A business model for medical subspecialty training in South Africa
- Dalmeyer, Johannes Paulus Franciscus
- Authors: Dalmeyer, Johannes Paulus Franciscus
- Date: 2015
- Subjects: Health care teams -- Training of -- South Africa , Medical care -- Needs assessment -- South Africa , Evidence-based medicine -- South Africa
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: http://hdl.handle.net/10948/3508 , vital:20437
- Description: The shortage of healthcare workers and doctors in the developing world compared to the developed world is a problem, and will continue to be so, due to the continual migration of qualified professionals and the inability of the state to remedy these shortfalls. A shortage of healthcare workers and specialist doctors will seriously hamper the Government’s National Health Insurance (NHI) plan, as well as the sustainability of the private health care sector. In addition, the duration of medical training in South Africa is exceptionally long. The three major hospital groups and other private corporates have over the last number of years taken limited initiative to fund education projects in conjunction with the academic institutions. However, these projects have been poorly focused and have been managed in an unstructured and detached manner. There is a desire from the private sector to get involved in these projects on a much larger scale through more formalised structures. Given this background, the primary objective of this research is to develop a business model for medical subspecialty training to complement the current academic subspecialty training in South Africa. A trial model for training subspecialists in reproductive medicine was developed as a first attempt to address the threatening shortages and training duration. This trial programme is the basis of this research. A two-phased process was used in collecting data. In Phase 1 data was collected from stakeholder groups. The results of this survey assisted in generating variables to include in the measuring instrument for the survey in Phase 2. In Phase 2 the perceptions and expectations of sub-specialists (reproductive subspecialists and cardiologists) regarding sub-specialty training was collected. The results of the demographic variables confirm the aging profile of subspecialist and the need to ensure succession. The results further showed that cardiologists and reproductive subspecialist expectations of the training of subspecialists are very similar except for their expectations on the training duration. Reproductive subspecialist respondents agreed more than cardiology subspecialist respondents that the training duration is too long. The biggest gap between perceptions and expectations is also with the factor training. The results showed that the expectations of subspecialists are not met for training. From these results a business model for the training of medical subspecialists is proposed. This proposed business model can play a complementary role to the existing state controlled system and form the bases of Public Private Partnerships (PPP) in medical training. This proposed business model will fit a developing country were the focus is on primary healthcare, with financial and capacity constraints. The proposed model would require role players to bring about change to accommodate a larger scale Public Private Partnership (PPP) to ensure the implementation of the model. The proposed decentralised business model for training subspecialists would allow the trainee subspecialist to practise as a specialist thus maintaining an acceptable income, and enable an expedited completion and lead to a wider dissemination of medical expertise that can be delivered in a wider national foot print. It further will provide for a structured Public Private Partnership.
- Full Text:
- Date Issued: 2015
- Authors: Dalmeyer, Johannes Paulus Franciscus
- Date: 2015
- Subjects: Health care teams -- Training of -- South Africa , Medical care -- Needs assessment -- South Africa , Evidence-based medicine -- South Africa
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: http://hdl.handle.net/10948/3508 , vital:20437
- Description: The shortage of healthcare workers and doctors in the developing world compared to the developed world is a problem, and will continue to be so, due to the continual migration of qualified professionals and the inability of the state to remedy these shortfalls. A shortage of healthcare workers and specialist doctors will seriously hamper the Government’s National Health Insurance (NHI) plan, as well as the sustainability of the private health care sector. In addition, the duration of medical training in South Africa is exceptionally long. The three major hospital groups and other private corporates have over the last number of years taken limited initiative to fund education projects in conjunction with the academic institutions. However, these projects have been poorly focused and have been managed in an unstructured and detached manner. There is a desire from the private sector to get involved in these projects on a much larger scale through more formalised structures. Given this background, the primary objective of this research is to develop a business model for medical subspecialty training to complement the current academic subspecialty training in South Africa. A trial model for training subspecialists in reproductive medicine was developed as a first attempt to address the threatening shortages and training duration. This trial programme is the basis of this research. A two-phased process was used in collecting data. In Phase 1 data was collected from stakeholder groups. The results of this survey assisted in generating variables to include in the measuring instrument for the survey in Phase 2. In Phase 2 the perceptions and expectations of sub-specialists (reproductive subspecialists and cardiologists) regarding sub-specialty training was collected. The results of the demographic variables confirm the aging profile of subspecialist and the need to ensure succession. The results further showed that cardiologists and reproductive subspecialist expectations of the training of subspecialists are very similar except for their expectations on the training duration. Reproductive subspecialist respondents agreed more than cardiology subspecialist respondents that the training duration is too long. The biggest gap between perceptions and expectations is also with the factor training. The results showed that the expectations of subspecialists are not met for training. From these results a business model for the training of medical subspecialists is proposed. This proposed business model can play a complementary role to the existing state controlled system and form the bases of Public Private Partnerships (PPP) in medical training. This proposed business model will fit a developing country were the focus is on primary healthcare, with financial and capacity constraints. The proposed model would require role players to bring about change to accommodate a larger scale Public Private Partnership (PPP) to ensure the implementation of the model. The proposed decentralised business model for training subspecialists would allow the trainee subspecialist to practise as a specialist thus maintaining an acceptable income, and enable an expedited completion and lead to a wider dissemination of medical expertise that can be delivered in a wider national foot print. It further will provide for a structured Public Private Partnership.
- Full Text:
- Date Issued: 2015
A conscious leadership model to achieve sustainable business practices
- Sukhdeo, Beverley Amanda Faith
- Authors: Sukhdeo, Beverley Amanda Faith
- Date: 2015
- Subjects: Industrial management -- Environmental aspects , Sustainable development , Social responsibility of business
- Language: English
- Type: Thesis , Doctoral , DBA
- Identifier: http://hdl.handle.net/10948/5885 , vital:21008
- Description: Business sustainability is a fundamental concern amongst business leaders and it is imperative that business defines an environmentally and socially sustainable path to financial prosperity. This focus on sustainable business practices has been caused by the perceived contribution of businesses to undesirable conditions such as environmental and social degradation including global warming and the global financial crises. This study suggests that a leadership style that differs from leadership that is currently causing business unsustainability is needed in order to achieve the goal of sustainable business practices. This study therefore proposes a new kind of leadership, called conscious leadership. The main contribution of the study is to increase the achievement of sustainable business practices by investigating the importance of conscious leadership in achieving this objective. Convenience sampling was used to select senior managers and directors from mainly JSE listed companies. This resulted in a total of 371 usable questionnaires (317 from listed companies and 54 from unlisted companies) being received. A quantitative approach was adopted to investigate whether conscious leadership would be related to increased sustainability competencies and more effective sustainability-related corporate governance and whether these in turn would increase sustainability behaviours which would generate sustainable business practices as measured by financial, social and environmental performance. Regression analyses were conducted to investigate the hypothesised relationships among these variables. Pearson correlations and descriptive statistics were also calculated. The empirical results showed that respondents in this study regarded conscious leadership, not as a separate construct, but as a way they governed their businesses. The empirical results showed that corporate governance and systems thinking competency had a strong interactive relationship and should therefore be cultivated within business firms. Corporate governance (including conscious leadership) and systems-thinking competency were positive influencers of employee relations, equal opportunities and workforce diversity. The empirical results however showed that corporate governance (including conscious leadership) had a negative influence on profitability. The present study cannot argue for the discouragement of corporate governance (including conscious leadership), as measured in this study, because reduced corporate governance would decrease healthy employee relations and the latter would decrease the achievement of equal opportunities and workforce diversity in these firms. A decrease in healthy employee relations would decrease profitability. The most important finding of this study is that senior managers and directors of big business firms, mostly JSE-listed companies, regarded conscious leadership as an important part of corporate governance. Corporate governance that includes conscious leadership must be developed to higher levels in business firms, so that the negative and not-significant relationships to profitability as viewed by lower and high conscious leaders respectively can be changed to positive relationships.
- Full Text:
- Date Issued: 2015
- Authors: Sukhdeo, Beverley Amanda Faith
- Date: 2015
- Subjects: Industrial management -- Environmental aspects , Sustainable development , Social responsibility of business
- Language: English
- Type: Thesis , Doctoral , DBA
- Identifier: http://hdl.handle.net/10948/5885 , vital:21008
- Description: Business sustainability is a fundamental concern amongst business leaders and it is imperative that business defines an environmentally and socially sustainable path to financial prosperity. This focus on sustainable business practices has been caused by the perceived contribution of businesses to undesirable conditions such as environmental and social degradation including global warming and the global financial crises. This study suggests that a leadership style that differs from leadership that is currently causing business unsustainability is needed in order to achieve the goal of sustainable business practices. This study therefore proposes a new kind of leadership, called conscious leadership. The main contribution of the study is to increase the achievement of sustainable business practices by investigating the importance of conscious leadership in achieving this objective. Convenience sampling was used to select senior managers and directors from mainly JSE listed companies. This resulted in a total of 371 usable questionnaires (317 from listed companies and 54 from unlisted companies) being received. A quantitative approach was adopted to investigate whether conscious leadership would be related to increased sustainability competencies and more effective sustainability-related corporate governance and whether these in turn would increase sustainability behaviours which would generate sustainable business practices as measured by financial, social and environmental performance. Regression analyses were conducted to investigate the hypothesised relationships among these variables. Pearson correlations and descriptive statistics were also calculated. The empirical results showed that respondents in this study regarded conscious leadership, not as a separate construct, but as a way they governed their businesses. The empirical results showed that corporate governance and systems thinking competency had a strong interactive relationship and should therefore be cultivated within business firms. Corporate governance (including conscious leadership) and systems-thinking competency were positive influencers of employee relations, equal opportunities and workforce diversity. The empirical results however showed that corporate governance (including conscious leadership) had a negative influence on profitability. The present study cannot argue for the discouragement of corporate governance (including conscious leadership), as measured in this study, because reduced corporate governance would decrease healthy employee relations and the latter would decrease the achievement of equal opportunities and workforce diversity in these firms. A decrease in healthy employee relations would decrease profitability. The most important finding of this study is that senior managers and directors of big business firms, mostly JSE-listed companies, regarded conscious leadership as an important part of corporate governance. Corporate governance that includes conscious leadership must be developed to higher levels in business firms, so that the negative and not-significant relationships to profitability as viewed by lower and high conscious leaders respectively can be changed to positive relationships.
- Full Text:
- Date Issued: 2015
A critical assessment of responsible tourism practices: a case study of Stormsriver adventures
- Authors: Van Zyl, Shireen Rosemary
- Date: 2015
- Subjects: Sustainable tourism , Tourism -- Management , Economic development
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: http://hdl.handle.net/10948/4954 , vital:20770
- Description: The research problem was based on the private sector implementation of Responsible Tourism, since 1996, perceived to be slow and challenging (Frey & George, 2010: 107). The South Africa Government proposed Responsible Tourism as the guiding principle for sustainable tourism development (Goodwin, 2011: 138). The problem is compounded by shortcomings identified in the nature of the research conducted about tourism and communities and the methodologies used. Tourism-Community relationships Theory was applied as the conceptual framework of the study. This theory advocates a holistic approach when conducting research about the impacts of tourism, encompassing community perspectives, attitudes, reactions and considerations for the future development and control of tourism (Pearce, Moscardo & Ross, 1996: 2). The insights gained contributed an emic understanding of the keyinformants’ perspectives imparted in their own language. This study is located in the Interpretevist paradigm, underpinned by Constructivist philosophy. Meaning is created through the reality of key-informants, their perspectives and the interaction of individuals in a community (Cresswell, 2014: 8). The Instrumental Case Study Approach (Stake, 1995) contributed an etic perspective in terms of the researcher’s interpretations. The single, qualitative case was applied to gain deeper insights about the phenomenon of Responsible tourism. The case investigated was Stormsriver Adventures (SRA), an eco-adventure tourism business in the Tsitsikamma tourism destination in the Eastern Cape region of South Africa. SRA is reputed to be business best practice in its implementation of Responsible Tourism. Data triangulation was established through multiple methods of data collection, namely in-depth interviews with key-informants, documentation sourced from them and researcher observation. Data analysis methods, namely direct interpretation, categorical aggregation, pattern seeking and naturalistic generalisations (Stake, 1995), were used. The member checking process assisted with establishing data triangulation as keyinformants corroborated or dispelled the researcher’s interpretation of data. Findings were structured according to within-case themes, namely SRA’s perspective of its Responsible Tourism practices, the community’s perspective of SRA’s Responsible Tourism practices and perspectives about the future development and control of tourism. The study contributes new theoretical insights through applying the inductive approach to selected findings. Findings indicate that the perspectives of the community are divided. SRA keyinformants conveyed positive economic, social and environmental impacts of SRA’s Responsible Tourism practices. Key-informants not directly linked to SRA raised negative economic impacts and questioned the accuracy of SRA’s marketing messages. Within-case conclusions are that it is not the responsibility of one tourism business that practices Responsible Tourism to achieve sustainability within the tourism destination. To this end it is recommended that SRA and the community find common ground and that the misunderstandings that exist, be addressed. The study concludes that in order to achieve successful Responsible Tourism- Community Relationships, a holistically and integrated approach is required. To this end the recommendations made provide an implementation framework within the context of a tourism destination. The study adds value to the field knowledge about the implementation of Responsible Tourism by the private sector in South Africa and also contributes new knowledge to the field of tourism in terms of the particular methodology used.
- Full Text:
- Date Issued: 2015
- Authors: Van Zyl, Shireen Rosemary
- Date: 2015
- Subjects: Sustainable tourism , Tourism -- Management , Economic development
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: http://hdl.handle.net/10948/4954 , vital:20770
- Description: The research problem was based on the private sector implementation of Responsible Tourism, since 1996, perceived to be slow and challenging (Frey & George, 2010: 107). The South Africa Government proposed Responsible Tourism as the guiding principle for sustainable tourism development (Goodwin, 2011: 138). The problem is compounded by shortcomings identified in the nature of the research conducted about tourism and communities and the methodologies used. Tourism-Community relationships Theory was applied as the conceptual framework of the study. This theory advocates a holistic approach when conducting research about the impacts of tourism, encompassing community perspectives, attitudes, reactions and considerations for the future development and control of tourism (Pearce, Moscardo & Ross, 1996: 2). The insights gained contributed an emic understanding of the keyinformants’ perspectives imparted in their own language. This study is located in the Interpretevist paradigm, underpinned by Constructivist philosophy. Meaning is created through the reality of key-informants, their perspectives and the interaction of individuals in a community (Cresswell, 2014: 8). The Instrumental Case Study Approach (Stake, 1995) contributed an etic perspective in terms of the researcher’s interpretations. The single, qualitative case was applied to gain deeper insights about the phenomenon of Responsible tourism. The case investigated was Stormsriver Adventures (SRA), an eco-adventure tourism business in the Tsitsikamma tourism destination in the Eastern Cape region of South Africa. SRA is reputed to be business best practice in its implementation of Responsible Tourism. Data triangulation was established through multiple methods of data collection, namely in-depth interviews with key-informants, documentation sourced from them and researcher observation. Data analysis methods, namely direct interpretation, categorical aggregation, pattern seeking and naturalistic generalisations (Stake, 1995), were used. The member checking process assisted with establishing data triangulation as keyinformants corroborated or dispelled the researcher’s interpretation of data. Findings were structured according to within-case themes, namely SRA’s perspective of its Responsible Tourism practices, the community’s perspective of SRA’s Responsible Tourism practices and perspectives about the future development and control of tourism. The study contributes new theoretical insights through applying the inductive approach to selected findings. Findings indicate that the perspectives of the community are divided. SRA keyinformants conveyed positive economic, social and environmental impacts of SRA’s Responsible Tourism practices. Key-informants not directly linked to SRA raised negative economic impacts and questioned the accuracy of SRA’s marketing messages. Within-case conclusions are that it is not the responsibility of one tourism business that practices Responsible Tourism to achieve sustainability within the tourism destination. To this end it is recommended that SRA and the community find common ground and that the misunderstandings that exist, be addressed. The study concludes that in order to achieve successful Responsible Tourism- Community Relationships, a holistically and integrated approach is required. To this end the recommendations made provide an implementation framework within the context of a tourism destination. The study adds value to the field knowledge about the implementation of Responsible Tourism by the private sector in South Africa and also contributes new knowledge to the field of tourism in terms of the particular methodology used.
- Full Text:
- Date Issued: 2015
A dynamic analysis of the influence of monetary policy on the general price level in Zimbabwe under periods of hyperinflation and dollarisation
- Authors: Kavila, William
- Date: 2015
- Subjects: Monetary policy -- Zimbabwe , Inflation (Finance) -- Zimbabwe , Inflation targeting -- Zimbabwe , Zimbabwe -- Economic conditions
- Language: English
- Type: Thesis , Doctoral , PhD
- Identifier: http://hdl.handle.net/10948/3889 , vital:20473
- Description: This thesis analyses the influence of monetary policy on the general price level in Zimbabwe during periods of hyperinflation and dollarisation. The first part of the analysis covers the period January 2006 to July 2008 when the country experienced high inflation and ultimately hyperinflation. The second part covers the period 2009 to 2012, when the country adopted the multi-currency system and became fully dollarised. In terms of motivation, the study firstly sought to empirically examine the factors that led to hyperinflation in Zimbabwe, paying particular attention to the influence of monetary policy. Secondly, the thesis sought to determine the major factors that influenced price formation in a dollarised Zimbabwean economy; a completely new macro-economic environment. A significant development in this new macro-economic environment was the loss of monetary policy autonomy of the central bank, which also contributed to the relevance of the study. This thesis makes two contributions. The first contribution is the finding that hyperinflation in Zimbabwe was caused by expansionary monetary policy as a result of the activities of an unrestrained and unaccountable central bank. The second contribution was the empirical finding that in the fully dollarised economy inflation is largely determined by external factors. This implies that the domestic economy has no control over domestic inflation developments and as such, Zimbabwean authorities should formulate appropriate economic policies to respond to the impact of external shocks on domestic price formation when the need arises. The role of monetary policy in Zimbabwe’s hyperinflation episode is assessed using the Autoregressive Distributed Lag (ARDL) and the Error Correction Model (ECM) approaches with monthly data from January 2006 to July 2008. The impact of monetary policy on hyperinflation is captured by the coefficient of broad money supply and the interest rate. Results indicate that hyperinflation was caused by expansionary monetary policy, the exchange rate premium and inflation expectations for both the short and long term. Zimbabwe’s hyperinflation episode which peaked during the period 2007 to 2008 brings to the fore the importance of ensuring that the central bank is independent in executing its mandate of influencing the monetary policy process in a manner that ensures price stability. The ARDL and ECM approaches are also used to explore the dynamics of inflation in the dollarised Zimbabwean economy, with monthly data from January 2009 to December 2012. The main drivers of inflation under the multi-currency system were found to be the United States of America dollar/South African rand exchange rate, international oil prices, inflation expectations and the South African inflation rate. The findings contrast with the hyperinflationary era, where empirical studies have cited excessive money supply growth as the major driver of inflation dynamics in Zimbabwe. The results also suggest a higher exchange rate pass-through to domestic prices, consistent with empirical literature which postulates that inflation in dollarised economies is largely explained by movements in the exchange rate of major trading partners and international prices. The policy implication from the analysis is the need for policy makers to aggressively promote policies that ensure increased productivity of the economy. An improvement in productivity would influence the relative prices of tradable and non-tradable goods and ultimately the general price level in the economy. The study also quantified the independence of the Reserve Bank of Zimbabwe (RBZ) using the Mathew (2006), “new index for institutional quality” and the results showed that the RBZ is not an independent central bank. The central bank is found to have a low index of central bank independence (CBI), against a high level of inflation. While this relationship does not imply causality it can be inferred that the lack of independence of the RBZ could have influenced inflation dynamics in Zimbabwe. Only a subordinated central bank can be compelled to engage in inflationary deficit financing and also fund quasi-fiscal activities. The provisions of the RBZ Act [Chapter 22:15] in their current form make the central bank an appendage of the Ministry of Finance and Economic Development and this has, to a large extent, resulted in conflict between the political goals of government and the central bank’s primary objective of achieving price stability. In the event that Zimbabwe reintroduces its own currency in future, the achievement of the primary goal of price stability by the central bank will only be realised if the apex bank is given more autonomy.
- Full Text:
- Date Issued: 2015
- Authors: Kavila, William
- Date: 2015
- Subjects: Monetary policy -- Zimbabwe , Inflation (Finance) -- Zimbabwe , Inflation targeting -- Zimbabwe , Zimbabwe -- Economic conditions
- Language: English
- Type: Thesis , Doctoral , PhD
- Identifier: http://hdl.handle.net/10948/3889 , vital:20473
- Description: This thesis analyses the influence of monetary policy on the general price level in Zimbabwe during periods of hyperinflation and dollarisation. The first part of the analysis covers the period January 2006 to July 2008 when the country experienced high inflation and ultimately hyperinflation. The second part covers the period 2009 to 2012, when the country adopted the multi-currency system and became fully dollarised. In terms of motivation, the study firstly sought to empirically examine the factors that led to hyperinflation in Zimbabwe, paying particular attention to the influence of monetary policy. Secondly, the thesis sought to determine the major factors that influenced price formation in a dollarised Zimbabwean economy; a completely new macro-economic environment. A significant development in this new macro-economic environment was the loss of monetary policy autonomy of the central bank, which also contributed to the relevance of the study. This thesis makes two contributions. The first contribution is the finding that hyperinflation in Zimbabwe was caused by expansionary monetary policy as a result of the activities of an unrestrained and unaccountable central bank. The second contribution was the empirical finding that in the fully dollarised economy inflation is largely determined by external factors. This implies that the domestic economy has no control over domestic inflation developments and as such, Zimbabwean authorities should formulate appropriate economic policies to respond to the impact of external shocks on domestic price formation when the need arises. The role of monetary policy in Zimbabwe’s hyperinflation episode is assessed using the Autoregressive Distributed Lag (ARDL) and the Error Correction Model (ECM) approaches with monthly data from January 2006 to July 2008. The impact of monetary policy on hyperinflation is captured by the coefficient of broad money supply and the interest rate. Results indicate that hyperinflation was caused by expansionary monetary policy, the exchange rate premium and inflation expectations for both the short and long term. Zimbabwe’s hyperinflation episode which peaked during the period 2007 to 2008 brings to the fore the importance of ensuring that the central bank is independent in executing its mandate of influencing the monetary policy process in a manner that ensures price stability. The ARDL and ECM approaches are also used to explore the dynamics of inflation in the dollarised Zimbabwean economy, with monthly data from January 2009 to December 2012. The main drivers of inflation under the multi-currency system were found to be the United States of America dollar/South African rand exchange rate, international oil prices, inflation expectations and the South African inflation rate. The findings contrast with the hyperinflationary era, where empirical studies have cited excessive money supply growth as the major driver of inflation dynamics in Zimbabwe. The results also suggest a higher exchange rate pass-through to domestic prices, consistent with empirical literature which postulates that inflation in dollarised economies is largely explained by movements in the exchange rate of major trading partners and international prices. The policy implication from the analysis is the need for policy makers to aggressively promote policies that ensure increased productivity of the economy. An improvement in productivity would influence the relative prices of tradable and non-tradable goods and ultimately the general price level in the economy. The study also quantified the independence of the Reserve Bank of Zimbabwe (RBZ) using the Mathew (2006), “new index for institutional quality” and the results showed that the RBZ is not an independent central bank. The central bank is found to have a low index of central bank independence (CBI), against a high level of inflation. While this relationship does not imply causality it can be inferred that the lack of independence of the RBZ could have influenced inflation dynamics in Zimbabwe. Only a subordinated central bank can be compelled to engage in inflationary deficit financing and also fund quasi-fiscal activities. The provisions of the RBZ Act [Chapter 22:15] in their current form make the central bank an appendage of the Ministry of Finance and Economic Development and this has, to a large extent, resulted in conflict between the political goals of government and the central bank’s primary objective of achieving price stability. In the event that Zimbabwe reintroduces its own currency in future, the achievement of the primary goal of price stability by the central bank will only be realised if the apex bank is given more autonomy.
- Full Text:
- Date Issued: 2015
A frame for improving employee commitment to a sustainability strategy
- Authors: Kanyi, Juliet
- Date: 2015
- Subjects: Employee morale , Strategic planning , Sustainable development
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/3832 , vital:20467
- Description: The changing business environment has increasingly driven organisations to incorporate sustainability into their corporate strategy for them to remain competitive. The economic, social and environmental goals and objectives of the organisation are now being factored into corporate strategy. This is as a result of the opportunities presented with the adoption of sustainability as a strategy and the threats caused by failure to adopt sustainability within their corporate strategy. For organisations to reap any benefits of incorporating sustainability, successful implementation of the strategy is needed. The role employees’ play in the implementation process of the sustainability strategy is critical. For successful implementation of the strategy, employee commitment is required as they have to adjust their actions and behaviours to be congruent with those required for the successful implementation of the sustainability strategy. However literature suggests that employees have received little attention in past research in regard to sustainability especially in emerging markets where research on sustainability has been limited. For this reason, the research problem for this study was how employee commitment can be improved towards the implementation of the sustainability strategy in their day-to-day operations. To achieve this objective, a conceptual framework was developed by investigating the organisational factors that impact on employee commitment to implementing sustainability in their day-to-day activities. To develop the conceptual framework, a literature review was conducted. The conceptual framework served as a basis for the construction of the questionnaire, to determine the nature of employee commitment to sustainability, to what extent they were implementing sustainability in their day-to-day activities and finally for the employees who were committed and were implementing sustainability what were the organisational factors that influenced their commitment to the sustainability strategy. The questionnaire was distributed to employees of different organisations in the Nelson Mandela Bay Metropolitan area who were MBA students at Nelson Mandela Metropolitan University. The findings of the empirical study indicate that the majority (75.5%) of the respondents were committed to all the tenets of sustainability, and were implementing the sustainability strategy. Though there were trade-offs in how the sustainability strategy was implemented, with the economic aspect having precedence where 84.5% of the respondents were implementing it, 70% of the respondents were implementing the social aspect of sustainability and 72.2% implementing the environmental tenet of sustainability. The organisational factors that influenced employee commitment to sustainability as was developed in the conceptual framework were all positively confirmed by the findings of the empirical study. Employee socialisation had the highest influence on commitment, followed by leadership, culture, communication, sustainability programmes and finally performance management. Formal and informal socialisation in the form of training and influence from experienced employees was the leading organisational factor that influenced commitment. The different roles top and middle management played in regard to sustainability followed. The organisational culture that existed in the organisation and the internal communication that was received all contributed to employee commitment to sustainability. The sustainability programmes in place and performance management systems in place were all organisational factors contributing to employee commitment to sustainability.
- Full Text:
- Date Issued: 2015
- Authors: Kanyi, Juliet
- Date: 2015
- Subjects: Employee morale , Strategic planning , Sustainable development
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/3832 , vital:20467
- Description: The changing business environment has increasingly driven organisations to incorporate sustainability into their corporate strategy for them to remain competitive. The economic, social and environmental goals and objectives of the organisation are now being factored into corporate strategy. This is as a result of the opportunities presented with the adoption of sustainability as a strategy and the threats caused by failure to adopt sustainability within their corporate strategy. For organisations to reap any benefits of incorporating sustainability, successful implementation of the strategy is needed. The role employees’ play in the implementation process of the sustainability strategy is critical. For successful implementation of the strategy, employee commitment is required as they have to adjust their actions and behaviours to be congruent with those required for the successful implementation of the sustainability strategy. However literature suggests that employees have received little attention in past research in regard to sustainability especially in emerging markets where research on sustainability has been limited. For this reason, the research problem for this study was how employee commitment can be improved towards the implementation of the sustainability strategy in their day-to-day operations. To achieve this objective, a conceptual framework was developed by investigating the organisational factors that impact on employee commitment to implementing sustainability in their day-to-day activities. To develop the conceptual framework, a literature review was conducted. The conceptual framework served as a basis for the construction of the questionnaire, to determine the nature of employee commitment to sustainability, to what extent they were implementing sustainability in their day-to-day activities and finally for the employees who were committed and were implementing sustainability what were the organisational factors that influenced their commitment to the sustainability strategy. The questionnaire was distributed to employees of different organisations in the Nelson Mandela Bay Metropolitan area who were MBA students at Nelson Mandela Metropolitan University. The findings of the empirical study indicate that the majority (75.5%) of the respondents were committed to all the tenets of sustainability, and were implementing the sustainability strategy. Though there were trade-offs in how the sustainability strategy was implemented, with the economic aspect having precedence where 84.5% of the respondents were implementing it, 70% of the respondents were implementing the social aspect of sustainability and 72.2% implementing the environmental tenet of sustainability. The organisational factors that influenced employee commitment to sustainability as was developed in the conceptual framework were all positively confirmed by the findings of the empirical study. Employee socialisation had the highest influence on commitment, followed by leadership, culture, communication, sustainability programmes and finally performance management. Formal and informal socialisation in the form of training and influence from experienced employees was the leading organisational factor that influenced commitment. The different roles top and middle management played in regard to sustainability followed. The organisational culture that existed in the organisation and the internal communication that was received all contributed to employee commitment to sustainability. The sustainability programmes in place and performance management systems in place were all organisational factors contributing to employee commitment to sustainability.
- Full Text:
- Date Issued: 2015
A framework for the integration of skilled / professional self-initiated expatrites into Qatari organisations
- Pieterse, Regan Christopher Ebrahim
- Authors: Pieterse, Regan Christopher Ebrahim
- Date: 2015
- Subjects: Human capital -- Qatar , Cultural relations
- Language: English
- Type: Thesis , Masters , MTech
- Identifier: http://hdl.handle.net/10948/3074 , vital:20396
- Description: The main research problem in this study was to identify a framework that can be utilised for the integration of skilled/professional self-initiated expatriates (SIEs) into Qatari organisations. The main research problem gave rise to six sub-problems that were addressed through the following actions: A literature study was conducted to explore what the existing literature revealed about facilitating successful expatriate integration. In particular, the theoretical guidelines for expatriate recruitment and selection, orientation and cross-cultural integration were presented and discussed. Special attention was given to community embeddedness. Semi-structured interviews were conducted with ten members from the sample group. These were undertaken to obtain their views on the expectations that their organisations had of them upon their arrival in Qatar, as well as on what they felt made it easy or difficult for them to adjust. Subsequently, a structured survey questionnaire was developed using the theoretical guidelines from the literature review and the insights gained from the semi-structured interviews. The survey was conducted in Qatar and administered to 102 skilled/professional self-initiated expatriates from diverse backgrounds and three work sectors, namely: healthcare, education and aviation. The final sample size was 94 due to eight questionnaires not being completed properly. The results from the empirical study revealed a gap between theoretical guidelines/ best practices and the recruitment and selection, orientation and cross-cultural integration practices at the respondents’ organisations. The knowledge gained from the existing literature and from the quantitative and qualitative results of the empirical study were combined and developed into a framework for the integration of skilled/professional self-initiated expatriates into Qatari organisations (refer to Table 5.35). Areas that were identified for improvement related to issues such as the need for Qatari organisations to: provide SIEs with more comprehensive information regarding the role that they will play as knowledge workers with regard to the development/training of Qatari nationals; implement a more comprehensive recruitment, selection and orientation process, and implement a more robust set of strategies to enhance the cross-cultural integration of their expatriate workers. Globalisation has fuelled organisations and countries towards building and/or strengthening knowledge-based economies. However in order to build competitive, knowledge-based economies, organisations and countries require skilled/professional workers. Skilled/professional self-initiated expatriates can provide Qatar with a pipeline of knowledge workers to support the growth of their emerging knowledge-based economy. As such, a framework that will enhance the integration of self-initiated expatriates into Qatari organisations is of paramount importance, specifically with regard to fostering performance excellence, satisfaction and community embeddedness within the Qatari work and cultural system.
- Full Text:
- Date Issued: 2015
- Authors: Pieterse, Regan Christopher Ebrahim
- Date: 2015
- Subjects: Human capital -- Qatar , Cultural relations
- Language: English
- Type: Thesis , Masters , MTech
- Identifier: http://hdl.handle.net/10948/3074 , vital:20396
- Description: The main research problem in this study was to identify a framework that can be utilised for the integration of skilled/professional self-initiated expatriates (SIEs) into Qatari organisations. The main research problem gave rise to six sub-problems that were addressed through the following actions: A literature study was conducted to explore what the existing literature revealed about facilitating successful expatriate integration. In particular, the theoretical guidelines for expatriate recruitment and selection, orientation and cross-cultural integration were presented and discussed. Special attention was given to community embeddedness. Semi-structured interviews were conducted with ten members from the sample group. These were undertaken to obtain their views on the expectations that their organisations had of them upon their arrival in Qatar, as well as on what they felt made it easy or difficult for them to adjust. Subsequently, a structured survey questionnaire was developed using the theoretical guidelines from the literature review and the insights gained from the semi-structured interviews. The survey was conducted in Qatar and administered to 102 skilled/professional self-initiated expatriates from diverse backgrounds and three work sectors, namely: healthcare, education and aviation. The final sample size was 94 due to eight questionnaires not being completed properly. The results from the empirical study revealed a gap between theoretical guidelines/ best practices and the recruitment and selection, orientation and cross-cultural integration practices at the respondents’ organisations. The knowledge gained from the existing literature and from the quantitative and qualitative results of the empirical study were combined and developed into a framework for the integration of skilled/professional self-initiated expatriates into Qatari organisations (refer to Table 5.35). Areas that were identified for improvement related to issues such as the need for Qatari organisations to: provide SIEs with more comprehensive information regarding the role that they will play as knowledge workers with regard to the development/training of Qatari nationals; implement a more comprehensive recruitment, selection and orientation process, and implement a more robust set of strategies to enhance the cross-cultural integration of their expatriate workers. Globalisation has fuelled organisations and countries towards building and/or strengthening knowledge-based economies. However in order to build competitive, knowledge-based economies, organisations and countries require skilled/professional workers. Skilled/professional self-initiated expatriates can provide Qatar with a pipeline of knowledge workers to support the growth of their emerging knowledge-based economy. As such, a framework that will enhance the integration of self-initiated expatriates into Qatari organisations is of paramount importance, specifically with regard to fostering performance excellence, satisfaction and community embeddedness within the Qatari work and cultural system.
- Full Text:
- Date Issued: 2015
A framework to measure supply chain management efficacy in humanitarian supply environments
- Authors: Linford, Pierre
- Date: 2015
- Subjects: Humanitarian intervention , Business logistics
- Language: English
- Type: Thesis , Doctoral , DBA
- Identifier: http://hdl.handle.net/10948/8155 , vital:25131
- Description: Supply chain management in the for-profit commercial environment is a broad, far-reaching field of study, impacting on a society’s standard of living. Commercial supply chain management is the science of balancing customer service levels with least total costs. In other words, the for-profit supply chain management practitioner is concerned with customer service levels, consumer value, shareholder value, total cost optimisation and ultimately maximising long term sustainable return on investment. Commercial supply chain management differs from military supply chain management in that the latter also focuses on service delivery, but the cost is almost irrelevant. In military operations, successful results (winning the battle) far surpass the total cost parameter or the return on investment. One of the major differentiating factors between commercial supply chain management (CSCM) in the for-profit theatre and humanitarian supply chain management (HSCM) in the not-for-profit supply environments hinges on strategic intent and how to measure success. In CSCM, return on investment (ROI) is key and in HSCM, the ability to create impact becomes paramount. Regarding spend, both CSCM and HSCM are concerned with optimising operational spend, optimal utilisation of capital goods and infrastructure as well as minimising the cost of goods, works and services. Commercial supply chain managers want to spend as little as possible on operational expenses similarly to their humanitarian counterparts but humanitarian supply chain managers are also concerned about underspending of donor funded programming. Humanitarian programming often happens under difficult and dangerous circumstances. This requires a special cadre of professionals who are willing to serve the most vulnerable without exploitation and are able to deliver value often with limited or even broken infrastructure, unreliable supply and under insecure conditions. Humanitarian supply chain management leadership requires a DBA thesis balanced approach between long term strategic views whilst managing the short term outcomes. Also, humanitarian leadership needs to balance decision-making between long term strategic interventions and the ability, maturity and cost structures at functional and executional levels. This conundrum is the fundamental difference between commercial supply chain management and humanitarian supply chain management. Once one understands and respects these nuances, one can measure performance and reward appropriate corrective behaviour. Zig Ziglar once said: “If you aim at nothing, you will hit it every time”. The question that has been asked for so long has been “how to measure supply chain management efficacy in humanitarian supply environments?” This study addresses this question of developing a framework to measure supply chain efficacy in humanitarian supply environments with the view to create an enabling environment within which service levels could enhance the impact of donor funding whilst the needs of intended beneficiaries are better served. During field research, ten key focus areas and sixty-five supply chain management elements were identified. These sixty-five elements were tested via two surveys making use of the Delphi technique. Four of the sixty-five SCM elements were eliminated following the second survey due to high disagreement between the respondents, and a further two were eliminated based on expert opinion feedback from the respondents leaving fifty-nine elements being significantly important for inclusion in the framework. Three additional elements were identified by the respondents but not empirically verified and therefore not included in the proposed frameworks but could be included in future research. Fifty-seven of the sixty-five elements can be directly controlled by the SCM function. However, four of these fifty-seven elements were eliminated during the second survey and a further two were eliminated reviewing the feedback from respondents leaving fifty-one elements under the direct control of the SCM function.
- Full Text:
- Date Issued: 2015
- Authors: Linford, Pierre
- Date: 2015
- Subjects: Humanitarian intervention , Business logistics
- Language: English
- Type: Thesis , Doctoral , DBA
- Identifier: http://hdl.handle.net/10948/8155 , vital:25131
- Description: Supply chain management in the for-profit commercial environment is a broad, far-reaching field of study, impacting on a society’s standard of living. Commercial supply chain management is the science of balancing customer service levels with least total costs. In other words, the for-profit supply chain management practitioner is concerned with customer service levels, consumer value, shareholder value, total cost optimisation and ultimately maximising long term sustainable return on investment. Commercial supply chain management differs from military supply chain management in that the latter also focuses on service delivery, but the cost is almost irrelevant. In military operations, successful results (winning the battle) far surpass the total cost parameter or the return on investment. One of the major differentiating factors between commercial supply chain management (CSCM) in the for-profit theatre and humanitarian supply chain management (HSCM) in the not-for-profit supply environments hinges on strategic intent and how to measure success. In CSCM, return on investment (ROI) is key and in HSCM, the ability to create impact becomes paramount. Regarding spend, both CSCM and HSCM are concerned with optimising operational spend, optimal utilisation of capital goods and infrastructure as well as minimising the cost of goods, works and services. Commercial supply chain managers want to spend as little as possible on operational expenses similarly to their humanitarian counterparts but humanitarian supply chain managers are also concerned about underspending of donor funded programming. Humanitarian programming often happens under difficult and dangerous circumstances. This requires a special cadre of professionals who are willing to serve the most vulnerable without exploitation and are able to deliver value often with limited or even broken infrastructure, unreliable supply and under insecure conditions. Humanitarian supply chain management leadership requires a DBA thesis balanced approach between long term strategic views whilst managing the short term outcomes. Also, humanitarian leadership needs to balance decision-making between long term strategic interventions and the ability, maturity and cost structures at functional and executional levels. This conundrum is the fundamental difference between commercial supply chain management and humanitarian supply chain management. Once one understands and respects these nuances, one can measure performance and reward appropriate corrective behaviour. Zig Ziglar once said: “If you aim at nothing, you will hit it every time”. The question that has been asked for so long has been “how to measure supply chain management efficacy in humanitarian supply environments?” This study addresses this question of developing a framework to measure supply chain efficacy in humanitarian supply environments with the view to create an enabling environment within which service levels could enhance the impact of donor funding whilst the needs of intended beneficiaries are better served. During field research, ten key focus areas and sixty-five supply chain management elements were identified. These sixty-five elements were tested via two surveys making use of the Delphi technique. Four of the sixty-five SCM elements were eliminated following the second survey due to high disagreement between the respondents, and a further two were eliminated based on expert opinion feedback from the respondents leaving fifty-nine elements being significantly important for inclusion in the framework. Three additional elements were identified by the respondents but not empirically verified and therefore not included in the proposed frameworks but could be included in future research. Fifty-seven of the sixty-five elements can be directly controlled by the SCM function. However, four of these fifty-seven elements were eliminated during the second survey and a further two were eliminated reviewing the feedback from respondents leaving fifty-one elements under the direct control of the SCM function.
- Full Text:
- Date Issued: 2015
A proposed framework for mentoring in black-owned small businesses in South Africa
- Authors: Matabooe, Makatleho Julia
- Date: 2015
- Subjects: Mentoring in business -- South Africa , Small business -- South Africa
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: http://hdl.handle.net/10948/6520 , vital:21101
- Description: In view of the important role that small businesses play in the economic development of most economies in the world, including South Africa (Adeniran & Johnston, 2012:4088; Kongolo, 2010:2290), as well as the survival challenges that they face, the purpose of this study was to propose a framework for effective mentoring. This framework can be used to develop the business management skills of black small business owner–managers which will eventually increase the survival of small businesses in South Africa. As such, the primary objective of this study was to gain an understanding of the conditions required for effective mentoring of black-owned small businesses by empirically identifying the factors that influence effective mentoring of these businesses. If mentoring programmes for black-owned small businesses can be effective, the high failure rate of these businesses could be reduced, which may influence the South African economy positively. This study sought to review previous findings and theories on mentoring and small business development, and then contextualise these to black-owned small businesses. A comprehensive literature review revealed potential factors which could influence the effectiveness of mentoring of black-owned small businesses. Four categories of these factors were identified, namely relational-based, non-relational based, cultural and demographical factors. These factors guided the collection of primary data in this study.
- Full Text:
- Date Issued: 2015
- Authors: Matabooe, Makatleho Julia
- Date: 2015
- Subjects: Mentoring in business -- South Africa , Small business -- South Africa
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: http://hdl.handle.net/10948/6520 , vital:21101
- Description: In view of the important role that small businesses play in the economic development of most economies in the world, including South Africa (Adeniran & Johnston, 2012:4088; Kongolo, 2010:2290), as well as the survival challenges that they face, the purpose of this study was to propose a framework for effective mentoring. This framework can be used to develop the business management skills of black small business owner–managers which will eventually increase the survival of small businesses in South Africa. As such, the primary objective of this study was to gain an understanding of the conditions required for effective mentoring of black-owned small businesses by empirically identifying the factors that influence effective mentoring of these businesses. If mentoring programmes for black-owned small businesses can be effective, the high failure rate of these businesses could be reduced, which may influence the South African economy positively. This study sought to review previous findings and theories on mentoring and small business development, and then contextualise these to black-owned small businesses. A comprehensive literature review revealed potential factors which could influence the effectiveness of mentoring of black-owned small businesses. Four categories of these factors were identified, namely relational-based, non-relational based, cultural and demographical factors. These factors guided the collection of primary data in this study.
- Full Text:
- Date Issued: 2015
A proposed theory of war economies and supporting policy framework for dismantling war economies in Sub-Saharan Africa
- Liebenberg, Frederick Sybert
- Authors: Liebenberg, Frederick Sybert
- Date: 2015
- Subjects: Africa, Sub-Saharan -- Economic policy , Military occupation -- Economic aspects -- Africa, Sub-Saharan , War-time economies
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: http://hdl.handle.net/10948/3235 , vital:20414
- Description: Utilising the Grounded Theory Research Method, this study identified a range of open, axial and selective codes, through a literature review, which resulted in the formulation of a proposed theory of how war economies are formed and maintained. Based on the theoretical proposition of the proposed theory, a policy framework for dismantling such war economies was also developed and presented. The proposed theory of war economies essentially argues that war economies are formed in post-colonial sub-Saharan Africa because of the existence of an artificial state. The existence of an artificial state is ascribed to the emerging legacies of colonial state formation processes, which created failed state entities which are unable to produce public goods for all its citizens because of its inability to maintain a monopoly of violence whilst maintain full administrative control over its territory. This inability results in an increase in the vulnerability of state and non-state actors. In response to these vulnerabilities, both state and non-state actors established a range of parallel political, economic and military structures. These structures in turn made use of both network and resource capacities to create an environment where politics are economised and conflict is commercialised, in order to mitigate the impacts of state failure and the inability to produce public goods. The result of the creation of an environment where politics are economised and conflict is commercialised, is the creation of incentives, structures and processes to ensure that conflict and associated conditions of instability are sustained in order to ensure primitive accumulation of wealth and resources. Based on the core theoretical proposition of the proposed theory, the study also presents a broad policy framework for dismantling war economies. In broad terms the framework proposes an integrated state-building process, based on a range of policy mechanisms aimed at maintaining a monopoly over violence, increasing administrative control, dismantling conflict networks and ensuring effective and efficient resource management.
- Full Text:
- Date Issued: 2015
- Authors: Liebenberg, Frederick Sybert
- Date: 2015
- Subjects: Africa, Sub-Saharan -- Economic policy , Military occupation -- Economic aspects -- Africa, Sub-Saharan , War-time economies
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: http://hdl.handle.net/10948/3235 , vital:20414
- Description: Utilising the Grounded Theory Research Method, this study identified a range of open, axial and selective codes, through a literature review, which resulted in the formulation of a proposed theory of how war economies are formed and maintained. Based on the theoretical proposition of the proposed theory, a policy framework for dismantling such war economies was also developed and presented. The proposed theory of war economies essentially argues that war economies are formed in post-colonial sub-Saharan Africa because of the existence of an artificial state. The existence of an artificial state is ascribed to the emerging legacies of colonial state formation processes, which created failed state entities which are unable to produce public goods for all its citizens because of its inability to maintain a monopoly of violence whilst maintain full administrative control over its territory. This inability results in an increase in the vulnerability of state and non-state actors. In response to these vulnerabilities, both state and non-state actors established a range of parallel political, economic and military structures. These structures in turn made use of both network and resource capacities to create an environment where politics are economised and conflict is commercialised, in order to mitigate the impacts of state failure and the inability to produce public goods. The result of the creation of an environment where politics are economised and conflict is commercialised, is the creation of incentives, structures and processes to ensure that conflict and associated conditions of instability are sustained in order to ensure primitive accumulation of wealth and resources. Based on the core theoretical proposition of the proposed theory, the study also presents a broad policy framework for dismantling war economies. In broad terms the framework proposes an integrated state-building process, based on a range of policy mechanisms aimed at maintaining a monopoly over violence, increasing administrative control, dismantling conflict networks and ensuring effective and efficient resource management.
- Full Text:
- Date Issued: 2015
A skills profile of female managers in the construction and engineering industry of Nelson Mandela Bay
- Authors: Mackenzie, Caleigh Simone
- Date: 2015
- Subjects: Women executives -- South Africa -- Port Elizabeth
- Language: English
- Type: Thesis , Masters , MTech
- Identifier: http://hdl.handle.net/10948/2824 , vital:16229
- Description: The male-dominated nature of the construction and engineering industries is a well-known phenomenon. This research provides insight into the skills required by female managers in order to manage successfully in these industries dominated by males. The primary purpose of this research is to identify the skills profile of female managers in the construction and engineering industry of Nelson Mandela Bay (NMB). Even though the number of female managers in senior management positions is increasing, South Africa still has a long way to go before men and women are considered equal with regard to the roles that they play and the positions that they occupy in the work-place (Mail & Guardian Online, 2012: 1). Therefore, the aim of this study is to identify the skills needed by female managers in the construction and engineering industry of NMB. This study attempts to provide answers to the following research questions: What are the management skills a manager should have? What is the skills profile of female managers in the construction and engineering sector of NMB? Is there a skills gap in the current literature? The literature overview was conducted on roles, functions and skills of managers as well as female managers in male-dominated industries from journals and books published between 2000 and 2014. Topics researched included the roles and functions of managers, generic management skills and industry-specific management skills, females as managers and leaders, barriers to managerial success for females, and the nature of the construction and engineering industries. Chapter four discusses the research design and methodology used in this study. The quantitative research approach was used in order to solve the main problem of this study. A non-probability sampling method was used for this study. Purposive sampling and snowball sampling methods were used. These methods seemed most appropriate given the small sample size, the fact that self-completion questionnaires were used to gather data from female managers, and the fact that the researcher investigated only the skills exhibited data. The Master Builders’ Association was contacted in order to identify respondents in construction. Respondents in engineering were identified using snowball sampling, which forms part of non-probability sampling. A questionnaire was developed based on the management skills identified in the literature study conducted. Primary data was collected through e-mail distribution of a cover letter requesting the respondent to complete the attached questionnaire. The data was then loaded on an Excel data base for further use and analysis. Once primary data had been collected, it was analysed using appropriate statistical methods. Descriptive statistics were used to analyse the data to determine the skills’ profile of female managers in the construction and engineering industry of NMB, as reflected in the collected data. These results were then used to identify areas for further research. The analysis revealed that the majority of the sample was between the ages of 29 and 38 years old and employed in the construction industry. The sample mainly consisted of top level managers with a Masters as their highest educational qualification (41 per cent). The majority of the respondents agreed that conceptual, technical, political, analytic, administrative, and diagnostic skills are required to effectively manage an organisation. Based on the findings, the majority of the respondents strongly agreed that leadership, planning, organising, conflict management, and project management skills are industry-specific management skills required to manage effectively in the construction and engineering industry. The majority of respondents indicated that they had learned these skills through workplace training and experience. The majority of the respondents agree that female managers excel in certain managerial skills and even believe that female managers possess different skills to those of male managers. The results of this study are expected to create awareness of the current state of the construction and engineering industry in NMB. The information will enable employers as well as FET institutions to create interventions and equip females with the necessary skills to become engineering and construction professionals.
- Full Text:
- Date Issued: 2015
- Authors: Mackenzie, Caleigh Simone
- Date: 2015
- Subjects: Women executives -- South Africa -- Port Elizabeth
- Language: English
- Type: Thesis , Masters , MTech
- Identifier: http://hdl.handle.net/10948/2824 , vital:16229
- Description: The male-dominated nature of the construction and engineering industries is a well-known phenomenon. This research provides insight into the skills required by female managers in order to manage successfully in these industries dominated by males. The primary purpose of this research is to identify the skills profile of female managers in the construction and engineering industry of Nelson Mandela Bay (NMB). Even though the number of female managers in senior management positions is increasing, South Africa still has a long way to go before men and women are considered equal with regard to the roles that they play and the positions that they occupy in the work-place (Mail & Guardian Online, 2012: 1). Therefore, the aim of this study is to identify the skills needed by female managers in the construction and engineering industry of NMB. This study attempts to provide answers to the following research questions: What are the management skills a manager should have? What is the skills profile of female managers in the construction and engineering sector of NMB? Is there a skills gap in the current literature? The literature overview was conducted on roles, functions and skills of managers as well as female managers in male-dominated industries from journals and books published between 2000 and 2014. Topics researched included the roles and functions of managers, generic management skills and industry-specific management skills, females as managers and leaders, barriers to managerial success for females, and the nature of the construction and engineering industries. Chapter four discusses the research design and methodology used in this study. The quantitative research approach was used in order to solve the main problem of this study. A non-probability sampling method was used for this study. Purposive sampling and snowball sampling methods were used. These methods seemed most appropriate given the small sample size, the fact that self-completion questionnaires were used to gather data from female managers, and the fact that the researcher investigated only the skills exhibited data. The Master Builders’ Association was contacted in order to identify respondents in construction. Respondents in engineering were identified using snowball sampling, which forms part of non-probability sampling. A questionnaire was developed based on the management skills identified in the literature study conducted. Primary data was collected through e-mail distribution of a cover letter requesting the respondent to complete the attached questionnaire. The data was then loaded on an Excel data base for further use and analysis. Once primary data had been collected, it was analysed using appropriate statistical methods. Descriptive statistics were used to analyse the data to determine the skills’ profile of female managers in the construction and engineering industry of NMB, as reflected in the collected data. These results were then used to identify areas for further research. The analysis revealed that the majority of the sample was between the ages of 29 and 38 years old and employed in the construction industry. The sample mainly consisted of top level managers with a Masters as their highest educational qualification (41 per cent). The majority of the respondents agreed that conceptual, technical, political, analytic, administrative, and diagnostic skills are required to effectively manage an organisation. Based on the findings, the majority of the respondents strongly agreed that leadership, planning, organising, conflict management, and project management skills are industry-specific management skills required to manage effectively in the construction and engineering industry. The majority of respondents indicated that they had learned these skills through workplace training and experience. The majority of the respondents agree that female managers excel in certain managerial skills and even believe that female managers possess different skills to those of male managers. The results of this study are expected to create awareness of the current state of the construction and engineering industry in NMB. The information will enable employers as well as FET institutions to create interventions and equip females with the necessary skills to become engineering and construction professionals.
- Full Text:
- Date Issued: 2015
A study of the effectiveness of local economic development strategy: a case study of the Nyamdeni Local Municipality
- Authors: Ndamase, Tina
- Date: 2015
- Subjects: Rural development -- South Africa -- Eastern Cape , Sustainable development -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/5739 , vital:20991
- Description: The study seeks to analyse the socio-economic impact on local economic development programme with specific reference to Nyandeni local Municipality in the Eastern Cape Province. Nyandeni local Municipality is under the district of O.R. Tambo, its administrative seat is the town of Libode with a population of about 290, 390 which is spread over 31 wards. Scattered, low-density rural settlements dominate the Municipality. 79% of households reside in traditional or village type settlements. These settlements are loosely scattered throughout the entire Municipal area and are surrounded by communal grazing and arable lands. The majority of residential structures are self-built. Apart from a few trading stores, there is little sign of any significant economic activity within the rural settlements.
- Full Text:
- Date Issued: 2015
- Authors: Ndamase, Tina
- Date: 2015
- Subjects: Rural development -- South Africa -- Eastern Cape , Sustainable development -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/5739 , vital:20991
- Description: The study seeks to analyse the socio-economic impact on local economic development programme with specific reference to Nyandeni local Municipality in the Eastern Cape Province. Nyandeni local Municipality is under the district of O.R. Tambo, its administrative seat is the town of Libode with a population of about 290, 390 which is spread over 31 wards. Scattered, low-density rural settlements dominate the Municipality. 79% of households reside in traditional or village type settlements. These settlements are loosely scattered throughout the entire Municipal area and are surrounded by communal grazing and arable lands. The majority of residential structures are self-built. Apart from a few trading stores, there is little sign of any significant economic activity within the rural settlements.
- Full Text:
- Date Issued: 2015
An analysis of interest deductions and other financial payments in terms of South African income tax legislation
- Authors: Kula, Xoliswa Beverley
- Date: 2015
- Subjects: Tax planning -- South Africa , Income tax -- Law and legislation -- South Africa
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: http://hdl.handle.net/10948/8188 , vital:25945
- Description: Tax avoidance through interest deductions has been highlighted internationally as a concern with the effect of eroding tax revenues of countries, including South Africa (SA). The evident cause of this concern is what is termed base erosion and profit shifting (BEPS) mainly orchestrated by multinational companies using aggressive tax planning schemes. Although the concern continues to exist, comprehensive measures are in place in SA such as the anti-avoidance rules and exchange control regulations to mitigate the concern. The study was undertaken to analyse the legislation on interest deductions in terms of the Income Tax Act No 58 of 1962 (‘the Act’) with particular focus on anti-avoidance. A number of issues pertaining to the operation of the provisions in the Act; administrative challenges as well the possible exploitation of loopholes within the provisions were identified. Furthermore, a comparative analysis conducted against Australia and the United Kingdom indicated that the measures adopted in SA are relatively similar, if not ahead. The effect the anti-avoidance measures have on the economic growth was considered. The results were positive in that the measures do not counteract the pursuit of economic growth. Lastly, the study assessed the position of SA against the internationally recommended best practice on the subject matter and it became evident that opportunities exist to improve the current measures applied in SA to mitigate the BEPS risks through interest deductions.
- Full Text:
- Date Issued: 2015
- Authors: Kula, Xoliswa Beverley
- Date: 2015
- Subjects: Tax planning -- South Africa , Income tax -- Law and legislation -- South Africa
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: http://hdl.handle.net/10948/8188 , vital:25945
- Description: Tax avoidance through interest deductions has been highlighted internationally as a concern with the effect of eroding tax revenues of countries, including South Africa (SA). The evident cause of this concern is what is termed base erosion and profit shifting (BEPS) mainly orchestrated by multinational companies using aggressive tax planning schemes. Although the concern continues to exist, comprehensive measures are in place in SA such as the anti-avoidance rules and exchange control regulations to mitigate the concern. The study was undertaken to analyse the legislation on interest deductions in terms of the Income Tax Act No 58 of 1962 (‘the Act’) with particular focus on anti-avoidance. A number of issues pertaining to the operation of the provisions in the Act; administrative challenges as well the possible exploitation of loopholes within the provisions were identified. Furthermore, a comparative analysis conducted against Australia and the United Kingdom indicated that the measures adopted in SA are relatively similar, if not ahead. The effect the anti-avoidance measures have on the economic growth was considered. The results were positive in that the measures do not counteract the pursuit of economic growth. Lastly, the study assessed the position of SA against the internationally recommended best practice on the subject matter and it became evident that opportunities exist to improve the current measures applied in SA to mitigate the BEPS risks through interest deductions.
- Full Text:
- Date Issued: 2015
An analysis of use of cloud enterprise resource planning systems in South Africa
- Authors: Atukwase, Denise
- Date: 2015
- Subjects: Enterprise resource planning -- South Africa , Business planning -- South Africa , Management information systems -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8874 , http://hdl.handle.net/10948/d1020352
- Description: Due to innovation, Information Technology (IT) is changing all the time. One of the fast growing IT innovations is cloud computing. The phenomenon of cloud computing has changed the way that business consumes IT and in particular Enterprise Resource Planning (ERP) systems. This phenomenon has led to a need for research in the field of cloud ERP systems. A review of the literature revealed a gap in research related to cloud ERP systems and particularly to the adoption of these systems in South African companies. Only a few studies have been done regarding the adoption of cloud computing in South Africa, and the extent of adoption of cloud ERP systems in South Africa is not known. This study set out to answer the research question “What is the extent of understanding and adoption of ERP system in South African companies?” The study will be useful to the ERP industry in understanding the level of adoption of and perceptions about cloud ERP systems by South African companies. In order to answer the research question a survey research strategy was adopted and was of an exploratory nature. The sample was composed of IT professionals and line managers in South African companies. Questionnaires were sent via web link and 41 complete responses were obtained. The results showed that the respondents had a good understanding of the advantages/benefits of cloud ERP systems. However, a lack of clear understanding of the disadvantages/drawbacks of cloud ERP systems was evident in the research data which could lead to non-adoption of cloud ERP systems. Adoption of cloud ERP systems was highest in the engineering, manufacturing and IT sector. It was evident that IaaS and PaaS have not been adopted at all. The majority of the companies (60 percent) that had adopted cloud ERP systems were SMEs. This is in line with international studies that show that SMEs are driving the change in IT innovation such as cloud ERP systems.
- Full Text:
- Date Issued: 2015
- Authors: Atukwase, Denise
- Date: 2015
- Subjects: Enterprise resource planning -- South Africa , Business planning -- South Africa , Management information systems -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8874 , http://hdl.handle.net/10948/d1020352
- Description: Due to innovation, Information Technology (IT) is changing all the time. One of the fast growing IT innovations is cloud computing. The phenomenon of cloud computing has changed the way that business consumes IT and in particular Enterprise Resource Planning (ERP) systems. This phenomenon has led to a need for research in the field of cloud ERP systems. A review of the literature revealed a gap in research related to cloud ERP systems and particularly to the adoption of these systems in South African companies. Only a few studies have been done regarding the adoption of cloud computing in South Africa, and the extent of adoption of cloud ERP systems in South Africa is not known. This study set out to answer the research question “What is the extent of understanding and adoption of ERP system in South African companies?” The study will be useful to the ERP industry in understanding the level of adoption of and perceptions about cloud ERP systems by South African companies. In order to answer the research question a survey research strategy was adopted and was of an exploratory nature. The sample was composed of IT professionals and line managers in South African companies. Questionnaires were sent via web link and 41 complete responses were obtained. The results showed that the respondents had a good understanding of the advantages/benefits of cloud ERP systems. However, a lack of clear understanding of the disadvantages/drawbacks of cloud ERP systems was evident in the research data which could lead to non-adoption of cloud ERP systems. Adoption of cloud ERP systems was highest in the engineering, manufacturing and IT sector. It was evident that IaaS and PaaS have not been adopted at all. The majority of the companies (60 percent) that had adopted cloud ERP systems were SMEs. This is in line with international studies that show that SMEs are driving the change in IT innovation such as cloud ERP systems.
- Full Text:
- Date Issued: 2015
An enabling environment for independent power producers in renewable electricity
- Authors: Palmer, Vivian Julian
- Date: 2015
- Subjects: Renewable energy sources -- South Africa , Independent power producers -- South Africa
- Language: English
- Type: Thesis , Doctoral , DBA
- Identifier: http://hdl.handle.net/10948/5868 , vital:21007
- Description: The increasing demand for electricity, the rising price of energy from conventional sources and limited electricity supply are a global concern. The demand on electricity generation could be alleviated by diversifying the sources from which electricity is obtained to achieve the goals of long-term electricity supply. Diversification implies finding alternative sources of energy such as renewable energy for the production of electricity. The South African electricity system is under increased pressure to provide and maintain electricity supply to its users. Electricity production may be regarded as a key contributor to the social and economic development of South Africa. The challenges are so serious that it will gradually become increasingly difficult to extract sufficient resources to satisfy increasing electricity demand. Growth in the electricity and industrial sectors signifies profound changes in the entire energy industry. The South African power utility Eskom, supplies 94% of South Africa’s electricity but the risk of inadequate supply because of increasing electricity demand is mitigated through the employment of Independent Power Producers (IPPs) which supply to the grid. However, although a limited number of IPP entrepreneurs sell electricity to the Eskom grid, there is no enabling entrepreneurial environment in which they can thrive. There is no positive movement to inaugurate policies and processes. This has created an opportunity for Smart Grid access as a viable option to accommodate IPP entrepreneurs into the grid. Investing in renewable electricity sources may provide feasible alternatives for the electricity industry, it would alleviate pressure on current supply whilst creating an enabling entrepreneurial environment for IPP entrepreneurs and increase entrepreneurial activity. This study investigates a proposed model for an enabling entrepreneurial environment for IPPs in the RE sector that can be utilised to ensure increased entrepreneurial activity within the electricity industry. Establishing such an enabling environment would contribute positively to the alleviation of the electricity demand crisis, result in lower carbon emissions and create a sustainable, more diverse electricity generation mix. This proposed IPP industry model for an enabling entrepreneurial environment is presented to address the problems experienced at the different levels of the electricity industry. The model can be utilised to increase entrepreneurial activity while eradicating major electricity challenges at different levels in the South African electricity industry. The results indicate that that RE, in the form of solar and wind, has the potential to expand the South African electricity industry significantly. Therefore, in order to reform the South African electricity industry, stakeholders need to embrace entrepreneurship as IPP entrepreneurs. This can be done effectively by the incorporation of IPP entrepreneurs into the electricity network. However, an enabling entrepreneurial environment in which to operate must be ensured. In this study, five important variables support the establishment of an enabling entrepreneurial environment for IPP entrepreneurs. These have been identified as; Smart Grids, Entrepreneurship, Renewable electricity environment, SA policy and Stakeholder theory. An important contribution has been made towards Stakeholder Theory. This has proven to be instrumental within the RE sector of the electricity industry in South Africa, as the mentioned role players have a reciprocal role to play. Three surveys were conducted at three levels of the electricity industry, namely, at organisational, legislative and entrepreneurial levels and included Eskom Management, National Energy Regulator (NERSA) Management and Approved and Non-approved IPPs. Both qualitative and quantitative research methods were utilised in this research study. The results indicate that SA Policy is instrumental in assisting stakeholders to facilitate the IPP process and feed the power from RE generation into the network. Most respondents were positive about the role of Smart Grids in future electricity generation and their contribution towards creating an enabling entrepreneurial environment for IPP entrepreneurs. Respondents indicated that by policy decisions, greater emphasis can be placed on the results of climate change and environmental challenges. Emphasis on the incorporation of stakeholders proved imperative to this group (IPPs). The results indicated that stakeholder management is a key factor contributing to the establishment of an enabling entrepreneurial environment. The major contribution of this study is a proposed entrepreneurial model that can improve future sustainability of the electricity supply.
- Full Text:
- Date Issued: 2015
- Authors: Palmer, Vivian Julian
- Date: 2015
- Subjects: Renewable energy sources -- South Africa , Independent power producers -- South Africa
- Language: English
- Type: Thesis , Doctoral , DBA
- Identifier: http://hdl.handle.net/10948/5868 , vital:21007
- Description: The increasing demand for electricity, the rising price of energy from conventional sources and limited electricity supply are a global concern. The demand on electricity generation could be alleviated by diversifying the sources from which electricity is obtained to achieve the goals of long-term electricity supply. Diversification implies finding alternative sources of energy such as renewable energy for the production of electricity. The South African electricity system is under increased pressure to provide and maintain electricity supply to its users. Electricity production may be regarded as a key contributor to the social and economic development of South Africa. The challenges are so serious that it will gradually become increasingly difficult to extract sufficient resources to satisfy increasing electricity demand. Growth in the electricity and industrial sectors signifies profound changes in the entire energy industry. The South African power utility Eskom, supplies 94% of South Africa’s electricity but the risk of inadequate supply because of increasing electricity demand is mitigated through the employment of Independent Power Producers (IPPs) which supply to the grid. However, although a limited number of IPP entrepreneurs sell electricity to the Eskom grid, there is no enabling entrepreneurial environment in which they can thrive. There is no positive movement to inaugurate policies and processes. This has created an opportunity for Smart Grid access as a viable option to accommodate IPP entrepreneurs into the grid. Investing in renewable electricity sources may provide feasible alternatives for the electricity industry, it would alleviate pressure on current supply whilst creating an enabling entrepreneurial environment for IPP entrepreneurs and increase entrepreneurial activity. This study investigates a proposed model for an enabling entrepreneurial environment for IPPs in the RE sector that can be utilised to ensure increased entrepreneurial activity within the electricity industry. Establishing such an enabling environment would contribute positively to the alleviation of the electricity demand crisis, result in lower carbon emissions and create a sustainable, more diverse electricity generation mix. This proposed IPP industry model for an enabling entrepreneurial environment is presented to address the problems experienced at the different levels of the electricity industry. The model can be utilised to increase entrepreneurial activity while eradicating major electricity challenges at different levels in the South African electricity industry. The results indicate that that RE, in the form of solar and wind, has the potential to expand the South African electricity industry significantly. Therefore, in order to reform the South African electricity industry, stakeholders need to embrace entrepreneurship as IPP entrepreneurs. This can be done effectively by the incorporation of IPP entrepreneurs into the electricity network. However, an enabling entrepreneurial environment in which to operate must be ensured. In this study, five important variables support the establishment of an enabling entrepreneurial environment for IPP entrepreneurs. These have been identified as; Smart Grids, Entrepreneurship, Renewable electricity environment, SA policy and Stakeholder theory. An important contribution has been made towards Stakeholder Theory. This has proven to be instrumental within the RE sector of the electricity industry in South Africa, as the mentioned role players have a reciprocal role to play. Three surveys were conducted at three levels of the electricity industry, namely, at organisational, legislative and entrepreneurial levels and included Eskom Management, National Energy Regulator (NERSA) Management and Approved and Non-approved IPPs. Both qualitative and quantitative research methods were utilised in this research study. The results indicate that SA Policy is instrumental in assisting stakeholders to facilitate the IPP process and feed the power from RE generation into the network. Most respondents were positive about the role of Smart Grids in future electricity generation and their contribution towards creating an enabling entrepreneurial environment for IPP entrepreneurs. Respondents indicated that by policy decisions, greater emphasis can be placed on the results of climate change and environmental challenges. Emphasis on the incorporation of stakeholders proved imperative to this group (IPPs). The results indicated that stakeholder management is a key factor contributing to the establishment of an enabling entrepreneurial environment. The major contribution of this study is a proposed entrepreneurial model that can improve future sustainability of the electricity supply.
- Full Text:
- Date Issued: 2015
An evaluation of the performance management and development system at the Department of Safety and Liaison in the Eastern Cape
- Authors: Menemene, Nonkosi Arnoria
- Date: 2015
- Subjects: Performance -- Management -- Evaluation Performance -- Management Employees -- Rating of
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/9875 , vital:26629
- Description: The performance management and development system (PMDS) is a tool that is used by government to measure the performance of individuals in the organisation. PMDS was developmental in its nature in identifying the development of employees and training in case of poor performance. The main aim of the PMDS is to motivate officials in the organisation by rewarding a performance bonus at the end of the financial year. There are challenges that affect the PMDS: officials felt that the system did not motivate them; it is perceived as a 14th cheque and some of them felt the system should be terminated. The main aim of the study is to evaluate the performance management and development system at the Department of Safety and Liaison in the Eastern Cape. Quantitative and qualitative data was collected through questionnaires and interviews. Questionnaires were distributed to officials from levels 1 - 8 and interviews were conducted with assistant managers, managers and senior managers. Descriptive statistics were used to analyse the questionnaires and transcriptions were used to interpret the interviews. The results of the study reflect that most officials in the Department are young and new to the public service. The findings show that the employees of the Department are average in their performance and the Department perceives that the PMDS is not used to identify poor performance and training. The system is not implemented effectively and efficiently. Based on the findings and recommendations made to management to facilitate the training on PMDS and also to allow the processes and procedures to be more efficient. Furthermore allowing performance from all staff to achieve the core objectives of the department.
- Full Text:
- Date Issued: 2015
- Authors: Menemene, Nonkosi Arnoria
- Date: 2015
- Subjects: Performance -- Management -- Evaluation Performance -- Management Employees -- Rating of
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/9875 , vital:26629
- Description: The performance management and development system (PMDS) is a tool that is used by government to measure the performance of individuals in the organisation. PMDS was developmental in its nature in identifying the development of employees and training in case of poor performance. The main aim of the PMDS is to motivate officials in the organisation by rewarding a performance bonus at the end of the financial year. There are challenges that affect the PMDS: officials felt that the system did not motivate them; it is perceived as a 14th cheque and some of them felt the system should be terminated. The main aim of the study is to evaluate the performance management and development system at the Department of Safety and Liaison in the Eastern Cape. Quantitative and qualitative data was collected through questionnaires and interviews. Questionnaires were distributed to officials from levels 1 - 8 and interviews were conducted with assistant managers, managers and senior managers. Descriptive statistics were used to analyse the questionnaires and transcriptions were used to interpret the interviews. The results of the study reflect that most officials in the Department are young and new to the public service. The findings show that the employees of the Department are average in their performance and the Department perceives that the PMDS is not used to identify poor performance and training. The system is not implemented effectively and efficiently. Based on the findings and recommendations made to management to facilitate the training on PMDS and also to allow the processes and procedures to be more efficient. Furthermore allowing performance from all staff to achieve the core objectives of the department.
- Full Text:
- Date Issued: 2015
An international study on the influence of intrinsic rewards on the intrinsic motivation, work engagement and retention of employees in non-profit organisations
- Authors: Renard, Michelle
- Date: 2015
- Subjects: Employee motivation , Achievement motivation , Organisational behaviour
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: http://hdl.handle.net/10948/5148 , vital:20815
- Description: The primary objective of this thesis was to investigate whether intrinsic rewards play a role in the intrinsic motivation, work engagement and retention of employees working within non-profit organisations in Australia, Belgium, South Africa and the United States of America. It therefore served to form a cross-cultural comparison between employees from these four geographically dispersed yet culturally similar countries. A further aim was to determine whether demographic differences occurred across the four constructs studied. In order to achieve these objectives, a theoretical model was constructed to highlight the relationships between the constructs under study. The study made use of both qualitative and quantitative research to achieve the above-mentioned objectives. As a result of the data obtained from 15 qualitative interviews conducted with non-profit employees in Belgium and South Africa, two measuring instruments, namely the Intrinsic Work Rewards Scale and the Intrinsic Work Motivation Scale, were developed to assess intrinsic rewards and intrinsic motivation respectively. These measuring instruments were qualitatively piloted on a sample of academics and non-profit employees, and were translated from English into Dutch for use on the Belgian sample. Once these instruments had been refined, they were combined with instruments to measure work engagement and intention to quit to form a composite questionnaire. This questionnaire was completed electronically by 587 non-profit employees from the four countries under study. Data analysis was conducted in the form of descriptive and inferential statistics, including frequency tables, Cronbach’s alpha testing, exploratory and confirmatory factor analysis, Pearson’s Product Moment Correlations, chi-square tests, t-tests, analysis of variance and structural equation modelling. The quantitative findings showed that intrinsic rewards lead to higher levels of intrinsic motivation, which in turn causes higher levels of work engagement and lower levels of intention to quit. Intrinsic rewards were also found directly to predict a reduction in employees’ intentions to quit their non-profit organisations, and work engagement directly predicted an increase in intention to quit. From a cross-cultural perspective, practically significant inter-country differences were discovered across the intrinsic rewards of meaningful work and challenging work; across intrinsic motivation and its three dimensions (personal connection to one’s work, personal desire to make a difference, and personal desire to perform); and across work engagement and its three factors (absorption, dedication and vigour). In addition to these inter-country results, age and job level differences were discovered across the four constructs under study, together with significant correlations between the four constructs. The Intrinsic Work Rewards Scale and the Intrinsic Work Motivation Scale were successfully validated in both English and Dutch in this study, with a number of forms of validity being confirmed through factor analyses and correlations. Reliability was proven through satisfactory Cronbach’s alpha values being obtained for both language versions of the instruments. These results theoretically contribute to literature pertaining to intrinsic rewards and intrinsic motivation as a result of the development of two measuring instruments that were empirically validated to assess these constructs. Furthermore, the results make a valuable contribution to the field of rewards management globally. This study’s findings provide evidence for causal relationships between four constructs not previously tested empirically, specifically within Australia, Belgium, South Africa and the United States of America. Consequently, this study’s results hold important implications for the management of non-profit employees worldwide.
- Full Text:
- Date Issued: 2015
- Authors: Renard, Michelle
- Date: 2015
- Subjects: Employee motivation , Achievement motivation , Organisational behaviour
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: http://hdl.handle.net/10948/5148 , vital:20815
- Description: The primary objective of this thesis was to investigate whether intrinsic rewards play a role in the intrinsic motivation, work engagement and retention of employees working within non-profit organisations in Australia, Belgium, South Africa and the United States of America. It therefore served to form a cross-cultural comparison between employees from these four geographically dispersed yet culturally similar countries. A further aim was to determine whether demographic differences occurred across the four constructs studied. In order to achieve these objectives, a theoretical model was constructed to highlight the relationships between the constructs under study. The study made use of both qualitative and quantitative research to achieve the above-mentioned objectives. As a result of the data obtained from 15 qualitative interviews conducted with non-profit employees in Belgium and South Africa, two measuring instruments, namely the Intrinsic Work Rewards Scale and the Intrinsic Work Motivation Scale, were developed to assess intrinsic rewards and intrinsic motivation respectively. These measuring instruments were qualitatively piloted on a sample of academics and non-profit employees, and were translated from English into Dutch for use on the Belgian sample. Once these instruments had been refined, they were combined with instruments to measure work engagement and intention to quit to form a composite questionnaire. This questionnaire was completed electronically by 587 non-profit employees from the four countries under study. Data analysis was conducted in the form of descriptive and inferential statistics, including frequency tables, Cronbach’s alpha testing, exploratory and confirmatory factor analysis, Pearson’s Product Moment Correlations, chi-square tests, t-tests, analysis of variance and structural equation modelling. The quantitative findings showed that intrinsic rewards lead to higher levels of intrinsic motivation, which in turn causes higher levels of work engagement and lower levels of intention to quit. Intrinsic rewards were also found directly to predict a reduction in employees’ intentions to quit their non-profit organisations, and work engagement directly predicted an increase in intention to quit. From a cross-cultural perspective, practically significant inter-country differences were discovered across the intrinsic rewards of meaningful work and challenging work; across intrinsic motivation and its three dimensions (personal connection to one’s work, personal desire to make a difference, and personal desire to perform); and across work engagement and its three factors (absorption, dedication and vigour). In addition to these inter-country results, age and job level differences were discovered across the four constructs under study, together with significant correlations between the four constructs. The Intrinsic Work Rewards Scale and the Intrinsic Work Motivation Scale were successfully validated in both English and Dutch in this study, with a number of forms of validity being confirmed through factor analyses and correlations. Reliability was proven through satisfactory Cronbach’s alpha values being obtained for both language versions of the instruments. These results theoretically contribute to literature pertaining to intrinsic rewards and intrinsic motivation as a result of the development of two measuring instruments that were empirically validated to assess these constructs. Furthermore, the results make a valuable contribution to the field of rewards management globally. This study’s findings provide evidence for causal relationships between four constructs not previously tested empirically, specifically within Australia, Belgium, South Africa and the United States of America. Consequently, this study’s results hold important implications for the management of non-profit employees worldwide.
- Full Text:
- Date Issued: 2015
An investigation into the relationship between employee value proposition and work engagement
- Authors: Vosloo, Petro
- Date: 2015
- Subjects: Management -- Employee participation , Bonuses (Employee fringe benefits)
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/4277 , vital:20579
- Description: The intention of this study was to measure the work engagement and EVP of employees and further to investigate the relationship between work engagement and EVP. A secondary objective was to determine to determine to what extend intrinsic rewards of EVP affects work engagement more than extrinsic rewards. The study was quantitative in nature and data was obtained by means of an electronic survey. The EVP questionnaire and UWES were used to measure EVP and work engagement respectively. Results showed that there is no practical relationship between work engagement and EVP; however, evidence suggested a statistically significant relationship between work engagement and EVP. There was no evidence to suggest that in the relationship between work engagement and EVP, intrinsic components of EVP affect work engagement more than extrinsic rewards. It was however suggested that although the extrinsic rewards component of EVP are important in attracting and retaining employees, rewards had no correlation with work engagement. Implications of the findings suggest that rewards might be important when attracting and retaining employees to a company. However, in order to develop levels of work engagement rewards play no significant role. Companies should invest in enhancing the intrinsic components of their EVP to such an extent that it contributes to levels of work engagement.
- Full Text:
- Date Issued: 2015
- Authors: Vosloo, Petro
- Date: 2015
- Subjects: Management -- Employee participation , Bonuses (Employee fringe benefits)
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/4277 , vital:20579
- Description: The intention of this study was to measure the work engagement and EVP of employees and further to investigate the relationship between work engagement and EVP. A secondary objective was to determine to determine to what extend intrinsic rewards of EVP affects work engagement more than extrinsic rewards. The study was quantitative in nature and data was obtained by means of an electronic survey. The EVP questionnaire and UWES were used to measure EVP and work engagement respectively. Results showed that there is no practical relationship between work engagement and EVP; however, evidence suggested a statistically significant relationship between work engagement and EVP. There was no evidence to suggest that in the relationship between work engagement and EVP, intrinsic components of EVP affect work engagement more than extrinsic rewards. It was however suggested that although the extrinsic rewards component of EVP are important in attracting and retaining employees, rewards had no correlation with work engagement. Implications of the findings suggest that rewards might be important when attracting and retaining employees to a company. However, in order to develop levels of work engagement rewards play no significant role. Companies should invest in enhancing the intrinsic components of their EVP to such an extent that it contributes to levels of work engagement.
- Full Text:
- Date Issued: 2015
Analysis of calendar effects and market anomalies on the Johannesburg Stock Exchange
- Atsin, Achiapo Jessica Lisette
- Authors: Atsin, Achiapo Jessica Lisette
- Date: 2015
- Subjects: Stock exchanges -- South Africa -- Johannesburg , Stocks -- South Africa
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: vital:9028 , http://hdl.handle.net/10948/d1020372
- Description: This study sought to empirically investigate the existence of calendar effects and market anomalies on the JSE using monthly and daily closing prices of the ALSI, Top 40, Mid Cap and Small Cap index; as well as, daily closing prices on the Value, Growth and Dividend Plus index during the sample period 2002 – 2013. The anomalies analysed are the January effect, the weekend effect, the size effect, the value effect, and the dividend yield effect. The empirical analysis uses a number of MSAR with a different number of regimes and lag orders. The results from the investigation of the January effect show the non-existence of the January effect and the value effect on the JSE during the periods 2002 – 2013 and 2004 – 2013, respectively. However, the weekend effect was found significant in the Mid Cap and the Small Cap index, and the size effect was also found significant during the same period 2002 - 2013. Finally the results from a Granger causality test concluded that there is a relationship between the returns on the Dividend Plus index and the ALSI, effectively proving the existence of the dividend yield effect on the JSE between 2006 and 2013. Additionally, the anomalies found imply the opportunity for investors to make returns above buy-and-hold.
- Full Text:
- Date Issued: 2015
- Authors: Atsin, Achiapo Jessica Lisette
- Date: 2015
- Subjects: Stock exchanges -- South Africa -- Johannesburg , Stocks -- South Africa
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: vital:9028 , http://hdl.handle.net/10948/d1020372
- Description: This study sought to empirically investigate the existence of calendar effects and market anomalies on the JSE using monthly and daily closing prices of the ALSI, Top 40, Mid Cap and Small Cap index; as well as, daily closing prices on the Value, Growth and Dividend Plus index during the sample period 2002 – 2013. The anomalies analysed are the January effect, the weekend effect, the size effect, the value effect, and the dividend yield effect. The empirical analysis uses a number of MSAR with a different number of regimes and lag orders. The results from the investigation of the January effect show the non-existence of the January effect and the value effect on the JSE during the periods 2002 – 2013 and 2004 – 2013, respectively. However, the weekend effect was found significant in the Mid Cap and the Small Cap index, and the size effect was also found significant during the same period 2002 - 2013. Finally the results from a Granger causality test concluded that there is a relationship between the returns on the Dividend Plus index and the ALSI, effectively proving the existence of the dividend yield effect on the JSE between 2006 and 2013. Additionally, the anomalies found imply the opportunity for investors to make returns above buy-and-hold.
- Full Text:
- Date Issued: 2015
Assessing ecological intelligence and behaviours in organisations
- Authors: Hill, Hayden Clee
- Date: 2015
- Subjects: Sustainable development -- Management , Social responsibility of business , Executive ability
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/8284 , vital:26319
- Description: The earth has been undergoing a process of global warming and climate change for a period exceeding 100 years. These two occurrences have had many adverse effects on the sustainability of the environment as well as on humans and organisations. The direct cause of global warming and climate change, including the consequential negative ramifications, are due to humans use of natural resources mostly in the form of the consumption of products and services. Organisations are regarded as the largest consumers of products and services within society and as a result are responsible for the major contributions made to global warming and climate change. In order to rectify the negative impact made by organisations in terms of their ecological behaviour and ensure organisational sustainability theory, stipulates that a behavioural change within leadership is required. Ecologically intelligent leaders who hold an affirmation of an ecological worldview and enact pro-ecological behaviours are pivotal to the proliferation of ecological leadership and a subsequent rise in organisational pro-ecological behaviour, towards a sustainable future. On the basis of the above mentioned statements, gained from various literature, a conceptual model was formed and an exploratory research study undertaken to substantiate the presence of correlational or causal relationships between a leader’s ecological intelligence with the enactment of ecological leadership and organisational pro-ecological behaviour. The sample consisted of 42 respondents who occupied positions of leadership within organisations that were members of the Southern African Association for Energy Efficiency. The findings provide substantiating evidence of the presence of ecological intelligence within leadership, the enactment of ecological leadership as well as organisational pro-ecological behaviour. Furthermore significant correlational relationships exist between ecological leadership and organisational pro-ecological behaviour. There is also substantiating indication that the enablers of a leader’s ecological intelligence, an affirmation of an ecological worldview and pro-ecological behaviour, facilitate the outcome of organisational pro-ecological behaviour.
- Full Text:
- Date Issued: 2015
- Authors: Hill, Hayden Clee
- Date: 2015
- Subjects: Sustainable development -- Management , Social responsibility of business , Executive ability
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/8284 , vital:26319
- Description: The earth has been undergoing a process of global warming and climate change for a period exceeding 100 years. These two occurrences have had many adverse effects on the sustainability of the environment as well as on humans and organisations. The direct cause of global warming and climate change, including the consequential negative ramifications, are due to humans use of natural resources mostly in the form of the consumption of products and services. Organisations are regarded as the largest consumers of products and services within society and as a result are responsible for the major contributions made to global warming and climate change. In order to rectify the negative impact made by organisations in terms of their ecological behaviour and ensure organisational sustainability theory, stipulates that a behavioural change within leadership is required. Ecologically intelligent leaders who hold an affirmation of an ecological worldview and enact pro-ecological behaviours are pivotal to the proliferation of ecological leadership and a subsequent rise in organisational pro-ecological behaviour, towards a sustainable future. On the basis of the above mentioned statements, gained from various literature, a conceptual model was formed and an exploratory research study undertaken to substantiate the presence of correlational or causal relationships between a leader’s ecological intelligence with the enactment of ecological leadership and organisational pro-ecological behaviour. The sample consisted of 42 respondents who occupied positions of leadership within organisations that were members of the Southern African Association for Energy Efficiency. The findings provide substantiating evidence of the presence of ecological intelligence within leadership, the enactment of ecological leadership as well as organisational pro-ecological behaviour. Furthermore significant correlational relationships exist between ecological leadership and organisational pro-ecological behaviour. There is also substantiating indication that the enablers of a leader’s ecological intelligence, an affirmation of an ecological worldview and pro-ecological behaviour, facilitate the outcome of organisational pro-ecological behaviour.
- Full Text:
- Date Issued: 2015
Assessing law enforcement's ability to fight cybercrime in South Africa
- Authors: Moleko, Tsepo
- Date: 2015
- Subjects: Computer crimes -- South Africa Law enforcement -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/11470 , vital:26929
- Description: Cybercrime is the use of technology to support or directly facilitate a criminal activity, with logon credentials being the main information asset targeted during a cybercrime. The one time passwords used by banks to protect their clients from cybercrime are also under attack by cybercriminals. The Internet has made it easy to commit cybercrime, with perpetrators experiencing virtually no risk with huge returns. Individual cybercrime cases are sometimes small in nature, which means that the police can be reluctant to commit the resources necessary to investigate every incident. There is a distinct lack of resources, skills, knowledge and training in relation to identifying, understanding and responding to the growing threat of cybercrime. This research addresses how to solve these issues in South Africa in order for cybercrime to be tackled effectively and for perpetrators to be prosecuted.
- Full Text:
- Date Issued: 2015
- Authors: Moleko, Tsepo
- Date: 2015
- Subjects: Computer crimes -- South Africa Law enforcement -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/11470 , vital:26929
- Description: Cybercrime is the use of technology to support or directly facilitate a criminal activity, with logon credentials being the main information asset targeted during a cybercrime. The one time passwords used by banks to protect their clients from cybercrime are also under attack by cybercriminals. The Internet has made it easy to commit cybercrime, with perpetrators experiencing virtually no risk with huge returns. Individual cybercrime cases are sometimes small in nature, which means that the police can be reluctant to commit the resources necessary to investigate every incident. There is a distinct lack of resources, skills, knowledge and training in relation to identifying, understanding and responding to the growing threat of cybercrime. This research addresses how to solve these issues in South Africa in order for cybercrime to be tackled effectively and for perpetrators to be prosecuted.
- Full Text:
- Date Issued: 2015