A case study of how a leader shaped the culture of an organisation during a post-merger integration
- Authors: Zozi, Vuyokazi
- Date: 2020
- Subjects: Corporate culture -- South Africa -- East London , Leadership -- South Africa -- East London , Organizational behavior -- South Africa -- East London , Strategic planning -- South Africa -- East London , Mission statements -- South Africa -- East London , Government accountability -- South Africa -- East London , Government corporations -- South Africa -- East London , Consolidation and merger of corporations -- South Africa -- East London , Consolidation and merger of corporations -- Management , Crisis management -- South Africa -- East London , Core competencies -- South Africa -- East London , Resource allocation -- South Africa -- East London , Personnel management -- South Africa -- East London , Communication in management -- South Africa -- East London , Qualitative research
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/146643 , vital:38544
- Description: This research took the form of a case study of the post-merger integration of a government organisation. The study had four objectives, namely to: (1) describe the cultural value of accountability; (2) analyse how strategic leadership and relational leadership roles were exercised to address post-merger integration challenges; (3) analyse how a leader applied selected primary mechanisms to shape organisational culture; (4) analyse how strategic and relational leadership complemented each other in addressing the challenges of post-merger integration and thereby shaping a culture of accountability; and (5) describe how some of the secondary articulation and reinforcing mechanisms supported the culture that was created through primary mechanisms. The literature reviewed, identified some of the critical challenges that are experienced in a post-merger integration, and highlighted the role of leadership in culture formation. The critical challenges that were identified are as follows: What is the vision and organisational purpose? How does the leader structure the organisation? What kind of culture does the leader need to create? How does the leader maintain trust and keep communication with employees? How does a leader build new core competences and develop human capital? Two leadership approaches were adopted, namely strategic and relational leadership. These two leadership approaches were selected because, based on a review of the literature, they appeared to address these post-integration challenges. The roles associated with strategic leadership that were investigated, were creating a vision and purpose for the organisation, developing core competences and developing human capital. From the perspective of relational leadership, this study was concerned with how a leader communicated through regular formal and informal dialogues to keep employees abreast of things, and how the leader built trust. In reviewing the literature linking leadership and culture, the work of Schein (2010) featured prominently. Schein (2010) referred to primary embedding mechanisms that create culture and secondary articulation and reinforcing mechanisms that reinforce or support the culture being created through the primary mechanisms. This study looked at how that happens, and hence six propositions were crafted from the literature. These propositions are as follows: (1) Formal dialogues between the leader and employees demonstrate what the leader pays attention to, measures and controls, which then clarifies what the employees are accountable for. (2) What the leader pays attention to, measures and controls during regular informal interactions between the leader and employees, contributes to strong mutual relationships between them, which promotes ownership and accountability amongst employees for their actions. (3) A leader who behaves consistently when handling critical incidents and organisational crises, is trusted by employees, who then act responsibly and take full responsibility for their actions, and even their mistakes. (4) A leader creates a vision and sense of purpose for the organisation through what he pays attention to, measures and controls, thereby clarifying for employees what they are required to do. (5) A leader who pays attention to developing the organisational core competence and allocates resources to it, instils confidence in his employees with regards to carrying out their own responsibilities. (6) A leader who develops human capital through the allocation of additional resources, thereby instilling confidence in employees who are willing and able to realise or take up their responsibilities. This research adopted a qualitative approach. Data was collected through conducting interviews and the analysis of relevant documents. A deductive thematic analysis of the data was used for the purpose of identifying, analysing and reporting patterns, or themes within the data collected. The research confirmed these propositions as being relevant to the case study. It also confirmed that strategic and relational leadership as reflected in the propositions have complemented one another in the successful implementation of the post-merger integration, thereby shaping a particular culture. It was concluded that the challenges associated with a post-merger integration could not have been addressed through only one of the leadership approaches. The findings of the study also recognised that an architectural role was also required. That is, in a merger, the structure has to be carefully designed and not taken for granted. It was therefore recognised as a critical leadership role. The study considers the implications of the findings and makes recommendations for managers of this organisation, as well as for other organisations that are engaging in a post-merger integration. It further outlines the limitations, delimitations as well as the contribution that the study has made to the body of knowledge. Some of the recommendations made for further research were to analyse how other primary mechanisms that were not part of the propositions may shape the organisational culture; and to research how architectural leadership roles combine with strategic and relational leadership to address post-merger integration challenges. Lastly, this study has explained how leadership, through various mechanisms, shaped a culture of accountability. Other studies can be done using a similar design with different theories of leadership and other mechanisms that apply to shaping other kinds of cultural values.
- Full Text:
- Date Issued: 2020
- Authors: Zozi, Vuyokazi
- Date: 2020
- Subjects: Corporate culture -- South Africa -- East London , Leadership -- South Africa -- East London , Organizational behavior -- South Africa -- East London , Strategic planning -- South Africa -- East London , Mission statements -- South Africa -- East London , Government accountability -- South Africa -- East London , Government corporations -- South Africa -- East London , Consolidation and merger of corporations -- South Africa -- East London , Consolidation and merger of corporations -- Management , Crisis management -- South Africa -- East London , Core competencies -- South Africa -- East London , Resource allocation -- South Africa -- East London , Personnel management -- South Africa -- East London , Communication in management -- South Africa -- East London , Qualitative research
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/146643 , vital:38544
- Description: This research took the form of a case study of the post-merger integration of a government organisation. The study had four objectives, namely to: (1) describe the cultural value of accountability; (2) analyse how strategic leadership and relational leadership roles were exercised to address post-merger integration challenges; (3) analyse how a leader applied selected primary mechanisms to shape organisational culture; (4) analyse how strategic and relational leadership complemented each other in addressing the challenges of post-merger integration and thereby shaping a culture of accountability; and (5) describe how some of the secondary articulation and reinforcing mechanisms supported the culture that was created through primary mechanisms. The literature reviewed, identified some of the critical challenges that are experienced in a post-merger integration, and highlighted the role of leadership in culture formation. The critical challenges that were identified are as follows: What is the vision and organisational purpose? How does the leader structure the organisation? What kind of culture does the leader need to create? How does the leader maintain trust and keep communication with employees? How does a leader build new core competences and develop human capital? Two leadership approaches were adopted, namely strategic and relational leadership. These two leadership approaches were selected because, based on a review of the literature, they appeared to address these post-integration challenges. The roles associated with strategic leadership that were investigated, were creating a vision and purpose for the organisation, developing core competences and developing human capital. From the perspective of relational leadership, this study was concerned with how a leader communicated through regular formal and informal dialogues to keep employees abreast of things, and how the leader built trust. In reviewing the literature linking leadership and culture, the work of Schein (2010) featured prominently. Schein (2010) referred to primary embedding mechanisms that create culture and secondary articulation and reinforcing mechanisms that reinforce or support the culture being created through the primary mechanisms. This study looked at how that happens, and hence six propositions were crafted from the literature. These propositions are as follows: (1) Formal dialogues between the leader and employees demonstrate what the leader pays attention to, measures and controls, which then clarifies what the employees are accountable for. (2) What the leader pays attention to, measures and controls during regular informal interactions between the leader and employees, contributes to strong mutual relationships between them, which promotes ownership and accountability amongst employees for their actions. (3) A leader who behaves consistently when handling critical incidents and organisational crises, is trusted by employees, who then act responsibly and take full responsibility for their actions, and even their mistakes. (4) A leader creates a vision and sense of purpose for the organisation through what he pays attention to, measures and controls, thereby clarifying for employees what they are required to do. (5) A leader who pays attention to developing the organisational core competence and allocates resources to it, instils confidence in his employees with regards to carrying out their own responsibilities. (6) A leader who develops human capital through the allocation of additional resources, thereby instilling confidence in employees who are willing and able to realise or take up their responsibilities. This research adopted a qualitative approach. Data was collected through conducting interviews and the analysis of relevant documents. A deductive thematic analysis of the data was used for the purpose of identifying, analysing and reporting patterns, or themes within the data collected. The research confirmed these propositions as being relevant to the case study. It also confirmed that strategic and relational leadership as reflected in the propositions have complemented one another in the successful implementation of the post-merger integration, thereby shaping a particular culture. It was concluded that the challenges associated with a post-merger integration could not have been addressed through only one of the leadership approaches. The findings of the study also recognised that an architectural role was also required. That is, in a merger, the structure has to be carefully designed and not taken for granted. It was therefore recognised as a critical leadership role. The study considers the implications of the findings and makes recommendations for managers of this organisation, as well as for other organisations that are engaging in a post-merger integration. It further outlines the limitations, delimitations as well as the contribution that the study has made to the body of knowledge. Some of the recommendations made for further research were to analyse how other primary mechanisms that were not part of the propositions may shape the organisational culture; and to research how architectural leadership roles combine with strategic and relational leadership to address post-merger integration challenges. Lastly, this study has explained how leadership, through various mechanisms, shaped a culture of accountability. Other studies can be done using a similar design with different theories of leadership and other mechanisms that apply to shaping other kinds of cultural values.
- Full Text:
- Date Issued: 2020
A comparative analysis of social media brand image of insurance companies in South Africa: a longitudinal study
- Authors: Gudu, Daniel
- Date: 2020
- Subjects: Social media -- South Africa , Internet marketing -- South Africa , Chernoff faces , Ínsurance companies -- South Africa -- Marketing , Insurance companies -- South Africa -- Case studies , Multivariate analysis -- Graphic methods
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/144277 , vital:38327
- Description: Social media is changing the way business is conducted. Almost five billion videos are watched on YouTube every single day. Social media has an extensive worldwide presence. Out of the total global population of over 7,5 billion people, over 4 billion are internet users. Of these, over 3 billion are active on social media. Social media is very influential in today's decision-making processes. Businesses must integrate social media into their strategies. The purpose of this research was to investigate the use of a novel method, Chernoff Faces, to assess and compare the social media brand images of six insurance companies in South Africa based on social conversation measurement. The intention of research was towards observing existing situations at hand and pointing out the game changers that can provide the industry with a new leap. Social media are multidimensional and understanding them requires tracking different measures simultaneously. Integrating social media into a communication strategy leads to a problem in finding the best way to portray and communicate multivariate data. It is essential to find the best way to represent and transmit the data so that marketing executives can quickly and easily monitor changes in brand images. Previous studies have successfully proved the possibility of using this method to gauge a "snapshot in time." This study took the concept further by closely monitoring the results for a set of brands over a period to account for the dynamic nature of social media. Accordingly, the study was a longitudinal study of 30 days. Data on the insurance companies was collected from Social Mention, a social media search and analysis platform that aggregates user-generated content into a single stream of information. A tool in the statistical software Stata, Chernoff's faces, was used to analyse the results by generating facial expressions to the metrics associated with the social mentions of each of the insurance companies. The resulting facial expressions were then analysed to recognise the more favourable and stable brands and those that need appropriate risk management. Managing Social Media is challenging as managers must always keep it as positive as possible. Brand managers, therefore, need a better tool to gauge the mood in social media conversations due to the fast-changing nature of social media and the importance of social media to business especially insurance.
- Full Text:
- Date Issued: 2020
- Authors: Gudu, Daniel
- Date: 2020
- Subjects: Social media -- South Africa , Internet marketing -- South Africa , Chernoff faces , Ínsurance companies -- South Africa -- Marketing , Insurance companies -- South Africa -- Case studies , Multivariate analysis -- Graphic methods
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/144277 , vital:38327
- Description: Social media is changing the way business is conducted. Almost five billion videos are watched on YouTube every single day. Social media has an extensive worldwide presence. Out of the total global population of over 7,5 billion people, over 4 billion are internet users. Of these, over 3 billion are active on social media. Social media is very influential in today's decision-making processes. Businesses must integrate social media into their strategies. The purpose of this research was to investigate the use of a novel method, Chernoff Faces, to assess and compare the social media brand images of six insurance companies in South Africa based on social conversation measurement. The intention of research was towards observing existing situations at hand and pointing out the game changers that can provide the industry with a new leap. Social media are multidimensional and understanding them requires tracking different measures simultaneously. Integrating social media into a communication strategy leads to a problem in finding the best way to portray and communicate multivariate data. It is essential to find the best way to represent and transmit the data so that marketing executives can quickly and easily monitor changes in brand images. Previous studies have successfully proved the possibility of using this method to gauge a "snapshot in time." This study took the concept further by closely monitoring the results for a set of brands over a period to account for the dynamic nature of social media. Accordingly, the study was a longitudinal study of 30 days. Data on the insurance companies was collected from Social Mention, a social media search and analysis platform that aggregates user-generated content into a single stream of information. A tool in the statistical software Stata, Chernoff's faces, was used to analyse the results by generating facial expressions to the metrics associated with the social mentions of each of the insurance companies. The resulting facial expressions were then analysed to recognise the more favourable and stable brands and those that need appropriate risk management. Managing Social Media is challenging as managers must always keep it as positive as possible. Brand managers, therefore, need a better tool to gauge the mood in social media conversations due to the fast-changing nature of social media and the importance of social media to business especially insurance.
- Full Text:
- Date Issued: 2020
A critical analysis of social enterprise in Slovenia
- Authors: Malila, Brett
- Date: 2020
- Subjects: Social entrepreneurship -- Slovenia , Social entrepreneurship -- Slovenia -- Case studies , Social entrepreneurship -- Law and legilstion-- Slovenia , Business enterprises -- Law and legilstion-- Slovenia
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/166436 , vital:41364
- Description: This research presents a case study on the nature of social enterprise in Slovenia. From a resource-based view (RBV), the case study has been used to show what some of the intangible resources are that can be used to promote sustainable social enterprise (SE). The purpose of this research study is to analyse social enterprises in Slovenia in order to establish a framework which other social entrepreneurs can use as the basis from which to operate and achieve competitive advantage. It is an important piece of research for both the process of social enterprise development in Slovenia, as well as to provide ideas and thoughts as to the way forward in this sector for other developing societies. Social enterprise is a developing field and it has been be important to develop cases to begin to explore the concept with real life actualities. The goal is to provide a clearer conceptualisation from which other social entrepreneurs can use as the basis to analyse, plan and improve social enterprise in their own specific contexts. The primary purpose of the study is thus to unpack the core elements that identify social enterprise in Slovenia using the resource-based view. The research aims to understand social enterprise within Slovenia in relation to where it occurs, which are the main industries concerned, and what are the unique resources used to promote sustainable growth. To achieve this, the research was guided by the resource-based view for social enterprise as highlighted by Day and Jean-Denis (2016) as well as that proposed by Bacq and Eddleston (2018). A mind map for a possible route towards improved implementation and understanding of social enterprise in Slovenia, was done through accessing registered social enterprises. This database was from the Ministry of Economic Development in Slovenia. An analysis of 2591 social enterprise, a desktop review of the Slovenian legislation on social enterprise and the unpacking of unique resources available to Slovenian social enterprise was done. This provided a perfect test case to show how the provision of legislation, supportive structures; financial targets, a regional vision and government mentoring social enterprise enhance a contested terrain in Slovenia. Findings highlighted that there have been sustainable successes, but not at the levels expected. It is clear that the government has created various unique resources to build and develop the social enterprise (SE) sector. From an RBV analysis of the social enterprise environment in Slovenia, it is essential to have resources such as legislation, mind-set, in migration (labour) and youth skills be created, monitored and supported. However, there is a need for improved monitoring and tighter implementation of the legislation for social enterprise to provide the solution to destructive social ills.
- Full Text:
- Date Issued: 2020
- Authors: Malila, Brett
- Date: 2020
- Subjects: Social entrepreneurship -- Slovenia , Social entrepreneurship -- Slovenia -- Case studies , Social entrepreneurship -- Law and legilstion-- Slovenia , Business enterprises -- Law and legilstion-- Slovenia
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/166436 , vital:41364
- Description: This research presents a case study on the nature of social enterprise in Slovenia. From a resource-based view (RBV), the case study has been used to show what some of the intangible resources are that can be used to promote sustainable social enterprise (SE). The purpose of this research study is to analyse social enterprises in Slovenia in order to establish a framework which other social entrepreneurs can use as the basis from which to operate and achieve competitive advantage. It is an important piece of research for both the process of social enterprise development in Slovenia, as well as to provide ideas and thoughts as to the way forward in this sector for other developing societies. Social enterprise is a developing field and it has been be important to develop cases to begin to explore the concept with real life actualities. The goal is to provide a clearer conceptualisation from which other social entrepreneurs can use as the basis to analyse, plan and improve social enterprise in their own specific contexts. The primary purpose of the study is thus to unpack the core elements that identify social enterprise in Slovenia using the resource-based view. The research aims to understand social enterprise within Slovenia in relation to where it occurs, which are the main industries concerned, and what are the unique resources used to promote sustainable growth. To achieve this, the research was guided by the resource-based view for social enterprise as highlighted by Day and Jean-Denis (2016) as well as that proposed by Bacq and Eddleston (2018). A mind map for a possible route towards improved implementation and understanding of social enterprise in Slovenia, was done through accessing registered social enterprises. This database was from the Ministry of Economic Development in Slovenia. An analysis of 2591 social enterprise, a desktop review of the Slovenian legislation on social enterprise and the unpacking of unique resources available to Slovenian social enterprise was done. This provided a perfect test case to show how the provision of legislation, supportive structures; financial targets, a regional vision and government mentoring social enterprise enhance a contested terrain in Slovenia. Findings highlighted that there have been sustainable successes, but not at the levels expected. It is clear that the government has created various unique resources to build and develop the social enterprise (SE) sector. From an RBV analysis of the social enterprise environment in Slovenia, it is essential to have resources such as legislation, mind-set, in migration (labour) and youth skills be created, monitored and supported. However, there is a need for improved monitoring and tighter implementation of the legislation for social enterprise to provide the solution to destructive social ills.
- Full Text:
- Date Issued: 2020
An analysis of how leadership has shaped the culture of customer centricity in the branch of a bank
- Authors: Mali, Mandisa
- Date: 2020
- Subjects: Banks and banking -- Customer services , Banks and banking -- Customer services -- South Africa -- Case studies , Customer relations -- Management , Customer relations -- Management -- South Africa -- Case studies , Relationship banking -- South Africa -- Case studies , Bank management -- South Africa -- Case studies
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/171852 , vital:42132
- Description: Financial institutions are faced with increasing competition as there has been an increase in new entrants in the industry, therefore a battle of market share in banking is in progress. Digitization is fast changing how customers perceive value, customers have become spoilt for choice and thus banks have to implement strategies that will help them to increase their market share by keeping the customers they currently have and strategies that help them to acquire more customers. A strategy on its own will not support organizational goals, if it is not adopted by the executers – the employees on the ground. It is important for leaders to support the strategic goals of an organization by ensuring that the goals become a culture, a way of doing things in that organization. This study is an analysis of how leadership shaped a culture of customer centricity in the branch of a bank. The objectives of the study were to: (1) To describe the culture of customer centricity that was cultivated by the branch manager; (2) To analyse what the leader pays attention to, measures and controls on a regular basis, in support of a culture of customer centricity; (3) To analyse how the leader conducts deliberate role modelling, teaching and coaching in support of a culture of customer centricity; (4) To analyse whether - and if so how - the quality of the dyadic relations between the leader and her followers enables or disables the effect of cultural mechanisms on the culture of customer centricity; and (5) To analyse how the leader built high quality relations with her followers The study took the form of a case study of a branch of a bank, where nine universal bankers and their former leader were interviewed. The data were then analysed using a deductive thematic analysis. The findings met all objectives of the study and the findings supported the propositions. The findings also discovered that reward and recognition contributed to the shaping of a culture of customer centricity. In conclusion the limitations and delimitations of the study are acknowledged, and recommendations are made. The study contributes towards the Social Exchange Theory (SET) and demonstrates how high-quality leader member exchange (LMX) relations can be developed. Several recommendations are made for further studies on factors shaping a culture of customer centricity, and implications for management are considered.
- Full Text:
- Date Issued: 2020
- Authors: Mali, Mandisa
- Date: 2020
- Subjects: Banks and banking -- Customer services , Banks and banking -- Customer services -- South Africa -- Case studies , Customer relations -- Management , Customer relations -- Management -- South Africa -- Case studies , Relationship banking -- South Africa -- Case studies , Bank management -- South Africa -- Case studies
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/171852 , vital:42132
- Description: Financial institutions are faced with increasing competition as there has been an increase in new entrants in the industry, therefore a battle of market share in banking is in progress. Digitization is fast changing how customers perceive value, customers have become spoilt for choice and thus banks have to implement strategies that will help them to increase their market share by keeping the customers they currently have and strategies that help them to acquire more customers. A strategy on its own will not support organizational goals, if it is not adopted by the executers – the employees on the ground. It is important for leaders to support the strategic goals of an organization by ensuring that the goals become a culture, a way of doing things in that organization. This study is an analysis of how leadership shaped a culture of customer centricity in the branch of a bank. The objectives of the study were to: (1) To describe the culture of customer centricity that was cultivated by the branch manager; (2) To analyse what the leader pays attention to, measures and controls on a regular basis, in support of a culture of customer centricity; (3) To analyse how the leader conducts deliberate role modelling, teaching and coaching in support of a culture of customer centricity; (4) To analyse whether - and if so how - the quality of the dyadic relations between the leader and her followers enables or disables the effect of cultural mechanisms on the culture of customer centricity; and (5) To analyse how the leader built high quality relations with her followers The study took the form of a case study of a branch of a bank, where nine universal bankers and their former leader were interviewed. The data were then analysed using a deductive thematic analysis. The findings met all objectives of the study and the findings supported the propositions. The findings also discovered that reward and recognition contributed to the shaping of a culture of customer centricity. In conclusion the limitations and delimitations of the study are acknowledged, and recommendations are made. The study contributes towards the Social Exchange Theory (SET) and demonstrates how high-quality leader member exchange (LMX) relations can be developed. Several recommendations are made for further studies on factors shaping a culture of customer centricity, and implications for management are considered.
- Full Text:
- Date Issued: 2020
An analysis of indicators disclosed in the integrated annual reports of selected South African retailers
- Authors: Blignaut, Anna Cornelia
- Date: 2020
- Subjects: Financial statements -- South Africa -- Case studies , Retail trade -- South Africa
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/140859 , vital:37924
- Description: This study aimed to analyse the indicators disclosed in the Integrated Annual Reports (IARs) of selected South African retailers. This was firstly done by identifying the six capital and governance indicators retailers report on in order to analyse the commonalities and differences between them, secondly by identifying and assessing evidence of integrated thinking and lastly by making recommendations for optimal retail sector reporting. IARs from Pick n Pay Stores Ltd, Shoprite Holdings Ltd, Spar Group Ltd and Woolworths Holdings Ltd were analysed using content analysis. The results found noteworthy differences in IAR composition in terms of report length and the sections retailers devoted more or less of their report to. Governance and Remuneration indicator disclosure did not allow for broad comparison among all four retailers. In terms of indicator disclosure few indicators were disclosed by all retailers, whilst many were only disclosed by one retailer. Disclosures related to all six capitals were found, yet some indicators were disclosed excessively. Paradoxically, insufficient disclosure of indicators that are easily measurable and low levels of negative or unfavourable indicator disclosure was also apparent in this study. The comparability of indicators was influenced by the aggregation and disaggregation of indicators as well as the lack of consistency in the terminology used in IARs. Indicator disclosure also revealed several trends in the South African retail industry. This research identified the following six themes related to integrated thinking in the sample IARs. Retailers understand the connection between capitals, express consideration for multiple stakeholders and appreciate the context in which they operate, to some extent. Retailers were also found to have different interpretations of sustainability as part of their strategy and risk management whilst the completeness and consistency of information disclosed and retailers’ conceptualisation of value-added in IAR has not yet developed to the same extent across the retail industry. This study finally makes recommendations that may be used for optimal retail sector reporting with regards to the integrated reporting process as well as the integrated report itself. Addressing the former it is recommended that: integrated reporting be viewed as a means to build an internal understanding of their sustainability practices; integrated thinking be included as part of their strategic planning process; all capitals be considered in decision making; communication be established with others in the retail industry and that retailers engage with the IIRC on integrated reporting issues. In terms of the IAR itself, it is recommended that retailers ensure consistency in the terminology used and that the disaggregation of indicators is done in a consistent way. Retailers should include a balance of positive and negative disclosures as well as context-based indicators and seek assurance of the social, environmental and ethical information in their IARs. Finally, retailers need to set measurable sustainability performance targets and link them to specific performance indicators. The results of this study are not without limitations. The identification and categorisation of an indicator was largely based on the researcher’s own judgement in the content analysis process and can be highlighted as the main limitation of this research.
- Full Text:
- Date Issued: 2020
- Authors: Blignaut, Anna Cornelia
- Date: 2020
- Subjects: Financial statements -- South Africa -- Case studies , Retail trade -- South Africa
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/140859 , vital:37924
- Description: This study aimed to analyse the indicators disclosed in the Integrated Annual Reports (IARs) of selected South African retailers. This was firstly done by identifying the six capital and governance indicators retailers report on in order to analyse the commonalities and differences between them, secondly by identifying and assessing evidence of integrated thinking and lastly by making recommendations for optimal retail sector reporting. IARs from Pick n Pay Stores Ltd, Shoprite Holdings Ltd, Spar Group Ltd and Woolworths Holdings Ltd were analysed using content analysis. The results found noteworthy differences in IAR composition in terms of report length and the sections retailers devoted more or less of their report to. Governance and Remuneration indicator disclosure did not allow for broad comparison among all four retailers. In terms of indicator disclosure few indicators were disclosed by all retailers, whilst many were only disclosed by one retailer. Disclosures related to all six capitals were found, yet some indicators were disclosed excessively. Paradoxically, insufficient disclosure of indicators that are easily measurable and low levels of negative or unfavourable indicator disclosure was also apparent in this study. The comparability of indicators was influenced by the aggregation and disaggregation of indicators as well as the lack of consistency in the terminology used in IARs. Indicator disclosure also revealed several trends in the South African retail industry. This research identified the following six themes related to integrated thinking in the sample IARs. Retailers understand the connection between capitals, express consideration for multiple stakeholders and appreciate the context in which they operate, to some extent. Retailers were also found to have different interpretations of sustainability as part of their strategy and risk management whilst the completeness and consistency of information disclosed and retailers’ conceptualisation of value-added in IAR has not yet developed to the same extent across the retail industry. This study finally makes recommendations that may be used for optimal retail sector reporting with regards to the integrated reporting process as well as the integrated report itself. Addressing the former it is recommended that: integrated reporting be viewed as a means to build an internal understanding of their sustainability practices; integrated thinking be included as part of their strategic planning process; all capitals be considered in decision making; communication be established with others in the retail industry and that retailers engage with the IIRC on integrated reporting issues. In terms of the IAR itself, it is recommended that retailers ensure consistency in the terminology used and that the disaggregation of indicators is done in a consistent way. Retailers should include a balance of positive and negative disclosures as well as context-based indicators and seek assurance of the social, environmental and ethical information in their IARs. Finally, retailers need to set measurable sustainability performance targets and link them to specific performance indicators. The results of this study are not without limitations. The identification and categorisation of an indicator was largely based on the researcher’s own judgement in the content analysis process and can be highlighted as the main limitation of this research.
- Full Text:
- Date Issued: 2020
An analysis of the public reporting of organisational resilience found within the integrated reports of a large state-owned enterprise
- Authors: Fleming, Linda
- Date: 2020
- Subjects: Eskom (Firm) , Organizational resilience , Eskom (Firm) -- Management
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/141276 , vital:37958
- Description: This research explored whether there is any evidence of reporting of organisational resilience within the integrated reports of a large state-owned enterprise. The organisation chosen for the research was Eskom. The integrated annual reports of Eskom for 2016, 2017 and 2018 were examined. Direct and indirect evidence of organisational resilience was sought within the organisations integrated reports. The direct reporting of organisational resilience was located by using a PDF word search. A thematic content analysis was used to perform the search for indirect reporting of organisational resilience. Three main themes to represent organisational resilience that were identified beforehand were used to identify the indirect reporting of organisational resilience. Namely, transformability, adaptability and persistence. Sub themes of general and specified resilience were also identified during the research process. The literature review discusses the themes in detail, and also introduces communication and integrated reporting. Evidence of both direct and indirect organisational resilience was identified in all three years studied. Evidence of all the main themes and sub themes was found within the indirect reporting of organisational resilience. The main limitation of the study is that although evidence of reporting of organisational resilience was found, this evidence does not provide any indications of the level of organisational resilience within Eskom. A number of recommendations to Eskom management are made at the end of the research. What is interesting is that integrated reports are not designed to report on organisational resilience. However, the research showed clear evidence of reporting of organisational resilience within all three years researched. Potentially indicating that the integrated annual reports are a useful method of sharing information regarding organisational resilience with stakeholders. An additional benefit is that communication with stakeholders is simultaneously contributing to the enhancement of the organisations resilience.
- Full Text:
- Date Issued: 2020
- Authors: Fleming, Linda
- Date: 2020
- Subjects: Eskom (Firm) , Organizational resilience , Eskom (Firm) -- Management
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/141276 , vital:37958
- Description: This research explored whether there is any evidence of reporting of organisational resilience within the integrated reports of a large state-owned enterprise. The organisation chosen for the research was Eskom. The integrated annual reports of Eskom for 2016, 2017 and 2018 were examined. Direct and indirect evidence of organisational resilience was sought within the organisations integrated reports. The direct reporting of organisational resilience was located by using a PDF word search. A thematic content analysis was used to perform the search for indirect reporting of organisational resilience. Three main themes to represent organisational resilience that were identified beforehand were used to identify the indirect reporting of organisational resilience. Namely, transformability, adaptability and persistence. Sub themes of general and specified resilience were also identified during the research process. The literature review discusses the themes in detail, and also introduces communication and integrated reporting. Evidence of both direct and indirect organisational resilience was identified in all three years studied. Evidence of all the main themes and sub themes was found within the indirect reporting of organisational resilience. The main limitation of the study is that although evidence of reporting of organisational resilience was found, this evidence does not provide any indications of the level of organisational resilience within Eskom. A number of recommendations to Eskom management are made at the end of the research. What is interesting is that integrated reports are not designed to report on organisational resilience. However, the research showed clear evidence of reporting of organisational resilience within all three years researched. Potentially indicating that the integrated annual reports are a useful method of sharing information regarding organisational resilience with stakeholders. An additional benefit is that communication with stakeholders is simultaneously contributing to the enhancement of the organisations resilience.
- Full Text:
- Date Issued: 2020
An archetypical analysis of chief executive officers in the mining sector according to their remuneration and company performance: a resource based view
- Authors: King, Matthew Sebastian
- Date: 2020
- Subjects: Executives -- Salaries, etc. -- South Africa , Directors of corporations -- Salaries, etc. -- South Africa , Mining corporations -- Salaries, etc. -- South Africa , Mines and mineral resources -- Management
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/168503 , vital:41589
- Description: The growth in the mining sector post 1994 saw many CEO s enjoy exorbitant levels of financial prosperity particularly in relation to th e mining workforce . The pay disparity between the remuneration of CEO s and the average worker contributed to instability and labour unrest. While there has been extensive research conducted on the relationship between CEO remuneration and company performance, questions around the justification of exorbitant CEO remuneration levels have persisted. One of the shortcomings of these studies have been understanding company performance as limited to financial indicators. For this reason, Resource - Based theory was used in this study to focus on CEOs as tangible, heterogeneous and immobile assets, who could influence company performance by creating a firm’s competitive advantage. In order to investigate this, a mixed - method research design was utilised to ascertain the relationship between CEO remune ration and company performance. The data for the quantitative study was collected using an archival method by sourcing secondary data obtained from the sampled companie s’ annual integrated reports. Statistical tests were performed to test the relationsh ip between CEO remuneration and company performance of mining companies listed on the JSE over the period of 2014 to 2018. This was followed by the qualitative thematic analysis which utilised online information published about four CEOs sampled according to their pay/performance relationships (namely high earning/high performing; high earning/low performing; low earning/high performing and low earning/low performing). The VRIO framework was utilised in conjunction with the thematic analysis to assess the extent to which each of the selected CEOs could be identified as valuable, rare, inimitable and organised. Finally, t he demographic characteristics and leadership attributes of these CEOs were collectiv ely aligned to particular l eadership archetype s. This study found that despite company performance levels experiencing negative growth and volatility, CEO remuneration remained stable and experienced positive growth throughout the period . The qualitative analysis and the application of the VRIO framework wa s conducted in order to explor e reasons why this disparity may continue to exist. The analysis of the differences in demographic characteristics and leadership attributes between these four CEOs provided a possible j ustification for the disparity in t he levels of remuneration. It was found that some CEOs high levels of remuneration could be justified by virtue of their well - developed leadership skills. In particular CEOs need softer skills (such as communication, openness, relationship - building and stakeholder engagement) and to draw on the communicator, builder and coach archetypes in order to create a sustained competitive advantage within companies.
- Full Text:
- Date Issued: 2020
- Authors: King, Matthew Sebastian
- Date: 2020
- Subjects: Executives -- Salaries, etc. -- South Africa , Directors of corporations -- Salaries, etc. -- South Africa , Mining corporations -- Salaries, etc. -- South Africa , Mines and mineral resources -- Management
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/168503 , vital:41589
- Description: The growth in the mining sector post 1994 saw many CEO s enjoy exorbitant levels of financial prosperity particularly in relation to th e mining workforce . The pay disparity between the remuneration of CEO s and the average worker contributed to instability and labour unrest. While there has been extensive research conducted on the relationship between CEO remuneration and company performance, questions around the justification of exorbitant CEO remuneration levels have persisted. One of the shortcomings of these studies have been understanding company performance as limited to financial indicators. For this reason, Resource - Based theory was used in this study to focus on CEOs as tangible, heterogeneous and immobile assets, who could influence company performance by creating a firm’s competitive advantage. In order to investigate this, a mixed - method research design was utilised to ascertain the relationship between CEO remune ration and company performance. The data for the quantitative study was collected using an archival method by sourcing secondary data obtained from the sampled companie s’ annual integrated reports. Statistical tests were performed to test the relationsh ip between CEO remuneration and company performance of mining companies listed on the JSE over the period of 2014 to 2018. This was followed by the qualitative thematic analysis which utilised online information published about four CEOs sampled according to their pay/performance relationships (namely high earning/high performing; high earning/low performing; low earning/high performing and low earning/low performing). The VRIO framework was utilised in conjunction with the thematic analysis to assess the extent to which each of the selected CEOs could be identified as valuable, rare, inimitable and organised. Finally, t he demographic characteristics and leadership attributes of these CEOs were collectiv ely aligned to particular l eadership archetype s. This study found that despite company performance levels experiencing negative growth and volatility, CEO remuneration remained stable and experienced positive growth throughout the period . The qualitative analysis and the application of the VRIO framework wa s conducted in order to explor e reasons why this disparity may continue to exist. The analysis of the differences in demographic characteristics and leadership attributes between these four CEOs provided a possible j ustification for the disparity in t he levels of remuneration. It was found that some CEOs high levels of remuneration could be justified by virtue of their well - developed leadership skills. In particular CEOs need softer skills (such as communication, openness, relationship - building and stakeholder engagement) and to draw on the communicator, builder and coach archetypes in order to create a sustained competitive advantage within companies.
- Full Text:
- Date Issued: 2020
An evaluation of social sustainability practices in an agri-based private company in the Eastern Cape
- Authors: Ferreira, Anton William
- Date: 2020
- Subjects: Social responsibility of business -- South Africa -- Eastern Cape , Food law and legislation -- South Africa -- Eastern Cape , Agriculture -- South Africa -- Eastern Cape , Private plot agriculture -- South Africa -- Eastern Cape , Employee rights -- South Africa -- Eastern Cape , Employee attitude surveys -- South Africa -- Eastern Cape , Communication in personnel management -- South Africa -- Eastern Cape
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/122920 , vital:35371
- Description: The concept of sustainability has received considerable attention over the last few decades (Scoones, 2007). International awareness and demands for sustainable development have pushed the sustainable narrative into the forefront of developmental goals. The Brundtland Report of 1987, released by the United Nations entitled “Our Common Future” resulted in the classic modern definition of sustainable development. Agriculture is the primary source of food, shelter and fibre for the world and therefore has a leading role to play in the realisation of a sustainable future (Van Calker, Berentsen, Giesen and Huirne, 2005). Most sustainability research in agriculture has adopted a particular scale and dimension, leading to a host of definitions and methodologies for its assessment (Hayati, 2017, Janker and Mann, 2018, Latruffe, Diazabakana, Bockstaller, Desjeux and Finn, 2016, Smith and McDonald, 1998). Different approaches to assessing sustainable agriculture have developed in hand with various conceptual methods resulting in a lack of a common understanding of what sustainable agriculture means (Janker and Mann, 2018, Smith and McDonald, 1998). Agriculture has a leading role to play in sustainable development in the South African context; however, commercial agriculture in South Africa has been associated with human rights violations as well as unsustainable social practices and exploitation of employees (Mather, 2007, Muller, Vermeulen and Glasbergen, 2012b). This research was conducted in an agri-processing company that had expanded rapidly and been experiencing high absenteeism and increased conflict in the work environment in an attempt to identify how many of the chosen indicators of on-farm internal social sustainability were present in the company. The literature review helped to contextualise the subject of sustainability, agricultural sustainability, agricultural social sustainability and various methods for assessing agricultural sustainability. The subject of agriculture social sustainability within the South African context was expanded upon, and a framework was selected from the literature to develop the aims of this research. The Barrientos and Visser (2013) framework had been utilised in evaluating social sustainability in the South African agricultural context before, and when compared with relevant literature was deemed appropriate for this research. Through the use of a case study approach, thirty employees were interviewed on a one on one basis with close ended questions. Data was collected through the use of an odd-numbered Likert scale and simple descriptive statistics were used to answer questions regarding which socially sustainable on-farm internal indicators, identified in the literature and in the chosen framework, occurred in the company in question. The research looked to further critically evaluate the aspects of social sustainability that were implemented by the company and discuss the challenges relating to those identified indicators that were not implemented. Finally, the research made recommendations to improve the on-farm internal social sustainability of the company in question. The results of this research showed that out of the ten indicators of on-farm internal social sustainability that were relevant in the framework, five were present in the company in question and five were absent. Those indicators that were present were: contracts, wages, benefits, communication with management and adequate representation. Indicators that were not present included health and safety, employee wellbeing, the level of discrimination, the level of harsh treatment and employee decision making. It was apparent from the results that there are many challenges to implementing on-farm internal socially sustainable policies and practices in the company. Chief amongst these challenges was communication with employees concerning policies that have been implemented and the information that is available to the employees regarding these policies. The company at the centre of this research should ensure that policies are put in place that helps to convey information to employees and ensure that the policies are implemented efficiently and effectively. It was recommended that the company initiate a Human Resources division that would be responsible for communication and the implementation of policies to increase on-farm internal social sustainability. By increasing social sustainability in the workplace, the company should be able to increase its efficiencies and effectiveness in a competitive global market. The researcher is aware that the findings of this research are not generalizable and are specific to the company in question both in terms of scale and location. Further research is needed to determine the impact of individual indicators and the weighting of each indicator in a specific environment. Further research should be conducted in a company that is in a similar industry and has similar staff demographics to the company at the centre of this research, as the scale of measure will influence the results.
- Full Text:
- Date Issued: 2020
- Authors: Ferreira, Anton William
- Date: 2020
- Subjects: Social responsibility of business -- South Africa -- Eastern Cape , Food law and legislation -- South Africa -- Eastern Cape , Agriculture -- South Africa -- Eastern Cape , Private plot agriculture -- South Africa -- Eastern Cape , Employee rights -- South Africa -- Eastern Cape , Employee attitude surveys -- South Africa -- Eastern Cape , Communication in personnel management -- South Africa -- Eastern Cape
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/122920 , vital:35371
- Description: The concept of sustainability has received considerable attention over the last few decades (Scoones, 2007). International awareness and demands for sustainable development have pushed the sustainable narrative into the forefront of developmental goals. The Brundtland Report of 1987, released by the United Nations entitled “Our Common Future” resulted in the classic modern definition of sustainable development. Agriculture is the primary source of food, shelter and fibre for the world and therefore has a leading role to play in the realisation of a sustainable future (Van Calker, Berentsen, Giesen and Huirne, 2005). Most sustainability research in agriculture has adopted a particular scale and dimension, leading to a host of definitions and methodologies for its assessment (Hayati, 2017, Janker and Mann, 2018, Latruffe, Diazabakana, Bockstaller, Desjeux and Finn, 2016, Smith and McDonald, 1998). Different approaches to assessing sustainable agriculture have developed in hand with various conceptual methods resulting in a lack of a common understanding of what sustainable agriculture means (Janker and Mann, 2018, Smith and McDonald, 1998). Agriculture has a leading role to play in sustainable development in the South African context; however, commercial agriculture in South Africa has been associated with human rights violations as well as unsustainable social practices and exploitation of employees (Mather, 2007, Muller, Vermeulen and Glasbergen, 2012b). This research was conducted in an agri-processing company that had expanded rapidly and been experiencing high absenteeism and increased conflict in the work environment in an attempt to identify how many of the chosen indicators of on-farm internal social sustainability were present in the company. The literature review helped to contextualise the subject of sustainability, agricultural sustainability, agricultural social sustainability and various methods for assessing agricultural sustainability. The subject of agriculture social sustainability within the South African context was expanded upon, and a framework was selected from the literature to develop the aims of this research. The Barrientos and Visser (2013) framework had been utilised in evaluating social sustainability in the South African agricultural context before, and when compared with relevant literature was deemed appropriate for this research. Through the use of a case study approach, thirty employees were interviewed on a one on one basis with close ended questions. Data was collected through the use of an odd-numbered Likert scale and simple descriptive statistics were used to answer questions regarding which socially sustainable on-farm internal indicators, identified in the literature and in the chosen framework, occurred in the company in question. The research looked to further critically evaluate the aspects of social sustainability that were implemented by the company and discuss the challenges relating to those identified indicators that were not implemented. Finally, the research made recommendations to improve the on-farm internal social sustainability of the company in question. The results of this research showed that out of the ten indicators of on-farm internal social sustainability that were relevant in the framework, five were present in the company in question and five were absent. Those indicators that were present were: contracts, wages, benefits, communication with management and adequate representation. Indicators that were not present included health and safety, employee wellbeing, the level of discrimination, the level of harsh treatment and employee decision making. It was apparent from the results that there are many challenges to implementing on-farm internal socially sustainable policies and practices in the company. Chief amongst these challenges was communication with employees concerning policies that have been implemented and the information that is available to the employees regarding these policies. The company at the centre of this research should ensure that policies are put in place that helps to convey information to employees and ensure that the policies are implemented efficiently and effectively. It was recommended that the company initiate a Human Resources division that would be responsible for communication and the implementation of policies to increase on-farm internal social sustainability. By increasing social sustainability in the workplace, the company should be able to increase its efficiencies and effectiveness in a competitive global market. The researcher is aware that the findings of this research are not generalizable and are specific to the company in question both in terms of scale and location. Further research is needed to determine the impact of individual indicators and the weighting of each indicator in a specific environment. Further research should be conducted in a company that is in a similar industry and has similar staff demographics to the company at the centre of this research, as the scale of measure will influence the results.
- Full Text:
- Date Issued: 2020
An exploration of organizational expectations of different generations of employees during change
- Authors: Kawana, Susan Mulemwa
- Date: 2020
- Subjects: Organizational change -- Psychological aspects , Organizational behavior -- Namibia -- Case studies , Employees -- Psychology -- Namibia , Organizational change -- Namibia -- Case studies , Intergenerational relations -- Namibia , Namibia. Inland Revenue Directorate , Namibia. Customs and Excise
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/142398 , vital:38076
- Description: The aim of this study is to investigate the organizational expectations of different generations of employees at the Ministry of Finance’s Inland Revenue and Customs and Excise Departments of the Republic of Namibia, which are undergoing organizational change processes. The different generations that were included in this study are Baby Boomers, Generation X, and Generation Y. The study explores the different expectations that the generations have in relation to the changes, in terms of leadership style and communication preferences. This study followed a qualitative approach. Quota sampling was used to select twelve participants for the study. The case study was carried out within a postpositivism paradigm. Data was collected by administering semi-structured, face-to-face interviews. The findings of the study indicate that there are generational differences in respect of preferred leadership styles and communication methods during organizational change. Baby Boomers and Generation X preferred a relationshiporiented leadership style, while generation Y preferred a visionary leadership style. Task-oriented leadership style was not the preferred style of any generation. Rather, in the midst of change, it seems there is a preference for relational leadership across all the Generations. In respect of communication, Baby Boomers preferred face-toface methods, Generation X preferred face-to-face and e-mail methods as sources of change communication, while Generation Y preferred a combination of communication methods. In the midst of change, it seems there is a common preference for face-to-face communication across all the Generations. Furthermore, employees generally did not feel ready for the changes. In the light of these findings, recommendations were made to guide change initiatives amongst employees of various generations. The limitations of the study were its sample size and focus on the public sector. For future research, a larger sample could be selected from all regional offices. Similar research can also be done in the private sector. The findings of the study provide an understanding of the experiences and expectations of different generations of employees during organizational change, and contribute to the body of knowledge on generational differences, readiness for change and the management of different generations as different stakeholders.
- Full Text:
- Date Issued: 2020
- Authors: Kawana, Susan Mulemwa
- Date: 2020
- Subjects: Organizational change -- Psychological aspects , Organizational behavior -- Namibia -- Case studies , Employees -- Psychology -- Namibia , Organizational change -- Namibia -- Case studies , Intergenerational relations -- Namibia , Namibia. Inland Revenue Directorate , Namibia. Customs and Excise
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/142398 , vital:38076
- Description: The aim of this study is to investigate the organizational expectations of different generations of employees at the Ministry of Finance’s Inland Revenue and Customs and Excise Departments of the Republic of Namibia, which are undergoing organizational change processes. The different generations that were included in this study are Baby Boomers, Generation X, and Generation Y. The study explores the different expectations that the generations have in relation to the changes, in terms of leadership style and communication preferences. This study followed a qualitative approach. Quota sampling was used to select twelve participants for the study. The case study was carried out within a postpositivism paradigm. Data was collected by administering semi-structured, face-to-face interviews. The findings of the study indicate that there are generational differences in respect of preferred leadership styles and communication methods during organizational change. Baby Boomers and Generation X preferred a relationshiporiented leadership style, while generation Y preferred a visionary leadership style. Task-oriented leadership style was not the preferred style of any generation. Rather, in the midst of change, it seems there is a preference for relational leadership across all the Generations. In respect of communication, Baby Boomers preferred face-toface methods, Generation X preferred face-to-face and e-mail methods as sources of change communication, while Generation Y preferred a combination of communication methods. In the midst of change, it seems there is a common preference for face-to-face communication across all the Generations. Furthermore, employees generally did not feel ready for the changes. In the light of these findings, recommendations were made to guide change initiatives amongst employees of various generations. The limitations of the study were its sample size and focus on the public sector. For future research, a larger sample could be selected from all regional offices. Similar research can also be done in the private sector. The findings of the study provide an understanding of the experiences and expectations of different generations of employees during organizational change, and contribute to the body of knowledge on generational differences, readiness for change and the management of different generations as different stakeholders.
- Full Text:
- Date Issued: 2020
An exploratory study on UNAM’s opportunities of being an entrepreneurial university
- Authors: Shiimi, Victoria
- Date: 2020
- Subjects: Entrepreneurship -- Namibia , Academic-industrial collaboration -- Namibia , Education, Higher -- Aims and objectives -- Namibia , University of Namibia. Innoviation and Development Department , University of Namibia -- Finance , Education, Higher -- Economic aspects -- Namibia , Education, Higher -- Namibia -- Finance
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/144912 , vital:38391
- Description: Universities, especially those publicly funded by the government are at the edge of the economic woes when budget allocation is cut to support their operations. University should not only focus on research and the traditional role of teaching but, to become innovative by creating third stream income generation projects and activities. This would enable them to bridge the gap in financing from the state. The main goal of the study is to explore whether the university has opportunities to become entrepreneurial. The researcher analyzed the study from the perspective of internal capabilities the institution owns and how these capabilities can be applied to create a competitive advantage and external opportunities for the institution. To achieve the objectives of this study, the researcher employed a case study research design approach. The study was embedded in the interprevists paradigm and, following an inductive approach. The study had a population of 14 Centres at UNAM where a sample of 4 Centres was purposively selected to represent the population because they were responsible for research and entrepreneurship activities. Documents review and semi-structured interviews were used to collect secondary and primary data respectively, which helped in the triangulation to avoid data error. These methods also allowed the researcher to ensure credibility, transferability, trustworthiness and external validity. To adhere to all ethical regulations and procedures, the researcher obtained the ethics approval from the Rhodes Ethics Committee, which, was then used to obtain Gatekeeper permission from UNAM. The study found that UNAM has the internal capabilities required that provides them an opportunity to become entrepreneurial. Through its Innovation and Development Department in collaboration with Inceptus, a UNAM commercial owned holding company. The study recommended that UNAM put structures in place, to begin with, all entrepreneurial projects towards securing third stream income as well as expanding research that focuses on leadership and governance.
- Full Text:
- Date Issued: 2020
- Authors: Shiimi, Victoria
- Date: 2020
- Subjects: Entrepreneurship -- Namibia , Academic-industrial collaboration -- Namibia , Education, Higher -- Aims and objectives -- Namibia , University of Namibia. Innoviation and Development Department , University of Namibia -- Finance , Education, Higher -- Economic aspects -- Namibia , Education, Higher -- Namibia -- Finance
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/144912 , vital:38391
- Description: Universities, especially those publicly funded by the government are at the edge of the economic woes when budget allocation is cut to support their operations. University should not only focus on research and the traditional role of teaching but, to become innovative by creating third stream income generation projects and activities. This would enable them to bridge the gap in financing from the state. The main goal of the study is to explore whether the university has opportunities to become entrepreneurial. The researcher analyzed the study from the perspective of internal capabilities the institution owns and how these capabilities can be applied to create a competitive advantage and external opportunities for the institution. To achieve the objectives of this study, the researcher employed a case study research design approach. The study was embedded in the interprevists paradigm and, following an inductive approach. The study had a population of 14 Centres at UNAM where a sample of 4 Centres was purposively selected to represent the population because they were responsible for research and entrepreneurship activities. Documents review and semi-structured interviews were used to collect secondary and primary data respectively, which helped in the triangulation to avoid data error. These methods also allowed the researcher to ensure credibility, transferability, trustworthiness and external validity. To adhere to all ethical regulations and procedures, the researcher obtained the ethics approval from the Rhodes Ethics Committee, which, was then used to obtain Gatekeeper permission from UNAM. The study found that UNAM has the internal capabilities required that provides them an opportunity to become entrepreneurial. Through its Innovation and Development Department in collaboration with Inceptus, a UNAM commercial owned holding company. The study recommended that UNAM put structures in place, to begin with, all entrepreneurial projects towards securing third stream income as well as expanding research that focuses on leadership and governance.
- Full Text:
- Date Issued: 2020
An investigation of the internal challenges that hinder sustainability of the Furntech Nyanga incubates
- Authors: Sakuba, Siyasanga
- Date: 2020
- Subjects: Business incubators -- South Africa -- Cape Town , Business incubators -- Training of -- South Africa -- Cape Town , Entrepreneurship -- South Africa – Cape Town , Unemployment -- South Africa , Rate of return -- South Africa , Economic development -- South Africa , Training needs -- South Africa -- Cape Town , Furntech (Nyanga)
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/142830 , vital:38121
- Description: The South African unemployment rate is currently at 27.6 per cent (Statistics South Africa, 2019). In an effort to combat unemployment, the South African government has implemented various mechanisms to provide opportunities to the people and combat unemployment. One of these mechanisms is to invest in the establishment of entrepreneurship incubators while the Furntech incubator is one of the incubators established for this purpose. It is imperative that the government spending on these mechanisms is justified by a return on investment which, in this case, should be to reduce unemployment and increase the overall entrepreneurial activity. In view of Furntech, with specific reference to the Nyanga incubation centre, there is a high failure rate with very little output of sustainable enterprises from the two-year incubation period. This study seeks to investigate the internal challenges that hinder the sustainability of these entrepreneurs to either drop out before the end of the two-year incubation period or to furnish the two years without becoming sustainable entrepreneurs. This study seeks to investigate this matter by using a semi -structured interview schedule that was geared towards investigating the research problem from the view of the incubates. The findings of the study showed that Furntech can be commended in respect of the transfer of technical skills. Furntech, however, failed to support the entrepreneurs with the other business support services that are part of their services, namely the business advisory, financial support and business skills. These findings provide a guideline of where Furntech needs to improve its service offering to gain a higher output of sustainable entrepreneurs. It is important to note that even though Furntech has representation in three provinces with two incubators in the Western Cape (Cape Town and Nyanga), however, this study was limited to the Furntech Nyanga incubates.
- Full Text:
- Date Issued: 2020
- Authors: Sakuba, Siyasanga
- Date: 2020
- Subjects: Business incubators -- South Africa -- Cape Town , Business incubators -- Training of -- South Africa -- Cape Town , Entrepreneurship -- South Africa – Cape Town , Unemployment -- South Africa , Rate of return -- South Africa , Economic development -- South Africa , Training needs -- South Africa -- Cape Town , Furntech (Nyanga)
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/142830 , vital:38121
- Description: The South African unemployment rate is currently at 27.6 per cent (Statistics South Africa, 2019). In an effort to combat unemployment, the South African government has implemented various mechanisms to provide opportunities to the people and combat unemployment. One of these mechanisms is to invest in the establishment of entrepreneurship incubators while the Furntech incubator is one of the incubators established for this purpose. It is imperative that the government spending on these mechanisms is justified by a return on investment which, in this case, should be to reduce unemployment and increase the overall entrepreneurial activity. In view of Furntech, with specific reference to the Nyanga incubation centre, there is a high failure rate with very little output of sustainable enterprises from the two-year incubation period. This study seeks to investigate the internal challenges that hinder the sustainability of these entrepreneurs to either drop out before the end of the two-year incubation period or to furnish the two years without becoming sustainable entrepreneurs. This study seeks to investigate this matter by using a semi -structured interview schedule that was geared towards investigating the research problem from the view of the incubates. The findings of the study showed that Furntech can be commended in respect of the transfer of technical skills. Furntech, however, failed to support the entrepreneurs with the other business support services that are part of their services, namely the business advisory, financial support and business skills. These findings provide a guideline of where Furntech needs to improve its service offering to gain a higher output of sustainable entrepreneurs. It is important to note that even though Furntech has representation in three provinces with two incubators in the Western Cape (Cape Town and Nyanga), however, this study was limited to the Furntech Nyanga incubates.
- Full Text:
- Date Issued: 2020
Critical success factors in implementing projects on restituted land parcels in South Africa
- Authors: Whiting, Christoper Whiting
- Date: 2020
- Subjects: Community development -- Management -- South Africa , Community development -- Management -- South Africa -- Case studies , Economic development projects -- Management -- South Africa , Economic development projects -- Management -- South Africa -- Case studies , Land reform -- South Africa -- Economic aspects , Land reform beneficiaries -- South Africa -- Case studies , Restitution -- South Africa -- Case studies
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/167697 , vital:41504
- Description: Currently there is a perception in South Africa that projects undertaken on parcels of restituted land are experiencing a much higher failure than success rate. There are, however, a few projects that are reaping the rewards and uplifting their communities, as intended by the land redistribution program. One community in particular, located in Mpumalanga, called community A, is presently undertaking a development project. This development project is one of the most successful restituted land parcel projects ever in South Africa. The purpose of the study is to determine the critical success factors in this community development project that have allowed it to enjoy such high levels of success. Are these critical success factors different from the generic industry critical success factors and, if so, what are they? As informed through literature, the critical success factors focused on in this study are as follows: the influence of management, project communication, knowledge management, the role of senior management, business strategy, project success measurements, and training and development. For the empirical study, a physical questionnaire was handed to 35 management members currently employed in the community development project. The questionnaire requested the demographics of all participants and asked them to rate, using a five-point Likert scale, their perceptions of the present project activities and of the importance of the project activities mentioned in making the project successful. Participants had to indicate the extent to which they agreed with each statement in the questionnaire. The responses obtained from the survey were presented and analysed. The study found that the critical success factor “role of senior management” was the largest problem area in the restituted land development project. “Training and development opportunities” came in second, with both factor areas showing large variances. Recommendations have been given on how to address both these problematic areas in the development project and how future restituted land parcel projects can better utilize these factors to ensure successful project implementation and long-term project success.
- Full Text:
- Date Issued: 2020
- Authors: Whiting, Christoper Whiting
- Date: 2020
- Subjects: Community development -- Management -- South Africa , Community development -- Management -- South Africa -- Case studies , Economic development projects -- Management -- South Africa , Economic development projects -- Management -- South Africa -- Case studies , Land reform -- South Africa -- Economic aspects , Land reform beneficiaries -- South Africa -- Case studies , Restitution -- South Africa -- Case studies
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/167697 , vital:41504
- Description: Currently there is a perception in South Africa that projects undertaken on parcels of restituted land are experiencing a much higher failure than success rate. There are, however, a few projects that are reaping the rewards and uplifting their communities, as intended by the land redistribution program. One community in particular, located in Mpumalanga, called community A, is presently undertaking a development project. This development project is one of the most successful restituted land parcel projects ever in South Africa. The purpose of the study is to determine the critical success factors in this community development project that have allowed it to enjoy such high levels of success. Are these critical success factors different from the generic industry critical success factors and, if so, what are they? As informed through literature, the critical success factors focused on in this study are as follows: the influence of management, project communication, knowledge management, the role of senior management, business strategy, project success measurements, and training and development. For the empirical study, a physical questionnaire was handed to 35 management members currently employed in the community development project. The questionnaire requested the demographics of all participants and asked them to rate, using a five-point Likert scale, their perceptions of the present project activities and of the importance of the project activities mentioned in making the project successful. Participants had to indicate the extent to which they agreed with each statement in the questionnaire. The responses obtained from the survey were presented and analysed. The study found that the critical success factor “role of senior management” was the largest problem area in the restituted land development project. “Training and development opportunities” came in second, with both factor areas showing large variances. Recommendations have been given on how to address both these problematic areas in the development project and how future restituted land parcel projects can better utilize these factors to ensure successful project implementation and long-term project success.
- Full Text:
- Date Issued: 2020
Developing an organisational culture in support of organisational capacity for change: the case of a South African bank
- Authors: Dhoba, Howard
- Date: 2020
- Subjects: Corporate culture , Bank management , Organizational change
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/141247 , vital:37956
- Description: Business organisations are increasingly being exposed to challenging environmental pressures. It has been widely acknowledged and observed that an organisation that crafts an effective organisational culture should be well positioned to react to these threatening changes, and to proactively seize opportunities to adapt and learn. This research study seeks to investigate how an organisational culture that supports organisational capacity for change can be developed. It analyses what a banking organisation’s espoused culture is made up of and how it was formulated. A thematic analysis of how the bank’s aspirational and innovative culture contributes to the organisation’s capacity for change is also presented. Organisational management should take a leading role in developing the values and practices that foster participation, which are then imparted to the entire organisation. The research study thus only focused on analysing the development of organisational culture from the management perspective. An interpretivist research approach was adopted, with a case study design as the research method. Data was gathered through conducting personal interviews with twelve managers from a Retail and Business Banking cluster of one of the big South African banks. Numerous interventions were employed in the organisation to develop espoused values, aspirational culture and to encourage all employees to champion innovations and constantly search for better ways to offer delighting value propositions to clients. The research findings can assist managers and organisational leaders in building their organisational capacity for change through developing an effective organisational culture that supports change initiatives. Since the research study only focused on analysing the development of organisational culture from the perspective of management, further research studies may involve employees as well, due to the fact that everyone is expected to take an active role for an organisation to display the overall capability to effectively respond to a progressively volatile environment. The research was able to reveal how key initiatives that are designed from theoretical constructs can be used to deliver on an innovative organisational culture that contributes to organisational capability for change.
- Full Text:
- Date Issued: 2020
- Authors: Dhoba, Howard
- Date: 2020
- Subjects: Corporate culture , Bank management , Organizational change
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/141247 , vital:37956
- Description: Business organisations are increasingly being exposed to challenging environmental pressures. It has been widely acknowledged and observed that an organisation that crafts an effective organisational culture should be well positioned to react to these threatening changes, and to proactively seize opportunities to adapt and learn. This research study seeks to investigate how an organisational culture that supports organisational capacity for change can be developed. It analyses what a banking organisation’s espoused culture is made up of and how it was formulated. A thematic analysis of how the bank’s aspirational and innovative culture contributes to the organisation’s capacity for change is also presented. Organisational management should take a leading role in developing the values and practices that foster participation, which are then imparted to the entire organisation. The research study thus only focused on analysing the development of organisational culture from the management perspective. An interpretivist research approach was adopted, with a case study design as the research method. Data was gathered through conducting personal interviews with twelve managers from a Retail and Business Banking cluster of one of the big South African banks. Numerous interventions were employed in the organisation to develop espoused values, aspirational culture and to encourage all employees to champion innovations and constantly search for better ways to offer delighting value propositions to clients. The research findings can assist managers and organisational leaders in building their organisational capacity for change through developing an effective organisational culture that supports change initiatives. Since the research study only focused on analysing the development of organisational culture from the perspective of management, further research studies may involve employees as well, due to the fact that everyone is expected to take an active role for an organisation to display the overall capability to effectively respond to a progressively volatile environment. The research was able to reveal how key initiatives that are designed from theoretical constructs can be used to deliver on an innovative organisational culture that contributes to organisational capability for change.
- Full Text:
- Date Issued: 2020
Evaluation of the role of ethical leadership development on organisational performance: the case of Econet Wireless Zimbabwe
- Authors: Chakonza, Hawkins
- Date: 2020
- Subjects: Econet Wireless Zimbabwe , Leadership , Leadership -- Case studies , Business ethics
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/146723 , vital:38551
- Description: The study evaluated the role of ethical leadership development on the performance of the organisation. Econet Wireless Zimbabwe was employed as a case study. The objectives of the study were to: understand the role of ethical leadership development at Econet Wireless Zimbabwe on the day to day running of the business, understand the nature of the ethical leadership development at Econet Wireless, examine the factors influencing ethical leadership development at Econet Wireless, ascertain the role of ethical leadership development in enhancing organisational perfomance and efficiency and to investigate leaders’ perceptions on ethical leadership development on the organisation’s effectiveness. Social learning and social exchange theory informed the study. The research employed a qualitatve approache to improve the validity,reliability and credibility of the research findings. key informnat intervews and focus group of discussion and in-depth interviews were used as data collection instruments. The study found that ethical leadership development programmes improve the perfomance of orgnisations. That is, ethical leadeship development enbaled Econet Wireless Zimbabwe to achive disticinive competence, increase profit, have a large number of subscribers and also expanded among others. Furthermore, the study shows that an ethical leadership development approach brings significant value to the organisation and, suggests that ethical leaders are more influential in organizations than currently understood. The study found that leaders could influence ethics related outcomes in the organisation by engaging in behaviours that makes them perceived as credible, attractive and legitimate by their followers.
- Full Text:
- Date Issued: 2020
- Authors: Chakonza, Hawkins
- Date: 2020
- Subjects: Econet Wireless Zimbabwe , Leadership , Leadership -- Case studies , Business ethics
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/146723 , vital:38551
- Description: The study evaluated the role of ethical leadership development on the performance of the organisation. Econet Wireless Zimbabwe was employed as a case study. The objectives of the study were to: understand the role of ethical leadership development at Econet Wireless Zimbabwe on the day to day running of the business, understand the nature of the ethical leadership development at Econet Wireless, examine the factors influencing ethical leadership development at Econet Wireless, ascertain the role of ethical leadership development in enhancing organisational perfomance and efficiency and to investigate leaders’ perceptions on ethical leadership development on the organisation’s effectiveness. Social learning and social exchange theory informed the study. The research employed a qualitatve approache to improve the validity,reliability and credibility of the research findings. key informnat intervews and focus group of discussion and in-depth interviews were used as data collection instruments. The study found that ethical leadership development programmes improve the perfomance of orgnisations. That is, ethical leadeship development enbaled Econet Wireless Zimbabwe to achive disticinive competence, increase profit, have a large number of subscribers and also expanded among others. Furthermore, the study shows that an ethical leadership development approach brings significant value to the organisation and, suggests that ethical leaders are more influential in organizations than currently understood. The study found that leaders could influence ethics related outcomes in the organisation by engaging in behaviours that makes them perceived as credible, attractive and legitimate by their followers.
- Full Text:
- Date Issued: 2020
Exploring situational leadership as a key competence in driving the implementation of the integrated development plan of a South African municipality
- Authors: Nkosimbini, Aphiwe
- Date: 2020
- Subjects: Municipal government -- South Africa -- Eastern Cape , Leadership -- South Africa -- Eastern Cape , Corporate culture -- South Africa -- Eastern Cape , Organizational behavior -- South Africa -- Eastern Cape , Situational leadership , Integrated development plan
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/145302 , vital:38426
- Description: Situational leadership is relevant to any organisation responsible for the delivery of services. Senior public sector leaders must cultivate the characteristics necessary to drive the implementation of initiatives geared towards meeting the developmental objectives of local government. The introduction of the Integrated Development Plan (IDP) of the municipality for the political term beginning in August 2016 provided a prospect of investigating the management of the implementation of this strategic blueprint in the context of the type of leadership styles prevalent in the local government environment. This dissertation therefore elucidates the idea of situational leadership as a key competence in driving the implementation of the IDP. This is through an examination of the understandings of twelve managers involved in driving this implementation. This research took the form of an evaluation case study. The critical incident technique was used to establish from the managers, as part of the interviews, a particular incident relevant to the delivery of services in line with the IDP. The focus in engaging with research participants was on their exercise of leadership as managers through the various contexts/ situations that arise within their working environment. The perspective gleaned from the participants is one which demonstrates the application of the model of situational leadership in a given sector. Furthermore, the study pinpointed the need to consider situational leadership through situation-specific lenses that take on board the role of relationships, organisational culture and its perceived impact on the performance of the organisation. The Case Study of the application of situational leadership provides insight into the myriad of challenges faced by local government leaders in driving service delivery imperatives. This is achieved through interviews with participants and the use of inductive thematic analysis as a tool of analysis. It provides an example of the value to be derived from situational leadership for leaders wanting to reach new frontiers in the work that they do. Ultimately, the service delivery expectations must be satisfied by those on whom this responsibility falls.
- Full Text:
- Date Issued: 2020
- Authors: Nkosimbini, Aphiwe
- Date: 2020
- Subjects: Municipal government -- South Africa -- Eastern Cape , Leadership -- South Africa -- Eastern Cape , Corporate culture -- South Africa -- Eastern Cape , Organizational behavior -- South Africa -- Eastern Cape , Situational leadership , Integrated development plan
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/145302 , vital:38426
- Description: Situational leadership is relevant to any organisation responsible for the delivery of services. Senior public sector leaders must cultivate the characteristics necessary to drive the implementation of initiatives geared towards meeting the developmental objectives of local government. The introduction of the Integrated Development Plan (IDP) of the municipality for the political term beginning in August 2016 provided a prospect of investigating the management of the implementation of this strategic blueprint in the context of the type of leadership styles prevalent in the local government environment. This dissertation therefore elucidates the idea of situational leadership as a key competence in driving the implementation of the IDP. This is through an examination of the understandings of twelve managers involved in driving this implementation. This research took the form of an evaluation case study. The critical incident technique was used to establish from the managers, as part of the interviews, a particular incident relevant to the delivery of services in line with the IDP. The focus in engaging with research participants was on their exercise of leadership as managers through the various contexts/ situations that arise within their working environment. The perspective gleaned from the participants is one which demonstrates the application of the model of situational leadership in a given sector. Furthermore, the study pinpointed the need to consider situational leadership through situation-specific lenses that take on board the role of relationships, organisational culture and its perceived impact on the performance of the organisation. The Case Study of the application of situational leadership provides insight into the myriad of challenges faced by local government leaders in driving service delivery imperatives. This is achieved through interviews with participants and the use of inductive thematic analysis as a tool of analysis. It provides an example of the value to be derived from situational leadership for leaders wanting to reach new frontiers in the work that they do. Ultimately, the service delivery expectations must be satisfied by those on whom this responsibility falls.
- Full Text:
- Date Issued: 2020
How relational and strategic leadership shape organizational culture
- Lebusa, Libuseng Mampolokeng
- Authors: Lebusa, Libuseng Mampolokeng
- Date: 2020
- Subjects: SOS Quthing Children's Village -- Management , Corporate culture , Corporate culture -- Lesotho -- Quthing , Leadership -- Lesotho -- Quthing , Nonprofit organizations -- Lesotho -- Quthing
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/166070 , vital:41326
- Description: The study aims at analysing how relational and strategic leadership shapes the culture of an organization, using as a case study the SOS Children’s Village Lesotho in Quthing District. As an International Federation, SOS Children’s Village espouses four values, namely Courage, Trust, Commitment, and Accountability. The case was selected because SOS Children’s Village’s performance in Lesotho has been outstanding, due to employee commitment in the organization. The review of the literature drew upon three theories: the theory of organizational culture by Schein (2010), which shed a light on cultural embedding mechanisms, the relational leadership components of Komives, S, Lucas, N, and McMahon, T (1998), and the strategic leadership roles of Ireland and Hitt (1999). This study adopted a deductive qualitative research method, where structured interviews supplemented with documents were used to collect data. Thematic analysis and pattern matching analysed the data with the aid of a pre-developed codebook that identify theoretical codes and themes in the data. The findings confirmed that with the use of cultural embedding mechanisms, relational and strategic leadership shaped the culture of commitment. The main characteristics of the culture of the commitment of SOS Quthing are punctuality, teamwork, and individual initiative. Relational and strategic leadership behaviours helped to create a culture of commitment through the fair and equitable allocation of resources, the inclusion of employees in decision making, having an orientation program for new employees, giving rewards and recognition, holding regular meetings, supervision, utilizing the online collaboration system and the systematic development of human capital. The literature supported the study results. The study acknowledges the limitations and delimitations of the research. The study’s contribution was in identifying how leadership behaviours operate through cultural embedding mechanisms to "identify" creates a culture of commitment. In conclusion, managerial recommendations were made for SOS to strengthen their leadership behaviours further and further research recommendations.
- Full Text:
- Date Issued: 2020
- Authors: Lebusa, Libuseng Mampolokeng
- Date: 2020
- Subjects: SOS Quthing Children's Village -- Management , Corporate culture , Corporate culture -- Lesotho -- Quthing , Leadership -- Lesotho -- Quthing , Nonprofit organizations -- Lesotho -- Quthing
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/166070 , vital:41326
- Description: The study aims at analysing how relational and strategic leadership shapes the culture of an organization, using as a case study the SOS Children’s Village Lesotho in Quthing District. As an International Federation, SOS Children’s Village espouses four values, namely Courage, Trust, Commitment, and Accountability. The case was selected because SOS Children’s Village’s performance in Lesotho has been outstanding, due to employee commitment in the organization. The review of the literature drew upon three theories: the theory of organizational culture by Schein (2010), which shed a light on cultural embedding mechanisms, the relational leadership components of Komives, S, Lucas, N, and McMahon, T (1998), and the strategic leadership roles of Ireland and Hitt (1999). This study adopted a deductive qualitative research method, where structured interviews supplemented with documents were used to collect data. Thematic analysis and pattern matching analysed the data with the aid of a pre-developed codebook that identify theoretical codes and themes in the data. The findings confirmed that with the use of cultural embedding mechanisms, relational and strategic leadership shaped the culture of commitment. The main characteristics of the culture of the commitment of SOS Quthing are punctuality, teamwork, and individual initiative. Relational and strategic leadership behaviours helped to create a culture of commitment through the fair and equitable allocation of resources, the inclusion of employees in decision making, having an orientation program for new employees, giving rewards and recognition, holding regular meetings, supervision, utilizing the online collaboration system and the systematic development of human capital. The literature supported the study results. The study acknowledges the limitations and delimitations of the research. The study’s contribution was in identifying how leadership behaviours operate through cultural embedding mechanisms to "identify" creates a culture of commitment. In conclusion, managerial recommendations were made for SOS to strengthen their leadership behaviours further and further research recommendations.
- Full Text:
- Date Issued: 2020
Social media and brand image: a longitudinal study of Eastern Cape universities
- Authors: Mnqeta, Lusanda
- Date: 2020
- Subjects: Multivariate analysis -- Graphic methods , Branding (Marketing) -- South Africa , Chernoff faces , Social media -- South Africa , Universities and colleges -- South Africa -- Marketing , Universities and colleges -- South Africa -- Marketing -- Case studies
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/143959 , vital:38298
- Description: It is important for Higher Education Institutions to have marketing strategies that focus on understanding the customer needs in the 21st century. The rapid growth of the internet and the Web 2.0 have led individuals and organisations into applying social media as a branding and communication tool. Hence this study focused on comparing the influence of social media on four Eastern Cape universities in relation to social media metrics and visually demonstrated through the computer-generated human face, the Chernoff faces. Using diary and literature study, the study adopted a case study research design. The researcher sampled four universities using a purposeful sampling technique. Chernoff faces were used to enhance the ability of the reader to immediately understand significant occurrences based on social media metric indicators. To demonstrate multivariate data, the faces brought an original method of expressing complex data as opposed to traditional methods. The study found that Brand management and Resource-Based Theory (RBT) plays a pivotal role in social media marketing as this can lead to organisations having a competitive advantage. The study recommended that strategies to utilise social media as a resource should be put in place to lead to competitive advantage, as suggested by the Resource-based theory. The study concluded that various social media factors can influence the brand image of universities, positively (going to buy) and negatively (never going to buy). Both positive and negative purchase intent are found to be an influential indicator on the brand as they are affected by customer satisfaction.
- Full Text:
- Date Issued: 2020
- Authors: Mnqeta, Lusanda
- Date: 2020
- Subjects: Multivariate analysis -- Graphic methods , Branding (Marketing) -- South Africa , Chernoff faces , Social media -- South Africa , Universities and colleges -- South Africa -- Marketing , Universities and colleges -- South Africa -- Marketing -- Case studies
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/143959 , vital:38298
- Description: It is important for Higher Education Institutions to have marketing strategies that focus on understanding the customer needs in the 21st century. The rapid growth of the internet and the Web 2.0 have led individuals and organisations into applying social media as a branding and communication tool. Hence this study focused on comparing the influence of social media on four Eastern Cape universities in relation to social media metrics and visually demonstrated through the computer-generated human face, the Chernoff faces. Using diary and literature study, the study adopted a case study research design. The researcher sampled four universities using a purposeful sampling technique. Chernoff faces were used to enhance the ability of the reader to immediately understand significant occurrences based on social media metric indicators. To demonstrate multivariate data, the faces brought an original method of expressing complex data as opposed to traditional methods. The study found that Brand management and Resource-Based Theory (RBT) plays a pivotal role in social media marketing as this can lead to organisations having a competitive advantage. The study recommended that strategies to utilise social media as a resource should be put in place to lead to competitive advantage, as suggested by the Resource-based theory. The study concluded that various social media factors can influence the brand image of universities, positively (going to buy) and negatively (never going to buy). Both positive and negative purchase intent are found to be an influential indicator on the brand as they are affected by customer satisfaction.
- Full Text:
- Date Issued: 2020
Social media big data: a diary study of ten pharmaceutical firms
- Authors: Baker, Nadia Samantha
- Date: 2020
- Subjects: Big data , Internet in medicine , Social media in medicine , Internet marketing -- Evaluation , Pharmacy management -- South Africa
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/140737 , vital:37914
- Description: Purpose: The goal of the research was to demonstrate how firms can use social media big data, to make strategic business decisions, through the lens of Resource Based Theory (RBT) and Dynamic Capability Theory (DCT), that could lead to a sustained competitive advantage. In and of its own, big data, does not constitute a competitive advantage. It may hold value for the firm, but lacks rarity, inimitability, and is not substitutable (Braganza, et al. 2017; Mata, Fuerst and Barney, 1995; Delmonte, 2003). It is in the analysis of this data, through RBT and DCT, that will turn the information into useful business intelligence (Amit and Schoemaker, 1993; Barney, 1991; 1995; Marr, 2015; Gupta and George, 2016; Kurtmollaiev, et al., 2018). Most importantly, firms must constantly reconfigure their resources in line with the dynamic business environment to ensure superior performance (Teece, Pisano and Shuen, 1997; Helfat, et al., 2007; Teece, 2014; 2018). Method: In this study, a qualitative approach was used to examine the RBT (Value, Rarity, Inimitability and Non-Substitutable - VRIN Framework) and DCT, to describe and understand the relevant theories and to build upon the quantitative results. While a quantitative approach was used to analyse the social media sentiment as depicted by Social Mention metrics. A novel technique, Chernoff Faces, was used to analyse and visualize the data (de Vos, Strydom, Fouche and Delport, 2011). Results and Findings: The research results show that, while the 10 firms in the study all have a presence on social media, it is on selective platforms. The content that is posted, is on very specific topics (Narayan, 2017; Cornejo, 2018). The Chernoff Faces indicate that the firms’ Social Mention metrics, over the 30 day period, was at low values. Since strength of social mention is depicted by the face line, the thin, long, generally sad looking faces implies that more than 70 percent of the firms’ social media strength over the study period, was weak. Conclusion: The literature indicates that the true value of big data and big data analytics can only be realised if firms make sound business decisions and act upon it swiftly.
- Full Text:
- Date Issued: 2020
- Authors: Baker, Nadia Samantha
- Date: 2020
- Subjects: Big data , Internet in medicine , Social media in medicine , Internet marketing -- Evaluation , Pharmacy management -- South Africa
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/140737 , vital:37914
- Description: Purpose: The goal of the research was to demonstrate how firms can use social media big data, to make strategic business decisions, through the lens of Resource Based Theory (RBT) and Dynamic Capability Theory (DCT), that could lead to a sustained competitive advantage. In and of its own, big data, does not constitute a competitive advantage. It may hold value for the firm, but lacks rarity, inimitability, and is not substitutable (Braganza, et al. 2017; Mata, Fuerst and Barney, 1995; Delmonte, 2003). It is in the analysis of this data, through RBT and DCT, that will turn the information into useful business intelligence (Amit and Schoemaker, 1993; Barney, 1991; 1995; Marr, 2015; Gupta and George, 2016; Kurtmollaiev, et al., 2018). Most importantly, firms must constantly reconfigure their resources in line with the dynamic business environment to ensure superior performance (Teece, Pisano and Shuen, 1997; Helfat, et al., 2007; Teece, 2014; 2018). Method: In this study, a qualitative approach was used to examine the RBT (Value, Rarity, Inimitability and Non-Substitutable - VRIN Framework) and DCT, to describe and understand the relevant theories and to build upon the quantitative results. While a quantitative approach was used to analyse the social media sentiment as depicted by Social Mention metrics. A novel technique, Chernoff Faces, was used to analyse and visualize the data (de Vos, Strydom, Fouche and Delport, 2011). Results and Findings: The research results show that, while the 10 firms in the study all have a presence on social media, it is on selective platforms. The content that is posted, is on very specific topics (Narayan, 2017; Cornejo, 2018). The Chernoff Faces indicate that the firms’ Social Mention metrics, over the 30 day period, was at low values. Since strength of social mention is depicted by the face line, the thin, long, generally sad looking faces implies that more than 70 percent of the firms’ social media strength over the study period, was weak. Conclusion: The literature indicates that the true value of big data and big data analytics can only be realised if firms make sound business decisions and act upon it swiftly.
- Full Text:
- Date Issued: 2020
The benefits and challenges of implementing the Equator Principles: the case of four large banks in South Africa, through the eyes of project finance teams
- Authors: Baloyi, Glenda
- Date: 2020
- Subjects: Financial institutions -- South Africa -- Moral and ethical aspects , Sustainable development -- South Africa , Project management -- South Africa -- Finance
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/126165 , vital:35855
- Description: The purpose of this research was to investigate the benefits and challenges of implementing the Equator Principles (EPs) by the four large banks in South Africa who are signatories to the framework. This was investigated through the eyes of the project finance teams. The research focused on the perceptions of the project finance team. The EPs are voluntary standards, to date they have been adopted by 94 financial institutions. Financial institutions that have adopted the EPs, benefit by having a competitive advantage of getting involved with high risk projects / developments. The Equator Principles resulted in having environmental and social risk policies and structures to manage these risks. This research was conducted using mixed methods and followed the post-positivist paradigm. The research found that the project finance teams were aware of the environmental, social and governance risks associated with project finance transactions. Furthermore, they understood the need to have the Environmental, Social and Governance (ESG) risk assessment during the credit process. This research found out that the benefits of the EPs outweigh the challenges, as they promote responsible investment, thus promoting the reputation of the investor. The EPs requires the client / borrower to conduct an environmental and social impact assessment and commit to covenants that are binding in the financial legal agreements. By having processes and strategies that promote responsible investment in the financed projects / development, this gives the Equator Principles Financial Institution (EPFI) the advantage of competing in the international market. EPs may indirectly influence the financial institutions that have not adopted the EPs, to promote responsible investment by applying ESG risk assessment processes as required by the banks that have adopted the EPs. EPs lack of capacity such as human resources, policies, funds and structures is the reason why companies do not adopt responsible investment is their operation and not incorporating them in the decision-making process. Some EPFI are not committed the EPs and become free riders. Other EPFI are not complying with the EPs and this causes uncertainties with regards to the legitimacy of the ES standards. EPs are ambiguous, subjective and voluntarism can make it difficult to be achieved by the EPFI. EPs increases the approval process for the financial institution to conclude the transaction, thus delaying the start of a needed project / development. And that EPFI may be forced to have fewer clients as a result of the funding requirements required by EPs.
- Full Text:
- Date Issued: 2020
- Authors: Baloyi, Glenda
- Date: 2020
- Subjects: Financial institutions -- South Africa -- Moral and ethical aspects , Sustainable development -- South Africa , Project management -- South Africa -- Finance
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/126165 , vital:35855
- Description: The purpose of this research was to investigate the benefits and challenges of implementing the Equator Principles (EPs) by the four large banks in South Africa who are signatories to the framework. This was investigated through the eyes of the project finance teams. The research focused on the perceptions of the project finance team. The EPs are voluntary standards, to date they have been adopted by 94 financial institutions. Financial institutions that have adopted the EPs, benefit by having a competitive advantage of getting involved with high risk projects / developments. The Equator Principles resulted in having environmental and social risk policies and structures to manage these risks. This research was conducted using mixed methods and followed the post-positivist paradigm. The research found that the project finance teams were aware of the environmental, social and governance risks associated with project finance transactions. Furthermore, they understood the need to have the Environmental, Social and Governance (ESG) risk assessment during the credit process. This research found out that the benefits of the EPs outweigh the challenges, as they promote responsible investment, thus promoting the reputation of the investor. The EPs requires the client / borrower to conduct an environmental and social impact assessment and commit to covenants that are binding in the financial legal agreements. By having processes and strategies that promote responsible investment in the financed projects / development, this gives the Equator Principles Financial Institution (EPFI) the advantage of competing in the international market. EPs may indirectly influence the financial institutions that have not adopted the EPs, to promote responsible investment by applying ESG risk assessment processes as required by the banks that have adopted the EPs. EPs lack of capacity such as human resources, policies, funds and structures is the reason why companies do not adopt responsible investment is their operation and not incorporating them in the decision-making process. Some EPFI are not committed the EPs and become free riders. Other EPFI are not complying with the EPs and this causes uncertainties with regards to the legitimacy of the ES standards. EPs are ambiguous, subjective and voluntarism can make it difficult to be achieved by the EPFI. EPs increases the approval process for the financial institution to conclude the transaction, thus delaying the start of a needed project / development. And that EPFI may be forced to have fewer clients as a result of the funding requirements required by EPs.
- Full Text:
- Date Issued: 2020
The effect of technology acceptance model and trust on online banking in Zambia
- Authors: Hamusone, Collins Moonga
- Date: 2020
- Subjects: Internet banking -- Zambia , Banks and banking -- Computer networks -- Zambia , Banks and banking -- Information technology -- Zambia , Banks and banking -- Technological innovations -- Zambia , Consumer behavior -- Zambia
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/163637 , vital:41063
- Description: The banking industry has been influenced by the evolution of technology and in the process , reduced the cost of transacting and increased the speed of service delivery. This global change has been driven by the development of alternative banking channels from the traditional brick and mortar walls to a utomated teller machines , phone - banking, and now the most recent phenomenon, online banking . The current study, conducted in Lusaka, Zambia investigated the adoption of online banking technology using the Technology Acceptance Model (TAM) with perceived ea se of use, perceived usefulness and trust. T he two constructs perceived ea se of use, perceived usefulness are known to be the most accurate subjective measurement scales for predicting user acceptance . T echnology Acceptance Model (TAM) is the most widely used model and theorizes that if a user fi nds the technology useful , it will influence the user’s attitude positively, thereby increasing the intention to use and finally allowing for adoption. In a cross - sectional survey of 478 participants, and using logistic regression, this study found that perceived usefulness , perceived ease of use and trust were positively associated with users’ intentions to adopt online banking , and these relationships were statistically significant. The findings from this study provide support for the theoretical model. The study further found no contradicting results, and this provides banks in Zambia with an opportunity to grow online banking as the consumer behaviour indicates a willingness and int ention to adopt the technology. The current study was limited to the urban areas of Lusaka which had a population of 3.2 million . Future research may also investigate the impact of culture on the adopti on of online banking technology .
- Full Text:
- Date Issued: 2020
- Authors: Hamusone, Collins Moonga
- Date: 2020
- Subjects: Internet banking -- Zambia , Banks and banking -- Computer networks -- Zambia , Banks and banking -- Information technology -- Zambia , Banks and banking -- Technological innovations -- Zambia , Consumer behavior -- Zambia
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/163637 , vital:41063
- Description: The banking industry has been influenced by the evolution of technology and in the process , reduced the cost of transacting and increased the speed of service delivery. This global change has been driven by the development of alternative banking channels from the traditional brick and mortar walls to a utomated teller machines , phone - banking, and now the most recent phenomenon, online banking . The current study, conducted in Lusaka, Zambia investigated the adoption of online banking technology using the Technology Acceptance Model (TAM) with perceived ea se of use, perceived usefulness and trust. T he two constructs perceived ea se of use, perceived usefulness are known to be the most accurate subjective measurement scales for predicting user acceptance . T echnology Acceptance Model (TAM) is the most widely used model and theorizes that if a user fi nds the technology useful , it will influence the user’s attitude positively, thereby increasing the intention to use and finally allowing for adoption. In a cross - sectional survey of 478 participants, and using logistic regression, this study found that perceived usefulness , perceived ease of use and trust were positively associated with users’ intentions to adopt online banking , and these relationships were statistically significant. The findings from this study provide support for the theoretical model. The study further found no contradicting results, and this provides banks in Zambia with an opportunity to grow online banking as the consumer behaviour indicates a willingness and int ention to adopt the technology. The current study was limited to the urban areas of Lusaka which had a population of 3.2 million . Future research may also investigate the impact of culture on the adopti on of online banking technology .
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- Date Issued: 2020