An evaluation of the performance management and development system of the Eastern Cape Department of Health
- Authors: Javu, Mncedi Gladman
- Date: 2013
- Subjects: Eastern Cape (South Africa) -- Department of Health -- Management Performance -- Management Personnel management -- South Africa , Eastern Cape Health Department
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:717 , http://hdl.handle.net/10962/d1001871
- Description: This study used a quantitative approach to evaluate the application of the performance management and development system in the Eastern Cape Department of Health, from the perspective of employees. The evaluation report has three sections that are designed as interrelated but stand-alone documents. Section One is written as a report directed to the Eastern Cape Department of Health. Section Two is a review of the relevant literature that was conducted to review the existing literature related to the application of performance management and development systems, and underpinned the construction of the questionnaire. Section Three provides a description and justification of the design of the research, as well as describing the research procedure followed. Pertinent components of Sections Two and Three are extracted from these sections and included in the report in Section One. The literature review focused on the following areas: the purpose of performance management, components of the performance management process, challenges/ criticism of performance management systems, integration of performance management with other systems and the effectiveness of performance management system. The results revealed that about 74% of employees disagree that management is committed towards the successful application of the performance management system. This finding concurs with the literature. For example, De Waal and Counet (2009:367) argue that one of the problems in the application of performance management system is that the management lacks commitment to the implementation of a performance management system. Systematic sampling (Leedy and Ormrod, 2010) was used to select 120 participants in three Departmental programmes or clusters from grade levels six to 15. The researcher distributed the questionnaires to every fifth person of the population electronically using SurveyBob, which is an on line survey tool. The collected data was then analyzed using Excel software. The findings indicated that although overall employees are not satisfied with the application of the PMDS system in the Eastern Cape Department of Health, there were some successes. Nevertheless, the challenges outweighed successes of the system. The challenges that resulted in the failure of the system include poor communication, a lack of understanding of the system by the employees and a lack of knowledge with regards to the integration of PMDS with other initiatives and plans already in place. Page 4 There were positive views with enabling factors and these were work plans that are mutually agreed upon between the employee and their supervisors and are aligned to departmental strategic priorities. Constraining factors included the low levels of commitment of the management to the application of the PMDS processes, review meetings not being undertaken on a quarterly basis, and a lack of written outcome reviews. The majority of the study participants believe that the PMDS lacks fairness in its implementation. Recommendations were made on the basis of the gaps that were identified so as to improve the application of the performance management system in the Eastern Cape Department of Health. It is therefore recommended that the Department should ensure that training and development of employees on the PMDS takes place to enhance manager’s understanding of the policy. This will enable managers to understand the important role played by performance management in their day to day activities. A performance management and development system needs to be integrated with all other processes to be effective. On-going communication of the PMDS policy should be considered. Accountability of managers to the Accounting Officer and submission of quarterly reports are imperative to ensure their compliance. In conclusion, dissatisfaction outweighs satisfaction of the employees with regards to the implementation of the PMDS system.
- Full Text:
- Date Issued: 2013
- Authors: Javu, Mncedi Gladman
- Date: 2013
- Subjects: Eastern Cape (South Africa) -- Department of Health -- Management Performance -- Management Personnel management -- South Africa , Eastern Cape Health Department
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:717 , http://hdl.handle.net/10962/d1001871
- Description: This study used a quantitative approach to evaluate the application of the performance management and development system in the Eastern Cape Department of Health, from the perspective of employees. The evaluation report has three sections that are designed as interrelated but stand-alone documents. Section One is written as a report directed to the Eastern Cape Department of Health. Section Two is a review of the relevant literature that was conducted to review the existing literature related to the application of performance management and development systems, and underpinned the construction of the questionnaire. Section Three provides a description and justification of the design of the research, as well as describing the research procedure followed. Pertinent components of Sections Two and Three are extracted from these sections and included in the report in Section One. The literature review focused on the following areas: the purpose of performance management, components of the performance management process, challenges/ criticism of performance management systems, integration of performance management with other systems and the effectiveness of performance management system. The results revealed that about 74% of employees disagree that management is committed towards the successful application of the performance management system. This finding concurs with the literature. For example, De Waal and Counet (2009:367) argue that one of the problems in the application of performance management system is that the management lacks commitment to the implementation of a performance management system. Systematic sampling (Leedy and Ormrod, 2010) was used to select 120 participants in three Departmental programmes or clusters from grade levels six to 15. The researcher distributed the questionnaires to every fifth person of the population electronically using SurveyBob, which is an on line survey tool. The collected data was then analyzed using Excel software. The findings indicated that although overall employees are not satisfied with the application of the PMDS system in the Eastern Cape Department of Health, there were some successes. Nevertheless, the challenges outweighed successes of the system. The challenges that resulted in the failure of the system include poor communication, a lack of understanding of the system by the employees and a lack of knowledge with regards to the integration of PMDS with other initiatives and plans already in place. Page 4 There were positive views with enabling factors and these were work plans that are mutually agreed upon between the employee and their supervisors and are aligned to departmental strategic priorities. Constraining factors included the low levels of commitment of the management to the application of the PMDS processes, review meetings not being undertaken on a quarterly basis, and a lack of written outcome reviews. The majority of the study participants believe that the PMDS lacks fairness in its implementation. Recommendations were made on the basis of the gaps that were identified so as to improve the application of the performance management system in the Eastern Cape Department of Health. It is therefore recommended that the Department should ensure that training and development of employees on the PMDS takes place to enhance manager’s understanding of the policy. This will enable managers to understand the important role played by performance management in their day to day activities. A performance management and development system needs to be integrated with all other processes to be effective. On-going communication of the PMDS policy should be considered. Accountability of managers to the Accounting Officer and submission of quarterly reports are imperative to ensure their compliance. In conclusion, dissatisfaction outweighs satisfaction of the employees with regards to the implementation of the PMDS system.
- Full Text:
- Date Issued: 2013
A study of the influence of employee empowerment on organizational citizenship behaviours of teachers within Grahamstown independent senior schools
- Authors: Johnston, Dean Allan
- Date: 2016
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:869 , http://hdl.handle.net/10962/d1021314
- Description: This research investigates the influence of empowerment on organisational citizenship behaviours (OCB) of teachers within Independent Senior schools in Grahamstown. Teachers, as a schools driving force, contribute immensely to the education of its students as well as determine the success and effectiveness of the school as an educational institution. The nature of a teacher’s work, and indirectly the principal’s job of managing these teachers, is complex and difficult to define as there are only certain behaviours which can be contractually obliged from teachers. Further behaviours which are beneficial to the organisation, such as OCB, need to be induced via incentives or encouraged via certain behavioural management initiatives, such as increased levels of empowerment. It is important for schools to encourage their teachers to participate in such beneficial behaviours as not all behaviours can be dictated or managed through contractual limitations. Previous studies and literature reviewed suggest that OCB is an important variable that significantly influences a schools performance. Such studies and literature suggest that empowerment could induce greater levels of OCB. The concepts of OCB and empowerment are defined and discussed and a 58 item Questionnaire is formulated based on the two concepts, drawn mainly from Short and Rinehart (1992) and Bogler and Somech (2004). The Questionnaire is divided into two parts, firstly OCB and secondly empowerment. Each section of the Questionnaire is divided into the relevant categories and dimensions as prescribed by past literature. The first part determines the behaviours which the participants believe form part of a teachers ‘in-role’ behaviour, therefore also determines which behaviours the participants believe are ‘extra-role’ or OCB. The second part determines the participant’s perception of their empowerment in their own workplace. This research makes use of an online Questionnaire. The data is collected and described using averages, modes and medians. This data is organised in a manner which further allows for a Pearson correlation analysis test to be run. This test is used to establish the correlation relationship between the two variables in this research and the statistical significance of this relationship is analysed by observing the respective p-value. The conclusion is drawn that there exists four statistically significant positively correlated relationships between the empowerment dimension (decision making, status, self-efficacy and impact) and OCB. However there exists a weak positively correlated non-statistically significant relationship between empowerment and OCB. This suggests that empowerment as a whole does not greatly influence higher levels of OCB, however the four individual dimensions of empowerment do have a positive influence.
- Full Text:
- Date Issued: 2016
- Authors: Johnston, Dean Allan
- Date: 2016
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:869 , http://hdl.handle.net/10962/d1021314
- Description: This research investigates the influence of empowerment on organisational citizenship behaviours (OCB) of teachers within Independent Senior schools in Grahamstown. Teachers, as a schools driving force, contribute immensely to the education of its students as well as determine the success and effectiveness of the school as an educational institution. The nature of a teacher’s work, and indirectly the principal’s job of managing these teachers, is complex and difficult to define as there are only certain behaviours which can be contractually obliged from teachers. Further behaviours which are beneficial to the organisation, such as OCB, need to be induced via incentives or encouraged via certain behavioural management initiatives, such as increased levels of empowerment. It is important for schools to encourage their teachers to participate in such beneficial behaviours as not all behaviours can be dictated or managed through contractual limitations. Previous studies and literature reviewed suggest that OCB is an important variable that significantly influences a schools performance. Such studies and literature suggest that empowerment could induce greater levels of OCB. The concepts of OCB and empowerment are defined and discussed and a 58 item Questionnaire is formulated based on the two concepts, drawn mainly from Short and Rinehart (1992) and Bogler and Somech (2004). The Questionnaire is divided into two parts, firstly OCB and secondly empowerment. Each section of the Questionnaire is divided into the relevant categories and dimensions as prescribed by past literature. The first part determines the behaviours which the participants believe form part of a teachers ‘in-role’ behaviour, therefore also determines which behaviours the participants believe are ‘extra-role’ or OCB. The second part determines the participant’s perception of their empowerment in their own workplace. This research makes use of an online Questionnaire. The data is collected and described using averages, modes and medians. This data is organised in a manner which further allows for a Pearson correlation analysis test to be run. This test is used to establish the correlation relationship between the two variables in this research and the statistical significance of this relationship is analysed by observing the respective p-value. The conclusion is drawn that there exists four statistically significant positively correlated relationships between the empowerment dimension (decision making, status, self-efficacy and impact) and OCB. However there exists a weak positively correlated non-statistically significant relationship between empowerment and OCB. This suggests that empowerment as a whole does not greatly influence higher levels of OCB, however the four individual dimensions of empowerment do have a positive influence.
- Full Text:
- Date Issued: 2016
An evaluation of the marketing and distribution channels of the Mzuzu Coffee Planters Cooperative Union (MZCPCU)
- Jussa, Leman Abdulrazak Wyson
- Authors: Jussa, Leman Abdulrazak Wyson
- Date: 2011
- Subjects: Mzuzu Coffee Planters Cooperative Union Coffee -- Marketing -- Malawi Marketing channels -- Evaluation -- Malawi Agricultural development projects -- Malawi
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:819 , http://hdl.handle.net/10962/d1008300
- Description: Literature and the cooperative movement in Malawi shows that the first cooperative was established in 1947. Since the economy of the country depends on agriculture, most cooperatives were strongly developed in the fields of agricultural production, and processing and marketing. The first coffee cooperative was registered in 1950, known as the Nchenachena Coffee Producers Cooperative Society. After Malawi 's independence in 1964, agricultural cooperatives were dissolved and government formed the Farmers Marketing Board (FMB) to take over all marketing activities of all crops, including coffee. The FMB was replaced by the Agricultural Development and Marketing Corporation (ADMARC) in 1967. After the dissolution of agricultural cooperatives, government saw the need for crop development and established Smallholder Coffee Authority in 1971. The Smallholder Coffee Authority worked up to 1999 when it collapsed because of administrative and financial problems. Due to the failure of the Smallholder Coffee Authority, the government of Malawi reintroduced agricultural cooperatives in 1999. Mzuzu Coffee Planters ' Cooperative Union was formed in 2006 following the re-introduction of cooperatives. The union is mandated to promote sustainable production, processing and marketing of Arabica coffee on behalf of the farmers. Since its inception, the output of coffee for export from the Mzuzu Coffee Planters Cooperative Union has increased from 156 tonnes in 2006 to over 400 tonnes in 2009. The increase in coffee exports was not by mere chance but a number of factors contributed to this success. The main reasons for this success were: • Strong prior relationship between the growers and the buyers • The uniqueness of the cooperative business model • The unique taste and quality of coffee grown • The introduction of a different approach to farming coffee Currently there is high demand for organic coffee and this could be a niche market that is not only rewarded with premium prices but also creates environmental friendly business. The union considers Fair Trade market as an alternative approach to conventional trade, aiming at improving the livelihoods of smallholder producers by improving payments, giving them fair prices and providing continuity in trading relationships.
- Full Text:
- Date Issued: 2011
- Authors: Jussa, Leman Abdulrazak Wyson
- Date: 2011
- Subjects: Mzuzu Coffee Planters Cooperative Union Coffee -- Marketing -- Malawi Marketing channels -- Evaluation -- Malawi Agricultural development projects -- Malawi
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:819 , http://hdl.handle.net/10962/d1008300
- Description: Literature and the cooperative movement in Malawi shows that the first cooperative was established in 1947. Since the economy of the country depends on agriculture, most cooperatives were strongly developed in the fields of agricultural production, and processing and marketing. The first coffee cooperative was registered in 1950, known as the Nchenachena Coffee Producers Cooperative Society. After Malawi 's independence in 1964, agricultural cooperatives were dissolved and government formed the Farmers Marketing Board (FMB) to take over all marketing activities of all crops, including coffee. The FMB was replaced by the Agricultural Development and Marketing Corporation (ADMARC) in 1967. After the dissolution of agricultural cooperatives, government saw the need for crop development and established Smallholder Coffee Authority in 1971. The Smallholder Coffee Authority worked up to 1999 when it collapsed because of administrative and financial problems. Due to the failure of the Smallholder Coffee Authority, the government of Malawi reintroduced agricultural cooperatives in 1999. Mzuzu Coffee Planters ' Cooperative Union was formed in 2006 following the re-introduction of cooperatives. The union is mandated to promote sustainable production, processing and marketing of Arabica coffee on behalf of the farmers. Since its inception, the output of coffee for export from the Mzuzu Coffee Planters Cooperative Union has increased from 156 tonnes in 2006 to over 400 tonnes in 2009. The increase in coffee exports was not by mere chance but a number of factors contributed to this success. The main reasons for this success were: • Strong prior relationship between the growers and the buyers • The uniqueness of the cooperative business model • The unique taste and quality of coffee grown • The introduction of a different approach to farming coffee Currently there is high demand for organic coffee and this could be a niche market that is not only rewarded with premium prices but also creates environmental friendly business. The union considers Fair Trade market as an alternative approach to conventional trade, aiming at improving the livelihoods of smallholder producers by improving payments, giving them fair prices and providing continuity in trading relationships.
- Full Text:
- Date Issued: 2011
An analysis of organisational culture in a restaurant in Grahamstown, South Africa
- Authors: Kamona, Oabona Bonnie
- Date: 2017
- Subjects: Corporate culture -- Case studies , Corporate culture -- South Africa -- Makhanda -- Case studies , Restaurants-- South Africa -- Makhanda -- Management , Saints Bistro (Makhanda, South Africa)
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/8178 , vital:21363
- Description: This study investigates organisational culture and shared values that currently exist at Saint’s Bistro in Grahamstown along with the desired organisational culture and desired values. In particular it explores possible discrepancies between the two using the reliable and valid Competing Values Framework (CVF) and its matched scale, the Organisational Culture Assessment Instrument (OCAI) and the Shared Values Survey. McDonald and Gandz (1992: 64-67) discovered 24 shared values that correlate with modern business and where each value ties in with one of the four quadrants of the CVF. The researcher found a study conducted by Burchell and Saele (2011: 512) which is a cultural study based on the CVF working in conjunction with shared values survey to analyse a situation and it presented an improved means of investigating culture and values related facets within an organisation. The aim of this study is to examine the existing culture and subsequently make recommendations that can create alignment between what is currently experienced and what is desired in the organisation, if it is found that misalignment exists. This research presents a study using a paper based survey conducted in a restaurant in Grahamstown, South Africa. The results are based on the use of the OCAI in conjunction with organisational shared values profiles. The study revealed that there is no significant gap between the current organisational culture and the desired organisational culture within the organisation. Due to these findings, the research established that a structured strategy for maintaining the organisational culture should be developed in order to sustain the existing organisational culture that can be used when recruiting and on-boarding new employees in the future. The research is significant in that it highlighted a link between the competing values framework and the shared values survey and this will contribute to the effective analysis of organisational culture in future culture research.
- Full Text:
- Date Issued: 2017
- Authors: Kamona, Oabona Bonnie
- Date: 2017
- Subjects: Corporate culture -- Case studies , Corporate culture -- South Africa -- Makhanda -- Case studies , Restaurants-- South Africa -- Makhanda -- Management , Saints Bistro (Makhanda, South Africa)
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/8178 , vital:21363
- Description: This study investigates organisational culture and shared values that currently exist at Saint’s Bistro in Grahamstown along with the desired organisational culture and desired values. In particular it explores possible discrepancies between the two using the reliable and valid Competing Values Framework (CVF) and its matched scale, the Organisational Culture Assessment Instrument (OCAI) and the Shared Values Survey. McDonald and Gandz (1992: 64-67) discovered 24 shared values that correlate with modern business and where each value ties in with one of the four quadrants of the CVF. The researcher found a study conducted by Burchell and Saele (2011: 512) which is a cultural study based on the CVF working in conjunction with shared values survey to analyse a situation and it presented an improved means of investigating culture and values related facets within an organisation. The aim of this study is to examine the existing culture and subsequently make recommendations that can create alignment between what is currently experienced and what is desired in the organisation, if it is found that misalignment exists. This research presents a study using a paper based survey conducted in a restaurant in Grahamstown, South Africa. The results are based on the use of the OCAI in conjunction with organisational shared values profiles. The study revealed that there is no significant gap between the current organisational culture and the desired organisational culture within the organisation. Due to these findings, the research established that a structured strategy for maintaining the organisational culture should be developed in order to sustain the existing organisational culture that can be used when recruiting and on-boarding new employees in the future. The research is significant in that it highlighted a link between the competing values framework and the shared values survey and this will contribute to the effective analysis of organisational culture in future culture research.
- Full Text:
- Date Issued: 2017
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
An exploration of organizational expectations of different generations of employees during change
- Authors: Kawana, Susan Mulemwa
- Date: 2020
- Subjects: Organizational change -- Psychological aspects , Organizational behavior -- Namibia -- Case studies , Employees -- Psychology -- Namibia , Organizational change -- Namibia -- Case studies , Intergenerational relations -- Namibia , Namibia. Inland Revenue Directorate , Namibia. Customs and Excise
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/142398 , vital:38076
- Description: The aim of this study is to investigate the organizational expectations of different generations of employees at the Ministry of Finance’s Inland Revenue and Customs and Excise Departments of the Republic of Namibia, which are undergoing organizational change processes. The different generations that were included in this study are Baby Boomers, Generation X, and Generation Y. The study explores the different expectations that the generations have in relation to the changes, in terms of leadership style and communication preferences. This study followed a qualitative approach. Quota sampling was used to select twelve participants for the study. The case study was carried out within a postpositivism paradigm. Data was collected by administering semi-structured, face-to-face interviews. The findings of the study indicate that there are generational differences in respect of preferred leadership styles and communication methods during organizational change. Baby Boomers and Generation X preferred a relationshiporiented leadership style, while generation Y preferred a visionary leadership style. Task-oriented leadership style was not the preferred style of any generation. Rather, in the midst of change, it seems there is a preference for relational leadership across all the Generations. In respect of communication, Baby Boomers preferred face-toface methods, Generation X preferred face-to-face and e-mail methods as sources of change communication, while Generation Y preferred a combination of communication methods. In the midst of change, it seems there is a common preference for face-to-face communication across all the Generations. Furthermore, employees generally did not feel ready for the changes. In the light of these findings, recommendations were made to guide change initiatives amongst employees of various generations. The limitations of the study were its sample size and focus on the public sector. For future research, a larger sample could be selected from all regional offices. Similar research can also be done in the private sector. The findings of the study provide an understanding of the experiences and expectations of different generations of employees during organizational change, and contribute to the body of knowledge on generational differences, readiness for change and the management of different generations as different stakeholders.
- Full Text:
- Date Issued: 2020
- Authors: Kawana, Susan Mulemwa
- Date: 2020
- Subjects: Organizational change -- Psychological aspects , Organizational behavior -- Namibia -- Case studies , Employees -- Psychology -- Namibia , Organizational change -- Namibia -- Case studies , Intergenerational relations -- Namibia , Namibia. Inland Revenue Directorate , Namibia. Customs and Excise
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/142398 , vital:38076
- Description: The aim of this study is to investigate the organizational expectations of different generations of employees at the Ministry of Finance’s Inland Revenue and Customs and Excise Departments of the Republic of Namibia, which are undergoing organizational change processes. The different generations that were included in this study are Baby Boomers, Generation X, and Generation Y. The study explores the different expectations that the generations have in relation to the changes, in terms of leadership style and communication preferences. This study followed a qualitative approach. Quota sampling was used to select twelve participants for the study. The case study was carried out within a postpositivism paradigm. Data was collected by administering semi-structured, face-to-face interviews. The findings of the study indicate that there are generational differences in respect of preferred leadership styles and communication methods during organizational change. Baby Boomers and Generation X preferred a relationshiporiented leadership style, while generation Y preferred a visionary leadership style. Task-oriented leadership style was not the preferred style of any generation. Rather, in the midst of change, it seems there is a preference for relational leadership across all the Generations. In respect of communication, Baby Boomers preferred face-toface methods, Generation X preferred face-to-face and e-mail methods as sources of change communication, while Generation Y preferred a combination of communication methods. In the midst of change, it seems there is a common preference for face-to-face communication across all the Generations. Furthermore, employees generally did not feel ready for the changes. In the light of these findings, recommendations were made to guide change initiatives amongst employees of various generations. The limitations of the study were its sample size and focus on the public sector. For future research, a larger sample could be selected from all regional offices. Similar research can also be done in the private sector. The findings of the study provide an understanding of the experiences and expectations of different generations of employees during organizational change, and contribute to the body of knowledge on generational differences, readiness for change and the management of different generations as different stakeholders.
- Full Text:
- Date Issued: 2020
Exploring the entrepreneurial intention of students in one Higher Education Institution (HEI)
- Authors: Kenye-Duma, Ayanda Rachel
- Date: 2022-04-06
- Subjects: Entrepreneurship South Africa , Intention , Entrepreneurship Study and teaching (Higher) South Africa , Students Attitudes , Social entrepreneurship , Social capital (Sociology) , Unemployment South Africa , Entrepreneurship Development in Higher Education (EDHE)
- Language: English
- Type: Academic theses , Master's theses , text
- Identifier: http://hdl.handle.net/10962/284514 , vital:56070
- Description: This study was interpretive and qualitatively explored students' entrepreneurial intentions at Rhodes University. It was conducted to understand entrepreneurship among students. Understanding students' entrepreneurship is critical as entrepreneurship is touted as a reasonable response to alleviate the high unemployment in South Africa. The study explored how students became entrepreneurs (or how their entrepreneurship intentions were formed) and the factors that enhanced (enablers and barriers) and inhibited them. The significance of living with and after COVID-19, youth and graduate unemployment alleviation places entrepreneurship development by institutions of higher learning, governments and private sector in the centre of economic recovery. The establishment of the Entrepreneurship Development in Higher Education (EDHE) in 2016, highlights the commitment of the South African government, for Higher Education Institutions (HEI) to engage more in entrepreneurship and do more research to understand how students become entrepreneurs and unravel the challenges. Understanding students' entrepreneurship intentions can facilitate a supportive environment for students entrepreneurship. With “very little research about student entrepreneurship at this university” being the guiding research problem, the aim was to gain insight into the entrepreneurship intention of university students by exploring factors that influence students to become entrepreneurs. The study employed Ajzen’s Theory of Planned Behaviour to explore the entrepreneurial intentions of university students in terms of the underlying attitudes, subjective norms, and perceived behavioural control. The students who participated in the study fell into three categories of entrepreneurial intention: (i) Intending to start a business, (ii) starting a business, and (ii) those who were already operating a business. All the participants, irrespective of their stage of entrepreneurial intention, demonstrated a positive attitude and self-efficacy. All participants showed self-efficacy by identifying barriers and taking positive steps to overcome them. The main barriers were access to funding, capital, training, business opportunities with the university and lack of interaction with established entrepreneurs. The results demonstrated the close interplay of attitudes, social norms and perceived behavioural control in students’ entrepreneurial intentions. Social recognition of entrepreneurship, social capital, education and role models contributed to positive attitudes, and social norms influenced students’ entrepreneurial intentions. A supportive environment was found to be critical for nurturing entrepreneurship intentions. The study recommends a supportive climate cultivated by Rhodes University to promote entrepreneurship. The supportive environment must include the elevation of entrepreneurship in prominent offices of the university, strengthening entrepreneurship societies and interactions with established entrepreneurs, and engagement with the private sector to contribute and promote entrepreneurship among students. , Thesis (MBA) -- Faculty of Commerce, Rhodes Business School, 2022
- Full Text:
- Date Issued: 2022-04-06
- Authors: Kenye-Duma, Ayanda Rachel
- Date: 2022-04-06
- Subjects: Entrepreneurship South Africa , Intention , Entrepreneurship Study and teaching (Higher) South Africa , Students Attitudes , Social entrepreneurship , Social capital (Sociology) , Unemployment South Africa , Entrepreneurship Development in Higher Education (EDHE)
- Language: English
- Type: Academic theses , Master's theses , text
- Identifier: http://hdl.handle.net/10962/284514 , vital:56070
- Description: This study was interpretive and qualitatively explored students' entrepreneurial intentions at Rhodes University. It was conducted to understand entrepreneurship among students. Understanding students' entrepreneurship is critical as entrepreneurship is touted as a reasonable response to alleviate the high unemployment in South Africa. The study explored how students became entrepreneurs (or how their entrepreneurship intentions were formed) and the factors that enhanced (enablers and barriers) and inhibited them. The significance of living with and after COVID-19, youth and graduate unemployment alleviation places entrepreneurship development by institutions of higher learning, governments and private sector in the centre of economic recovery. The establishment of the Entrepreneurship Development in Higher Education (EDHE) in 2016, highlights the commitment of the South African government, for Higher Education Institutions (HEI) to engage more in entrepreneurship and do more research to understand how students become entrepreneurs and unravel the challenges. Understanding students' entrepreneurship intentions can facilitate a supportive environment for students entrepreneurship. With “very little research about student entrepreneurship at this university” being the guiding research problem, the aim was to gain insight into the entrepreneurship intention of university students by exploring factors that influence students to become entrepreneurs. The study employed Ajzen’s Theory of Planned Behaviour to explore the entrepreneurial intentions of university students in terms of the underlying attitudes, subjective norms, and perceived behavioural control. The students who participated in the study fell into three categories of entrepreneurial intention: (i) Intending to start a business, (ii) starting a business, and (ii) those who were already operating a business. All the participants, irrespective of their stage of entrepreneurial intention, demonstrated a positive attitude and self-efficacy. All participants showed self-efficacy by identifying barriers and taking positive steps to overcome them. The main barriers were access to funding, capital, training, business opportunities with the university and lack of interaction with established entrepreneurs. The results demonstrated the close interplay of attitudes, social norms and perceived behavioural control in students’ entrepreneurial intentions. Social recognition of entrepreneurship, social capital, education and role models contributed to positive attitudes, and social norms influenced students’ entrepreneurial intentions. A supportive environment was found to be critical for nurturing entrepreneurship intentions. The study recommends a supportive climate cultivated by Rhodes University to promote entrepreneurship. The supportive environment must include the elevation of entrepreneurship in prominent offices of the university, strengthening entrepreneurship societies and interactions with established entrepreneurs, and engagement with the private sector to contribute and promote entrepreneurship among students. , Thesis (MBA) -- Faculty of Commerce, Rhodes Business School, 2022
- Full Text:
- Date Issued: 2022-04-06
A survey of employee preferences in the design of a performance management system
- Authors: Keshave, Hiten
- Date: 2016
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:863 , http://hdl.handle.net/10962/d1021180
- Description: This thesis begins with an introduction to performance management and the intended aim and objective of the research. Thereafter literature findings relative to performance management and performance management systems are discussed. In the review of literature, three processes that could be implemented in a performance management system were highlighted, namely; (1) the planning process, (2) the monitoring and development process, and (3) an annual summative and feedback process. Performance management functions deemed important to employees during each process of the performance management system were identified and discussed. Subsequent to the literature review, the research methodology was described and involved the implementation of quantitative research within a post-positivist paradigm in the form of a close-ended survey questionnaire. Analysis of the data involved a gap analysis and needs analysis. The gap analysis study was based on the opinion of management respondents in comparison to the opinion of non-management respondents. Results of the gap analysis were determined based on the calculation of an importance score for each sub-group. The needs analysis study was based on the overall opinion of all respondents, and results were determined based on the calculation of an overall importance score. In light of the literature review that was conducted to inform the questionnaire design, the survey results supported the literature review of each discussed performance management function with no evident contradictions. The results of the gap analysis and needs analysis were satisfactorily met for each performance management function. On the basis of these findings, it was assumed that all the performance management functions identified in the literature are important and could be implemented in the design of a performance management system. The results highlighted the importance of a performance plan and development plan to underpin the performance management system.
- Full Text:
- Date Issued: 2016
- Authors: Keshave, Hiten
- Date: 2016
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:863 , http://hdl.handle.net/10962/d1021180
- Description: This thesis begins with an introduction to performance management and the intended aim and objective of the research. Thereafter literature findings relative to performance management and performance management systems are discussed. In the review of literature, three processes that could be implemented in a performance management system were highlighted, namely; (1) the planning process, (2) the monitoring and development process, and (3) an annual summative and feedback process. Performance management functions deemed important to employees during each process of the performance management system were identified and discussed. Subsequent to the literature review, the research methodology was described and involved the implementation of quantitative research within a post-positivist paradigm in the form of a close-ended survey questionnaire. Analysis of the data involved a gap analysis and needs analysis. The gap analysis study was based on the opinion of management respondents in comparison to the opinion of non-management respondents. Results of the gap analysis were determined based on the calculation of an importance score for each sub-group. The needs analysis study was based on the overall opinion of all respondents, and results were determined based on the calculation of an overall importance score. In light of the literature review that was conducted to inform the questionnaire design, the survey results supported the literature review of each discussed performance management function with no evident contradictions. The results of the gap analysis and needs analysis were satisfactorily met for each performance management function. On the basis of these findings, it was assumed that all the performance management functions identified in the literature are important and could be implemented in the design of a performance management system. The results highlighted the importance of a performance plan and development plan to underpin the performance management system.
- Full Text:
- Date Issued: 2016
The exploration of a relationship between leadership styles and organizational commitment of Richards Bay Coal Terminal employees
- Authors: Khoali, Bafokeng Ngcobile
- Date: 2016
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:870 , http://hdl.handle.net/10962/d1021315
- Description: Richards Bay Coal Terminal (RBCT) is situated in the South African deep water harbour of KwaZulu- Natal. The company provides coal mining organizations a strategic logistics link to international coal markets by enabling the use of a coal exporting facility. RBCT recognizes that its lifeblood is the human capital it retains and that achieving a competitive edge equitably and fairly through its people is a priority (du Preez, 2012). In the modern organization operating in an environment of uncertainty and constant change, employee’s commitment to the organization can be a critical determinant of its success or failure in anchoring a competitive advantage (Ulrich, 1998). The current study explored a relationship between the full range leadership styles of supervisors and the organizational commitment of the subordinates to the organization. The literature reviewed in the study includes two models; the first model is by Bass and Avolio and is referred to as the full range leadership model (FRL). This is the independent variable of the research. The dependent variable is organizational commitment, which belongs to the three component model by Meyer and Allen. These models each contain an instrument which was used on a sample of 120 non-supervisory employees. The independent variable used an instrument called the multifactor leadership questionnaire (MLQ) and the dependent used the organizational commitment questionnaire (OCQ). The data collected with these two questionnaires was then subjected to statistical scrutiny. A two-tailed Pearson correlation analysis was conducted to ascertain the strength and direction of the linear relationship, but most importantly to, at 95%-99% confidence, ascertain the statistical significance of the relationships. The findings of the study reflected no statistically significant relationships between transactional leadership and all of the three components of organizational commitment. The two components; affective and normative commitment, both reported a significant relationship with laissez-faire, whilst continuance commitment reflected insignificance. A positive significant relationship between transformational leadership and affective commitment was evident. This leadership style demonstrated no statistically significant relationship between it and continuance and normative commitment. The combined findings suggested that transactional leadership style of supervisors is somewhat unrelated to the subordinate’s need, desire and or sense of obligation to remain employed. A more transformational style of leadership appears to inspire a desire to sustain employment and affectively commit to the organization, whilst this style bears no relation to the need and sense of moral obligation of the subordinate to maintain employment. Laissez-faire reported a weak insignificant negative relationship with continuance commitment. The result suggests the independence of the subordinates’ need to maintain employment to the lack of leadership presence of the supervision. The significant relationship between laissez-faire and normative commitment may be accepted as indicative of how the absence of leadership is related to the employee’s recognition of no developmental intentions demonstrated by the supervisor. Although weak, the relationship between laissez-faire and affective commitment entails that the more prevalent the non-leadership (absence of leadership) style of the supervisor, the less desire do subordinates demonstrate to remain employed.
- Full Text:
- Date Issued: 2016
- Authors: Khoali, Bafokeng Ngcobile
- Date: 2016
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:870 , http://hdl.handle.net/10962/d1021315
- Description: Richards Bay Coal Terminal (RBCT) is situated in the South African deep water harbour of KwaZulu- Natal. The company provides coal mining organizations a strategic logistics link to international coal markets by enabling the use of a coal exporting facility. RBCT recognizes that its lifeblood is the human capital it retains and that achieving a competitive edge equitably and fairly through its people is a priority (du Preez, 2012). In the modern organization operating in an environment of uncertainty and constant change, employee’s commitment to the organization can be a critical determinant of its success or failure in anchoring a competitive advantage (Ulrich, 1998). The current study explored a relationship between the full range leadership styles of supervisors and the organizational commitment of the subordinates to the organization. The literature reviewed in the study includes two models; the first model is by Bass and Avolio and is referred to as the full range leadership model (FRL). This is the independent variable of the research. The dependent variable is organizational commitment, which belongs to the three component model by Meyer and Allen. These models each contain an instrument which was used on a sample of 120 non-supervisory employees. The independent variable used an instrument called the multifactor leadership questionnaire (MLQ) and the dependent used the organizational commitment questionnaire (OCQ). The data collected with these two questionnaires was then subjected to statistical scrutiny. A two-tailed Pearson correlation analysis was conducted to ascertain the strength and direction of the linear relationship, but most importantly to, at 95%-99% confidence, ascertain the statistical significance of the relationships. The findings of the study reflected no statistically significant relationships between transactional leadership and all of the three components of organizational commitment. The two components; affective and normative commitment, both reported a significant relationship with laissez-faire, whilst continuance commitment reflected insignificance. A positive significant relationship between transformational leadership and affective commitment was evident. This leadership style demonstrated no statistically significant relationship between it and continuance and normative commitment. The combined findings suggested that transactional leadership style of supervisors is somewhat unrelated to the subordinate’s need, desire and or sense of obligation to remain employed. A more transformational style of leadership appears to inspire a desire to sustain employment and affectively commit to the organization, whilst this style bears no relation to the need and sense of moral obligation of the subordinate to maintain employment. Laissez-faire reported a weak insignificant negative relationship with continuance commitment. The result suggests the independence of the subordinates’ need to maintain employment to the lack of leadership presence of the supervision. The significant relationship between laissez-faire and normative commitment may be accepted as indicative of how the absence of leadership is related to the employee’s recognition of no developmental intentions demonstrated by the supervisor. Although weak, the relationship between laissez-faire and affective commitment entails that the more prevalent the non-leadership (absence of leadership) style of the supervisor, the less desire do subordinates demonstrate to remain employed.
- Full Text:
- Date Issued: 2016
An archetypical analysis of chief executive officers in the mining sector according to their remuneration and company performance: a resource based view
- Authors: King, Matthew Sebastian
- Date: 2020
- Subjects: Executives -- Salaries, etc. -- South Africa , Directors of corporations -- Salaries, etc. -- South Africa , Mining corporations -- Salaries, etc. -- South Africa , Mines and mineral resources -- Management
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/168503 , vital:41589
- Description: The growth in the mining sector post 1994 saw many CEO s enjoy exorbitant levels of financial prosperity particularly in relation to th e mining workforce . The pay disparity between the remuneration of CEO s and the average worker contributed to instability and labour unrest. While there has been extensive research conducted on the relationship between CEO remuneration and company performance, questions around the justification of exorbitant CEO remuneration levels have persisted. One of the shortcomings of these studies have been understanding company performance as limited to financial indicators. For this reason, Resource - Based theory was used in this study to focus on CEOs as tangible, heterogeneous and immobile assets, who could influence company performance by creating a firm’s competitive advantage. In order to investigate this, a mixed - method research design was utilised to ascertain the relationship between CEO remune ration and company performance. The data for the quantitative study was collected using an archival method by sourcing secondary data obtained from the sampled companie s’ annual integrated reports. Statistical tests were performed to test the relationsh ip between CEO remuneration and company performance of mining companies listed on the JSE over the period of 2014 to 2018. This was followed by the qualitative thematic analysis which utilised online information published about four CEOs sampled according to their pay/performance relationships (namely high earning/high performing; high earning/low performing; low earning/high performing and low earning/low performing). The VRIO framework was utilised in conjunction with the thematic analysis to assess the extent to which each of the selected CEOs could be identified as valuable, rare, inimitable and organised. Finally, t he demographic characteristics and leadership attributes of these CEOs were collectiv ely aligned to particular l eadership archetype s. This study found that despite company performance levels experiencing negative growth and volatility, CEO remuneration remained stable and experienced positive growth throughout the period . The qualitative analysis and the application of the VRIO framework wa s conducted in order to explor e reasons why this disparity may continue to exist. The analysis of the differences in demographic characteristics and leadership attributes between these four CEOs provided a possible j ustification for the disparity in t he levels of remuneration. It was found that some CEOs high levels of remuneration could be justified by virtue of their well - developed leadership skills. In particular CEOs need softer skills (such as communication, openness, relationship - building and stakeholder engagement) and to draw on the communicator, builder and coach archetypes in order to create a sustained competitive advantage within companies.
- Full Text:
- Date Issued: 2020
- Authors: King, Matthew Sebastian
- Date: 2020
- Subjects: Executives -- Salaries, etc. -- South Africa , Directors of corporations -- Salaries, etc. -- South Africa , Mining corporations -- Salaries, etc. -- South Africa , Mines and mineral resources -- Management
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/168503 , vital:41589
- Description: The growth in the mining sector post 1994 saw many CEO s enjoy exorbitant levels of financial prosperity particularly in relation to th e mining workforce . The pay disparity between the remuneration of CEO s and the average worker contributed to instability and labour unrest. While there has been extensive research conducted on the relationship between CEO remuneration and company performance, questions around the justification of exorbitant CEO remuneration levels have persisted. One of the shortcomings of these studies have been understanding company performance as limited to financial indicators. For this reason, Resource - Based theory was used in this study to focus on CEOs as tangible, heterogeneous and immobile assets, who could influence company performance by creating a firm’s competitive advantage. In order to investigate this, a mixed - method research design was utilised to ascertain the relationship between CEO remune ration and company performance. The data for the quantitative study was collected using an archival method by sourcing secondary data obtained from the sampled companie s’ annual integrated reports. Statistical tests were performed to test the relationsh ip between CEO remuneration and company performance of mining companies listed on the JSE over the period of 2014 to 2018. This was followed by the qualitative thematic analysis which utilised online information published about four CEOs sampled according to their pay/performance relationships (namely high earning/high performing; high earning/low performing; low earning/high performing and low earning/low performing). The VRIO framework was utilised in conjunction with the thematic analysis to assess the extent to which each of the selected CEOs could be identified as valuable, rare, inimitable and organised. Finally, t he demographic characteristics and leadership attributes of these CEOs were collectiv ely aligned to particular l eadership archetype s. This study found that despite company performance levels experiencing negative growth and volatility, CEO remuneration remained stable and experienced positive growth throughout the period . The qualitative analysis and the application of the VRIO framework wa s conducted in order to explor e reasons why this disparity may continue to exist. The analysis of the differences in demographic characteristics and leadership attributes between these four CEOs provided a possible j ustification for the disparity in t he levels of remuneration. It was found that some CEOs high levels of remuneration could be justified by virtue of their well - developed leadership skills. In particular CEOs need softer skills (such as communication, openness, relationship - building and stakeholder engagement) and to draw on the communicator, builder and coach archetypes in order to create a sustained competitive advantage within companies.
- Full Text:
- Date Issued: 2020
The development of independent contractors within the Working for Water Programme over a twenty-four month period : a programme evaluation : Western region, Eastern Cape
- Authors: Knipe, Andrew
- Date: 2005
- Subjects: Working for Water Programme Contractors -- South Africa Construction contracts -- South Africa Business enterprises, Black -- South Africa Employee empowerment -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:799 , http://hdl.handle.net/10962/d1004916
- Description: This research is concerned with the development of independent contractors within the Working for Water Programme over a twenty-four month period. The meaningful participation of previously disadvantaged South Africans fall within the ambit of black economic empowerment. The Government Gazette (1997: No. 1820) defines black economic empowerment as a deliberate programme to achieve the meaningful participation of disadvantaged South Africans in the mainstream economy as managers, owners of capital and employees. The purpose of this research was to evaluate the contractors within the Western Region of the Eastern Cape, in order to assess how they have developed as independent contractors within the developmental framework provided by the Working for Water Programme. This developmental framework takes place over a 462-day period or roughly 24 months. The evaluation aimed to determine whether the two-year development period sufficiently prepared contractors for competition in the open market and if contractors had acquired the necessary skills to run a successful business. A formative programme evaluation was used as a tool of analysis to identify areas of weakness and establish priorities for improvement. A qualitative research approach was followed, guided by an adapted version of the Context, Input, Process and Product approach to evaluation (Parlett and Hamilton cited in Calder, 1995, p.25). Using structured interviews comprising of closed and open ended questions, data was gathered from thirty contractors, five managers and one Senior Executive Officer within the Western Region of the Eastern Cape. An interview was also conducted with the Regional Programme leader of the Eastern Cape. Further data collection techniques included documentary research. Data was analysed using qualitative data analysis techniques described by Thorne (1997, p.118), as relying on inductive reasoning to interpret and structure the meanings that can be derived from the data. Passages of interest were marked so that the data could be reduced to a manageable size as described by Seidman (1991, p.91-1 01) and various categories were developed that had commonalties and thematic connections. The Working for Water Programme aims to exit contractors successfully after a twenty-four month developmental period. The Working for Water Programme has formalised its development framework through a training matrix in which the required training at contractor level is outlined. The finding of the research is that the current contractor development programme do not adequately prepare contractors for independence and entrepreneurship in a competitive market. There is no co-ordinated development of predetermined skills. Contractors are not able to articulate what their plans are after exit from the WFW Programme. No concrete evidence of actively pursuing alternative contract opportunities was evident from contractors who were about to exit the Programme and there is no person to champion the cause of meaningful post exit opportunities. The main recommendations from this research are that contractors be selected via an application system rather that appointment through steering committees. Selected contractors must be medically fit and at least have a matriculation certificate. Contractors should be assessed on a 6-monthly basis and contractors not achieving a minimum competency level must be removed from the programme. Managers should also have basic competency levels in order to facilitate skill transfer through a mentorship process. The charge out rate of equipment should be revised every six months. The charge out rates should also be increased significantly to cater for the harsh conditions under which contractors are operational. A "champion" needs to be appointed which will actively seek exit opportunities for trained contractors. This person will also seek to develop functional partnerships with various private and government institutions to create opportunities for exited contractors.
- Full Text:
- Date Issued: 2005
- Authors: Knipe, Andrew
- Date: 2005
- Subjects: Working for Water Programme Contractors -- South Africa Construction contracts -- South Africa Business enterprises, Black -- South Africa Employee empowerment -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:799 , http://hdl.handle.net/10962/d1004916
- Description: This research is concerned with the development of independent contractors within the Working for Water Programme over a twenty-four month period. The meaningful participation of previously disadvantaged South Africans fall within the ambit of black economic empowerment. The Government Gazette (1997: No. 1820) defines black economic empowerment as a deliberate programme to achieve the meaningful participation of disadvantaged South Africans in the mainstream economy as managers, owners of capital and employees. The purpose of this research was to evaluate the contractors within the Western Region of the Eastern Cape, in order to assess how they have developed as independent contractors within the developmental framework provided by the Working for Water Programme. This developmental framework takes place over a 462-day period or roughly 24 months. The evaluation aimed to determine whether the two-year development period sufficiently prepared contractors for competition in the open market and if contractors had acquired the necessary skills to run a successful business. A formative programme evaluation was used as a tool of analysis to identify areas of weakness and establish priorities for improvement. A qualitative research approach was followed, guided by an adapted version of the Context, Input, Process and Product approach to evaluation (Parlett and Hamilton cited in Calder, 1995, p.25). Using structured interviews comprising of closed and open ended questions, data was gathered from thirty contractors, five managers and one Senior Executive Officer within the Western Region of the Eastern Cape. An interview was also conducted with the Regional Programme leader of the Eastern Cape. Further data collection techniques included documentary research. Data was analysed using qualitative data analysis techniques described by Thorne (1997, p.118), as relying on inductive reasoning to interpret and structure the meanings that can be derived from the data. Passages of interest were marked so that the data could be reduced to a manageable size as described by Seidman (1991, p.91-1 01) and various categories were developed that had commonalties and thematic connections. The Working for Water Programme aims to exit contractors successfully after a twenty-four month developmental period. The Working for Water Programme has formalised its development framework through a training matrix in which the required training at contractor level is outlined. The finding of the research is that the current contractor development programme do not adequately prepare contractors for independence and entrepreneurship in a competitive market. There is no co-ordinated development of predetermined skills. Contractors are not able to articulate what their plans are after exit from the WFW Programme. No concrete evidence of actively pursuing alternative contract opportunities was evident from contractors who were about to exit the Programme and there is no person to champion the cause of meaningful post exit opportunities. The main recommendations from this research are that contractors be selected via an application system rather that appointment through steering committees. Selected contractors must be medically fit and at least have a matriculation certificate. Contractors should be assessed on a 6-monthly basis and contractors not achieving a minimum competency level must be removed from the programme. Managers should also have basic competency levels in order to facilitate skill transfer through a mentorship process. The charge out rate of equipment should be revised every six months. The charge out rates should also be increased significantly to cater for the harsh conditions under which contractors are operational. A "champion" needs to be appointed which will actively seek exit opportunities for trained contractors. This person will also seek to develop functional partnerships with various private and government institutions to create opportunities for exited contractors.
- Full Text:
- Date Issued: 2005
Some principles of communicating effectively through press advertisements with Blacks
- Authors: Koekemoer, Ludi
- Date: 1978
- Subjects: Advertising, Newspaper -- South Africa , Black people and mass media -- South Africa , Mass media -- South Africa , Mass media and culture -- South Africa , Communication in marketing -- South Africa , Communication -- Social aspects -- South Africa , Press and politics -- South Africa
- Language: English
- Type: Thesis , Doctoral , PhD
- Identifier: vital:837 , http://hdl.handle.net/10962/d1013407
- Description: [Introduction] An investigation of relevant literature reveals numerous studies on the principles of effective advertising communications. These studies are based on work done overseas and may not apply to Blacks in South Africa. Pioneer advertising research into the Black market has been conducted in recent years by the University of South Africa's Bureau of Market Research (BM). The resultant data obtained indicated that communicating to the Black market should be treated separately from communicating to Whites in South Africa and further research is required on the effectiveness of advertising communications aimed at Blacks. This study was designed to supplement the research conducted by the Bureau of Market Research rather than to validate these findings.
- Full Text:
- Date Issued: 1978
- Authors: Koekemoer, Ludi
- Date: 1978
- Subjects: Advertising, Newspaper -- South Africa , Black people and mass media -- South Africa , Mass media -- South Africa , Mass media and culture -- South Africa , Communication in marketing -- South Africa , Communication -- Social aspects -- South Africa , Press and politics -- South Africa
- Language: English
- Type: Thesis , Doctoral , PhD
- Identifier: vital:837 , http://hdl.handle.net/10962/d1013407
- Description: [Introduction] An investigation of relevant literature reveals numerous studies on the principles of effective advertising communications. These studies are based on work done overseas and may not apply to Blacks in South Africa. Pioneer advertising research into the Black market has been conducted in recent years by the University of South Africa's Bureau of Market Research (BM). The resultant data obtained indicated that communicating to the Black market should be treated separately from communicating to Whites in South Africa and further research is required on the effectiveness of advertising communications aimed at Blacks. This study was designed to supplement the research conducted by the Bureau of Market Research rather than to validate these findings.
- Full Text:
- Date Issued: 1978
The role of leadership in shaping school culture in a secondary school
- Authors: Kofi, Linda
- Date: 2019
- Subjects: Educational leadership , Educational leadership -- South Africa -- Eastern Cape -- Case studies , Corporate culture
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/92247 , vital:30698
- Description: SDG 4 calls for an “inclusive, quality and equitable education and lifelong opportunities for all”. The purpose of the study is to investigate how leadership has shaped the school culture, which culminates to higher academic performance in a secondary school. This case study is done in a previously disadvantaged secondary school within the Buffalo City Metro Education District, in the Eastern Cape. Despite the socio-economic challenges faced by the school, the NSC examination pass rate results for the school are constantly above the Provincial NSC pass rate results. Consequently, the aim of the study is to determine the unique characteristics of the school culture that have contributed to high academic performance, and how the school leadership has cultivated this culture. The study reviews school culture using Schein’s organizational culture model. Moreover, it reviews school principalship, leadership and how leadership shapes school culture. Lastly, the study reviews literature on instructional, transformational and distributed leadership theories, as they resonate well with South African school environment. The study utilizes a qualitative research method in its investigation, gathering data through document analysis and interviews. After the data was collected, the pattern matching method was utilized to analyse the findings. The key characteristics of school culture that contributed to the school performing well academically, are the values of disciplined hard work and academic excellence. Furthermore, findings proved that characteristics of instructional leadership such as the provision of professional development and the management of curriculum and instruction have the shape the school culture. Transformational leadership characteristics such as individualized consideration, inspirational motivation and intellectual stimulation, have also shaped the school culture; as have characteristics of distributed leadership such as sharing authority and accountability. The study discusses the findings and then concludes by recognizing the research limitations such as the time constraints and purposeful exclusion of certain school members, for example learners. In its conclusion the study presents it contributions to the body of knowledge and provides recommendations for practitioners and future studies.
- Full Text:
- Date Issued: 2019
- Authors: Kofi, Linda
- Date: 2019
- Subjects: Educational leadership , Educational leadership -- South Africa -- Eastern Cape -- Case studies , Corporate culture
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/92247 , vital:30698
- Description: SDG 4 calls for an “inclusive, quality and equitable education and lifelong opportunities for all”. The purpose of the study is to investigate how leadership has shaped the school culture, which culminates to higher academic performance in a secondary school. This case study is done in a previously disadvantaged secondary school within the Buffalo City Metro Education District, in the Eastern Cape. Despite the socio-economic challenges faced by the school, the NSC examination pass rate results for the school are constantly above the Provincial NSC pass rate results. Consequently, the aim of the study is to determine the unique characteristics of the school culture that have contributed to high academic performance, and how the school leadership has cultivated this culture. The study reviews school culture using Schein’s organizational culture model. Moreover, it reviews school principalship, leadership and how leadership shapes school culture. Lastly, the study reviews literature on instructional, transformational and distributed leadership theories, as they resonate well with South African school environment. The study utilizes a qualitative research method in its investigation, gathering data through document analysis and interviews. After the data was collected, the pattern matching method was utilized to analyse the findings. The key characteristics of school culture that contributed to the school performing well academically, are the values of disciplined hard work and academic excellence. Furthermore, findings proved that characteristics of instructional leadership such as the provision of professional development and the management of curriculum and instruction have the shape the school culture. Transformational leadership characteristics such as individualized consideration, inspirational motivation and intellectual stimulation, have also shaped the school culture; as have characteristics of distributed leadership such as sharing authority and accountability. The study discusses the findings and then concludes by recognizing the research limitations such as the time constraints and purposeful exclusion of certain school members, for example learners. In its conclusion the study presents it contributions to the body of knowledge and provides recommendations for practitioners and future studies.
- Full Text:
- Date Issued: 2019
An investigation of absenteeism amongst blue-collar workers: a mixed methods approach
- Authors: Kroon, Kim
- Date: 2016
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:866 , http://hdl.handle.net/10962/d1021248
- Description: Absenteeism affects organisations in many different ways, therefore it is essential to investigate absenteeism with the aim of minimising absence levels. The focus of the research was to investigate absenteeism amongst blue-collar workers at a Global Logistics Supplier. The objectives of this research were to identify the main types of absenteeism, to compare the views of blue-collar workers and management on the causes attributed to absenteeism, to describe how absenteeism has been measured and managed, and to make recommendations to the company on ways to minimize absenteeism based on the findings. Quantitative data in the form of monthly absenteeism statistics relating to each leave type, was examined for trends relating to absenteeism levels amongst blue-collar workers at the company. Semi-structured interviews were then carried out with management and blue-collar workers to examine the causes of absenteeism and its management. The results showed that there was a discrepancy between the views of management and blue-collar workers at the company on the perceived causes of absenteeism. On the other hand, both management and the blue-collar workers identified Monday and Friday as the most prevalent days on which employees are absent from the workplace. This finding suggests that more research should be conducted on this trend in blue-collar workers. In exploring how absenteeism is dealt with, management within the company stated that discipline was the most effective way of keeping absenteeism levels low amongst employees. The limitations and delimitations of the research were recognised and further research ideas were given. It was also recommended that managers and supervisors address the workplace issues and identify when a worker’s performance and interpersonal relationships are strained in order to effectively minimise absenteeism. It is also recommended they implement a wellness programme.
- Full Text:
- Date Issued: 2016
- Authors: Kroon, Kim
- Date: 2016
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:866 , http://hdl.handle.net/10962/d1021248
- Description: Absenteeism affects organisations in many different ways, therefore it is essential to investigate absenteeism with the aim of minimising absence levels. The focus of the research was to investigate absenteeism amongst blue-collar workers at a Global Logistics Supplier. The objectives of this research were to identify the main types of absenteeism, to compare the views of blue-collar workers and management on the causes attributed to absenteeism, to describe how absenteeism has been measured and managed, and to make recommendations to the company on ways to minimize absenteeism based on the findings. Quantitative data in the form of monthly absenteeism statistics relating to each leave type, was examined for trends relating to absenteeism levels amongst blue-collar workers at the company. Semi-structured interviews were then carried out with management and blue-collar workers to examine the causes of absenteeism and its management. The results showed that there was a discrepancy between the views of management and blue-collar workers at the company on the perceived causes of absenteeism. On the other hand, both management and the blue-collar workers identified Monday and Friday as the most prevalent days on which employees are absent from the workplace. This finding suggests that more research should be conducted on this trend in blue-collar workers. In exploring how absenteeism is dealt with, management within the company stated that discipline was the most effective way of keeping absenteeism levels low amongst employees. The limitations and delimitations of the research were recognised and further research ideas were given. It was also recommended that managers and supervisors address the workplace issues and identify when a worker’s performance and interpersonal relationships are strained in order to effectively minimise absenteeism. It is also recommended they implement a wellness programme.
- Full Text:
- Date Issued: 2016
Developing marine pollution awareness among new recruits at SAS Saldanha Naval Gymnasium: a training needs analysis
- Authors: Kwak, Gerrit Werner
- Date: 2012
- Subjects: Marine pollution -- Study and teaching -- South Africa Naval education -- South Africa -- Evaluation Training needs -- Armed forces -- South Africa -- Evaluation S.A.S. Saldanha (South Africa)
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:774 , http://hdl.handle.net/10962/d1003895
- Description: This dissertation focuses on the marine pollution awareness training needs of newly recruited SAN employees. It uses Training Needs Analysis (TNA) as a tool to gain a better understanding of what knowledge, skills and attitude (KSA) recruits should have about the marine environment and if their level of competency meets the requirement to effectively and efficiently contribute to the sustainable use of the maritime environment in which they will be deployed. Ultimately, their individual and collective abilities will be a determining factor in the strategic intent of the SAN to be unchallenged at sea. The absence therefore of a Marine Pollution Awareness Training Programme (MPTAP) within the Basic Military Training (BMT) curriculum of new recruits at SAS SALDANHA Naval Gymnasium necessitated a TNA. Based on prior research on training conducted by subject matter experts both internal and external to the SAN it was decided to conduct a TNA on the KSA‟s required in terms of marine pollution awareness amongst newly recruited members. The literature provided discusses education, training, development of employees and focuses then on the role and importance of TNA‟s. Information was gathered from various subject matter experts, archival records, policy documents, internet-based resources and newly recruited naval learners consisting of a sample of 25 new recruits. Theory was used to determine the KSA expected from naval employees in terms of marine pollution awareness. Data obtained from each of the research resources was coded and grouped in order to establish themes. This allowed the researcher to determine what KSA‟s recruits should have about the marine environment and if their level of competency meets the requirement to effectively and efficiently contribute to the sustainable use of the maritime environment in which they will be deployed. The researcher therefore found that first priority in terms of KSA‟s should be given to a basic legal understanding of the regulatory framework that is applicable on marine pollution. This understanding will form the foundation for recruits to have the ability to know “what to do when” during observed transgressions. The legal understanding in combination with the Sector Education Training Authority (SETA) unit standards will help new recruits to be skilful when applying safe working practices thereby ensuring their own and others' safety. Ultimately, a basic but well entrenched knowledge about marine pollution together with applied skills on how to use the knowledge should influence the attitude of new recruits in a positive manner. The researcher concluded that there is a need on the macro, meso and micro level for a MPATP amongst new recruits at SAS SALDANHA. It is recommended that since this research appears to establish the first empirical confirmation of the training need amongst new recruits, it will require further research in terms of curriculum design, curriculum implementation and the evaluation thereof. It would therefore be in the best interest of the SAN to ensure the integration of a MPATP into the planning phase of future BMT Curriculum‟s. It would also be advisable to communicate this intent with all the relevant stakeholders in order to ensure alignment with governmental organisations as well as the private sector where these new recruits can be employed based on their newly acquired competencies.
- Full Text:
- Date Issued: 2012
- Authors: Kwak, Gerrit Werner
- Date: 2012
- Subjects: Marine pollution -- Study and teaching -- South Africa Naval education -- South Africa -- Evaluation Training needs -- Armed forces -- South Africa -- Evaluation S.A.S. Saldanha (South Africa)
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:774 , http://hdl.handle.net/10962/d1003895
- Description: This dissertation focuses on the marine pollution awareness training needs of newly recruited SAN employees. It uses Training Needs Analysis (TNA) as a tool to gain a better understanding of what knowledge, skills and attitude (KSA) recruits should have about the marine environment and if their level of competency meets the requirement to effectively and efficiently contribute to the sustainable use of the maritime environment in which they will be deployed. Ultimately, their individual and collective abilities will be a determining factor in the strategic intent of the SAN to be unchallenged at sea. The absence therefore of a Marine Pollution Awareness Training Programme (MPTAP) within the Basic Military Training (BMT) curriculum of new recruits at SAS SALDANHA Naval Gymnasium necessitated a TNA. Based on prior research on training conducted by subject matter experts both internal and external to the SAN it was decided to conduct a TNA on the KSA‟s required in terms of marine pollution awareness amongst newly recruited members. The literature provided discusses education, training, development of employees and focuses then on the role and importance of TNA‟s. Information was gathered from various subject matter experts, archival records, policy documents, internet-based resources and newly recruited naval learners consisting of a sample of 25 new recruits. Theory was used to determine the KSA expected from naval employees in terms of marine pollution awareness. Data obtained from each of the research resources was coded and grouped in order to establish themes. This allowed the researcher to determine what KSA‟s recruits should have about the marine environment and if their level of competency meets the requirement to effectively and efficiently contribute to the sustainable use of the maritime environment in which they will be deployed. The researcher therefore found that first priority in terms of KSA‟s should be given to a basic legal understanding of the regulatory framework that is applicable on marine pollution. This understanding will form the foundation for recruits to have the ability to know “what to do when” during observed transgressions. The legal understanding in combination with the Sector Education Training Authority (SETA) unit standards will help new recruits to be skilful when applying safe working practices thereby ensuring their own and others' safety. Ultimately, a basic but well entrenched knowledge about marine pollution together with applied skills on how to use the knowledge should influence the attitude of new recruits in a positive manner. The researcher concluded that there is a need on the macro, meso and micro level for a MPATP amongst new recruits at SAS SALDANHA. It is recommended that since this research appears to establish the first empirical confirmation of the training need amongst new recruits, it will require further research in terms of curriculum design, curriculum implementation and the evaluation thereof. It would therefore be in the best interest of the SAN to ensure the integration of a MPATP into the planning phase of future BMT Curriculum‟s. It would also be advisable to communicate this intent with all the relevant stakeholders in order to ensure alignment with governmental organisations as well as the private sector where these new recruits can be employed based on their newly acquired competencies.
- Full Text:
- Date Issued: 2012
Strategy implementation at the Rand Water Board
- Authors: Leaver, Brian Jeffrey
- Date: 2018
- Subjects: Uncatalogued
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/62118 , vital:28129
- Description: Expected release date-April 2019
- Full Text:
- Date Issued: 2018
- Authors: Leaver, Brian Jeffrey
- Date: 2018
- Subjects: Uncatalogued
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/62118 , vital:28129
- Description: Expected release date-April 2019
- Full Text:
- Date Issued: 2018
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
Waste management in the pharmaceutical industry : an evaluation report of Dr Reddy's Laboratories
- Authors: Letsitsi, Ezekiel Tebogo
- Date: 2013
- Subjects: Pharmaceutical industry -- Waste disposal -- Case studies Hazardous wastes -- Management -- South Africa Hazardous wastes -- Management -- Law and legislation -- South Africa , Dr Reddy's Laboratories
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:718 , http://hdl.handle.net/10962/d1001872
- Description: The pharmaceutical industry must worry about managing pharmaceutical waste as it poses a health risk to human beings and its presence in the environment can also contribute to loss of biodiversity. Ngwuluka, Ochekpe, and Odumosu (2011: 11259) state that “Pharmaceuticals, though used to treat and manage diseases, are poisons, which justify the growing concerns about their presence in the environment.” Various forms of pharmaceutical waste exist, Ngwuluka et al. (2011) identified the following forms of pharmaceutical waste: Expired dosage forms, non-reworkable formulations, spilled pharmaceuticals, rejected active pharmaceutical ingredients, expired active pharmaceutical ingredients, and wastewater resulting from the water used for process operations during manufacturing and could come from the water used to clean equipment, pipes and floors, and would contain amongst other materials, chemicals and active pharmaceutical ingredients (APIs). A review on the pharmaceutical industry and the progress they have made in environmental management by generating health, safety and environmental programs, preventing pollution, waste minimization, recycling and reusing materials, investing in projects and facilities to ensure environmental sustainability have been established (Berry & Rondinelli, 2000). Dr. Reddy’s Laboratories is an Indian based pharmaceutical company which imports, markets and sells medicines in South Africa. Dr. Reddy’s has plans to set up a manufacturing plant in South Africa. The purpose of this study is to research waste management practices at Dr. Reddy’s plant in India and to draw parallels between India’s and South Africa’s waste legislation. This is to enable Dr. Reddy’s to review all aspects of its waste management systems, in order to revise where necessary and to improve the overall achievement of its waste management objectives in order to become a more sustainable organisation and to meet South African Waste legislation before setting up a plant in South Africa. 3 ii. Objective of the Evaluation Report The purpose of this research is to evaluate and analyse the development and implementation of a waste management system in a pharmaceutical company, specifically Dr. Reddy’s Laboratories. This is primarily to enable the company to review and analyse all aspects of waste management pertaining to pharmaceutical manufacturing and to revise or improve where necessary to ensure adherence to waste regulations as outlined by government. The following research goals have been also been identified: To identify and describe waste management practices at Dr. Reddy’s Laboratories, on the inherent assumption by the researcher that the company has a successful waste management strategy that would need to be reviewed to identify areas of improvement before expanding manufacturing facilities into South Africa. To evaluate, assess and compare similarities and/or differences between the identified South African Legislation for Waste Management with those identified during research conducted at Dr. Reddy’s iii. Importance of the Research Conducted Waste Management is important in that it not only removes from the environment, substances that can be harmful to humans and animals but it also enables an organisation to be more sustainable. According to Seadon (2010: i) “Integrated waste management is considered from a systems’ approach, with a particular emphasis on advancing sustainability”. The study will provide guidance to senior management, shop floor managers and employees who work in Dr. Reddy’s manufacturing plants as well as overall employees at Dr. Reddy’s on how to successfully implement a Waste Management programme to enhance sustainability at the organisation and realise the benefits to the organisation of being more sustainable. Weybrecht (2010) identified the following benefits that companies could gain by adopting sustainable waste management practices: reduced costs, resource preservation, keeping up with legislation, enhanced reputation, business differentiation from competitors, and attraction and retention of quality employees, and customer need satisfaction amongst many other benefits. This research needs to address the gap in analysing waste management practices (with more emphasis on waste treatment, waste minimisation, re-use, recycling and disposal), and implementation and understanding of waste management in the pharmaceutical industry as prior research was done mostly in other chemical industries and not to a large scale in the pharmaceutical industry. South African Waste Legislation, Indian Waste Legislation (as Dr. Reddy’s is based in India), as well as International Pharmaceutical Waste Management Guidelines, and International Pharmaceutical Good Manufacturing Practices provide a framework and benchmark of leading pharmaceutical waste management practices that can guide Dr. Reddy’s Laboratories’ leadership into integrating their waste management practices into their plans of setting up a manufacturing plant in South Africa. 5. Research Methodology This is evaluation research in the form of a case study and the data collection method employed is the conduction of a survey through questionnaires. The evaluation research also involves a document analysis of the organisation’s 2011 and 2012 annual reports, Dr. Reddy’s 2010 Sustainability Report as well as literature compiled by the organisation’s Corporate Communications Division. The research would also include review of existing literature on waste management. v. Structure of Dissertation This dissertation consists of three sections. Section 1: The Evaluation Report The section introduces the research area, provides the objectives of the research, provides contextual background information and describes the rationale for conducting the research. This section further describes Dr. Reddy’s waste management practice as outlined in relevant company documentation; it is also intended to highlight the specific waste management processes that were followed in the formulation and implementation of the waste management strategy. This section further describes the sample and presents the results of the survey, where the results are collated and reviewed in the context of the criteria set in the South African Waste Legislation, Indian Waste Legislation, as well as in International Pharmaceutical Waste Management Guidelines, and International Pharmaceutical Good Manufacturing Practices. The overall findings of this case study suggest that although management at Dr. Reddy’s are satisfied with waste management practices and results achieved at it manufacturing plant, there is however dissatisfaction amongst employees who believe the organisation has not successfully disseminated information and sufficiently trained them on waste management policies, processes and practices. There is therefore a desire amongst employees to be trained and to see the company improve on its waste management processes, this desire is a very important attribute as it indicates that employees at Dr. Reddy understand and are committed to the importance of waste management. Future research should be conducted to measure the legal impact of non-compliance to legislation governing waste management in the pharmaceutical company. Section 2: Literature Review The objective of the literature review is to provide a critical assessment and evaluation of previous research in the field of waste management in general as prior research was done mostly in other industries and not to a large scale in the pharmaceutical industry. The literature review evaluates the key elements of an effective waste management strategy implementation and is followed by a review of literature pertaining to the description of Pharmaceutical waste. Section 3: Research Methodology This section presents a description of how the work in this research was conducted. It presents the research process followed in compiling this case study, represented by the aims and objectives, research methodology and design, data collection techniques and data analysis.
- Full Text:
- Date Issued: 2013
- Authors: Letsitsi, Ezekiel Tebogo
- Date: 2013
- Subjects: Pharmaceutical industry -- Waste disposal -- Case studies Hazardous wastes -- Management -- South Africa Hazardous wastes -- Management -- Law and legislation -- South Africa , Dr Reddy's Laboratories
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:718 , http://hdl.handle.net/10962/d1001872
- Description: The pharmaceutical industry must worry about managing pharmaceutical waste as it poses a health risk to human beings and its presence in the environment can also contribute to loss of biodiversity. Ngwuluka, Ochekpe, and Odumosu (2011: 11259) state that “Pharmaceuticals, though used to treat and manage diseases, are poisons, which justify the growing concerns about their presence in the environment.” Various forms of pharmaceutical waste exist, Ngwuluka et al. (2011) identified the following forms of pharmaceutical waste: Expired dosage forms, non-reworkable formulations, spilled pharmaceuticals, rejected active pharmaceutical ingredients, expired active pharmaceutical ingredients, and wastewater resulting from the water used for process operations during manufacturing and could come from the water used to clean equipment, pipes and floors, and would contain amongst other materials, chemicals and active pharmaceutical ingredients (APIs). A review on the pharmaceutical industry and the progress they have made in environmental management by generating health, safety and environmental programs, preventing pollution, waste minimization, recycling and reusing materials, investing in projects and facilities to ensure environmental sustainability have been established (Berry & Rondinelli, 2000). Dr. Reddy’s Laboratories is an Indian based pharmaceutical company which imports, markets and sells medicines in South Africa. Dr. Reddy’s has plans to set up a manufacturing plant in South Africa. The purpose of this study is to research waste management practices at Dr. Reddy’s plant in India and to draw parallels between India’s and South Africa’s waste legislation. This is to enable Dr. Reddy’s to review all aspects of its waste management systems, in order to revise where necessary and to improve the overall achievement of its waste management objectives in order to become a more sustainable organisation and to meet South African Waste legislation before setting up a plant in South Africa. 3 ii. Objective of the Evaluation Report The purpose of this research is to evaluate and analyse the development and implementation of a waste management system in a pharmaceutical company, specifically Dr. Reddy’s Laboratories. This is primarily to enable the company to review and analyse all aspects of waste management pertaining to pharmaceutical manufacturing and to revise or improve where necessary to ensure adherence to waste regulations as outlined by government. The following research goals have been also been identified: To identify and describe waste management practices at Dr. Reddy’s Laboratories, on the inherent assumption by the researcher that the company has a successful waste management strategy that would need to be reviewed to identify areas of improvement before expanding manufacturing facilities into South Africa. To evaluate, assess and compare similarities and/or differences between the identified South African Legislation for Waste Management with those identified during research conducted at Dr. Reddy’s iii. Importance of the Research Conducted Waste Management is important in that it not only removes from the environment, substances that can be harmful to humans and animals but it also enables an organisation to be more sustainable. According to Seadon (2010: i) “Integrated waste management is considered from a systems’ approach, with a particular emphasis on advancing sustainability”. The study will provide guidance to senior management, shop floor managers and employees who work in Dr. Reddy’s manufacturing plants as well as overall employees at Dr. Reddy’s on how to successfully implement a Waste Management programme to enhance sustainability at the organisation and realise the benefits to the organisation of being more sustainable. Weybrecht (2010) identified the following benefits that companies could gain by adopting sustainable waste management practices: reduced costs, resource preservation, keeping up with legislation, enhanced reputation, business differentiation from competitors, and attraction and retention of quality employees, and customer need satisfaction amongst many other benefits. This research needs to address the gap in analysing waste management practices (with more emphasis on waste treatment, waste minimisation, re-use, recycling and disposal), and implementation and understanding of waste management in the pharmaceutical industry as prior research was done mostly in other chemical industries and not to a large scale in the pharmaceutical industry. South African Waste Legislation, Indian Waste Legislation (as Dr. Reddy’s is based in India), as well as International Pharmaceutical Waste Management Guidelines, and International Pharmaceutical Good Manufacturing Practices provide a framework and benchmark of leading pharmaceutical waste management practices that can guide Dr. Reddy’s Laboratories’ leadership into integrating their waste management practices into their plans of setting up a manufacturing plant in South Africa. 5. Research Methodology This is evaluation research in the form of a case study and the data collection method employed is the conduction of a survey through questionnaires. The evaluation research also involves a document analysis of the organisation’s 2011 and 2012 annual reports, Dr. Reddy’s 2010 Sustainability Report as well as literature compiled by the organisation’s Corporate Communications Division. The research would also include review of existing literature on waste management. v. Structure of Dissertation This dissertation consists of three sections. Section 1: The Evaluation Report The section introduces the research area, provides the objectives of the research, provides contextual background information and describes the rationale for conducting the research. This section further describes Dr. Reddy’s waste management practice as outlined in relevant company documentation; it is also intended to highlight the specific waste management processes that were followed in the formulation and implementation of the waste management strategy. This section further describes the sample and presents the results of the survey, where the results are collated and reviewed in the context of the criteria set in the South African Waste Legislation, Indian Waste Legislation, as well as in International Pharmaceutical Waste Management Guidelines, and International Pharmaceutical Good Manufacturing Practices. The overall findings of this case study suggest that although management at Dr. Reddy’s are satisfied with waste management practices and results achieved at it manufacturing plant, there is however dissatisfaction amongst employees who believe the organisation has not successfully disseminated information and sufficiently trained them on waste management policies, processes and practices. There is therefore a desire amongst employees to be trained and to see the company improve on its waste management processes, this desire is a very important attribute as it indicates that employees at Dr. Reddy understand and are committed to the importance of waste management. Future research should be conducted to measure the legal impact of non-compliance to legislation governing waste management in the pharmaceutical company. Section 2: Literature Review The objective of the literature review is to provide a critical assessment and evaluation of previous research in the field of waste management in general as prior research was done mostly in other industries and not to a large scale in the pharmaceutical industry. The literature review evaluates the key elements of an effective waste management strategy implementation and is followed by a review of literature pertaining to the description of Pharmaceutical waste. Section 3: Research Methodology This section presents a description of how the work in this research was conducted. It presents the research process followed in compiling this case study, represented by the aims and objectives, research methodology and design, data collection techniques and data analysis.
- Full Text:
- Date Issued: 2013
Developing a performance measurement tool to monitor the performance of a public sector agency : a balanced scorecard approach
- Authors: Lisani, Ncedo
- Date: 2015
- Subjects: South Africa. Economic Development Department , South Africa. Department of Environmental Affairs and Tourism , Performance -- Measurement , Performance -- Management , Public administration -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:848 , http://hdl.handle.net/10962/d1017515
- Description: The world has seen unparalleled pressure put on the public sector to improve the speed and quality of service delivery, whilst simultaneously employing measures to cut the costs. South Africa and the Eastern Cape have not been immune to this as there have been complaints and demonstrations from various national and provincial stakeholders demanding more and improved services. The Department of Economic Development, Environmental Affairs and Tourism (DEDEAT) in particular has employed the services of public entities in its quest to realise government’s socio-economic developmental objectives and ease some of the service delivery pressures. These agencies are unfortunately struggling to deliver and the Department is unable to play the oversight role it is legislatively mandated to carry out. The main reason for this seem to be the lack of the capacity to objectively track and measure the performance of these agencies. As they say “you cannot manage what you cannot measure”. This is despite the fact that there is a shareholders’ compact and many other measures in place to enable performance monitoring. Also, the public sector is known to have inherent and unique performance management challenges like broad and vague objectives which lead to too many measurements, a propensity to focus on the “easy to measure” but often irrelevant indicators at the expense of critical outcomes and a short-term orientation that is usually fuelled by political expediency. Against this background, this study sought to make use of a comprehensive and dynamic performance monitoring framework, namely the Balanced Scorecard (BSC), to explore its potential use in assisting government to monitor the performance of public agencies, in particular the Development Finance Institutions (DFI) in South Africa. The proposed framework helps government to focus on the performance drivers of future value, and what decisions and actions are necessary to achieve critical outcomes. The aim of the study therefore is to develop an adjusted BSC framework to monitor the activities of a public sector agency and thus demonstrate how a BSC framework could be used to monitor a public agency by the government department. The study is evaluative in nature and is divided into three sections. Section one is presented as an Evaluation Report. It sets the scene, discusses briefly the key theoretical concepts, outlines the research methods used and presents the findings followed by a discussion and recommendations. Section two delves into the literature in more detail, providing a more extensive review of the literature that informed the investigation, whilst section three provides a more extensive description of the research methodology employed in the study. To achieve the aims of the study, the research drew from the work of various authors in the field including that of Bigliardi, Dormio and Galati, 2011; Bititci, Garengo, Dörfler, and Nudurupati, 2012; Julyan, 2011; Kaplan and Norton, 1992, 1993, 1996, 2001, 2004 and 2006; Niven, 2003 and 2008 and Northcott and Taulapapa, 2012. Also, five BSC perspectives - including the programme specific “equity” perspective - were used to develop an interview schedule. These were used to formulate the key performance objectives and indicators, based on the stakeholder’s responses. These respondents have experience within the programme as administrators, beneficiaries and funders. The research employed purposive sampling with semi-structured in-depth interviews and document analysis as primary and secondary instruments for data collection. In essence, five officials from the agency, one from DEDEAT and two co-operatives participated in the research. The results indicate a general appreciation of and gravitation towards outcome based measures, even though the government culture of focusing on outputs is still prevalent. The results of the study indicated that, generally, a government - public agency BSC based performance monitoring framework would have the following features: Customer objectives and programme mission as the main goal and this will provides clarity at all levels on who the customers are and what are their primary requirements. Clear, visible and stringent financial controls as the agency is administering public resources. Few carefully selected processes and systems that have a direct and positive impact on the customer objectives. Deliberate and consistent efforts to promote the participation of designated groups in the economy of the country. Comprehensive indicators on capacity building as “mission based-organisations rely heavily on skills, dedication and alignment of staff”. Overall, the study concludes that the make-up of the BSC is beneficial to the public sector and in monitoring the public sector agencies for the following reasons: It helps the agency to focus on customers and their needs. It forces the agency to engage and communicate strategic intention with both internal and external stakeholders and thus synchronize competing stakeholder needs. It forces the agency to limit the number of indicators and therefore select the few value adding measures that are aligned to customer outcomes. Through its cause and effect relationship, the agency is compelled to align all the resources, activities and processes to the main goal of the entity. All these help to minimize the principal agent problem, as the use of the BSC can bring clarity on strategy and expectations, provided it is supported with regular communication.
- Full Text:
- Date Issued: 2015
- Authors: Lisani, Ncedo
- Date: 2015
- Subjects: South Africa. Economic Development Department , South Africa. Department of Environmental Affairs and Tourism , Performance -- Measurement , Performance -- Management , Public administration -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:848 , http://hdl.handle.net/10962/d1017515
- Description: The world has seen unparalleled pressure put on the public sector to improve the speed and quality of service delivery, whilst simultaneously employing measures to cut the costs. South Africa and the Eastern Cape have not been immune to this as there have been complaints and demonstrations from various national and provincial stakeholders demanding more and improved services. The Department of Economic Development, Environmental Affairs and Tourism (DEDEAT) in particular has employed the services of public entities in its quest to realise government’s socio-economic developmental objectives and ease some of the service delivery pressures. These agencies are unfortunately struggling to deliver and the Department is unable to play the oversight role it is legislatively mandated to carry out. The main reason for this seem to be the lack of the capacity to objectively track and measure the performance of these agencies. As they say “you cannot manage what you cannot measure”. This is despite the fact that there is a shareholders’ compact and many other measures in place to enable performance monitoring. Also, the public sector is known to have inherent and unique performance management challenges like broad and vague objectives which lead to too many measurements, a propensity to focus on the “easy to measure” but often irrelevant indicators at the expense of critical outcomes and a short-term orientation that is usually fuelled by political expediency. Against this background, this study sought to make use of a comprehensive and dynamic performance monitoring framework, namely the Balanced Scorecard (BSC), to explore its potential use in assisting government to monitor the performance of public agencies, in particular the Development Finance Institutions (DFI) in South Africa. The proposed framework helps government to focus on the performance drivers of future value, and what decisions and actions are necessary to achieve critical outcomes. The aim of the study therefore is to develop an adjusted BSC framework to monitor the activities of a public sector agency and thus demonstrate how a BSC framework could be used to monitor a public agency by the government department. The study is evaluative in nature and is divided into three sections. Section one is presented as an Evaluation Report. It sets the scene, discusses briefly the key theoretical concepts, outlines the research methods used and presents the findings followed by a discussion and recommendations. Section two delves into the literature in more detail, providing a more extensive review of the literature that informed the investigation, whilst section three provides a more extensive description of the research methodology employed in the study. To achieve the aims of the study, the research drew from the work of various authors in the field including that of Bigliardi, Dormio and Galati, 2011; Bititci, Garengo, Dörfler, and Nudurupati, 2012; Julyan, 2011; Kaplan and Norton, 1992, 1993, 1996, 2001, 2004 and 2006; Niven, 2003 and 2008 and Northcott and Taulapapa, 2012. Also, five BSC perspectives - including the programme specific “equity” perspective - were used to develop an interview schedule. These were used to formulate the key performance objectives and indicators, based on the stakeholder’s responses. These respondents have experience within the programme as administrators, beneficiaries and funders. The research employed purposive sampling with semi-structured in-depth interviews and document analysis as primary and secondary instruments for data collection. In essence, five officials from the agency, one from DEDEAT and two co-operatives participated in the research. The results indicate a general appreciation of and gravitation towards outcome based measures, even though the government culture of focusing on outputs is still prevalent. The results of the study indicated that, generally, a government - public agency BSC based performance monitoring framework would have the following features: Customer objectives and programme mission as the main goal and this will provides clarity at all levels on who the customers are and what are their primary requirements. Clear, visible and stringent financial controls as the agency is administering public resources. Few carefully selected processes and systems that have a direct and positive impact on the customer objectives. Deliberate and consistent efforts to promote the participation of designated groups in the economy of the country. Comprehensive indicators on capacity building as “mission based-organisations rely heavily on skills, dedication and alignment of staff”. Overall, the study concludes that the make-up of the BSC is beneficial to the public sector and in monitoring the public sector agencies for the following reasons: It helps the agency to focus on customers and their needs. It forces the agency to engage and communicate strategic intention with both internal and external stakeholders and thus synchronize competing stakeholder needs. It forces the agency to limit the number of indicators and therefore select the few value adding measures that are aligned to customer outcomes. Through its cause and effect relationship, the agency is compelled to align all the resources, activities and processes to the main goal of the entity. All these help to minimize the principal agent problem, as the use of the BSC can bring clarity on strategy and expectations, provided it is supported with regular communication.
- Full Text:
- Date Issued: 2015
Impact of poaching on the marketability of safari lodges in the Eastern Cape
- Authors: Loader, Rory James
- Date: 2015
- Subjects: Safari lodges -- South Africa -- Eastern Cape -- Marketing , Poaching -- South Africa -- Eastern Cape , Ecotourism -- South Africa -- Eastern Cape , Wildlife crimes -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:845 , http://hdl.handle.net/10962/d1016405
- 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 during the research. The tourism industry is the fastest growing sector within the South African Economy, with over 2.6 million foreign tourists visiting South Africa each year. Wildlife, landscapes and scenery are cited as the primary attractions for visiting the country, with over 45 percent of tourists visiting at least one wildlife or nature reserve during their stay in South Africa (Kerley et al., 2011:2). Sixty percent of those tourists travelled for leisure purposes, with 643,883 of the tourists utilising safari lodge accommodation during their visit (Ruggles-Brise, 2013). The Eastern Cape achieved 3.1 percent; of those tourist arrivals, with a bed-night contribution of 734,339, compared to the 16.8 percent (1.9million) and 10.5 percent (1.07million) for Mpumalanga and Limpopo provinces respectively (Ruggles-Brise, 2013). The Eastern Cape lodges represent less than half the bed-nights achieved by Mpumalanga and Limpopo lodges. Due to the number of possible bed-nights available to lodges in the Eastern Cape, it is increasingly important for individual lodges to provide a unique experience, in order to be competitive in attracting guests (Saayman, 2013:81). This was used form part of the foundation to this research in determining the marketability of three lodges in the Eastern Cape, which was derived from the attractiveness of the lodges, determined by guests visiting the lodges. This research follows on from four previous surveys commissioned by INDALO, the Eastern Cape Private Nature Reserve Association in 2004 Sims-Castley et al. 2004), 2006 (Langholz et al., 2006), 2008 (Snowball et al., 2008) and 2011 (Kerley et al., 2011). Part of the research was to identify the main attractions of the reserves. These previous surveys provided a foundation for this research to follow on investigating guest motivations for visiting the three sample lodges and to determine visitor perception of poaching and whether it would impact their motivations for visiting the reserve. In order to address the goals of the research qualitative data was gathered during survey interviews conducted at the three sampled reserves. Seventy five (75) guests were interviewed, equally over the three reserves. Quantitative data was also gathered during the interview surveys, utilising Likert scale questions, prompting guests to choose their top attractions, from which basic descriptive statistics were used to analyse the data being able to determine possible trends amongst respondents and lodges. Results verified guest motivations from the previous surveys, confirming that game viewing, especially the “Big 5” remained the most important attraction for visitors to the reserves while the availability of natural scenery and landscape, high end accommodation and service, the proximity to the garden route and being located in a malaria free area were also see as attractive attributes of the lodges as per the previous surveys. Where the gap in the research was indicated based on guests perception of poaching and whether it would impact their motivations for visit these lodges, impacting that lodges marketability (attractiveness). Results indicated that if they were unable to view the iconic ‘Big Five’ at the reserve due to the extent of poaching. Respondents indicated that the impact would likely and very likely impact their decision to choose the reserves over another reserve that could. Indicating the potential impact that poaching would have on lodges if they were to lose their iconic species which would spell the loss in attractiveness and therefore marketability.
- Full Text:
- Date Issued: 2015
- Authors: Loader, Rory James
- Date: 2015
- Subjects: Safari lodges -- South Africa -- Eastern Cape -- Marketing , Poaching -- South Africa -- Eastern Cape , Ecotourism -- South Africa -- Eastern Cape , Wildlife crimes -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:845 , http://hdl.handle.net/10962/d1016405
- 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 during the research. The tourism industry is the fastest growing sector within the South African Economy, with over 2.6 million foreign tourists visiting South Africa each year. Wildlife, landscapes and scenery are cited as the primary attractions for visiting the country, with over 45 percent of tourists visiting at least one wildlife or nature reserve during their stay in South Africa (Kerley et al., 2011:2). Sixty percent of those tourists travelled for leisure purposes, with 643,883 of the tourists utilising safari lodge accommodation during their visit (Ruggles-Brise, 2013). The Eastern Cape achieved 3.1 percent; of those tourist arrivals, with a bed-night contribution of 734,339, compared to the 16.8 percent (1.9million) and 10.5 percent (1.07million) for Mpumalanga and Limpopo provinces respectively (Ruggles-Brise, 2013). The Eastern Cape lodges represent less than half the bed-nights achieved by Mpumalanga and Limpopo lodges. Due to the number of possible bed-nights available to lodges in the Eastern Cape, it is increasingly important for individual lodges to provide a unique experience, in order to be competitive in attracting guests (Saayman, 2013:81). This was used form part of the foundation to this research in determining the marketability of three lodges in the Eastern Cape, which was derived from the attractiveness of the lodges, determined by guests visiting the lodges. This research follows on from four previous surveys commissioned by INDALO, the Eastern Cape Private Nature Reserve Association in 2004 Sims-Castley et al. 2004), 2006 (Langholz et al., 2006), 2008 (Snowball et al., 2008) and 2011 (Kerley et al., 2011). Part of the research was to identify the main attractions of the reserves. These previous surveys provided a foundation for this research to follow on investigating guest motivations for visiting the three sample lodges and to determine visitor perception of poaching and whether it would impact their motivations for visiting the reserve. In order to address the goals of the research qualitative data was gathered during survey interviews conducted at the three sampled reserves. Seventy five (75) guests were interviewed, equally over the three reserves. Quantitative data was also gathered during the interview surveys, utilising Likert scale questions, prompting guests to choose their top attractions, from which basic descriptive statistics were used to analyse the data being able to determine possible trends amongst respondents and lodges. Results verified guest motivations from the previous surveys, confirming that game viewing, especially the “Big 5” remained the most important attraction for visitors to the reserves while the availability of natural scenery and landscape, high end accommodation and service, the proximity to the garden route and being located in a malaria free area were also see as attractive attributes of the lodges as per the previous surveys. Where the gap in the research was indicated based on guests perception of poaching and whether it would impact their motivations for visit these lodges, impacting that lodges marketability (attractiveness). Results indicated that if they were unable to view the iconic ‘Big Five’ at the reserve due to the extent of poaching. Respondents indicated that the impact would likely and very likely impact their decision to choose the reserves over another reserve that could. Indicating the potential impact that poaching would have on lodges if they were to lose their iconic species which would spell the loss in attractiveness and therefore marketability.
- Full Text:
- Date Issued: 2015