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
An investigation of green marketing opportunities at BOS Ice Tea
- Authors: Ciesielski, Adrian Adam
- Date: 2016
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:864 , http://hdl.handle.net/10962/d1021246
- Description: The research addresses the marketing activities of BOS Ice Tea, a South African company, and whether they are reflective and grounded within their marketing activities. By analysing public data and interviewing the founding partners, Richard Bowsher and Grant Rushmere, the findings where compared against the marketing paradigms of Ottoman (1999) and the green marketing practices of Gittell et al. (2012). It was determined that the company engages in green activities, but does not communicate them clearly. Further, where the company did promote organic rooibos and sustainability, their actions were not reflective of these behaviours from an academic point of view. Thus, there was the potential for green washing. The research concludes with suggestions for a 4P’s green marketing framework, and comments on areas that need clarity.
- Full Text:
- Date Issued: 2016
- Authors: Ciesielski, Adrian Adam
- Date: 2016
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:864 , http://hdl.handle.net/10962/d1021246
- Description: The research addresses the marketing activities of BOS Ice Tea, a South African company, and whether they are reflective and grounded within their marketing activities. By analysing public data and interviewing the founding partners, Richard Bowsher and Grant Rushmere, the findings where compared against the marketing paradigms of Ottoman (1999) and the green marketing practices of Gittell et al. (2012). It was determined that the company engages in green activities, but does not communicate them clearly. Further, where the company did promote organic rooibos and sustainability, their actions were not reflective of these behaviours from an academic point of view. Thus, there was the potential for green washing. The research concludes with suggestions for a 4P’s green marketing framework, and comments on areas that need clarity.
- Full Text:
- Date Issued: 2016
An investigation of how newly appointed team leaders in an automotive manufacturing organisation experience the role transition from specialists to team leaders
- Authors: Mzelemu, Patrick Sbusiso
- Date: 2022-10-14
- Subjects: Leadership , Automobile industry executives , Role expectation , Identity (Psychology) , Personnel management , Organizational behavior
- Language: English
- Type: Academic theses , Master's theses , text
- Identifier: http://hdl.handle.net/10962/403036 , vital:69916
- Description: The purpose of this study is to investigate and understand how specialists who are newly appointed team leaders in an automotive manufacturing organisation experience the transition from specialists to team leaders. The role of leading others in an organisation is linked to human resource leadership. The human resource is highlighted as a valuable resource as it is the only thinking resource in an organisation. It also influences cost and quality and it is central to the organisation's competitive advantage. Consequently, any interruptions or lack of effective management of the human resource will result in a loss of value that the human resource brings into the organisation since they maximise the use of all other resources. The role transitioning process takes place in three phases. These are the separation, transitioning and incorporation phases. In the separation phase, the transitioning individuals have difficulty detaching from their previous role; the individuals still having the urge to do the work for their subordinates instead of delegating illustrate this. In the transition phase, the individuals in the study experienced the anxiety of wanting to make the new role a success whilst experiencing a sense of lack of belonging due to not being in the familiar old role and not entrenched in the new role. In the incorporation phase, the transitioning individuals experience a sense of stability where they are comfortable acting in the new role. Problem: This study aims to answer the question of how newly appointed team leaders in an automotive manufacturing organisation experience role transition from specialists to team leaders Method: The study will be employing the qualitative thematic deductive method. The target population consists of team leaders who have transitioned into the team leader position in the past two years in different departments. The data was collected by way of face-to-face semistructured interviews with a sample size of seven participants. Data analysis was conducted with a method that is consistent with thematic analysis. 3 Key Findings: Individuals transitioning have urgencies to perform their previous roles in the early phase; during the transition phase, they have anxiety because they are not yet successful in the new role, and in the final phase, they have become comfortable with their new roles and their new identities. Implications: The study's outcome is to identify insights and resultant recommendations for non-leading specialists transitioning into roles where they have to lead others. The study will add to the research in the field of leadership behaviour and organisational behaviour. , Thesis (MBA) -- Faculty of Commerce, Rhodes Business School, 2022
- Full Text:
- Date Issued: 2022-10-14
- Authors: Mzelemu, Patrick Sbusiso
- Date: 2022-10-14
- Subjects: Leadership , Automobile industry executives , Role expectation , Identity (Psychology) , Personnel management , Organizational behavior
- Language: English
- Type: Academic theses , Master's theses , text
- Identifier: http://hdl.handle.net/10962/403036 , vital:69916
- Description: The purpose of this study is to investigate and understand how specialists who are newly appointed team leaders in an automotive manufacturing organisation experience the transition from specialists to team leaders. The role of leading others in an organisation is linked to human resource leadership. The human resource is highlighted as a valuable resource as it is the only thinking resource in an organisation. It also influences cost and quality and it is central to the organisation's competitive advantage. Consequently, any interruptions or lack of effective management of the human resource will result in a loss of value that the human resource brings into the organisation since they maximise the use of all other resources. The role transitioning process takes place in three phases. These are the separation, transitioning and incorporation phases. In the separation phase, the transitioning individuals have difficulty detaching from their previous role; the individuals still having the urge to do the work for their subordinates instead of delegating illustrate this. In the transition phase, the individuals in the study experienced the anxiety of wanting to make the new role a success whilst experiencing a sense of lack of belonging due to not being in the familiar old role and not entrenched in the new role. In the incorporation phase, the transitioning individuals experience a sense of stability where they are comfortable acting in the new role. Problem: This study aims to answer the question of how newly appointed team leaders in an automotive manufacturing organisation experience role transition from specialists to team leaders Method: The study will be employing the qualitative thematic deductive method. The target population consists of team leaders who have transitioned into the team leader position in the past two years in different departments. The data was collected by way of face-to-face semistructured interviews with a sample size of seven participants. Data analysis was conducted with a method that is consistent with thematic analysis. 3 Key Findings: Individuals transitioning have urgencies to perform their previous roles in the early phase; during the transition phase, they have anxiety because they are not yet successful in the new role, and in the final phase, they have become comfortable with their new roles and their new identities. Implications: The study's outcome is to identify insights and resultant recommendations for non-leading specialists transitioning into roles where they have to lead others. The study will add to the research in the field of leadership behaviour and organisational behaviour. , Thesis (MBA) -- Faculty of Commerce, Rhodes Business School, 2022
- Full Text:
- Date Issued: 2022-10-14
An investigation of servant leadership within Rhodes University sports clubs
- Authors: Stiebel, Jessica Lee
- Date: 2016
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:872 , http://hdl.handle.net/10962/d1021317
- Description: This research investigates the level of servant leadership within Rhodes University sport clubs. The goals of this research are to assess the perception the club members have of their chairperson and to key identify areas of development. The sport clubs at Rhodes University are partially run by chairpersons who are voted into the position by his or her peers of a sports club. The chairpersons work alongside Rhodes University employees who are a part of the Sports Administration team to oversee the running, scheduling and finances of the club. The sports clubs are representative of Rhodes University and it is the chairperson’s responsibility to ensure the club is lead and run effectively. Robert Greenleaf coined the term servant leader in the 1970s (Greenleaf, 1997). The servant leader is a leader who is driven by his or her followers, as leadership involves a leader serving his or her followers first and foremost (Greenleaf, 1977). The leader takes on a role that is supportive and contributes to their personal as well as their professional achievements (Smith, Montagno and Kuzmenko, 2004). A questionnaire consisting of 27 questions was drafted, of which were four demographic questions. A 5-point Likert Scale was used in order for the participants to respond to the questions. The questionnaire was drawn from a number of questionnaires available in literature on leadership and adapted to suit Rhodes University sports clubs. The questionnaire was distributed personally by the researcher, as well as through an online questionnaire. There were a total of 153 candidates who participated in the study. Descriptive statistics were used to analyse the data. The majority of the respondents had the perceptions that their chairperson displayed characteristics of a servant leader. Majority of the participants were in agreement of the questions asked in the questionnaire, which focused on many servant leadership qualities. The results will be handed over to the Head of Sports Administration in order for them to get an idea of their leaders’ characteristics and areas where they can improve upon.
- Full Text:
- Date Issued: 2016
- Authors: Stiebel, Jessica Lee
- Date: 2016
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:872 , http://hdl.handle.net/10962/d1021317
- Description: This research investigates the level of servant leadership within Rhodes University sport clubs. The goals of this research are to assess the perception the club members have of their chairperson and to key identify areas of development. The sport clubs at Rhodes University are partially run by chairpersons who are voted into the position by his or her peers of a sports club. The chairpersons work alongside Rhodes University employees who are a part of the Sports Administration team to oversee the running, scheduling and finances of the club. The sports clubs are representative of Rhodes University and it is the chairperson’s responsibility to ensure the club is lead and run effectively. Robert Greenleaf coined the term servant leader in the 1970s (Greenleaf, 1997). The servant leader is a leader who is driven by his or her followers, as leadership involves a leader serving his or her followers first and foremost (Greenleaf, 1977). The leader takes on a role that is supportive and contributes to their personal as well as their professional achievements (Smith, Montagno and Kuzmenko, 2004). A questionnaire consisting of 27 questions was drafted, of which were four demographic questions. A 5-point Likert Scale was used in order for the participants to respond to the questions. The questionnaire was drawn from a number of questionnaires available in literature on leadership and adapted to suit Rhodes University sports clubs. The questionnaire was distributed personally by the researcher, as well as through an online questionnaire. There were a total of 153 candidates who participated in the study. Descriptive statistics were used to analyse the data. The majority of the respondents had the perceptions that their chairperson displayed characteristics of a servant leader. Majority of the participants were in agreement of the questions asked in the questionnaire, which focused on many servant leadership qualities. The results will be handed over to the Head of Sports Administration in order for them to get an idea of their leaders’ characteristics and areas where they can improve upon.
- Full Text:
- Date Issued: 2016
An investigation of support services available for black female owners of bed & breakfasts in Makhanda
- Authors: Mdluli, Lukhona Silubonile
- Date: 2021-04
- Subjects: Bed and breakfast accommodations -- South Africa -- Makhanda , Businesspeople, Black -- South Africa -- Makhanda , Business enterprises, Black -- South Africa -- Makhanda , Women-owned business enterprises -- South Africa -- Makhanda , Government aid to small business -- South Africa , Small business -- South Africa -- Makhanda , Racism -- South Africa -- Makhanda , Businesswomen -- South Africa -- Makhanda
- Language: English
- Type: thesis , text , Masters , MBA
- Identifier: http://hdl.handle.net/10962/177181 , vital:42797
- Description: Over the last 26 years, the South African government has committed to SMME development. To do this, policies and support institutions were put in place which would create a favourable environment for SMME development. This was particularly important as after 1994, when the South African economy was re-integrated into global markets after years of having sanctions imposed against the country as a result of the apartheid system. The tourism industry was identified as one of the key economic drivers which would strengthen the economy and assist in job creation, especially since South Africa would be able to attract international tourists. Further, it created the opportunity for new participants to enter the industry, including black entrepreneurs who previously could not enter the industry as a result of the apartheid laws. The opening up of the country to international markets and the focus on the tourism industry also presented the opportunity for new forms of tourism to be explored including township tourism, which gave rise to the black-owned bed & breakfast sector. Over time, it has become evident that black entrepreneurs in this sector are facing a number of challenges, in spite of the pro-SMME policies and support institutions that are in place. Because this study seeks to investigate the support services available for black female bed & breakfast owners in Makhanda, a qualitative research approach using the interpretative theoretical framework was applied. By using semi-structured interview questions, to establish what challenges do black female bed and breakfast owners face the researcher was able to respond to the following; what participants identify as their needs; and whether they are able to access the support services that are made available by the Government. Results indicated that the majority of entrepreneurs have difficulty accessing funding to develop their businesses. The seasonality of Grahamstown/ Makhanda tourism businesses has its pros and cons for tourism entrepreneurs. Despite efforts by government to transform the tourism industry, black female entrepreneurs in this industry still experience a myriad of challenges, including passive racism. Insufficient institutional support and inaccessible support services for women have made it difficult to manage in this this environment. Thus, a recommendation is put forward for female focused entrepreneurship policy, which is more responsive in terms of a judicial and legal system(s) aimed at addressing women’s particular needs and challenges. , Thesis (MBA) -- Faculty of Commerce, Rhodes Business School, 2021
- Full Text:
- Date Issued: 2021-04
- Authors: Mdluli, Lukhona Silubonile
- Date: 2021-04
- Subjects: Bed and breakfast accommodations -- South Africa -- Makhanda , Businesspeople, Black -- South Africa -- Makhanda , Business enterprises, Black -- South Africa -- Makhanda , Women-owned business enterprises -- South Africa -- Makhanda , Government aid to small business -- South Africa , Small business -- South Africa -- Makhanda , Racism -- South Africa -- Makhanda , Businesswomen -- South Africa -- Makhanda
- Language: English
- Type: thesis , text , Masters , MBA
- Identifier: http://hdl.handle.net/10962/177181 , vital:42797
- Description: Over the last 26 years, the South African government has committed to SMME development. To do this, policies and support institutions were put in place which would create a favourable environment for SMME development. This was particularly important as after 1994, when the South African economy was re-integrated into global markets after years of having sanctions imposed against the country as a result of the apartheid system. The tourism industry was identified as one of the key economic drivers which would strengthen the economy and assist in job creation, especially since South Africa would be able to attract international tourists. Further, it created the opportunity for new participants to enter the industry, including black entrepreneurs who previously could not enter the industry as a result of the apartheid laws. The opening up of the country to international markets and the focus on the tourism industry also presented the opportunity for new forms of tourism to be explored including township tourism, which gave rise to the black-owned bed & breakfast sector. Over time, it has become evident that black entrepreneurs in this sector are facing a number of challenges, in spite of the pro-SMME policies and support institutions that are in place. Because this study seeks to investigate the support services available for black female bed & breakfast owners in Makhanda, a qualitative research approach using the interpretative theoretical framework was applied. By using semi-structured interview questions, to establish what challenges do black female bed and breakfast owners face the researcher was able to respond to the following; what participants identify as their needs; and whether they are able to access the support services that are made available by the Government. Results indicated that the majority of entrepreneurs have difficulty accessing funding to develop their businesses. The seasonality of Grahamstown/ Makhanda tourism businesses has its pros and cons for tourism entrepreneurs. Despite efforts by government to transform the tourism industry, black female entrepreneurs in this industry still experience a myriad of challenges, including passive racism. Insufficient institutional support and inaccessible support services for women have made it difficult to manage in this this environment. Thus, a recommendation is put forward for female focused entrepreneurship policy, which is more responsive in terms of a judicial and legal system(s) aimed at addressing women’s particular needs and challenges. , Thesis (MBA) -- Faculty of Commerce, Rhodes Business School, 2021
- Full Text:
- Date Issued: 2021-04
An investigation of the barriers and drivers to CDM renewable energy investment at the Metro, Kouga and Jeffreys Bay windfarms
- Authors: Staples, Daryl Nolan
- Date: 2016
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:871 , http://hdl.handle.net/10962/d1021316
- Description: This research is presented in three sections. Section 1 presents the research report in an academic journal article format. Section 2 provides a comprehensive literature review and Section 3 describes the research methodology and methods employed during the research. Climate change is the most urgent challenge facing planet earth today. The Intergovernmental Panel on Climate Change (IPCC) fifth assessment report (AR5) clearly states, “Human influence on the climate system is clear, and recent anthropogenic emissions of greenhouse gases are the highest in history. Recent climate changes have had widespread impacts on human and natural systems” (IPCC, 2014:2). The Renewable Energy Policy Network for the 21st Century (REN21) published the 10th annual edition of the Renewables 2015 Global Status Report, which illustrates the importance of a zero emissions energy sector (REN21, 2015). Despite the world’s average annual 1,5% increase in energy consumption in recent years, and average 3% growth in Gross Domestic Product, carbon dioxide (CO2) emissions in 2014 were unchanged from 2013 levels (REN21, 2015). The report findings state, “For the first time in four decades, the world economy grew without a parallel rise in CO2 emissions” (REN21, 2015:17). Renewable energy and improved energy efficiency is key to limiting global warming and avoiding dangerous impacts from climate change (REN21, 2015). With a view to the successful outcome of the 21st Conference of the Parties (COP21) in December 2015, renewable energy could contribute significantly in mitigating climate change and supporting the Sustainable Development Goals (SDGs), specifically SDG 7, on Sustainable Energy for All (SAIREC, 2015). South Africa has been rated the 15th most attractive destination for investment in the renewable energy sector and could become a renewable energy leader in the African continent, according to the Renewable Energy Country Attractiveness Index of EY (Ernest and Young) (EY, 2015). And more...
- Full Text:
- Date Issued: 2016
- Authors: Staples, Daryl Nolan
- Date: 2016
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:871 , http://hdl.handle.net/10962/d1021316
- Description: This research is presented in three sections. Section 1 presents the research report in an academic journal article format. Section 2 provides a comprehensive literature review and Section 3 describes the research methodology and methods employed during the research. Climate change is the most urgent challenge facing planet earth today. The Intergovernmental Panel on Climate Change (IPCC) fifth assessment report (AR5) clearly states, “Human influence on the climate system is clear, and recent anthropogenic emissions of greenhouse gases are the highest in history. Recent climate changes have had widespread impacts on human and natural systems” (IPCC, 2014:2). The Renewable Energy Policy Network for the 21st Century (REN21) published the 10th annual edition of the Renewables 2015 Global Status Report, which illustrates the importance of a zero emissions energy sector (REN21, 2015). Despite the world’s average annual 1,5% increase in energy consumption in recent years, and average 3% growth in Gross Domestic Product, carbon dioxide (CO2) emissions in 2014 were unchanged from 2013 levels (REN21, 2015). The report findings state, “For the first time in four decades, the world economy grew without a parallel rise in CO2 emissions” (REN21, 2015:17). Renewable energy and improved energy efficiency is key to limiting global warming and avoiding dangerous impacts from climate change (REN21, 2015). With a view to the successful outcome of the 21st Conference of the Parties (COP21) in December 2015, renewable energy could contribute significantly in mitigating climate change and supporting the Sustainable Development Goals (SDGs), specifically SDG 7, on Sustainable Energy for All (SAIREC, 2015). South Africa has been rated the 15th most attractive destination for investment in the renewable energy sector and could become a renewable energy leader in the African continent, according to the Renewable Energy Country Attractiveness Index of EY (Ernest and Young) (EY, 2015). And more...
- Full Text:
- Date Issued: 2016
An investigation of the intention to leave or stay of health care professionals at St. Andrews Hospital
- Authors: Amanambu, Rochelle Aneeta
- Date: 2014
- Subjects: Medical personnel -- Job satisfaction -- South Africa -- Eastern Cape -- Case studies Medical personnel -- Job stress -- South Africa -- Eastern Cape -- Case studies Hospitals -- South Africa -- Eastern Cape -- Administration Hospitals -- Medical staff -- South Africa -- Eastern Cape Hospitals -- Officials and employees -- South Africa -- Eastern Cape -- Turnover Health services administration -- South Africa -- Eastern Cape Health planning -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:823 , http://hdl.handle.net/10962/d1011091
- Description: Background: The demand for and retention of talent worldwide is aggravated by revolutionary trends that include global competition, demographic changes and technological advances. In South Africa this phenomenon according to Frost (2002) is further challenged by the emigration of skilled people; the relative scarcity of specialist and managerial employees; employment equity and affirmative action procedures. But the development of strategies first requires an understanding of the factors which influence decisions to leave or stay particularly in rural and remote areas. St. Andrews Hospital is a rural district hospital in Ugu District, KZN. Its remoteness from urban areas and the lack of resources contributes towards challenges of attracting and retaining health care professionals to the area. It is the aim of this study to identify the ten most prevalent turnover and retention factors in a rural district hospital with the intention of making recommendations towards strategies to mitigate turnover and improve retention of health care professionals. This study will not only serve the local Human Resource Department but may also be used to inform district and provincial policies as well as departments’ decisions in the design or the review of current retention strategies aimed at reducing turnover. Method: The survey method was used to collect the primary data by distribution of self-administered questionnaires to Health Care Professionals at St. Andrews Hospital. Of the one hundred and fifty questionnaires distributed, one hundred and seven were returned (71% response rate) and formed the basis of the study. Results: Based on the impact scores, the top three turnover factors identified were, the way the organisation is led by top management (0.934); the size of the workload (0.862); and the way problems are dealt with by managers in the organisation (0.817). No statistically significant relationships were found between turnover factors and biographical variable. Availability of quality health services was ranked as the external factor that had the highest influence (78%) on turnover, while geographical location was ranked the lowest. The main reason given by respondents for leaving their previous employment was promotion, followed by distance and personal/family reasons. The top three retention factors identified from the impact scores were the quality of relationships with colleagues (1.698); the amount of support received from managers and colleagues (1.484); and the level of engagement and involvement with the job (1.390). This demonstrates that the salary package often thought to be a first priority factor Mobley, Horner and Hollingsworth (1978); Mobley (1982) and Herzberg (2003) is far less of a determining factor at St. Andrews Hospital than management support, job involvement and person-organisation fit as well as the social relationships formed in the workplace. A positive relationship was found between leadership and job dimension factors at the 1% level of significance. This supports the strong social bond (person-organisation fit) formed in the work environment between management and colleagues that supports retention and increases level of commitment. An important result of the study was that 46% of the respondents were thinking of leaving the town within the year while 29% were considering resigning from St. Andrews Hospital within the year. Conclusion: The results reveal a complex interaction of factors impacting on turnover and retention. The Human Resource Management function has a pivotal role to play in improving its ability to attract and retain professionals through developing comprehensive strategies based on external and internal and environmental factors. The study conveys to the St. Andrews Hospital management that turnover and retention factors are unique to the location and the working environment and differs amongst Health Care Professionals – this should be deliberated on when formulating Hospital Human Resource retention policies.
- Full Text:
- Date Issued: 2014
- Authors: Amanambu, Rochelle Aneeta
- Date: 2014
- Subjects: Medical personnel -- Job satisfaction -- South Africa -- Eastern Cape -- Case studies Medical personnel -- Job stress -- South Africa -- Eastern Cape -- Case studies Hospitals -- South Africa -- Eastern Cape -- Administration Hospitals -- Medical staff -- South Africa -- Eastern Cape Hospitals -- Officials and employees -- South Africa -- Eastern Cape -- Turnover Health services administration -- South Africa -- Eastern Cape Health planning -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:823 , http://hdl.handle.net/10962/d1011091
- Description: Background: The demand for and retention of talent worldwide is aggravated by revolutionary trends that include global competition, demographic changes and technological advances. In South Africa this phenomenon according to Frost (2002) is further challenged by the emigration of skilled people; the relative scarcity of specialist and managerial employees; employment equity and affirmative action procedures. But the development of strategies first requires an understanding of the factors which influence decisions to leave or stay particularly in rural and remote areas. St. Andrews Hospital is a rural district hospital in Ugu District, KZN. Its remoteness from urban areas and the lack of resources contributes towards challenges of attracting and retaining health care professionals to the area. It is the aim of this study to identify the ten most prevalent turnover and retention factors in a rural district hospital with the intention of making recommendations towards strategies to mitigate turnover and improve retention of health care professionals. This study will not only serve the local Human Resource Department but may also be used to inform district and provincial policies as well as departments’ decisions in the design or the review of current retention strategies aimed at reducing turnover. Method: The survey method was used to collect the primary data by distribution of self-administered questionnaires to Health Care Professionals at St. Andrews Hospital. Of the one hundred and fifty questionnaires distributed, one hundred and seven were returned (71% response rate) and formed the basis of the study. Results: Based on the impact scores, the top three turnover factors identified were, the way the organisation is led by top management (0.934); the size of the workload (0.862); and the way problems are dealt with by managers in the organisation (0.817). No statistically significant relationships were found between turnover factors and biographical variable. Availability of quality health services was ranked as the external factor that had the highest influence (78%) on turnover, while geographical location was ranked the lowest. The main reason given by respondents for leaving their previous employment was promotion, followed by distance and personal/family reasons. The top three retention factors identified from the impact scores were the quality of relationships with colleagues (1.698); the amount of support received from managers and colleagues (1.484); and the level of engagement and involvement with the job (1.390). This demonstrates that the salary package often thought to be a first priority factor Mobley, Horner and Hollingsworth (1978); Mobley (1982) and Herzberg (2003) is far less of a determining factor at St. Andrews Hospital than management support, job involvement and person-organisation fit as well as the social relationships formed in the workplace. A positive relationship was found between leadership and job dimension factors at the 1% level of significance. This supports the strong social bond (person-organisation fit) formed in the work environment between management and colleagues that supports retention and increases level of commitment. An important result of the study was that 46% of the respondents were thinking of leaving the town within the year while 29% were considering resigning from St. Andrews Hospital within the year. Conclusion: The results reveal a complex interaction of factors impacting on turnover and retention. The Human Resource Management function has a pivotal role to play in improving its ability to attract and retain professionals through developing comprehensive strategies based on external and internal and environmental factors. The study conveys to the St. Andrews Hospital management that turnover and retention factors are unique to the location and the working environment and differs amongst Health Care Professionals – this should be deliberated on when formulating Hospital Human Resource retention policies.
- Full Text:
- Date Issued: 2014
An investigation of the leadership practices and organizational culture at a private Christian school
- Authors: Babu, Bithun
- Date: 2018
- Subjects: Church schools -- South Africa -- Eastern Cape , Leadership , Corporate culture
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/62155 , vital:28133
- Description: The purpose of this study is to investigate the leadership practices and organizational culture at a private Christian school in the Eastern Cape. A preliminary review of leadership literature suggested that traces of servant leadership may be apparent at the organization. Thus servant leadership will form a key focus area for exploration in this study. An analysis of this nature can make one aware of the influence leadership has in shaping the organizational culture of an institution. This in turn can be used to inform the future thinking around leadership efforts with respect to culture formation within an organization. The issue was addressed by consulting various articles to view the issue from different perspectives. The school served as a vehicle to explore the tenets of leadership and organizational culture. The study will take the form of a descriptive quantitative study. It was concluded that leadership plays a significant role in establishing the culture at an organization. However, leadership is not the only factor that shapes the organizational culture of an institution. The beliefs and values of the organization also has a role in shaping the overall culture and identity of an organization.
- Full Text:
- Date Issued: 2018
- Authors: Babu, Bithun
- Date: 2018
- Subjects: Church schools -- South Africa -- Eastern Cape , Leadership , Corporate culture
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/62155 , vital:28133
- Description: The purpose of this study is to investigate the leadership practices and organizational culture at a private Christian school in the Eastern Cape. A preliminary review of leadership literature suggested that traces of servant leadership may be apparent at the organization. Thus servant leadership will form a key focus area for exploration in this study. An analysis of this nature can make one aware of the influence leadership has in shaping the organizational culture of an institution. This in turn can be used to inform the future thinking around leadership efforts with respect to culture formation within an organization. The issue was addressed by consulting various articles to view the issue from different perspectives. The school served as a vehicle to explore the tenets of leadership and organizational culture. The study will take the form of a descriptive quantitative study. It was concluded that leadership plays a significant role in establishing the culture at an organization. However, leadership is not the only factor that shapes the organizational culture of an institution. The beliefs and values of the organization also has a role in shaping the overall culture and identity of an organization.
- Full Text:
- Date Issued: 2018
An investigation of the relationship between Corporate Social Responsibility (CSR) and financial performance of companies listed on the Johannesburg Stock Exchange (JSE) in South Africa
- Authors: Soko, Leon Lenny Kudzaishe
- Date: 2017
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/7078 , vital:21215
- Description: The purpose of this study is to investigate whether there is an association between CSR and financial performance in South African companies which are listed on the FTSE/JSE SRI Index. Specifically, whether there is a difference in financial performance of companies that perform CSR activities, and those that do not. If so, which direction does this association have? The selection process of companies used in this study will now be explained step-bystep. The JSE SRI Index results show that there were 80 successful constituents as of February 2015 (JSE, 2015). These 80 companies are listed alphabetically in Appendix A, while the top 100 companies as ranked by Turnover are linked in Appendix B. Of these 100 companies, 67 were constituents of the JSE SRI Index continuously in 2015 and are shown in Appendix C. This leaves 33 companies in the top 100 which are not listed on the JSE SRI Index. Companies that were listed on the JSE SRI Index were assumed to be ‘good’ companies as the listing requirements included the performance of numerous CSR activities such as Employee development, environmental sustainability practices and stakeholder engagement. The financial performance of these 67 companies was compared to the financial performance of the 33 companies that were not listed on the JSE SRI Index which were included in the population sample of one hundred companies. Financial performance was measured using the ratios: Return on Assets and Return on Equity. The data analysis process used in this study was as follows: 1. The ratios for each company were obtained from the iNET (BFA) database, and annual and integrated reports for the period 2011 - 2015 (Appendix D;E;F). 2. The ratios for Non-SRI and SRI companies were then compared for each of the three ratios using a T-Test. The purpose of the T-Test was to show whether there is a difference in the ratios between SRI and Non-SRI companies on a year to year basis. The direction of the difference was shown by whether the SRI ratio was higher than or lower than the Non-SRI ratio. The results of this study do not seem to support any of the CSR theories, as the study concluded that there is no significant difference between the financial performance of companies that perform CSR activities and those that do not. This means that investing in CSR activities does not have a significant effect on the financial performance of a company.
- Full Text:
- Date Issued: 2017
- Authors: Soko, Leon Lenny Kudzaishe
- Date: 2017
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/7078 , vital:21215
- Description: The purpose of this study is to investigate whether there is an association between CSR and financial performance in South African companies which are listed on the FTSE/JSE SRI Index. Specifically, whether there is a difference in financial performance of companies that perform CSR activities, and those that do not. If so, which direction does this association have? The selection process of companies used in this study will now be explained step-bystep. The JSE SRI Index results show that there were 80 successful constituents as of February 2015 (JSE, 2015). These 80 companies are listed alphabetically in Appendix A, while the top 100 companies as ranked by Turnover are linked in Appendix B. Of these 100 companies, 67 were constituents of the JSE SRI Index continuously in 2015 and are shown in Appendix C. This leaves 33 companies in the top 100 which are not listed on the JSE SRI Index. Companies that were listed on the JSE SRI Index were assumed to be ‘good’ companies as the listing requirements included the performance of numerous CSR activities such as Employee development, environmental sustainability practices and stakeholder engagement. The financial performance of these 67 companies was compared to the financial performance of the 33 companies that were not listed on the JSE SRI Index which were included in the population sample of one hundred companies. Financial performance was measured using the ratios: Return on Assets and Return on Equity. The data analysis process used in this study was as follows: 1. The ratios for each company were obtained from the iNET (BFA) database, and annual and integrated reports for the period 2011 - 2015 (Appendix D;E;F). 2. The ratios for Non-SRI and SRI companies were then compared for each of the three ratios using a T-Test. The purpose of the T-Test was to show whether there is a difference in the ratios between SRI and Non-SRI companies on a year to year basis. The direction of the difference was shown by whether the SRI ratio was higher than or lower than the Non-SRI ratio. The results of this study do not seem to support any of the CSR theories, as the study concluded that there is no significant difference between the financial performance of companies that perform CSR activities and those that do not. This means that investing in CSR activities does not have a significant effect on the financial performance of a company.
- Full Text:
- Date Issued: 2017
An investigation of turnover and retention factors of health professional staff within the Eastern Cape Department of Health
- Authors: Mrara, Msibulele Theophilus
- Date: 2010
- Subjects: Eastern Cape (South Africa) -- Department of Health Medical personnel -- South Africa -- Eastern Cape Hospitals -- Officials and employees -- Turnover -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:754 , http://hdl.handle.net/10962/d1003875
- Description: Health Professionals are critical in the provision of health services, more especially when it comes to nurses who are next to the patient most of the time. It is critically important for the Eastern Cape Department of Health to ensure that skilled health professionals such as doctors, pharmacists, nurses and the like are retained and the staff turnover regarding this category of staff is appropriately managed. The difficulty to attract and retain health professionals is negatively affecting service delivery in the Eastern Cape department of Health and leaves the department with an unacceptably high vacancy rate. This often put more of a burden on to the health professionals who remain within the organization. Some of them will end up leaving the organization. There is a great shortage of health professionals in South Africa and it becomes easier for the health professionals to get employment elsewhere, particularly in the private sector which appears to have a competitive advantage as compared to the public sector. In this study, both quantitative and qualitative methods were used to gather information through the utilization of a questionnaire and interviews were conducted mainly to confirm the results obtained. The results of the study have assisted to reflect factors that could be influencing the health professionals to leave health facilities of the Eastern Cape Department of Health. The respondents were drawn from the two areas within the Health Department, and these are, Mthatha and Port Elizabeth areas. One hundred (100) questionnaires were issued to the health professionals and sixty three responded. Documents that were received from the department were helpful in determining the turnover rate. The study has revealed that the Eastern Cape Department of Health may succeed in retaining the health professionals if they can be made to feel that their job is important. It appears that health professionals would like to be given enough opportunity to perform their functions and participate in the decision making processes of the department. Some factors may be contributing to the staff turnover and these are, lack of career opportunities to develop, challenges in the workplace, conflict with the management and colleagues. It is always important for the organizations to recognize its employees by giving them space to practice their profession and create a comfortable workplace that could have an impact in influencing the employee to remain within the organization. Employee turnover can be minimized, if employees can be exposed to a healthy workplace environment that will assist if fostering happiness, and in the process, enhance their motivation. It is imperative for the Eastern Cape Department of Health to focus on the training and development of its employees in order to increase the efficiency and competitiveness. As the employees gain the necessary skills to perform their job, productivity may improve. The performance of the employees should be properly managed, and the resultant incentives and rewards must be fairly distributed. This could promote harmony in the workplace and that could help in building relationships among employees. If employees are satisfied, there is an increased chance that they will stay within the organization and it becomes difficult for other competitors to attract them. Employees must be given adequate space to participate in the decision making processes of the organization, and by doing so, their loyalty to the organization could be increased.
- Full Text:
- Date Issued: 2010
- Authors: Mrara, Msibulele Theophilus
- Date: 2010
- Subjects: Eastern Cape (South Africa) -- Department of Health Medical personnel -- South Africa -- Eastern Cape Hospitals -- Officials and employees -- Turnover -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:754 , http://hdl.handle.net/10962/d1003875
- Description: Health Professionals are critical in the provision of health services, more especially when it comes to nurses who are next to the patient most of the time. It is critically important for the Eastern Cape Department of Health to ensure that skilled health professionals such as doctors, pharmacists, nurses and the like are retained and the staff turnover regarding this category of staff is appropriately managed. The difficulty to attract and retain health professionals is negatively affecting service delivery in the Eastern Cape department of Health and leaves the department with an unacceptably high vacancy rate. This often put more of a burden on to the health professionals who remain within the organization. Some of them will end up leaving the organization. There is a great shortage of health professionals in South Africa and it becomes easier for the health professionals to get employment elsewhere, particularly in the private sector which appears to have a competitive advantage as compared to the public sector. In this study, both quantitative and qualitative methods were used to gather information through the utilization of a questionnaire and interviews were conducted mainly to confirm the results obtained. The results of the study have assisted to reflect factors that could be influencing the health professionals to leave health facilities of the Eastern Cape Department of Health. The respondents were drawn from the two areas within the Health Department, and these are, Mthatha and Port Elizabeth areas. One hundred (100) questionnaires were issued to the health professionals and sixty three responded. Documents that were received from the department were helpful in determining the turnover rate. The study has revealed that the Eastern Cape Department of Health may succeed in retaining the health professionals if they can be made to feel that their job is important. It appears that health professionals would like to be given enough opportunity to perform their functions and participate in the decision making processes of the department. Some factors may be contributing to the staff turnover and these are, lack of career opportunities to develop, challenges in the workplace, conflict with the management and colleagues. It is always important for the organizations to recognize its employees by giving them space to practice their profession and create a comfortable workplace that could have an impact in influencing the employee to remain within the organization. Employee turnover can be minimized, if employees can be exposed to a healthy workplace environment that will assist if fostering happiness, and in the process, enhance their motivation. It is imperative for the Eastern Cape Department of Health to focus on the training and development of its employees in order to increase the efficiency and competitiveness. As the employees gain the necessary skills to perform their job, productivity may improve. The performance of the employees should be properly managed, and the resultant incentives and rewards must be fairly distributed. This could promote harmony in the workplace and that could help in building relationships among employees. If employees are satisfied, there is an increased chance that they will stay within the organization and it becomes difficult for other competitors to attract them. Employees must be given adequate space to participate in the decision making processes of the organization, and by doing so, their loyalty to the organization could be increased.
- Full Text:
- Date Issued: 2010
Analysis of corporate failures: a case study of two South African banks
- Mqomboti, Xitshembiso Pronacia
- Authors: Mqomboti, Xitshembiso Pronacia
- Date: 2023-02
- Subjects: Business failures South Africa , Corporate governance South Africa , Risk management , Operational risk , Business ethics , Bank management South Africa , Banks and banking South Africa
- Language: English
- Type: Academic theses , Master's theses , text
- Identifier: http://hdl.handle.net/10962/419151 , vital:71620
- Description: This study analysed the factors that contributed to the failure of Venda Building Society Mutual Bank (VBS) and African Bank Limited and the impact it had on their key stakeholders. The specific objectives of this study were to evaluate African Bank and VBS bank's operational risk management processes and controls, the role of ethical failures at VBS bank and African Bank; and assess how the failures affected their stakeholders. The population sample of the study included African Bank and VBS. The study adopted a qualitative research method. Existing reports from both African Bank and VBS were used to collect data. The study adopted a thematic data analysis method, which includes data coding and the development of themes. The data analysis framework was derived from a defined set of research propositions and seven (7) themes were derived from this analysis method. The failure in operational controls of both banks and ineffective risk management structures including unethical conduct by the executive management and board of VBS bank, irregular financial transactions and weakened external auditing function resulted in an unaccountable executive relationship and reckless lending decision-making. This research study will expand on the existing body of knowledge on the failures and near-failures of banks in the South African banking sector. The South African banking industry and its regulatory bodies will be better equipped to strengthen their corporate governance in risk controls to mitigate future collapses and near collapses of banks. , Thesis (MBA) -- Faculty of Commerce, Rhodes Business School, 2023
- Full Text:
- Date Issued: 2023-02
- Authors: Mqomboti, Xitshembiso Pronacia
- Date: 2023-02
- Subjects: Business failures South Africa , Corporate governance South Africa , Risk management , Operational risk , Business ethics , Bank management South Africa , Banks and banking South Africa
- Language: English
- Type: Academic theses , Master's theses , text
- Identifier: http://hdl.handle.net/10962/419151 , vital:71620
- Description: This study analysed the factors that contributed to the failure of Venda Building Society Mutual Bank (VBS) and African Bank Limited and the impact it had on their key stakeholders. The specific objectives of this study were to evaluate African Bank and VBS bank's operational risk management processes and controls, the role of ethical failures at VBS bank and African Bank; and assess how the failures affected their stakeholders. The population sample of the study included African Bank and VBS. The study adopted a qualitative research method. Existing reports from both African Bank and VBS were used to collect data. The study adopted a thematic data analysis method, which includes data coding and the development of themes. The data analysis framework was derived from a defined set of research propositions and seven (7) themes were derived from this analysis method. The failure in operational controls of both banks and ineffective risk management structures including unethical conduct by the executive management and board of VBS bank, irregular financial transactions and weakened external auditing function resulted in an unaccountable executive relationship and reckless lending decision-making. This research study will expand on the existing body of knowledge on the failures and near-failures of banks in the South African banking sector. The South African banking industry and its regulatory bodies will be better equipped to strengthen their corporate governance in risk controls to mitigate future collapses and near collapses of banks. , Thesis (MBA) -- Faculty of Commerce, Rhodes Business School, 2023
- Full Text:
- Date Issued: 2023-02
Analysis of the Corporate Social Investment motives and benefits behind the sponsors’ involvement with Parkrun South Africa
- Authors: Fordyce, Jonathan
- Date: 2017
- Subjects: Parkrun (Organization) , Parkrun (SA) , Blue Label Telecoms (Firm) , Dis-Chem (Firm) , Discovery Vitality (Firm) , Investments -- Moral and ethical aspects -- South Africa , Sports sponsorship -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/5388 , vital:20919
- Description: This study is a qualitative investigation into the area of Corporate Social Investment (CSI) of non-profit organisations (NPOs). The focus of the study is on the non-profit organisation Parkrun South Africa (Parkrun SA) and its three major sponsors, namely Blue Label Telecoms, Discovery Vitality and Dis-Chem Pharmacies. The research analyses and subsequently posits the various benefits and motivations of the sponsors’ CSI initiative with Parkrun SA. Semi-structured, one-on-one interviews were carried out with the three sponsors to establish these benefits and motivations. The interviewees were selected based on their involvement and influence in establishing and governing their organisations’ CSI initiative with Parkrun SA. The research compared the benefits and motivations, highlighted by the sponsors during the interviews, to the current body of knowledge and literature on CSI. From the interviews it became evident that the benefits and motivations, pertaining to each sponsor, are well aligned to the current literature on CSI benefits and motivations. The benefits and motivations of the three organisations were also deemed very similar. Upon evaluation of the research, it became evident that the most essential motivator for all three sponsoring organisations is commercial. Key to all the sponsoring organisations involvement with Parkrun SA, is the potential return on investment through the various commercial aspects of being associated with such an initiative. Branding was the biggest benefit named by all three sponsoring organisations, however, creating a healthy society emerged as a major benefit too. It can be argued that health has become a major benefit for the sponsors because of the success and exponential growth of Parkrun SA. This growth has captured a large audience and in so doing, created major health benefits for the vast array of participants. Finally, through the data collection and analysis it became clear that the sponsors all view their CSI initiative with Parkrun SA as a major success. It is however, recommended that Parkrun SA start to grow their organisation to match the sustained growth seen in the country. There is a need to expand the organisation in terms of employees and transparent corporate reporting to deal with this growth and keep the sponsors satisfied while also keeping additional sponsors fascinated.
- Full Text:
- Date Issued: 2017
- Authors: Fordyce, Jonathan
- Date: 2017
- Subjects: Parkrun (Organization) , Parkrun (SA) , Blue Label Telecoms (Firm) , Dis-Chem (Firm) , Discovery Vitality (Firm) , Investments -- Moral and ethical aspects -- South Africa , Sports sponsorship -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/5388 , vital:20919
- Description: This study is a qualitative investigation into the area of Corporate Social Investment (CSI) of non-profit organisations (NPOs). The focus of the study is on the non-profit organisation Parkrun South Africa (Parkrun SA) and its three major sponsors, namely Blue Label Telecoms, Discovery Vitality and Dis-Chem Pharmacies. The research analyses and subsequently posits the various benefits and motivations of the sponsors’ CSI initiative with Parkrun SA. Semi-structured, one-on-one interviews were carried out with the three sponsors to establish these benefits and motivations. The interviewees were selected based on their involvement and influence in establishing and governing their organisations’ CSI initiative with Parkrun SA. The research compared the benefits and motivations, highlighted by the sponsors during the interviews, to the current body of knowledge and literature on CSI. From the interviews it became evident that the benefits and motivations, pertaining to each sponsor, are well aligned to the current literature on CSI benefits and motivations. The benefits and motivations of the three organisations were also deemed very similar. Upon evaluation of the research, it became evident that the most essential motivator for all three sponsoring organisations is commercial. Key to all the sponsoring organisations involvement with Parkrun SA, is the potential return on investment through the various commercial aspects of being associated with such an initiative. Branding was the biggest benefit named by all three sponsoring organisations, however, creating a healthy society emerged as a major benefit too. It can be argued that health has become a major benefit for the sponsors because of the success and exponential growth of Parkrun SA. This growth has captured a large audience and in so doing, created major health benefits for the vast array of participants. Finally, through the data collection and analysis it became clear that the sponsors all view their CSI initiative with Parkrun SA as a major success. It is however, recommended that Parkrun SA start to grow their organisation to match the sustained growth seen in the country. There is a need to expand the organisation in terms of employees and transparent corporate reporting to deal with this growth and keep the sponsors satisfied while also keeping additional sponsors fascinated.
- Full Text:
- Date Issued: 2017
Analysis of the implementation of corporate level strategy in a South Afircan furniture retailer
- Authors: Nkatsha, Thembinkosi Sydney
- Date: 2013
- Subjects: Reengineering (Management) , Consolidation and merger of corporations -- South Africa -- Case studies , Organizational change -- Management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:856 , http://hdl.handle.net/10962/d1018272
- Description: [Integrative Summary] This study is situated in the complex field of change management, and strategy execution. The study focuses on the corporate level restructuring of Ellerine Holdings Limited (EHL), subsequent to its acquisition by the micro lending financial institution African Bank Investments Limited (ABIL). The interest of the researcher was aroused by the uniqueness of the relationship. This was the first of its kind in a South African context, where a banker owned a furniture retailer. The restructuring was undertaken shortly after the acquisition. This research paper adopted a case study approach, in describing the restructuring initiative that took place in EHL, focusing on the period between January 2008 and the end of 2010/ 11 financial year on the 30th of September 2011. The case captures the significant phases of the restructuring including a background of (1) the protagonist, Toni Fourie (Chief Executive Officer), (2) EHL as the researched company, (3) the industry it operates in, and (4) the case content. Brief teaching notes have been provided to explain the teaching value of the case and to assist with its delivery in the classroom. Attention is drawn to a presentation by the protagonist in November 2011, named 'A CEO Insight' where he gave an overview and insights of the road travelled in restructuring Ellerine Holdings Limited, and more importantly highlights the following about the purpose and nature of the restructuring of the organisation. • A plan to change the way the industry works. • The creation of a profitable, stand-alone retail business through: o The sale of two companies, the closure of two companies and consolidating from thirteen to six brands. o Separating financial services from retail. o Moving the financial services component to African Bank, also a subsidiary of ABIL. o Redesigning the credit model. o Completion of twelve system changes. • Over R600million reduction in cost • A place where people want to work. The restructuring outlined above represents a major shake-up in many aspects of the corporation. The main challenge for Toni Fourie and his team was: how best could they restructure EHL to extract synergies between their two subsidiaries Ellerine Holdings Limited & African Bank to increase shareholders ' value at Group level. The case seeks to describe this in detail. The overarching strategy underpinning the restructuring of the researched corporation is premised on the price volume elasticity equation, by reducing the cost of credit, thereby driving pricing down within the brands, and facilitating more people having access to affordable credit. The case study of the restructuring is presented in Section 1. A review of relevant literature on strategy implementation is presented in Section 2, focusing on restructuring. Successful implementation of strategies only takes place with structures that are developed by organisations to support the achievement of their strategic objectives. Organisational architecture and design have a critical role to play in the execution of organisational strategies. Nadler and Tushman (1978) emphasise the importance of congruence in the organisational design, for the organization to not only deliver superior results but to sustain them over a period of time. Research by Okumus (2005) seems to tell us that the lack of credible framework to implement strategy, has contributed the high failure rate of strategy initiatives. Although this is a strategy implementation case, it also touches on aspects of leadership - mainly the architectural role - and the role, or influence of strategic leadership, in restructuring the corporation. The results of this research paper were achieved by following a specific research methodology. The aim of the research was to analyse the restructuring of the researched company at corporate level, having the following objectives in mind; • Understanding the strategy. • Analysing the design decisions in the light of the strategy chosen by the top management of Ellerine Holdings Limited. • Analysing what monitoring and control measures had been designed to facilitate the corporate restructuring. Data was collected through documentation of the corporation that was made available to the researcher on request, as well as those that are in the public domain, and an interview with the CEO of the researched company. The interview was conducted after analysing the documentation (Hakim, 2000). The Methodology is detailed in Section 3. The researcher hopes that the case study will contribute to learning about business leadership and strategic management. The case should develop an understanding of the complexities related to strategy execution at corporate level, particularly the restructuring aspect of it.
- Full Text:
- Date Issued: 2013
- Authors: Nkatsha, Thembinkosi Sydney
- Date: 2013
- Subjects: Reengineering (Management) , Consolidation and merger of corporations -- South Africa -- Case studies , Organizational change -- Management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:856 , http://hdl.handle.net/10962/d1018272
- Description: [Integrative Summary] This study is situated in the complex field of change management, and strategy execution. The study focuses on the corporate level restructuring of Ellerine Holdings Limited (EHL), subsequent to its acquisition by the micro lending financial institution African Bank Investments Limited (ABIL). The interest of the researcher was aroused by the uniqueness of the relationship. This was the first of its kind in a South African context, where a banker owned a furniture retailer. The restructuring was undertaken shortly after the acquisition. This research paper adopted a case study approach, in describing the restructuring initiative that took place in EHL, focusing on the period between January 2008 and the end of 2010/ 11 financial year on the 30th of September 2011. The case captures the significant phases of the restructuring including a background of (1) the protagonist, Toni Fourie (Chief Executive Officer), (2) EHL as the researched company, (3) the industry it operates in, and (4) the case content. Brief teaching notes have been provided to explain the teaching value of the case and to assist with its delivery in the classroom. Attention is drawn to a presentation by the protagonist in November 2011, named 'A CEO Insight' where he gave an overview and insights of the road travelled in restructuring Ellerine Holdings Limited, and more importantly highlights the following about the purpose and nature of the restructuring of the organisation. • A plan to change the way the industry works. • The creation of a profitable, stand-alone retail business through: o The sale of two companies, the closure of two companies and consolidating from thirteen to six brands. o Separating financial services from retail. o Moving the financial services component to African Bank, also a subsidiary of ABIL. o Redesigning the credit model. o Completion of twelve system changes. • Over R600million reduction in cost • A place where people want to work. The restructuring outlined above represents a major shake-up in many aspects of the corporation. The main challenge for Toni Fourie and his team was: how best could they restructure EHL to extract synergies between their two subsidiaries Ellerine Holdings Limited & African Bank to increase shareholders ' value at Group level. The case seeks to describe this in detail. The overarching strategy underpinning the restructuring of the researched corporation is premised on the price volume elasticity equation, by reducing the cost of credit, thereby driving pricing down within the brands, and facilitating more people having access to affordable credit. The case study of the restructuring is presented in Section 1. A review of relevant literature on strategy implementation is presented in Section 2, focusing on restructuring. Successful implementation of strategies only takes place with structures that are developed by organisations to support the achievement of their strategic objectives. Organisational architecture and design have a critical role to play in the execution of organisational strategies. Nadler and Tushman (1978) emphasise the importance of congruence in the organisational design, for the organization to not only deliver superior results but to sustain them over a period of time. Research by Okumus (2005) seems to tell us that the lack of credible framework to implement strategy, has contributed the high failure rate of strategy initiatives. Although this is a strategy implementation case, it also touches on aspects of leadership - mainly the architectural role - and the role, or influence of strategic leadership, in restructuring the corporation. The results of this research paper were achieved by following a specific research methodology. The aim of the research was to analyse the restructuring of the researched company at corporate level, having the following objectives in mind; • Understanding the strategy. • Analysing the design decisions in the light of the strategy chosen by the top management of Ellerine Holdings Limited. • Analysing what monitoring and control measures had been designed to facilitate the corporate restructuring. Data was collected through documentation of the corporation that was made available to the researcher on request, as well as those that are in the public domain, and an interview with the CEO of the researched company. The interview was conducted after analysing the documentation (Hakim, 2000). The Methodology is detailed in Section 3. The researcher hopes that the case study will contribute to learning about business leadership and strategic management. The case should develop an understanding of the complexities related to strategy execution at corporate level, particularly the restructuring aspect of it.
- Full Text:
- Date Issued: 2013
Assessing the organisational maturity level of Rhodes Music Radio with the introduction of social media
- Authors: Gavaza, Mudiwa Artwell
- Date: 2017
- Subjects: Rhodes Music Radio , Rhodes Music Radio -- Marketing , Rhodes Music Radio -- Management , Community radio -- South Africa -- Makhanda , Social media -- Marketing -- South Africa -- Makhanda
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/6269 , vital:21076
- Description: This research seeks to evaluate the organisational maturity of Rhodes Music Radio as it relates to its use of social media. The research takes place within the context of Rhodes Music Radio (RMR) which is a community radio station operating in Grahamstown, South Africa. The station serves the Grahamstown community as a whole, with core listenership coming from the Rhodes University population. RMR has its base on the Rhodes University campus. The contribution of this study is the development of a Social Media Maturity Model which was used to assess the organisational maturity of Rhodes Music Radio with respect to its use of social media. As with other media organisations around the world, social media has become a major factor within the normal operations and functions of RMR. There is much research that has been done about the use of social media as a tool for marketing and branding in business. This tends to be the typical focus of research efforts. Though RMR makes use of social media as a marketing tool, media organisations have gone beyond this one dimensional approach in using social media. Social networking online has become a source of news and trends for organisations within the media space. For an organisation like RMR, social media is used in some way by departments such as Communication, Marketing and Branding, Production, Programming, Music, Technical; together with the presenters and producers who are hosting shows on a daily basis. Bearing the above in mind, this study aims to assess the level of maturity that RMR has as an organisation with use of social media. The goal is to find out how integrated and what systems the station has as a whole to make effective use of social media across the various departments which then helps to make a judgement on the station as a whole. This research has its literature base in the knowledge area of change management and operational excellence. Organisational maturity exists within the broad knowledge area of change management. It provides the theoretical basis upon which to gauge the maturity of RMR in relation to its social media use. Operational excellence provides a basis upon which to judge the quality of RMR’s product which speaks to how well integrated and effective the station is with its use of social media. The method of research was an evaluation that used 2 types of data, making use of both document analysis and interviews as sources of information. This information is then analysed using the Social Media Maturity Model developed specifically for this research from similar organisational maturity models used in other industries such as general management and supply chain management. This model assesses the maturity of the station by first assessing the maturity of the various departments that make up the operations of RMR and then comes up with an aggregate maturity level for the whole organisation. The conclusion of this study is that Rhodes Music Radio is quite mature in terms of its social media use but not yet fully networked. According to the model, the station is described as having a “Community” or “Linked” social media use. On the model, this is Stage 3 out of 5 in terms of maturity. Recommendations given to RMR to further increase this maturity level are for staff members more involved in the social media of the station by following the various RMR accounts and engaging with listeners and other staff members on these platforms. RMR staff need to be trained on the importance of social media and how to use it. The station needs to find a way to convert its social media following into listeners of its broadcast programming. Finally, the station needs to finalise and endorse its Social Media Policy.
- Full Text:
- Date Issued: 2017
- Authors: Gavaza, Mudiwa Artwell
- Date: 2017
- Subjects: Rhodes Music Radio , Rhodes Music Radio -- Marketing , Rhodes Music Radio -- Management , Community radio -- South Africa -- Makhanda , Social media -- Marketing -- South Africa -- Makhanda
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/6269 , vital:21076
- Description: This research seeks to evaluate the organisational maturity of Rhodes Music Radio as it relates to its use of social media. The research takes place within the context of Rhodes Music Radio (RMR) which is a community radio station operating in Grahamstown, South Africa. The station serves the Grahamstown community as a whole, with core listenership coming from the Rhodes University population. RMR has its base on the Rhodes University campus. The contribution of this study is the development of a Social Media Maturity Model which was used to assess the organisational maturity of Rhodes Music Radio with respect to its use of social media. As with other media organisations around the world, social media has become a major factor within the normal operations and functions of RMR. There is much research that has been done about the use of social media as a tool for marketing and branding in business. This tends to be the typical focus of research efforts. Though RMR makes use of social media as a marketing tool, media organisations have gone beyond this one dimensional approach in using social media. Social networking online has become a source of news and trends for organisations within the media space. For an organisation like RMR, social media is used in some way by departments such as Communication, Marketing and Branding, Production, Programming, Music, Technical; together with the presenters and producers who are hosting shows on a daily basis. Bearing the above in mind, this study aims to assess the level of maturity that RMR has as an organisation with use of social media. The goal is to find out how integrated and what systems the station has as a whole to make effective use of social media across the various departments which then helps to make a judgement on the station as a whole. This research has its literature base in the knowledge area of change management and operational excellence. Organisational maturity exists within the broad knowledge area of change management. It provides the theoretical basis upon which to gauge the maturity of RMR in relation to its social media use. Operational excellence provides a basis upon which to judge the quality of RMR’s product which speaks to how well integrated and effective the station is with its use of social media. The method of research was an evaluation that used 2 types of data, making use of both document analysis and interviews as sources of information. This information is then analysed using the Social Media Maturity Model developed specifically for this research from similar organisational maturity models used in other industries such as general management and supply chain management. This model assesses the maturity of the station by first assessing the maturity of the various departments that make up the operations of RMR and then comes up with an aggregate maturity level for the whole organisation. The conclusion of this study is that Rhodes Music Radio is quite mature in terms of its social media use but not yet fully networked. According to the model, the station is described as having a “Community” or “Linked” social media use. On the model, this is Stage 3 out of 5 in terms of maturity. Recommendations given to RMR to further increase this maturity level are for staff members more involved in the social media of the station by following the various RMR accounts and engaging with listeners and other staff members on these platforms. RMR staff need to be trained on the importance of social media and how to use it. The station needs to find a way to convert its social media following into listeners of its broadcast programming. Finally, the station needs to finalise and endorse its Social Media Policy.
- Full Text:
- Date Issued: 2017
Assessing the performance of the ‘Aquaculture Operation Phakisa Strategy’ implementation from a stakeholder perspective
- Authors: Halley, Keagan Desmond
- Date: 2019
- Subjects: Marine resources -- Government policy -- South Africa , Fishery management -- South Africa , Aquaculture -- South Africa , Aquaculture industry -- South Africa , Operation Phakisa (South Africa)
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/93867 , vital:30964
- Description: The global demand in aquatic products has seen a number of fisheries depleted worldwide through increase fishing pressure and over exploitation. South Africa in itself has 52 fisheries that are being exploited, of which 48% of these fisheries are of concern, either depleted or heavily depleted. Countries around world have now taken on the responsibility to reduce the reliance on capture fisheries and move towards a more sustainable form of ensuring fish supply. A stabilisation of fisheries stock worldwide has seen the rise of aquaculture as alternative activity that would contribute to reducing pressure on the global fisheries stocks while feeding the demand for fish protein. Aquaculture has since almost equaled the capture based fish supply, contributing to 44.1% of the world’s total fisheries products in 2014 (FAO, 2016). Over the last few years the South African government has focused on developing the aquaculture sector through the development of strategies and policies. The most recent strategy launched in 2014 was Operation Phakisa: Unlocking the Economic Potential of South Africa’s Oceans. The approach of Operation Phakisa looked at accelerating the delivery of government development priorities pertaining to the oceans economy, through development of plans and collaboration of delivery through all stakeholders (public and private stakeholders). Operation Phakisa methodology included bringing key stakeholders within academia, private and public sector, as well as civil society organisations to work together and develop strategies with clear targets that would drive the growth of their specific sectors. The year 2017 marked the midway point of the five year strategy implementation time frame, and an opportunity to assess the performance of the strategy implementation. In order to assess performance of the strategy implementation, the strategy implementation framework developed by Okumus (2003) was identified. Okumus (2003) identifies 11 implementation factors and categorizes these into four categories in the strategy implementation process, based on their role and characteristics, namely: Strategic Content (development of strategy), Strategic Context (internal and external context), Operational Process (operational planning, resource allocation, people, communication, and control) and Outcome (results of implementations process) (Okumus, 2003). The research involved the reviewing of documentation based on the strategy implementation as well as facilitated semi-structure interviews with two stakeholder groups. This was to gain an understanding from the stakeholders’ perspective, on whether the Aquaculture Operation Phakisa Strategy (AOPS) is implemented according to Okumus (2003) Strategy Implementation Framework. Two stakeholder groups were interviewed, namely the officials implementing the strategy, and the aquaculture farmers being affected by the strategy implementation. The research found that eight of out of 11 factors from Okumus (2003) Strategy Implementation Framework were identified as being gaps within the implementation of the AOPS. These gaps were identified across all four main categories for strategy implementation (Strategic content, strategic context, operational process and outcomes). They included; strategy development, organisation structure, organisational culture, leadership, resource allocation, people, communication and outcomes. Furthermore, the researcher found that the perception from the officials differed to that of the aquaculture farmers, with the officials observing a more negative perception towards factors pertaining to organisational structure, organisational culture, leadership, resources allocated, people, communication and outcomes. This negative perception was experience towards the DAFF, Branch Fisheries Management as a whole, rather than within the officials own Chief Directorate (CD:AED), responsible for implementing the strategy. The research assisted with understanding the challenges affecting the implementation of the AOPS as well as unpacked strategy implementation in literature. This aided with developing recommendation to assist with enhancing strategy implementation performance of the AOPS. The following recommendation were provided: Change management within DAFF, Branch Fisheries Management; Identify responsible structures and personnel in DAFF, Branch Fisheries Management; Developing communication platforms within DAFF, Branch Fisheries Management; Review of outcomes of AOPS; and Ensure commitment from all at DAFF, Branch Fisheries Management (leadership). The research paper presents a simple method of assessing the strategy implementation process through the use of a strategy implementation framework.
- Full Text:
- Date Issued: 2019
- Authors: Halley, Keagan Desmond
- Date: 2019
- Subjects: Marine resources -- Government policy -- South Africa , Fishery management -- South Africa , Aquaculture -- South Africa , Aquaculture industry -- South Africa , Operation Phakisa (South Africa)
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/93867 , vital:30964
- Description: The global demand in aquatic products has seen a number of fisheries depleted worldwide through increase fishing pressure and over exploitation. South Africa in itself has 52 fisheries that are being exploited, of which 48% of these fisheries are of concern, either depleted or heavily depleted. Countries around world have now taken on the responsibility to reduce the reliance on capture fisheries and move towards a more sustainable form of ensuring fish supply. A stabilisation of fisheries stock worldwide has seen the rise of aquaculture as alternative activity that would contribute to reducing pressure on the global fisheries stocks while feeding the demand for fish protein. Aquaculture has since almost equaled the capture based fish supply, contributing to 44.1% of the world’s total fisheries products in 2014 (FAO, 2016). Over the last few years the South African government has focused on developing the aquaculture sector through the development of strategies and policies. The most recent strategy launched in 2014 was Operation Phakisa: Unlocking the Economic Potential of South Africa’s Oceans. The approach of Operation Phakisa looked at accelerating the delivery of government development priorities pertaining to the oceans economy, through development of plans and collaboration of delivery through all stakeholders (public and private stakeholders). Operation Phakisa methodology included bringing key stakeholders within academia, private and public sector, as well as civil society organisations to work together and develop strategies with clear targets that would drive the growth of their specific sectors. The year 2017 marked the midway point of the five year strategy implementation time frame, and an opportunity to assess the performance of the strategy implementation. In order to assess performance of the strategy implementation, the strategy implementation framework developed by Okumus (2003) was identified. Okumus (2003) identifies 11 implementation factors and categorizes these into four categories in the strategy implementation process, based on their role and characteristics, namely: Strategic Content (development of strategy), Strategic Context (internal and external context), Operational Process (operational planning, resource allocation, people, communication, and control) and Outcome (results of implementations process) (Okumus, 2003). The research involved the reviewing of documentation based on the strategy implementation as well as facilitated semi-structure interviews with two stakeholder groups. This was to gain an understanding from the stakeholders’ perspective, on whether the Aquaculture Operation Phakisa Strategy (AOPS) is implemented according to Okumus (2003) Strategy Implementation Framework. Two stakeholder groups were interviewed, namely the officials implementing the strategy, and the aquaculture farmers being affected by the strategy implementation. The research found that eight of out of 11 factors from Okumus (2003) Strategy Implementation Framework were identified as being gaps within the implementation of the AOPS. These gaps were identified across all four main categories for strategy implementation (Strategic content, strategic context, operational process and outcomes). They included; strategy development, organisation structure, organisational culture, leadership, resource allocation, people, communication and outcomes. Furthermore, the researcher found that the perception from the officials differed to that of the aquaculture farmers, with the officials observing a more negative perception towards factors pertaining to organisational structure, organisational culture, leadership, resources allocated, people, communication and outcomes. This negative perception was experience towards the DAFF, Branch Fisheries Management as a whole, rather than within the officials own Chief Directorate (CD:AED), responsible for implementing the strategy. The research assisted with understanding the challenges affecting the implementation of the AOPS as well as unpacked strategy implementation in literature. This aided with developing recommendation to assist with enhancing strategy implementation performance of the AOPS. The following recommendation were provided: Change management within DAFF, Branch Fisheries Management; Identify responsible structures and personnel in DAFF, Branch Fisheries Management; Developing communication platforms within DAFF, Branch Fisheries Management; Review of outcomes of AOPS; and Ensure commitment from all at DAFF, Branch Fisheries Management (leadership). The research paper presents a simple method of assessing the strategy implementation process through the use of a strategy implementation framework.
- Full Text:
- Date Issued: 2019
Barriers and drivers to the implementation of renewable energy technologies in South Africa’s aquaculture industry
- Authors: Van Wyk, Nicholas Kelly
- Date: 2018
- Subjects: Renewable energy sources South Africa , Aquaculture Environmental aspects South Africa , Sustainable aquaculture Economic aspects South Africa , Renewable energy sources Economic aspects South Africa , Renewable energy sources Environmental aspects South Africa
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/61969 , vital:28090
- Description: South Africa is plagued by socio-economic issues of poverty, inequality and high rates of unemployment. The government of South Africa has as such launched an ambitious plan known as operation PHAKISA which will complement the National Development Plan in addressing the countries aforementioned shortcomings. In the operations first phase, the focus is on growing South Africa’s ocean economy. Within the ocean economy, the growth of aquaculture has been identified as an industry with the potential to create jobs and aid in economic growth of South Africa. Aquaculture, the farming of any aquatic organisms, has been the fastest growing food production sector for the past 50 years. While natural capture fisheries have stagnated in production capacity, aquaculture has grown exponentially in order to feed a global population which is fast approaching nine billion people. However, South Africa’s aquaculture production lags significantly behind other third world countries. The sustainability of aquaculture has frequently been called into question due to the possibility of various detrimental environmental effects it may cause. To further complicate the matter, Climate Change is today an overarching threat to life as we know it, and must be taken into account if we plan to keep growing our populations and economies. As such, if South Africa wants to grow its aquaculture sector, it must be done so in a sustainable manner. This research thus sought to investigate one aspect which may increase the sustainability of aquaculture in South Africa, that being the implementation of renewable energy in the sector. Renewable energy has been identified by the United Nations Intergovernmental Panel on Climate Change as key to mitigating the effects of climate change. In order to aid Renewable Energy (RE) implementation in South Africa’s aquaculture sector, this research aimed to identify the barriers and the drivers to implementing renewable energy within aquaculture. To do this, a literature review was conducted to identify possible barriers and drivers to renewable energy implementation. These were then drafted into an online questionnaire and sent via Email to all the aquaculture organisations in South Africa that could be contacted (n = 195). Respondents were asked to rank the proposed barriers and drivers to renewable energy according to their perceived importance on a Likert Scale. A total of 18 responses could be analysed with descriptive statistics. Further, three structured interviews were conducted with members of South African aquaculture organisations who had implemented some form of Renewable Energy Technology (RET). These interviews provided in-depth insights into the importance of the various proposed barriers and drivers. The results revealed the most important barriers to RE implementation were: High Initial investments, Utility monopoly of production, Lack of RE experts on a governmental level, Lack of incentives/subsidies from government, Lack of legal framework for Independent Power Producers and Power Purchase Agreements, and Diseconomy of scale respectively. The most important drivers to RE implementation were ranked as: Long term cost benefits, Reduction in cost of RETs, Innovation / advancement of RETS, Incentives or subsidies to implement renewable energy, Adequate legal framework and legislation for Power Purchase Agreement and Preference for environmentally-friendly electricity generation. Importantly, it was found that barriers and drivers are dependent on the type of RE being implemented. A Photo Voltaic (Solar Power) system will not necessarily experience the same barriers or drivers that a Wave Energy Converter system would. In order to drive investment in RE and remove the barriers that may be preventing its implementation in aquaculture, policy will have to be adapted. Particularly in terms of legislation around Power Purchase Agreements. Further, by providing subsidies for RE implementation, it is possible to sustainably grow South Africa’s aquaculture industry.
- Full Text:
- Date Issued: 2018
- Authors: Van Wyk, Nicholas Kelly
- Date: 2018
- Subjects: Renewable energy sources South Africa , Aquaculture Environmental aspects South Africa , Sustainable aquaculture Economic aspects South Africa , Renewable energy sources Economic aspects South Africa , Renewable energy sources Environmental aspects South Africa
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/61969 , vital:28090
- Description: South Africa is plagued by socio-economic issues of poverty, inequality and high rates of unemployment. The government of South Africa has as such launched an ambitious plan known as operation PHAKISA which will complement the National Development Plan in addressing the countries aforementioned shortcomings. In the operations first phase, the focus is on growing South Africa’s ocean economy. Within the ocean economy, the growth of aquaculture has been identified as an industry with the potential to create jobs and aid in economic growth of South Africa. Aquaculture, the farming of any aquatic organisms, has been the fastest growing food production sector for the past 50 years. While natural capture fisheries have stagnated in production capacity, aquaculture has grown exponentially in order to feed a global population which is fast approaching nine billion people. However, South Africa’s aquaculture production lags significantly behind other third world countries. The sustainability of aquaculture has frequently been called into question due to the possibility of various detrimental environmental effects it may cause. To further complicate the matter, Climate Change is today an overarching threat to life as we know it, and must be taken into account if we plan to keep growing our populations and economies. As such, if South Africa wants to grow its aquaculture sector, it must be done so in a sustainable manner. This research thus sought to investigate one aspect which may increase the sustainability of aquaculture in South Africa, that being the implementation of renewable energy in the sector. Renewable energy has been identified by the United Nations Intergovernmental Panel on Climate Change as key to mitigating the effects of climate change. In order to aid Renewable Energy (RE) implementation in South Africa’s aquaculture sector, this research aimed to identify the barriers and the drivers to implementing renewable energy within aquaculture. To do this, a literature review was conducted to identify possible barriers and drivers to renewable energy implementation. These were then drafted into an online questionnaire and sent via Email to all the aquaculture organisations in South Africa that could be contacted (n = 195). Respondents were asked to rank the proposed barriers and drivers to renewable energy according to their perceived importance on a Likert Scale. A total of 18 responses could be analysed with descriptive statistics. Further, three structured interviews were conducted with members of South African aquaculture organisations who had implemented some form of Renewable Energy Technology (RET). These interviews provided in-depth insights into the importance of the various proposed barriers and drivers. The results revealed the most important barriers to RE implementation were: High Initial investments, Utility monopoly of production, Lack of RE experts on a governmental level, Lack of incentives/subsidies from government, Lack of legal framework for Independent Power Producers and Power Purchase Agreements, and Diseconomy of scale respectively. The most important drivers to RE implementation were ranked as: Long term cost benefits, Reduction in cost of RETs, Innovation / advancement of RETS, Incentives or subsidies to implement renewable energy, Adequate legal framework and legislation for Power Purchase Agreement and Preference for environmentally-friendly electricity generation. Importantly, it was found that barriers and drivers are dependent on the type of RE being implemented. A Photo Voltaic (Solar Power) system will not necessarily experience the same barriers or drivers that a Wave Energy Converter system would. In order to drive investment in RE and remove the barriers that may be preventing its implementation in aquaculture, policy will have to be adapted. Particularly in terms of legislation around Power Purchase Agreements. Further, by providing subsidies for RE implementation, it is possible to sustainably grow South Africa’s aquaculture industry.
- Full Text:
- Date Issued: 2018
Barriers to public participation in developmental projects : a Nigerian community perspective (case study of the Gbaran-Ubie oil and gas project)
- Authors: Akoh, Emmanuel Inalegwu
- Date: 2013
- Subjects: Gbaran-Ubie oil and gas project -- Public opinion Community development -- Nigeria Economic development -- Nigeria -- Environmental aspects
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:715 , http://hdl.handle.net/10962/d1001869
- Description: This research paper is broken up into three sections, namely an evaluation report, a literature review and research methodology. The evaluation report section is the assessment of the current state of change readiness within the Eskom Contact Centre’s based upon what the literature on change readiness prescribes. The timing of the change readiness assessment is just prior to significant organisational change. The organisational change that was about to be initiated by the organisation was initiated from the boardroom of the most senior echelons of the organisation, and was directed in a top down approach, being a strategic organisational change. The change is deemed to be critical to the organisation being able to meet its long term strategic and sustainability objectives. A critical examination of the literature explored the meaning of change readiness, the importance of it and explained the consequences for organisations that commit to transformational agendas without being ready. Key concepts such as such resistance to change and organisational inertia are described and differentiated from change readiness. The ADKAR change model and its change readiness assessment instrument were used due to the organisations preference for the model. The ADKAR model formed the framework for the analyses of the data, the discussion of the results and the recommendations to the organisation. The research conducted was quantitative in nature; a questionnaire was distributed to the employees of the seven Eskom Contact centre sites around the country through an email. A slightly modified version of the ADKAR change readiness questionnaire was sent via email with an on-line questionnaire link on it; and questions on individual readiness for change were used to assess the level of readiness of the employees. Most of the descriptive and inferential statistics were analysed with the use of Excel (version, 2010), with Factor Analysis being done in Statistica. The results of the research showed that: [iii] - The factors as proposed by the ADKAR change readiness assessment questionnaire (i.e. Awareness, Desire, Knowledge, Ability and Reinforcement) are not different enough to be considered as independent factors for this data set. Based on factor analysis, the factors were subsequently amended from five to three, namely Readiness, Opportunity Realisation and Uncertainty. - The Contact Centre employees were somewhat ready for change. - The Contact Centres needed to focus on all amended ADKAR factors in order to improve the readiness of the department. - The readiness levels in response to the roll out were more or less uniform. The study shows that given Eskom’s preference for the ADKAR model, future research within Eskom should therefore be conducted more circumspectly with respect to ascertaining the validity of the ADKAR factors. The study also makes mention that future work and/or research will need to be conducted, specifically on the readiness of the organisation itself, in order to improve the probability of transformational success. The ADKAR assessment is a people focused assessment and therefore focuses only on the readiness of the individual. Factors such as the adequacy of the current state of resources within the organisation, which incorporate aspects such as infrastructure, technology and staffing, will also need to be assessed to make a more holistic statement of change readiness. A concise review of the literature is incorporated into the Evaluation Report of Section 1 to underpin the study. In Section 2 a more extensive review of the literature is presented. Similarly, the design of the research is discussed in more detail in Section 3 to both describe and justify the appropriateness of the research methodology, and to give a detailed account of the way in which the research was carried out.
- Full Text:
- Date Issued: 2013
- Authors: Akoh, Emmanuel Inalegwu
- Date: 2013
- Subjects: Gbaran-Ubie oil and gas project -- Public opinion Community development -- Nigeria Economic development -- Nigeria -- Environmental aspects
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:715 , http://hdl.handle.net/10962/d1001869
- Description: This research paper is broken up into three sections, namely an evaluation report, a literature review and research methodology. The evaluation report section is the assessment of the current state of change readiness within the Eskom Contact Centre’s based upon what the literature on change readiness prescribes. The timing of the change readiness assessment is just prior to significant organisational change. The organisational change that was about to be initiated by the organisation was initiated from the boardroom of the most senior echelons of the organisation, and was directed in a top down approach, being a strategic organisational change. The change is deemed to be critical to the organisation being able to meet its long term strategic and sustainability objectives. A critical examination of the literature explored the meaning of change readiness, the importance of it and explained the consequences for organisations that commit to transformational agendas without being ready. Key concepts such as such resistance to change and organisational inertia are described and differentiated from change readiness. The ADKAR change model and its change readiness assessment instrument were used due to the organisations preference for the model. The ADKAR model formed the framework for the analyses of the data, the discussion of the results and the recommendations to the organisation. The research conducted was quantitative in nature; a questionnaire was distributed to the employees of the seven Eskom Contact centre sites around the country through an email. A slightly modified version of the ADKAR change readiness questionnaire was sent via email with an on-line questionnaire link on it; and questions on individual readiness for change were used to assess the level of readiness of the employees. Most of the descriptive and inferential statistics were analysed with the use of Excel (version, 2010), with Factor Analysis being done in Statistica. The results of the research showed that: [iii] - The factors as proposed by the ADKAR change readiness assessment questionnaire (i.e. Awareness, Desire, Knowledge, Ability and Reinforcement) are not different enough to be considered as independent factors for this data set. Based on factor analysis, the factors were subsequently amended from five to three, namely Readiness, Opportunity Realisation and Uncertainty. - The Contact Centre employees were somewhat ready for change. - The Contact Centres needed to focus on all amended ADKAR factors in order to improve the readiness of the department. - The readiness levels in response to the roll out were more or less uniform. The study shows that given Eskom’s preference for the ADKAR model, future research within Eskom should therefore be conducted more circumspectly with respect to ascertaining the validity of the ADKAR factors. The study also makes mention that future work and/or research will need to be conducted, specifically on the readiness of the organisation itself, in order to improve the probability of transformational success. The ADKAR assessment is a people focused assessment and therefore focuses only on the readiness of the individual. Factors such as the adequacy of the current state of resources within the organisation, which incorporate aspects such as infrastructure, technology and staffing, will also need to be assessed to make a more holistic statement of change readiness. A concise review of the literature is incorporated into the Evaluation Report of Section 1 to underpin the study. In Section 2 a more extensive review of the literature is presented. Similarly, the design of the research is discussed in more detail in Section 3 to both describe and justify the appropriateness of the research methodology, and to give a detailed account of the way in which the research was carried out.
- Full Text:
- Date Issued: 2013
Broadening the tax base: a case for the informal real estate sector in Zambia
- Authors: Siame, Chilengwe George
- Date: 2010
- Subjects: Real property and taxation -- Zambia Tax administration and procedure -- Zambia Rental housing -- Taxation -- Law and legislation -- Zambia Informal sector (Economics) -- Taxation -- Law and legislation -- Zambia
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:732 , http://hdl.handle.net/10962/d1003852
- Description: The main objective of the study was to analyze the potential tax collection from the informal rental housing market in Zambia, using household level rental housing data collected for the Lusaka Urban District by the Central Statistical Office (CSO) as a basis for computation and extrapolation to the national level. This data was used to analyze household monthly expenditure on housing (rent), the total number of households in rented accommodation, and the tax regime applicable on rental income, to estimate the potential tax revenue that could be realized from this emerging sector. The estimates indicate that about K9.7 billion revenue could be collected on income from rental housing in Lusaka Urban District alone and a total of K83 billion nationally per annum. This represents about 0.4 percent of the country’s GDP in 2007. Compliance needs to be improved and legislation revised to ensure that the landlords are compelled to remit tax to the Zambia Revenue Authority. The current legislation makes enforcement and compliance difficult as it places the statutory tax burden on tenants, who are very mobile. It is, therefore, recommended that the landlord is made responsible for the payment of taxes due on rental income and that any compliance requirements be enforced against the real estate/property that is generating the income. This study also examines the performance of the presumptive taxation regime in Zambia The study uses data from the Zambia Revenue Authority on revenue collection from presumptive taxes which were introduced to capture income from the informal sectors. The presumptive taxes already introduced in Zambia include: base tax, advance income tax and turnover tax for minibuses and taxi operators. To analyze the performance of the presumptive tax regime, the study utilizes data on imports made by those not registered for taxes, to estimate how much revenue could be generated by imposing a 3 percent turnover tax on the value of their imports at importation. The analysis shows that the Zambia Revenue Authority increased revenue collection from K5.3 billion in 2004 to K33.5 billion in 2007. This improvement in revenue collection is far below the potential, however, which is estimated at over K501 billion on imports of unregistered traders alone. To collect this revenue and expand the tax base, the tax authority needs to improve the administration of advance income tax on unregistered importers, and raise the advance income tax rate to a level where the importer is indifferent between paying the advance tax at the border and paying turnover tax inland.
- Full Text:
- Date Issued: 2010
- Authors: Siame, Chilengwe George
- Date: 2010
- Subjects: Real property and taxation -- Zambia Tax administration and procedure -- Zambia Rental housing -- Taxation -- Law and legislation -- Zambia Informal sector (Economics) -- Taxation -- Law and legislation -- Zambia
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:732 , http://hdl.handle.net/10962/d1003852
- Description: The main objective of the study was to analyze the potential tax collection from the informal rental housing market in Zambia, using household level rental housing data collected for the Lusaka Urban District by the Central Statistical Office (CSO) as a basis for computation and extrapolation to the national level. This data was used to analyze household monthly expenditure on housing (rent), the total number of households in rented accommodation, and the tax regime applicable on rental income, to estimate the potential tax revenue that could be realized from this emerging sector. The estimates indicate that about K9.7 billion revenue could be collected on income from rental housing in Lusaka Urban District alone and a total of K83 billion nationally per annum. This represents about 0.4 percent of the country’s GDP in 2007. Compliance needs to be improved and legislation revised to ensure that the landlords are compelled to remit tax to the Zambia Revenue Authority. The current legislation makes enforcement and compliance difficult as it places the statutory tax burden on tenants, who are very mobile. It is, therefore, recommended that the landlord is made responsible for the payment of taxes due on rental income and that any compliance requirements be enforced against the real estate/property that is generating the income. This study also examines the performance of the presumptive taxation regime in Zambia The study uses data from the Zambia Revenue Authority on revenue collection from presumptive taxes which were introduced to capture income from the informal sectors. The presumptive taxes already introduced in Zambia include: base tax, advance income tax and turnover tax for minibuses and taxi operators. To analyze the performance of the presumptive tax regime, the study utilizes data on imports made by those not registered for taxes, to estimate how much revenue could be generated by imposing a 3 percent turnover tax on the value of their imports at importation. The analysis shows that the Zambia Revenue Authority increased revenue collection from K5.3 billion in 2004 to K33.5 billion in 2007. This improvement in revenue collection is far below the potential, however, which is estimated at over K501 billion on imports of unregistered traders alone. To collect this revenue and expand the tax base, the tax authority needs to improve the administration of advance income tax on unregistered importers, and raise the advance income tax rate to a level where the importer is indifferent between paying the advance tax at the border and paying turnover tax inland.
- Full Text:
- Date Issued: 2010
Case study : profitability drivers in the South African airline industry : a comparative analysis of SAA and Comair
- Authors: Batidzirai, Davison Herbert
- Date: 2015
- Subjects: South African Airways , Comair Limited , Airlines -- South Africa , Corporate profits -- South Africa , Organizational effectiveness -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:846 , http://hdl.handle.net/10962/d1017191
- Full Text:
- Date Issued: 2015
- Authors: Batidzirai, Davison Herbert
- Date: 2015
- Subjects: South African Airways , Comair Limited , Airlines -- South Africa , Corporate profits -- South Africa , Organizational effectiveness -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:846 , http://hdl.handle.net/10962/d1017191
- Full Text:
- Date Issued: 2015
Constraints to the implementation of a market development approach to the delivery of business Development Services within the Makana municipal area
- Authors: Van Heerden, Garth William
- Date: 2012
- Subjects: Makana Municipality Local government -- South Africa -- Eastern Cape Small business -- South Africa -- Eastern Cape Small business -- South Africa -- Eastern Cape -- Growth Small business -- South Africa -- Eastern Cape -- Public opinion Small business marketing -- South Africa -- Eastern Cape Economic development -- South Africa -- Eastern Cape Unemployment -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:814 , http://hdl.handle.net/10962/d1007746
- Description: South Africa's biggest challenge remains the high rate of unemployment especially among the country's youth. Small, medium and micro enterprises (SMMEs) have been shown to be instrumental in many third world economies as a sustainable means not only to address unemployment but also to contribute significantly to economic growth. Despite government's good intentions and support, the South African SMME sector is not growing as expected and this is impacting negatively on unemployment creation in the country. Good business development services (BDS) is necessary to support SMMEs and specifically the Market Development Approach to the provision of BDS, where subsidies are replaced by private payment for services. Makana municipal area provided scope for analysing the constraints to the implementation of such business development services. Analysing the scope and magnitude of the constraints in this setting would contribute to understanding the constraints also in other parts of the country and help officials in local economic development make better informed decisions regarding support to SMMEs. Authors like Rogerson (2011), UNDP (2004), Miehlbradt and McVay, (2003), the Committee of Donor Agencies for SME Development (Blue book) (2001) and Bear et al., (2001) Gibson (2001), propose that the key to sustainable BDS is the implementation of the Market Development approach which focusses on for-profit activities in the provision of BDS to SMMEs. The aim of this study was to examine perceptions of key stakeholders towards SMME support and development, to identify the constraints to the implementation of a Market Development approach to the provision of business development services to SMMEs in the Makana area and to make recommendations to the Makana LED office of possible intervention strategies to address identified constraints. Purposive sampling was used to identify key stakeholders in SMME support in the Makana area in the categories of, big institutional buyers, public and private BDS providers as well the municipal LED office. Semi-structured interviews were conducted with each stakeholder using questions shown in appendixes A to D. Perceptions of all key stakeholders were very positive with good intentions to support SMMEs. However, this was not consistent with procurement practice at the big institutional buyers. Constraints are summarized in the following five themes: Theme 1. Inconsistent practice in dealing with SMMEs across the organisation. Theme 2. Absence of a cooperative body or Chamber of Commerce. Theme 3. Fragmented Business Development Services. Theme 4. A lack of a culture of cost recovery. Theme 5. Limited awareness of BDS in the Makana area. A number of recommendations were suggested. Big institutional buyers like Rhodes University and Makana municipality need to take a longer term view and move the focus from employment creation to enterprise support which is a more sustainable and empowering source of employment (ILO, 2009). The Grahamstown Chamber of Commerce should become more representative and big institutional buyers also need to be convinced of the value of private BDS. Stakeholders should work together to combine resources to offer a comprehensive one-stop BDS for the Makana area (Chetty, 2009) and this comprehensive BDS should be provided according to the Market Development approach focusing on those services that lend themselves better to this approach whilst using subsidies only for those services with a low potential for cost recovery (UNDP, 2004).
- Full Text:
- Date Issued: 2012
- Authors: Van Heerden, Garth William
- Date: 2012
- Subjects: Makana Municipality Local government -- South Africa -- Eastern Cape Small business -- South Africa -- Eastern Cape Small business -- South Africa -- Eastern Cape -- Growth Small business -- South Africa -- Eastern Cape -- Public opinion Small business marketing -- South Africa -- Eastern Cape Economic development -- South Africa -- Eastern Cape Unemployment -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:814 , http://hdl.handle.net/10962/d1007746
- Description: South Africa's biggest challenge remains the high rate of unemployment especially among the country's youth. Small, medium and micro enterprises (SMMEs) have been shown to be instrumental in many third world economies as a sustainable means not only to address unemployment but also to contribute significantly to economic growth. Despite government's good intentions and support, the South African SMME sector is not growing as expected and this is impacting negatively on unemployment creation in the country. Good business development services (BDS) is necessary to support SMMEs and specifically the Market Development Approach to the provision of BDS, where subsidies are replaced by private payment for services. Makana municipal area provided scope for analysing the constraints to the implementation of such business development services. Analysing the scope and magnitude of the constraints in this setting would contribute to understanding the constraints also in other parts of the country and help officials in local economic development make better informed decisions regarding support to SMMEs. Authors like Rogerson (2011), UNDP (2004), Miehlbradt and McVay, (2003), the Committee of Donor Agencies for SME Development (Blue book) (2001) and Bear et al., (2001) Gibson (2001), propose that the key to sustainable BDS is the implementation of the Market Development approach which focusses on for-profit activities in the provision of BDS to SMMEs. The aim of this study was to examine perceptions of key stakeholders towards SMME support and development, to identify the constraints to the implementation of a Market Development approach to the provision of business development services to SMMEs in the Makana area and to make recommendations to the Makana LED office of possible intervention strategies to address identified constraints. Purposive sampling was used to identify key stakeholders in SMME support in the Makana area in the categories of, big institutional buyers, public and private BDS providers as well the municipal LED office. Semi-structured interviews were conducted with each stakeholder using questions shown in appendixes A to D. Perceptions of all key stakeholders were very positive with good intentions to support SMMEs. However, this was not consistent with procurement practice at the big institutional buyers. Constraints are summarized in the following five themes: Theme 1. Inconsistent practice in dealing with SMMEs across the organisation. Theme 2. Absence of a cooperative body or Chamber of Commerce. Theme 3. Fragmented Business Development Services. Theme 4. A lack of a culture of cost recovery. Theme 5. Limited awareness of BDS in the Makana area. A number of recommendations were suggested. Big institutional buyers like Rhodes University and Makana municipality need to take a longer term view and move the focus from employment creation to enterprise support which is a more sustainable and empowering source of employment (ILO, 2009). The Grahamstown Chamber of Commerce should become more representative and big institutional buyers also need to be convinced of the value of private BDS. Stakeholders should work together to combine resources to offer a comprehensive one-stop BDS for the Makana area (Chetty, 2009) and this comprehensive BDS should be provided according to the Market Development approach focusing on those services that lend themselves better to this approach whilst using subsidies only for those services with a low potential for cost recovery (UNDP, 2004).
- Full Text:
- Date Issued: 2012