfaction and organisational climate subsequent to changes that transpired within their work environment. Semi-structured interviews and document analysis were used to collect data. The interviews were constructed by expanding upon well-documented quantitative dimensions of these behavioural variables. Questions were developed focusing on these dimensions in line with the changes experienced. The sample consisted of nine employees at an employee wellness organisation in Roodepoort, Gauteng. There is evidence to show that in this short period of two years (May 2012 to June 2014), by implementing various changes, the new leadership has improved the financial viability of the organisation. However, insights from the interviews point to a number of areas where the leadership and management structures have to exert more effort. Communication processes have to be reviewed, especially to lower levels. As there exists limited opportunities for promotion, investigations into expanding existing roles, again at the lower levels may assist in raising job satisfaction levels. Employees felt that support structures are severely lacking when significant changes affecting them are implemented. A climate for innovation and risk taking has to be considered which, if instituted, could aid the organisation in setting the pace for the organisational wellness industry. The structure adopted for this research consists of three sections. Section one follows the evaluation report format, with the literature review and research methodology sections following thereafter. By making use of established literature as a basis, the findings and recommendations are therefore not exclusively applicable to this organisation. Hence other organisations intending similar change initiatives could benefit from this research.
- Full Text:
- Date Issued: 2015
- Authors: Kassiem, Wahib
- Date: 2015
- Subjects: Organizational change -- South Africa -- Case studies
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:844 , http://hdl.handle.net/10962/d1016404
- Description: The modern era has brought the phenomenon of organisational change closer to the average person. With the recent financial crisis placing more strain on businesses, organisations are always under pressure to review their business models in order to deliver a sustainable operational model and as result, hopefully a sustainable competitive advantage. In order to remain competitive, the leadership team has to constantly seek ways of differentiating their organisations from others with similar product offerings. When these changes are initiated, there is no doubt that the leadership gave extensive thought prior to execution. However, their motives are not always clear to their most important constitution, their employees. Often when these changes are implemented, employees believe that they’ve been left out of the decision making process. Furthermore, post change review with employees are also not given enough thought and are often not done. This research used qualitative research methods to establish how employees experience job satisfaction and organisational climate subsequent to changes that transpired within their work environment. Semi-structured interviews and document analysis were used to collect data. The interviews were constructed by expanding upon well-documented quantitative dimensions of these behavioural variables. Questions were developed focusing on these dimensions in line with the changes experienced. The sample consisted of nine employees at an employee wellness organisation in Roodepoort, Gauteng. There is evidence to show that in this short period of two years (May 2012 to June 2014), by implementing various changes, the new leadership has improved the financial viability of the organisation. However, insights from the interviews point to a number of areas where the leadership and management structures have to exert more effort. Communication processes have to be reviewed, especially to lower levels. As there exists limited opportunities for promotion, investigations into expanding existing roles, again at the lower levels may assist in raising job satisfaction levels. Employees felt that support structures are severely lacking when significant changes affecting them are implemented. A climate for innovation and risk taking has to be considered which, if instituted, could aid the organisation in setting the pace for the organisational wellness industry. The structure adopted for this research consists of three sections. Section one follows the evaluation report format, with the literature review and research methodology sections following thereafter. By making use of established literature as a basis, the findings and recommendations are therefore not exclusively applicable to this organisation. Hence other organisations intending similar change initiatives could benefit from this research.
- Full Text:
- Date Issued: 2015
The role of leadership in implementing service delivery initiatives: a case study of Buffalo City Municipality
- Authors: Mthembu, Bhekisisa Jacob
- Date: 2012
- Subjects: Local government -- South Africa -- Buffalo City Municipal services -- Management -- South Africa -- Buffalo City Public administration -- South Africa -- Buffalo City Political leadership -- South Africa -- Buffalo City Buffalo City (South Africa) -- Officials and employees Municipal officials and employees -- South Africa -- Buffalo City Municipal services -- South Africa -- Buffalo -- Citizen participation
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:781 , http://hdl.handle.net/10962/d1003902
- Description: In terms of the South African Government Structure, Local Government is entrusted with the service delivery mandate. Furthermore, Local Government, being the closest sphere of government to the people, is expected to enhance service delivery to the communities within its jurisdiction. Local Government has for the past four years, undergone numerous transformation processes, ranging from Local Authorities, to Transitional Local Councils and to Municipalities. Having mentioned that, Buffalo City Metropolitan Municipality, in particular, has recently acquired metropolitan status, which requires another transformation protocol. At the same time this automatically raises the bar on the service delivery expectations by the communities. In general, Local Government has been extensively supported by the National and Provincial Governments to deliver superior services to communities. This has happened through numerous pieces of legislations such as the Municipal Structures Act 117 of 1998, the Municipal Systems Act 32 of 2000, the Municipal Finance Management Act 56 of 2003 and the Constitution of the Republic of South Africa, act 108 of 1996. In 1997, the South African Government introduced a White Paper on the Transformation of the Public Service. This was to re-emphasis on the performance enhancing role of both the political and administrative leadership in the implementation of service delivery mandates. The need was identified that communities require an assurance that their needs are taken care of by the leadership of the municipalities. It is therefore the role of leadership to ensure effective implementation of service delivery initiatives and to promote a culture of performance among the administrative officials of the municipality. The aim of this study is to critically investigate the role of leadership: A case study of Buffalo City Metropolitan Municipality (BCMM), with the view that BCMM is considered one of the high capacity municipalities within the Eastern Cape Province. During the literature review, it became evident that different people and scholars, dating back in the early 90’s, view leadership in different forms. In sourcing the information for this research, structured interviews were conducted with five Directors, five Executive Mayoral Councillors and five Ward Councillors. The interviews were an extensive consultation process which resulted in over 30 hours of engagement with research participants, with an average of 2 hours per structured interview. A four week period was allocated and effectively utilised for this exercise. The research provides recommendations for further research on other related components of the subject such as the intended role as compared to the current role fulfilled by both administrative and political leadership, and suggested solutions to the current problems in Municipalities, in order to ensure their sustainability within Local Government. The research findings identified the need for the leadership to take the leading role in service delivery initiatives in order to address the service delivery challenges in local government. Political leadership need to enhance the public participation process to ensure the community is on board regarding the progress of their respective projects and planning processes.
- Full Text:
- Date Issued: 2012
- Authors: Mthembu, Bhekisisa Jacob
- Date: 2012
- Subjects: Local government -- South Africa -- Buffalo City Municipal services -- Management -- South Africa -- Buffalo City Public administration -- South Africa -- Buffalo City Political leadership -- South Africa -- Buffalo City Buffalo City (South Africa) -- Officials and employees Municipal officials and employees -- South Africa -- Buffalo City Municipal services -- South Africa -- Buffalo -- Citizen participation
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:781 , http://hdl.handle.net/10962/d1003902
- Description: In terms of the South African Government Structure, Local Government is entrusted with the service delivery mandate. Furthermore, Local Government, being the closest sphere of government to the people, is expected to enhance service delivery to the communities within its jurisdiction. Local Government has for the past four years, undergone numerous transformation processes, ranging from Local Authorities, to Transitional Local Councils and to Municipalities. Having mentioned that, Buffalo City Metropolitan Municipality, in particular, has recently acquired metropolitan status, which requires another transformation protocol. At the same time this automatically raises the bar on the service delivery expectations by the communities. In general, Local Government has been extensively supported by the National and Provincial Governments to deliver superior services to communities. This has happened through numerous pieces of legislations such as the Municipal Structures Act 117 of 1998, the Municipal Systems Act 32 of 2000, the Municipal Finance Management Act 56 of 2003 and the Constitution of the Republic of South Africa, act 108 of 1996. In 1997, the South African Government introduced a White Paper on the Transformation of the Public Service. This was to re-emphasis on the performance enhancing role of both the political and administrative leadership in the implementation of service delivery mandates. The need was identified that communities require an assurance that their needs are taken care of by the leadership of the municipalities. It is therefore the role of leadership to ensure effective implementation of service delivery initiatives and to promote a culture of performance among the administrative officials of the municipality. The aim of this study is to critically investigate the role of leadership: A case study of Buffalo City Metropolitan Municipality (BCMM), with the view that BCMM is considered one of the high capacity municipalities within the Eastern Cape Province. During the literature review, it became evident that different people and scholars, dating back in the early 90’s, view leadership in different forms. In sourcing the information for this research, structured interviews were conducted with five Directors, five Executive Mayoral Councillors and five Ward Councillors. The interviews were an extensive consultation process which resulted in over 30 hours of engagement with research participants, with an average of 2 hours per structured interview. A four week period was allocated and effectively utilised for this exercise. The research provides recommendations for further research on other related components of the subject such as the intended role as compared to the current role fulfilled by both administrative and political leadership, and suggested solutions to the current problems in Municipalities, in order to ensure their sustainability within Local Government. The research findings identified the need for the leadership to take the leading role in service delivery initiatives in order to address the service delivery challenges in local government. Political leadership need to enhance the public participation process to ensure the community is on board regarding the progress of their respective projects and planning processes.
- Full Text:
- Date Issued: 2012
Assessing the performance of the ‘Aquaculture Operation Phakisa Strategy’ implementation from a stakeholder perspective
- Authors: Halley, Keagan Desmond
- Date: 2019
- Subjects: Marine resources -- Government policy -- South Africa , Fishery management -- South Africa , Aquaculture -- South Africa , Aquaculture industry -- South Africa , Operation Phakisa (South Africa)
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/93867 , vital:30964
- Description: The global demand in aquatic products has seen a number of fisheries depleted worldwide through increase fishing pressure and over exploitation. South Africa in itself has 52 fisheries that are being exploited, of which 48% of these fisheries are of concern, either depleted or heavily depleted. Countries around world have now taken on the responsibility to reduce the reliance on capture fisheries and move towards a more sustainable form of ensuring fish supply. A stabilisation of fisheries stock worldwide has seen the rise of aquaculture as alternative activity that would contribute to reducing pressure on the global fisheries stocks while feeding the demand for fish protein. Aquaculture has since almost equaled the capture based fish supply, contributing to 44.1% of the world’s total fisheries products in 2014 (FAO, 2016). Over the last few years the South African government has focused on developing the aquaculture sector through the development of strategies and policies. The most recent strategy launched in 2014 was Operation Phakisa: Unlocking the Economic Potential of South Africa’s Oceans. The approach of Operation Phakisa looked at accelerating the delivery of government development priorities pertaining to the oceans economy, through development of plans and collaboration of delivery through all stakeholders (public and private stakeholders). Operation Phakisa methodology included bringing key stakeholders within academia, private and public sector, as well as civil society organisations to work together and develop strategies with clear targets that would drive the growth of their specific sectors. The year 2017 marked the midway point of the five year strategy implementation time frame, and an opportunity to assess the performance of the strategy implementation. In order to assess performance of the strategy implementation, the strategy implementation framework developed by Okumus (2003) was identified. Okumus (2003) identifies 11 implementation factors and categorizes these into four categories in the strategy implementation process, based on their role and characteristics, namely: Strategic Content (development of strategy), Strategic Context (internal and external context), Operational Process (operational planning, resource allocation, people, communication, and control) and Outcome (results of implementations process) (Okumus, 2003). The research involved the reviewing of documentation based on the strategy implementation as well as facilitated semi-structure interviews with two stakeholder groups. This was to gain an understanding from the stakeholders’ perspective, on whether the Aquaculture Operation Phakisa Strategy (AOPS) is implemented according to Okumus (2003) Strategy Implementation Framework. Two stakeholder groups were interviewed, namely the officials implementing the strategy, and the aquaculture farmers being affected by the strategy implementation. The research found that eight of out of 11 factors from Okumus (2003) Strategy Implementation Framework were identified as being gaps within the implementation of the AOPS. These gaps were identified across all four main categories for strategy implementation (Strategic content, strategic context, operational process and outcomes). They included; strategy development, organisation structure, organisational culture, leadership, resource allocation, people, communication and outcomes. Furthermore, the researcher found that the perception from the officials differed to that of the aquaculture farmers, with the officials observing a more negative perception towards factors pertaining to organisational structure, organisational culture, leadership, resources allocated, people, communication and outcomes. This negative perception was experience towards the DAFF, Branch Fisheries Management as a whole, rather than within the officials own Chief Directorate (CD:AED), responsible for implementing the strategy. The research assisted with understanding the challenges affecting the implementation of the AOPS as well as unpacked strategy implementation in literature. This aided with developing recommendation to assist with enhancing strategy implementation performance of the AOPS. The following recommendation were provided: Change management within DAFF, Branch Fisheries Management; Identify responsible structures and personnel in DAFF, Branch Fisheries Management; Developing communication platforms within DAFF, Branch Fisheries Management; Review of outcomes of AOPS; and Ensure commitment from all at DAFF, Branch Fisheries Management (leadership). The research paper presents a simple method of assessing the strategy implementation process through the use of a strategy implementation framework.
- Full Text:
- Date Issued: 2019
- Authors: Halley, Keagan Desmond
- Date: 2019
- Subjects: Marine resources -- Government policy -- South Africa , Fishery management -- South Africa , Aquaculture -- South Africa , Aquaculture industry -- South Africa , Operation Phakisa (South Africa)
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/93867 , vital:30964
- Description: The global demand in aquatic products has seen a number of fisheries depleted worldwide through increase fishing pressure and over exploitation. South Africa in itself has 52 fisheries that are being exploited, of which 48% of these fisheries are of concern, either depleted or heavily depleted. Countries around world have now taken on the responsibility to reduce the reliance on capture fisheries and move towards a more sustainable form of ensuring fish supply. A stabilisation of fisheries stock worldwide has seen the rise of aquaculture as alternative activity that would contribute to reducing pressure on the global fisheries stocks while feeding the demand for fish protein. Aquaculture has since almost equaled the capture based fish supply, contributing to 44.1% of the world’s total fisheries products in 2014 (FAO, 2016). Over the last few years the South African government has focused on developing the aquaculture sector through the development of strategies and policies. The most recent strategy launched in 2014 was Operation Phakisa: Unlocking the Economic Potential of South Africa’s Oceans. The approach of Operation Phakisa looked at accelerating the delivery of government development priorities pertaining to the oceans economy, through development of plans and collaboration of delivery through all stakeholders (public and private stakeholders). Operation Phakisa methodology included bringing key stakeholders within academia, private and public sector, as well as civil society organisations to work together and develop strategies with clear targets that would drive the growth of their specific sectors. The year 2017 marked the midway point of the five year strategy implementation time frame, and an opportunity to assess the performance of the strategy implementation. In order to assess performance of the strategy implementation, the strategy implementation framework developed by Okumus (2003) was identified. Okumus (2003) identifies 11 implementation factors and categorizes these into four categories in the strategy implementation process, based on their role and characteristics, namely: Strategic Content (development of strategy), Strategic Context (internal and external context), Operational Process (operational planning, resource allocation, people, communication, and control) and Outcome (results of implementations process) (Okumus, 2003). The research involved the reviewing of documentation based on the strategy implementation as well as facilitated semi-structure interviews with two stakeholder groups. This was to gain an understanding from the stakeholders’ perspective, on whether the Aquaculture Operation Phakisa Strategy (AOPS) is implemented according to Okumus (2003) Strategy Implementation Framework. Two stakeholder groups were interviewed, namely the officials implementing the strategy, and the aquaculture farmers being affected by the strategy implementation. The research found that eight of out of 11 factors from Okumus (2003) Strategy Implementation Framework were identified as being gaps within the implementation of the AOPS. These gaps were identified across all four main categories for strategy implementation (Strategic content, strategic context, operational process and outcomes). They included; strategy development, organisation structure, organisational culture, leadership, resource allocation, people, communication and outcomes. Furthermore, the researcher found that the perception from the officials differed to that of the aquaculture farmers, with the officials observing a more negative perception towards factors pertaining to organisational structure, organisational culture, leadership, resources allocated, people, communication and outcomes. This negative perception was experience towards the DAFF, Branch Fisheries Management as a whole, rather than within the officials own Chief Directorate (CD:AED), responsible for implementing the strategy. The research assisted with understanding the challenges affecting the implementation of the AOPS as well as unpacked strategy implementation in literature. This aided with developing recommendation to assist with enhancing strategy implementation performance of the AOPS. The following recommendation were provided: Change management within DAFF, Branch Fisheries Management; Identify responsible structures and personnel in DAFF, Branch Fisheries Management; Developing communication platforms within DAFF, Branch Fisheries Management; Review of outcomes of AOPS; and Ensure commitment from all at DAFF, Branch Fisheries Management (leadership). The research paper presents a simple method of assessing the strategy implementation process through the use of a strategy implementation framework.
- Full Text:
- Date Issued: 2019
Exploring the role of supervisors in developing employee commitment in a Namibian Public Institution from the subordinates’ perspective
- Authors: Daniel, Anna
- Date: 2021
- Subjects: Supervisors -- Namibia -- Case studies , Leadership -- Namibia -- Case studies , Employee motivation -- Namibia -- Case studies , Employee loyalty -- Namibia -- Case studies , Supervision -- Namibia -- Case studies , Management -- Employee participation -- Namibia -- Case studies
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/170770 , vital:41958
- Description: Over the years, scholars have noted the importance of organisations managing the performance of their employees by effectively maintaining their commitment. Hence, l ite rature highlighted that employee s have the potential to be recognised as a source of competitive advantage for an organisation and not a resource of an organisation. The main aim of the study was to explore the role of supervisors in developing employee commitment in a Namibian Public Ins titution from the subordinates’ perspective. The focus of this research was to understand how subordinates were included in decision making and were supported by their supervisors , and on how subordinates received feed b ack on role fulfilment and performance from their supervisors. Furthermore, the study described how subordinates viewed the leadership behaviour of their supervisors and how this i nfluenced employee commitment. The data was collected using qualitative me t hods through semi - structured face - to - face interview s with the subordinates of the selected institution. During this study, a sample of 15 subordinates taken from a population of 266 within the institution’s structure was inte rviewed . The interview quest ion s were based on how supervisors included subordinates in decision making, developed subordinates ’ support and delivered feedback on role and performance. The study used secondary data to determine the level of performance against set targets of the inst itu tion, using the annual performance report of the institution. In addition , the study used the staff access control syste m to determine the work time s of employees Lastly, the study analysed the data regarding staff resignation for the last five years to a ssess the level of staff turnover rate of the institution. The study f ound that the subordinates felt the re should be greater subordinate inclusion in decision making, increased levels of re gular feedback and higher levels of support shown by supervis ors t o subordinates when e xecuting their jobs. The study further highlighted the importance of supervisors to develop the ability of shifting from one leadership style to another depending on the situation at hand. The study reviewed six leadership style s that could influence commitment . Therefore, the study recommend s th at the institution direct its attention towards developing the situational leadership skills of their supervisors and developing their skills to enable them to better harmonise teamwork, increas e regular communication and give regular feedback to their subordinates . The results from this research will be beneficial to public institutions within the region and will, in add ition, enhance the academic body of literature in this field . The s tudy will draw the attention of supervisors to the importance of their behaviour, conduct, and their subsequent impact on employee commitment.
- Full Text:
- Date Issued: 2021
- Authors: Daniel, Anna
- Date: 2021
- Subjects: Supervisors -- Namibia -- Case studies , Leadership -- Namibia -- Case studies , Employee motivation -- Namibia -- Case studies , Employee loyalty -- Namibia -- Case studies , Supervision -- Namibia -- Case studies , Management -- Employee participation -- Namibia -- Case studies
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/170770 , vital:41958
- Description: Over the years, scholars have noted the importance of organisations managing the performance of their employees by effectively maintaining their commitment. Hence, l ite rature highlighted that employee s have the potential to be recognised as a source of competitive advantage for an organisation and not a resource of an organisation. The main aim of the study was to explore the role of supervisors in developing employee commitment in a Namibian Public Ins titution from the subordinates’ perspective. The focus of this research was to understand how subordinates were included in decision making and were supported by their supervisors , and on how subordinates received feed b ack on role fulfilment and performance from their supervisors. Furthermore, the study described how subordinates viewed the leadership behaviour of their supervisors and how this i nfluenced employee commitment. The data was collected using qualitative me t hods through semi - structured face - to - face interview s with the subordinates of the selected institution. During this study, a sample of 15 subordinates taken from a population of 266 within the institution’s structure was inte rviewed . The interview quest ion s were based on how supervisors included subordinates in decision making, developed subordinates ’ support and delivered feedback on role and performance. The study used secondary data to determine the level of performance against set targets of the inst itu tion, using the annual performance report of the institution. In addition , the study used the staff access control syste m to determine the work time s of employees Lastly, the study analysed the data regarding staff resignation for the last five years to a ssess the level of staff turnover rate of the institution. The study f ound that the subordinates felt the re should be greater subordinate inclusion in decision making, increased levels of re gular feedback and higher levels of support shown by supervis ors t o subordinates when e xecuting their jobs. The study further highlighted the importance of supervisors to develop the ability of shifting from one leadership style to another depending on the situation at hand. The study reviewed six leadership style s that could influence commitment . Therefore, the study recommend s th at the institution direct its attention towards developing the situational leadership skills of their supervisors and developing their skills to enable them to better harmonise teamwork, increas e regular communication and give regular feedback to their subordinates . The results from this research will be beneficial to public institutions within the region and will, in add ition, enhance the academic body of literature in this field . The s tudy will draw the attention of supervisors to the importance of their behaviour, conduct, and their subsequent impact on employee commitment.
- Full Text:
- Date Issued: 2021
An evaluation of the City of Johannesburg’s Igoli 2002 programme from 2003 to 2010
- Matebese, Zolani Loyiso Chukwuemeka Bantu, Musengi-Ajulu, Sandra
- Authors: Matebese, Zolani Loyiso Chukwuemeka Bantu , Musengi-Ajulu, Sandra
- Date: 2014
- Subjects: Municipal government -- South Africa -- Johannesburg , Local government -- South Africa -- Johannesburg , Expenditures, Public -- South Africa -- Johannesburg
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:828 , http://hdl.handle.net/10962/d1012949
- Description: Integrative Summary: Municipalities are the third level of government and are responsible for delivery of basic services to citizens. They carry the developmental mandate of government and are often the first point of interaction between government and citizens. Being at the front line of service delivery, the issue of fiscal stability of municipalities and their ability to deliver sustainable services is of grave importance (Carter & Ajam 2003). Unfortunately in a South African context most municipalities are not fiscally sustainable (Roos & Stander 2005). In a study of 142 South African municipalities, it was found that poor collection of outstanding debt and irregular or wasteful expenditure were the biggest causes of fiscal stress (Roos & Stander 2005). In fact, in 2004 the difficulties appear to have reached crisis level (Lubbe & Roussouw 2005). The fiscal situation within municipalities was so bad that the South African Local Government Authority (SALGA) implemented a unit specifically to assist municipalities that were at “crisis point” (Roos & Stander, 2005 p. 165). This research report focuses on the evaluation of Igoli 2002 which was a response to fiscal crisis within the City of Johannesburg metropolitan municipality when in 1997 the City of Johannesburg was declared insolvent. The research evaluated the long term sustainability of the Igoli 2002 programme to determine its success in addressing the issues of fiscal stress and crisis facing the municipality. The research also attempted to assess the applicability of international indicators of fiscal stress and crisis to the City of Johannesburg. The research evaluated the Igoli 2002 programme via a financial condition analysis, against international indicators of fiscal stress and crisis and against a logic framework detailing the goals of the programme. The research found that ultimately, the Igoli 2002 intervention implemented by the City of Johannesburg was successful in improving the fiscal position and sustainability of the City. In addition, indicators from predictive models of fiscal stress and crisis were found to be relevant to the City of Johannesburg.
- Full Text:
- Date Issued: 2014
- Authors: Matebese, Zolani Loyiso Chukwuemeka Bantu , Musengi-Ajulu, Sandra
- Date: 2014
- Subjects: Municipal government -- South Africa -- Johannesburg , Local government -- South Africa -- Johannesburg , Expenditures, Public -- South Africa -- Johannesburg
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:828 , http://hdl.handle.net/10962/d1012949
- Description: Integrative Summary: Municipalities are the third level of government and are responsible for delivery of basic services to citizens. They carry the developmental mandate of government and are often the first point of interaction between government and citizens. Being at the front line of service delivery, the issue of fiscal stability of municipalities and their ability to deliver sustainable services is of grave importance (Carter & Ajam 2003). Unfortunately in a South African context most municipalities are not fiscally sustainable (Roos & Stander 2005). In a study of 142 South African municipalities, it was found that poor collection of outstanding debt and irregular or wasteful expenditure were the biggest causes of fiscal stress (Roos & Stander 2005). In fact, in 2004 the difficulties appear to have reached crisis level (Lubbe & Roussouw 2005). The fiscal situation within municipalities was so bad that the South African Local Government Authority (SALGA) implemented a unit specifically to assist municipalities that were at “crisis point” (Roos & Stander, 2005 p. 165). This research report focuses on the evaluation of Igoli 2002 which was a response to fiscal crisis within the City of Johannesburg metropolitan municipality when in 1997 the City of Johannesburg was declared insolvent. The research evaluated the long term sustainability of the Igoli 2002 programme to determine its success in addressing the issues of fiscal stress and crisis facing the municipality. The research also attempted to assess the applicability of international indicators of fiscal stress and crisis to the City of Johannesburg. The research evaluated the Igoli 2002 programme via a financial condition analysis, against international indicators of fiscal stress and crisis and against a logic framework detailing the goals of the programme. The research found that ultimately, the Igoli 2002 intervention implemented by the City of Johannesburg was successful in improving the fiscal position and sustainability of the City. In addition, indicators from predictive models of fiscal stress and crisis were found to be relevant to the City of Johannesburg.
- Full Text:
- Date Issued: 2014
The relationship between business model description and financial performance of selected South African banks
- Authors: Mothabine, Thabe
- Date: 2021-10-29
- Subjects: Banks and banking South Africa , Business planning South Africa , Organizational effectiveness South Africa , Banks and banking Econometric models , Rate of return South Africa , International Integrated Reporting Council , CAMELS (Capital adequacy, Asset quality, Management, Earnings, Liquidity, and Sensitivity) Rating System model
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10962/191876 , vital:45174
- Description:
The aim of this study was to explore the relationship between South Africa’s top seven bank’s business model description and their financial performance. Research has highlighted that there is a relationship between business models and performance, however, a limited amount of studies have provided empirical evidence to this effect. The study followed a deductive approach by firstly assessing and analysing the components of the banks business model according to the IIRC’s International
Framework, and then comparing the components focus of each bank for every year of this study; followed by an assessment, analyses and evaluation of each banks financial performance using the CAMELS Rating System model. Once these analyses were done for both business model description and financial performance, the study attempted to assess if the banks with the richest business model description yielded the best financial performance. The findings revealed that the banks with the richest business model description were not necessarily the best performing banks, in actual fact, these banks had low ratings for their performance, and the banks with the lowest rating for their business model description had the highest financial performance rating. However, other factors contributed to these ratings, such as some banks had low ratings for their business model description due to their business models not following the Framework. Conversely, for a more detailed and an in depth analysis and to distinguish whether there is a relationship between business model description and financial performance, the study applied correlation coefficient by using the business model description scores and financial performance components scores for each bank for the three years. The results revealed that there was a strong positive correlation between 2017 and 2018, and a weak positive correlation in 2019. This meant that indeed there was a relationship between the business model description and the bank’s financial performance. While the limitations of this study have been acknowledged, the study has contributed to the knowledge of understanding the relationship between business models and financial performance in a South African context. However, further research could be conducted on more banks in order to deduct a broader view on the relationship between business model description and financial performance of South African banks. Moreover, it would be of greater significance to conduct the various analyses over a longer period of time, because with a broader scope of data, for a longer period, more conclusive findings could be possible. , Thesis (MBA) -- Faculty of Commerce, Rhodes Business School, 2021 - Full Text:
- Date Issued: 2021-10-29
- Authors: Mothabine, Thabe
- Date: 2021-10-29
- Subjects: Banks and banking South Africa , Business planning South Africa , Organizational effectiveness South Africa , Banks and banking Econometric models , Rate of return South Africa , International Integrated Reporting Council , CAMELS (Capital adequacy, Asset quality, Management, Earnings, Liquidity, and Sensitivity) Rating System model
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10962/191876 , vital:45174
- Description:
The aim of this study was to explore the relationship between South Africa’s top seven bank’s business model description and their financial performance. Research has highlighted that there is a relationship between business models and performance, however, a limited amount of studies have provided empirical evidence to this effect. The study followed a deductive approach by firstly assessing and analysing the components of the banks business model according to the IIRC’s International
Framework, and then comparing the components focus of each bank for every year of this study; followed by an assessment, analyses and evaluation of each banks financial performance using the CAMELS Rating System model. Once these analyses were done for both business model description and financial performance, the study attempted to assess if the banks with the richest business model description yielded the best financial performance. The findings revealed that the banks with the richest business model description were not necessarily the best performing banks, in actual fact, these banks had low ratings for their performance, and the banks with the lowest rating for their business model description had the highest financial performance rating. However, other factors contributed to these ratings, such as some banks had low ratings for their business model description due to their business models not following the Framework. Conversely, for a more detailed and an in depth analysis and to distinguish whether there is a relationship between business model description and financial performance, the study applied correlation coefficient by using the business model description scores and financial performance components scores for each bank for the three years. The results revealed that there was a strong positive correlation between 2017 and 2018, and a weak positive correlation in 2019. This meant that indeed there was a relationship between the business model description and the bank’s financial performance. While the limitations of this study have been acknowledged, the study has contributed to the knowledge of understanding the relationship between business models and financial performance in a South African context. However, further research could be conducted on more banks in order to deduct a broader view on the relationship between business model description and financial performance of South African banks. Moreover, it would be of greater significance to conduct the various analyses over a longer period of time, because with a broader scope of data, for a longer period, more conclusive findings could be possible. , Thesis (MBA) -- Faculty of Commerce, Rhodes Business School, 2021 - Full Text:
- Date Issued: 2021-10-29
An evaluation of resistance to change of the East London industrial development zone (ELIDZ) structural realignment
- Authors: Moonieya, Vernon Craig
- Date: 2014
- Subjects: Organizational change -- South Africa -- East London -- Case studies , Organizational behavior -- South Africa -- East London -- Case studies , Industrial development projects -- South Africa -- East London -- Case studies , Organizational change -- Management -- South Africa -- East London -- Case studies , Management -- Employee participation -- South Africa -- East London -- Case studies , Communication in management -- South Africa -- East London -- Case studies , Industrial management -- South Africa -- East London -- Case studies
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:834 , http://hdl.handle.net/10962/d1013303
- Description: From Integrative Summary: This research paper comprises of three sections that include: an evaluation report, a literature review and the research methodology. The first section assesses the management of resistance to change as encountered during the ELIDZ structural re-alignment initiative. The assessment was done after the change initiative had been implemented to see what could be learnt from the exercise, in order to be better prepared for future change programmes. The implemented change was initiated by the CEO of the ELIDZ but its criticality in terms of purpose, or the need for the change was unclear to many employees at the time of initiation. An examination of the literature on change management highlighted the importance of managing resistance to change as part of a change initiative, so as to ensure a successful transition. The review of the literature on management of resistance to change in section 2 of this paper examines the definition of management of resistance to change and in particular, covers key factors like change readiness, participation in change and change communication. These key concepts underpin effective management of resistance during change. The literature on management of resistance to change with respect to the role of change readiness, participation in change and change communication was used to develop a questionnaire that was used to assess the ELIDZ change initiative. The questionnaire was developed in a Likert Scale format with questions across the spectrum of change readiness, change participation and change communication. Section 3 of this paper describes how the quantitative research was provided to the population sample of employees from the ELIDZ where the questions on change readiness, change participation and change communication was used to assess the effectiveness of management of resistance to change during the ELIDZ change initiative. In addition section 3 provides an explanation of how the results of the research were derived. The results on change readiness suggest that the ELIDZ change initiative did not address change readiness adequately. There is therefore a risk of resistance to change that could manifest. This also indicates that change readiness must be planned more thoroughly in future change endeavours. Most of the population sampled did not feel that they participated in the change initiative, suggesting that the ELIDZ did not address participation in the change initiative adequately. Not enabling employees to actively participate in the change is tantamount to decreasing the potential for acceptance of change and increasing the risk of resistance to change. In order to ensure that future change initiatives are not met with employee resistance to change, the ELIDZ should plan for employee participation throughout the change process. The extent to which change communication was addressed in the ELIDZ change initiative was demonstrated by very poor results. The results from the population sampled suggest that the change was not well communicated to employees. As change communication is known to reduce the potential for resistance to change, it is imperative for the ELIDZ to plan for comprehensive communication strategies to cover the change process for future change action.
- Full Text:
- Date Issued: 2014
- Authors: Moonieya, Vernon Craig
- Date: 2014
- Subjects: Organizational change -- South Africa -- East London -- Case studies , Organizational behavior -- South Africa -- East London -- Case studies , Industrial development projects -- South Africa -- East London -- Case studies , Organizational change -- Management -- South Africa -- East London -- Case studies , Management -- Employee participation -- South Africa -- East London -- Case studies , Communication in management -- South Africa -- East London -- Case studies , Industrial management -- South Africa -- East London -- Case studies
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:834 , http://hdl.handle.net/10962/d1013303
- Description: From Integrative Summary: This research paper comprises of three sections that include: an evaluation report, a literature review and the research methodology. The first section assesses the management of resistance to change as encountered during the ELIDZ structural re-alignment initiative. The assessment was done after the change initiative had been implemented to see what could be learnt from the exercise, in order to be better prepared for future change programmes. The implemented change was initiated by the CEO of the ELIDZ but its criticality in terms of purpose, or the need for the change was unclear to many employees at the time of initiation. An examination of the literature on change management highlighted the importance of managing resistance to change as part of a change initiative, so as to ensure a successful transition. The review of the literature on management of resistance to change in section 2 of this paper examines the definition of management of resistance to change and in particular, covers key factors like change readiness, participation in change and change communication. These key concepts underpin effective management of resistance during change. The literature on management of resistance to change with respect to the role of change readiness, participation in change and change communication was used to develop a questionnaire that was used to assess the ELIDZ change initiative. The questionnaire was developed in a Likert Scale format with questions across the spectrum of change readiness, change participation and change communication. Section 3 of this paper describes how the quantitative research was provided to the population sample of employees from the ELIDZ where the questions on change readiness, change participation and change communication was used to assess the effectiveness of management of resistance to change during the ELIDZ change initiative. In addition section 3 provides an explanation of how the results of the research were derived. The results on change readiness suggest that the ELIDZ change initiative did not address change readiness adequately. There is therefore a risk of resistance to change that could manifest. This also indicates that change readiness must be planned more thoroughly in future change endeavours. Most of the population sampled did not feel that they participated in the change initiative, suggesting that the ELIDZ did not address participation in the change initiative adequately. Not enabling employees to actively participate in the change is tantamount to decreasing the potential for acceptance of change and increasing the risk of resistance to change. In order to ensure that future change initiatives are not met with employee resistance to change, the ELIDZ should plan for employee participation throughout the change process. The extent to which change communication was addressed in the ELIDZ change initiative was demonstrated by very poor results. The results from the population sampled suggest that the change was not well communicated to employees. As change communication is known to reduce the potential for resistance to change, it is imperative for the ELIDZ to plan for comprehensive communication strategies to cover the change process for future change action.
- Full Text:
- Date Issued: 2014
A critical evaluation of the preferential procurement strategy and enterprise development strategy of a major motor manufacturer in the Eastern Cape
- Authors: Makapela, Nobuntu Unathi B
- Date: 2005
- Subjects: DaimlerChrysler Employee empowerment -- South Africa -- Eastern Cape Black people -- South Africa -- Economic conditions Business enterprises, Black -- South Africa -- Eastern Cape Economic development -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:808 , http://hdl.handle.net/10962/d1007274
- Description: This research is born out of recognition of the challenges Black Economic Empowerment (BEE) in the private sector faces in South Africa, with preferential procurement being one of the components of South Africa's Broad Based Black Economic Empowerment Strategy. Over the past years, South Africa has witnessed the birth of a new economy, one that allows for investment in its people, makes provision for sustainable growth through skills transfer and development, and ensures economic empowerment. The focus of this research is the Preferential Procurement strategy implemented at DaimlerChrysler South Africa (DCSA) as part of its overall Black Economic Empowerment strategy, the perceptions and expectations of how the current BEE preferential procurement strategy should work versus the perceived performance of how it is working. An official definition of Black Economic Empowerment is presented in the study, followed by barriers to growth of BEE suppliers. The aim of defining Black Economic Empowerment is to provide a good reference point against which an organization like DaimlerChrysler can assess the implementation of its preferential procurement programmes. Having discussed the above, there will be a reflection on government scorecard and a brief discussion of the two charters namely, mining and financial services charter. The study also presents the following requirements for a successful BEE corporate strategy: Strategic intent; External Balanced Scorecard; Financial Assistance; Skills development; Communication. A research methodology for conducting this study and data analysis is presented, followed by limitations of the study and recommendations for further research. It is expected that the knowledge gained from this study will help to I. Demonstrate the need to change perceptions and behaviour regarding Black Economic Empowerment. 2. Assist procurement officials to include BEE objectives into their procurement strategy. 3. Identify policy implications and assist in improving DCSA's Black Economic Empowerment Procurement strategy.
- Full Text:
- Date Issued: 2005
- Authors: Makapela, Nobuntu Unathi B
- Date: 2005
- Subjects: DaimlerChrysler Employee empowerment -- South Africa -- Eastern Cape Black people -- South Africa -- Economic conditions Business enterprises, Black -- South Africa -- Eastern Cape Economic development -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:808 , http://hdl.handle.net/10962/d1007274
- Description: This research is born out of recognition of the challenges Black Economic Empowerment (BEE) in the private sector faces in South Africa, with preferential procurement being one of the components of South Africa's Broad Based Black Economic Empowerment Strategy. Over the past years, South Africa has witnessed the birth of a new economy, one that allows for investment in its people, makes provision for sustainable growth through skills transfer and development, and ensures economic empowerment. The focus of this research is the Preferential Procurement strategy implemented at DaimlerChrysler South Africa (DCSA) as part of its overall Black Economic Empowerment strategy, the perceptions and expectations of how the current BEE preferential procurement strategy should work versus the perceived performance of how it is working. An official definition of Black Economic Empowerment is presented in the study, followed by barriers to growth of BEE suppliers. The aim of defining Black Economic Empowerment is to provide a good reference point against which an organization like DaimlerChrysler can assess the implementation of its preferential procurement programmes. Having discussed the above, there will be a reflection on government scorecard and a brief discussion of the two charters namely, mining and financial services charter. The study also presents the following requirements for a successful BEE corporate strategy: Strategic intent; External Balanced Scorecard; Financial Assistance; Skills development; Communication. A research methodology for conducting this study and data analysis is presented, followed by limitations of the study and recommendations for further research. It is expected that the knowledge gained from this study will help to I. Demonstrate the need to change perceptions and behaviour regarding Black Economic Empowerment. 2. Assist procurement officials to include BEE objectives into their procurement strategy. 3. Identify policy implications and assist in improving DCSA's Black Economic Empowerment Procurement strategy.
- Full Text:
- Date Issued: 2005
The effectiveness of bank debt financing on the growth of small and medium enterprises (SMEs) in Namibia
- Paulus, Panduleni Hambeleleni
- Authors: Paulus, Panduleni Hambeleleni
- Date: 2023-10-13
- Subjects: Business enterprises Finance , Small business Namibia , Small and medium enterprises , Stakeholder management , Debt financing (Corporations)
- Language: English
- Type: Academic theses , Master's theses , text
- Identifier: http://hdl.handle.net/10962/419176 , vital:71622
- Description: Globally, SMEs are valued for their contribution to economic growth and development as well as for driving employment. To succeed, small firms require support especially in terms of obtaining funding and financial services that can enable them to meet day to day operational needs. Commercial banks play an important role for the financing of SMEs as small firms generally depend on bank loans to obtain external finance. However, despite the support and contribution, very little attention is given to the actual forms of finance used by small and medium-sized enterprises, the available finance made by lending institutions or investors and the relation between the use of the said debt finance and enterprise performance. Furthermore, several research studies carried out focusing on the effect of debt financing on performance of firms are inconsistent. Thus, this study sought to determine the effectiveness of bank debt finance on the growth of SMEs in Namibia. To achieve the objective of the study, it was important to have it rooted in the pragmatism paradigm; followed by both the deductive and inductive approaches. Interviews were conducted with the six SME owners and structured questionnaires were completed by the seven staff of the selected bank. The study used thematic analysis to analyze primary data from interviews by following three steps namely: reducing the data referred to as coding, analyzing data by creating patterns, and generating themes and drawing conclusion. Data from self-administered questionnaires was populated and textually analyzed aided by tables. The main findings of the study were that: (1) debt financing contributed to the growth and performance of SMEs as all firms under the study who made use of debt had experienced growth in terms of generated profits and acquired assets, (2) during the assessment and approving process, the bank looked at various lending factors and that collateral was not considered as prime to accessing funding, (3) the SMEs were not sufficiently funded and that there was no appropriate funding option for SMEs, (4) in terms of relationships, there was a lack of engagement and support between the bank and the SMEs. The support received from the bank was only in terms of lending. , Thesis (MBA) -- Faculty of Commerce, Rhodes Business School, 2023
- Full Text:
- Date Issued: 2023-10-13
- Authors: Paulus, Panduleni Hambeleleni
- Date: 2023-10-13
- Subjects: Business enterprises Finance , Small business Namibia , Small and medium enterprises , Stakeholder management , Debt financing (Corporations)
- Language: English
- Type: Academic theses , Master's theses , text
- Identifier: http://hdl.handle.net/10962/419176 , vital:71622
- Description: Globally, SMEs are valued for their contribution to economic growth and development as well as for driving employment. To succeed, small firms require support especially in terms of obtaining funding and financial services that can enable them to meet day to day operational needs. Commercial banks play an important role for the financing of SMEs as small firms generally depend on bank loans to obtain external finance. However, despite the support and contribution, very little attention is given to the actual forms of finance used by small and medium-sized enterprises, the available finance made by lending institutions or investors and the relation between the use of the said debt finance and enterprise performance. Furthermore, several research studies carried out focusing on the effect of debt financing on performance of firms are inconsistent. Thus, this study sought to determine the effectiveness of bank debt finance on the growth of SMEs in Namibia. To achieve the objective of the study, it was important to have it rooted in the pragmatism paradigm; followed by both the deductive and inductive approaches. Interviews were conducted with the six SME owners and structured questionnaires were completed by the seven staff of the selected bank. The study used thematic analysis to analyze primary data from interviews by following three steps namely: reducing the data referred to as coding, analyzing data by creating patterns, and generating themes and drawing conclusion. Data from self-administered questionnaires was populated and textually analyzed aided by tables. The main findings of the study were that: (1) debt financing contributed to the growth and performance of SMEs as all firms under the study who made use of debt had experienced growth in terms of generated profits and acquired assets, (2) during the assessment and approving process, the bank looked at various lending factors and that collateral was not considered as prime to accessing funding, (3) the SMEs were not sufficiently funded and that there was no appropriate funding option for SMEs, (4) in terms of relationships, there was a lack of engagement and support between the bank and the SMEs. The support received from the bank was only in terms of lending. , Thesis (MBA) -- Faculty of Commerce, Rhodes Business School, 2023
- Full Text:
- Date Issued: 2023-10-13
An analysis of talent management practices of recently hired employees from the perspective of the psychological contract
- Authors: Bischoff, Olivia Edjegayhu
- Date: 2021-10-29
- Subjects: Gifted persons , Contracts Psychological aspects , Personnel management Psychological aspects , Breach of contract , Psychology, Industrial , Organizational behavior , Industrial relations , Employees Attitudes , Employee retention
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10962/191865 , vital:45173
- Description: This research took the form of an explanatory case study focused within a single organisation to evaluate talent management practices of recently hired employees from the perspective of the psychological contract. The theory underpinning this research is Resource-Based Theory (RBT) in the context of Talent Management. The research aims were: 1) to analyse how talent management practices have affected the psychological contract, 2) to analyse how employees have responded and intend to respond if there has been a breach in the contract and 3) to analyse how employees have responded or intend to respond where psychological contract expectations have been met. The key concepts identified include talent management and the psychological contract. The literature therefore expanded on talent management highlighting the importance of recruiting, attracting and retaining talent, especially in a global context where experience and skills are a source of competitive advantage. Following this, the concept of the psychological contract was used as a lens through which to analyse the experience of individuals, specifically focusing on new employees joining the organisation, to assess their socialisation and onboarding experience. The literature further explored the importance of focusing on new employees, as this is deemed by the literature as a critical time of transition in the shaping of the psychological contract. In further reviewing the literature regarding early onboarding, further review of the literature identified important components, including (1) socialisation and onboarding, (2) performance management and probation, (3) employee development and (4) work conditions. From reviewing the literature four propositions were deduced as follows: • Proposition 1: All integrative processes in early onboarding influence the initial psychological contract of the employee. Proposition 1 was further divided into three sub propositions as follows: Sub Proposition 1a) HR plays a key role in early onboarding, influencing the initial psychological contract; Sub Proposition 1b) Supervisor support plays a key role in early onboarding, influencing the initial psychological contract; and IV Sub Proposition 1c) The work team plays a key role in early onboarding, influencing the initial psychological contract. • Proposition 2 stated: Performance discussions influence the psychological contract. • Proposition 3: Employee development opportunities are a source of motivation in the fulfilment of the psychological contract. • Proposition 4: Employment conditions influence the fulfilment of the psychological contract. The research followed a qualitative approach, using deductive analysis to analyse the data collected from semi-structured interviews. The findings and discussion show that the propositions confirmed the literature and were relevant to the case study at hand. Where there was varying degree of experience regarding the effect of the influence or impact on the psychological contract this was noted and expanded on accordingly. The study also recognised the additional context that presented itself within the findings, namely the context of the COVID-19 pandemic. The research concludes in acknowledging the delimitations and limitations of the study while making suggestions for areas of future studies. To conclude, this research shows that the transition of a new employee in their early stages within the organisation is an opportunity to support in positively influencing and maintaining the psychological contract to support employee satisfaction and motivation. If organisations can also appreciate that the psychological contract is dynamic and can change over time based on changing circumstances or needs, then this can be proactively monitored to support long-term retention of talent. , Thesis (MBA) -- Faculty of Commerce, Rhodes Business School, 2021
- Full Text:
- Date Issued: 2021-10-29
- Authors: Bischoff, Olivia Edjegayhu
- Date: 2021-10-29
- Subjects: Gifted persons , Contracts Psychological aspects , Personnel management Psychological aspects , Breach of contract , Psychology, Industrial , Organizational behavior , Industrial relations , Employees Attitudes , Employee retention
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10962/191865 , vital:45173
- Description: This research took the form of an explanatory case study focused within a single organisation to evaluate talent management practices of recently hired employees from the perspective of the psychological contract. The theory underpinning this research is Resource-Based Theory (RBT) in the context of Talent Management. The research aims were: 1) to analyse how talent management practices have affected the psychological contract, 2) to analyse how employees have responded and intend to respond if there has been a breach in the contract and 3) to analyse how employees have responded or intend to respond where psychological contract expectations have been met. The key concepts identified include talent management and the psychological contract. The literature therefore expanded on talent management highlighting the importance of recruiting, attracting and retaining talent, especially in a global context where experience and skills are a source of competitive advantage. Following this, the concept of the psychological contract was used as a lens through which to analyse the experience of individuals, specifically focusing on new employees joining the organisation, to assess their socialisation and onboarding experience. The literature further explored the importance of focusing on new employees, as this is deemed by the literature as a critical time of transition in the shaping of the psychological contract. In further reviewing the literature regarding early onboarding, further review of the literature identified important components, including (1) socialisation and onboarding, (2) performance management and probation, (3) employee development and (4) work conditions. From reviewing the literature four propositions were deduced as follows: • Proposition 1: All integrative processes in early onboarding influence the initial psychological contract of the employee. Proposition 1 was further divided into three sub propositions as follows: Sub Proposition 1a) HR plays a key role in early onboarding, influencing the initial psychological contract; Sub Proposition 1b) Supervisor support plays a key role in early onboarding, influencing the initial psychological contract; and IV Sub Proposition 1c) The work team plays a key role in early onboarding, influencing the initial psychological contract. • Proposition 2 stated: Performance discussions influence the psychological contract. • Proposition 3: Employee development opportunities are a source of motivation in the fulfilment of the psychological contract. • Proposition 4: Employment conditions influence the fulfilment of the psychological contract. The research followed a qualitative approach, using deductive analysis to analyse the data collected from semi-structured interviews. The findings and discussion show that the propositions confirmed the literature and were relevant to the case study at hand. Where there was varying degree of experience regarding the effect of the influence or impact on the psychological contract this was noted and expanded on accordingly. The study also recognised the additional context that presented itself within the findings, namely the context of the COVID-19 pandemic. The research concludes in acknowledging the delimitations and limitations of the study while making suggestions for areas of future studies. To conclude, this research shows that the transition of a new employee in their early stages within the organisation is an opportunity to support in positively influencing and maintaining the psychological contract to support employee satisfaction and motivation. If organisations can also appreciate that the psychological contract is dynamic and can change over time based on changing circumstances or needs, then this can be proactively monitored to support long-term retention of talent. , Thesis (MBA) -- Faculty of Commerce, Rhodes Business School, 2021
- Full Text:
- Date Issued: 2021-10-29
Service as a leadership competency at Director/CEO level
- Authors: Chilton, Ilse Mercia
- Date: 2022-12
- Subjects: Leadership Moral and ethical aspects , Servant leadership , Compassion , Humility , Integrative thinking , Critical incident technique , Transformational leadership
- Language: English
- Type: Academic theses , Master's theses , text
- Identifier: http://hdl.handle.net/10962/419075 , vital:71614
- Description: Given ethical failures in leadership, the actions and decisions of leaders are receiving renewed attention based on the role business plays in society. Business leaders need to demonstrate their willingness to consider their influence on society and not merely consider the demands and expectations of shareholders. Leaders must consider the ethical lens through which their decisions and actions are perceived. Service as a leadership competency can develop ethical leadership. Currently, service is not clearly defined and understood, and Pearse (2017) proposes five interrelated elements of service as a competency, namely individualised consideration, compassion, motivation to lead, humility and integrated thinking. The study examined if the five interrelated service elements are present when a leader at Director/CEO level exercises an act of service towards a follower. The study adopted a qualitative deductive thematic approach, collecting data through semi-structured interviews and using the critical incident technique to guide the interviews. The study's findings support the research proposition that service as a leadership competency consists of the five elements, but with some of these elements expanded. Service as a leadership competency is recommended to develop high-quality social relationships within an organisation, which will positively impact the corporate culture. Organisations can recruit and select leaders based on ethical leadership requirements and integrate these into performance management systems. Recommendations for further research have also been made. , Thesis (MBA) -- Faculty of Commerce, Rhodes Business School, 2023
- Full Text:
- Date Issued: 2022-12
- Authors: Chilton, Ilse Mercia
- Date: 2022-12
- Subjects: Leadership Moral and ethical aspects , Servant leadership , Compassion , Humility , Integrative thinking , Critical incident technique , Transformational leadership
- Language: English
- Type: Academic theses , Master's theses , text
- Identifier: http://hdl.handle.net/10962/419075 , vital:71614
- Description: Given ethical failures in leadership, the actions and decisions of leaders are receiving renewed attention based on the role business plays in society. Business leaders need to demonstrate their willingness to consider their influence on society and not merely consider the demands and expectations of shareholders. Leaders must consider the ethical lens through which their decisions and actions are perceived. Service as a leadership competency can develop ethical leadership. Currently, service is not clearly defined and understood, and Pearse (2017) proposes five interrelated elements of service as a competency, namely individualised consideration, compassion, motivation to lead, humility and integrated thinking. The study examined if the five interrelated service elements are present when a leader at Director/CEO level exercises an act of service towards a follower. The study adopted a qualitative deductive thematic approach, collecting data through semi-structured interviews and using the critical incident technique to guide the interviews. The study's findings support the research proposition that service as a leadership competency consists of the five elements, but with some of these elements expanded. Service as a leadership competency is recommended to develop high-quality social relationships within an organisation, which will positively impact the corporate culture. Organisations can recruit and select leaders based on ethical leadership requirements and integrate these into performance management systems. Recommendations for further research have also been made. , Thesis (MBA) -- Faculty of Commerce, Rhodes Business School, 2023
- Full Text:
- Date Issued: 2022-12
How relational and strategic leadership shape organizational culture
- Lebusa, Libuseng Mampolokeng
- Authors: Lebusa, Libuseng Mampolokeng
- Date: 2020
- Subjects: SOS Quthing Children's Village -- Management , Corporate culture , Corporate culture -- Lesotho -- Quthing , Leadership -- Lesotho -- Quthing , Nonprofit organizations -- Lesotho -- Quthing
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/166070 , vital:41326
- Description: The study aims at analysing how relational and strategic leadership shapes the culture of an organization, using as a case study the SOS Children’s Village Lesotho in Quthing District. As an International Federation, SOS Children’s Village espouses four values, namely Courage, Trust, Commitment, and Accountability. The case was selected because SOS Children’s Village’s performance in Lesotho has been outstanding, due to employee commitment in the organization. The review of the literature drew upon three theories: the theory of organizational culture by Schein (2010), which shed a light on cultural embedding mechanisms, the relational leadership components of Komives, S, Lucas, N, and McMahon, T (1998), and the strategic leadership roles of Ireland and Hitt (1999). This study adopted a deductive qualitative research method, where structured interviews supplemented with documents were used to collect data. Thematic analysis and pattern matching analysed the data with the aid of a pre-developed codebook that identify theoretical codes and themes in the data. The findings confirmed that with the use of cultural embedding mechanisms, relational and strategic leadership shaped the culture of commitment. The main characteristics of the culture of the commitment of SOS Quthing are punctuality, teamwork, and individual initiative. Relational and strategic leadership behaviours helped to create a culture of commitment through the fair and equitable allocation of resources, the inclusion of employees in decision making, having an orientation program for new employees, giving rewards and recognition, holding regular meetings, supervision, utilizing the online collaboration system and the systematic development of human capital. The literature supported the study results. The study acknowledges the limitations and delimitations of the research. The study’s contribution was in identifying how leadership behaviours operate through cultural embedding mechanisms to "identify" creates a culture of commitment. In conclusion, managerial recommendations were made for SOS to strengthen their leadership behaviours further and further research recommendations.
- Full Text:
- Date Issued: 2020
- Authors: Lebusa, Libuseng Mampolokeng
- Date: 2020
- Subjects: SOS Quthing Children's Village -- Management , Corporate culture , Corporate culture -- Lesotho -- Quthing , Leadership -- Lesotho -- Quthing , Nonprofit organizations -- Lesotho -- Quthing
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/166070 , vital:41326
- Description: The study aims at analysing how relational and strategic leadership shapes the culture of an organization, using as a case study the SOS Children’s Village Lesotho in Quthing District. As an International Federation, SOS Children’s Village espouses four values, namely Courage, Trust, Commitment, and Accountability. The case was selected because SOS Children’s Village’s performance in Lesotho has been outstanding, due to employee commitment in the organization. The review of the literature drew upon three theories: the theory of organizational culture by Schein (2010), which shed a light on cultural embedding mechanisms, the relational leadership components of Komives, S, Lucas, N, and McMahon, T (1998), and the strategic leadership roles of Ireland and Hitt (1999). This study adopted a deductive qualitative research method, where structured interviews supplemented with documents were used to collect data. Thematic analysis and pattern matching analysed the data with the aid of a pre-developed codebook that identify theoretical codes and themes in the data. The findings confirmed that with the use of cultural embedding mechanisms, relational and strategic leadership shaped the culture of commitment. The main characteristics of the culture of the commitment of SOS Quthing are punctuality, teamwork, and individual initiative. Relational and strategic leadership behaviours helped to create a culture of commitment through the fair and equitable allocation of resources, the inclusion of employees in decision making, having an orientation program for new employees, giving rewards and recognition, holding regular meetings, supervision, utilizing the online collaboration system and the systematic development of human capital. The literature supported the study results. The study acknowledges the limitations and delimitations of the research. The study’s contribution was in identifying how leadership behaviours operate through cultural embedding mechanisms to "identify" creates a culture of commitment. In conclusion, managerial recommendations were made for SOS to strengthen their leadership behaviours further and further research recommendations.
- Full Text:
- Date Issued: 2020
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 to public participation in developmental projects : a Nigerian community perspective (case study of the Gbaran-Ubie oil and gas project)
- Authors: Akoh, Emmanuel Inalegwu
- Date: 2013
- Subjects: Gbaran-Ubie oil and gas project -- Public opinion Community development -- Nigeria Economic development -- Nigeria -- Environmental aspects
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:715 , http://hdl.handle.net/10962/d1001869
- Description: This research paper is broken up into three sections, namely an evaluation report, a literature review and research methodology. The evaluation report section is the assessment of the current state of change readiness within the Eskom Contact Centre’s based upon what the literature on change readiness prescribes. The timing of the change readiness assessment is just prior to significant organisational change. The organisational change that was about to be initiated by the organisation was initiated from the boardroom of the most senior echelons of the organisation, and was directed in a top down approach, being a strategic organisational change. The change is deemed to be critical to the organisation being able to meet its long term strategic and sustainability objectives. A critical examination of the literature explored the meaning of change readiness, the importance of it and explained the consequences for organisations that commit to transformational agendas without being ready. Key concepts such as such resistance to change and organisational inertia are described and differentiated from change readiness. The ADKAR change model and its change readiness assessment instrument were used due to the organisations preference for the model. The ADKAR model formed the framework for the analyses of the data, the discussion of the results and the recommendations to the organisation. The research conducted was quantitative in nature; a questionnaire was distributed to the employees of the seven Eskom Contact centre sites around the country through an email. A slightly modified version of the ADKAR change readiness questionnaire was sent via email with an on-line questionnaire link on it; and questions on individual readiness for change were used to assess the level of readiness of the employees. Most of the descriptive and inferential statistics were analysed with the use of Excel (version, 2010), with Factor Analysis being done in Statistica. The results of the research showed that: [iii] - The factors as proposed by the ADKAR change readiness assessment questionnaire (i.e. Awareness, Desire, Knowledge, Ability and Reinforcement) are not different enough to be considered as independent factors for this data set. Based on factor analysis, the factors were subsequently amended from five to three, namely Readiness, Opportunity Realisation and Uncertainty. - The Contact Centre employees were somewhat ready for change. - The Contact Centres needed to focus on all amended ADKAR factors in order to improve the readiness of the department. - The readiness levels in response to the roll out were more or less uniform. The study shows that given Eskom’s preference for the ADKAR model, future research within Eskom should therefore be conducted more circumspectly with respect to ascertaining the validity of the ADKAR factors. The study also makes mention that future work and/or research will need to be conducted, specifically on the readiness of the organisation itself, in order to improve the probability of transformational success. The ADKAR assessment is a people focused assessment and therefore focuses only on the readiness of the individual. Factors such as the adequacy of the current state of resources within the organisation, which incorporate aspects such as infrastructure, technology and staffing, will also need to be assessed to make a more holistic statement of change readiness. A concise review of the literature is incorporated into the Evaluation Report of Section 1 to underpin the study. In Section 2 a more extensive review of the literature is presented. Similarly, the design of the research is discussed in more detail in Section 3 to both describe and justify the appropriateness of the research methodology, and to give a detailed account of the way in which the research was carried out.
- Full Text:
- Date Issued: 2013
- Authors: Akoh, Emmanuel Inalegwu
- Date: 2013
- Subjects: Gbaran-Ubie oil and gas project -- Public opinion Community development -- Nigeria Economic development -- Nigeria -- Environmental aspects
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:715 , http://hdl.handle.net/10962/d1001869
- Description: This research paper is broken up into three sections, namely an evaluation report, a literature review and research methodology. The evaluation report section is the assessment of the current state of change readiness within the Eskom Contact Centre’s based upon what the literature on change readiness prescribes. The timing of the change readiness assessment is just prior to significant organisational change. The organisational change that was about to be initiated by the organisation was initiated from the boardroom of the most senior echelons of the organisation, and was directed in a top down approach, being a strategic organisational change. The change is deemed to be critical to the organisation being able to meet its long term strategic and sustainability objectives. A critical examination of the literature explored the meaning of change readiness, the importance of it and explained the consequences for organisations that commit to transformational agendas without being ready. Key concepts such as such resistance to change and organisational inertia are described and differentiated from change readiness. The ADKAR change model and its change readiness assessment instrument were used due to the organisations preference for the model. The ADKAR model formed the framework for the analyses of the data, the discussion of the results and the recommendations to the organisation. The research conducted was quantitative in nature; a questionnaire was distributed to the employees of the seven Eskom Contact centre sites around the country through an email. A slightly modified version of the ADKAR change readiness questionnaire was sent via email with an on-line questionnaire link on it; and questions on individual readiness for change were used to assess the level of readiness of the employees. Most of the descriptive and inferential statistics were analysed with the use of Excel (version, 2010), with Factor Analysis being done in Statistica. The results of the research showed that: [iii] - The factors as proposed by the ADKAR change readiness assessment questionnaire (i.e. Awareness, Desire, Knowledge, Ability and Reinforcement) are not different enough to be considered as independent factors for this data set. Based on factor analysis, the factors were subsequently amended from five to three, namely Readiness, Opportunity Realisation and Uncertainty. - The Contact Centre employees were somewhat ready for change. - The Contact Centres needed to focus on all amended ADKAR factors in order to improve the readiness of the department. - The readiness levels in response to the roll out were more or less uniform. The study shows that given Eskom’s preference for the ADKAR model, future research within Eskom should therefore be conducted more circumspectly with respect to ascertaining the validity of the ADKAR factors. The study also makes mention that future work and/or research will need to be conducted, specifically on the readiness of the organisation itself, in order to improve the probability of transformational success. The ADKAR assessment is a people focused assessment and therefore focuses only on the readiness of the individual. Factors such as the adequacy of the current state of resources within the organisation, which incorporate aspects such as infrastructure, technology and staffing, will also need to be assessed to make a more holistic statement of change readiness. A concise review of the literature is incorporated into the Evaluation Report of Section 1 to underpin the study. In Section 2 a more extensive review of the literature is presented. Similarly, the design of the research is discussed in more detail in Section 3 to both describe and justify the appropriateness of the research methodology, and to give a detailed account of the way in which the research was carried out.
- Full Text:
- Date Issued: 2013
The relationship between authentic leadership and employee performance
- Authors: Petzer, Liane
- Date: 2018
- Subjects: Authentic leadership , Positive psychology , Employee motivation -- South Africa , Employees -- Attitudes , Job satisfaction -- South Africa , Employees -- Rating of -- South Africa , Financial services industry -- South Africa
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/59467 , vital:27613
- Description: The impact of a leader on his or her followers has been a topic of much research and therefore organizations, including the financial services sector in South Africa, are placing more and more emphasis on what this leadership construct looks like. Research suggests that Authentic Leadership might be a new kind of leadership approach that the world is looking for. This study aims to establish the possible relationship between an authentic leader and the impact the leader’s behaviour has on the performance of his or her employee. The study further attempts to establish if satisfaction can play a mediating role in the relationship between authentic leadership and the performance of an employee. The research used two established research instruments, namely the Authentic Leadership Questionnaire (ALQ), as well as a section of Freese and Schalk’s (2008) psychological contract questionnaire relating to satisfaction specifically. Respondents were also requested to indicate their most recent performance rating. The study was conducted within the financial sector based in the Eastern and Southern Cape with a total population of 1077 employees across all business units, job grades, race, age, education and gender. The study established a significant positive relationship between authentic leadership and employee performance. A further significant positive relationship was established between authentic leadership and satisfaction. However, no relationship could be established between satisfaction and performance, thereby indicating that satisfaction was not a mediator of the relationship between authentic leadership and employee performance. In conclusion, recommendations for management practice and for further research are made.
- Full Text:
- Date Issued: 2018
- Authors: Petzer, Liane
- Date: 2018
- Subjects: Authentic leadership , Positive psychology , Employee motivation -- South Africa , Employees -- Attitudes , Job satisfaction -- South Africa , Employees -- Rating of -- South Africa , Financial services industry -- South Africa
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/59467 , vital:27613
- Description: The impact of a leader on his or her followers has been a topic of much research and therefore organizations, including the financial services sector in South Africa, are placing more and more emphasis on what this leadership construct looks like. Research suggests that Authentic Leadership might be a new kind of leadership approach that the world is looking for. This study aims to establish the possible relationship between an authentic leader and the impact the leader’s behaviour has on the performance of his or her employee. The study further attempts to establish if satisfaction can play a mediating role in the relationship between authentic leadership and the performance of an employee. The research used two established research instruments, namely the Authentic Leadership Questionnaire (ALQ), as well as a section of Freese and Schalk’s (2008) psychological contract questionnaire relating to satisfaction specifically. Respondents were also requested to indicate their most recent performance rating. The study was conducted within the financial sector based in the Eastern and Southern Cape with a total population of 1077 employees across all business units, job grades, race, age, education and gender. The study established a significant positive relationship between authentic leadership and employee performance. A further significant positive relationship was established between authentic leadership and satisfaction. However, no relationship could be established between satisfaction and performance, thereby indicating that satisfaction was not a mediator of the relationship between authentic leadership and employee performance. In conclusion, recommendations for management practice and for further research are made.
- Full Text:
- Date Issued: 2018
The potential impact of diving charges on the demand for diving and the diving industry in the Aliwal Shoal Marine Protected Area: a pilot study
- Authors: Schmidt, Jadon
- Date: 2011
- Subjects: Marine parks and reserves -- South Africa -- KwaZulu-Natal Recreational dive industry -- South Africa -- KwaZulu-Natal Recreational dive industry -- Licenses -- South Africa -- KwaZulu-Natal Marine parks and reserves -- South Africa -- KwaZulu-Natal -- Management Conservation of natural resources -- South Africa -- KwaZulu-Natal Environmental management -- South Africa -- KwaZulu-Natal Marine resources conservation -- South Africa -- KwaZulu-Natal Waste disposal in the ocean -- South Africa -- KwaZulu-Natal Marine pollution -- South Africa -- KwaZulu-Natal
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:756 , http://hdl.handle.net/10962/d1003877
- Description: This research is presented in three sections. Section 1 presents the research report in an Academic Paper format. Section 2 provides a comprehensive literature review and Section 3 describes the research methodology and methods employed. Sustainable management of natural resources is a global imperative. It is particularly significant in a country like South Africa that is blessed with an abundance of biological diversity but faces many socio economic challenges that are associated with developing nations. Toward addressing these issues, diver permit fees were implemented in South Africa in 2005, making it a legal requirement for all scuba divers undertaking a dive in a Marine Protected Area (MPA) to purchase a permit. This pilot study is the first attempt since the inception of the dive permit fees to determine their impact on the demand for diving and the diving industry in the Aliwal Shoal MPA, one of the premier dive destinations in the country. In order to address key questions, qualitative data was gathered during interviews with 12 dive operators active in the MPA and 28 divers that utilised the operators to dive. In addition, independent quantitative data on the number of dive boat launches during the past 20 years was used in conjunction with mean paying diver data obtained from the operators to ascertain the demand for diving at the Aliwal Shoal during the past two decades. Results indicate that were no significant differences (at the 5% level of significance) between paying divers during 2005 compared to 2004 and 2006 [H =.1923366, N= 36, p =0.9083]. Paying diver data for the period 2000 - 2004 were compared to 2005 - 2010 and no significant differences were found at the 5% level of significance (U= 2040, Npost = 72, Npre= 60, p = 0.584981). Diver interviews revealed that only 36% of divers had paid for a permit, representing a loss of R7 438 499 during the past five years, enough to support the current budget of the MPA for 10.6 years. Operator interviews revealed that alternative destinations, economic climate and local competition had the most impact on their businesses, with permit fees having no impact on the 50% of the operators’ businesses. Operators also reported that there was little or no enforcement of the permit fees, 9 of the operators indicated that there has been no improvement in the MPA or its management since the inception of the fees and all were dissatisfied with the current management MPA. Operators and divers complained about the current purchasing and handling practices associated with the permits. Despite offering a world class diving opportunity, the dive operators currently have no incentive to enforce the permit system and due to price pressure in the local market, and have adopted a mute stance on diver permits. Consequently, there has been no significant impact on the demand for diving since the inception of the permits in 2005. The initial hypothesis that the increased costs to divers as a result of the permits would drive down the demand for diving is therefore rejected. If the permits are more strictly enforced, it is likely that more divers may seek alternative destinations due to the perception of poor value as a result of the Sappi Saiccor effluent discharge, existence of shark nets and poor management, in accordance with existing literature. The resultant decrease in demand will be detrimental to the diving industry at Aliwal Shoal. The second hypothesis, that the costs associated with the better enforcement of the MPA regulations-in terms of impacts on the diving industry- might outweigh the benefits, is therefore accepted. All the results produced by this study suggest that authorities may have been too enthusiastic to have all the boxes ticked in order to meet deadlines for international targets for marine conservation and paid little or no attention to lessons learnt from MPAs globally. Every negative aspect highlighted by existing international literature as symptomatic of MPA failure is occurring at Aliwal Shoal MPA, albatrossing it with “paper park” status. Due to the size and scope of this study, the results should be interpreted with caution and not be utilised to guide policy but rather encourage further research.
- Full Text:
- Date Issued: 2011
- Authors: Schmidt, Jadon
- Date: 2011
- Subjects: Marine parks and reserves -- South Africa -- KwaZulu-Natal Recreational dive industry -- South Africa -- KwaZulu-Natal Recreational dive industry -- Licenses -- South Africa -- KwaZulu-Natal Marine parks and reserves -- South Africa -- KwaZulu-Natal -- Management Conservation of natural resources -- South Africa -- KwaZulu-Natal Environmental management -- South Africa -- KwaZulu-Natal Marine resources conservation -- South Africa -- KwaZulu-Natal Waste disposal in the ocean -- South Africa -- KwaZulu-Natal Marine pollution -- South Africa -- KwaZulu-Natal
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:756 , http://hdl.handle.net/10962/d1003877
- Description: This research is presented in three sections. Section 1 presents the research report in an Academic Paper format. Section 2 provides a comprehensive literature review and Section 3 describes the research methodology and methods employed. Sustainable management of natural resources is a global imperative. It is particularly significant in a country like South Africa that is blessed with an abundance of biological diversity but faces many socio economic challenges that are associated with developing nations. Toward addressing these issues, diver permit fees were implemented in South Africa in 2005, making it a legal requirement for all scuba divers undertaking a dive in a Marine Protected Area (MPA) to purchase a permit. This pilot study is the first attempt since the inception of the dive permit fees to determine their impact on the demand for diving and the diving industry in the Aliwal Shoal MPA, one of the premier dive destinations in the country. In order to address key questions, qualitative data was gathered during interviews with 12 dive operators active in the MPA and 28 divers that utilised the operators to dive. In addition, independent quantitative data on the number of dive boat launches during the past 20 years was used in conjunction with mean paying diver data obtained from the operators to ascertain the demand for diving at the Aliwal Shoal during the past two decades. Results indicate that were no significant differences (at the 5% level of significance) between paying divers during 2005 compared to 2004 and 2006 [H =.1923366, N= 36, p =0.9083]. Paying diver data for the period 2000 - 2004 were compared to 2005 - 2010 and no significant differences were found at the 5% level of significance (U= 2040, Npost = 72, Npre= 60, p = 0.584981). Diver interviews revealed that only 36% of divers had paid for a permit, representing a loss of R7 438 499 during the past five years, enough to support the current budget of the MPA for 10.6 years. Operator interviews revealed that alternative destinations, economic climate and local competition had the most impact on their businesses, with permit fees having no impact on the 50% of the operators’ businesses. Operators also reported that there was little or no enforcement of the permit fees, 9 of the operators indicated that there has been no improvement in the MPA or its management since the inception of the fees and all were dissatisfied with the current management MPA. Operators and divers complained about the current purchasing and handling practices associated with the permits. Despite offering a world class diving opportunity, the dive operators currently have no incentive to enforce the permit system and due to price pressure in the local market, and have adopted a mute stance on diver permits. Consequently, there has been no significant impact on the demand for diving since the inception of the permits in 2005. The initial hypothesis that the increased costs to divers as a result of the permits would drive down the demand for diving is therefore rejected. If the permits are more strictly enforced, it is likely that more divers may seek alternative destinations due to the perception of poor value as a result of the Sappi Saiccor effluent discharge, existence of shark nets and poor management, in accordance with existing literature. The resultant decrease in demand will be detrimental to the diving industry at Aliwal Shoal. The second hypothesis, that the costs associated with the better enforcement of the MPA regulations-in terms of impacts on the diving industry- might outweigh the benefits, is therefore accepted. All the results produced by this study suggest that authorities may have been too enthusiastic to have all the boxes ticked in order to meet deadlines for international targets for marine conservation and paid little or no attention to lessons learnt from MPAs globally. Every negative aspect highlighted by existing international literature as symptomatic of MPA failure is occurring at Aliwal Shoal MPA, albatrossing it with “paper park” status. Due to the size and scope of this study, the results should be interpreted with caution and not be utilised to guide policy but rather encourage further research.
- Full Text:
- Date Issued: 2011