The influence of Micro-Finance Institutions (MFIs) on Micro and Small Enterprises (MSEs) in Kenya
- Authors: Ngatia, Ndiritu
- Date: 2007
- Subjects: Microfinance -- Kenya Financial institutions -- Kenya Small business -- Kenya
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:822 , http://hdl.handle.net/10962/d1009436
- Description: In Kenya, like in many developing countries, Micro and Small Enterprises (MSEs) have become the main focus for achieving the much-needed social and economic development and alleviating poverty. However, their development has been hampered by lack of access to appropriate financial and related services. Micro financing has been seen as a viable alternative to providing financial services to entrepreneurs in the MSE sector. The focus of this study was to explore the role of MFIs in the development of MSEs and to see if there are ways in which this role can be enhanced to better support the growth of MSEs. Such enhancement would contribute greatly towards government efforts to foster social-economic development. The results of the research indicate that generally, MFIs appear to have positively influenced the growth of MSE in Kenya and have potential to further influence MSE growth. There were however a number areas that if paid attention to could enhance this influence. These include the need for MFIs to offer supportive services as opposed to merely credit facilities to MSEs and the need for government intervention by putting in place a suitable Act to regulate the operations of MFIs.
- Full Text:
- Date Issued: 2007
- Authors: Ngatia, Ndiritu
- Date: 2007
- Subjects: Microfinance -- Kenya Financial institutions -- Kenya Small business -- Kenya
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:822 , http://hdl.handle.net/10962/d1009436
- Description: In Kenya, like in many developing countries, Micro and Small Enterprises (MSEs) have become the main focus for achieving the much-needed social and economic development and alleviating poverty. However, their development has been hampered by lack of access to appropriate financial and related services. Micro financing has been seen as a viable alternative to providing financial services to entrepreneurs in the MSE sector. The focus of this study was to explore the role of MFIs in the development of MSEs and to see if there are ways in which this role can be enhanced to better support the growth of MSEs. Such enhancement would contribute greatly towards government efforts to foster social-economic development. The results of the research indicate that generally, MFIs appear to have positively influenced the growth of MSE in Kenya and have potential to further influence MSE growth. There were however a number areas that if paid attention to could enhance this influence. These include the need for MFIs to offer supportive services as opposed to merely credit facilities to MSEs and the need for government intervention by putting in place a suitable Act to regulate the operations of MFIs.
- Full Text:
- Date Issued: 2007
The relationship between individual needs and the choice of incentive schemes in the South African Breweries
- Authors: Long, Allan
- Date: 2007
- Subjects: South African Breweries Ltd. Incentives in industry -- South Africa Workers' compensation -- South Africa Performance -- Management Employee motivation
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:800 , http://hdl.handle.net/10962/d1006119
- Description: After careful review of all the relevant literature pertaining to motivation, performance management and compensation in the form of incentives, this thesis focuses primarily on determining whether a statistically significant relationship exists between individual needs and the choice of an incentive scheme option. The secondary aims of the research are to determine whether: A relationship exists between the job grade of an individual and the choice of an incentive scheme. A particular incentive scheme option is preferred by the employees in The South African Breweries (SAB). A particular preference exists, and if so, to make recommendations to SAB for consideration as alternatives to their existing incentive scheme options. After collation of the survey data from the respondents in the sample, the analysis and discussion of the results determined that no significant relationship exists between individual needs and the choice of an incentive scheme option. It was, however, determined that a significant relationship exists between the grade of the employees in SAB and their choice of an incentive scheme. 81% of all respondents indicated a desire for shares as an option in their Short Term Incentives (STI) which indicates a desire for shares in some form or another and may well indicate a level of confidence and commitment by the employees to the organisation. Although the research hypothesis was not proven, significant insights into remuneration within SAB was obtained, which has resulted in recommendations being made for further research into the option of shares in some form or another in the organisation. A further recommendation for SAB is to consider some form of share options for all employees in the organisation. As many other organisations that are performing at remarkable levels attest this performance to share ownership and the behaviour that emanates from it, it would be in the interests of SAB to further investigate the issue as it may improve performance, ownership and retention within the company.
- Full Text:
- Date Issued: 2007
- Authors: Long, Allan
- Date: 2007
- Subjects: South African Breweries Ltd. Incentives in industry -- South Africa Workers' compensation -- South Africa Performance -- Management Employee motivation
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:800 , http://hdl.handle.net/10962/d1006119
- Description: After careful review of all the relevant literature pertaining to motivation, performance management and compensation in the form of incentives, this thesis focuses primarily on determining whether a statistically significant relationship exists between individual needs and the choice of an incentive scheme option. The secondary aims of the research are to determine whether: A relationship exists between the job grade of an individual and the choice of an incentive scheme. A particular incentive scheme option is preferred by the employees in The South African Breweries (SAB). A particular preference exists, and if so, to make recommendations to SAB for consideration as alternatives to their existing incentive scheme options. After collation of the survey data from the respondents in the sample, the analysis and discussion of the results determined that no significant relationship exists between individual needs and the choice of an incentive scheme option. It was, however, determined that a significant relationship exists between the grade of the employees in SAB and their choice of an incentive scheme. 81% of all respondents indicated a desire for shares as an option in their Short Term Incentives (STI) which indicates a desire for shares in some form or another and may well indicate a level of confidence and commitment by the employees to the organisation. Although the research hypothesis was not proven, significant insights into remuneration within SAB was obtained, which has resulted in recommendations being made for further research into the option of shares in some form or another in the organisation. A further recommendation for SAB is to consider some form of share options for all employees in the organisation. As many other organisations that are performing at remarkable levels attest this performance to share ownership and the behaviour that emanates from it, it would be in the interests of SAB to further investigate the issue as it may improve performance, ownership and retention within the company.
- Full Text:
- Date Issued: 2007
The relationship between leadership style and employee commitment: an exploratory study in an electricity utility of South Africa
- Authors: Nyengane, Mongezi Hutton
- Date: 2007
- Subjects: Eskom (Firm) -- Management Leadership -- South Africa -- Eastern Cape Management -- Employee participation -- South Africa -- Eastern Cape Organizational behavior -- South Africa -- Eastern Cape Employee motivation -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:759 , http://hdl.handle.net/10962/d1003880
- Description: This research investigates the relationship between leadership styles and different types of organisational commitment in Eskom Eastern Region. The literature provided discusses the leadership and organisational commitment. Information was gathered, using two instruments, from a sample of 86 leaders and 334 raters. The Multifactor Leadership Questionnaire, which was formulated from Bass and Avolio’s (1997) Full Range Leadership Development Theory, was used to determine leadership style within the organisation. Employee commitment was captured using Bagraim’s (2004) Organisational Commitment, a South African adaptation of Meyer and Allen’s (1997) Three-Component Model of employee commitment. Leadership was identified as the independent variable and organisational commitment as the dependent variable. Data obtained from each of the research instruments was then statistically analysed. Two-tailed correlation analysis showed that although the relationship is not strong, there is a positive relationship between the transformational leadership behaviours and commitment (affective commitment, continuance commitment and normative commitment). The correlation analysis also indicates a weak, but significant, positive relationship between transactional leadership behaviours and continuance commitment. However, no statistically significant correlation was found between transactional leadership behaviours and affective commitment as well as between transactional leadership behaviours and normative commitment. The correlation results showed a weak, but significant, negative correlation between laissez-faire leadership behaviours and affective commitment. There was no statistically significant correlation between laissez-faire leadership behaviours and continuance commitment as well as between laissez-faire leadership behaviours and normative commitment. Overall findings from this study suggest that transformational and transactional leadership behaviours do play important roles in determining levels of affective commitment, continuance commitment and normative commitment. These findings also reveal that the laissez-faire leadership behaviour had a negative relationship with affective commitment. This research therefore adds a new dimension to the body of literature that will help researchers’ efforts to understand the relationship between leadership style and organisational commitment. As this research takes place in the South African context, it contributes to the bank of findings relating to the development of organisational commitment.
- Full Text:
- Date Issued: 2007
- Authors: Nyengane, Mongezi Hutton
- Date: 2007
- Subjects: Eskom (Firm) -- Management Leadership -- South Africa -- Eastern Cape Management -- Employee participation -- South Africa -- Eastern Cape Organizational behavior -- South Africa -- Eastern Cape Employee motivation -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:759 , http://hdl.handle.net/10962/d1003880
- Description: This research investigates the relationship between leadership styles and different types of organisational commitment in Eskom Eastern Region. The literature provided discusses the leadership and organisational commitment. Information was gathered, using two instruments, from a sample of 86 leaders and 334 raters. The Multifactor Leadership Questionnaire, which was formulated from Bass and Avolio’s (1997) Full Range Leadership Development Theory, was used to determine leadership style within the organisation. Employee commitment was captured using Bagraim’s (2004) Organisational Commitment, a South African adaptation of Meyer and Allen’s (1997) Three-Component Model of employee commitment. Leadership was identified as the independent variable and organisational commitment as the dependent variable. Data obtained from each of the research instruments was then statistically analysed. Two-tailed correlation analysis showed that although the relationship is not strong, there is a positive relationship between the transformational leadership behaviours and commitment (affective commitment, continuance commitment and normative commitment). The correlation analysis also indicates a weak, but significant, positive relationship between transactional leadership behaviours and continuance commitment. However, no statistically significant correlation was found between transactional leadership behaviours and affective commitment as well as between transactional leadership behaviours and normative commitment. The correlation results showed a weak, but significant, negative correlation between laissez-faire leadership behaviours and affective commitment. There was no statistically significant correlation between laissez-faire leadership behaviours and continuance commitment as well as between laissez-faire leadership behaviours and normative commitment. Overall findings from this study suggest that transformational and transactional leadership behaviours do play important roles in determining levels of affective commitment, continuance commitment and normative commitment. These findings also reveal that the laissez-faire leadership behaviour had a negative relationship with affective commitment. This research therefore adds a new dimension to the body of literature that will help researchers’ efforts to understand the relationship between leadership style and organisational commitment. As this research takes place in the South African context, it contributes to the bank of findings relating to the development of organisational commitment.
- Full Text:
- Date Issued: 2007
The relevance of sustainable development principles and goals through a case study of Gold Fields and Living Gold
- Authors: Ferreira, Adrian
- Date: 2007
- Subjects: Uncatalogued
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10962/192977 , vital:45286
- Description: The conventional definition of sustainable development as proposed by the Brundtland Report (United Nations, 1987), involving the integration of economic, social and environmental components, is widely accepted. Presumed benefits of these current framework applications tend to perpetuate a business as usual status, with no real sustainable development occurring. The growing debate surrounding this topic makes the case for relevant and contextual inputs to be included into sustainable development objectives. A case study, of Gold Fields and Living Gold, attempts to create a deeper understanding of the components of this debate, and begins to contextualise sustainable development principles, goals and their outcomes. This is carried out though an enquiry of the use of cultural development as a fourth sustainable development category. The case study includes the opinions of a directly affected local community entity (Living Gold) in order to observe the difference between the two organisations (Gold Fields and Living Gold). During the study, the focus began to move away from purely unabated growth impacts and looked to the creation and fostering of resilience and flexibility by the use of adaptive management. In breeding states of resilience, it was recognised that cultural impacts played an important role in ensuring long term systemic resilience. The case study involved assessing the feedback and responses of strategically selected individuals at both organisations, with Gold Fields representing a more western centric entity and Living Gold a formal representation of a traditional/ indigenous community. Similarities and differences were assessed in order to understand how current sustainable development criteria might differ between organisations that have different end objectives in mind, yet are dependent on each other. The findings resulted in a perspective of how culture could be used to describe the qualities of a local community, and how to begin aligning development goals with affected communities. The result was the development of the Integrated Resilience Sustainability Method and the consequent development of the Balanced Bottom Line Framework, which seeks to promote sustainable development along the lines of economic, social, environmental and cultural development. , Thesis (MBA) -- Faculty of Commerce, Rhodes Investec Business School, 2007
- Full Text:
- Date Issued: 2007
- Authors: Ferreira, Adrian
- Date: 2007
- Subjects: Uncatalogued
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10962/192977 , vital:45286
- Description: The conventional definition of sustainable development as proposed by the Brundtland Report (United Nations, 1987), involving the integration of economic, social and environmental components, is widely accepted. Presumed benefits of these current framework applications tend to perpetuate a business as usual status, with no real sustainable development occurring. The growing debate surrounding this topic makes the case for relevant and contextual inputs to be included into sustainable development objectives. A case study, of Gold Fields and Living Gold, attempts to create a deeper understanding of the components of this debate, and begins to contextualise sustainable development principles, goals and their outcomes. This is carried out though an enquiry of the use of cultural development as a fourth sustainable development category. The case study includes the opinions of a directly affected local community entity (Living Gold) in order to observe the difference between the two organisations (Gold Fields and Living Gold). During the study, the focus began to move away from purely unabated growth impacts and looked to the creation and fostering of resilience and flexibility by the use of adaptive management. In breeding states of resilience, it was recognised that cultural impacts played an important role in ensuring long term systemic resilience. The case study involved assessing the feedback and responses of strategically selected individuals at both organisations, with Gold Fields representing a more western centric entity and Living Gold a formal representation of a traditional/ indigenous community. Similarities and differences were assessed in order to understand how current sustainable development criteria might differ between organisations that have different end objectives in mind, yet are dependent on each other. The findings resulted in a perspective of how culture could be used to describe the qualities of a local community, and how to begin aligning development goals with affected communities. The result was the development of the Integrated Resilience Sustainability Method and the consequent development of the Balanced Bottom Line Framework, which seeks to promote sustainable development along the lines of economic, social, environmental and cultural development. , Thesis (MBA) -- Faculty of Commerce, Rhodes Investec Business School, 2007
- Full Text:
- Date Issued: 2007
A survey of customer satisfaction, expectations and perceptions as a measure of service quality in SANBS
- Authors: Mququ, Mpumzi H
- Date: 2006
- Subjects: South African National Blood Service Consumer satisfaction Customer services -- Quality control Customer services -- Rating of Blood banks -- Quality control -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:767 , http://hdl.handle.net/10962/d1003888
- Description: The purpose of the study is to evaluate the service quality that the SANBS provides to its customers, by measuring customers’ perceptions and their expectations of service quality provided by the supplier of blood transfusion services. The organization that is used for this study is the South African National Blood Service (SANBS). Specifically the study seeks to: 1. Determine the extent to which customers are satisfied or not satisfied with the service they receive from the SANBS using the ten-dimensional format of SERVQUAL model, modified to the specific service quality requirements of the blood transfusion service industry. 2. Establish customers’ perceptions of the service they receive using a multiple-item scale (SERVQUAL) for measuring consumer perceptions of service quality. 3. Establish customers’ expectations of the service, and compare them to their perceptions of the service they currently receive. The comparison is made along each service quality dimension, across different parts of same service on a geographical basis, and across different customer groups on a customer category (or type) basis. 4. Recommend implementation of appropriate service quality performance improvement procedures where necessary. Study design and methods: The data for the study came from the SANBS’ customer perception and expectation survey conducted in 2005. Questionnaires were sent out to hospitals that use products and services provided by the SANBS in the Eastern Cape and KwaZulu-Natal Provinces of South Africa. The questionnaire was based on the multiple-item SERVQUAL model for measuring consumer perceptions of service quality, modified and tailored to specific service quality requirements of the blood transfusion service industry. Questionnaires were sent out to 113 (69.3%) hospitals out of a total of 163 blood-utilizing hospitals in the two provinces. Of the 113 hospitals, 92 (81.4%) responded, with questionnaires rendered unusable. The final sample size is 88 and is included in the final study database. The data is analyzed by comparing different parts of the service on a geographical basis namely KwaZulu-Natal and Eastern Cape zones. The data is also analyzed by comparing different customer groups namely the Rural State Hospitals, the Urban State Hospitals and Private Hospitals. Results: The result confirms the research (alternative) hypothesis (H1 : μ1 ≠ μ2), and rejects Ho. The overall expectations ratings are higher than the perceptions ratings, and the KwaZulu-Natal expectations ratings are higher than the Eastern Cape ratings. The expectations of private hospitals and rural state hospitals have a higher rating than that of urban state hospitals and the perceptions of private and urban state hospitals have a higher rating than that of rural state hospitals. The largest service quality gap is the accessibility dimension which relates specifically to approachability and ease with which customers can access staff at different levels of the organization by e-mail, and includes accessing of knowledgeable blood bank personnel and medical staff of SANBS, but may also relate to the distance of hospitals from the nearest blood bank, all of which are situated in urban state hospitals. The mean difference for accessibility is the highest followed by the understanding customer mean difference. The mean differences for the other dimension categories are significantly less than that of the largest two dimensions, but not significantly different amongst themselves. The mean difference for rural state hospitals is the largest followed by private hospitals and urban state hospitals. The mean difference for rural state hospitals is greater than that for urban state hospitals in both zones, but the mean difference for private hospitals is greater in KwaZulu-Natal than in the Eastern Cape. The dimension means of differences for rural state hospitals are greater than that for urban state hospitals. According to the correlations between expectations and perceptions for different dimensions, there is a weak or no linear relationship between expectations and perceptions. Conclusion: This empirical study supports the literature on the provision of service quality, and concludes that there is a statistically significant difference or gap between the services offered by the SANBS as perceived by its customers, and the expectations of its customers. The study substantiates the need for management of blood transfusion services to take into account customer perceptions of service quality and their expectations, and upon identification of gaps, to implement appropriate service quality improvement processes, rather than take a one sided view of their (SANBS’) own perception of service quality.
- Full Text:
- Date Issued: 2006
- Authors: Mququ, Mpumzi H
- Date: 2006
- Subjects: South African National Blood Service Consumer satisfaction Customer services -- Quality control Customer services -- Rating of Blood banks -- Quality control -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:767 , http://hdl.handle.net/10962/d1003888
- Description: The purpose of the study is to evaluate the service quality that the SANBS provides to its customers, by measuring customers’ perceptions and their expectations of service quality provided by the supplier of blood transfusion services. The organization that is used for this study is the South African National Blood Service (SANBS). Specifically the study seeks to: 1. Determine the extent to which customers are satisfied or not satisfied with the service they receive from the SANBS using the ten-dimensional format of SERVQUAL model, modified to the specific service quality requirements of the blood transfusion service industry. 2. Establish customers’ perceptions of the service they receive using a multiple-item scale (SERVQUAL) for measuring consumer perceptions of service quality. 3. Establish customers’ expectations of the service, and compare them to their perceptions of the service they currently receive. The comparison is made along each service quality dimension, across different parts of same service on a geographical basis, and across different customer groups on a customer category (or type) basis. 4. Recommend implementation of appropriate service quality performance improvement procedures where necessary. Study design and methods: The data for the study came from the SANBS’ customer perception and expectation survey conducted in 2005. Questionnaires were sent out to hospitals that use products and services provided by the SANBS in the Eastern Cape and KwaZulu-Natal Provinces of South Africa. The questionnaire was based on the multiple-item SERVQUAL model for measuring consumer perceptions of service quality, modified and tailored to specific service quality requirements of the blood transfusion service industry. Questionnaires were sent out to 113 (69.3%) hospitals out of a total of 163 blood-utilizing hospitals in the two provinces. Of the 113 hospitals, 92 (81.4%) responded, with questionnaires rendered unusable. The final sample size is 88 and is included in the final study database. The data is analyzed by comparing different parts of the service on a geographical basis namely KwaZulu-Natal and Eastern Cape zones. The data is also analyzed by comparing different customer groups namely the Rural State Hospitals, the Urban State Hospitals and Private Hospitals. Results: The result confirms the research (alternative) hypothesis (H1 : μ1 ≠ μ2), and rejects Ho. The overall expectations ratings are higher than the perceptions ratings, and the KwaZulu-Natal expectations ratings are higher than the Eastern Cape ratings. The expectations of private hospitals and rural state hospitals have a higher rating than that of urban state hospitals and the perceptions of private and urban state hospitals have a higher rating than that of rural state hospitals. The largest service quality gap is the accessibility dimension which relates specifically to approachability and ease with which customers can access staff at different levels of the organization by e-mail, and includes accessing of knowledgeable blood bank personnel and medical staff of SANBS, but may also relate to the distance of hospitals from the nearest blood bank, all of which are situated in urban state hospitals. The mean difference for accessibility is the highest followed by the understanding customer mean difference. The mean differences for the other dimension categories are significantly less than that of the largest two dimensions, but not significantly different amongst themselves. The mean difference for rural state hospitals is the largest followed by private hospitals and urban state hospitals. The mean difference for rural state hospitals is greater than that for urban state hospitals in both zones, but the mean difference for private hospitals is greater in KwaZulu-Natal than in the Eastern Cape. The dimension means of differences for rural state hospitals are greater than that for urban state hospitals. According to the correlations between expectations and perceptions for different dimensions, there is a weak or no linear relationship between expectations and perceptions. Conclusion: This empirical study supports the literature on the provision of service quality, and concludes that there is a statistically significant difference or gap between the services offered by the SANBS as perceived by its customers, and the expectations of its customers. The study substantiates the need for management of blood transfusion services to take into account customer perceptions of service quality and their expectations, and upon identification of gaps, to implement appropriate service quality improvement processes, rather than take a one sided view of their (SANBS’) own perception of service quality.
- Full Text:
- Date Issued: 2006
An understanding of corporate social investment within the context of the Sappi Forest Products Division in South Africa
- Authors: May, Jonathan Paul
- Date: 2006
- Subjects: Forests and forestry -- South Africa Forests and forestry -- Social aspects -- South Africa Forest products industry -- South Africa Corporate reorganizations Social responsibility of business -- South Africa Community development -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:768 , http://hdl.handle.net/10962/d1003889
- Description: This research which makes reference to Sappi South Africa is grounded in a South African context, within the forestry industry. The aims of the study are to- 1. Provide a description of corporate social investment (in a Sappi/ South African context) from a theoretical, corporate and legislative perspective which will describe current Sappi CSI activity, its implementation, measurement and the driving force behind them. 2. To articulate a sound understanding without judgement of the current status of corporate social investment based upon the application of (1) above. 3. To position Sappi’s CSI approach on a macro government/ corporate power scale which will facilitate rich understanding concerning the long term sustainability of Sappi’s CSI approach on the corporation, the forestry industry and the South African economy. 4. To distill a consensual interpretation that is more informed and sophisticated than previous constructions within Sappi Forest Products Division. The qualitative research is descriptive. A single case-study method has been adopted. Corporate Social Responsibility (CSR), as a late twentieth-century American movement, is a modern manifestation of an ancient debate amongst philosophers and theologians in many lands and cultures about the morality of commerce itself (Hood, 1996). Friedman (1962) quoted in Anshen (1980:10) argues that business should not and must not deviate from its profit orientation and that it should be concerned only with its economic performance. Friedman supported the notion ‘the business of business is business’ and adds, as quoted in Smith (1990:60), that to suggest corporations should have a social responsibility is to fail to understand the way in which the market is and must be played and asks, ‘if business does have a social responsibility other than making profits for shareholders, how are they to know what it is? Frederick et al, (1998:36) argue that Corporate Social Responsibility balances power with responsibility, responds to public needs and expectations and can contribute to correcting societal imbalances implicit in most economies. Smith (1990:89) suggests that the social control of business is achieved by either virtue of moral obligation, market forces and legislation, or, manipulation, inducement and force. Beesley and Evans (1978) quoted in Smith (1990:54) note ‘there is recognition of the growth of corporate power and the consequent perception of relative shift from government to companies as the source of social improvement and the means to promote specific items of social welfare.’ On this basis it may therefore be concluded that societal responsibilities should be shared between government and business, and in this way power balanced and a healthy pluralistic state developed. The vision of Sappi’s Corporate Social Investment program is to be instrumental in empowering and creating opportunities for both personnel and their dependent communities in order to address their self-defined needs. Sappi’s CSI activity is concentrated on education and community development, environmental preservation and conservation, social welfare and arts and culture. CSI practices are driven by morality, enlightened self-interest and by the South African Government. If the corporation had only started trading in 2005 would the CSI vision be driven by the same ‘gears’, or would the moral obligation and enlightened self-interest become less apparent? It is recommended that the Sappi CSI initiative must embrace CSI and uplift it to the next level by implementing the change management process, outsourcing at least the rural CSI initiative and expanding into a more brand orientated CSI strategy. Sappi also needs to make strategic CSI alliances with other organizations.
- Full Text:
- Date Issued: 2006
- Authors: May, Jonathan Paul
- Date: 2006
- Subjects: Forests and forestry -- South Africa Forests and forestry -- Social aspects -- South Africa Forest products industry -- South Africa Corporate reorganizations Social responsibility of business -- South Africa Community development -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:768 , http://hdl.handle.net/10962/d1003889
- Description: This research which makes reference to Sappi South Africa is grounded in a South African context, within the forestry industry. The aims of the study are to- 1. Provide a description of corporate social investment (in a Sappi/ South African context) from a theoretical, corporate and legislative perspective which will describe current Sappi CSI activity, its implementation, measurement and the driving force behind them. 2. To articulate a sound understanding without judgement of the current status of corporate social investment based upon the application of (1) above. 3. To position Sappi’s CSI approach on a macro government/ corporate power scale which will facilitate rich understanding concerning the long term sustainability of Sappi’s CSI approach on the corporation, the forestry industry and the South African economy. 4. To distill a consensual interpretation that is more informed and sophisticated than previous constructions within Sappi Forest Products Division. The qualitative research is descriptive. A single case-study method has been adopted. Corporate Social Responsibility (CSR), as a late twentieth-century American movement, is a modern manifestation of an ancient debate amongst philosophers and theologians in many lands and cultures about the morality of commerce itself (Hood, 1996). Friedman (1962) quoted in Anshen (1980:10) argues that business should not and must not deviate from its profit orientation and that it should be concerned only with its economic performance. Friedman supported the notion ‘the business of business is business’ and adds, as quoted in Smith (1990:60), that to suggest corporations should have a social responsibility is to fail to understand the way in which the market is and must be played and asks, ‘if business does have a social responsibility other than making profits for shareholders, how are they to know what it is? Frederick et al, (1998:36) argue that Corporate Social Responsibility balances power with responsibility, responds to public needs and expectations and can contribute to correcting societal imbalances implicit in most economies. Smith (1990:89) suggests that the social control of business is achieved by either virtue of moral obligation, market forces and legislation, or, manipulation, inducement and force. Beesley and Evans (1978) quoted in Smith (1990:54) note ‘there is recognition of the growth of corporate power and the consequent perception of relative shift from government to companies as the source of social improvement and the means to promote specific items of social welfare.’ On this basis it may therefore be concluded that societal responsibilities should be shared between government and business, and in this way power balanced and a healthy pluralistic state developed. The vision of Sappi’s Corporate Social Investment program is to be instrumental in empowering and creating opportunities for both personnel and their dependent communities in order to address their self-defined needs. Sappi’s CSI activity is concentrated on education and community development, environmental preservation and conservation, social welfare and arts and culture. CSI practices are driven by morality, enlightened self-interest and by the South African Government. If the corporation had only started trading in 2005 would the CSI vision be driven by the same ‘gears’, or would the moral obligation and enlightened self-interest become less apparent? It is recommended that the Sappi CSI initiative must embrace CSI and uplift it to the next level by implementing the change management process, outsourcing at least the rural CSI initiative and expanding into a more brand orientated CSI strategy. Sappi also needs to make strategic CSI alliances with other organizations.
- Full Text:
- Date Issued: 2006
Implementing performance management at local government level in South Africa : a case study on the impact of organisational culture
- Authors: Williams, Quinton Walter
- Date: 2006
- Subjects: Buffalo City (South Africa) Local government -- South Africa Municipal government -- South Africa Performance -- Management -- South Africa Corporate culture -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:749 , http://hdl.handle.net/10962/d1003870
- Description: Local Government in South Africa has undergone much transformation since 2000. Although much of the change has been to correct imbalances, inequities and disparities within our local communities as a result of Apartheid, change has also been motivated by National Government’s realisation that, as with governments throughout the world, there is a need to modernise all spheres of Government. Part of this transformation process at a local government level in South Africa has been to ensure that municipalities become more responsive to the communities’ needs. The guiding principles for this transformation are contained in the White Paper on the Transformation of the Public Service (1995) and the Batho Pele White Paper (1997). This has informed the Municipal Systems Act: Act 32 of 2000 of which Chapter 6 determines that municipalities will have a performance management system to promote a culture of performance management amongst the political structures, political office bearers, councillors and administration. The performance management system must ensure that the municipality administers its affairs in an economical, effective, efficient and accountable manner. A literature review contained in this research, indicates that internationally, implementing performance management systems at a local government level is impact upon by a number of factors such as the organizational culture of an institution. This research, which has been grounded within a constructivist paradigm, describes the impact organizational culture has had on the implementation process of the performance management system at Buffalo City Municipality. Interviews were conducted amongst the Section 57 employees (i.e. the Directors) and those employees directly responsible for implementing performance management. The four Directors, two General Managers and the portfolio councilor were interviewed. Semi-structured interviews were conducted with the interviewees and this culminated in a total of 10 hours of interviewing. The protocols were analyzed using the guidelines suggested by Boyatzis (1998) and the findings are detailed in two chapters. The findings of the research were that the implementation of the performance management system at Buffalo City Municipality has been impacted on by the dichotomy between the political and administrative leadership, resulting in non-implementation of council resolutions, the lack of an organizational strategy, poor institutional arrangements and inadequate resource allocation, are reported. However, the most important finding was the impact that a culture of fear has had on the implementation process. This culture of fear and its impact on the implementation of performance management system is described as the most pervasive and insidious of all the findings to have negatively impacted on the implementation process. This research ends with recommendations for further research and it is argued that each organization has its own unique organizational culture. The conclusion is that no single typology, as contained in the literature, which can account for the specific impact organizational culture will have on the implementation process of a performance management system at local government level in South Africa. Consequently, implementers of performance management systems must assess the unique characteristics of each organization’s culture prior to implementation, in order to evaluate its impact that the organizational culture can have on the process.
- Full Text:
- Date Issued: 2006
- Authors: Williams, Quinton Walter
- Date: 2006
- Subjects: Buffalo City (South Africa) Local government -- South Africa Municipal government -- South Africa Performance -- Management -- South Africa Corporate culture -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:749 , http://hdl.handle.net/10962/d1003870
- Description: Local Government in South Africa has undergone much transformation since 2000. Although much of the change has been to correct imbalances, inequities and disparities within our local communities as a result of Apartheid, change has also been motivated by National Government’s realisation that, as with governments throughout the world, there is a need to modernise all spheres of Government. Part of this transformation process at a local government level in South Africa has been to ensure that municipalities become more responsive to the communities’ needs. The guiding principles for this transformation are contained in the White Paper on the Transformation of the Public Service (1995) and the Batho Pele White Paper (1997). This has informed the Municipal Systems Act: Act 32 of 2000 of which Chapter 6 determines that municipalities will have a performance management system to promote a culture of performance management amongst the political structures, political office bearers, councillors and administration. The performance management system must ensure that the municipality administers its affairs in an economical, effective, efficient and accountable manner. A literature review contained in this research, indicates that internationally, implementing performance management systems at a local government level is impact upon by a number of factors such as the organizational culture of an institution. This research, which has been grounded within a constructivist paradigm, describes the impact organizational culture has had on the implementation process of the performance management system at Buffalo City Municipality. Interviews were conducted amongst the Section 57 employees (i.e. the Directors) and those employees directly responsible for implementing performance management. The four Directors, two General Managers and the portfolio councilor were interviewed. Semi-structured interviews were conducted with the interviewees and this culminated in a total of 10 hours of interviewing. The protocols were analyzed using the guidelines suggested by Boyatzis (1998) and the findings are detailed in two chapters. The findings of the research were that the implementation of the performance management system at Buffalo City Municipality has been impacted on by the dichotomy between the political and administrative leadership, resulting in non-implementation of council resolutions, the lack of an organizational strategy, poor institutional arrangements and inadequate resource allocation, are reported. However, the most important finding was the impact that a culture of fear has had on the implementation process. This culture of fear and its impact on the implementation of performance management system is described as the most pervasive and insidious of all the findings to have negatively impacted on the implementation process. This research ends with recommendations for further research and it is argued that each organization has its own unique organizational culture. The conclusion is that no single typology, as contained in the literature, which can account for the specific impact organizational culture will have on the implementation process of a performance management system at local government level in South Africa. Consequently, implementers of performance management systems must assess the unique characteristics of each organization’s culture prior to implementation, in order to evaluate its impact that the organizational culture can have on the process.
- Full Text:
- Date Issued: 2006
Leading strategic change: driving the transformation in the provision of legal services to the Eastern Cape Provincial government
- Authors: Beningfield, Perry Guy
- Date: 2006
- Subjects: Eastern Cape (South Africa) -- Politics and government Legal services -- South Africa -- Eastern Cape Organizational change Strategic planning Leadership
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:755 , http://hdl.handle.net/10962/d1003876
- Description: Effective change leadership is important to any organisation undergoing fundamental transformation. In particular, the ability of senior public sector leaders to successfully drive strategic change is crucial to meeting the developmental and service delivery challenges faced by the Province of the Eastern Cape in ensuring the effective, efficient and innovative government demanded by all its various stakeholders. The creation on 3 October of a Shared Legal Service situated in the Office of the Premier provided a unique opportunity to examine the leadership of this change initiative in the context of the organisational culture that existed in the provincial public service. This thesis consequently probes the phenomenon of effective change leadership by means of an examination of the understandings of the three change agents involved in driving the transformation of the provision of legal advisory services to the provincial administration and its constituent departments. The picture which emerges from the insights of the participants is one that casts a shadow over the validity of the contemporary theory of transformational leadership. Furthermore, the research conducted has identified the need to view the nature of effective change leadership through a more nuanced, situation-specific lens: one that appreciates the role of relationships and emotions, and that recognises the importance of culture and its impact on the success of organisational transformation. The case study of the Shared Legal Service change initiative provides useful insights into the many and varied challenges faced by public sector leaders in driving strategic transformation in the provincial administration. It offers an example of successful change leadership and demonstrates the need for change agents within the public service to harness more emotionally resonant and relational forms of leadership if they are to soar to new heights in meeting the service delivery expectations of all who look to provincial government to deliver the fruits of democracy.
- Full Text:
- Date Issued: 2006
- Authors: Beningfield, Perry Guy
- Date: 2006
- Subjects: Eastern Cape (South Africa) -- Politics and government Legal services -- South Africa -- Eastern Cape Organizational change Strategic planning Leadership
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:755 , http://hdl.handle.net/10962/d1003876
- Description: Effective change leadership is important to any organisation undergoing fundamental transformation. In particular, the ability of senior public sector leaders to successfully drive strategic change is crucial to meeting the developmental and service delivery challenges faced by the Province of the Eastern Cape in ensuring the effective, efficient and innovative government demanded by all its various stakeholders. The creation on 3 October of a Shared Legal Service situated in the Office of the Premier provided a unique opportunity to examine the leadership of this change initiative in the context of the organisational culture that existed in the provincial public service. This thesis consequently probes the phenomenon of effective change leadership by means of an examination of the understandings of the three change agents involved in driving the transformation of the provision of legal advisory services to the provincial administration and its constituent departments. The picture which emerges from the insights of the participants is one that casts a shadow over the validity of the contemporary theory of transformational leadership. Furthermore, the research conducted has identified the need to view the nature of effective change leadership through a more nuanced, situation-specific lens: one that appreciates the role of relationships and emotions, and that recognises the importance of culture and its impact on the success of organisational transformation. The case study of the Shared Legal Service change initiative provides useful insights into the many and varied challenges faced by public sector leaders in driving strategic transformation in the provincial administration. It offers an example of successful change leadership and demonstrates the need for change agents within the public service to harness more emotionally resonant and relational forms of leadership if they are to soar to new heights in meeting the service delivery expectations of all who look to provincial government to deliver the fruits of democracy.
- Full Text:
- Date Issued: 2006
The impact of inbound logistics activities on the operational performance of the postal services organization in South Africa
- Authors: Tabeni, Mvelo
- Date: 2006
- Subjects: South African Post Office Postal service -- South Africa Business logistics Business logistics -- Cost effectiveness Delivery of goods -- Management Physical distribution of goods Customer services -- Management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:797 , http://hdl.handle.net/10962/d1004577
- Description: Introduction and Relevant Details: This research investigates the impact of inbound logistics' activities on the operational performance of the business within the branches of the South African Post Office (SAPO) in the Eastern Cape Province. The study basically hypothesises a statistically significant positive correlation between inbound logistics' activities and the operational performance of the business with regards to revenue generation and operational costs in particular. A sample of 100 branch offices was randomly selected. A 50-item questionnaire was administered by mail to the branches to collect the data during September 2005, and statistical tests for correlation were conducted on at least five dependent variables; stock procurement costs, effects on revenue, number of stock variation occurrences, order variation occurrences and the stock holding effects. Results of Data Analysis: The results of 88 respondents (88%) showed the existence of the significant positive relationship between the inbound logistics activities and the operational performance of the business at the South African Post Office branches as proposed by the study. The Spearman Rank Correlation tests were above 0.7 for most of the tested variables, showing a strong relationship. The inbound logistics' activities were also found to be positively correlated to revenue generation as well as to the operational expenses of the business. Conclusion and Recommendations: The findings allowed the researcher to conclude also that whatever improvements are made to the inbound logistics will also impact on the operational performance of the business, while failures in the inbound logistics will do so negatively. Business endeavours to maximise revenue and minimise costs are directly affected by the inbound logistics' activities. The branches of the SAPO seemed to be dissatisfied with most of the services rendered by the Supply Distribution Centre (SOC) of the SAPO, and such services have negatively affected the achievement of revenue targets at the branches as well as the operational costs. Holistic approaches to developing positive perceptions in the branches together with improving service activities at the SOC are recommended. Collaborative initiatives between branches and the SOC, reviewing the lead-times and the establishment of proper structures to handle supply chain queries, enhanced by information system technology to provide accurate and up-to-date information to branches and related parties about stock order issues are required . Areas of further research highlighted include the inbound logistics' activities of the SOC and the effectiveness of company policies as a guide to Supply Chain Management (SCM).
- Full Text:
- Date Issued: 2006
- Authors: Tabeni, Mvelo
- Date: 2006
- Subjects: South African Post Office Postal service -- South Africa Business logistics Business logistics -- Cost effectiveness Delivery of goods -- Management Physical distribution of goods Customer services -- Management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:797 , http://hdl.handle.net/10962/d1004577
- Description: Introduction and Relevant Details: This research investigates the impact of inbound logistics' activities on the operational performance of the business within the branches of the South African Post Office (SAPO) in the Eastern Cape Province. The study basically hypothesises a statistically significant positive correlation between inbound logistics' activities and the operational performance of the business with regards to revenue generation and operational costs in particular. A sample of 100 branch offices was randomly selected. A 50-item questionnaire was administered by mail to the branches to collect the data during September 2005, and statistical tests for correlation were conducted on at least five dependent variables; stock procurement costs, effects on revenue, number of stock variation occurrences, order variation occurrences and the stock holding effects. Results of Data Analysis: The results of 88 respondents (88%) showed the existence of the significant positive relationship between the inbound logistics activities and the operational performance of the business at the South African Post Office branches as proposed by the study. The Spearman Rank Correlation tests were above 0.7 for most of the tested variables, showing a strong relationship. The inbound logistics' activities were also found to be positively correlated to revenue generation as well as to the operational expenses of the business. Conclusion and Recommendations: The findings allowed the researcher to conclude also that whatever improvements are made to the inbound logistics will also impact on the operational performance of the business, while failures in the inbound logistics will do so negatively. Business endeavours to maximise revenue and minimise costs are directly affected by the inbound logistics' activities. The branches of the SAPO seemed to be dissatisfied with most of the services rendered by the Supply Distribution Centre (SOC) of the SAPO, and such services have negatively affected the achievement of revenue targets at the branches as well as the operational costs. Holistic approaches to developing positive perceptions in the branches together with improving service activities at the SOC are recommended. Collaborative initiatives between branches and the SOC, reviewing the lead-times and the establishment of proper structures to handle supply chain queries, enhanced by information system technology to provide accurate and up-to-date information to branches and related parties about stock order issues are required . Areas of further research highlighted include the inbound logistics' activities of the SOC and the effectiveness of company policies as a guide to Supply Chain Management (SCM).
- Full Text:
- Date Issued: 2006
The response of an original equipment manufacturer to the Motor Industry Development Programme: a case study
- Authors: Franse, Ricardo
- Date: 2006
- Subjects: Motor Industry Development Programme Automobile industry and trade -- South Africa -- Case studies Automobile industry and trade -- Government policy -- South Africa Foreign trade regulation -- South Africa -- Case studies South Africa -- Commercial policy -- Case studies
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:761 , http://hdl.handle.net/10962/d1003882
- Description: On the 21st September 1995, the government introduced the Motor Industry Development Programme (MIDP), in compliance with the General Agreement on Tariffs and Trade (GATT) and the World Trade Organization (WTO). Deliberate efforts by the South African government were required to promote structural changes to the domestic motor industry by opening up the economy to international competition through a programme of tariff reduction and export promotion. The integration of the South African automotive industry into global markets would have been extremely difficult, if not impossible, without the MIDP and it would thus be safe to conclude that the economic performance of the researched would have been close to impossible if it was not for the MIDP. The MIDP, as an economic policy, has been embraced by the researched company as a "vehicle" to drive corporate goals in terms of value creation for all stakeholders. The research proposition that the MIDP as an economic policy has contributed to the economic performance of the researched company is examined. In this respect, Annual and Management Accounting reports were analyzed to determine the effect the MIDP has had on the researched company over the last ten years. In addition, two semi-structured interviews were also conducted with the Strategic Finance Planning executive and the Financial Controller of the company. The results show that the MIDP has had positive spin-offs for the researched company. The same results should be valid for the other original equipment manufacturers (OEMs) in the local automotive industry that have embraced the MIDP as a vehicle to create economic value added.
- Full Text:
- Date Issued: 2006
- Authors: Franse, Ricardo
- Date: 2006
- Subjects: Motor Industry Development Programme Automobile industry and trade -- South Africa -- Case studies Automobile industry and trade -- Government policy -- South Africa Foreign trade regulation -- South Africa -- Case studies South Africa -- Commercial policy -- Case studies
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:761 , http://hdl.handle.net/10962/d1003882
- Description: On the 21st September 1995, the government introduced the Motor Industry Development Programme (MIDP), in compliance with the General Agreement on Tariffs and Trade (GATT) and the World Trade Organization (WTO). Deliberate efforts by the South African government were required to promote structural changes to the domestic motor industry by opening up the economy to international competition through a programme of tariff reduction and export promotion. The integration of the South African automotive industry into global markets would have been extremely difficult, if not impossible, without the MIDP and it would thus be safe to conclude that the economic performance of the researched would have been close to impossible if it was not for the MIDP. The MIDP, as an economic policy, has been embraced by the researched company as a "vehicle" to drive corporate goals in terms of value creation for all stakeholders. The research proposition that the MIDP as an economic policy has contributed to the economic performance of the researched company is examined. In this respect, Annual and Management Accounting reports were analyzed to determine the effect the MIDP has had on the researched company over the last ten years. In addition, two semi-structured interviews were also conducted with the Strategic Finance Planning executive and the Financial Controller of the company. The results show that the MIDP has had positive spin-offs for the researched company. The same results should be valid for the other original equipment manufacturers (OEMs) in the local automotive industry that have embraced the MIDP as a vehicle to create economic value added.
- Full Text:
- Date Issued: 2006
A critical investigation of plant optimization, to improve the production process of Mercedes-Benz commercial vehicles in South Africa. (Jan 2004 - Sept 2004)
- Authors: Naidoo, Desalin Rajoo
- Date: 2005
- Subjects: Automobile industry and trade -- South Africa -- Management Motor vehicle industry -- Production control -- South Africa Production management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:737 , http://hdl.handle.net/10962/d1003857
- Description: The research thesis reflects a positive improvement to the plant efficiency through strategic optimisation planning and controlling systems. It’s important to note that the set goals of the research were achieved, with total employee buy-in contributing to the success and sustainability of these improvements. Purposive sample methods allowed for the twenty employees from a total of 172, to be interviewed for both the pre and post testing. The paradigm of the research contributed to integrative communication between brainstorming and action. The efforts of the total workforce must be commended, for strategically aligning the organizational goals and objectives to realization. The content of the thesis, show a direct relationship between the plant optimisation and the increase in the production volumes. The understanding of the downtime reports for the period specified is a direct reflection to the improvement in quality, and the reduction of the overall poor workmanship graphs indicates positively to the reduction in cost. The last value driver, on-time delivery shows a vast improvement in maintaining the customer satisfaction, when considering the increase to the production volume capacity. These improvements have made further volume increases probable, and the understanding of Ikhwezi Trucktech management to negotiate with realized information for future capacity planning.
- Full Text:
- Date Issued: 2005
- Authors: Naidoo, Desalin Rajoo
- Date: 2005
- Subjects: Automobile industry and trade -- South Africa -- Management Motor vehicle industry -- Production control -- South Africa Production management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:737 , http://hdl.handle.net/10962/d1003857
- Description: The research thesis reflects a positive improvement to the plant efficiency through strategic optimisation planning and controlling systems. It’s important to note that the set goals of the research were achieved, with total employee buy-in contributing to the success and sustainability of these improvements. Purposive sample methods allowed for the twenty employees from a total of 172, to be interviewed for both the pre and post testing. The paradigm of the research contributed to integrative communication between brainstorming and action. The efforts of the total workforce must be commended, for strategically aligning the organizational goals and objectives to realization. The content of the thesis, show a direct relationship between the plant optimisation and the increase in the production volumes. The understanding of the downtime reports for the period specified is a direct reflection to the improvement in quality, and the reduction of the overall poor workmanship graphs indicates positively to the reduction in cost. The last value driver, on-time delivery shows a vast improvement in maintaining the customer satisfaction, when considering the increase to the production volume capacity. These improvements have made further volume increases probable, and the understanding of Ikhwezi Trucktech management to negotiate with realized information for future capacity planning.
- Full Text:
- Date Issued: 2005
A study of current and potential future commuter transportation requirements in Kagiso township
- Authors: Lefutso, David
- Date: 2005
- Subjects: Commuters -- South Africa -- Gauteng Urban transportation -- South Africa -- Gauteng Urban transportation -- South Africa -- Gauteng -- Planning
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:765 , http://hdl.handle.net/10962/d1003886
- Description: This study is intended to unpack the current and potential future commuter transport requirements in Kagiso Township within the context of transport planning and the ongoing transformation of the transport sector in South Africa. In order to meet the above challenges, it was felt that an investigation of the socio-economic profile of transport users in Kagiso Township was required, which would be indicative of potential needs and requirements in terms of current and future travel infrastructure. This study is significant, as it considers the impact of socio-economic factors and transport interactions by fully examining the impact of accessibility, urban development patterns, local mobility and planning. Mogale City’s Kagiso Township was selected for in-depth study because it has seen one of the highest urbanization rates in Gauteng Province, with people from all over Gauteng relocating to this suburb, either buying relatively moderately priced housing via mortgaging or, alternatively, trying to gain access to government low-cost housing. The study investigates the connection between socio-economic characteristics of a local population (inter alia, age, gender, household size, and vehicles per household, employment status and income) and their transport requirements (travel demand forecasting), within an urban transport context. Socio-economic characteristics of a population are important in transport demand forecasting because there is a general belief in transport planning that the predisposition to travel and trip generation vary with the characteristics of the traveller. A travel demand forecasting model by Bussière and Rice (1999) is used for the purposes of simulating existing and future travel patterns. The forecasted household mobility and needs of commuters in Kagiso Township are compared with current municipal plans to see whether such plans are realistic and can address existing needs. The evaluation of the current municipal plans is included to test the responsiveness of public policy and practice towards the needs of the affected local community. This evaluation extracted information on whether the relevant municipality has identified the problems and issues affecting the local community of Kagiso Township. In addition, it assessed whether the municipality has identified possible solutions to these problems and issues and whether it has prioritised any projects to improve transportation in Kagiso Township.
- Full Text:
- Date Issued: 2005
- Authors: Lefutso, David
- Date: 2005
- Subjects: Commuters -- South Africa -- Gauteng Urban transportation -- South Africa -- Gauteng Urban transportation -- South Africa -- Gauteng -- Planning
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:765 , http://hdl.handle.net/10962/d1003886
- Description: This study is intended to unpack the current and potential future commuter transport requirements in Kagiso Township within the context of transport planning and the ongoing transformation of the transport sector in South Africa. In order to meet the above challenges, it was felt that an investigation of the socio-economic profile of transport users in Kagiso Township was required, which would be indicative of potential needs and requirements in terms of current and future travel infrastructure. This study is significant, as it considers the impact of socio-economic factors and transport interactions by fully examining the impact of accessibility, urban development patterns, local mobility and planning. Mogale City’s Kagiso Township was selected for in-depth study because it has seen one of the highest urbanization rates in Gauteng Province, with people from all over Gauteng relocating to this suburb, either buying relatively moderately priced housing via mortgaging or, alternatively, trying to gain access to government low-cost housing. The study investigates the connection between socio-economic characteristics of a local population (inter alia, age, gender, household size, and vehicles per household, employment status and income) and their transport requirements (travel demand forecasting), within an urban transport context. Socio-economic characteristics of a population are important in transport demand forecasting because there is a general belief in transport planning that the predisposition to travel and trip generation vary with the characteristics of the traveller. A travel demand forecasting model by Bussière and Rice (1999) is used for the purposes of simulating existing and future travel patterns. The forecasted household mobility and needs of commuters in Kagiso Township are compared with current municipal plans to see whether such plans are realistic and can address existing needs. The evaluation of the current municipal plans is included to test the responsiveness of public policy and practice towards the needs of the affected local community. This evaluation extracted information on whether the relevant municipality has identified the problems and issues affecting the local community of Kagiso Township. In addition, it assessed whether the municipality has identified possible solutions to these problems and issues and whether it has prioritised any projects to improve transportation in Kagiso Township.
- Full Text:
- Date Issued: 2005
An evaluation of whether the management practices of four companies (representing the printing industry in Bulawayo, Zimbabwe) have affected their profitability and success in the period 2003-2004
- Authors: Farren, Sean Michael
- Date: 2005
- Subjects: Printing industry -- Zimbabwe Organization change -- Zimbabwe Success in business -- Zimbabwe Management -- Zimbabwe
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:817 , http://hdl.handle.net/10962/d1007926
- Description: Nohria, Joyce and Roberson, a trio of academics in the United States, wrote an article in the July issue of the Harvard Business Review in 2003 entitled "What Really Works". For several years they had studied the management practices of 160 companies in the United States with a view to determining what made certain companies consistently successful. They found that the most profitable companies in their study were not successful because they utilised the latest management tools and techniques, but rather that they had a strong grasp of business basics. Companies outperformed their industrial peers, because they excelled at what they called the four primary management practices - Strategy, Execution, Culture and Structure. These practices were supplemented by a proficiency in any two out of four secondary practices - Talent, Innovation, Leadership and Mergers and Partnerships. They called this winning combination the 4 + 2 Formula for business success. The purpose of this thesis is to determine whether competence in these management practices applies in the Third World. The study will concentrate on four companies representing the printing industry in Bulawayo, Zimbabwe. Zimbabwean companies are faced with a number of unusual obstacles that do not exist in First World free market economies. This study will attempt to examine the nature of the obstacles faced and how each company deals with them. It will determine whether the management practices outlined by Nohria et ai, are valued to the same degree in the Zimbabwean context, and how far they contribute to profitability.Because of the pace of change in Zimbabwe, the research will focus on the period 2003 - 2004 and evaluate another management practice - change management. The forces of change can often be so radically negative, that if companies are not adequately prepared, they may face imminent collapse. Change management, the process of anticipating, reacting to and driving forces of change, has become a vital competency. Without it, the prospects of profitability and success in the Zimbabwean environment are slim. For this reason, this management practice will be given the same focus as those eight discussed by Nohria et al.
- Full Text:
- Date Issued: 2005
- Authors: Farren, Sean Michael
- Date: 2005
- Subjects: Printing industry -- Zimbabwe Organization change -- Zimbabwe Success in business -- Zimbabwe Management -- Zimbabwe
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:817 , http://hdl.handle.net/10962/d1007926
- Description: Nohria, Joyce and Roberson, a trio of academics in the United States, wrote an article in the July issue of the Harvard Business Review in 2003 entitled "What Really Works". For several years they had studied the management practices of 160 companies in the United States with a view to determining what made certain companies consistently successful. They found that the most profitable companies in their study were not successful because they utilised the latest management tools and techniques, but rather that they had a strong grasp of business basics. Companies outperformed their industrial peers, because they excelled at what they called the four primary management practices - Strategy, Execution, Culture and Structure. These practices were supplemented by a proficiency in any two out of four secondary practices - Talent, Innovation, Leadership and Mergers and Partnerships. They called this winning combination the 4 + 2 Formula for business success. The purpose of this thesis is to determine whether competence in these management practices applies in the Third World. The study will concentrate on four companies representing the printing industry in Bulawayo, Zimbabwe. Zimbabwean companies are faced with a number of unusual obstacles that do not exist in First World free market economies. This study will attempt to examine the nature of the obstacles faced and how each company deals with them. It will determine whether the management practices outlined by Nohria et ai, are valued to the same degree in the Zimbabwean context, and how far they contribute to profitability.Because of the pace of change in Zimbabwe, the research will focus on the period 2003 - 2004 and evaluate another management practice - change management. The forces of change can often be so radically negative, that if companies are not adequately prepared, they may face imminent collapse. Change management, the process of anticipating, reacting to and driving forces of change, has become a vital competency. Without it, the prospects of profitability and success in the Zimbabwean environment are slim. For this reason, this management practice will be given the same focus as those eight discussed by Nohria et al.
- Full Text:
- Date Issued: 2005
An investigation of information security in small and medium enterprises (SME's) in the Eastern Cape
- Authors: Upfold, Christopher Tennant
- Date: 2005
- Subjects: Small business -- South Africa -- Eastern Cape Computer security -- South Africa Information technology -- South Africa -- Eastern Cape Management information systems -- South Africa -- Eastern Cape Computer security -- Standards -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:727 , http://hdl.handle.net/10962/d1003847
- Description: Small and Medium Enterprises (SME’s) embrace a wide range of information systems and technology that range from basic bookkeeping and general purpose office packages, through to advanced E-Business Web portals and Electronic Data Interchange (EDI). A survey, based on SABS ISO/IEC 17799 was administered to a select number of SME’s in the services sector, in the Eastern Cape. The results of the survey revealed that the level of information security awareness amongst SME leadership is as diverse as the state of practice of their information systems and technology. Although a minority of SME’s do embrace security frameworks such as SABS ISO/IEC 17799 or the International equivalent, BS7799, most SME leaders have not heard of security standards, and see information security as a technical intervention designed to address virus threats and data backups. Furthermore, there are several “stripped-down” standards and guidelines for SME’s, based mostly on SABS ISO/IEC 17799, but designed as streamlined, more easily implemented options. Again, these “lighter” frameworks are scarcely used and largely unknown by SME’s. Far from blaming SME leadership for not understanding the critical issues surrounding information security, the research concludes that SME leadership need to engage, understand and implement formal information security processes, failing which their organisations may be severely impacted by inadvertent threats / deliberate attacks on their information systems which could ultimately lead to business failure.
- Full Text:
- Date Issued: 2005
An investigation of information security in small and medium enterprises (SME's) in the Eastern Cape
- Authors: Upfold, Christopher Tennant
- Date: 2005
- Subjects: Small business -- South Africa -- Eastern Cape Computer security -- South Africa Information technology -- South Africa -- Eastern Cape Management information systems -- South Africa -- Eastern Cape Computer security -- Standards -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:727 , http://hdl.handle.net/10962/d1003847
- Description: Small and Medium Enterprises (SME’s) embrace a wide range of information systems and technology that range from basic bookkeeping and general purpose office packages, through to advanced E-Business Web portals and Electronic Data Interchange (EDI). A survey, based on SABS ISO/IEC 17799 was administered to a select number of SME’s in the services sector, in the Eastern Cape. The results of the survey revealed that the level of information security awareness amongst SME leadership is as diverse as the state of practice of their information systems and technology. Although a minority of SME’s do embrace security frameworks such as SABS ISO/IEC 17799 or the International equivalent, BS7799, most SME leaders have not heard of security standards, and see information security as a technical intervention designed to address virus threats and data backups. Furthermore, there are several “stripped-down” standards and guidelines for SME’s, based mostly on SABS ISO/IEC 17799, but designed as streamlined, more easily implemented options. Again, these “lighter” frameworks are scarcely used and largely unknown by SME’s. Far from blaming SME leadership for not understanding the critical issues surrounding information security, the research concludes that SME leadership need to engage, understand and implement formal information security processes, failing which their organisations may be severely impacted by inadvertent threats / deliberate attacks on their information systems which could ultimately lead to business failure.
- Full Text:
- Date Issued: 2005
Strategic leadership within the Duke of Edinburgh's International Award Association between 1988 and 2004
- Authors: Andrew, Craig Bruce
- Date: 2005
- Subjects: Duke of Edinburgh's Award (Organization) Duke of Edinburgh's Award -- History Nonprofit organizations -- Management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:764 , http://hdl.handle.net/10962/d1003885
- Description: Providing strategic leadership for global Not-for-Profit organisations poses great challenges to the leadership structures of these voluntary organisations. This study looks at the phenomenon of strategic leadership in the Duke of Edinburgh’s (DOE) International Award Association (IAA) as a global Not-for-Profit Organisation (NPO). The main aim of the research was an in-depth examination of the processes involved in leadership at the top level in a global NPO. Eight strategic leaders from the top management team were interviewed. Further information was generated from a study of the Annual Reports spanning the 15 year period (1988/9 – 2003/4), and key strategic documents were used as supporting material. The research was conducted in a phenomenological paradigm, using the case study research method. Care was taken to minimize possible researcher bias and interpretations, as the researcher has been associated with this organisation for the past 18 years. It was found that the Royal Family play extremely valuable and multifaceted roles in the organisation. The triumvirate of The Royals; The Secretary General’s; and The Trustees; works well as individual ‘great groups’ yet when necessary, they form a collective collaborative grouping to effect strategic leadership for the IAA. The two main themes to emerge from the findings were the nature of the DOE as a global NPO and the role of strategic leadership in the DOE Award. The DOE Award has demonstrated that it has many unique strategic leadership features and is using these features to become more business-like in the application of its new strategic vision. The individual ‘great groups’ offer sound leadership throughout the process of overseeing and running the business of the DOE Award yet, when necessary and appropriate, these great groups appear to work collectively, perhaps in an unstructured manner, as the triumvirate of power. Their collective collaborative leadership is a unique feature of the DOE Award. The highly interactive role of the Royal Family is unique and sets the DOE Award apart from other similar youth organisations globally. The nature of the loose association of National Award Authorities all subscribing to the rules and conditions of association is also a very unique feature of this NPO. The DOE Award is not a movement organisation but is guided by its service ethic. The DOE Award is a service organisation in which the strategic leadership plays a crucial role yet the constitutional power resides with the International Award Association membership. This IAA membership meets every three years at the World Forum Triennium to approve all new policy and procedures.
- Full Text:
- Date Issued: 2005
- Authors: Andrew, Craig Bruce
- Date: 2005
- Subjects: Duke of Edinburgh's Award (Organization) Duke of Edinburgh's Award -- History Nonprofit organizations -- Management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:764 , http://hdl.handle.net/10962/d1003885
- Description: Providing strategic leadership for global Not-for-Profit organisations poses great challenges to the leadership structures of these voluntary organisations. This study looks at the phenomenon of strategic leadership in the Duke of Edinburgh’s (DOE) International Award Association (IAA) as a global Not-for-Profit Organisation (NPO). The main aim of the research was an in-depth examination of the processes involved in leadership at the top level in a global NPO. Eight strategic leaders from the top management team were interviewed. Further information was generated from a study of the Annual Reports spanning the 15 year period (1988/9 – 2003/4), and key strategic documents were used as supporting material. The research was conducted in a phenomenological paradigm, using the case study research method. Care was taken to minimize possible researcher bias and interpretations, as the researcher has been associated with this organisation for the past 18 years. It was found that the Royal Family play extremely valuable and multifaceted roles in the organisation. The triumvirate of The Royals; The Secretary General’s; and The Trustees; works well as individual ‘great groups’ yet when necessary, they form a collective collaborative grouping to effect strategic leadership for the IAA. The two main themes to emerge from the findings were the nature of the DOE as a global NPO and the role of strategic leadership in the DOE Award. The DOE Award has demonstrated that it has many unique strategic leadership features and is using these features to become more business-like in the application of its new strategic vision. The individual ‘great groups’ offer sound leadership throughout the process of overseeing and running the business of the DOE Award yet, when necessary and appropriate, these great groups appear to work collectively, perhaps in an unstructured manner, as the triumvirate of power. Their collective collaborative leadership is a unique feature of the DOE Award. The highly interactive role of the Royal Family is unique and sets the DOE Award apart from other similar youth organisations globally. The nature of the loose association of National Award Authorities all subscribing to the rules and conditions of association is also a very unique feature of this NPO. The DOE Award is not a movement organisation but is guided by its service ethic. The DOE Award is a service organisation in which the strategic leadership plays a crucial role yet the constitutional power resides with the International Award Association membership. This IAA membership meets every three years at the World Forum Triennium to approve all new policy and procedures.
- Full Text:
- Date Issued: 2005
The development and implementation of a performance management system: a case study
- Whittington-Jones, Alexandra
- Authors: Whittington-Jones, Alexandra
- Date: 2005
- Subjects: Public Service Accountability Monitor (South Africa) Non-governmental organizations -- South Africa -- Evaluation Performance -- Management -- Case studies Organizational effectiveness -- Case studies
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:738 , http://hdl.handle.net/10962/d1003858
- Description: After a review of the literature relevant to performance management systems both over time and across different types of organizations, this thesis confines its research to a case study of the development and implementation of a performance management system in a non-governmental organization (NGO), the Public Service Accountability Monitor (PSAM). Collation of the relevant data is followed by a discussion of the development and implementation of the performance management system at the PSAM over a 5-year period from 1 June 1999 to 31 May 2004. This is considered in terms of the PSAM’s achievement of commitments to Funders and the concurrent development of the performance management system. Next an analysis of major themes that emerged from the research, in terms of important items for consideration in the development and implementation of a performance management system in an NGO, and areas for possible future improvements to the system is presented. After analyzing the relevant information, it became apparent that the performance management system has no direct bearing on the ability of the PSAM to achieve its stated commitment to Funders. However, these short-term focused expectations of the performance management system are outweighed by the positive contributions that have been made by its introduction, specifically in the area of training and development. This important aspect of capacity building and staff empowerment speaks to the long term sustainability of the organization. Although the PSAM’s performance management system undergoes continual improvement, significant inroads have been made into providing a sensible, clear and dynamic solution to the problem of rewarding efficient and effective performance. The PSAM has indeed benefited from the introduction of the performance management system in a number of ways. It is evident that these benefits could be applicable to other NGOs.
- Full Text:
- Date Issued: 2005
- Authors: Whittington-Jones, Alexandra
- Date: 2005
- Subjects: Public Service Accountability Monitor (South Africa) Non-governmental organizations -- South Africa -- Evaluation Performance -- Management -- Case studies Organizational effectiveness -- Case studies
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:738 , http://hdl.handle.net/10962/d1003858
- Description: After a review of the literature relevant to performance management systems both over time and across different types of organizations, this thesis confines its research to a case study of the development and implementation of a performance management system in a non-governmental organization (NGO), the Public Service Accountability Monitor (PSAM). Collation of the relevant data is followed by a discussion of the development and implementation of the performance management system at the PSAM over a 5-year period from 1 June 1999 to 31 May 2004. This is considered in terms of the PSAM’s achievement of commitments to Funders and the concurrent development of the performance management system. Next an analysis of major themes that emerged from the research, in terms of important items for consideration in the development and implementation of a performance management system in an NGO, and areas for possible future improvements to the system is presented. After analyzing the relevant information, it became apparent that the performance management system has no direct bearing on the ability of the PSAM to achieve its stated commitment to Funders. However, these short-term focused expectations of the performance management system are outweighed by the positive contributions that have been made by its introduction, specifically in the area of training and development. This important aspect of capacity building and staff empowerment speaks to the long term sustainability of the organization. Although the PSAM’s performance management system undergoes continual improvement, significant inroads have been made into providing a sensible, clear and dynamic solution to the problem of rewarding efficient and effective performance. The PSAM has indeed benefited from the introduction of the performance management system in a number of ways. It is evident that these benefits could be applicable to other NGOs.
- Full Text:
- Date Issued: 2005
The relationship between leadership and internal customer satisfaction within a motor manufacturing company in Gauteng
- Authors: Samuel, Glen
- Date: 2005
- Subjects: Automobile industry and trade -- Employees -- South Africa -- Gauteng Automobile industry and trade -- Customer services -- South Africa -- Gauteng Job satisfaction Customer services -- Management Industrial relations -- South Africa -- Gauteng Employee morale Personnel management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:758 , http://hdl.handle.net/10962/d1003879
- Description: This research investigates the relationship between leadership and internal customer satisfaction, also called employee satisfaction in this document. The research is conducted within an automotive manufacturer situated in the province of Gauteng, South Africa. The Service Profit Chain forms the foundation on which this research is based as it suggests that the various factors within the service delivery system of an organisation ultimately affect the success of an organisation. From the Service Profit Chain, it is established that a factor that affects employee satisfaction is the leadership within the organisation. The Full Range Leadership Development Theory provides the backbone for analysing the leadership style of each manager by using the Multifactor Leadership Questionnaire. The company’s employee satisfaction model provides the theoretical construct against which the employee satisfaction of the managers’ subordinates is measured using the company’s employee satisfaction questionnaire. Information was gathered from the managers who rated their leadership styles as they perceived it; and from their respective subordinates who rated the managers’ leadership style as they perceived it and also their satisfaction as employees as they perceived it. Data obtained from each instrument, for the respective managers, was then statistically analysed. The reliability of the data could not be proved for some of the factors of the 2 research instruments. However, this research found a statistically significant relationship between transformational leadership and some factors of employee satisfaction, albeit a weak relationship. The null hypothesis was rejected and the alternate hypothesis accepted. A statistically significant relationship exists between leadership style and employee satisfaction levels within an automotive manufacturing organisation.
- Full Text:
- Date Issued: 2005
- Authors: Samuel, Glen
- Date: 2005
- Subjects: Automobile industry and trade -- Employees -- South Africa -- Gauteng Automobile industry and trade -- Customer services -- South Africa -- Gauteng Job satisfaction Customer services -- Management Industrial relations -- South Africa -- Gauteng Employee morale Personnel management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:758 , http://hdl.handle.net/10962/d1003879
- Description: This research investigates the relationship between leadership and internal customer satisfaction, also called employee satisfaction in this document. The research is conducted within an automotive manufacturer situated in the province of Gauteng, South Africa. The Service Profit Chain forms the foundation on which this research is based as it suggests that the various factors within the service delivery system of an organisation ultimately affect the success of an organisation. From the Service Profit Chain, it is established that a factor that affects employee satisfaction is the leadership within the organisation. The Full Range Leadership Development Theory provides the backbone for analysing the leadership style of each manager by using the Multifactor Leadership Questionnaire. The company’s employee satisfaction model provides the theoretical construct against which the employee satisfaction of the managers’ subordinates is measured using the company’s employee satisfaction questionnaire. Information was gathered from the managers who rated their leadership styles as they perceived it; and from their respective subordinates who rated the managers’ leadership style as they perceived it and also their satisfaction as employees as they perceived it. Data obtained from each instrument, for the respective managers, was then statistically analysed. The reliability of the data could not be proved for some of the factors of the 2 research instruments. However, this research found a statistically significant relationship between transformational leadership and some factors of employee satisfaction, albeit a weak relationship. The null hypothesis was rejected and the alternate hypothesis accepted. A statistically significant relationship exists between leadership style and employee satisfaction levels within an automotive manufacturing organisation.
- Full Text:
- Date Issued: 2005
"It was a brilliant time" : an investigation into the experiences of the founder group of the Directorate of Special Operations
- Geyer-van Rensburg, Karen Helen
- Authors: Geyer-van Rensburg, Karen Helen
- Date: 2004
- Subjects: National Prosecuting Authority of South Africa. Directorate of Special Operations Crime -- South Africa Crime -- Prevention -- South Africa Criminal Justice, Administration of -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:815 , http://hdl.handle.net/10962/d1007919
- Description: The President, Thabo Mbeki, established the Directorate of Special Operations (DSO) in 1999 shortly after the general elections. The DSO was intended to supplement the efforts of the South African Police Services in combating crime. The unit would concentrate on national priority crimes and police corruption and would report to the National Director of Public Prosecutions (NDPP). The founder members of the DSO were identified in my research and open-ended interviews were conducted with them. The goal of my research was to understand the founder group's experience of the creation of the organisational culture of the DSO and what that experience meant to them . In particular, I wanted to establish what role the founder members of the DSO believed their values and beliefs played in creating the organisation's culture, and their perception of how those values influenced the leadership, management and organisation processes of the DSO. The public sector environment seldom offers opportunities to create something new and this was a unique experience. The founder members received no personal gain except the satisfaction of creating something that would be there for their descendants, something that would change the face of law enforcement forever and in fact, pioneer the troika methodology for the first time in the world within a permanent structure. The values of the founder members influenced their decision to join and they believed that the DSO would make a difference in the lives of ordinary South Africans. They were dedicated, committed, loyal and passionate. Their leadership inspired the members of the organisation and ensured the success of the DSO, despite the lack of resources, staff and legislation. This was an exciting time in the history of the organisation and many personal sacrifices were made. The founder members are proud of the achievements of the DSO and of having been a part thereof. It certainly was "a brilliant time".
- Full Text:
- Date Issued: 2004
- Authors: Geyer-van Rensburg, Karen Helen
- Date: 2004
- Subjects: National Prosecuting Authority of South Africa. Directorate of Special Operations Crime -- South Africa Crime -- Prevention -- South Africa Criminal Justice, Administration of -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:815 , http://hdl.handle.net/10962/d1007919
- Description: The President, Thabo Mbeki, established the Directorate of Special Operations (DSO) in 1999 shortly after the general elections. The DSO was intended to supplement the efforts of the South African Police Services in combating crime. The unit would concentrate on national priority crimes and police corruption and would report to the National Director of Public Prosecutions (NDPP). The founder members of the DSO were identified in my research and open-ended interviews were conducted with them. The goal of my research was to understand the founder group's experience of the creation of the organisational culture of the DSO and what that experience meant to them . In particular, I wanted to establish what role the founder members of the DSO believed their values and beliefs played in creating the organisation's culture, and their perception of how those values influenced the leadership, management and organisation processes of the DSO. The public sector environment seldom offers opportunities to create something new and this was a unique experience. The founder members received no personal gain except the satisfaction of creating something that would be there for their descendants, something that would change the face of law enforcement forever and in fact, pioneer the troika methodology for the first time in the world within a permanent structure. The values of the founder members influenced their decision to join and they believed that the DSO would make a difference in the lives of ordinary South Africans. They were dedicated, committed, loyal and passionate. Their leadership inspired the members of the organisation and ensured the success of the DSO, despite the lack of resources, staff and legislation. This was an exciting time in the history of the organisation and many personal sacrifices were made. The founder members are proud of the achievements of the DSO and of having been a part thereof. It certainly was "a brilliant time".
- Full Text:
- Date Issued: 2004
An appraisal of the Department of Provincial and Local Government's management and coordination of Donor Assistance Programs to local government in South Africa
- Authors: Dzengwa, Simphiwe
- Date: 2004
- Subjects: South Africa. Dept. of Provincial & Local Government , Local government -- South Africa , Municipal government -- South Africa , Economic assistance -- South Africa , South Africa -- Politics and government , South Africa -- Foreign relations
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:816 , http://hdl.handle.net/10962/d1007923
- Description: This study is a contribution to the ongoing debate concerning the role and involvement of foreign donor entities in the processes of transforming and creating viable and sustainable municipal entities in South Africa. The discussion particularly focuses on the relationship between the donor community and the Department of Provincial and Local Government (DPLG) and how this relationship has been nurtured, coordinated and managed. The study acknowledges the challenges pertaining to local government transformation and the role and mandate assigned to the DPLG by the South African Constitution and the Presidential Coordinating Council (PCC) for it to facilitate the creation of developmental local government. In discussing this, consideration is given to capacity and resource constraints within the Department, which necessitate that it collaborates closely with other stakeholders, particularly donors, in seeking to augment its resource base and capacity. The Department's lack of capacity is further complicated by the various pieces of legislation, which have a serious bearing on how municipalities have to work - irrespective of their capacity and resources limitations. The research also focuses on how this relationship, between the DPLG and foreign aid donors working in the local government sector, is coordinated and managed. From evidence gathered and interviews conducted, the conclusion is drawn that there is much room for the DPLG to improve and strategically focus its interaction with donors as informed by its mandate and strategic priorities. Proposals, which entail development of donor management guidelines, setting up of a donor coordination unit within DPLG, the improvement of the understanding of donor work politics and modalities among DPLG officials, etc., are made.
- Full Text:
- Date Issued: 2004
- Authors: Dzengwa, Simphiwe
- Date: 2004
- Subjects: South Africa. Dept. of Provincial & Local Government , Local government -- South Africa , Municipal government -- South Africa , Economic assistance -- South Africa , South Africa -- Politics and government , South Africa -- Foreign relations
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:816 , http://hdl.handle.net/10962/d1007923
- Description: This study is a contribution to the ongoing debate concerning the role and involvement of foreign donor entities in the processes of transforming and creating viable and sustainable municipal entities in South Africa. The discussion particularly focuses on the relationship between the donor community and the Department of Provincial and Local Government (DPLG) and how this relationship has been nurtured, coordinated and managed. The study acknowledges the challenges pertaining to local government transformation and the role and mandate assigned to the DPLG by the South African Constitution and the Presidential Coordinating Council (PCC) for it to facilitate the creation of developmental local government. In discussing this, consideration is given to capacity and resource constraints within the Department, which necessitate that it collaborates closely with other stakeholders, particularly donors, in seeking to augment its resource base and capacity. The Department's lack of capacity is further complicated by the various pieces of legislation, which have a serious bearing on how municipalities have to work - irrespective of their capacity and resources limitations. The research also focuses on how this relationship, between the DPLG and foreign aid donors working in the local government sector, is coordinated and managed. From evidence gathered and interviews conducted, the conclusion is drawn that there is much room for the DPLG to improve and strategically focus its interaction with donors as informed by its mandate and strategic priorities. Proposals, which entail development of donor management guidelines, setting up of a donor coordination unit within DPLG, the improvement of the understanding of donor work politics and modalities among DPLG officials, etc., are made.
- Full Text:
- Date Issued: 2004
An assessment of the knowledge processing environment in an organisation : a case study
- Authors: Vlok, Daniël
- Date: 2004
- Subjects: Rhodes University (East London) -- Information Technology Department Knowledge management Organizational behavior Organizational learning Information storage and retrieval systems
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:721 , http://hdl.handle.net/10962/d1003806
- Description: Knowledge Management is associated with organisational initiatives in response to the demands of a knowledge-based economy in which the potential value of knowledge as a source for competitive advantage is recognised. However, the lack of a common understanding about knowledge itself, its characteristics and how it is constructed has led to diverse approaches about how to "manage" it. This study presents a critical overview of traditional and contemporary KM approaches. The main focus of this study was to discover and apply a suitable methodology for assessing an organisation's knowledge processing environment. This includes an analysis of the current practices and behaviours of people within the organisation relating to the creation of new knowledge and integrating such knowledge into day-to-day work. It also includes inferring from the above practices those policies and programmes that affect knowledge outcomes. This research makes extensive use of the Knowledge Life Cycle (KLC) framework and the Policy Synchronisation Method (PSM) developed by advocates of the New Knowledge Management movement. A case study approach was followed using a range of data collection methods, which included personal interviews, a social network survey and focus group discussions. The selected case is the small IT department at the East London campus of Rhodes University. Evidence from the case suggests that the knowledge processing environment within the IT department is unhealthy. The current knowledge processing practices and behaviours are undesirable and not geared towards the creation of new knowledge and the integration of such knowledge within the business processes of the IT department. There is little evidence of individual and organisational learning occurring and the problem solving process itself is severely hampered by dysfunctional knowledge practices. The study concludes that the above state of affairs is a reflection of the quality and appropriateness of policies and programmes in the extended organisation. Equally, the local definition of rules, procedures and the execution thereof at a business unit level is mostly lacking. The study illustrates that a systematic assessment of the knowledge processing environment provides the organisation with a sound baseline from where knowledge-based interventions can be launched.
- Full Text:
- Date Issued: 2004
- Authors: Vlok, Daniël
- Date: 2004
- Subjects: Rhodes University (East London) -- Information Technology Department Knowledge management Organizational behavior Organizational learning Information storage and retrieval systems
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:721 , http://hdl.handle.net/10962/d1003806
- Description: Knowledge Management is associated with organisational initiatives in response to the demands of a knowledge-based economy in which the potential value of knowledge as a source for competitive advantage is recognised. However, the lack of a common understanding about knowledge itself, its characteristics and how it is constructed has led to diverse approaches about how to "manage" it. This study presents a critical overview of traditional and contemporary KM approaches. The main focus of this study was to discover and apply a suitable methodology for assessing an organisation's knowledge processing environment. This includes an analysis of the current practices and behaviours of people within the organisation relating to the creation of new knowledge and integrating such knowledge into day-to-day work. It also includes inferring from the above practices those policies and programmes that affect knowledge outcomes. This research makes extensive use of the Knowledge Life Cycle (KLC) framework and the Policy Synchronisation Method (PSM) developed by advocates of the New Knowledge Management movement. A case study approach was followed using a range of data collection methods, which included personal interviews, a social network survey and focus group discussions. The selected case is the small IT department at the East London campus of Rhodes University. Evidence from the case suggests that the knowledge processing environment within the IT department is unhealthy. The current knowledge processing practices and behaviours are undesirable and not geared towards the creation of new knowledge and the integration of such knowledge within the business processes of the IT department. There is little evidence of individual and organisational learning occurring and the problem solving process itself is severely hampered by dysfunctional knowledge practices. The study concludes that the above state of affairs is a reflection of the quality and appropriateness of policies and programmes in the extended organisation. Equally, the local definition of rules, procedures and the execution thereof at a business unit level is mostly lacking. The study illustrates that a systematic assessment of the knowledge processing environment provides the organisation with a sound baseline from where knowledge-based interventions can be launched.
- Full Text:
- Date Issued: 2004