Analysis of the Corporate Social Investment motives and benefits behind the sponsors’ involvement with Parkrun South Africa
- Authors: Fordyce, Jonathan
- Date: 2017
- Subjects: Parkrun (Organization) , Parkrun (SA) , Blue Label Telecoms (Firm) , Dis-Chem (Firm) , Discovery Vitality (Firm) , Investments -- Moral and ethical aspects -- South Africa , Sports sponsorship -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/5388 , vital:20919
- Description: This study is a qualitative investigation into the area of Corporate Social Investment (CSI) of non-profit organisations (NPOs). The focus of the study is on the non-profit organisation Parkrun South Africa (Parkrun SA) and its three major sponsors, namely Blue Label Telecoms, Discovery Vitality and Dis-Chem Pharmacies. The research analyses and subsequently posits the various benefits and motivations of the sponsors’ CSI initiative with Parkrun SA. Semi-structured, one-on-one interviews were carried out with the three sponsors to establish these benefits and motivations. The interviewees were selected based on their involvement and influence in establishing and governing their organisations’ CSI initiative with Parkrun SA. The research compared the benefits and motivations, highlighted by the sponsors during the interviews, to the current body of knowledge and literature on CSI. From the interviews it became evident that the benefits and motivations, pertaining to each sponsor, are well aligned to the current literature on CSI benefits and motivations. The benefits and motivations of the three organisations were also deemed very similar. Upon evaluation of the research, it became evident that the most essential motivator for all three sponsoring organisations is commercial. Key to all the sponsoring organisations involvement with Parkrun SA, is the potential return on investment through the various commercial aspects of being associated with such an initiative. Branding was the biggest benefit named by all three sponsoring organisations, however, creating a healthy society emerged as a major benefit too. It can be argued that health has become a major benefit for the sponsors because of the success and exponential growth of Parkrun SA. This growth has captured a large audience and in so doing, created major health benefits for the vast array of participants. Finally, through the data collection and analysis it became clear that the sponsors all view their CSI initiative with Parkrun SA as a major success. It is however, recommended that Parkrun SA start to grow their organisation to match the sustained growth seen in the country. There is a need to expand the organisation in terms of employees and transparent corporate reporting to deal with this growth and keep the sponsors satisfied while also keeping additional sponsors fascinated.
- Full Text:
- Date Issued: 2017
- Authors: Fordyce, Jonathan
- Date: 2017
- Subjects: Parkrun (Organization) , Parkrun (SA) , Blue Label Telecoms (Firm) , Dis-Chem (Firm) , Discovery Vitality (Firm) , Investments -- Moral and ethical aspects -- South Africa , Sports sponsorship -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/5388 , vital:20919
- Description: This study is a qualitative investigation into the area of Corporate Social Investment (CSI) of non-profit organisations (NPOs). The focus of the study is on the non-profit organisation Parkrun South Africa (Parkrun SA) and its three major sponsors, namely Blue Label Telecoms, Discovery Vitality and Dis-Chem Pharmacies. The research analyses and subsequently posits the various benefits and motivations of the sponsors’ CSI initiative with Parkrun SA. Semi-structured, one-on-one interviews were carried out with the three sponsors to establish these benefits and motivations. The interviewees were selected based on their involvement and influence in establishing and governing their organisations’ CSI initiative with Parkrun SA. The research compared the benefits and motivations, highlighted by the sponsors during the interviews, to the current body of knowledge and literature on CSI. From the interviews it became evident that the benefits and motivations, pertaining to each sponsor, are well aligned to the current literature on CSI benefits and motivations. The benefits and motivations of the three organisations were also deemed very similar. Upon evaluation of the research, it became evident that the most essential motivator for all three sponsoring organisations is commercial. Key to all the sponsoring organisations involvement with Parkrun SA, is the potential return on investment through the various commercial aspects of being associated with such an initiative. Branding was the biggest benefit named by all three sponsoring organisations, however, creating a healthy society emerged as a major benefit too. It can be argued that health has become a major benefit for the sponsors because of the success and exponential growth of Parkrun SA. This growth has captured a large audience and in so doing, created major health benefits for the vast array of participants. Finally, through the data collection and analysis it became clear that the sponsors all view their CSI initiative with Parkrun SA as a major success. It is however, recommended that Parkrun SA start to grow their organisation to match the sustained growth seen in the country. There is a need to expand the organisation in terms of employees and transparent corporate reporting to deal with this growth and keep the sponsors satisfied while also keeping additional sponsors fascinated.
- Full Text:
- Date Issued: 2017
Assessing cultural readiness for lean implementation at an automotive component manufacturer in Port Elizabeth
- Levendal, Arend Randolph Dimitre
- Authors: Levendal, Arend Randolph Dimitre
- Date: 2017
- Subjects: Organizational effectiveness Organizational change , Corporate culture Motor industry -- South Africa -- Port Elizabeth
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/18145 , vital:28580
- Description: Automotive component manufacturers face significant competitive challenges in the global market and are constantly looking for means to improve their competitive advantage. Organisations then often acquire lean tools as an attractive option to achieve this. Research has however highlighted that the underlying “Lean Culture” is what is really necessary for organisations to achieve and maintain a competitive advantage. According to Rother (2010) lean implementation can be seen as a project or an initiation of an on- going development process where learning is taking place. This implementation implies a change in organisational culture from its existing state to a state where it reflects a lean culture. The literature review into Lean highlights the importance of establishing a Lean Culture. This research relied on an existing Lean Culture Causal Framework to assess cultural readiness for lean implementation at an automotive component manufacturer in Port Elizabeth (Company X). This was done utilising an empirical study which relied on an existing questionnaire associated with the said Lean Culture Causal Frame work. This Framework focuses on four broad categories of leadership actions; Awareness, Engagement, Consistency and Accountability.
- Full Text:
- Date Issued: 2017
- Authors: Levendal, Arend Randolph Dimitre
- Date: 2017
- Subjects: Organizational effectiveness Organizational change , Corporate culture Motor industry -- South Africa -- Port Elizabeth
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/18145 , vital:28580
- Description: Automotive component manufacturers face significant competitive challenges in the global market and are constantly looking for means to improve their competitive advantage. Organisations then often acquire lean tools as an attractive option to achieve this. Research has however highlighted that the underlying “Lean Culture” is what is really necessary for organisations to achieve and maintain a competitive advantage. According to Rother (2010) lean implementation can be seen as a project or an initiation of an on- going development process where learning is taking place. This implementation implies a change in organisational culture from its existing state to a state where it reflects a lean culture. The literature review into Lean highlights the importance of establishing a Lean Culture. This research relied on an existing Lean Culture Causal Framework to assess cultural readiness for lean implementation at an automotive component manufacturer in Port Elizabeth (Company X). This was done utilising an empirical study which relied on an existing questionnaire associated with the said Lean Culture Causal Frame work. This Framework focuses on four broad categories of leadership actions; Awareness, Engagement, Consistency and Accountability.
- Full Text:
- Date Issued: 2017
Assessing talent management at Passenger Rail Agency of South Africa (PRASA)
- Authors: Khanyezi, Thembani Hopewell
- Date: 2017
- Subjects: Personnel management Employee retention , Incentives in industry Performance -- Management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/17680 , vital:28429
- Description: There is no question that effective talent management implementation requires a well-defined process. Talent management includes all talent management systems that are required to optimise the workforce within an organisation. The talent management system includes: talent planning, acquiring talent, developing talent, managing talent and retaining talent. Acquired talent should be developed to mould into the organisational culture so that they support the organisational objectives. The research objective of this study was to assess talent management implementation at Metrorail. To achieve this objective a comprehensive study was undertaken on Talent Management. The study involved conducting a literature review to understand the process that is necessary for talent management implementation in an organisation. An empirical study was later conducted to investigate whether the processes of talent management have been successfully implemented at Metrorail. The survey was compared to the literature review to establish whether the findings from Metrorail agreed or disagreed with the literature reviewed. As much as the empirical results showed a case of progress towards Employee Empowerment, Employee Engagement and Talent Retention, there were areas of concern with regard to Recruitment, Compensation and Rewards, Performance Management as well as Organisational Culture.
- Full Text:
- Date Issued: 2017
- Authors: Khanyezi, Thembani Hopewell
- Date: 2017
- Subjects: Personnel management Employee retention , Incentives in industry Performance -- Management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/17680 , vital:28429
- Description: There is no question that effective talent management implementation requires a well-defined process. Talent management includes all talent management systems that are required to optimise the workforce within an organisation. The talent management system includes: talent planning, acquiring talent, developing talent, managing talent and retaining talent. Acquired talent should be developed to mould into the organisational culture so that they support the organisational objectives. The research objective of this study was to assess talent management implementation at Metrorail. To achieve this objective a comprehensive study was undertaken on Talent Management. The study involved conducting a literature review to understand the process that is necessary for talent management implementation in an organisation. An empirical study was later conducted to investigate whether the processes of talent management have been successfully implemented at Metrorail. The survey was compared to the literature review to establish whether the findings from Metrorail agreed or disagreed with the literature reviewed. As much as the empirical results showed a case of progress towards Employee Empowerment, Employee Engagement and Talent Retention, there were areas of concern with regard to Recruitment, Compensation and Rewards, Performance Management as well as Organisational Culture.
- Full Text:
- Date Issued: 2017
Assessing the innovation capability of South African SMEs in pursuing export opportunities
- Authors: Mbele, Lindokuhle Peter
- Date: 2017
- Subjects: New business enterprises -- Management Technological innovations Economic aspects
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/44443 , vital:37811
- Description: Innovation is broadly perceived as an important competitive enabler for any business that needs to survive, stay ahead and prosper. In turbulently and unpredictable global environments, the capability of the organisation to continuously innovate is a key contributor to sustained competitiveness. Innovation capability focuses on making certain that the organisation possess appropriate strategies, structures, culture, leadership techniques and resourcing strategies to bolster effective execution of innovation activities. Innovation can only occur if the organisation has developed innovation capabilities. A number of South African SMEs continue to be reluctant to innovate and trade beyond the borders of their inherent country due to the risks which this involves. SMEs with sound innovation capabilities can make a significant contribution to a nation's competitiveness. Therefore investment in understanding an organisations innovation capabilities and the factors that contribute to successful innovation is necessary. This study assessed the innovation capabilities of South Africa SMEs and their ability to pursue export opportunities. The intention was to gain understanding on how innovation can be used by South African SMEs to improve exports opportunities. The findings revealed that only two thirds of the South African SMEs possess innovative capabilities. The observation was made that some SMEs believe that they are innovative even though they do not have innovative capabilities. Factors that contribute to improved export includes the ability to negotiate export transaction with international partners, the ability to adapt to changing export markets and the ability to meet export demands. These findings present an opportunity for SMEs to continuously assess their innovation capabilities and put measures in place to improve their innovation output and frequency. Globalisation threatens the former safe markets for local businesses, therefore for SMEs to be sustainable, grow and be competitive they should focus on creating innovative products that are marketable globally and continuously seek new markets.
- Full Text:
- Date Issued: 2017
- Authors: Mbele, Lindokuhle Peter
- Date: 2017
- Subjects: New business enterprises -- Management Technological innovations Economic aspects
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/44443 , vital:37811
- Description: Innovation is broadly perceived as an important competitive enabler for any business that needs to survive, stay ahead and prosper. In turbulently and unpredictable global environments, the capability of the organisation to continuously innovate is a key contributor to sustained competitiveness. Innovation capability focuses on making certain that the organisation possess appropriate strategies, structures, culture, leadership techniques and resourcing strategies to bolster effective execution of innovation activities. Innovation can only occur if the organisation has developed innovation capabilities. A number of South African SMEs continue to be reluctant to innovate and trade beyond the borders of their inherent country due to the risks which this involves. SMEs with sound innovation capabilities can make a significant contribution to a nation's competitiveness. Therefore investment in understanding an organisations innovation capabilities and the factors that contribute to successful innovation is necessary. This study assessed the innovation capabilities of South Africa SMEs and their ability to pursue export opportunities. The intention was to gain understanding on how innovation can be used by South African SMEs to improve exports opportunities. The findings revealed that only two thirds of the South African SMEs possess innovative capabilities. The observation was made that some SMEs believe that they are innovative even though they do not have innovative capabilities. Factors that contribute to improved export includes the ability to negotiate export transaction with international partners, the ability to adapt to changing export markets and the ability to meet export demands. These findings present an opportunity for SMEs to continuously assess their innovation capabilities and put measures in place to improve their innovation output and frequency. Globalisation threatens the former safe markets for local businesses, therefore for SMEs to be sustainable, grow and be competitive they should focus on creating innovative products that are marketable globally and continuously seek new markets.
- Full Text:
- Date Issued: 2017
Assessing the organisational maturity level of Rhodes Music Radio with the introduction of social media
- Authors: Gavaza, Mudiwa Artwell
- Date: 2017
- Subjects: Rhodes Music Radio , Rhodes Music Radio -- Marketing , Rhodes Music Radio -- Management , Community radio -- South Africa -- Makhanda , Social media -- Marketing -- South Africa -- Makhanda
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/6269 , vital:21076
- Description: This research seeks to evaluate the organisational maturity of Rhodes Music Radio as it relates to its use of social media. The research takes place within the context of Rhodes Music Radio (RMR) which is a community radio station operating in Grahamstown, South Africa. The station serves the Grahamstown community as a whole, with core listenership coming from the Rhodes University population. RMR has its base on the Rhodes University campus. The contribution of this study is the development of a Social Media Maturity Model which was used to assess the organisational maturity of Rhodes Music Radio with respect to its use of social media. As with other media organisations around the world, social media has become a major factor within the normal operations and functions of RMR. There is much research that has been done about the use of social media as a tool for marketing and branding in business. This tends to be the typical focus of research efforts. Though RMR makes use of social media as a marketing tool, media organisations have gone beyond this one dimensional approach in using social media. Social networking online has become a source of news and trends for organisations within the media space. For an organisation like RMR, social media is used in some way by departments such as Communication, Marketing and Branding, Production, Programming, Music, Technical; together with the presenters and producers who are hosting shows on a daily basis. Bearing the above in mind, this study aims to assess the level of maturity that RMR has as an organisation with use of social media. The goal is to find out how integrated and what systems the station has as a whole to make effective use of social media across the various departments which then helps to make a judgement on the station as a whole. This research has its literature base in the knowledge area of change management and operational excellence. Organisational maturity exists within the broad knowledge area of change management. It provides the theoretical basis upon which to gauge the maturity of RMR in relation to its social media use. Operational excellence provides a basis upon which to judge the quality of RMR’s product which speaks to how well integrated and effective the station is with its use of social media. The method of research was an evaluation that used 2 types of data, making use of both document analysis and interviews as sources of information. This information is then analysed using the Social Media Maturity Model developed specifically for this research from similar organisational maturity models used in other industries such as general management and supply chain management. This model assesses the maturity of the station by first assessing the maturity of the various departments that make up the operations of RMR and then comes up with an aggregate maturity level for the whole organisation. The conclusion of this study is that Rhodes Music Radio is quite mature in terms of its social media use but not yet fully networked. According to the model, the station is described as having a “Community” or “Linked” social media use. On the model, this is Stage 3 out of 5 in terms of maturity. Recommendations given to RMR to further increase this maturity level are for staff members more involved in the social media of the station by following the various RMR accounts and engaging with listeners and other staff members on these platforms. RMR staff need to be trained on the importance of social media and how to use it. The station needs to find a way to convert its social media following into listeners of its broadcast programming. Finally, the station needs to finalise and endorse its Social Media Policy.
- Full Text:
- Date Issued: 2017
- Authors: Gavaza, Mudiwa Artwell
- Date: 2017
- Subjects: Rhodes Music Radio , Rhodes Music Radio -- Marketing , Rhodes Music Radio -- Management , Community radio -- South Africa -- Makhanda , Social media -- Marketing -- South Africa -- Makhanda
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/6269 , vital:21076
- Description: This research seeks to evaluate the organisational maturity of Rhodes Music Radio as it relates to its use of social media. The research takes place within the context of Rhodes Music Radio (RMR) which is a community radio station operating in Grahamstown, South Africa. The station serves the Grahamstown community as a whole, with core listenership coming from the Rhodes University population. RMR has its base on the Rhodes University campus. The contribution of this study is the development of a Social Media Maturity Model which was used to assess the organisational maturity of Rhodes Music Radio with respect to its use of social media. As with other media organisations around the world, social media has become a major factor within the normal operations and functions of RMR. There is much research that has been done about the use of social media as a tool for marketing and branding in business. This tends to be the typical focus of research efforts. Though RMR makes use of social media as a marketing tool, media organisations have gone beyond this one dimensional approach in using social media. Social networking online has become a source of news and trends for organisations within the media space. For an organisation like RMR, social media is used in some way by departments such as Communication, Marketing and Branding, Production, Programming, Music, Technical; together with the presenters and producers who are hosting shows on a daily basis. Bearing the above in mind, this study aims to assess the level of maturity that RMR has as an organisation with use of social media. The goal is to find out how integrated and what systems the station has as a whole to make effective use of social media across the various departments which then helps to make a judgement on the station as a whole. This research has its literature base in the knowledge area of change management and operational excellence. Organisational maturity exists within the broad knowledge area of change management. It provides the theoretical basis upon which to gauge the maturity of RMR in relation to its social media use. Operational excellence provides a basis upon which to judge the quality of RMR’s product which speaks to how well integrated and effective the station is with its use of social media. The method of research was an evaluation that used 2 types of data, making use of both document analysis and interviews as sources of information. This information is then analysed using the Social Media Maturity Model developed specifically for this research from similar organisational maturity models used in other industries such as general management and supply chain management. This model assesses the maturity of the station by first assessing the maturity of the various departments that make up the operations of RMR and then comes up with an aggregate maturity level for the whole organisation. The conclusion of this study is that Rhodes Music Radio is quite mature in terms of its social media use but not yet fully networked. According to the model, the station is described as having a “Community” or “Linked” social media use. On the model, this is Stage 3 out of 5 in terms of maturity. Recommendations given to RMR to further increase this maturity level are for staff members more involved in the social media of the station by following the various RMR accounts and engaging with listeners and other staff members on these platforms. RMR staff need to be trained on the importance of social media and how to use it. The station needs to find a way to convert its social media following into listeners of its broadcast programming. Finally, the station needs to finalise and endorse its Social Media Policy.
- Full Text:
- Date Issued: 2017
Comparing the automotive industry manufacturing costs between East London, Uitenhage and Gaborone
- Authors: Domingo, Steve Cecil
- Date: 2017
- Subjects: Manufactures -- Costs Manufacturing industries -- South Africa -- Eastern Cape , Manufacturing industries -- Botswana -- Gaborone Automobile industry and trade -- South Africa -- Eastern Cape Automobile industry and trade -- Botswana -- Gaborone
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/46306 , vital:39545
- Description: South Africa faces the problem of its automotive production facilities, threatening relocation from South Africa to neighbouring countries such as Botswana, Nigeria and Mozambique, this while, the South African manufacturing industry suffers a very high unemployment rate. The business models for South African automotive manufacturing industry is currently too cost inefficient, making relocation to neighbouring countries more feasible and attractive. The purpose of this research study is to conduct an “Automotive Manufacturing Costs comparison between East London, Uitenhage, Gaborone and the resultant impact on the South African employment of manufacturing staff” The primary objective of this study is to measure the manufacturing cost between East London, Uitenhage and Gaborone (Botswana) for one automotive component and explain if this can affect employment at the current costs of labour. The findings might add value to the South African working population about the serious impact and effect of the high cost of labour in the country. A literature review was conducted on the South African and Botswana automotive manufacturing industry, the economic development and the strategic challenges of the two countries. In conclusion, the relocation of the production industry, specifically the South African market relocating to broader Africa. In order to achieve the research objectives, personal interviews with senior managers (Plant Managers, Business Managers and Human Resources Managers) of firms that have been involved in projects of the relocation of firms into Africa was conducted. The aim of the study is to identify to the local automotive manufacturing industry, unions, government and business people that the current labour cost is South Africa could cause future relocation of industry from South Africa which will cause more unemployment.
- Full Text:
- Date Issued: 2017
- Authors: Domingo, Steve Cecil
- Date: 2017
- Subjects: Manufactures -- Costs Manufacturing industries -- South Africa -- Eastern Cape , Manufacturing industries -- Botswana -- Gaborone Automobile industry and trade -- South Africa -- Eastern Cape Automobile industry and trade -- Botswana -- Gaborone
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/46306 , vital:39545
- Description: South Africa faces the problem of its automotive production facilities, threatening relocation from South Africa to neighbouring countries such as Botswana, Nigeria and Mozambique, this while, the South African manufacturing industry suffers a very high unemployment rate. The business models for South African automotive manufacturing industry is currently too cost inefficient, making relocation to neighbouring countries more feasible and attractive. The purpose of this research study is to conduct an “Automotive Manufacturing Costs comparison between East London, Uitenhage, Gaborone and the resultant impact on the South African employment of manufacturing staff” The primary objective of this study is to measure the manufacturing cost between East London, Uitenhage and Gaborone (Botswana) for one automotive component and explain if this can affect employment at the current costs of labour. The findings might add value to the South African working population about the serious impact and effect of the high cost of labour in the country. A literature review was conducted on the South African and Botswana automotive manufacturing industry, the economic development and the strategic challenges of the two countries. In conclusion, the relocation of the production industry, specifically the South African market relocating to broader Africa. In order to achieve the research objectives, personal interviews with senior managers (Plant Managers, Business Managers and Human Resources Managers) of firms that have been involved in projects of the relocation of firms into Africa was conducted. The aim of the study is to identify to the local automotive manufacturing industry, unions, government and business people that the current labour cost is South Africa could cause future relocation of industry from South Africa which will cause more unemployment.
- Full Text:
- Date Issued: 2017
Consumers’ perception of generic drugs in South Africa
- Authors: Boltman, Tamarah
- Date: 2017
- Subjects: Consumers' preferences -- Moral and ethical aspects -- South Africa Consumer education -- South Africa , Generic drugs -- Moral and ethical aspects -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/14664 , vital:27815
- Description: Medicines play a pivotal role in the process of human development as their rational utilization can decrease morbidity and mortality as well as improve quality of life (Jamshed, Hassali, Ibrahim, Shafie, & Babar, 2010). Access to therapeutic drugs form an integral part of any successful healthcare system. The high cost of medicines, is a barrier to accessibility and improved health to the majority of the South African population (Bangalee, 2015). In developing countries with limited healthcare budgets, such as South Africa, generic drugs (medicines) can be a cost-saving treatment alternative, resulting in medical expenditure being reduced and access to scarce resources increased (Van der Westhuizen, Burger, Lubbe, Serfontein, 2010). There is very little knowledge on perception and attitude of South African citizens with regard to use of generic drugs (Bangalee, 2015). Consumer perception can have a large impact on the choice of medicines or drugs chosen. The study intended to find out what the current consumer beliefs, attitudes, behaviours and knowledge of generic drugs are. There was also intent to establish if lack of awareness or misconception about generic drugs influence consumer choice. The study consists of a literature review of the definition of generic drugs and original or branded drugs, their influence in the public and private health sector, factors that influence consumer behaviour, brand effect, brand trust, brand loyalty, and most importantly the South Africa acceptance of generic drugs. Primary data was collected, reported and analysed through the use of a questionnaire to determine the current consumers’ belief, attitude, behaviour and knowledge of generic drugs. The study results reveal that scepticism does exists, yet there was clear acceptance, but still lack of confidence in generic drugs. Consumer education and information is the key to increased generic drug acceptance.
- Full Text:
- Date Issued: 2017
- Authors: Boltman, Tamarah
- Date: 2017
- Subjects: Consumers' preferences -- Moral and ethical aspects -- South Africa Consumer education -- South Africa , Generic drugs -- Moral and ethical aspects -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/14664 , vital:27815
- Description: Medicines play a pivotal role in the process of human development as their rational utilization can decrease morbidity and mortality as well as improve quality of life (Jamshed, Hassali, Ibrahim, Shafie, & Babar, 2010). Access to therapeutic drugs form an integral part of any successful healthcare system. The high cost of medicines, is a barrier to accessibility and improved health to the majority of the South African population (Bangalee, 2015). In developing countries with limited healthcare budgets, such as South Africa, generic drugs (medicines) can be a cost-saving treatment alternative, resulting in medical expenditure being reduced and access to scarce resources increased (Van der Westhuizen, Burger, Lubbe, Serfontein, 2010). There is very little knowledge on perception and attitude of South African citizens with regard to use of generic drugs (Bangalee, 2015). Consumer perception can have a large impact on the choice of medicines or drugs chosen. The study intended to find out what the current consumer beliefs, attitudes, behaviours and knowledge of generic drugs are. There was also intent to establish if lack of awareness or misconception about generic drugs influence consumer choice. The study consists of a literature review of the definition of generic drugs and original or branded drugs, their influence in the public and private health sector, factors that influence consumer behaviour, brand effect, brand trust, brand loyalty, and most importantly the South Africa acceptance of generic drugs. Primary data was collected, reported and analysed through the use of a questionnaire to determine the current consumers’ belief, attitude, behaviour and knowledge of generic drugs. The study results reveal that scepticism does exists, yet there was clear acceptance, but still lack of confidence in generic drugs. Consumer education and information is the key to increased generic drug acceptance.
- Full Text:
- Date Issued: 2017
Critical success factors of effective performance appraisal and the latter's effect on employee engagement
- Authors: Tseana, Tloutsana
- Date: 2017
- Subjects: Employees -- Rating of Employee motivation -- Research , Performance standards Personnel management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/21395 , vital:29511
- Description: The objective of this study was to investigate what the critical elements were for an employee performance appraisal system (EPA) to be effective and successful and whether the latter would enhance employee engagement. The study hypothesised that three elements, namely the level of trust in the appraiser, communication by the appraiser and the level of training of the appraiser would be critical to achieve an effective EPA. Effective performance appraisal is known to benefit organisations by helping them measure performance, motivate employees and most commonly help to make HR related administrative decisions, such as promotions and rewards. The study was conducted in a national public entity, which is constituted and mandated in terms of the PPEC Act, No 9 of 1983, to perform cold chain services and also under the APS Act, No.119 of 1990. The organisation studied also delivers inspection and food safety services for perishable products as mandated by the Department of Agriculture, Forestry and Fisheries. The research adopts a survey approach where self-administered questionnaires were used to gather data from the employees to measure their opinions of the measured elements of the employee performance appraisal (EPA). The surveys were issued to a total of 150 employees within the organisation and a total of 82 usable surveys were returned. The findings of the study revealed that the employees were generally satisfied with the level of competency, training of, and trust in, the appraiser, but there was still work to be done in improving the system and making it more successful and rewarding. Communication by the appraiser was found to be not significantly related to the effectiveness of the current performance appraisal system.
- Full Text:
- Date Issued: 2017
- Authors: Tseana, Tloutsana
- Date: 2017
- Subjects: Employees -- Rating of Employee motivation -- Research , Performance standards Personnel management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/21395 , vital:29511
- Description: The objective of this study was to investigate what the critical elements were for an employee performance appraisal system (EPA) to be effective and successful and whether the latter would enhance employee engagement. The study hypothesised that three elements, namely the level of trust in the appraiser, communication by the appraiser and the level of training of the appraiser would be critical to achieve an effective EPA. Effective performance appraisal is known to benefit organisations by helping them measure performance, motivate employees and most commonly help to make HR related administrative decisions, such as promotions and rewards. The study was conducted in a national public entity, which is constituted and mandated in terms of the PPEC Act, No 9 of 1983, to perform cold chain services and also under the APS Act, No.119 of 1990. The organisation studied also delivers inspection and food safety services for perishable products as mandated by the Department of Agriculture, Forestry and Fisheries. The research adopts a survey approach where self-administered questionnaires were used to gather data from the employees to measure their opinions of the measured elements of the employee performance appraisal (EPA). The surveys were issued to a total of 150 employees within the organisation and a total of 82 usable surveys were returned. The findings of the study revealed that the employees were generally satisfied with the level of competency, training of, and trust in, the appraiser, but there was still work to be done in improving the system and making it more successful and rewarding. Communication by the appraiser was found to be not significantly related to the effectiveness of the current performance appraisal system.
- Full Text:
- Date Issued: 2017
Determining the relationship between leadership, emotional intelligence and organisational performance in government agencies
- Poya, Nkululeko Andrew Stephen
- Authors: Poya, Nkululeko Andrew Stephen
- Date: 2017
- Subjects: Organizational effectiveness -- South Africa Emotional intelligence , Performance -- Psychological aspects Leadership -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/19861 , vital:28989
- Description: objective of this research is mainly to determine the relationship between leadership, emotional intelligence and organisational performance in state owned agencies to contribute to the debate on the role of government agencies with the South African society. The study aims to contribute to scholarly research which deals with performance related issues in the public sector.This study is however, not addressing other issues such as training needs of employees in government agencies, intelligence quotient, spiritual intelligence, corruption and ethics management. In keeping with one of the objectives of the study, a detailed review of literature was conducted in order to clearly define leadership (both transformational and transactional), emotional intelligence and organisational performance, and provide substantive reasons for the need for leaders with emotional intelligence in government agencies. The description of existing knowledge also provides outcomes of previous research pertaining to improvement of overall organisational performance. This study set out to determine the leadership approach and the level of emotional intelligence amongst the leadership sample. The research methodology employed in the study made use of a positivistic paradigm and was conducted by means of a qualitative study with careful description, analysis, interpretation and evaluation of data for the purpose of obtaining information and relevant data. The study objectives, appropriate conclusions and proposals are addressed based on the role that the two leadership approaches, linked to emotional intelligence plays with regard to organisational performance. This will ultimately enable the researcher to provide a framework for consideration during the selection of senior and executive staff members. Ultimately the recommendations made may contribute to the design of future practices aimed at improving public services in the long run in achieving the long term goals as set out in the National Development Plan.
- Full Text:
- Date Issued: 2017
- Authors: Poya, Nkululeko Andrew Stephen
- Date: 2017
- Subjects: Organizational effectiveness -- South Africa Emotional intelligence , Performance -- Psychological aspects Leadership -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/19861 , vital:28989
- Description: objective of this research is mainly to determine the relationship between leadership, emotional intelligence and organisational performance in state owned agencies to contribute to the debate on the role of government agencies with the South African society. The study aims to contribute to scholarly research which deals with performance related issues in the public sector.This study is however, not addressing other issues such as training needs of employees in government agencies, intelligence quotient, spiritual intelligence, corruption and ethics management. In keeping with one of the objectives of the study, a detailed review of literature was conducted in order to clearly define leadership (both transformational and transactional), emotional intelligence and organisational performance, and provide substantive reasons for the need for leaders with emotional intelligence in government agencies. The description of existing knowledge also provides outcomes of previous research pertaining to improvement of overall organisational performance. This study set out to determine the leadership approach and the level of emotional intelligence amongst the leadership sample. The research methodology employed in the study made use of a positivistic paradigm and was conducted by means of a qualitative study with careful description, analysis, interpretation and evaluation of data for the purpose of obtaining information and relevant data. The study objectives, appropriate conclusions and proposals are addressed based on the role that the two leadership approaches, linked to emotional intelligence plays with regard to organisational performance. This will ultimately enable the researcher to provide a framework for consideration during the selection of senior and executive staff members. Ultimately the recommendations made may contribute to the design of future practices aimed at improving public services in the long run in achieving the long term goals as set out in the National Development Plan.
- Full Text:
- Date Issued: 2017
Drivers of employee engagement in a lean manufacturing environment during a period of change
- Authors: Rwodzi, Bright
- Date: 2017
- Subjects: Organizational change -- Management Employee motivation , Organizational behavior Work environment -- Employees Lean manufacturing -- Employees
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/20559 , vital:29321
- Description: Purpose - The purpose of the study was to determine the drivers of employee engagement in a lean manufacturing environment during a period of change. It also highlighted the importance of employee engagement with regards to the improvement of organisational performance especially in a lean manufacturing environment during the change. Design/methodology/approach – The most frequently mentioned drivers of employee engagement in relation to change and a lean environment were identified through a literature study. The potential drivers that emerged were vision, leadership, communication, immediate supervisory behaviour, team collaboration and training/career development. An empirical study was then carried out to study the impact of these factors on affective commitment, volunteerism and sportsmanship, the latter two are components of organisational citizenship behaviour. A survey with a questionnaire was conducted amongst 86 employees in a lean manufacturing organisation, which was undergoing change. The data analyses included descriptive statistics, correlations and multiple regression analysis. Findings – It was observed that all the six identified drivers of employee engagement namely: Vision, Leadership, Communication, Immediate Supervisor Behaviour, Team Collaboration and Training and Career Development explained 61.2 per cent of the variance in the employee engagement. However, the variables that had the biggest impact on employee engagement were the articulation of the organisational change Vision, Team Collaboration and Immediate Supervisor Behaviour. Practical implications – The results of the study emphasise that special focus and effort must be placed on factors affecting Vision, Team Collaboration and Immediate Supervisor Behaviour as they have shown significantly higher influence on employee engagement in a lean manufacturing environment during a period of change.
- Full Text:
- Date Issued: 2017
- Authors: Rwodzi, Bright
- Date: 2017
- Subjects: Organizational change -- Management Employee motivation , Organizational behavior Work environment -- Employees Lean manufacturing -- Employees
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/20559 , vital:29321
- Description: Purpose - The purpose of the study was to determine the drivers of employee engagement in a lean manufacturing environment during a period of change. It also highlighted the importance of employee engagement with regards to the improvement of organisational performance especially in a lean manufacturing environment during the change. Design/methodology/approach – The most frequently mentioned drivers of employee engagement in relation to change and a lean environment were identified through a literature study. The potential drivers that emerged were vision, leadership, communication, immediate supervisory behaviour, team collaboration and training/career development. An empirical study was then carried out to study the impact of these factors on affective commitment, volunteerism and sportsmanship, the latter two are components of organisational citizenship behaviour. A survey with a questionnaire was conducted amongst 86 employees in a lean manufacturing organisation, which was undergoing change. The data analyses included descriptive statistics, correlations and multiple regression analysis. Findings – It was observed that all the six identified drivers of employee engagement namely: Vision, Leadership, Communication, Immediate Supervisor Behaviour, Team Collaboration and Training and Career Development explained 61.2 per cent of the variance in the employee engagement. However, the variables that had the biggest impact on employee engagement were the articulation of the organisational change Vision, Team Collaboration and Immediate Supervisor Behaviour. Practical implications – The results of the study emphasise that special focus and effort must be placed on factors affecting Vision, Team Collaboration and Immediate Supervisor Behaviour as they have shown significantly higher influence on employee engagement in a lean manufacturing environment during a period of change.
- Full Text:
- Date Issued: 2017
Drivers of sustainability disclosure in Liberty Holdings
- Authors: Chembeya, Edina Matamba
- Date: 2017
- Subjects: Liberty Holdings Limited (Firm) , Insurance companies -- South Africa -- Management , Risk management -- South Africa -- Case studies , Stakeholder management -- South Africa -- Case studies , Corporate culture -- South Africa -- Case studies , Product management -- South Africa -- Case studies
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/5579 , vital:20943
- Description: This research assesses the drivers of sustainability disclosure in Liberty Holdings. The relevance of reporting on sustainability is growing for both listed and non-listed companies in South Africa. However, many companies many companies still coming to terms with reporting process, although others are doing exceptionally well. Liberty Holdings is one of the insurance organisations that has continuously improved their sustainability reporting and disclosure of their sustainability issues, in a sector that previously perceived such concerns as low on their agenda, due to the perception that they had a low impact on the sector. The research findings reveal that the process of sustainability disclosure in Liberty Holdings is driven by several elements that are strategically linked and are aligned to the core strategy of the organisation. The findings also indicate that in order to understand and implement viable sustainability processes, the processes must be embedded in a well-informed sustainability strategy that is aligned with this core strategy.
- Full Text:
- Date Issued: 2017
- Authors: Chembeya, Edina Matamba
- Date: 2017
- Subjects: Liberty Holdings Limited (Firm) , Insurance companies -- South Africa -- Management , Risk management -- South Africa -- Case studies , Stakeholder management -- South Africa -- Case studies , Corporate culture -- South Africa -- Case studies , Product management -- South Africa -- Case studies
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/5579 , vital:20943
- Description: This research assesses the drivers of sustainability disclosure in Liberty Holdings. The relevance of reporting on sustainability is growing for both listed and non-listed companies in South Africa. However, many companies many companies still coming to terms with reporting process, although others are doing exceptionally well. Liberty Holdings is one of the insurance organisations that has continuously improved their sustainability reporting and disclosure of their sustainability issues, in a sector that previously perceived such concerns as low on their agenda, due to the perception that they had a low impact on the sector. The research findings reveal that the process of sustainability disclosure in Liberty Holdings is driven by several elements that are strategically linked and are aligned to the core strategy of the organisation. The findings also indicate that in order to understand and implement viable sustainability processes, the processes must be embedded in a well-informed sustainability strategy that is aligned with this core strategy.
- Full Text:
- Date Issued: 2017
Employee engagement in small medium micro enterprise in the Buffalo City Municipality
- Authors: Mlakalaka, Bulelwa Ndileka
- Date: 2017
- Subjects: Employee empowerment -- South Africa -- Buffalo City Sustainable development -- South Africa -- Buffalo City
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/18959 , vital:28760
- Description: The purpose of the study was to identify the factors that affect the engagement of the employees in Small Medium and Micro Enterprises (SMMEs) in Buffalo City. The quantitative data gathering was conducted in the form of questionnaires accompanied by a covering letter and was distributed amongst the SMMEs in the Buffalo City Area. The companies selected were those that had been operational for longer than four years with an employee complement of more than five. Employee engagement is given different definitions by different authors. The Kenexa Work Trends Report, (2012 cited by Bhuvanaiah and Raya) explain employee engagement as the extent to which employees are motivated to contribute to organisational success and are willingly applying their efforts to accomplish the organisational goals (Bhuvanaiah and Raya 2014:65). Dubrin says that engagement is the employee’s commitment and willingness to stay in the company they work for and to deliver beyond what is expected of them (Dubrin 2013: 205). The variables identified in literature that affect employee engagement are: Nature of continuous learning, Revenue transparency, Employee value proposition, Job satisfaction, Leadership style, Equitable rewards, Supportive colleagues, Supportive working conditions, Compensation and job security and Policies and procedures. The study proved that different variables cannot be looked at in isolation by the SMMEs. This is because the study showed some form of dependency, which was weak, moderate or strong, that existed in these variables. The research proved a weak relationship exists between working conditions and leadership management. A moderate relationship existed between: Continuous learning and Leadership style, Leadership style and Revenue transparency, Working conditions and Continuous improvement, Job security and Leadership style, Leader and Management, Working conditions and Revenue transparency A strong relationship was seen to exist between Continuous learning and Revenue Transparency. A strong relationship also exists between Continuous learning and Management innovation and leadership and revenue transparency. The final recommendations provide the SMMEs in the Buffalo City Municipality with the opportunity to take their businesses from good to great.
- Full Text:
- Date Issued: 2017
- Authors: Mlakalaka, Bulelwa Ndileka
- Date: 2017
- Subjects: Employee empowerment -- South Africa -- Buffalo City Sustainable development -- South Africa -- Buffalo City
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/18959 , vital:28760
- Description: The purpose of the study was to identify the factors that affect the engagement of the employees in Small Medium and Micro Enterprises (SMMEs) in Buffalo City. The quantitative data gathering was conducted in the form of questionnaires accompanied by a covering letter and was distributed amongst the SMMEs in the Buffalo City Area. The companies selected were those that had been operational for longer than four years with an employee complement of more than five. Employee engagement is given different definitions by different authors. The Kenexa Work Trends Report, (2012 cited by Bhuvanaiah and Raya) explain employee engagement as the extent to which employees are motivated to contribute to organisational success and are willingly applying their efforts to accomplish the organisational goals (Bhuvanaiah and Raya 2014:65). Dubrin says that engagement is the employee’s commitment and willingness to stay in the company they work for and to deliver beyond what is expected of them (Dubrin 2013: 205). The variables identified in literature that affect employee engagement are: Nature of continuous learning, Revenue transparency, Employee value proposition, Job satisfaction, Leadership style, Equitable rewards, Supportive colleagues, Supportive working conditions, Compensation and job security and Policies and procedures. The study proved that different variables cannot be looked at in isolation by the SMMEs. This is because the study showed some form of dependency, which was weak, moderate or strong, that existed in these variables. The research proved a weak relationship exists between working conditions and leadership management. A moderate relationship existed between: Continuous learning and Leadership style, Leadership style and Revenue transparency, Working conditions and Continuous improvement, Job security and Leadership style, Leader and Management, Working conditions and Revenue transparency A strong relationship was seen to exist between Continuous learning and Revenue Transparency. A strong relationship also exists between Continuous learning and Management innovation and leadership and revenue transparency. The final recommendations provide the SMMEs in the Buffalo City Municipality with the opportunity to take their businesses from good to great.
- Full Text:
- Date Issued: 2017
Employee happiness at a financial institution
- Authors: McConnell, Daniel Matthys
- Date: 2017
- Subjects: Job satisfaction -- South Africa Happiness -- South Africa -- Employees , Positive psychology -- Employees Corporate culture -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/19026 , vital:28766
- Description: Happiness, or the concept of well-being can be traced back to the era of Aristotle (384 to 322 BC), Epicuruss (341 to 270 BC), John Locke (1632 to 1704) and more recently Ed Diener (DOB 1946), who played an integral part in the well-being revolution. People have very different ways in seeking happiness, whether it is closely associated to their personal life, the work environment or in society, they are constantly striving towards a goal of experiencing happiness at its purist form. Bursts of absolute joy and the purist form of immediate gratification cannot provide a path to finding happiness and well-being. The process is intricate and requires a variety of variables integrated into a combination of events and lifestyle experiences to culminate into an existence which produces a feeling of inner peace and fulfillment. Current research suggests that this is not an attainable state of existence, but human nature drives every individual to seek out a path to finding true happiness. The advent of the modern day economic crisis has changed the global environment to the extent where society is attempting to find a new norm to operate in. As a consequence, individuals are presented with new challenges which have forced them to re-evaluate their path to finding a balance in their lives. These changes have added new challenges to deal with and adapt to as new forces in the global environment start to shape a new tomorrow. People spend a large portion of their existence working to earn an income and to provide a means of supporting themselves and their dependents. The challenges they face are enhanced by the strains of working in stressful and pressurised working environments as their employers are also adapting to the changing global environment. Economic pressure is passed on to employees, as they are pushed to achieve the financial results demanded by shareholders. The last ten years has seen a wealth of research being conducted in the space of well-being and how it relates to business has gained popularity. The study of epidemiology refers to the study of components of human behaviour, which have a negative impact on individual functioning, like stress and anxiety disorders. Well-being in the workplace can counter these ailments and create a working environment absent of these negative afflictions which damage the productivity of a workforce. Employers who understand the positive aspects associated with well-being are in a position to effectively deploy their employees to produce improved financial results. The starting point for many organisations is to determine the current level of happiness in their businesses and to establish what variables are responsible for the current state of well-being. The main objective of the empirical study was to determine the level of happiness at a financial institution. The target population (354 potential respondents) is the regional office the financial institution based in Port Elizabeth, South Africa. Potential respondents received electronic requests by email, requesting their participation in the study. A total of 164 completed questionnaires were returned (46.33%) and analysed. Literature was reviewed to develop a conceptual model. Seven variables were identified as having an influence on employee happiness and have the potential to change employee well-being levels to aid organisations in their quest to adapt to the prevailing economic conditions and stress people have to deal with on a daily basis. The results from the study show that Work-life, Safety and Security, Growth and Development, Health, Recognition and Reward, Autonomy and Social Connectedness are all closely associate with employee well-being. Safety and security, Autonomy and Recognition and Reward have direct positive associations with the concept of well-being and have a significant relationship and potential to enhance well-being. The end result is that with the correct interventions by an employer, well-being can be measured and applied in the working environment. The correct combination of variables can have a positive impact in the work environment. A happy workforce can be an advantage to an organisation, their interventions can add great value to employees by increasing their commitment to the organisation and ultimately the business can benefit from their Interventions by seeing their efforts being realised in their financial results.
- Full Text:
- Date Issued: 2017
- Authors: McConnell, Daniel Matthys
- Date: 2017
- Subjects: Job satisfaction -- South Africa Happiness -- South Africa -- Employees , Positive psychology -- Employees Corporate culture -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/19026 , vital:28766
- Description: Happiness, or the concept of well-being can be traced back to the era of Aristotle (384 to 322 BC), Epicuruss (341 to 270 BC), John Locke (1632 to 1704) and more recently Ed Diener (DOB 1946), who played an integral part in the well-being revolution. People have very different ways in seeking happiness, whether it is closely associated to their personal life, the work environment or in society, they are constantly striving towards a goal of experiencing happiness at its purist form. Bursts of absolute joy and the purist form of immediate gratification cannot provide a path to finding happiness and well-being. The process is intricate and requires a variety of variables integrated into a combination of events and lifestyle experiences to culminate into an existence which produces a feeling of inner peace and fulfillment. Current research suggests that this is not an attainable state of existence, but human nature drives every individual to seek out a path to finding true happiness. The advent of the modern day economic crisis has changed the global environment to the extent where society is attempting to find a new norm to operate in. As a consequence, individuals are presented with new challenges which have forced them to re-evaluate their path to finding a balance in their lives. These changes have added new challenges to deal with and adapt to as new forces in the global environment start to shape a new tomorrow. People spend a large portion of their existence working to earn an income and to provide a means of supporting themselves and their dependents. The challenges they face are enhanced by the strains of working in stressful and pressurised working environments as their employers are also adapting to the changing global environment. Economic pressure is passed on to employees, as they are pushed to achieve the financial results demanded by shareholders. The last ten years has seen a wealth of research being conducted in the space of well-being and how it relates to business has gained popularity. The study of epidemiology refers to the study of components of human behaviour, which have a negative impact on individual functioning, like stress and anxiety disorders. Well-being in the workplace can counter these ailments and create a working environment absent of these negative afflictions which damage the productivity of a workforce. Employers who understand the positive aspects associated with well-being are in a position to effectively deploy their employees to produce improved financial results. The starting point for many organisations is to determine the current level of happiness in their businesses and to establish what variables are responsible for the current state of well-being. The main objective of the empirical study was to determine the level of happiness at a financial institution. The target population (354 potential respondents) is the regional office the financial institution based in Port Elizabeth, South Africa. Potential respondents received electronic requests by email, requesting their participation in the study. A total of 164 completed questionnaires were returned (46.33%) and analysed. Literature was reviewed to develop a conceptual model. Seven variables were identified as having an influence on employee happiness and have the potential to change employee well-being levels to aid organisations in their quest to adapt to the prevailing economic conditions and stress people have to deal with on a daily basis. The results from the study show that Work-life, Safety and Security, Growth and Development, Health, Recognition and Reward, Autonomy and Social Connectedness are all closely associate with employee well-being. Safety and security, Autonomy and Recognition and Reward have direct positive associations with the concept of well-being and have a significant relationship and potential to enhance well-being. The end result is that with the correct interventions by an employer, well-being can be measured and applied in the working environment. The correct combination of variables can have a positive impact in the work environment. A happy workforce can be an advantage to an organisation, their interventions can add great value to employees by increasing their commitment to the organisation and ultimately the business can benefit from their Interventions by seeing their efforts being realised in their financial results.
- Full Text:
- Date Issued: 2017
Evaluating critical success factors for effective leadership of projects
- Authors: Notununu, Fezile
- Date: 2017
- Subjects: Project managers Leadership
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/20042 , vital:29069
- Description: Leadership skills in projects are viewed as the secondary need in projects for a competent project manager while technical core skills are viewed as the primary need. This argues that leadership and technical core skills should be treated the same as the primary need, furthermore the leadership skills should never be compromised when recruiting a project manager. Qualitative research was employed for this study. The researcher explored the ontology and epistemology as the research paradigms of the study. Data was collected through focus groups, unstructured interviews and through case study. The data collected was analysed by employing the content analysis and descriptive analysis. The quality of the data was the main focus for ensuring that correct information was obtained, and hence triangulation was employed. The recommendations provided will contribute to the efficient and successful execution of projects. The drive to ensure effective leadership projects can be achieved through employing the following: Development of accidental project managers; accreditation of project managers; project management training for project managers; recruitment of project managers, hard technical skills and soft skills for competent project managers. If these recommendations are properly implemented the organisation may realise savings on their projects, and will be able to complete their projects on time, within approved budgets and approved scope of work.
- Full Text:
- Date Issued: 2017
- Authors: Notununu, Fezile
- Date: 2017
- Subjects: Project managers Leadership
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/20042 , vital:29069
- Description: Leadership skills in projects are viewed as the secondary need in projects for a competent project manager while technical core skills are viewed as the primary need. This argues that leadership and technical core skills should be treated the same as the primary need, furthermore the leadership skills should never be compromised when recruiting a project manager. Qualitative research was employed for this study. The researcher explored the ontology and epistemology as the research paradigms of the study. Data was collected through focus groups, unstructured interviews and through case study. The data collected was analysed by employing the content analysis and descriptive analysis. The quality of the data was the main focus for ensuring that correct information was obtained, and hence triangulation was employed. The recommendations provided will contribute to the efficient and successful execution of projects. The drive to ensure effective leadership projects can be achieved through employing the following: Development of accidental project managers; accreditation of project managers; project management training for project managers; recruitment of project managers, hard technical skills and soft skills for competent project managers. If these recommendations are properly implemented the organisation may realise savings on their projects, and will be able to complete their projects on time, within approved budgets and approved scope of work.
- Full Text:
- Date Issued: 2017
Evaluating intrapreneurship levels at an Eastern Cape automotive manufacturing plant
- Authors: Barnard, Christiaan Beautry
- Date: 2017
- Subjects: Business incubators -- South Africa Entrepreneurship -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/14960 , vital:28023
- Description: The term automotive industry is an umbrella term for concerns and undertakings contributing to the manufacturing of motor vehicles. This includes components such as engines, electronics, harnesses, interiors and shells, but excludes consumables such as tires, batteries and fuel. The local automotive industry is one of South Africa’s most profitable industries, funding more than 7% of the country’s GDP and contributing towards almost 12% of South Africa's manufacturing exports. Many multinational automotive manufacturers have invested in South Africa. This has allowed them to be strategically placed with the intention to source components, assemble and produce vehicles locally for the South African and other world markets. Due to the current contributions and its potential to grow the South African economy, the South African administration has recognised the automotive industry as an important sector. The South African government introduced the Motor Industry Development Programme during 1994 and the Automotive Production and Development Programme since 2013 to further stimulate the market and investment and further aims to increase the local production of vehicles to 1.2 million units per year as part of its 2020 vision. When considering the global competition, from China and Eastern Europe, it is imperative for the South African manufacturers to pursue and implement innovative practices to ensure that they can be competitive in the global arena, to retain and attract more multinational manufacturers to invest in the country and to ensure the future of existing multinational manufacturing facilities. Many scholars agree that intrapreneurship, also known as corporate entrepreneurship, is an approach which has the ability to help organisations to be more innovative and can guarantee competitiveness. Intrapreneurship is a valid and important aspect of entrepreneurial research. The subject of intrapreneurship can be divided into several key areas: 1. The individual operating as an intrapreneur within an organisation, focusing on his or her traits and the acknowledgement and support received within the organisation; 2. The conceptualisation and implementation of innovative projects from inside the organisation, focusing on the different departments and business units within the organisation’s corporate structure; 3. The entrepreneurial organisation, focusing on the core characteristics of the organisation. This study explores the concept of intrapreneurship, by consulting existing literature and then measuring the levels of intrapreneurship at a German automotive manufacturing plant in the Eastern Cape. To ensure anonymity of the organisation in which the study is conducted, it will be referred to as Company X. Currently no studies focused on intrapreneurship have been conducted within Company X. Innovative practices are not demonstrated as much as desired at the local manufacturing plant of company X and the levels of intrapreneurship within the manufacturing plant are currently still unknown. With the automotive industry being such an important contributor to the South African economy, it might be beneficial to do a similar study pertaining to multiple companies within the industry and value chain. This can assist in creating a bigger awareness within the industry, so that the affected organisations can have a more intrapreneurial approach towards business. The study can furthermore be adapted to consider a more technical approach of production facilities within South Africa and the intrapreneurial approach and innovations implemented to insure productivity and future investments, locally and international, within the production sector of South Africa.
- Full Text:
- Date Issued: 2017
- Authors: Barnard, Christiaan Beautry
- Date: 2017
- Subjects: Business incubators -- South Africa Entrepreneurship -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/14960 , vital:28023
- Description: The term automotive industry is an umbrella term for concerns and undertakings contributing to the manufacturing of motor vehicles. This includes components such as engines, electronics, harnesses, interiors and shells, but excludes consumables such as tires, batteries and fuel. The local automotive industry is one of South Africa’s most profitable industries, funding more than 7% of the country’s GDP and contributing towards almost 12% of South Africa's manufacturing exports. Many multinational automotive manufacturers have invested in South Africa. This has allowed them to be strategically placed with the intention to source components, assemble and produce vehicles locally for the South African and other world markets. Due to the current contributions and its potential to grow the South African economy, the South African administration has recognised the automotive industry as an important sector. The South African government introduced the Motor Industry Development Programme during 1994 and the Automotive Production and Development Programme since 2013 to further stimulate the market and investment and further aims to increase the local production of vehicles to 1.2 million units per year as part of its 2020 vision. When considering the global competition, from China and Eastern Europe, it is imperative for the South African manufacturers to pursue and implement innovative practices to ensure that they can be competitive in the global arena, to retain and attract more multinational manufacturers to invest in the country and to ensure the future of existing multinational manufacturing facilities. Many scholars agree that intrapreneurship, also known as corporate entrepreneurship, is an approach which has the ability to help organisations to be more innovative and can guarantee competitiveness. Intrapreneurship is a valid and important aspect of entrepreneurial research. The subject of intrapreneurship can be divided into several key areas: 1. The individual operating as an intrapreneur within an organisation, focusing on his or her traits and the acknowledgement and support received within the organisation; 2. The conceptualisation and implementation of innovative projects from inside the organisation, focusing on the different departments and business units within the organisation’s corporate structure; 3. The entrepreneurial organisation, focusing on the core characteristics of the organisation. This study explores the concept of intrapreneurship, by consulting existing literature and then measuring the levels of intrapreneurship at a German automotive manufacturing plant in the Eastern Cape. To ensure anonymity of the organisation in which the study is conducted, it will be referred to as Company X. Currently no studies focused on intrapreneurship have been conducted within Company X. Innovative practices are not demonstrated as much as desired at the local manufacturing plant of company X and the levels of intrapreneurship within the manufacturing plant are currently still unknown. With the automotive industry being such an important contributor to the South African economy, it might be beneficial to do a similar study pertaining to multiple companies within the industry and value chain. This can assist in creating a bigger awareness within the industry, so that the affected organisations can have a more intrapreneurial approach towards business. The study can furthermore be adapted to consider a more technical approach of production facilities within South Africa and the intrapreneurial approach and innovations implemented to insure productivity and future investments, locally and international, within the production sector of South Africa.
- Full Text:
- Date Issued: 2017
Evaluating the automotive production development programme of the automotive component manufacturing industry: envisaged future interventions
- Authors: Fokker, Cornelis Dirk
- Date: 2017
- Subjects: Automobile industry and trade -- Developing countries , Sustainable development -- Developing countries , Production management -- Developing countries
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/15215 , vital:28179
- Description: The automotive component manufacturer's (ACM's) operations are not sustainable due to their competitiveness, only determined by price. for ACM's to be competitive, effective government incentives in the automotive industry need to be present. The study was undertaken to provide a blueprint for change required in government incentives.
- Full Text: false
- Date Issued: 2017
- Authors: Fokker, Cornelis Dirk
- Date: 2017
- Subjects: Automobile industry and trade -- Developing countries , Sustainable development -- Developing countries , Production management -- Developing countries
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/15215 , vital:28179
- Description: The automotive component manufacturer's (ACM's) operations are not sustainable due to their competitiveness, only determined by price. for ACM's to be competitive, effective government incentives in the automotive industry need to be present. The study was undertaken to provide a blueprint for change required in government incentives.
- Full Text: false
- Date Issued: 2017
Evaluating the impact of responsible investing strategies on fund performance
- Authors: Ntuli, Thulani
- Date: 2017
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/7067 , vital:21214
- Description: Several studies have been undertaken to evaluate performance of responsible investments, that is, funds that integrate ethical as well as environmental, social and governance considerations in the investment process (ESG). Particularly to address the question whether it is possible for investors to do well while doing good. Modern Portfolio Theory predicts sub-optimal performance for funds constructed on any basis other than risk-reward optimisation. These studies usually compare performance of responsible investments with conventional funds or an unrestricted benchmark portfolio. The findings have been contradictory and on the main inconclusive. Underlying this contradiction is the treatment of responsible investments funds as a homogenous group of funds and not acknowledging their heterogeneity owing to methods and strategies used to construct them. This study seeks to address this gap in the literature by investigating the impact of responsible investment strategies on fund performance. The performance of nine South African responsible investment funds constructed and manged using different responsible investing strategies are analysed over a five-year period from 01 October 2010 to 31 October 2015. Their performance is benchmarked against the JSE ALL Share Index (ALSI) and the FTES/JSE SRI index. Specifically, the average monthly returns, variability and Sharpe ratio of the constituent fund is used to compare performance. Moreover, the CAPM based Jensen alpha is used to determine any significant under or overperformance of respective funds relative to the benchmarks. The study found to be no difference in average monthly returns and risk relative to the two benchmark indices for all respective strategies. However, funds constructed using the negative screening strategy generally underperform. These funds overall deliver a statistically significant lower alpha. It is concluded that this RI investing strategy is not suitable for investors concerned about a trade-off between fund performance and ESG performance.
- Full Text:
- Date Issued: 2017
- Authors: Ntuli, Thulani
- Date: 2017
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/7067 , vital:21214
- Description: Several studies have been undertaken to evaluate performance of responsible investments, that is, funds that integrate ethical as well as environmental, social and governance considerations in the investment process (ESG). Particularly to address the question whether it is possible for investors to do well while doing good. Modern Portfolio Theory predicts sub-optimal performance for funds constructed on any basis other than risk-reward optimisation. These studies usually compare performance of responsible investments with conventional funds or an unrestricted benchmark portfolio. The findings have been contradictory and on the main inconclusive. Underlying this contradiction is the treatment of responsible investments funds as a homogenous group of funds and not acknowledging their heterogeneity owing to methods and strategies used to construct them. This study seeks to address this gap in the literature by investigating the impact of responsible investment strategies on fund performance. The performance of nine South African responsible investment funds constructed and manged using different responsible investing strategies are analysed over a five-year period from 01 October 2010 to 31 October 2015. Their performance is benchmarked against the JSE ALL Share Index (ALSI) and the FTES/JSE SRI index. Specifically, the average monthly returns, variability and Sharpe ratio of the constituent fund is used to compare performance. Moreover, the CAPM based Jensen alpha is used to determine any significant under or overperformance of respective funds relative to the benchmarks. The study found to be no difference in average monthly returns and risk relative to the two benchmark indices for all respective strategies. However, funds constructed using the negative screening strategy generally underperform. These funds overall deliver a statistically significant lower alpha. It is concluded that this RI investing strategy is not suitable for investors concerned about a trade-off between fund performance and ESG performance.
- Full Text:
- Date Issued: 2017
Evaluating the safety climate effects on employee safety behaviour in ESKOM distribution Eastern Cape operating unit
- Authors: Rondganger, Aron Dominique
- Date: 2017
- Subjects: Eskom (Firm) Industrial safety -- South Africa , Employee health promotion -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/47755 , vital:40368
- Description: Work-related injuries have a significant social and economic impact on organisations and countries. Safety climate has been found to be the leading indicator to predict employee safety behaviour in an effort to reduce incidents and injuries. The organisation selected has implemented a health and safety strategy that includes a safety management system that defines safety practices. There has been an improvement seen at an organisation level, however this improvement is not wide spread. The aim of this study is to understand the role of safety climate and its effect on safety behaviour within the Eastern Cape Operating Unit. The sample only consisted of employees from the organisation selected for this study. A stratified sampling method was chosen and three hundred (300) questionnaires were distributed to managers (10), supervisors (20) and field workers (270). A total of two hundred and seventy eight employees (92.7% response rate) participated in the study consisting of nine managers (90% response rate), seventeen supervisors (85% response rate) and two hundred and forty-nine field workers (92.2% response rate). The empirical results show that organisational-level safety climate has a significant influence on team-level safety climate. The overall safety climate within the organisation was not high and the safety climate perceptions of managers, supervisors and field workers were not related. Organisation-level and team-level safety climate was found to influence safety behaviour. The results also revealed that the compliance and participation safety behaviours reported by managers, supervisors and field workers are high. It was further discovered that the safety behaviours of these three groups are related. The implementation of the recommendations that were highlighted from these results would have a significant improvement in the organisation’s safety climate and this would lead to reduced unsafe acts and safety related incidents in the workplace.
- Full Text:
- Date Issued: 2017
- Authors: Rondganger, Aron Dominique
- Date: 2017
- Subjects: Eskom (Firm) Industrial safety -- South Africa , Employee health promotion -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/47755 , vital:40368
- Description: Work-related injuries have a significant social and economic impact on organisations and countries. Safety climate has been found to be the leading indicator to predict employee safety behaviour in an effort to reduce incidents and injuries. The organisation selected has implemented a health and safety strategy that includes a safety management system that defines safety practices. There has been an improvement seen at an organisation level, however this improvement is not wide spread. The aim of this study is to understand the role of safety climate and its effect on safety behaviour within the Eastern Cape Operating Unit. The sample only consisted of employees from the organisation selected for this study. A stratified sampling method was chosen and three hundred (300) questionnaires were distributed to managers (10), supervisors (20) and field workers (270). A total of two hundred and seventy eight employees (92.7% response rate) participated in the study consisting of nine managers (90% response rate), seventeen supervisors (85% response rate) and two hundred and forty-nine field workers (92.2% response rate). The empirical results show that organisational-level safety climate has a significant influence on team-level safety climate. The overall safety climate within the organisation was not high and the safety climate perceptions of managers, supervisors and field workers were not related. Organisation-level and team-level safety climate was found to influence safety behaviour. The results also revealed that the compliance and participation safety behaviours reported by managers, supervisors and field workers are high. It was further discovered that the safety behaviours of these three groups are related. The implementation of the recommendations that were highlighted from these results would have a significant improvement in the organisation’s safety climate and this would lead to reduced unsafe acts and safety related incidents in the workplace.
- Full Text:
- Date Issued: 2017
Evaluating the share performance of socially responsible investment on the Johannesburg Stock Exchange
- Authors: Cormack, Bradley Alexander
- Date: 2017
- Subjects: Investments -- Moral and ethical aspects -- South Africa , Johannesburg Stock Exchange , Social responsibility of business -- Standards , Social responsiblity of business -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/36251 , vital:24532
- Description: Socially responsible investing (SRI) integrates environmental, social and governance (ESG) issues into the investment decision-making process. Growing ESG concerns and the uncovering of corporate scandals have catalysed the substantial growth in SRI portfolios worldwide. Notwithstanding its increasing popularity, barriers to further SRI growth have been identified. Traditional investing practices suggest that theoretically, SRI may underperform conventional investment strategies. However, despite the vast amount of literature on SRI, empirical studies have yielded a mixture of results regarding fund performance. The JSE SRI Index was launched in 2004 to promote transparent business practices. It was discontinued at the end of 2015 succeeded by a new Responsible Investment Index established by the JSE in association with FTSE Russell. The aim of the research was to evaluate the share performance of the JSE SRI Index from 2004-2015. Additionally, the indices were categorised by environmental impact to further analyse disparity among share returns. The study was also divided into two sub-periods, 2004-2009 and 2010-2015, with the latter following the endorsement of integrated reporting by the King III Code as a listing requirement in 2010. A single-factor Capital Asset Pricing Model (CAPM) was used to assess differences in risk-adjusted returns. Engle-Granger and Johansen tests were employed to explore the possibility of a cointegrating relationship between the indices. No significant difference between returns was observed for 2004-2009, with the SRI Index exhibiting statistically significant inferior risk-adjusted returns for the latter half of the study. Overall, a significant difference between share returns was found, with CAPM results suggesting that the JSE SRI Index underperformed the All Share Index by -2.33% per annum throughout the time span of the study. Engle-Granger and Johansen test results indicated the existence of a cointegrating relationship over the first half of the study. However, there was no cointegration between the two indices for 2004-2015, which may be attributed to no significant relationship found for the latter years. Results support the notion that investors pay the price to invest ethically on the JSE. Inferior risk-adjusted returns associated with SRI may be a major barrier to its development in South African markets.
- Full Text:
- Date Issued: 2017
- Authors: Cormack, Bradley Alexander
- Date: 2017
- Subjects: Investments -- Moral and ethical aspects -- South Africa , Johannesburg Stock Exchange , Social responsibility of business -- Standards , Social responsiblity of business -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/36251 , vital:24532
- Description: Socially responsible investing (SRI) integrates environmental, social and governance (ESG) issues into the investment decision-making process. Growing ESG concerns and the uncovering of corporate scandals have catalysed the substantial growth in SRI portfolios worldwide. Notwithstanding its increasing popularity, barriers to further SRI growth have been identified. Traditional investing practices suggest that theoretically, SRI may underperform conventional investment strategies. However, despite the vast amount of literature on SRI, empirical studies have yielded a mixture of results regarding fund performance. The JSE SRI Index was launched in 2004 to promote transparent business practices. It was discontinued at the end of 2015 succeeded by a new Responsible Investment Index established by the JSE in association with FTSE Russell. The aim of the research was to evaluate the share performance of the JSE SRI Index from 2004-2015. Additionally, the indices were categorised by environmental impact to further analyse disparity among share returns. The study was also divided into two sub-periods, 2004-2009 and 2010-2015, with the latter following the endorsement of integrated reporting by the King III Code as a listing requirement in 2010. A single-factor Capital Asset Pricing Model (CAPM) was used to assess differences in risk-adjusted returns. Engle-Granger and Johansen tests were employed to explore the possibility of a cointegrating relationship between the indices. No significant difference between returns was observed for 2004-2009, with the SRI Index exhibiting statistically significant inferior risk-adjusted returns for the latter half of the study. Overall, a significant difference between share returns was found, with CAPM results suggesting that the JSE SRI Index underperformed the All Share Index by -2.33% per annum throughout the time span of the study. Engle-Granger and Johansen test results indicated the existence of a cointegrating relationship over the first half of the study. However, there was no cointegration between the two indices for 2004-2015, which may be attributed to no significant relationship found for the latter years. Results support the notion that investors pay the price to invest ethically on the JSE. Inferior risk-adjusted returns associated with SRI may be a major barrier to its development in South African markets.
- Full Text:
- Date Issued: 2017
Executing a process enhancement intervention on the processing lines at Seavuna Fishing Company
- Authors: Abdullah, Philip Rodger
- Date: 2017
- Subjects: Organizational effectiveness -- South Africa , Small business -- South Africa Workflow -- South Africa -- Management Business planning
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/13592 , vital:27255
- Description: The fresh hake processing lines at Seavuna fishing company in Mossel Bay are not consistently achieving their volume output standards and this is resulting in higher processing costs and loss of processing opportunities. The company’s senior management are concerned about this trend and require a complete review of the effectiveness of the resources deployed on the lines. This with the view of establishing the causes of poor process volume output. In order to resolve the process inefficiency challenges mentioned, this study used both empirical and time studies to investigate the effectiveness of the company’s resources directly deployed in the processing unit. The study focused on investigating the human factor, machinery and equipment, the environment and the current efficiency standards. Relevant literature in the field of process efficiency improvement was consulted to assist in identifying factors that are known to cause process inefficiencies, and also to establish which improvement techniques would be relevant in correcting the situation. From the Literature reviewed, it was evident that a ‘one size fits all’ solution to resolving inefficiencies is almost non-existent and that a solution that is relevant to the problem is more effective. In addition, a benchmarking exercise was also done to establish how Seavuna’s current volume output standards fair against its major rivals. Once data from both studies were collected, the results were analysed using the some of the basic quality tools. Thereafter, lean manufacturing principles were used to attempt to resolve the current efficiency challenges. The study recommended that the company construct a business strategy and a corresponding organisational culture to direct its continuous improvement interventions. The use of strategic quality planning would go a long way in assisting the company to execute some of the interventions recommended.
- Full Text:
- Date Issued: 2017
- Authors: Abdullah, Philip Rodger
- Date: 2017
- Subjects: Organizational effectiveness -- South Africa , Small business -- South Africa Workflow -- South Africa -- Management Business planning
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/13592 , vital:27255
- Description: The fresh hake processing lines at Seavuna fishing company in Mossel Bay are not consistently achieving their volume output standards and this is resulting in higher processing costs and loss of processing opportunities. The company’s senior management are concerned about this trend and require a complete review of the effectiveness of the resources deployed on the lines. This with the view of establishing the causes of poor process volume output. In order to resolve the process inefficiency challenges mentioned, this study used both empirical and time studies to investigate the effectiveness of the company’s resources directly deployed in the processing unit. The study focused on investigating the human factor, machinery and equipment, the environment and the current efficiency standards. Relevant literature in the field of process efficiency improvement was consulted to assist in identifying factors that are known to cause process inefficiencies, and also to establish which improvement techniques would be relevant in correcting the situation. From the Literature reviewed, it was evident that a ‘one size fits all’ solution to resolving inefficiencies is almost non-existent and that a solution that is relevant to the problem is more effective. In addition, a benchmarking exercise was also done to establish how Seavuna’s current volume output standards fair against its major rivals. Once data from both studies were collected, the results were analysed using the some of the basic quality tools. Thereafter, lean manufacturing principles were used to attempt to resolve the current efficiency challenges. The study recommended that the company construct a business strategy and a corresponding organisational culture to direct its continuous improvement interventions. The use of strategic quality planning would go a long way in assisting the company to execute some of the interventions recommended.
- Full Text:
- Date Issued: 2017