An exploratory case study of accelerator programmes in the Republic of South Africa
- Authors: Mametse, Mmankitseng Lerato
- Date: 2019
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/92639 , vital:30737
- Description: South Africa is facing a challenge of poverty, unemployment and low growth. Government has identified the small and medium-sized business (SME) sector as one of the ways through which to combat these challenges. Government has also set up programmes and agencies to support SMEs in their search for funding and other kinds of support. South Africa, however, has one of the highest rates of SME failures in the world, with the majority not surviving beyond three years. Alternative interventions are therefore required to support South Africa’s SMEs to become sustainable companies beyond three years and to contribute positively to economic growth, poverty alleviation and job creation. This paper explores one kind of intervention that has been used internationally and that is increasingly being adopted in South Africa. Accelerator programmes, aimed at supporting start-ups to get to the next level of their development, have been growing in numbers around the world, trying to replicate the success of the original accelerator programme – the Y Combinator – which was responsible for the success of household names such as Airbnb and Dropbox. Accelerator programmes help start-up companies define and build their initial products, identify promising customer segments, and secure resources, including capital and employees. By making these necessary resources available to start-ups, it may be possible to ensure that fewer start-ups fail and more SMEs remain sustainable into the future. Several accelerator programmes have been founded in South Africa, all with a similar aim: to accelerate the development of start-ups that have the potential to grow exponentially given access to the right resources. This paper examines how South African accelerator programmes work in terms of the key resources made available to the start-ups that participate in their programmes. An increasing number of academic papers have been written on accelerator programmes internationally, but little information is available for the South African context. This research study investigated the phenomenon of accelerator programmes in South Africa through the lens of Resource-based Theory. The theory posits that, in order to gain a sustained competitive advantage, companies need to utilise their resources (including physical, human and organisational) in a manner that is effective and efficient, both internally and externally. The research answers the following questions: How do accelerator programmes work in South Africa? What value (in terms of resources offered) do they claim to bring to start-ups that go through their accelerator programmes? An exploratory case study method was selected to understand the phenomenon of accelerator programmes in South Africa. Purposeful sampling was used in the selection of accelerator programmes, as it allows for the selection of information-rich cases. The research findings indicate that accelerator programmes in South Africa follow the structure of providing start-ups, over a period between three months and one year, with resources that will assist them to be successful into the future. The investigation finds that human and financial resources are some of the most valuable resources that accelerator programmes provide to start-ups to help progress these start-ups to their next level of development. The most important resource is mentorship from knowledgeable industry players who are themselves entrepreneurs. Access to networks to gain access to the market, as well as funding, is also made available by accelerator programmes. This investigation provides a glimpse of the accelerator programme phenomenon in South Africa and highlights the important role that mentorship from experienced entrepreneurs, and access to markets and funding, play in the development of start-ups.
- Full Text:
- Date Issued: 2019
- Authors: Mametse, Mmankitseng Lerato
- Date: 2019
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/92639 , vital:30737
- Description: South Africa is facing a challenge of poverty, unemployment and low growth. Government has identified the small and medium-sized business (SME) sector as one of the ways through which to combat these challenges. Government has also set up programmes and agencies to support SMEs in their search for funding and other kinds of support. South Africa, however, has one of the highest rates of SME failures in the world, with the majority not surviving beyond three years. Alternative interventions are therefore required to support South Africa’s SMEs to become sustainable companies beyond three years and to contribute positively to economic growth, poverty alleviation and job creation. This paper explores one kind of intervention that has been used internationally and that is increasingly being adopted in South Africa. Accelerator programmes, aimed at supporting start-ups to get to the next level of their development, have been growing in numbers around the world, trying to replicate the success of the original accelerator programme – the Y Combinator – which was responsible for the success of household names such as Airbnb and Dropbox. Accelerator programmes help start-up companies define and build their initial products, identify promising customer segments, and secure resources, including capital and employees. By making these necessary resources available to start-ups, it may be possible to ensure that fewer start-ups fail and more SMEs remain sustainable into the future. Several accelerator programmes have been founded in South Africa, all with a similar aim: to accelerate the development of start-ups that have the potential to grow exponentially given access to the right resources. This paper examines how South African accelerator programmes work in terms of the key resources made available to the start-ups that participate in their programmes. An increasing number of academic papers have been written on accelerator programmes internationally, but little information is available for the South African context. This research study investigated the phenomenon of accelerator programmes in South Africa through the lens of Resource-based Theory. The theory posits that, in order to gain a sustained competitive advantage, companies need to utilise their resources (including physical, human and organisational) in a manner that is effective and efficient, both internally and externally. The research answers the following questions: How do accelerator programmes work in South Africa? What value (in terms of resources offered) do they claim to bring to start-ups that go through their accelerator programmes? An exploratory case study method was selected to understand the phenomenon of accelerator programmes in South Africa. Purposeful sampling was used in the selection of accelerator programmes, as it allows for the selection of information-rich cases. The research findings indicate that accelerator programmes in South Africa follow the structure of providing start-ups, over a period between three months and one year, with resources that will assist them to be successful into the future. The investigation finds that human and financial resources are some of the most valuable resources that accelerator programmes provide to start-ups to help progress these start-ups to their next level of development. The most important resource is mentorship from knowledgeable industry players who are themselves entrepreneurs. Access to networks to gain access to the market, as well as funding, is also made available by accelerator programmes. This investigation provides a glimpse of the accelerator programme phenomenon in South Africa and highlights the important role that mentorship from experienced entrepreneurs, and access to markets and funding, play in the development of start-ups.
- Full Text:
- Date Issued: 2019
Assessing the performance of the ‘Aquaculture Operation Phakisa Strategy’ implementation from a stakeholder perspective
- Authors: Halley, Keagan Desmond
- Date: 2019
- Subjects: Marine resources -- Government policy -- South Africa , Fishery management -- South Africa , Aquaculture -- South Africa , Aquaculture industry -- South Africa , Operation Phakisa (South Africa)
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/93867 , vital:30964
- Description: The global demand in aquatic products has seen a number of fisheries depleted worldwide through increase fishing pressure and over exploitation. South Africa in itself has 52 fisheries that are being exploited, of which 48% of these fisheries are of concern, either depleted or heavily depleted. Countries around world have now taken on the responsibility to reduce the reliance on capture fisheries and move towards a more sustainable form of ensuring fish supply. A stabilisation of fisheries stock worldwide has seen the rise of aquaculture as alternative activity that would contribute to reducing pressure on the global fisheries stocks while feeding the demand for fish protein. Aquaculture has since almost equaled the capture based fish supply, contributing to 44.1% of the world’s total fisheries products in 2014 (FAO, 2016). Over the last few years the South African government has focused on developing the aquaculture sector through the development of strategies and policies. The most recent strategy launched in 2014 was Operation Phakisa: Unlocking the Economic Potential of South Africa’s Oceans. The approach of Operation Phakisa looked at accelerating the delivery of government development priorities pertaining to the oceans economy, through development of plans and collaboration of delivery through all stakeholders (public and private stakeholders). Operation Phakisa methodology included bringing key stakeholders within academia, private and public sector, as well as civil society organisations to work together and develop strategies with clear targets that would drive the growth of their specific sectors. The year 2017 marked the midway point of the five year strategy implementation time frame, and an opportunity to assess the performance of the strategy implementation. In order to assess performance of the strategy implementation, the strategy implementation framework developed by Okumus (2003) was identified. Okumus (2003) identifies 11 implementation factors and categorizes these into four categories in the strategy implementation process, based on their role and characteristics, namely: Strategic Content (development of strategy), Strategic Context (internal and external context), Operational Process (operational planning, resource allocation, people, communication, and control) and Outcome (results of implementations process) (Okumus, 2003). The research involved the reviewing of documentation based on the strategy implementation as well as facilitated semi-structure interviews with two stakeholder groups. This was to gain an understanding from the stakeholders’ perspective, on whether the Aquaculture Operation Phakisa Strategy (AOPS) is implemented according to Okumus (2003) Strategy Implementation Framework. Two stakeholder groups were interviewed, namely the officials implementing the strategy, and the aquaculture farmers being affected by the strategy implementation. The research found that eight of out of 11 factors from Okumus (2003) Strategy Implementation Framework were identified as being gaps within the implementation of the AOPS. These gaps were identified across all four main categories for strategy implementation (Strategic content, strategic context, operational process and outcomes). They included; strategy development, organisation structure, organisational culture, leadership, resource allocation, people, communication and outcomes. Furthermore, the researcher found that the perception from the officials differed to that of the aquaculture farmers, with the officials observing a more negative perception towards factors pertaining to organisational structure, organisational culture, leadership, resources allocated, people, communication and outcomes. This negative perception was experience towards the DAFF, Branch Fisheries Management as a whole, rather than within the officials own Chief Directorate (CD:AED), responsible for implementing the strategy. The research assisted with understanding the challenges affecting the implementation of the AOPS as well as unpacked strategy implementation in literature. This aided with developing recommendation to assist with enhancing strategy implementation performance of the AOPS. The following recommendation were provided: Change management within DAFF, Branch Fisheries Management; Identify responsible structures and personnel in DAFF, Branch Fisheries Management; Developing communication platforms within DAFF, Branch Fisheries Management; Review of outcomes of AOPS; and Ensure commitment from all at DAFF, Branch Fisheries Management (leadership). The research paper presents a simple method of assessing the strategy implementation process through the use of a strategy implementation framework.
- Full Text:
- Date Issued: 2019
- Authors: Halley, Keagan Desmond
- Date: 2019
- Subjects: Marine resources -- Government policy -- South Africa , Fishery management -- South Africa , Aquaculture -- South Africa , Aquaculture industry -- South Africa , Operation Phakisa (South Africa)
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/93867 , vital:30964
- Description: The global demand in aquatic products has seen a number of fisheries depleted worldwide through increase fishing pressure and over exploitation. South Africa in itself has 52 fisheries that are being exploited, of which 48% of these fisheries are of concern, either depleted or heavily depleted. Countries around world have now taken on the responsibility to reduce the reliance on capture fisheries and move towards a more sustainable form of ensuring fish supply. A stabilisation of fisheries stock worldwide has seen the rise of aquaculture as alternative activity that would contribute to reducing pressure on the global fisheries stocks while feeding the demand for fish protein. Aquaculture has since almost equaled the capture based fish supply, contributing to 44.1% of the world’s total fisheries products in 2014 (FAO, 2016). Over the last few years the South African government has focused on developing the aquaculture sector through the development of strategies and policies. The most recent strategy launched in 2014 was Operation Phakisa: Unlocking the Economic Potential of South Africa’s Oceans. The approach of Operation Phakisa looked at accelerating the delivery of government development priorities pertaining to the oceans economy, through development of plans and collaboration of delivery through all stakeholders (public and private stakeholders). Operation Phakisa methodology included bringing key stakeholders within academia, private and public sector, as well as civil society organisations to work together and develop strategies with clear targets that would drive the growth of their specific sectors. The year 2017 marked the midway point of the five year strategy implementation time frame, and an opportunity to assess the performance of the strategy implementation. In order to assess performance of the strategy implementation, the strategy implementation framework developed by Okumus (2003) was identified. Okumus (2003) identifies 11 implementation factors and categorizes these into four categories in the strategy implementation process, based on their role and characteristics, namely: Strategic Content (development of strategy), Strategic Context (internal and external context), Operational Process (operational planning, resource allocation, people, communication, and control) and Outcome (results of implementations process) (Okumus, 2003). The research involved the reviewing of documentation based on the strategy implementation as well as facilitated semi-structure interviews with two stakeholder groups. This was to gain an understanding from the stakeholders’ perspective, on whether the Aquaculture Operation Phakisa Strategy (AOPS) is implemented according to Okumus (2003) Strategy Implementation Framework. Two stakeholder groups were interviewed, namely the officials implementing the strategy, and the aquaculture farmers being affected by the strategy implementation. The research found that eight of out of 11 factors from Okumus (2003) Strategy Implementation Framework were identified as being gaps within the implementation of the AOPS. These gaps were identified across all four main categories for strategy implementation (Strategic content, strategic context, operational process and outcomes). They included; strategy development, organisation structure, organisational culture, leadership, resource allocation, people, communication and outcomes. Furthermore, the researcher found that the perception from the officials differed to that of the aquaculture farmers, with the officials observing a more negative perception towards factors pertaining to organisational structure, organisational culture, leadership, resources allocated, people, communication and outcomes. This negative perception was experience towards the DAFF, Branch Fisheries Management as a whole, rather than within the officials own Chief Directorate (CD:AED), responsible for implementing the strategy. The research assisted with understanding the challenges affecting the implementation of the AOPS as well as unpacked strategy implementation in literature. This aided with developing recommendation to assist with enhancing strategy implementation performance of the AOPS. The following recommendation were provided: Change management within DAFF, Branch Fisheries Management; Identify responsible structures and personnel in DAFF, Branch Fisheries Management; Developing communication platforms within DAFF, Branch Fisheries Management; Review of outcomes of AOPS; and Ensure commitment from all at DAFF, Branch Fisheries Management (leadership). The research paper presents a simple method of assessing the strategy implementation process through the use of a strategy implementation framework.
- Full Text:
- Date Issued: 2019
Factors influencing parents’ decisions when choosing a private school
- Authors: Arendse, David
- Date: 2019
- Subjects: School choice -- South Africa -- Case studies , Competition -- South Africa , Private schools -- South Africa , Consumer behavior , VRIO framework (Valuable, Rare, Imitable and Organized) , St. Stithians College
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/92628 , vital:30738
- Description: Purpose: Consumers make decisions based on multiple factors that influence their decision-making process. These decisions can be influenced by deep personal reflection to the simple impulsive purchase done to fulfil a need or want. This research study explored the relationship between the resource-based view and the factors considered by parents when selecting a school for their child/children. The Valuable, Rare, Imitable and Organized (VRIO) framework as developed by Barney, J. (1991) outlines the framework through which an organisations resources can be assessed in terms of their potential competitive advantage. The research study was interested in understanding how an educational institution can identify and then leverage its resources to create a competitive advantage. Methodology: Each family that has one or more child enrolled at St Stithians College, which is a private school in Gauteng, South Africa, was invited to participate in the study. This represented a potential population size of 1 700 families, however a sample of 334 was used. The educational institution caters to both boys and girls from Grade R to 12 (Matric). Each family was requested to participate in the study as they had already chosen to have at least one child enrolled. A self-administered close-ended questionnaire was used as the instrument for data collection and the questionnaire was broken into two sections. Section A focused on building a profile of the respondent while section B assessed the level of influence the factors had on a parent’s decision. Section B’s questions were structured as Likert-Scale questions requiring a response between 1 and 5, with 5 being the highest influence, and 1 being the lowest. The responses to the questions were then grouped into the factors they spoke to and the average results per factor were assessed via an ANOVA table to test the null hypothesis that parents do not consider factors when choosing a school for their children. Findings: As a paper, this study set out to discover what the competitive advantage was of a private education institution in South Africa. It did so by identifying what the key factors were when parents selected the school of their choice and then analysed these findings against the resources of the given institution. The ANOVA table analysis of the responses identified that parents do consider factors and that the factor that they were most influenced by was convenience factor, represented by location of the institution and the distance to it. While there are multiple private education suppliers in South Africa, no other provider has the location that St Stithians College has, and as such, its location is its competitive advantage. Significant: This research study will expand the existing but limited competitive advantage body of knowledge in the South African education sector. South African educational institutions will be able to develop similar studies which will then assist in identifying their own competitive advantages. This can better enable education providers to entice consumers to their education services.
- Full Text:
- Date Issued: 2019
- Authors: Arendse, David
- Date: 2019
- Subjects: School choice -- South Africa -- Case studies , Competition -- South Africa , Private schools -- South Africa , Consumer behavior , VRIO framework (Valuable, Rare, Imitable and Organized) , St. Stithians College
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/92628 , vital:30738
- Description: Purpose: Consumers make decisions based on multiple factors that influence their decision-making process. These decisions can be influenced by deep personal reflection to the simple impulsive purchase done to fulfil a need or want. This research study explored the relationship between the resource-based view and the factors considered by parents when selecting a school for their child/children. The Valuable, Rare, Imitable and Organized (VRIO) framework as developed by Barney, J. (1991) outlines the framework through which an organisations resources can be assessed in terms of their potential competitive advantage. The research study was interested in understanding how an educational institution can identify and then leverage its resources to create a competitive advantage. Methodology: Each family that has one or more child enrolled at St Stithians College, which is a private school in Gauteng, South Africa, was invited to participate in the study. This represented a potential population size of 1 700 families, however a sample of 334 was used. The educational institution caters to both boys and girls from Grade R to 12 (Matric). Each family was requested to participate in the study as they had already chosen to have at least one child enrolled. A self-administered close-ended questionnaire was used as the instrument for data collection and the questionnaire was broken into two sections. Section A focused on building a profile of the respondent while section B assessed the level of influence the factors had on a parent’s decision. Section B’s questions were structured as Likert-Scale questions requiring a response between 1 and 5, with 5 being the highest influence, and 1 being the lowest. The responses to the questions were then grouped into the factors they spoke to and the average results per factor were assessed via an ANOVA table to test the null hypothesis that parents do not consider factors when choosing a school for their children. Findings: As a paper, this study set out to discover what the competitive advantage was of a private education institution in South Africa. It did so by identifying what the key factors were when parents selected the school of their choice and then analysed these findings against the resources of the given institution. The ANOVA table analysis of the responses identified that parents do consider factors and that the factor that they were most influenced by was convenience factor, represented by location of the institution and the distance to it. While there are multiple private education suppliers in South Africa, no other provider has the location that St Stithians College has, and as such, its location is its competitive advantage. Significant: This research study will expand the existing but limited competitive advantage body of knowledge in the South African education sector. South African educational institutions will be able to develop similar studies which will then assist in identifying their own competitive advantages. This can better enable education providers to entice consumers to their education services.
- Full Text:
- Date Issued: 2019
The diffusion of Max condoms among young women in KwaZulu Natal
- Authors: Donald, Charlene Chenaye
- Date: 2019
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/96870 , vital:31342
- Description: HIV is a disease that has a myriad of effects across different settings, and its prevalence varies across countries with different epidemiological drivers. The growing and disproportionate impact on young women has encouraged new ideas in HIV prevention strategies. The profusion of studies on HIV prevention strategies notwithstanding, the aspect of condom innovation has been largely ignored in literature. Drawing on the Diffusion of Innovation theory, this study examines how Max condoms have gained popularity among young women aged 18-24 years. The hypotheses are tested using an innovation-decision conceptual model and a comprehensive data set of 131 participants from rural, peri-urban and urban districts in KwaZulu Natal. Results reveal that the impact of marketing material and an effective public launch were significant in increasing Max condoms uptake, while the influence of peers and other members of one’s social system are critical for normalising the behaviour change. Young women have adopted Max condoms and uptake is continually influenced by positive perception of Max condoms’ relative advantage.
- Full Text:
- Date Issued: 2019
- Authors: Donald, Charlene Chenaye
- Date: 2019
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/96870 , vital:31342
- Description: HIV is a disease that has a myriad of effects across different settings, and its prevalence varies across countries with different epidemiological drivers. The growing and disproportionate impact on young women has encouraged new ideas in HIV prevention strategies. The profusion of studies on HIV prevention strategies notwithstanding, the aspect of condom innovation has been largely ignored in literature. Drawing on the Diffusion of Innovation theory, this study examines how Max condoms have gained popularity among young women aged 18-24 years. The hypotheses are tested using an innovation-decision conceptual model and a comprehensive data set of 131 participants from rural, peri-urban and urban districts in KwaZulu Natal. Results reveal that the impact of marketing material and an effective public launch were significant in increasing Max condoms uptake, while the influence of peers and other members of one’s social system are critical for normalising the behaviour change. Young women have adopted Max condoms and uptake is continually influenced by positive perception of Max condoms’ relative advantage.
- Full Text:
- Date Issued: 2019
The effect of age and culture on brand loyalty in the South African motor industry
- Authors: Hempel, Martin Johan
- Date: 2019
- Subjects: Brand loyalty -- South Africa , Automobile industry and trade -- South Africa , Consumer satisfaction -- South Africa , Consumer behavior -- South Africa , Older consumers -- South Africa , Consumers -- South Africa -- Cross-cultural studies
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/96859 , vital:31339
- Description: It has become imperative for companies in the motor industry to study and understand the notion of brand loyalty due to the many inherent advantages that it offers. Although existing literature provides extensive information on brand loyalty, the concept of brand loyalty is not constant across all industries. Factors such as age and culture also alter the effects of brand loyalty and the degree of brand loyalty generated within a consumer. Taking these variables into account, this study sets out to establish if age and culture have an effect on brand loyalty in the South African motor industry. The method in which motor companies emit marketing signals are also explored to establish if the emitted marketing signals are able to assist in the generation of brand loyalty. A South African real estate agent group agreed to participate in the research and became the sample population for the study. 190 successfully completed questionnaires were obtained in the data collection process and data with a Cronbach Alpha Coefficient (α) of 0.7662 proved that the data had satisfactory reliability. The data was processed and analysed in the statistical analysis program Stata. The study discovered that marketing signals don't assist in the generation of brand loyalty in the South African motor industry. It is suggested that it is more plausible that marketing signals can assist to maintain brand loyalty, rather than to generate brand loyalty. The study also discovered that culture does not have an effect on brand loyalty in the South African motor industry. However, after considering that the cultural distribution of the sample was significantly skewed, the sample is regarded as an unreliable test of the effect of culture on brand loyalty. The study also discovered that age doesn't have an effect brand loyalty in the South African motor industry. The researcher noted that the previously cognitively strenuous process of obtaining information has become more simplified by the internet and could potentially have reduced the generating of brand loyalty among older consumers. A final test was conducted to ascertain if relationships exist between the four stages of loyalty. The study suggested that all four loyalty stages are connected which confirms that brand loyalty is generated by both attitudinal and behavioural dimensions.
- Full Text:
- Date Issued: 2019
- Authors: Hempel, Martin Johan
- Date: 2019
- Subjects: Brand loyalty -- South Africa , Automobile industry and trade -- South Africa , Consumer satisfaction -- South Africa , Consumer behavior -- South Africa , Older consumers -- South Africa , Consumers -- South Africa -- Cross-cultural studies
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/96859 , vital:31339
- Description: It has become imperative for companies in the motor industry to study and understand the notion of brand loyalty due to the many inherent advantages that it offers. Although existing literature provides extensive information on brand loyalty, the concept of brand loyalty is not constant across all industries. Factors such as age and culture also alter the effects of brand loyalty and the degree of brand loyalty generated within a consumer. Taking these variables into account, this study sets out to establish if age and culture have an effect on brand loyalty in the South African motor industry. The method in which motor companies emit marketing signals are also explored to establish if the emitted marketing signals are able to assist in the generation of brand loyalty. A South African real estate agent group agreed to participate in the research and became the sample population for the study. 190 successfully completed questionnaires were obtained in the data collection process and data with a Cronbach Alpha Coefficient (α) of 0.7662 proved that the data had satisfactory reliability. The data was processed and analysed in the statistical analysis program Stata. The study discovered that marketing signals don't assist in the generation of brand loyalty in the South African motor industry. It is suggested that it is more plausible that marketing signals can assist to maintain brand loyalty, rather than to generate brand loyalty. The study also discovered that culture does not have an effect on brand loyalty in the South African motor industry. However, after considering that the cultural distribution of the sample was significantly skewed, the sample is regarded as an unreliable test of the effect of culture on brand loyalty. The study also discovered that age doesn't have an effect brand loyalty in the South African motor industry. The researcher noted that the previously cognitively strenuous process of obtaining information has become more simplified by the internet and could potentially have reduced the generating of brand loyalty among older consumers. A final test was conducted to ascertain if relationships exist between the four stages of loyalty. The study suggested that all four loyalty stages are connected which confirms that brand loyalty is generated by both attitudinal and behavioural dimensions.
- Full Text:
- Date Issued: 2019
The influence of leadership styles on employee commitment in the retail industry
- Authors: Mqomboti, Sakhile
- Date: 2019
- Subjects: Retail trade -- Management -- South Africa , Retail trade -- Employees -- South Africa , Employee loyalty -- South Africa , Leadership -- Case studies -- South Africa
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/93811 , vital:30947
- Description: Purpose – Companies operating in the South African retail industry have been experiencing a high staff turnover, reported to be standing at 36% (Kelly, 2016). The Edcon Retail Group and Taste Holdings have already indicated their strategic focus on staff turnover reduction in order to achieve their business objectives (Crotty, 2017; Laing, 2017). This research study explained the relationship between the three leadership styles of the Full Range Leadership Theory (FRLT) model developed by Bass and Avolio and three types of commitments from the three component model of Meyer and Allen. The research study was interested in the leadership style that contributes the most to commitment. The effective leadership style may be developed to improve the level of employee commitment in the South African Retail industry. Methodology – The research study used the total population of 300 subordinate employees from four stores of a retail company in the Rustenburg region in the North-West Province of South Africa. The Multifactor Leadership Questionnaire (MLQ 5X) instrument was adopted for leadership questionnaire data collection, the three-component model of commitment was adopted for data collection of the commitment questionnaire. Pearson Correlations quantitative data analysis was adopted to explain the relationship of the independent and dependent variables. Multiple Regression quantitative data analysis was adopted to test the strength of the leadership styles on commitment. Findings – The statistical analysis results of Pearson Correlations found weak but significant positive relationship between Transactional leadership style and both Normative and Continuance commitment. A weak but significant positive relationship was found between Transformational leadership style and Normative commitment. A weak but significant positive relationship was found between Passive/Avoidant leadership and continuance commitment. Transformational leadership style showed more strength in contribution to commitment, followed by the Transactional leadership style. Significant – This research study will expand the existing but limited leadership style and commitment body of knowledge in the South African retail industry. The South African retail companies will be able to develop the preferred leadership style by its employees and develop this leadership style in their managers to improve the commitment of their employees.
- Full Text:
- Date Issued: 2019
- Authors: Mqomboti, Sakhile
- Date: 2019
- Subjects: Retail trade -- Management -- South Africa , Retail trade -- Employees -- South Africa , Employee loyalty -- South Africa , Leadership -- Case studies -- South Africa
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/93811 , vital:30947
- Description: Purpose – Companies operating in the South African retail industry have been experiencing a high staff turnover, reported to be standing at 36% (Kelly, 2016). The Edcon Retail Group and Taste Holdings have already indicated their strategic focus on staff turnover reduction in order to achieve their business objectives (Crotty, 2017; Laing, 2017). This research study explained the relationship between the three leadership styles of the Full Range Leadership Theory (FRLT) model developed by Bass and Avolio and three types of commitments from the three component model of Meyer and Allen. The research study was interested in the leadership style that contributes the most to commitment. The effective leadership style may be developed to improve the level of employee commitment in the South African Retail industry. Methodology – The research study used the total population of 300 subordinate employees from four stores of a retail company in the Rustenburg region in the North-West Province of South Africa. The Multifactor Leadership Questionnaire (MLQ 5X) instrument was adopted for leadership questionnaire data collection, the three-component model of commitment was adopted for data collection of the commitment questionnaire. Pearson Correlations quantitative data analysis was adopted to explain the relationship of the independent and dependent variables. Multiple Regression quantitative data analysis was adopted to test the strength of the leadership styles on commitment. Findings – The statistical analysis results of Pearson Correlations found weak but significant positive relationship between Transactional leadership style and both Normative and Continuance commitment. A weak but significant positive relationship was found between Transformational leadership style and Normative commitment. A weak but significant positive relationship was found between Passive/Avoidant leadership and continuance commitment. Transformational leadership style showed more strength in contribution to commitment, followed by the Transactional leadership style. Significant – This research study will expand the existing but limited leadership style and commitment body of knowledge in the South African retail industry. The South African retail companies will be able to develop the preferred leadership style by its employees and develop this leadership style in their managers to improve the commitment of their employees.
- Full Text:
- Date Issued: 2019
The role of leadership in shaping school culture in a secondary school
- Authors: Kofi, Linda
- Date: 2019
- Subjects: Educational leadership , Educational leadership -- South Africa -- Eastern Cape -- Case studies , Corporate culture
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/92247 , vital:30698
- Description: SDG 4 calls for an “inclusive, quality and equitable education and lifelong opportunities for all”. The purpose of the study is to investigate how leadership has shaped the school culture, which culminates to higher academic performance in a secondary school. This case study is done in a previously disadvantaged secondary school within the Buffalo City Metro Education District, in the Eastern Cape. Despite the socio-economic challenges faced by the school, the NSC examination pass rate results for the school are constantly above the Provincial NSC pass rate results. Consequently, the aim of the study is to determine the unique characteristics of the school culture that have contributed to high academic performance, and how the school leadership has cultivated this culture. The study reviews school culture using Schein’s organizational culture model. Moreover, it reviews school principalship, leadership and how leadership shapes school culture. Lastly, the study reviews literature on instructional, transformational and distributed leadership theories, as they resonate well with South African school environment. The study utilizes a qualitative research method in its investigation, gathering data through document analysis and interviews. After the data was collected, the pattern matching method was utilized to analyse the findings. The key characteristics of school culture that contributed to the school performing well academically, are the values of disciplined hard work and academic excellence. Furthermore, findings proved that characteristics of instructional leadership such as the provision of professional development and the management of curriculum and instruction have the shape the school culture. Transformational leadership characteristics such as individualized consideration, inspirational motivation and intellectual stimulation, have also shaped the school culture; as have characteristics of distributed leadership such as sharing authority and accountability. The study discusses the findings and then concludes by recognizing the research limitations such as the time constraints and purposeful exclusion of certain school members, for example learners. In its conclusion the study presents it contributions to the body of knowledge and provides recommendations for practitioners and future studies.
- Full Text:
- Date Issued: 2019
- Authors: Kofi, Linda
- Date: 2019
- Subjects: Educational leadership , Educational leadership -- South Africa -- Eastern Cape -- Case studies , Corporate culture
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/92247 , vital:30698
- Description: SDG 4 calls for an “inclusive, quality and equitable education and lifelong opportunities for all”. The purpose of the study is to investigate how leadership has shaped the school culture, which culminates to higher academic performance in a secondary school. This case study is done in a previously disadvantaged secondary school within the Buffalo City Metro Education District, in the Eastern Cape. Despite the socio-economic challenges faced by the school, the NSC examination pass rate results for the school are constantly above the Provincial NSC pass rate results. Consequently, the aim of the study is to determine the unique characteristics of the school culture that have contributed to high academic performance, and how the school leadership has cultivated this culture. The study reviews school culture using Schein’s organizational culture model. Moreover, it reviews school principalship, leadership and how leadership shapes school culture. Lastly, the study reviews literature on instructional, transformational and distributed leadership theories, as they resonate well with South African school environment. The study utilizes a qualitative research method in its investigation, gathering data through document analysis and interviews. After the data was collected, the pattern matching method was utilized to analyse the findings. The key characteristics of school culture that contributed to the school performing well academically, are the values of disciplined hard work and academic excellence. Furthermore, findings proved that characteristics of instructional leadership such as the provision of professional development and the management of curriculum and instruction have the shape the school culture. Transformational leadership characteristics such as individualized consideration, inspirational motivation and intellectual stimulation, have also shaped the school culture; as have characteristics of distributed leadership such as sharing authority and accountability. The study discusses the findings and then concludes by recognizing the research limitations such as the time constraints and purposeful exclusion of certain school members, for example learners. In its conclusion the study presents it contributions to the body of knowledge and provides recommendations for practitioners and future studies.
- Full Text:
- Date Issued: 2019
A case study of the role of leadership behaviour in the formation of organizational culture
- Authors: Moore, Aminah
- Date: 2018
- Subjects: Leadership -- Botswana -- Maun , Corporate culture -- Botswana -- Maun , Strategic planning -- Botswana -- Maun , Critical incident technique , Organizational behavior -- Botswana -- Maun , Tourism -- Management , Belmond Safaris (Botswana)
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/62061 , vital:28103
- Description: This case study research on the effect of leadership on organizational culture, is based on a small luxury tourism organization – Belmond Safaris – based in Maun, Botswana. The study set out to determine critical incidents that occurred during the tenure of the current general manager with the intention of uncovering her leadership behaviour and how it has shaped the culture of the organization. The literature review identified quantitative and qualitative approaches to researching organizational culture, but settles on Schein’s theory of organizational culture (Schein, 1992; 2010) as the approach adopted in this study. Furthermore, it reviews the various roles of strategic leaders and how these affect the culture of the organization. The study follows a qualitative methodology and applies the Critical Incident Technique to explore how, as a leader, the behaviour of the general manager shaped the organization’s culture. Data triangulation is achieved through the use of multiple sources – interviews, analysis of company documents and the examination of minutes of management meetings. Following the fieldwork, the evidence within the findings of the study required a theoretical reorientation and a shift from strategic leadership to a new focus on relational leadership, highlighting the prominence of social exchanges between the general manager and employees, as opposed to economic exchanges. The study concludes by acknowledging the limitations and delimitations of the study, which include time constraints as well as the deliberate exclusion of certain participants (e.g. camp managers) from the study. In its conclusion the study also presents recommendations for future studies. The researcher recommends a broader study within the tourism industry, as well as a larger and more inclusive sample size, in order to obtain better insights into the study of culture and leadership within organizations.
- Full Text:
- Date Issued: 2018
- Authors: Moore, Aminah
- Date: 2018
- Subjects: Leadership -- Botswana -- Maun , Corporate culture -- Botswana -- Maun , Strategic planning -- Botswana -- Maun , Critical incident technique , Organizational behavior -- Botswana -- Maun , Tourism -- Management , Belmond Safaris (Botswana)
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/62061 , vital:28103
- Description: This case study research on the effect of leadership on organizational culture, is based on a small luxury tourism organization – Belmond Safaris – based in Maun, Botswana. The study set out to determine critical incidents that occurred during the tenure of the current general manager with the intention of uncovering her leadership behaviour and how it has shaped the culture of the organization. The literature review identified quantitative and qualitative approaches to researching organizational culture, but settles on Schein’s theory of organizational culture (Schein, 1992; 2010) as the approach adopted in this study. Furthermore, it reviews the various roles of strategic leaders and how these affect the culture of the organization. The study follows a qualitative methodology and applies the Critical Incident Technique to explore how, as a leader, the behaviour of the general manager shaped the organization’s culture. Data triangulation is achieved through the use of multiple sources – interviews, analysis of company documents and the examination of minutes of management meetings. Following the fieldwork, the evidence within the findings of the study required a theoretical reorientation and a shift from strategic leadership to a new focus on relational leadership, highlighting the prominence of social exchanges between the general manager and employees, as opposed to economic exchanges. The study concludes by acknowledging the limitations and delimitations of the study, which include time constraints as well as the deliberate exclusion of certain participants (e.g. camp managers) from the study. In its conclusion the study also presents recommendations for future studies. The researcher recommends a broader study within the tourism industry, as well as a larger and more inclusive sample size, in order to obtain better insights into the study of culture and leadership within organizations.
- Full Text:
- Date Issued: 2018
A review of the re-structuring of the Nelson Mandela Academic Hospital through the change management approach
- Authors: Nodikida, Mzulungile
- Date: 2018
- Subjects: Organizational change -- Case studies , Organizational change -- Management , Reengineering (Management) -- South Africa -- Mthatha , Leadership -- South Africa -- Mthatha , Organizational behavior -- South Africa -- Mthatha , Corporate culture -- South Africa -- Mthatha , Nelson Mandela Academic Hospital
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/58339 , vital:27236
- Description: The research used a change management approach to analyze the restructuring of the Nelson Mandela Academic Hospital from a tertiary to a central hospital. The study was underpinned by two objectives. Firstly, to analyze the restructuring of the Nelson Mandela Academic Hospital from a tertiary to a "central" hospital using the Core Elements Framework of change management developed by Antwi and Kale (2014). Secondly, to use the knowledge gained through literature review combined with the experiences of the managers at Nelson Mandela Academic Hospital to inform future healthcare reforms in general and particularly in the restructuring of hospitals. The Core Elements Framework by Antwi and Kale (2014) identifies six fundamental change elements from both emergent and planned change management approaches. The six elements are regarded by theorists from the two different schools of thought i.e. emergent change and planned change as key for successful change. The Core Elements Framework by Antwi and Kale, (2014) demonstrates the strength of not viewing the two approaches to change management as mutually exclusive but as complementing each other when the other is falling short. The study identified the following: ■ The change was prompted by clearly identifiable external factors more than internal factors. ■ There was notable lack of organizational harmony which may have negatively impacted the change process. ■ The Private Public Partnership (PPP) funding model which was aimed at delivering the central hospital collapsed, after a study discovered that it benefited the private sector more than the public sector. ■ There was no proper consultation of major stakeholders for preparation of the change. ■ Resources in all material forms were not made available for the change to take off, this means that there was no organizational capacity to execute the change. The study draws the conclusion that lack of organizational capacity, organizational harmony and a proper consultation process for stakeholders are the main reasons why the restructuring of the Nelson Mandela Academic Hospital is not yielding the desired results. The study recommends that organizations should implement a multidimensional approach for any change initiative to be successful and that organizations must ensure the availability of the necessary resources when embarking on change.
- Full Text:
- Date Issued: 2018
- Authors: Nodikida, Mzulungile
- Date: 2018
- Subjects: Organizational change -- Case studies , Organizational change -- Management , Reengineering (Management) -- South Africa -- Mthatha , Leadership -- South Africa -- Mthatha , Organizational behavior -- South Africa -- Mthatha , Corporate culture -- South Africa -- Mthatha , Nelson Mandela Academic Hospital
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/58339 , vital:27236
- Description: The research used a change management approach to analyze the restructuring of the Nelson Mandela Academic Hospital from a tertiary to a central hospital. The study was underpinned by two objectives. Firstly, to analyze the restructuring of the Nelson Mandela Academic Hospital from a tertiary to a "central" hospital using the Core Elements Framework of change management developed by Antwi and Kale (2014). Secondly, to use the knowledge gained through literature review combined with the experiences of the managers at Nelson Mandela Academic Hospital to inform future healthcare reforms in general and particularly in the restructuring of hospitals. The Core Elements Framework by Antwi and Kale (2014) identifies six fundamental change elements from both emergent and planned change management approaches. The six elements are regarded by theorists from the two different schools of thought i.e. emergent change and planned change as key for successful change. The Core Elements Framework by Antwi and Kale, (2014) demonstrates the strength of not viewing the two approaches to change management as mutually exclusive but as complementing each other when the other is falling short. The study identified the following: ■ The change was prompted by clearly identifiable external factors more than internal factors. ■ There was notable lack of organizational harmony which may have negatively impacted the change process. ■ The Private Public Partnership (PPP) funding model which was aimed at delivering the central hospital collapsed, after a study discovered that it benefited the private sector more than the public sector. ■ There was no proper consultation of major stakeholders for preparation of the change. ■ Resources in all material forms were not made available for the change to take off, this means that there was no organizational capacity to execute the change. The study draws the conclusion that lack of organizational capacity, organizational harmony and a proper consultation process for stakeholders are the main reasons why the restructuring of the Nelson Mandela Academic Hospital is not yielding the desired results. The study recommends that organizations should implement a multidimensional approach for any change initiative to be successful and that organizations must ensure the availability of the necessary resources when embarking on change.
- Full Text:
- Date Issued: 2018
A survey of organizational culture and organizational performance in a manufacturing company
- Authors: Dom, Veliswa Virginia
- Date: 2018
- Subjects: Corporate culture -- South Africa -- Eastern Cape , Organizational behavior -- South Africa -- Eastern Cape , Factories -- South Africa -- Eastern Cape , Analysis of variance , Shift systems -- South Africa -- Eastern Cape , Employees -- Rating of -- South Africa -- Eastern Cape , Competing Values Framework (CVF)
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/61861 , vital:28069
- Description: The purpose of this research was to explore the relationship between organizational culture and organizational performance in a manufacturing company. This company supplies metal products to the motor vehicle manufacturing industry, where the quality and quantity of parts produced is of paramount importance, since the buyers of these products are quality conscious. The organization has three production shifts that rotate each week. Anecdotal observations are that irrespective of the time that a shift operates over the course of the month, the different shifts tend to perform at different levels in terms of quality and quantity of output. This study therefore sought to investigate if these differences between shifts are statistically significant, and if so, whether these shifts also have differences in organizational culture. Components of organizational culture include values, norms, beliefs, attitudes, principles and expectations that give the organization a unique personality and differentiate it from other organizations. While the literature indicates that qualitative or quantitative approaches can be used in organizational culture research, this research adopted the quantitative approach, making use of the Competing Values Framework (CVF). The CVF is a four-category organizational culture typology established by Cameron and Quinn (2006). The framework is based on two dimensions: stability or flexibility of the organization, and external or internal focus. In this research, the CVF was used as a measurement tool to evaluate organizational culture. In order to determine differences in organizational culture between shifts, a survey was undertaken (N=138) which measured employee perceptions pertaining to the existing organizational culture of each of the three production shifts at the company. Secondly, differences in performance between the shifts were examined by using the performance data for a three-month period for each shift in terms of quantity and quality. This data was obtained from the management of the production process at the company. Statistical analysis was done using ANOVA to analyse the differences between the shifts. The findings indicated that the dominant existing organizational culture at the company under investigation is a clan culture. Furthermore, there is a statistically significant difference between the cultures of all the three shifts at the manufacturing company. The results also indicated that there is a statistically significant difference in the quantity and quality of production between the three shifts. In conclusion, the research indicated there are differences in culture and in performance, but given the nature of the data, it was not possible to statistically analyse the relationship between shift culture and performance. However, it is conceivable that cultural differences between shifts may be contributing to performance differences. With regards to further research, it is recommended that this research be extended to other branches of the manufacturing company in other regions, in order to determine whether there are any significant differences in culture and performance between these branches and their shifts. Research could also be extended to other South African organizations to create a sufficiently large sample of shift and/or business units, so as to be able to do statistical analysis of the relationship between culture and performance.
- Full Text:
- Date Issued: 2018
- Authors: Dom, Veliswa Virginia
- Date: 2018
- Subjects: Corporate culture -- South Africa -- Eastern Cape , Organizational behavior -- South Africa -- Eastern Cape , Factories -- South Africa -- Eastern Cape , Analysis of variance , Shift systems -- South Africa -- Eastern Cape , Employees -- Rating of -- South Africa -- Eastern Cape , Competing Values Framework (CVF)
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/61861 , vital:28069
- Description: The purpose of this research was to explore the relationship between organizational culture and organizational performance in a manufacturing company. This company supplies metal products to the motor vehicle manufacturing industry, where the quality and quantity of parts produced is of paramount importance, since the buyers of these products are quality conscious. The organization has three production shifts that rotate each week. Anecdotal observations are that irrespective of the time that a shift operates over the course of the month, the different shifts tend to perform at different levels in terms of quality and quantity of output. This study therefore sought to investigate if these differences between shifts are statistically significant, and if so, whether these shifts also have differences in organizational culture. Components of organizational culture include values, norms, beliefs, attitudes, principles and expectations that give the organization a unique personality and differentiate it from other organizations. While the literature indicates that qualitative or quantitative approaches can be used in organizational culture research, this research adopted the quantitative approach, making use of the Competing Values Framework (CVF). The CVF is a four-category organizational culture typology established by Cameron and Quinn (2006). The framework is based on two dimensions: stability or flexibility of the organization, and external or internal focus. In this research, the CVF was used as a measurement tool to evaluate organizational culture. In order to determine differences in organizational culture between shifts, a survey was undertaken (N=138) which measured employee perceptions pertaining to the existing organizational culture of each of the three production shifts at the company. Secondly, differences in performance between the shifts were examined by using the performance data for a three-month period for each shift in terms of quantity and quality. This data was obtained from the management of the production process at the company. Statistical analysis was done using ANOVA to analyse the differences between the shifts. The findings indicated that the dominant existing organizational culture at the company under investigation is a clan culture. Furthermore, there is a statistically significant difference between the cultures of all the three shifts at the manufacturing company. The results also indicated that there is a statistically significant difference in the quantity and quality of production between the three shifts. In conclusion, the research indicated there are differences in culture and in performance, but given the nature of the data, it was not possible to statistically analyse the relationship between shift culture and performance. However, it is conceivable that cultural differences between shifts may be contributing to performance differences. With regards to further research, it is recommended that this research be extended to other branches of the manufacturing company in other regions, in order to determine whether there are any significant differences in culture and performance between these branches and their shifts. Research could also be extended to other South African organizations to create a sufficiently large sample of shift and/or business units, so as to be able to do statistical analysis of the relationship between culture and performance.
- Full Text:
- Date Issued: 2018
An analysis of stakeholder engagement in the integrated development planning process: a case of Blue Crane Route Local Municipality
- Authors: Marambana, Nonkululeko
- Date: 2018
- Subjects: Stakeholder management -- South Africa -- Eastern Cape , Local government -- South Africa -- Eastern Cape , Local government -- Public relations -- South Africa -- Eastern Cape , Political participation -- South Africa -- Eastern Cape , Public administration -- Citizen participation , Government publicity -- South Africa -- Eastern Cape , Blue Crane Route Local Municipality , Integrated Development Plan (IDP)
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/63659 , vital:28466
- Description: Stakeholder engagement in local government is a legislated function that should be implemented by appointed and elected government officials. The 2015/16 financial year report of the Auditor General of South Africa (AGSA), revealed challenges pertaining to stakeholder engagement processes by the Blue Crane Route Municipality (BCRM), in that stakeholder inputs were not incorporated in the municipal Integrated Development Plan (IDP) of the 2016/17 financial year. The concern is that there is a gap regarding stakeholders’ engagement processes within BCRM and that affects the quality of IDP which serves as the municipal strategic document. The aim and objectives of this study are to understand stakeholder engagement processes on the IDP formulation by the BCRM in the Eastern Cape, South Africa. The research questions are: How does BCRM conduct stakeholder engagement processes during IDP formulation? What institutional arrangements are in place for stakeholder engagement? And recommendation on how stakeholder engagement processes can be improved within the BCRM? The research questions were answered through a qualitative study, where data was collected through face-to-face interviews, focus groups and a document review. Face-to-face interviews were conducted with the municipal manager and the managers responsible for IDP as well as the officer responsible for public participation. Focus group sessions were conducted with the community leaders and the departmental leadership. Documents that were reviewed included IDP and process plans, minutes from community consultation meetings, public participation policies, and intergovernmental relations terms of reference. The responses received showed gaps in the following: institutional arrangements related to the integration of stakeholder engagement in municipal key performance indicators and procedures; communication between the municipality and stakeholders; community education related to the impact on community stakeholder engagement, and management processes related to the stakeholder database, capacity development, records management, collaboration and cooperation. Further research on how the municipality communicates and imparts knowledge to its stakeholders is recommended as it could contribute significantly to the body of knowledge.
- Full Text:
- Date Issued: 2018
- Authors: Marambana, Nonkululeko
- Date: 2018
- Subjects: Stakeholder management -- South Africa -- Eastern Cape , Local government -- South Africa -- Eastern Cape , Local government -- Public relations -- South Africa -- Eastern Cape , Political participation -- South Africa -- Eastern Cape , Public administration -- Citizen participation , Government publicity -- South Africa -- Eastern Cape , Blue Crane Route Local Municipality , Integrated Development Plan (IDP)
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/63659 , vital:28466
- Description: Stakeholder engagement in local government is a legislated function that should be implemented by appointed and elected government officials. The 2015/16 financial year report of the Auditor General of South Africa (AGSA), revealed challenges pertaining to stakeholder engagement processes by the Blue Crane Route Municipality (BCRM), in that stakeholder inputs were not incorporated in the municipal Integrated Development Plan (IDP) of the 2016/17 financial year. The concern is that there is a gap regarding stakeholders’ engagement processes within BCRM and that affects the quality of IDP which serves as the municipal strategic document. The aim and objectives of this study are to understand stakeholder engagement processes on the IDP formulation by the BCRM in the Eastern Cape, South Africa. The research questions are: How does BCRM conduct stakeholder engagement processes during IDP formulation? What institutional arrangements are in place for stakeholder engagement? And recommendation on how stakeholder engagement processes can be improved within the BCRM? The research questions were answered through a qualitative study, where data was collected through face-to-face interviews, focus groups and a document review. Face-to-face interviews were conducted with the municipal manager and the managers responsible for IDP as well as the officer responsible for public participation. Focus group sessions were conducted with the community leaders and the departmental leadership. Documents that were reviewed included IDP and process plans, minutes from community consultation meetings, public participation policies, and intergovernmental relations terms of reference. The responses received showed gaps in the following: institutional arrangements related to the integration of stakeholder engagement in municipal key performance indicators and procedures; communication between the municipality and stakeholders; community education related to the impact on community stakeholder engagement, and management processes related to the stakeholder database, capacity development, records management, collaboration and cooperation. Further research on how the municipality communicates and imparts knowledge to its stakeholders is recommended as it could contribute significantly to the body of knowledge.
- Full Text:
- Date Issued: 2018
An assessment of own revenue management for financial sustainability of the Eastern Cape municipalities
- Authors: Majikijela, Vuyolwethu
- Date: 2018
- Subjects: Revenue management , Municipal government -- South Africa -- Eastern Cape , Municipal government -- South Africa -- Eastern Cape -- Finance , Municipal government -- South Africa -- Eastern Cape -- Cost effectiveness , Municipal services -- Finance
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/61445 , vital:28027
- Description: The purpose of the research is to assess the financial viability of municipalities in the Eastern Cape. Municipalities that are not financially viable and sustainable will always struggle to deliver basic services to communities. Without sound financial management systems, municipalities will be forced to discontinue their operations. Municipalities, particularly small and rural ones, are not self-sufficient thus cost benefit theory emphasises that municipality must adopt cost recovery revenue management. The application of cost recovery revenue management requires that municipalities take into account internal and external revenue management challenges that will be factored on user charges. Cost recovery also requires governance to lead the process through capacitation, transparency and communication with all stakeholders. This research highlights that municipalities in the province have not matured to a level wherein they are able to adopt cost recovery revenue management because of prevalent external revenue management challenges caused by high unemployment rate in the province and the slow economic growth. Municipalities in the province are thus financially unsustainable. This research therefore proposes that a phase in approach to cost recovery should be adopted in line with the changes in unemployment and economic growth. Increased transparency and consultation with intergovernmental relations should also be promoted to enable financial sustainability of municipalities in the province.
- Full Text:
- Date Issued: 2018
- Authors: Majikijela, Vuyolwethu
- Date: 2018
- Subjects: Revenue management , Municipal government -- South Africa -- Eastern Cape , Municipal government -- South Africa -- Eastern Cape -- Finance , Municipal government -- South Africa -- Eastern Cape -- Cost effectiveness , Municipal services -- Finance
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/61445 , vital:28027
- Description: The purpose of the research is to assess the financial viability of municipalities in the Eastern Cape. Municipalities that are not financially viable and sustainable will always struggle to deliver basic services to communities. Without sound financial management systems, municipalities will be forced to discontinue their operations. Municipalities, particularly small and rural ones, are not self-sufficient thus cost benefit theory emphasises that municipality must adopt cost recovery revenue management. The application of cost recovery revenue management requires that municipalities take into account internal and external revenue management challenges that will be factored on user charges. Cost recovery also requires governance to lead the process through capacitation, transparency and communication with all stakeholders. This research highlights that municipalities in the province have not matured to a level wherein they are able to adopt cost recovery revenue management because of prevalent external revenue management challenges caused by high unemployment rate in the province and the slow economic growth. Municipalities in the province are thus financially unsustainable. This research therefore proposes that a phase in approach to cost recovery should be adopted in line with the changes in unemployment and economic growth. Increased transparency and consultation with intergovernmental relations should also be promoted to enable financial sustainability of municipalities in the province.
- Full Text:
- Date Issued: 2018
An exploratory study of barriers and enablers of strategy execution in the Eastern Cape Department of Education in South Africa
- Authors: Vena, Nomava Vinolia
- Date: 2018
- Subjects: Strategic planning South Africa Eastern Cape , Business planning South Africa Eastern Cape , Public administration South Africa Eastern Cape , Corporate governance South Africa Eastern Cape , Government accountability South Africa Eastern Cape , South Africa. Department of Education
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/63649 , vital:28465
- Description: Effective strategy execution is very important for the achievement of an organisation’s goals. Because it is a difficult task to translate a strategy into action, itis imperative for leadership to prioritize its strategic plan to ensure its success. The purpose of this study is to identify barriers and enablers of strategy execution in Basic Education in the Eastern Cape; its focus is on strategic goal number six: “Efficient administration ensured through good corporate governance and management”. The effectiveness of the Eastern Cape Department of Education (ECDoE) is measured by its service delivery, how strategy is executed in providing quality education. These are guided by the norms and standards like the National Education Policy Act: Norms and Standards for educators, as set by the National Department of Basic Education and the Treasury Acts. The motivation for the study was the Department’s poor performance as reported by the Auditor General (AG) in his 2015 audit report, that there has been a lack of good governance and accountability in the ECDoE. The study is qualitative: a sample of twenty-five (25) ECDoE senior managers were interviewed as the custodians of the execution of the strategic plan. Purposive sampling method selected the twenty-five from a total of forty-five (45) senior managers, some of whom were in Head Office and some in the twenty-three (23) districts. Data was collected through questionnaires and interviews and responses were captured on Excel Spreadsheet, and analysed with the Thematic Analysis. Major findings relating to barriers were on Human Resource Management, Poor Leadership, Resourcing (Tools of Trade), Improper Budgeting Systems, Poor Communication, and Organisational Structure. Some variables were interchangeably identified both as barriers and enablers, such as budgeting and resourcing. There were many recommendations, but for this study one, the Finance Section, will suffice: and that is that the Finance Section should analyse each directorate’s spending for each year before the new budget is allocated.
- Full Text:
- Date Issued: 2018
- Authors: Vena, Nomava Vinolia
- Date: 2018
- Subjects: Strategic planning South Africa Eastern Cape , Business planning South Africa Eastern Cape , Public administration South Africa Eastern Cape , Corporate governance South Africa Eastern Cape , Government accountability South Africa Eastern Cape , South Africa. Department of Education
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/63649 , vital:28465
- Description: Effective strategy execution is very important for the achievement of an organisation’s goals. Because it is a difficult task to translate a strategy into action, itis imperative for leadership to prioritize its strategic plan to ensure its success. The purpose of this study is to identify barriers and enablers of strategy execution in Basic Education in the Eastern Cape; its focus is on strategic goal number six: “Efficient administration ensured through good corporate governance and management”. The effectiveness of the Eastern Cape Department of Education (ECDoE) is measured by its service delivery, how strategy is executed in providing quality education. These are guided by the norms and standards like the National Education Policy Act: Norms and Standards for educators, as set by the National Department of Basic Education and the Treasury Acts. The motivation for the study was the Department’s poor performance as reported by the Auditor General (AG) in his 2015 audit report, that there has been a lack of good governance and accountability in the ECDoE. The study is qualitative: a sample of twenty-five (25) ECDoE senior managers were interviewed as the custodians of the execution of the strategic plan. Purposive sampling method selected the twenty-five from a total of forty-five (45) senior managers, some of whom were in Head Office and some in the twenty-three (23) districts. Data was collected through questionnaires and interviews and responses were captured on Excel Spreadsheet, and analysed with the Thematic Analysis. Major findings relating to barriers were on Human Resource Management, Poor Leadership, Resourcing (Tools of Trade), Improper Budgeting Systems, Poor Communication, and Organisational Structure. Some variables were interchangeably identified both as barriers and enablers, such as budgeting and resourcing. There were many recommendations, but for this study one, the Finance Section, will suffice: and that is that the Finance Section should analyse each directorate’s spending for each year before the new budget is allocated.
- Full Text:
- Date Issued: 2018
An investigation of the leadership practices and organizational culture at a private Christian school
- Authors: Babu, Bithun
- Date: 2018
- Subjects: Church schools -- South Africa -- Eastern Cape , Leadership , Corporate culture
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/62155 , vital:28133
- Description: The purpose of this study is to investigate the leadership practices and organizational culture at a private Christian school in the Eastern Cape. A preliminary review of leadership literature suggested that traces of servant leadership may be apparent at the organization. Thus servant leadership will form a key focus area for exploration in this study. An analysis of this nature can make one aware of the influence leadership has in shaping the organizational culture of an institution. This in turn can be used to inform the future thinking around leadership efforts with respect to culture formation within an organization. The issue was addressed by consulting various articles to view the issue from different perspectives. The school served as a vehicle to explore the tenets of leadership and organizational culture. The study will take the form of a descriptive quantitative study. It was concluded that leadership plays a significant role in establishing the culture at an organization. However, leadership is not the only factor that shapes the organizational culture of an institution. The beliefs and values of the organization also has a role in shaping the overall culture and identity of an organization.
- Full Text:
- Date Issued: 2018
- Authors: Babu, Bithun
- Date: 2018
- Subjects: Church schools -- South Africa -- Eastern Cape , Leadership , Corporate culture
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/62155 , vital:28133
- Description: The purpose of this study is to investigate the leadership practices and organizational culture at a private Christian school in the Eastern Cape. A preliminary review of leadership literature suggested that traces of servant leadership may be apparent at the organization. Thus servant leadership will form a key focus area for exploration in this study. An analysis of this nature can make one aware of the influence leadership has in shaping the organizational culture of an institution. This in turn can be used to inform the future thinking around leadership efforts with respect to culture formation within an organization. The issue was addressed by consulting various articles to view the issue from different perspectives. The school served as a vehicle to explore the tenets of leadership and organizational culture. The study will take the form of a descriptive quantitative study. It was concluded that leadership plays a significant role in establishing the culture at an organization. However, leadership is not the only factor that shapes the organizational culture of an institution. The beliefs and values of the organization also has a role in shaping the overall culture and identity of an organization.
- Full Text:
- Date Issued: 2018
Barriers and drivers to the implementation of renewable energy technologies in South Africa’s aquaculture industry
- Authors: Van Wyk, Nicholas Kelly
- Date: 2018
- Subjects: Renewable energy sources South Africa , Aquaculture Environmental aspects South Africa , Sustainable aquaculture Economic aspects South Africa , Renewable energy sources Economic aspects South Africa , Renewable energy sources Environmental aspects South Africa
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/61969 , vital:28090
- Description: South Africa is plagued by socio-economic issues of poverty, inequality and high rates of unemployment. The government of South Africa has as such launched an ambitious plan known as operation PHAKISA which will complement the National Development Plan in addressing the countries aforementioned shortcomings. In the operations first phase, the focus is on growing South Africa’s ocean economy. Within the ocean economy, the growth of aquaculture has been identified as an industry with the potential to create jobs and aid in economic growth of South Africa. Aquaculture, the farming of any aquatic organisms, has been the fastest growing food production sector for the past 50 years. While natural capture fisheries have stagnated in production capacity, aquaculture has grown exponentially in order to feed a global population which is fast approaching nine billion people. However, South Africa’s aquaculture production lags significantly behind other third world countries. The sustainability of aquaculture has frequently been called into question due to the possibility of various detrimental environmental effects it may cause. To further complicate the matter, Climate Change is today an overarching threat to life as we know it, and must be taken into account if we plan to keep growing our populations and economies. As such, if South Africa wants to grow its aquaculture sector, it must be done so in a sustainable manner. This research thus sought to investigate one aspect which may increase the sustainability of aquaculture in South Africa, that being the implementation of renewable energy in the sector. Renewable energy has been identified by the United Nations Intergovernmental Panel on Climate Change as key to mitigating the effects of climate change. In order to aid Renewable Energy (RE) implementation in South Africa’s aquaculture sector, this research aimed to identify the barriers and the drivers to implementing renewable energy within aquaculture. To do this, a literature review was conducted to identify possible barriers and drivers to renewable energy implementation. These were then drafted into an online questionnaire and sent via Email to all the aquaculture organisations in South Africa that could be contacted (n = 195). Respondents were asked to rank the proposed barriers and drivers to renewable energy according to their perceived importance on a Likert Scale. A total of 18 responses could be analysed with descriptive statistics. Further, three structured interviews were conducted with members of South African aquaculture organisations who had implemented some form of Renewable Energy Technology (RET). These interviews provided in-depth insights into the importance of the various proposed barriers and drivers. The results revealed the most important barriers to RE implementation were: High Initial investments, Utility monopoly of production, Lack of RE experts on a governmental level, Lack of incentives/subsidies from government, Lack of legal framework for Independent Power Producers and Power Purchase Agreements, and Diseconomy of scale respectively. The most important drivers to RE implementation were ranked as: Long term cost benefits, Reduction in cost of RETs, Innovation / advancement of RETS, Incentives or subsidies to implement renewable energy, Adequate legal framework and legislation for Power Purchase Agreement and Preference for environmentally-friendly electricity generation. Importantly, it was found that barriers and drivers are dependent on the type of RE being implemented. A Photo Voltaic (Solar Power) system will not necessarily experience the same barriers or drivers that a Wave Energy Converter system would. In order to drive investment in RE and remove the barriers that may be preventing its implementation in aquaculture, policy will have to be adapted. Particularly in terms of legislation around Power Purchase Agreements. Further, by providing subsidies for RE implementation, it is possible to sustainably grow South Africa’s aquaculture industry.
- Full Text:
- Date Issued: 2018
- Authors: Van Wyk, Nicholas Kelly
- Date: 2018
- Subjects: Renewable energy sources South Africa , Aquaculture Environmental aspects South Africa , Sustainable aquaculture Economic aspects South Africa , Renewable energy sources Economic aspects South Africa , Renewable energy sources Environmental aspects South Africa
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/61969 , vital:28090
- Description: South Africa is plagued by socio-economic issues of poverty, inequality and high rates of unemployment. The government of South Africa has as such launched an ambitious plan known as operation PHAKISA which will complement the National Development Plan in addressing the countries aforementioned shortcomings. In the operations first phase, the focus is on growing South Africa’s ocean economy. Within the ocean economy, the growth of aquaculture has been identified as an industry with the potential to create jobs and aid in economic growth of South Africa. Aquaculture, the farming of any aquatic organisms, has been the fastest growing food production sector for the past 50 years. While natural capture fisheries have stagnated in production capacity, aquaculture has grown exponentially in order to feed a global population which is fast approaching nine billion people. However, South Africa’s aquaculture production lags significantly behind other third world countries. The sustainability of aquaculture has frequently been called into question due to the possibility of various detrimental environmental effects it may cause. To further complicate the matter, Climate Change is today an overarching threat to life as we know it, and must be taken into account if we plan to keep growing our populations and economies. As such, if South Africa wants to grow its aquaculture sector, it must be done so in a sustainable manner. This research thus sought to investigate one aspect which may increase the sustainability of aquaculture in South Africa, that being the implementation of renewable energy in the sector. Renewable energy has been identified by the United Nations Intergovernmental Panel on Climate Change as key to mitigating the effects of climate change. In order to aid Renewable Energy (RE) implementation in South Africa’s aquaculture sector, this research aimed to identify the barriers and the drivers to implementing renewable energy within aquaculture. To do this, a literature review was conducted to identify possible barriers and drivers to renewable energy implementation. These were then drafted into an online questionnaire and sent via Email to all the aquaculture organisations in South Africa that could be contacted (n = 195). Respondents were asked to rank the proposed barriers and drivers to renewable energy according to their perceived importance on a Likert Scale. A total of 18 responses could be analysed with descriptive statistics. Further, three structured interviews were conducted with members of South African aquaculture organisations who had implemented some form of Renewable Energy Technology (RET). These interviews provided in-depth insights into the importance of the various proposed barriers and drivers. The results revealed the most important barriers to RE implementation were: High Initial investments, Utility monopoly of production, Lack of RE experts on a governmental level, Lack of incentives/subsidies from government, Lack of legal framework for Independent Power Producers and Power Purchase Agreements, and Diseconomy of scale respectively. The most important drivers to RE implementation were ranked as: Long term cost benefits, Reduction in cost of RETs, Innovation / advancement of RETS, Incentives or subsidies to implement renewable energy, Adequate legal framework and legislation for Power Purchase Agreement and Preference for environmentally-friendly electricity generation. Importantly, it was found that barriers and drivers are dependent on the type of RE being implemented. A Photo Voltaic (Solar Power) system will not necessarily experience the same barriers or drivers that a Wave Energy Converter system would. In order to drive investment in RE and remove the barriers that may be preventing its implementation in aquaculture, policy will have to be adapted. Particularly in terms of legislation around Power Purchase Agreements. Further, by providing subsidies for RE implementation, it is possible to sustainably grow South Africa’s aquaculture industry.
- Full Text:
- Date Issued: 2018
Historical analysis of leadership styles of headmasters at Kingswood College from 1993 to 2017
- Authors: Howden, Ryan Bradley
- Date: 2018
- Subjects: Educational leadership -- South Africa -- Makhanda -- Case studies , Kingswood College -- History , Educational change -- South Africa -- Makhanda , School principals-- South Africa -- Makhanda , Transformational leadership -- South Africa -- Makhanda , Private schools -- Business management , Full Range Leadership
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/62133 , vital:28131
- Description: A significant interest in school educational leadership has developed over the past two decades, whereby effective leadership is required in a continually changing educational environment. This study is a historical analysis of leadership styles of headmasters at Kingswood College in Grahamstown (Eastern Cape, South Africa) from 1993 to 2017. The aim is to identify leadership style(s) of headmasters using the Full Range Leadership (FRL) model as a guiding framework; to describe and interpret these style(s) in relation to the headmaster’s tenure; and to compare the headmasters’ leadership styles, noting key similarities and differences. The research method consists of interviews and a historical archival analysis. The researcher’s expectation is that headmasters will elicit a transformational leadership approach. Key findings were somewhat consistent with this hypothesis, as headmasters exhibit a general trend towards transformational leadership; although each headmaster identifies with a unique facet of transformational leadership, together with relevant supporting leadership style(s) that emerged from the data. Upon comparing headmasters, their primary leadership styles were as follows: Wilkinson identified with transactional, transformational and servant leadership; Hawke showed evidence of a transformational servant leader; Arguile elicited transformational and principle-based leadership; and Trafford depicted transformational and participative leadership. The researcher found that multiple factors in an ever-changing educational environment promoted the need for transformational leadership. The relationship between business management and educational leadership emerges as a key reflection, thus further research is required in this regard.
- Full Text:
- Date Issued: 2018
- Authors: Howden, Ryan Bradley
- Date: 2018
- Subjects: Educational leadership -- South Africa -- Makhanda -- Case studies , Kingswood College -- History , Educational change -- South Africa -- Makhanda , School principals-- South Africa -- Makhanda , Transformational leadership -- South Africa -- Makhanda , Private schools -- Business management , Full Range Leadership
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/62133 , vital:28131
- Description: A significant interest in school educational leadership has developed over the past two decades, whereby effective leadership is required in a continually changing educational environment. This study is a historical analysis of leadership styles of headmasters at Kingswood College in Grahamstown (Eastern Cape, South Africa) from 1993 to 2017. The aim is to identify leadership style(s) of headmasters using the Full Range Leadership (FRL) model as a guiding framework; to describe and interpret these style(s) in relation to the headmaster’s tenure; and to compare the headmasters’ leadership styles, noting key similarities and differences. The research method consists of interviews and a historical archival analysis. The researcher’s expectation is that headmasters will elicit a transformational leadership approach. Key findings were somewhat consistent with this hypothesis, as headmasters exhibit a general trend towards transformational leadership; although each headmaster identifies with a unique facet of transformational leadership, together with relevant supporting leadership style(s) that emerged from the data. Upon comparing headmasters, their primary leadership styles were as follows: Wilkinson identified with transactional, transformational and servant leadership; Hawke showed evidence of a transformational servant leader; Arguile elicited transformational and principle-based leadership; and Trafford depicted transformational and participative leadership. The researcher found that multiple factors in an ever-changing educational environment promoted the need for transformational leadership. The relationship between business management and educational leadership emerges as a key reflection, thus further research is required in this regard.
- Full Text:
- Date Issued: 2018
How the roles of CEO's differ in response to different circumstances and in the context of succession: Anglo American-a case study
- Authors: Ball, Leslie
- Date: 2018
- Subjects: Organizational change , Strategic planning , Executive succession , Anglo American Corporation of South Africa, ltd.
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/60799 , vital:27832
- Description: A review of the literature revealed that firms are inherently influenced by leadership in the upper echelons of the organization. The seminal paper of Hambrick and Mason (1984) has sparked much interest in the realm of organizational leadership. Studies involving organizational leadership have concentrated on leadership styles, the manner in which leadership takes place, leadership succession and organizational performance in an attempt to understand the dynamics of the senior leadership of organizations. Research has also explored how changes in the top management of firms has impacted its performance. This research has primarily been concerned with how a firm is impacted, once succession takes place, and has focused on financial performance, change in strategy and stockholder reaction (Shen & Cannella, 2002; Barron, Chulkov & Waddell, 2011; Friedman & Singh, 1989). Although their predisposition will largely influence the manner in which the incoming CEO acts, the literature has largely neglected the role the incoming CEO must fulfil, and how he/she steers the company, once appointed. In response, the following aim was developed to address this gap: To describe how the roles of two CEO's of the same company differed, during different time periods. The CEO assumes various strategic leadership roles, which they carry out in the context of their new environment once succession has taken place. From the literature, six strategic leadership roles were identified, which formed the foundation of this study. These were strategy formulation, strategy implementation, developing organizational culture, emphasizing ethical practices, managing the firm's resource portfolio and establishing balanced controls. The study set out to comparatively analyze two CEO's of the same firm during different periods. Both CEO's were investigated from the perspective of strategic leadership roles, allowing a comparison of their behaviour. The study analyses and describes these roles, and how they differed between the CEO's, in reaction to differing situational factors and in the context of succession. The study employed a deductive qualitative case study research design. This allowed the researcher to examine the complex phenomenon which have previously been studied at a more superficial level using quantitative methods (Baxter & Jack, 2008; Parrino, 1997; Jooste & Fourie, 2009). A qualitative methodological approach allowed the researcher to examine the topic through a lens which takes into account human variables and processes (Baxter & Jack, 2008). Data was sampled using purposive and convenience sampling while applying the critical incident technique. Data was collected through information sources such as news articles, press releases, annual reports, online interviews, news websites and other documents. Thematical analysis was used during the analysis phase of the study and allowed for patterns and links to be drawn between the collected data. The succession from one CEO to the next served as the comparative element of the study, which allowed for a contrasting of how both CEO's carried out their strategic leadership roles by adapting to their environment, and how they guided the strategic trajectory of the company. The study also took into account what both CEO's were confronted with at the start of their tenure and how this influenced how they carried out their leadership roles. It was found that Cynthia Carroll exercised her roles in a manner which addressed ethical and stakeholder engagement issues within the business. This was translated directly into how she guided the trajectory of the company. Upon appointment, Mark Cutifani exercised his roles in a manner which addressed the organizational performance and financial well-being of the company. This translated directly into how he shaped Anglo's trajectory in an attempt to better its financial performance. Given how they exercised their strategic roles in the company, each CEO influenced Anglo American's direction in a different way, which in turn, influenced the performance of the organization. It was shown that Cynthia Carroll improved the stakeholder engagement, communication and safety within the company, demonstrating behaviour that emphasized the importance of the ethics of the company. When the business had been carrying out its ethical practices effectively, but underperforming financially, Cutifani demonstrated the roles which would be geared toward resurrecting the organizational performance of the organization. Recommendations are made for further research including applying the same research method to investigate how these roles are carried out in companies which operate in a broad spectrum of industries.
- Full Text:
- Date Issued: 2018
- Authors: Ball, Leslie
- Date: 2018
- Subjects: Organizational change , Strategic planning , Executive succession , Anglo American Corporation of South Africa, ltd.
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/60799 , vital:27832
- Description: A review of the literature revealed that firms are inherently influenced by leadership in the upper echelons of the organization. The seminal paper of Hambrick and Mason (1984) has sparked much interest in the realm of organizational leadership. Studies involving organizational leadership have concentrated on leadership styles, the manner in which leadership takes place, leadership succession and organizational performance in an attempt to understand the dynamics of the senior leadership of organizations. Research has also explored how changes in the top management of firms has impacted its performance. This research has primarily been concerned with how a firm is impacted, once succession takes place, and has focused on financial performance, change in strategy and stockholder reaction (Shen & Cannella, 2002; Barron, Chulkov & Waddell, 2011; Friedman & Singh, 1989). Although their predisposition will largely influence the manner in which the incoming CEO acts, the literature has largely neglected the role the incoming CEO must fulfil, and how he/she steers the company, once appointed. In response, the following aim was developed to address this gap: To describe how the roles of two CEO's of the same company differed, during different time periods. The CEO assumes various strategic leadership roles, which they carry out in the context of their new environment once succession has taken place. From the literature, six strategic leadership roles were identified, which formed the foundation of this study. These were strategy formulation, strategy implementation, developing organizational culture, emphasizing ethical practices, managing the firm's resource portfolio and establishing balanced controls. The study set out to comparatively analyze two CEO's of the same firm during different periods. Both CEO's were investigated from the perspective of strategic leadership roles, allowing a comparison of their behaviour. The study analyses and describes these roles, and how they differed between the CEO's, in reaction to differing situational factors and in the context of succession. The study employed a deductive qualitative case study research design. This allowed the researcher to examine the complex phenomenon which have previously been studied at a more superficial level using quantitative methods (Baxter & Jack, 2008; Parrino, 1997; Jooste & Fourie, 2009). A qualitative methodological approach allowed the researcher to examine the topic through a lens which takes into account human variables and processes (Baxter & Jack, 2008). Data was sampled using purposive and convenience sampling while applying the critical incident technique. Data was collected through information sources such as news articles, press releases, annual reports, online interviews, news websites and other documents. Thematical analysis was used during the analysis phase of the study and allowed for patterns and links to be drawn between the collected data. The succession from one CEO to the next served as the comparative element of the study, which allowed for a contrasting of how both CEO's carried out their strategic leadership roles by adapting to their environment, and how they guided the strategic trajectory of the company. The study also took into account what both CEO's were confronted with at the start of their tenure and how this influenced how they carried out their leadership roles. It was found that Cynthia Carroll exercised her roles in a manner which addressed ethical and stakeholder engagement issues within the business. This was translated directly into how she guided the trajectory of the company. Upon appointment, Mark Cutifani exercised his roles in a manner which addressed the organizational performance and financial well-being of the company. This translated directly into how he shaped Anglo's trajectory in an attempt to better its financial performance. Given how they exercised their strategic roles in the company, each CEO influenced Anglo American's direction in a different way, which in turn, influenced the performance of the organization. It was shown that Cynthia Carroll improved the stakeholder engagement, communication and safety within the company, demonstrating behaviour that emphasized the importance of the ethics of the company. When the business had been carrying out its ethical practices effectively, but underperforming financially, Cutifani demonstrated the roles which would be geared toward resurrecting the organizational performance of the organization. Recommendations are made for further research including applying the same research method to investigate how these roles are carried out in companies which operate in a broad spectrum of industries.
- Full Text:
- Date Issued: 2018
Schooling and institution quality linked to earnings in the Eastern Cape
- Authors: Cuthbert, Carol E
- Date: 2018
- Subjects: Wages -- Effect of education on -- South Africa -- Eastern Cape Education, Higher -- Economic aspects -- South Africa -- Eastern Cape Equality -- South Africa -- Eastern Cape
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/62166 , vital:28134
- Description: Return to investment for tertiary education is not equal for all. Human Capital Theory imposes a linear pathway between education and earnings, that fails to recognise other sources of capital, ignores social returns and does not explain why socio-economic variables influence employability and earnings. Those returns, rather than simply incrementally delivering returns for additional years of education, are however heterogeneous across students, with field of study, gender and population group influencing earnings; and schooling type and university attended filtering whether one finds a job. This study utilises data from Rhodes University and the University of Fort Hare, illustrating the extreme positions within the South African education landscape, employing a Heckman selection to predict the returns on education. The regression is found to be partially successful in predicting a graduate’s ability to find a job, in the first instance, and thereafter their returns. It is crucial to analyse the heterogeneity of socio-economic parameters to understand aspects of the economy, and develop education policies to take advantage of this understanding, especially against the backdrop of the student protests being experienced in the country and the funding models proposed. Access to tertiary education, through policy inducement, such as the recent increase of the grant limit from R122 000 to R350 000, requires disaggregated returns to education to be investigated.
- Full Text:
- Date Issued: 2018
- Authors: Cuthbert, Carol E
- Date: 2018
- Subjects: Wages -- Effect of education on -- South Africa -- Eastern Cape Education, Higher -- Economic aspects -- South Africa -- Eastern Cape Equality -- South Africa -- Eastern Cape
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/62166 , vital:28134
- Description: Return to investment for tertiary education is not equal for all. Human Capital Theory imposes a linear pathway between education and earnings, that fails to recognise other sources of capital, ignores social returns and does not explain why socio-economic variables influence employability and earnings. Those returns, rather than simply incrementally delivering returns for additional years of education, are however heterogeneous across students, with field of study, gender and population group influencing earnings; and schooling type and university attended filtering whether one finds a job. This study utilises data from Rhodes University and the University of Fort Hare, illustrating the extreme positions within the South African education landscape, employing a Heckman selection to predict the returns on education. The regression is found to be partially successful in predicting a graduate’s ability to find a job, in the first instance, and thereafter their returns. It is crucial to analyse the heterogeneity of socio-economic parameters to understand aspects of the economy, and develop education policies to take advantage of this understanding, especially against the backdrop of the student protests being experienced in the country and the funding models proposed. Access to tertiary education, through policy inducement, such as the recent increase of the grant limit from R122 000 to R350 000, requires disaggregated returns to education to be investigated.
- Full Text:
- Date Issued: 2018
Strategy implementation at the Rand Water Board
- Authors: Leaver, Brian Jeffrey
- Date: 2018
- Subjects: Uncatalogued
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/62118 , vital:28129
- Description: Expected release date-April 2019
- Full Text:
- Date Issued: 2018
- Authors: Leaver, Brian Jeffrey
- Date: 2018
- Subjects: Uncatalogued
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/62118 , vital:28129
- Description: Expected release date-April 2019
- Full Text:
- Date Issued: 2018
The impact of leadership on job satisfaction at a specific bank in the Eastern Cape
- Authors: Wyngaard, Shaun Peter
- Date: 2018
- Subjects: Leadership , Bank employees Job satisfaction , Labor turnover , Transformational leadership , Bank management South Africa Eastern Cape
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/62050 , vital:28099
- Description: This study aimed at investigating the relationship between leadership and employee job satisfaction in the banking sector of South Africa. The study drew from the fact that there is a growing emphasis in organisations to reduce employee turnover by keeping their employees satisfied. The ultimate performance, effectiveness and competitiveness of an organisation are directly related to an organisation’s ability to keep its employees optimally productive and satisfied. Numerous research studies have been conducted on transformational, transactional and passive-avoidant leadership to determine the significance of their respective relationship with the job satisfaction of employees in different scenarios. Results show that the transformational leadership style has a significant relationship with job satisfaction; while the transactional leadership style or the passive-avoidant style are applied according to changing circumstances. The study adopted a quantitative approach, using online questionnaires as an instrument for collecting primary data. The target population of the study was 380 bank employees, and the target sample was 218; 121 questionnaires were completed and used as the actual final sample. Questionnaires were completed from managers and employees of the selected bank, with the two population groups being investigated using different scales. SPSS was used in analysing the collected data. The findings of this research showed that the leadership styles under investigation have a direct impact on the job satisfaction of employees. Transformational leadership was found to have a significant positive relationship with job satisfaction, while the relationship between transactional leadership and job satisfaction was positive but moderate. A significant negative relationship was found between passive-avoidant leadership and job satisfaction. It is thus the responsibility of the financial institution under investigation to highlight the significant links and benefits of this leadership style to its management to ensure increased job satisfaction and lower turnover of employees in the institution. Literature explored in this study supported the close link between the different leadership styles and job satisfaction.
- Full Text:
- Date Issued: 2018
- Authors: Wyngaard, Shaun Peter
- Date: 2018
- Subjects: Leadership , Bank employees Job satisfaction , Labor turnover , Transformational leadership , Bank management South Africa Eastern Cape
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/62050 , vital:28099
- Description: This study aimed at investigating the relationship between leadership and employee job satisfaction in the banking sector of South Africa. The study drew from the fact that there is a growing emphasis in organisations to reduce employee turnover by keeping their employees satisfied. The ultimate performance, effectiveness and competitiveness of an organisation are directly related to an organisation’s ability to keep its employees optimally productive and satisfied. Numerous research studies have been conducted on transformational, transactional and passive-avoidant leadership to determine the significance of their respective relationship with the job satisfaction of employees in different scenarios. Results show that the transformational leadership style has a significant relationship with job satisfaction; while the transactional leadership style or the passive-avoidant style are applied according to changing circumstances. The study adopted a quantitative approach, using online questionnaires as an instrument for collecting primary data. The target population of the study was 380 bank employees, and the target sample was 218; 121 questionnaires were completed and used as the actual final sample. Questionnaires were completed from managers and employees of the selected bank, with the two population groups being investigated using different scales. SPSS was used in analysing the collected data. The findings of this research showed that the leadership styles under investigation have a direct impact on the job satisfaction of employees. Transformational leadership was found to have a significant positive relationship with job satisfaction, while the relationship between transactional leadership and job satisfaction was positive but moderate. A significant negative relationship was found between passive-avoidant leadership and job satisfaction. It is thus the responsibility of the financial institution under investigation to highlight the significant links and benefits of this leadership style to its management to ensure increased job satisfaction and lower turnover of employees in the institution. Literature explored in this study supported the close link between the different leadership styles and job satisfaction.
- Full Text:
- Date Issued: 2018