A leadership model for South Africa’s infrastructure-related State-owned Enterprises
- Authors: Notununu, Fezile
- Date: 2024-04
- Subjects: Government business enterprises -- South Africa , Construction industry , Leadership -- South Africa
- Language: English
- Type: Doctoral theses , text
- Identifier: http://hdl.handle.net/10948/64750 , vital:73885
- Description: The objective of this research was to create a leadership model designed specifically to address the challenges faced by South Africa's infrastructure-related, state-owned enterprises. Both Eskom and Transnet are currently experiencing leadership crises, which might be further exacerbated by the global economic difficulties. Through an initial literature review it became evident that there was a knowledge gap regarding leadership within South Africa's state-owned enterprises. Consequently, it was crucial to conduct an extensive analysis of leadership styles to ensure effective infrastructure management for these state-owned enterprises. The primary aim of this study was to propose a leadership model that would be suitable for South Africa's infrastructure-related, state-owned enterprises. To achieve this objective, the relationship between effective leadership and perceived success in infrastructure development was explored, as well as the relationship between effective planning and perceived success in infrastructure development within these enterprises. Additionally, the connection between leadership training and perceived success in infrastructure development was investigated in the study. Quantitative research methods were employed to address these research objectives. The data for this study were collected through an online survey, with a total of 335 respondents from South Africa. Descriptive statistics and structural equation modelling (SEM) were used for analysis, using SPSS AMOS 29 Software. The findings of the study indicated a significant positive relationship between effective management and perceived success in infrastructure development for state-owned enterprises. However, the results regarding the relationship between effective planning and perceived success were not statistically significant, as the p-value exceeded 0.05. Based on the outcomes of the study, appropriate and meaningful recommendations have been provided regarding the leadership model necessary for effective infrastructure management in South Africa's infrastructure-related, state-owned enterprises. , Thesis (PhD) -- Faculty of Engineering, the Built Environment and Technology, School of Built Environment and Civil Engineering, 2024
- Full Text:
- Date Issued: 2024-04
- Authors: Notununu, Fezile
- Date: 2024-04
- Subjects: Government business enterprises -- South Africa , Construction industry , Leadership -- South Africa
- Language: English
- Type: Doctoral theses , text
- Identifier: http://hdl.handle.net/10948/64750 , vital:73885
- Description: The objective of this research was to create a leadership model designed specifically to address the challenges faced by South Africa's infrastructure-related, state-owned enterprises. Both Eskom and Transnet are currently experiencing leadership crises, which might be further exacerbated by the global economic difficulties. Through an initial literature review it became evident that there was a knowledge gap regarding leadership within South Africa's state-owned enterprises. Consequently, it was crucial to conduct an extensive analysis of leadership styles to ensure effective infrastructure management for these state-owned enterprises. The primary aim of this study was to propose a leadership model that would be suitable for South Africa's infrastructure-related, state-owned enterprises. To achieve this objective, the relationship between effective leadership and perceived success in infrastructure development was explored, as well as the relationship between effective planning and perceived success in infrastructure development within these enterprises. Additionally, the connection between leadership training and perceived success in infrastructure development was investigated in the study. Quantitative research methods were employed to address these research objectives. The data for this study were collected through an online survey, with a total of 335 respondents from South Africa. Descriptive statistics and structural equation modelling (SEM) were used for analysis, using SPSS AMOS 29 Software. The findings of the study indicated a significant positive relationship between effective management and perceived success in infrastructure development for state-owned enterprises. However, the results regarding the relationship between effective planning and perceived success were not statistically significant, as the p-value exceeded 0.05. Based on the outcomes of the study, appropriate and meaningful recommendations have been provided regarding the leadership model necessary for effective infrastructure management in South Africa's infrastructure-related, state-owned enterprises. , Thesis (PhD) -- Faculty of Engineering, the Built Environment and Technology, School of Built Environment and Civil Engineering, 2024
- Full Text:
- Date Issued: 2024-04
Barriers faced by women in public sector leadership roles
- Authors: Khoza, Zelda
- Date: 2024-04
- Subjects: Women construction workers -- South Africa -- Management , Construction industry -- South Africa -- Management , Leadership -- South Africa , Equality
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/64599 , vital:73770
- Description: This research aims to analyse barriers that hinder women from occupying senior leadership posi-tions and to identify strategies that can be utilised to enable women to be appointed in these posi-tions at Transnet. The study identifies implementable strategies to assist women who aspire to be part of senior leadership and face barriers that hinder them from progressing to leadership posi-tions. The research adopts a pragmatic research paradigm, including quantitative and qualitative meth-ods, to explain the barriers associated with women advancing to leadership positions within the company. The data was collected through survey questionnaires and in-depth interviews. The analysis indicates that women are still under-represented in Transnet, even though efforts are being made to close this gap. Ineffective implementation of policies, due to lack of facilitating roles by HRM and line managers as expected, and lack of required support from the organisation play a significant role in creating barriers hindering senior leadership positions. The research findings can inform Human Resource Management (HRM) about the need for effec-tive implementation of policies and intensified monitoring to address the identified barriers that hin-der women from occupying senior leadership positions. Transnet should foster an organisational culture to build solid connections and engage diverse stakeholders to increase their impact and access to resources and drive positive organisational change. Transnet can leverage these find-ings to develop programmes and initiatives that support women’s career advancement and skills development. With these findings, Transnet should consider implementing strategies that provide flexible working conditions. Lastly, these findings aid Transnet in providing mentorship to women as a valuable leadership opportunity in the organisation. This study contributes to the existing literature on barriers that hinder women from occupying sen-ior leadership positions within organisations. The study also provides vital insights into the rolling out of women’s development programmes and the encouragement they bring. It offers implications for future research, policy changes, professional practices, and strategies to assist women in lead-ership positions. , Thesis (MSc) -- Faculty of Engineering, the Built Environment and Technology, School of Built Environment and Civil Engineering, 2024
- Full Text:
- Date Issued: 2024-04
- Authors: Khoza, Zelda
- Date: 2024-04
- Subjects: Women construction workers -- South Africa -- Management , Construction industry -- South Africa -- Management , Leadership -- South Africa , Equality
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/64599 , vital:73770
- Description: This research aims to analyse barriers that hinder women from occupying senior leadership posi-tions and to identify strategies that can be utilised to enable women to be appointed in these posi-tions at Transnet. The study identifies implementable strategies to assist women who aspire to be part of senior leadership and face barriers that hinder them from progressing to leadership posi-tions. The research adopts a pragmatic research paradigm, including quantitative and qualitative meth-ods, to explain the barriers associated with women advancing to leadership positions within the company. The data was collected through survey questionnaires and in-depth interviews. The analysis indicates that women are still under-represented in Transnet, even though efforts are being made to close this gap. Ineffective implementation of policies, due to lack of facilitating roles by HRM and line managers as expected, and lack of required support from the organisation play a significant role in creating barriers hindering senior leadership positions. The research findings can inform Human Resource Management (HRM) about the need for effec-tive implementation of policies and intensified monitoring to address the identified barriers that hin-der women from occupying senior leadership positions. Transnet should foster an organisational culture to build solid connections and engage diverse stakeholders to increase their impact and access to resources and drive positive organisational change. Transnet can leverage these find-ings to develop programmes and initiatives that support women’s career advancement and skills development. With these findings, Transnet should consider implementing strategies that provide flexible working conditions. Lastly, these findings aid Transnet in providing mentorship to women as a valuable leadership opportunity in the organisation. This study contributes to the existing literature on barriers that hinder women from occupying sen-ior leadership positions within organisations. The study also provides vital insights into the rolling out of women’s development programmes and the encouragement they bring. It offers implications for future research, policy changes, professional practices, and strategies to assist women in lead-ership positions. , Thesis (MSc) -- Faculty of Engineering, the Built Environment and Technology, School of Built Environment and Civil Engineering, 2024
- Full Text:
- Date Issued: 2024-04
Evaluation of leadership stimulus on employee intrinsic motivation in the Transnet locomotive maintenance business at Swartkops
- Authors: Mdluli, Ignatius Mlanza
- Date: 2024-04
- Subjects: Leadership -- South Africa , Intrinsic motivation , Employee motivation , Transnet
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/65164 , vital:74039
- Description: This research evaluated the leadership styles' stimulus on employee intrinsic motivation, focusing on the Transnet Locomotive Maintenance Business in Swartkops as there are leadership and motivation challenges in the organisation. Furthermore, the study explored the stimulus of three distinct leadership styles which are transactional, transformational and charismatic leadership on employees' levels of intrinsic motivation. The primary objective was to explore how these leadership styles nurtured or hindered the internal drive of employees, contributing to the organisation's overall performance. A qualitative research approach was used in the study. Semi-structured interviews were employed to collect insights from participants within the Transnet Locomotive Maintenance Business in Swartkops. Ten participants were selected using purposive selection. Thematic analysis was used to analyse the collected data, revealed patterns and connections between leadership styles and intrinsic motivation outcomes. The study unearthed that transactional leadership, often linked with reward-based approaches, unfavourably stimulated intrinsic motivation for most participants. Conversely, transformational leadership emerged as a potent positive force, constructively stimulating the intrinsic motivation of most employees. Charismatic leadership, known for its persuasive and emotionally engaging attributes, presented a mixed picture, constructively and destructively stimulating intrinsic motivation; therefore, the outcomes of this research have implications for leadership development, organisational strategy and employee engagement practices. The study recommends a transformational leadership style, emphasising inspiration, empowerment and a shared vision, and this enhances employees' intrinsic motivation and, consequently, organisational performance. , Thesis (MBA) -- Faculty of Business and Economic Sciences, Business School, 2024
- Full Text:
- Date Issued: 2024-04
- Authors: Mdluli, Ignatius Mlanza
- Date: 2024-04
- Subjects: Leadership -- South Africa , Intrinsic motivation , Employee motivation , Transnet
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/65164 , vital:74039
- Description: This research evaluated the leadership styles' stimulus on employee intrinsic motivation, focusing on the Transnet Locomotive Maintenance Business in Swartkops as there are leadership and motivation challenges in the organisation. Furthermore, the study explored the stimulus of three distinct leadership styles which are transactional, transformational and charismatic leadership on employees' levels of intrinsic motivation. The primary objective was to explore how these leadership styles nurtured or hindered the internal drive of employees, contributing to the organisation's overall performance. A qualitative research approach was used in the study. Semi-structured interviews were employed to collect insights from participants within the Transnet Locomotive Maintenance Business in Swartkops. Ten participants were selected using purposive selection. Thematic analysis was used to analyse the collected data, revealed patterns and connections between leadership styles and intrinsic motivation outcomes. The study unearthed that transactional leadership, often linked with reward-based approaches, unfavourably stimulated intrinsic motivation for most participants. Conversely, transformational leadership emerged as a potent positive force, constructively stimulating the intrinsic motivation of most employees. Charismatic leadership, known for its persuasive and emotionally engaging attributes, presented a mixed picture, constructively and destructively stimulating intrinsic motivation; therefore, the outcomes of this research have implications for leadership development, organisational strategy and employee engagement practices. The study recommends a transformational leadership style, emphasising inspiration, empowerment and a shared vision, and this enhances employees' intrinsic motivation and, consequently, organisational performance. , Thesis (MBA) -- Faculty of Business and Economic Sciences, Business School, 2024
- Full Text:
- Date Issued: 2024-04
Eco-leadership determinants necessary for effective sustainability implementation
- May,Jodé
- Authors: May,Jodé
- Date: 2023-12
- Subjects: Retail trade -- Management , Leadership -- South Africa , Sustainability
- Language: English
- Type: Doctoral theses , text
- Identifier: http://hdl.handle.net/10948/65683 , vital:74228
- Description: Sustainability is regarded globally as one of the key focus areas for organisations and requires also considering environmental and social performance in addition to economic performance. Eco-leadership is required to ensure operations impact society and the environment in a positive manner, in particular in the retail sector as customers have become conscious of their purchases being produced sustainably. The main objective of this study was thus to explore eco-leadership determinants necessary for sustainability implementation in retail organisations. The research was aimed at expanding knowledge about how retailers can implement or improve their sustainability status by following an eco-leadership approach. A literature review was conducted on what leadership in organisations entailed and how it can be described in terms of leaders’ characteristics, work practices and decisions. In addition a review on, leader qualities and leadership styles in general and of change leaders such as eco-leaders, sustainability strategies from both an environmental and socially responsible view in general and of the retail sector, was provided. The study followed a qualitative research approach using purposive sampling to identify the 11 participants from across the provinces in South Africa and retail product categories comprising of two hard-line retailers, five soft goods and consumables retailers, three FMCG retailers and one art retailer. A semi-structured interview guide was utilised to gather primary data using face-to-face, telephonic and email interviews. Content and constant comparative analysis was used to analyse the data. It appears that retailers ascribe eco-leadership in relation to resource management-, being people centred and practising sustainability leadership. All retailers seem to demonstrate their commitment to eco-leadership and serve society. Their sustainability status is publicised via digital and print media or visually displayed in-store. They practise eco-leadership as it is beneficial for their reputation or to ensure business continuity. Retailers use innovation and incorporate eco-leadership into their business models and have further plans to improve their sustainability. , Thesis (PhD) -- Faculty of Business and Economic Sciences, School of Management Sciences, 2023
- Full Text:
- Date Issued: 2023-12
- Authors: May,Jodé
- Date: 2023-12
- Subjects: Retail trade -- Management , Leadership -- South Africa , Sustainability
- Language: English
- Type: Doctoral theses , text
- Identifier: http://hdl.handle.net/10948/65683 , vital:74228
- Description: Sustainability is regarded globally as one of the key focus areas for organisations and requires also considering environmental and social performance in addition to economic performance. Eco-leadership is required to ensure operations impact society and the environment in a positive manner, in particular in the retail sector as customers have become conscious of their purchases being produced sustainably. The main objective of this study was thus to explore eco-leadership determinants necessary for sustainability implementation in retail organisations. The research was aimed at expanding knowledge about how retailers can implement or improve their sustainability status by following an eco-leadership approach. A literature review was conducted on what leadership in organisations entailed and how it can be described in terms of leaders’ characteristics, work practices and decisions. In addition a review on, leader qualities and leadership styles in general and of change leaders such as eco-leaders, sustainability strategies from both an environmental and socially responsible view in general and of the retail sector, was provided. The study followed a qualitative research approach using purposive sampling to identify the 11 participants from across the provinces in South Africa and retail product categories comprising of two hard-line retailers, five soft goods and consumables retailers, three FMCG retailers and one art retailer. A semi-structured interview guide was utilised to gather primary data using face-to-face, telephonic and email interviews. Content and constant comparative analysis was used to analyse the data. It appears that retailers ascribe eco-leadership in relation to resource management-, being people centred and practising sustainability leadership. All retailers seem to demonstrate their commitment to eco-leadership and serve society. Their sustainability status is publicised via digital and print media or visually displayed in-store. They practise eco-leadership as it is beneficial for their reputation or to ensure business continuity. Retailers use innovation and incorporate eco-leadership into their business models and have further plans to improve their sustainability. , Thesis (PhD) -- Faculty of Business and Economic Sciences, School of Management Sciences, 2023
- Full Text:
- Date Issued: 2023-12
Exploring the leadership agility in industry 4.0 for company x in Gqeberha
- Authors: Cairncross, Merle Vera
- Date: 2023-12
- Subjects: Leadership -- South Africa , Industry 4.0 , Business intelligence
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/65577 , vital:74193
- Description: In today’s dynamic business landscape, more organisations are progressively attempting to become agile by implementing agile corporate structures, processes and leadership frameworks. By effectively incorporating leadership agility into their processes, leadership can be better prepared to improve its decision-making agility, further able to deploy strategies for improved detection and response to failure as well as improve communication in the organisation. This treatise explores the critical role of leadership agility in enabling organisations to navigate the challenges of a rapidly evolving environment such as Industry 4.0 and capitalise on emerging opportunities. For this study, qualitative data was collected from functional level management by means of semi-structured, face-to-face interviews. The interviews aimed to identify behaviours and beliefs that contribute to an agile organisation, examine barriers impeding agile decision-making and explore strategies to cultivate an agile decision-making culture. By understanding the key factors that enable leadership agility and promote agility within decision-making processes, this research aimed to provide valuable insights for organisations seeking to thrive in the dynamic landscape of Industry 4.0. Through literature analysis and interviews, the researcher concluded that agile leaders possess crucial competencies and behaviours that allow them to effectively navigate the challenges and opportunities of Industry 4.0. These include effective communication, openness to change, innovative thinking, flexibility, self-management, developing others and organisational awareness. Agile leaders strategize and prepare their organisations in Industry 4.0 by adopting an adaptive leadership style, cultivating an agile decision-making culture, encouraging continuous improvement, promoting creativity and innovation and responding swiftly to changes, thus gaining a competitive edge in Industry 4.0. Embracing leadership agility enables organisations to capitalise on Industry 4.0’s opportunities and navigate its challenges, ultimately fostering a competitive business environment. By organising and synthesising the knowledge obtained in this study, a framework is proposed for agile leadership, which consolidates , Thesis (MBA) -- Faculty of Business and Economic Sciences, Business School , 2023
- Full Text:
- Date Issued: 2023-12
- Authors: Cairncross, Merle Vera
- Date: 2023-12
- Subjects: Leadership -- South Africa , Industry 4.0 , Business intelligence
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/65577 , vital:74193
- Description: In today’s dynamic business landscape, more organisations are progressively attempting to become agile by implementing agile corporate structures, processes and leadership frameworks. By effectively incorporating leadership agility into their processes, leadership can be better prepared to improve its decision-making agility, further able to deploy strategies for improved detection and response to failure as well as improve communication in the organisation. This treatise explores the critical role of leadership agility in enabling organisations to navigate the challenges of a rapidly evolving environment such as Industry 4.0 and capitalise on emerging opportunities. For this study, qualitative data was collected from functional level management by means of semi-structured, face-to-face interviews. The interviews aimed to identify behaviours and beliefs that contribute to an agile organisation, examine barriers impeding agile decision-making and explore strategies to cultivate an agile decision-making culture. By understanding the key factors that enable leadership agility and promote agility within decision-making processes, this research aimed to provide valuable insights for organisations seeking to thrive in the dynamic landscape of Industry 4.0. Through literature analysis and interviews, the researcher concluded that agile leaders possess crucial competencies and behaviours that allow them to effectively navigate the challenges and opportunities of Industry 4.0. These include effective communication, openness to change, innovative thinking, flexibility, self-management, developing others and organisational awareness. Agile leaders strategize and prepare their organisations in Industry 4.0 by adopting an adaptive leadership style, cultivating an agile decision-making culture, encouraging continuous improvement, promoting creativity and innovation and responding swiftly to changes, thus gaining a competitive edge in Industry 4.0. Embracing leadership agility enables organisations to capitalise on Industry 4.0’s opportunities and navigate its challenges, ultimately fostering a competitive business environment. By organising and synthesising the knowledge obtained in this study, a framework is proposed for agile leadership, which consolidates , Thesis (MBA) -- Faculty of Business and Economic Sciences, Business School , 2023
- Full Text:
- Date Issued: 2023-12
The contribution of generic coaching to self-leadership
- Authors: Govindjee, Kavita
- Date: 2023-12
- Subjects: Employees -- Coaching of -- Research , Mentoring in business , Leadership -- South Africa , Organizational behavior
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/65610 , vital:74204
- Description: The working landscape underwent significant changes due to the Covid-19 pandemic, leading to an increased need for employees to enhance their self-leadership skills. The advancement of these skills could assist individuals to adapt and thrive in the face of relentless change. While self-leadership skills have traditionally been cultivated through training, coaching research has typically not considered it as a process of contributing to the growth of self-leadership. This study aims to explore the contribution of generic coaching to self-leadership. A qualitative research design using a purposive sampling method was applied to a sample group consisting of nine coachees. Coaches from the researcher’s network in South Africa had referred coachees who had previously been engaged in an individual generic coaching process, such as life, health, career, business or executive coaching. This exploratory study involved conducting semi-structured online interviews to collect data. An interpretative phenomenological analysis was adopted to learn about the lived coaching experiences of the participants. A thematic analysis approach was applied to the data to extract repeated themes that could provide answers to the research questions. The themes that emerged from the data included (1) the generic coaching process, (2) the factors that facilitate effective coaching, (3) the impact of coaching, and (4) the understanding of self-leadership. The findings of the research had, to a large extent, indicated that generic coaching contributed to self-leadership. The connection between the three self-leadership strategies, the coaching process and the tools that were used made this apparent. Coaching is another method of development that can enhance employees’ self-leadership skills, accelerate growth and facilitate learning. , Thesis (MCom) -- Faculty of Business and Economic Sciences, School of Industrial Psychology and Human Resources, 2023
- Full Text:
- Date Issued: 2023-12
- Authors: Govindjee, Kavita
- Date: 2023-12
- Subjects: Employees -- Coaching of -- Research , Mentoring in business , Leadership -- South Africa , Organizational behavior
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/65610 , vital:74204
- Description: The working landscape underwent significant changes due to the Covid-19 pandemic, leading to an increased need for employees to enhance their self-leadership skills. The advancement of these skills could assist individuals to adapt and thrive in the face of relentless change. While self-leadership skills have traditionally been cultivated through training, coaching research has typically not considered it as a process of contributing to the growth of self-leadership. This study aims to explore the contribution of generic coaching to self-leadership. A qualitative research design using a purposive sampling method was applied to a sample group consisting of nine coachees. Coaches from the researcher’s network in South Africa had referred coachees who had previously been engaged in an individual generic coaching process, such as life, health, career, business or executive coaching. This exploratory study involved conducting semi-structured online interviews to collect data. An interpretative phenomenological analysis was adopted to learn about the lived coaching experiences of the participants. A thematic analysis approach was applied to the data to extract repeated themes that could provide answers to the research questions. The themes that emerged from the data included (1) the generic coaching process, (2) the factors that facilitate effective coaching, (3) the impact of coaching, and (4) the understanding of self-leadership. The findings of the research had, to a large extent, indicated that generic coaching contributed to self-leadership. The connection between the three self-leadership strategies, the coaching process and the tools that were used made this apparent. Coaching is another method of development that can enhance employees’ self-leadership skills, accelerate growth and facilitate learning. , Thesis (MCom) -- Faculty of Business and Economic Sciences, School of Industrial Psychology and Human Resources, 2023
- Full Text:
- Date Issued: 2023-12
The influence of value-based leadership on employee commitment for organisational effectiveness: a case of Mnquma Local Municipality
- Mniki, Sicelo https://orcid.org/0009-0002-8152-5150
- Authors: Mniki, Sicelo https://orcid.org/0009-0002-8152-5150
- Date: 2022-06
- Subjects: Organizational effectiveness -- South Africa , Employee motivation -- South Africa , Leadership -- South Africa
- Language: English
- Type: Doctoral theses , text
- Identifier: http://hdl.handle.net/10353/28795 , vital:75097
- Description: The main aim of this study is to assess the influence of value-based leadership on employee commitment for organisational effectiveness in Mnquma local municipality. The objectives of the study are to assess the core values of leaders and determine the most prominent value-based construct in Mnquma municipality; to examine the influence of value-based leadership on employee commitment; to verify the impact of employee commitment on organisational effectiveness, and to investigate the correlation between value-based leadership and organisational effectiveness. The study followed a convergent parallel mixed methods design and a semi-structured questionnaire and interviews were used to collect data from the sampled respondents. The researcher used the purposive sampling technique to select a sample of 170 employees including managers, and 10 portfolio heads (political leaders). An assessment of leadership core values with a focus on four higher-order values showed that administrative leaders are more concerned with self-enhancement values (overall mean: 3.1335) and conservation values (overall mean: 3.2151). On the other hand, self-transcendence values (overall mean: 2.922) and openness to change values (overall mean: 2.8349) are given less attention. The findings also showed that transformational leadership is the most prominent value-based leadership construct in Mnquma municipality (mean = 3.2500; SD = 1.01521). The Spearman Rho correlations (rs) and significance probabilities for relations between value-based leadership and employee commitment suggest that employee organisational commitment had moderately high, significant, and positive correlations with all constructs for value-based leadership. Also, the findings revealed that employee organisational commitment had a strong, significant, and positive correlation with organisational effectiveness (rs = 0.765; p < 0.0001). Furthermore, the results suggest that organisational effectiveness also had moderately high, significant, and positive correlations with all constructs for value-based leadership. Among others, the recommended strategies include the A to Z guideline for the promotion of value-based leadership, the ten pillars of value-based leadership, and strategies to improve job satisfaction, employee commitment and organisational effectiveness. , Thesis (DPA) -- Faculty of Management and Commerce, 2022
- Full Text:
- Date Issued: 2022-06
- Authors: Mniki, Sicelo https://orcid.org/0009-0002-8152-5150
- Date: 2022-06
- Subjects: Organizational effectiveness -- South Africa , Employee motivation -- South Africa , Leadership -- South Africa
- Language: English
- Type: Doctoral theses , text
- Identifier: http://hdl.handle.net/10353/28795 , vital:75097
- Description: The main aim of this study is to assess the influence of value-based leadership on employee commitment for organisational effectiveness in Mnquma local municipality. The objectives of the study are to assess the core values of leaders and determine the most prominent value-based construct in Mnquma municipality; to examine the influence of value-based leadership on employee commitment; to verify the impact of employee commitment on organisational effectiveness, and to investigate the correlation between value-based leadership and organisational effectiveness. The study followed a convergent parallel mixed methods design and a semi-structured questionnaire and interviews were used to collect data from the sampled respondents. The researcher used the purposive sampling technique to select a sample of 170 employees including managers, and 10 portfolio heads (political leaders). An assessment of leadership core values with a focus on four higher-order values showed that administrative leaders are more concerned with self-enhancement values (overall mean: 3.1335) and conservation values (overall mean: 3.2151). On the other hand, self-transcendence values (overall mean: 2.922) and openness to change values (overall mean: 2.8349) are given less attention. The findings also showed that transformational leadership is the most prominent value-based leadership construct in Mnquma municipality (mean = 3.2500; SD = 1.01521). The Spearman Rho correlations (rs) and significance probabilities for relations between value-based leadership and employee commitment suggest that employee organisational commitment had moderately high, significant, and positive correlations with all constructs for value-based leadership. Also, the findings revealed that employee organisational commitment had a strong, significant, and positive correlation with organisational effectiveness (rs = 0.765; p < 0.0001). Furthermore, the results suggest that organisational effectiveness also had moderately high, significant, and positive correlations with all constructs for value-based leadership. Among others, the recommended strategies include the A to Z guideline for the promotion of value-based leadership, the ten pillars of value-based leadership, and strategies to improve job satisfaction, employee commitment and organisational effectiveness. , Thesis (DPA) -- Faculty of Management and Commerce, 2022
- Full Text:
- Date Issued: 2022-06
Success factors for women in leadership in South Africa
- Authors: Luthuli, Zandile Silingene
- Date: 2021-04
- Subjects: Leadership in women , Women executives -- South Africa , Leadership -- South Africa
- Language: English
- Type: Master'sl theses , text
- Identifier: http://hdl.handle.net/10948/51776 , vital:43371
- Description: The purpose of the study was to gain an understanding of how women in leadership positions cope with the challenges associated with their roles and responsibilities, particularly in gender biased institutions where senior positions are predominantly occupied by males. The premise of the study is based on historical challenges associated with gender inequality. Notwithstanding women’s generous characteristics, women have been imperilled to experience gender inequality, societal stigma, and stereotypes. Consequentially, the research question was to determine the success factors and challenges of women in leadership positions in South Africa. The study seeks to determine and understand the impact on female leaders of their education level, family structure, stereotype, leadership style and organisational composition. The research was conducted by undertaking a literature review and conducting interviews using a semi-structured written questionnaire guide. Due to the rules and regulations of COVID-19 which require minimal physical face to face interaction and social distancing to reduce the spread of the virus, the interviews were conducted through Zoom video conferencing. The study revealed that most women in leadership positions are between 40 and 60 years of age. While supportive family structures provide strong moral support and enhance the opportunity to succeed, the educational level and self-belief also have a significant effect on the success of women in leadership positions in South Africa. The research findings indicate that organisational structures are not yet fully transformed to accommodate women as leaders in their management structures; therefore, organisational structure and stereotypes have a negative effect on the success of women in leadership positions in South Africa. Women in leadership positions in South Africa are still faced with stereotypic stigma challenges emanating from both society and public institutions’ inherent gender inequality. , Thesis (MA) -- Faculty of Business and Economic Sciences , Business Administration, 2021
- Full Text:
- Date Issued: 2021-04
- Authors: Luthuli, Zandile Silingene
- Date: 2021-04
- Subjects: Leadership in women , Women executives -- South Africa , Leadership -- South Africa
- Language: English
- Type: Master'sl theses , text
- Identifier: http://hdl.handle.net/10948/51776 , vital:43371
- Description: The purpose of the study was to gain an understanding of how women in leadership positions cope with the challenges associated with their roles and responsibilities, particularly in gender biased institutions where senior positions are predominantly occupied by males. The premise of the study is based on historical challenges associated with gender inequality. Notwithstanding women’s generous characteristics, women have been imperilled to experience gender inequality, societal stigma, and stereotypes. Consequentially, the research question was to determine the success factors and challenges of women in leadership positions in South Africa. The study seeks to determine and understand the impact on female leaders of their education level, family structure, stereotype, leadership style and organisational composition. The research was conducted by undertaking a literature review and conducting interviews using a semi-structured written questionnaire guide. Due to the rules and regulations of COVID-19 which require minimal physical face to face interaction and social distancing to reduce the spread of the virus, the interviews were conducted through Zoom video conferencing. The study revealed that most women in leadership positions are between 40 and 60 years of age. While supportive family structures provide strong moral support and enhance the opportunity to succeed, the educational level and self-belief also have a significant effect on the success of women in leadership positions in South Africa. The research findings indicate that organisational structures are not yet fully transformed to accommodate women as leaders in their management structures; therefore, organisational structure and stereotypes have a negative effect on the success of women in leadership positions in South Africa. Women in leadership positions in South Africa are still faced with stereotypic stigma challenges emanating from both society and public institutions’ inherent gender inequality. , Thesis (MA) -- Faculty of Business and Economic Sciences , Business Administration, 2021
- Full Text:
- Date Issued: 2021-04
Promoting leader integrity through the human resource management value chain
- Authors: De Villiers, Bridget
- Date: 2020
- Subjects: Leadership -- South Africa , Leadership -- South Africa -- Moral and ethical aspects Business ethics Professional ethics Personnel management
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: http://hdl.handle.net/10948/50469 , vital:42197
- Description: Ethical breaches in the public and private sector in South Africa are prevalent and the effects thereof pervasive on the economy and within broader society. These ethical breaches include corruption, bribery, and the mismanagement of resources and may be attributed to poor decision-making on the part of organisational leaders. The complexity of the circumstances in which organisations operate in the 21st century requires that leaders effectively navigate moral dilemmas while considering the broad range of interests represented by many organisational stakeholders. Leaders need to act in a manner that is ethically sound to avoid the negative consequences associated with unethical organisational conduct, including a loss of profit, credibility and reputation. Ethical leadership is central to moral organisational governance, as compliance with rules and regulations alone is ineffective in building and sustaining an ethical organisation. Literature points to the centrality of leader integrity to the notion of ethical leadership and that an ethical organisational culture is sustained by leaders who possess integrity. In promoting leader integrity studies highlight management interventions and organisational success factors that promote an ethical organisation. Within the context of this study these management interventions and success factors were identified as promoting leader integrity. Further, the literature identified the important role of leaders in supporting these interventions and creating the conditions necessary to foster the success factors. These management interventions are offered through and the success factors are linked to the human resource management value chain. The main aim of this study was to explore the promotion of leader integrity through the human resource management value chain in South African organisations. The main aim of the study led to the development of several theoretical and empirical sub-objectives that were addressed through the following actions: A literature study was conducted examining the nature of ethical leadership and leader integrity and included a consideration of the dark side of leadership. The literature was further examined in relation to the nature of an ethical organisation and organisational integrity, the role of the leader in promoting an ethical organisational culture, and regarding the management interventions and success factors that were seen to promote leader integrity. The insights gained from the literature review assisted in the compilation of a survey questionnaire, this being the Management Interventions and Success Factors Scale. This scale, together with an existing scale, The Perceived Leader Integrity Scale (version 1.2), were used in the empirical study to determine the perceptions of employees as to whether specific management interventions and success factors were seen to promote leader integrity, and the extent to which their managers were seen to act with integrity. These employees worked in the public and private sectors across South Africa, and a final sample size of 606 respondents was achieved. The empirical results of the study revealed that management interventions and success factors were seen to promote leader integrity. However, due to high levels of inconsistency in the responses received it was recommended that a clearer link needs to be created in terms of how the success factors and interventions promote leader integrity. The empirical study further revealed that South African leaders were seen to act with integrity, more especially not to engage in acts of extreme negative deviance such as theft or sabotage, but that there was room for improvement as there were employees who reported moderate and low levels of integrity among their managers. Together with the literature review the empirical study contributed towards the development of a model and a framework for the promotion of leader integrity across the HRM value chain. South African leaders have a crucial role to play in promoting not only the moral fibre of the organisations that they represent, but also in contributing positively to moral regeneration at both a national and a global level through effective and integrity-based organisational governance. This is achieved through adopting an integrated, strategic and holistic approach to the promotion of leader integrity as proposed in this study.
- Full Text:
- Date Issued: 2020
- Authors: De Villiers, Bridget
- Date: 2020
- Subjects: Leadership -- South Africa , Leadership -- South Africa -- Moral and ethical aspects Business ethics Professional ethics Personnel management
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: http://hdl.handle.net/10948/50469 , vital:42197
- Description: Ethical breaches in the public and private sector in South Africa are prevalent and the effects thereof pervasive on the economy and within broader society. These ethical breaches include corruption, bribery, and the mismanagement of resources and may be attributed to poor decision-making on the part of organisational leaders. The complexity of the circumstances in which organisations operate in the 21st century requires that leaders effectively navigate moral dilemmas while considering the broad range of interests represented by many organisational stakeholders. Leaders need to act in a manner that is ethically sound to avoid the negative consequences associated with unethical organisational conduct, including a loss of profit, credibility and reputation. Ethical leadership is central to moral organisational governance, as compliance with rules and regulations alone is ineffective in building and sustaining an ethical organisation. Literature points to the centrality of leader integrity to the notion of ethical leadership and that an ethical organisational culture is sustained by leaders who possess integrity. In promoting leader integrity studies highlight management interventions and organisational success factors that promote an ethical organisation. Within the context of this study these management interventions and success factors were identified as promoting leader integrity. Further, the literature identified the important role of leaders in supporting these interventions and creating the conditions necessary to foster the success factors. These management interventions are offered through and the success factors are linked to the human resource management value chain. The main aim of this study was to explore the promotion of leader integrity through the human resource management value chain in South African organisations. The main aim of the study led to the development of several theoretical and empirical sub-objectives that were addressed through the following actions: A literature study was conducted examining the nature of ethical leadership and leader integrity and included a consideration of the dark side of leadership. The literature was further examined in relation to the nature of an ethical organisation and organisational integrity, the role of the leader in promoting an ethical organisational culture, and regarding the management interventions and success factors that were seen to promote leader integrity. The insights gained from the literature review assisted in the compilation of a survey questionnaire, this being the Management Interventions and Success Factors Scale. This scale, together with an existing scale, The Perceived Leader Integrity Scale (version 1.2), were used in the empirical study to determine the perceptions of employees as to whether specific management interventions and success factors were seen to promote leader integrity, and the extent to which their managers were seen to act with integrity. These employees worked in the public and private sectors across South Africa, and a final sample size of 606 respondents was achieved. The empirical results of the study revealed that management interventions and success factors were seen to promote leader integrity. However, due to high levels of inconsistency in the responses received it was recommended that a clearer link needs to be created in terms of how the success factors and interventions promote leader integrity. The empirical study further revealed that South African leaders were seen to act with integrity, more especially not to engage in acts of extreme negative deviance such as theft or sabotage, but that there was room for improvement as there were employees who reported moderate and low levels of integrity among their managers. Together with the literature review the empirical study contributed towards the development of a model and a framework for the promotion of leader integrity across the HRM value chain. South African leaders have a crucial role to play in promoting not only the moral fibre of the organisations that they represent, but also in contributing positively to moral regeneration at both a national and a global level through effective and integrity-based organisational governance. This is achieved through adopting an integrated, strategic and holistic approach to the promotion of leader integrity as proposed in this study.
- Full Text:
- Date Issued: 2020
The effect of leadership on organisational culture and employee engagement in the South African horseracing industry
- Authors: Doorgapershad,Vikash
- Date: 2020
- Subjects: Leadership -- South Africa , Corporate culture -- South Africa Organisational behaviour Employee motivation
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/50524 , vital:42210
- Description: The South African horseracing industry dates back to the late 1700’s, and since then has given rise to the gambling industry within the country which has become a major form of entertainment to many. The horseracing industry in South Africa is run by various stakeholders that contribute to the three sectors of the industry - agriculture, sport and gambling. The industry contributes significantly to South Africa’s GDP in the form of gambling revenue, and has created employment for thousands of people. However, over the past decade there has been a decline in the revenue required to sustain the sport of horseracing. This revenue decline is evident in the reported annual figures of the horseracing operators Phumelela Gaming & Leisure Ltd and Gold Circle (Pty) Ltd. The study that follows investigates concepts of organisational culture, employee engagement and employee performance (dependent variable) as possible causes for the decline in the revenue for the horseracing operators by examining the effects of the independent variables, leadership, financial goals and objectives, policies and procedures, innovation and the nature of business of these concepts. This was achieved by collecting data from respondents from Phumelela Gaming & Leisure and Gold Circle, and analysing them in accordance with the literature on the above dependent and independent variables. The empirical results of the study indicate that the concepts mentioned above play a significant role in the problem/s faced by the horseracing operators, and that not enough is being done to address employee related issues. As the economic climate within the country struggles during Covid-19, it has become evident that the problems faced by Phumelela Gaming & Leisure and Gold Circle need to be addressed urgently to ensure survival and sustainability of their businesses, and the horseracing industry.
- Full Text:
- Date Issued: 2020
- Authors: Doorgapershad,Vikash
- Date: 2020
- Subjects: Leadership -- South Africa , Corporate culture -- South Africa Organisational behaviour Employee motivation
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/50524 , vital:42210
- Description: The South African horseracing industry dates back to the late 1700’s, and since then has given rise to the gambling industry within the country which has become a major form of entertainment to many. The horseracing industry in South Africa is run by various stakeholders that contribute to the three sectors of the industry - agriculture, sport and gambling. The industry contributes significantly to South Africa’s GDP in the form of gambling revenue, and has created employment for thousands of people. However, over the past decade there has been a decline in the revenue required to sustain the sport of horseracing. This revenue decline is evident in the reported annual figures of the horseracing operators Phumelela Gaming & Leisure Ltd and Gold Circle (Pty) Ltd. The study that follows investigates concepts of organisational culture, employee engagement and employee performance (dependent variable) as possible causes for the decline in the revenue for the horseracing operators by examining the effects of the independent variables, leadership, financial goals and objectives, policies and procedures, innovation and the nature of business of these concepts. This was achieved by collecting data from respondents from Phumelela Gaming & Leisure and Gold Circle, and analysing them in accordance with the literature on the above dependent and independent variables. The empirical results of the study indicate that the concepts mentioned above play a significant role in the problem/s faced by the horseracing operators, and that not enough is being done to address employee related issues. As the economic climate within the country struggles during Covid-19, it has become evident that the problems faced by Phumelela Gaming & Leisure and Gold Circle need to be addressed urgently to ensure survival and sustainability of their businesses, and the horseracing industry.
- Full Text:
- Date Issued: 2020
The leadership style of Richard Branson: a psychobiography
- Authors: Fourie, Megan
- Date: 2020
- Subjects: Leadership -- South Africa , Psychology -- Biographical methods
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/50557 , vital:42221
- Description: Transformational leadership (TFL) is a leadership theory that describes how leaders create change through their ability to inspire and motivate followers toward self-improvement and innovation that benefits the individual, the group, and the organisation as a whole.This psychobiographical research study explored the leadership style of Richard Branson by using Bass’s theory of transformational leadership. An exploratory-descriptive design was utilised to examine Branson’s life history. He was selected for the study through non-probability purposive sampling based on his history as an extraordinary leader and entrepreneur. Primary and secondary sources of historical and biographical data were used in the data collection process. The data was then processed using thematic analysis against the theoretical framework of transformational leadership. From an ethical perspective, the researcher took care to avoid the misrepresentation of the subject, thus balancing objective research with respect for the psychobiographical content and minimising the risk of doing harm. The findings demonstrated that Branson’s leadership style consists of, and corresponds to a large extent, to the four major components of TFL.
- Full Text:
- Date Issued: 2020
- Authors: Fourie, Megan
- Date: 2020
- Subjects: Leadership -- South Africa , Psychology -- Biographical methods
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/50557 , vital:42221
- Description: Transformational leadership (TFL) is a leadership theory that describes how leaders create change through their ability to inspire and motivate followers toward self-improvement and innovation that benefits the individual, the group, and the organisation as a whole.This psychobiographical research study explored the leadership style of Richard Branson by using Bass’s theory of transformational leadership. An exploratory-descriptive design was utilised to examine Branson’s life history. He was selected for the study through non-probability purposive sampling based on his history as an extraordinary leader and entrepreneur. Primary and secondary sources of historical and biographical data were used in the data collection process. The data was then processed using thematic analysis against the theoretical framework of transformational leadership. From an ethical perspective, the researcher took care to avoid the misrepresentation of the subject, thus balancing objective research with respect for the psychobiographical content and minimising the risk of doing harm. The findings demonstrated that Branson’s leadership style consists of, and corresponds to a large extent, to the four major components of TFL.
- Full Text:
- Date Issued: 2020
A leadership development model to enhance ethical governance in South Africa
- Authors: Els, Ryno Juan
- Date: 2019
- Subjects: Leadership -- South Africa , Public administration -- Moral and ethical aspects Corporate governance Business ethics -- South Africa Africa Professional ethics Organizational behavior -- Moral and ethical aspects
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: http://hdl.handle.net/10948/39863 , vital:35489
- Description: From the United States of America’s White House to the Vatican in Vatican City, from Harare, Zimbabwe to the Union buildings in South Africa, to large organisations like Volkswagen, BP and KPMG, leadership failures are prolific. Globalised and local leadership failures and scandals are plagued by narcissistic, toxic, corrupt and dishonest behaviour by heads of state, CEOs and clergy. The effect of executive leadership failures is that they set the tone for a corrupt culture that spirals negatively down to grass-roots level. Unethical leadership in organisations manifests in various ways including misconduct, deception and cheating. Apart from regular exposés of leadership scandals globally, there has been a notable increase in ethical leadership derailments caused by unethical behaviour. The question is why leaders, who are considered to understand value-based morality, engage in unethical behaviour when confronted with the opportunity. In recent, empirical research in behavioural ethics and moral psychology, it was found that morally sound leaders often indulge in unethical behaviour. Unethical leadership behaviour includes misdemeanours in tax returns, overstating performance, inflating business expense accounts, involvement in corruption, counter-productive work behaviour, being morally disengaged and being untruthful during negotiations. Recent research indicates that unethical leadership leads to an increase in poor governance and propels vicious cycles that have a negative impact on human development, economic growth and the environment. This research study includes traditional and contemporary leadership theories that have been evaluated as well as an in-depth discussion of the necessity and importance of ethical governance. An innovative, ethical leadership development model has been designed and aligned with servant, ethical, authentic and integrated leadership styles where spiritual, cultural and emotional intelligences play a significant role in leadership maturity. A fresh perspective on the King IV Report (2016) as an international benchmark together with other authoritative literature and case studies of unethical governance have been discussed to shed light on the latest leadership theories and ethics in the 21st century. The findings of this study have been tested statistically by means of structural equation modelling (SEM). The findings confirmed empirically that accountability, stakeholders’ interests and the regulatory environment need to be implemented by ethical leaders in order to enhance ethical governance. The lack of a practical, outcome-based, leadership development model provided an opportunity to develop an ethical leadership development model that would have a positive impact on ethical governance, thereby contributing to the body of knowledge.
- Full Text:
- Date Issued: 2019
- Authors: Els, Ryno Juan
- Date: 2019
- Subjects: Leadership -- South Africa , Public administration -- Moral and ethical aspects Corporate governance Business ethics -- South Africa Africa Professional ethics Organizational behavior -- Moral and ethical aspects
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: http://hdl.handle.net/10948/39863 , vital:35489
- Description: From the United States of America’s White House to the Vatican in Vatican City, from Harare, Zimbabwe to the Union buildings in South Africa, to large organisations like Volkswagen, BP and KPMG, leadership failures are prolific. Globalised and local leadership failures and scandals are plagued by narcissistic, toxic, corrupt and dishonest behaviour by heads of state, CEOs and clergy. The effect of executive leadership failures is that they set the tone for a corrupt culture that spirals negatively down to grass-roots level. Unethical leadership in organisations manifests in various ways including misconduct, deception and cheating. Apart from regular exposés of leadership scandals globally, there has been a notable increase in ethical leadership derailments caused by unethical behaviour. The question is why leaders, who are considered to understand value-based morality, engage in unethical behaviour when confronted with the opportunity. In recent, empirical research in behavioural ethics and moral psychology, it was found that morally sound leaders often indulge in unethical behaviour. Unethical leadership behaviour includes misdemeanours in tax returns, overstating performance, inflating business expense accounts, involvement in corruption, counter-productive work behaviour, being morally disengaged and being untruthful during negotiations. Recent research indicates that unethical leadership leads to an increase in poor governance and propels vicious cycles that have a negative impact on human development, economic growth and the environment. This research study includes traditional and contemporary leadership theories that have been evaluated as well as an in-depth discussion of the necessity and importance of ethical governance. An innovative, ethical leadership development model has been designed and aligned with servant, ethical, authentic and integrated leadership styles where spiritual, cultural and emotional intelligences play a significant role in leadership maturity. A fresh perspective on the King IV Report (2016) as an international benchmark together with other authoritative literature and case studies of unethical governance have been discussed to shed light on the latest leadership theories and ethics in the 21st century. The findings of this study have been tested statistically by means of structural equation modelling (SEM). The findings confirmed empirically that accountability, stakeholders’ interests and the regulatory environment need to be implemented by ethical leaders in order to enhance ethical governance. The lack of a practical, outcome-based, leadership development model provided an opportunity to develop an ethical leadership development model that would have a positive impact on ethical governance, thereby contributing to the body of knowledge.
- Full Text:
- Date Issued: 2019
Leadership influence on organisational performance at Eskom
- Authors: Xawuka, Asanda
- Date: 2019
- Subjects: Leadership -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/42433 , vital:36655
- Description: The role and the impact of leadership in business and society is a topic of interest to many in business. This is evident by the increase in the number of studies on the topic of leadership. Organisational leaders are responsible to oversee the company’s operations including the allocation of resources, people management and to facilitate process integration to enable the organisation to achieve its stated objectives. State-Owned Enterprises (SOEs) such as Eskom has a mandate to provide infrastructure services to improve the country’s economic conditions. In particular, Eskom is responsible for electricity generation, transmission and distribution in South Africa and other neighbouring counties. Infrastructure development is much needed in South Africa (SA) to enable the country to attract investors and to grow local businesses, as its economy was downgraded to one notch above‘junk status’ in June 2017 (Mutize & Gossel, 2017). Apart from social responsibility, SOEs are required to operate efficiently in line with good corporate governance and become self-sufficient to fund their own future growth plans. Hence, the importance of SOEs to improve their own performance and efficiencies. In the past few years, Eskom has underperformed in meeting its key deliverables as stipulated in the shareholder compact. These include the electrification of households, maintenance of the current infrastructure and the building of excess electricity capacity. The poor performance has negatively affected the country economy due to planned outages when trying to balance electricity demand and supply. It has further contributed to ongoing community service delivery protests, which costs the country millions of rands (Kekana, 2017; Nyembezi, 2015). In the same period, the company faced many leadership changes which partly contribute to its not fully implementing its strategic plans. The objective of this study was to contribute to a possible improvement in Eskom’s performance by examining the influence of leadership on organisational performance, using the independent variables of the leadership conduct (authenticity), work support and performance determinants (culture, communication, change management, strategy implementation and talent management) and further to add to the current literature in explaining how leadership influences performance. The research design was positivistic asthe relationship amongst the above-mentioned variables was statistically tested. The sample consisted of 111 managerial and non-managerial employees in Eskom, across the nine provinces in South Africa. The empirical results were reported and interpreted. The results revealed that the talent management process, work support, effective communication and strategy implementation have a positive influence on employee performance, which in turn has a positive influence on organisational performance. These results were discussed in terms of the implications they hold for the leadership at Eskom. The limitations are reported, thereby providing areas for possible future research.
- Full Text:
- Date Issued: 2019
- Authors: Xawuka, Asanda
- Date: 2019
- Subjects: Leadership -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/42433 , vital:36655
- Description: The role and the impact of leadership in business and society is a topic of interest to many in business. This is evident by the increase in the number of studies on the topic of leadership. Organisational leaders are responsible to oversee the company’s operations including the allocation of resources, people management and to facilitate process integration to enable the organisation to achieve its stated objectives. State-Owned Enterprises (SOEs) such as Eskom has a mandate to provide infrastructure services to improve the country’s economic conditions. In particular, Eskom is responsible for electricity generation, transmission and distribution in South Africa and other neighbouring counties. Infrastructure development is much needed in South Africa (SA) to enable the country to attract investors and to grow local businesses, as its economy was downgraded to one notch above‘junk status’ in June 2017 (Mutize & Gossel, 2017). Apart from social responsibility, SOEs are required to operate efficiently in line with good corporate governance and become self-sufficient to fund their own future growth plans. Hence, the importance of SOEs to improve their own performance and efficiencies. In the past few years, Eskom has underperformed in meeting its key deliverables as stipulated in the shareholder compact. These include the electrification of households, maintenance of the current infrastructure and the building of excess electricity capacity. The poor performance has negatively affected the country economy due to planned outages when trying to balance electricity demand and supply. It has further contributed to ongoing community service delivery protests, which costs the country millions of rands (Kekana, 2017; Nyembezi, 2015). In the same period, the company faced many leadership changes which partly contribute to its not fully implementing its strategic plans. The objective of this study was to contribute to a possible improvement in Eskom’s performance by examining the influence of leadership on organisational performance, using the independent variables of the leadership conduct (authenticity), work support and performance determinants (culture, communication, change management, strategy implementation and talent management) and further to add to the current literature in explaining how leadership influences performance. The research design was positivistic asthe relationship amongst the above-mentioned variables was statistically tested. The sample consisted of 111 managerial and non-managerial employees in Eskom, across the nine provinces in South Africa. The empirical results were reported and interpreted. The results revealed that the talent management process, work support, effective communication and strategy implementation have a positive influence on employee performance, which in turn has a positive influence on organisational performance. These results were discussed in terms of the implications they hold for the leadership at Eskom. The limitations are reported, thereby providing areas for possible future research.
- Full Text:
- Date Issued: 2019
The relationship between leadership behaviours and employee inclusion
- Authors: Jagers,Leizel Hilary
- Date: 2019
- Subjects: Leadership -- South Africa , Diversity in the workplace Organizational behavior Work -- Psychological aspects Psychology, Industrial
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/40084 , vital:35753
- Description: In recent times, the discussion on diversity has shifted to that of inclusion. Employee inclusion plays an integral role in the quality of the organisational environment to create an organisation that maximises and leverages diverse talents, backgrounds and perspectives of all employees to increase organisational success. Inclusion has emerged as a contemporary area of exploration while diversity embraces a rich body of research. Leadership theorists have yet to discover an approach to inclusive leadership. It is interesting to note the lack of integration concerning the relationship between leadership behaviours and employee inclusion within a South African context, thus it is worth exploring what meaning and interpretation employee inclusion holds in a diverse South African work context. The aim of this study was to determine whether a relationship exists between leadership behaviours and employee inclusion. A literature study was conducted to explore work previously done regarding leadership behaviours and employee inclusion. For the empirical study, a positivistic paradigm with a quantitative research method was utilised. The confectionary organisation under study is situated in the Eastern Cape province of South Africa. The leadership behaviours of production line managers (n = 11) contributing to employee inclusion of production line workers (n = 141) was studied by means of a survey in the research design. To compensate for the simplistic responses to complex issues, both closed-ended and open-ended surveys were administered. Random sampling was selected as the sampling strategy for this study. In addition, the research study made use of both inferential and descriptive statistic techniques. A statistically significant relationship exists between leadership behaviours and employee inclusion. The findings reveal that production line managers generally believe that they exhibit leadership behaviours associated with employee inclusion, whereas production line workers generally believe that their managers exhibit certain, but not all leadership behaviours associated with employee inclusion. Furthermore, production line managers leaned towards a positive point of view of their perception of the extent to which production line workers experience employee inclusion. However, most of production line workers leaned towards a negative point of view whilst the minority leaned towards a positive point of view in relation to the extent to which they experience employee inclusion. These findings suggest that components of leadership behaviour namely commitment, courage, cognizance of bias, curiosity, cultural intelligence and collaboration correlate strongly to employee inclusion in terms of uniqueness and belongingness. The leadership behaviours discussed in the literature and empirical study can contribute to future studies in terms of creating an inclusive leadership approach or style as this has not been discovered yet. Leaders should be aware of their leadership behaviours and familiarise themselves with and implement the preferred leadership behaviours for employee inclusion through self-development initiatives, leadership training and social change initiatives. Furthermore, leaders should practice leadership behaviours and techniques based on each situation, individual or group with a specific focus on the six signature traits of an inclusive leader and finally, organisations should create opportunities for employees to give feedback to their managers to raise awareness around the importance of employee inclusion.
- Full Text:
- Date Issued: 2019
- Authors: Jagers,Leizel Hilary
- Date: 2019
- Subjects: Leadership -- South Africa , Diversity in the workplace Organizational behavior Work -- Psychological aspects Psychology, Industrial
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/40084 , vital:35753
- Description: In recent times, the discussion on diversity has shifted to that of inclusion. Employee inclusion plays an integral role in the quality of the organisational environment to create an organisation that maximises and leverages diverse talents, backgrounds and perspectives of all employees to increase organisational success. Inclusion has emerged as a contemporary area of exploration while diversity embraces a rich body of research. Leadership theorists have yet to discover an approach to inclusive leadership. It is interesting to note the lack of integration concerning the relationship between leadership behaviours and employee inclusion within a South African context, thus it is worth exploring what meaning and interpretation employee inclusion holds in a diverse South African work context. The aim of this study was to determine whether a relationship exists between leadership behaviours and employee inclusion. A literature study was conducted to explore work previously done regarding leadership behaviours and employee inclusion. For the empirical study, a positivistic paradigm with a quantitative research method was utilised. The confectionary organisation under study is situated in the Eastern Cape province of South Africa. The leadership behaviours of production line managers (n = 11) contributing to employee inclusion of production line workers (n = 141) was studied by means of a survey in the research design. To compensate for the simplistic responses to complex issues, both closed-ended and open-ended surveys were administered. Random sampling was selected as the sampling strategy for this study. In addition, the research study made use of both inferential and descriptive statistic techniques. A statistically significant relationship exists between leadership behaviours and employee inclusion. The findings reveal that production line managers generally believe that they exhibit leadership behaviours associated with employee inclusion, whereas production line workers generally believe that their managers exhibit certain, but not all leadership behaviours associated with employee inclusion. Furthermore, production line managers leaned towards a positive point of view of their perception of the extent to which production line workers experience employee inclusion. However, most of production line workers leaned towards a negative point of view whilst the minority leaned towards a positive point of view in relation to the extent to which they experience employee inclusion. These findings suggest that components of leadership behaviour namely commitment, courage, cognizance of bias, curiosity, cultural intelligence and collaboration correlate strongly to employee inclusion in terms of uniqueness and belongingness. The leadership behaviours discussed in the literature and empirical study can contribute to future studies in terms of creating an inclusive leadership approach or style as this has not been discovered yet. Leaders should be aware of their leadership behaviours and familiarise themselves with and implement the preferred leadership behaviours for employee inclusion through self-development initiatives, leadership training and social change initiatives. Furthermore, leaders should practice leadership behaviours and techniques based on each situation, individual or group with a specific focus on the six signature traits of an inclusive leader and finally, organisations should create opportunities for employees to give feedback to their managers to raise awareness around the importance of employee inclusion.
- Full Text:
- Date Issued: 2019
The relationship between leadership styles and work engagement within the workplace
- Authors: Soares, Michelle
- Date: 2018
- Subjects: Leadership -- South Africa , Management -- Employee participation Employee motivation Work environment Organizational behavior
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: http://hdl.handle.net/10948/35480 , vital:33738
- Description: The proposed research was designed to investigate the relationship between leadership styles and work engagement within the workplace. The introduction provided the background to the research study, a brief theoretical overview of the leadership styles and work engagement as well as the relationship between the two variables was discussed. An overview of the motivation of the study, problem statements, research objectives and the propositions were also considered. A literature review provided a background to the origins, definitions, approaches, characteristics, styles, benefits, consequences, theories and models of leadership and work engagement. Thereafter, the relationship between the two variables were discussed and the propositions were revisited. The type of research conducted was an empirical study which utilised correlational and crosssectional design. The research methodology dealt with the population and sample, the measuring instruments, procedure, validity, reliability and ended off with the ethical standards that were considered whilst the research study was conducted. The findings attempted to answer whether a relationship existed between perceptions of leadership styles with the primary aim to either accept or reject the propositions posed in the preceding chapters. The research study concluded in discussing the results and attempted to link it to the literature that was presented in Chapter Two. The main aim was to identify whether relationships existed between the two variables. The study then concluded in discussing the limitations that were found in the study and discussed possible recommendations for the organisation and for potential future researchers who display an interest in pursuing this study further. In conclusion, the findings posed significant implications for leaders within the workplace who aspire to increase their employees’ work engagement levels for purposes of improving the effectiveness and efficiency of their employees’ overall performance towards achieving the business objectives.
- Full Text:
- Date Issued: 2018
- Authors: Soares, Michelle
- Date: 2018
- Subjects: Leadership -- South Africa , Management -- Employee participation Employee motivation Work environment Organizational behavior
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: http://hdl.handle.net/10948/35480 , vital:33738
- Description: The proposed research was designed to investigate the relationship between leadership styles and work engagement within the workplace. The introduction provided the background to the research study, a brief theoretical overview of the leadership styles and work engagement as well as the relationship between the two variables was discussed. An overview of the motivation of the study, problem statements, research objectives and the propositions were also considered. A literature review provided a background to the origins, definitions, approaches, characteristics, styles, benefits, consequences, theories and models of leadership and work engagement. Thereafter, the relationship between the two variables were discussed and the propositions were revisited. The type of research conducted was an empirical study which utilised correlational and crosssectional design. The research methodology dealt with the population and sample, the measuring instruments, procedure, validity, reliability and ended off with the ethical standards that were considered whilst the research study was conducted. The findings attempted to answer whether a relationship existed between perceptions of leadership styles with the primary aim to either accept or reject the propositions posed in the preceding chapters. The research study concluded in discussing the results and attempted to link it to the literature that was presented in Chapter Two. The main aim was to identify whether relationships existed between the two variables. The study then concluded in discussing the limitations that were found in the study and discussed possible recommendations for the organisation and for potential future researchers who display an interest in pursuing this study further. In conclusion, the findings posed significant implications for leaders within the workplace who aspire to increase their employees’ work engagement levels for purposes of improving the effectiveness and efficiency of their employees’ overall performance towards achieving the business objectives.
- Full Text:
- Date Issued: 2018
Servant and ethical leadership of self-employed healthcare practitioners in the Eastern Cape and Western Cape
- Hlongwane, Nomasonto Sophie, Farrington, Shelley
- Authors: Hlongwane, Nomasonto Sophie , Farrington, Shelley
- Date: 2016
- Subjects: Health facilities -- Administration , Leadership -- South Africa , Medical personnel -- South Africa
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: http://hdl.handle.net/10948/6969 , vital:21180
- Description: Healthcare is the main contributor to the well-being of the population and the country. Healthcare services ensure that the country has a healthy and productive workforce which influences economic growth. Self-employed healthcare practitioners are key role players in the healthcare system in South Africa. However they are faced with several challenges that affect their relationship with their employees and the service offered in their practises. A lack of leadership skills, professionalism, budget constraints, corruption, increased legislation, medical negligence, poor human resources and poor management are mentioned in this study as part of the challenges facing self-employed healthcare practitioners. Against this background, the primary objective of this study was to establish the level of Servant and Ethical leadership displayed by self-employed healthcare practitioners in both the Eastern Cape and Western Cape, and to investigate whether the dimensions of these leadership styles influence Job satisfaction and Perceived financial performance. In this study a quantitative approach was adopted. A form of purposive sampling called criterion sampling was used to draw the sample for this study. The sample consisted of self-employed healthcare practitioners and their employees in the Eastern and Western Cape Provinces. The survey methodology was implemented using self-administered structured questionnaires. A total of 241 questionnaires were deemed usable, and were subjected to statistical analysis. Factor analysis was used to assess the validity of the independent (dimensions of Servant and Ethical leadership) and dependent variables (Job satisfaction and Perceived financial performance). More specifically, factor analysis was utilised to conduct tests of uni-dimensionality and principal components were used as the extraction method to produce an unrotated factor matrix. Concerning validity assessments, only factors with two or more items loading on them were included for further analysis. Items that did not load were discarded and were subsequently excluded from further statistical analysis. In this study, four items intended to measure Job satisfaction all loaded together as expected. Of the six items intended to measure Perceived financial performance, five items loaded together. Only one item did not load onto this factor and was excluded from further analysis. The items measuring the dimensions of Servant leadership, namely Humility, Servanthood, Caring for others and Developing others, loaded onto the respective factors as expected. All items measuring the dimensions of Ethical leadership, namely Integrity, Ethical commitment, Ethical guidance, Fairness and Sustainability, also loaded as expected. The Cronbach‟s alpha coefficients for all variables were greater than 0.7 which provided sufficient evidence of reliability of the scales. Statistical techniques used to analyse the empirical data, which included the descriptive statistics, Pearson product moment correlations and multiple regression (MRA). T-tests were explained as the method used to determine whether significant differences existed in the mean scores of self-employed healthcare practitioners and their employees for the leadership styles (Servant and Ethical leadership) under investigation. The results of the study show that for the dimensions of Servant leadership, both the healthcare practitioners and their employees returned the highest mean for Caring for others. The majority of self-employed healthcare practitioners agreed that they adopted these dimensions. The majority of employees also agreed that the self-employed healthcare practitioners use these dimensions. Statistically significant differences were found in terms of the mean scores returned for the level of Humility and Caring for others displayed by the self-employed healthcare practitioners. No significant differences were found between the mean scores returned for Servanthood and Developing others for the two sample groups. A significant difference was reported for mean scores returned for the levels of Integrity, Ethical commitment, Ethical guidance, and Fairness. No, significant difference was reported for Sustainability for the two sample groups. The multiple regression analysis (MRA) shows that the dimensions of Servant leadership Developing others and Caring for others had a significant positive influence on Job satisfaction. The MRA results also show a significant positive influence between Fairness, Ethical guidance and Ethical commitment and Job satisfaction. Based on the findings of the study several recommendations were put forward to ensure a Servant and Ethical behaviour among self-employed healthcare practitioners.
- Full Text:
- Date Issued: 2016
- Authors: Hlongwane, Nomasonto Sophie , Farrington, Shelley
- Date: 2016
- Subjects: Health facilities -- Administration , Leadership -- South Africa , Medical personnel -- South Africa
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: http://hdl.handle.net/10948/6969 , vital:21180
- Description: Healthcare is the main contributor to the well-being of the population and the country. Healthcare services ensure that the country has a healthy and productive workforce which influences economic growth. Self-employed healthcare practitioners are key role players in the healthcare system in South Africa. However they are faced with several challenges that affect their relationship with their employees and the service offered in their practises. A lack of leadership skills, professionalism, budget constraints, corruption, increased legislation, medical negligence, poor human resources and poor management are mentioned in this study as part of the challenges facing self-employed healthcare practitioners. Against this background, the primary objective of this study was to establish the level of Servant and Ethical leadership displayed by self-employed healthcare practitioners in both the Eastern Cape and Western Cape, and to investigate whether the dimensions of these leadership styles influence Job satisfaction and Perceived financial performance. In this study a quantitative approach was adopted. A form of purposive sampling called criterion sampling was used to draw the sample for this study. The sample consisted of self-employed healthcare practitioners and their employees in the Eastern and Western Cape Provinces. The survey methodology was implemented using self-administered structured questionnaires. A total of 241 questionnaires were deemed usable, and were subjected to statistical analysis. Factor analysis was used to assess the validity of the independent (dimensions of Servant and Ethical leadership) and dependent variables (Job satisfaction and Perceived financial performance). More specifically, factor analysis was utilised to conduct tests of uni-dimensionality and principal components were used as the extraction method to produce an unrotated factor matrix. Concerning validity assessments, only factors with two or more items loading on them were included for further analysis. Items that did not load were discarded and were subsequently excluded from further statistical analysis. In this study, four items intended to measure Job satisfaction all loaded together as expected. Of the six items intended to measure Perceived financial performance, five items loaded together. Only one item did not load onto this factor and was excluded from further analysis. The items measuring the dimensions of Servant leadership, namely Humility, Servanthood, Caring for others and Developing others, loaded onto the respective factors as expected. All items measuring the dimensions of Ethical leadership, namely Integrity, Ethical commitment, Ethical guidance, Fairness and Sustainability, also loaded as expected. The Cronbach‟s alpha coefficients for all variables were greater than 0.7 which provided sufficient evidence of reliability of the scales. Statistical techniques used to analyse the empirical data, which included the descriptive statistics, Pearson product moment correlations and multiple regression (MRA). T-tests were explained as the method used to determine whether significant differences existed in the mean scores of self-employed healthcare practitioners and their employees for the leadership styles (Servant and Ethical leadership) under investigation. The results of the study show that for the dimensions of Servant leadership, both the healthcare practitioners and their employees returned the highest mean for Caring for others. The majority of self-employed healthcare practitioners agreed that they adopted these dimensions. The majority of employees also agreed that the self-employed healthcare practitioners use these dimensions. Statistically significant differences were found in terms of the mean scores returned for the level of Humility and Caring for others displayed by the self-employed healthcare practitioners. No significant differences were found between the mean scores returned for Servanthood and Developing others for the two sample groups. A significant difference was reported for mean scores returned for the levels of Integrity, Ethical commitment, Ethical guidance, and Fairness. No, significant difference was reported for Sustainability for the two sample groups. The multiple regression analysis (MRA) shows that the dimensions of Servant leadership Developing others and Caring for others had a significant positive influence on Job satisfaction. The MRA results also show a significant positive influence between Fairness, Ethical guidance and Ethical commitment and Job satisfaction. Based on the findings of the study several recommendations were put forward to ensure a Servant and Ethical behaviour among self-employed healthcare practitioners.
- Full Text:
- Date Issued: 2016
The role alumni can play in the development of disadvantaged schools
- Geswindt, Paul Gustav Garnett
- Authors: Geswindt, Paul Gustav Garnett
- Date: 2013
- Subjects: Schools -- Alumni and alumnae -- South Africa , Leadership -- South Africa
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9101 , http://hdl.handle.net/10948/d1012202 , Schools -- Alumni and alumnae -- South Africa , Leadership -- South Africa
- Description: The majority of South African public schools are not performing well considering the overall learner success rates in specifically so called disadvantaged schools. Many factors contribute to this situation, however, all education stakeholders contribute in some way to the success or failure of schools. In this regard alumni of disadvantaged schools in South Africa have not played an active role in supporting their alma maters. This research sought to identify the various roles alumni can play in the development of disadvantaged schools. As innovative strategies to the public education crisis in South Africa are required, one such strategy is to involve a neglected stakeholder group such as alumni to share their skills and resources towards improving the different aspects of school development. There are very few examples of functioning alumni associations at previously disadvantaged schools in the Eastern Cape. Sharing information on a study of two selected schools with already established alumni associations could be of value to other schools in the establishment of their own alumni associations in order to support school improvement and development initiatives. Therefore, based on the findings of this study and from evidence in literature, the researcher concludes that alumni associations can play a meaningful role in developing and transforming disadvantaged schools in a young and developing democracy as in the case of South Africa. This study looked at, amongst other aspects, at the roles and contributions that alumni may play in the development of their alma maters and finally offer guidelines in the establishment of alumni associations.
- Full Text:
- Date Issued: 2013
- Authors: Geswindt, Paul Gustav Garnett
- Date: 2013
- Subjects: Schools -- Alumni and alumnae -- South Africa , Leadership -- South Africa
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9101 , http://hdl.handle.net/10948/d1012202 , Schools -- Alumni and alumnae -- South Africa , Leadership -- South Africa
- Description: The majority of South African public schools are not performing well considering the overall learner success rates in specifically so called disadvantaged schools. Many factors contribute to this situation, however, all education stakeholders contribute in some way to the success or failure of schools. In this regard alumni of disadvantaged schools in South Africa have not played an active role in supporting their alma maters. This research sought to identify the various roles alumni can play in the development of disadvantaged schools. As innovative strategies to the public education crisis in South Africa are required, one such strategy is to involve a neglected stakeholder group such as alumni to share their skills and resources towards improving the different aspects of school development. There are very few examples of functioning alumni associations at previously disadvantaged schools in the Eastern Cape. Sharing information on a study of two selected schools with already established alumni associations could be of value to other schools in the establishment of their own alumni associations in order to support school improvement and development initiatives. Therefore, based on the findings of this study and from evidence in literature, the researcher concludes that alumni associations can play a meaningful role in developing and transforming disadvantaged schools in a young and developing democracy as in the case of South Africa. This study looked at, amongst other aspects, at the roles and contributions that alumni may play in the development of their alma maters and finally offer guidelines in the establishment of alumni associations.
- Full Text:
- Date Issued: 2013
The relationship between authentic leadership, psychological capital, psychological climate, team commitment and the intention to quit in a South African manufacturing organisation
- Authors: Munyaka, Sharon Audley
- Date: 2012
- Subjects: Leadership -- South Africa , Organizational commitment -- South Africa , Work environment -- South Africa , Employees -- Resignation -- South Africa , Tire industry workers -- South Africa
- Language: English
- Type: Thesis , Doctoral , DCom
- Identifier: vital:9418 , http://hdl.handle.net/10948/d1021088
- Description: Grounded in the positive psychology paradigm the recently recognised core construct of psychological capital was focussed in a South African study. A non-experimental, correlational study (n=204) examined the relationship between authentic leadership, psychological capital, psychological climate, team commitment and intention to quit. The present study was exploratory in nature and the pattern of relationships being investigated had not been previously tested in a South African context. A self-administered composite questionnaire consisting of five psychological scales were distributed to employees in the junior to senior management level at a global tyre manufacturing organisation based in Port Elizabeth, South Africa. The five scales were the Authentic Leadership Questionnaire by Walumbwa, Psychological Capital Questionnaire by Luthans, Psychological Climate by Koys and DeCotiis, Team Commitment by Bennett and the Intention to Quit Scale by Cohen. All the measures applied on the South African sample were developed outside South Africa and model equivalence had to be established. The content and structure of the measures were investigated through confirmatory factor analysis and exploratory factor analysis. With the exception of the Cohen scale of intention to quit, all other measures changed their factorial structures to suit the present data. The propositions in the study were tested through descriptive statistics, t-tests, ANOVA, post hoc tests, Cohen’s d, Pearson product-moment correlation and multiple regressions. Structural equation models were built to test the relationships between the scales and sub scales of authentic leadership, psychological capital, psychological climate, team commitment and intention to quit. Results of the analyses carried out, show significantly strong relationships between the variables. Of note is the marked relationship between authentic leadership and psychological climate. Most of the propositions were accepted in light of the relationships that emerged. The proposition indicating structural equation models was rejected because none of the models built in the study successfully produced an adequate fit on the data. Contributions of the study were in terms of the portability of the measurement instruments applied in the study as well as the relationships that emerged. Re-validation of the measures is required to enable clarity on how the variables in the study are interpreted across cultural contexts. Directions for future research include extending the study to other samples and other cultures. Measuring social desirability of the instruments could possibly provide clarity on how the different samples respond to the measures. Studies that compare the reading ability as well as the ability to comprehend the items in the measures would provide valuable information.
- Full Text:
- Date Issued: 2012
- Authors: Munyaka, Sharon Audley
- Date: 2012
- Subjects: Leadership -- South Africa , Organizational commitment -- South Africa , Work environment -- South Africa , Employees -- Resignation -- South Africa , Tire industry workers -- South Africa
- Language: English
- Type: Thesis , Doctoral , DCom
- Identifier: vital:9418 , http://hdl.handle.net/10948/d1021088
- Description: Grounded in the positive psychology paradigm the recently recognised core construct of psychological capital was focussed in a South African study. A non-experimental, correlational study (n=204) examined the relationship between authentic leadership, psychological capital, psychological climate, team commitment and intention to quit. The present study was exploratory in nature and the pattern of relationships being investigated had not been previously tested in a South African context. A self-administered composite questionnaire consisting of five psychological scales were distributed to employees in the junior to senior management level at a global tyre manufacturing organisation based in Port Elizabeth, South Africa. The five scales were the Authentic Leadership Questionnaire by Walumbwa, Psychological Capital Questionnaire by Luthans, Psychological Climate by Koys and DeCotiis, Team Commitment by Bennett and the Intention to Quit Scale by Cohen. All the measures applied on the South African sample were developed outside South Africa and model equivalence had to be established. The content and structure of the measures were investigated through confirmatory factor analysis and exploratory factor analysis. With the exception of the Cohen scale of intention to quit, all other measures changed their factorial structures to suit the present data. The propositions in the study were tested through descriptive statistics, t-tests, ANOVA, post hoc tests, Cohen’s d, Pearson product-moment correlation and multiple regressions. Structural equation models were built to test the relationships between the scales and sub scales of authentic leadership, psychological capital, psychological climate, team commitment and intention to quit. Results of the analyses carried out, show significantly strong relationships between the variables. Of note is the marked relationship between authentic leadership and psychological climate. Most of the propositions were accepted in light of the relationships that emerged. The proposition indicating structural equation models was rejected because none of the models built in the study successfully produced an adequate fit on the data. Contributions of the study were in terms of the portability of the measurement instruments applied in the study as well as the relationships that emerged. Re-validation of the measures is required to enable clarity on how the variables in the study are interpreted across cultural contexts. Directions for future research include extending the study to other samples and other cultures. Measuring social desirability of the instruments could possibly provide clarity on how the different samples respond to the measures. Studies that compare the reading ability as well as the ability to comprehend the items in the measures would provide valuable information.
- Full Text:
- Date Issued: 2012
The impact of leadership on organisational politics
- Authors: Robb, Charles A
- Date: 2011
- Subjects: Leadership -- South Africa , Personnel management -- South Africa , Business and politics -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8602 , http://hdl.handle.net/10948/1634 , Leadership -- South Africa , Personnel management -- South Africa , Business and politics -- South Africa
- Description: Today‘s workforce consists of employees with diverse personalities, cultural backgrounds, nationalities, needs and wants, thus creating new challenges for today‘s leaders. One of the primary functions of leadership is the management of employee perceptions that influence organisational outcomes. Among these perceptions the perception of politics is an influential type of organisational phenomenon. There is no denying the fact that leadership greatly affects the performance of organisations. According to DuBrin (2010:8), an overview of research on managerial succession conducted over a 20 year period provides support that leadership has an impact on organisational performance. The analysis of the research found that leaders might be responsible for somewhere between 15 per cent and 45 per cent of a firm‘s performance. From the above mentioned research, it can be seen that the importance of leadership cannot be underestimated when regulating the effect of politics in the working environment and to achieve the company goals and objectives. Part of the challenge today‘s leaders face is to help employees to see the different perspectives of political actions as a positive force, rather than seeing these as negative processes that cause internal competition for resources, recognition and promotions. Company politics does not have to be about back stabbing, internal rivalry, manipulation for power and lack of trust. With the development of proper skills and personal and organisational goals, positive organisational politics provides the real foundation for competitive advantage to benefit the employee as well as the organisation. The main purpose of this research paper is to identify the influence of leadership on organisational politics. The first step was to complete a literature study on the iii selected factors which contribute to organisational politics. The factors selected were those of job ambiguity, scarcity of resources, personality, uncertainty and fairness. The literature study also includes the outcomes of organisational politics. These outcomes include job satisfaction, job performance, turnover intention and job stress. An empirical study was then used to analyse the views of staff in various departments. These questions were based on the selected factors mentioned in the previous paragraph. This involved the staff completing questionnaires. Based on the findings of the literature study and the empirical study, the last step is to make recommendations to the selected company on managing the perceptions of organisational politics. Recommendations are also made as to what leadership styles would best fit different situations
- Full Text:
- Date Issued: 2011
- Authors: Robb, Charles A
- Date: 2011
- Subjects: Leadership -- South Africa , Personnel management -- South Africa , Business and politics -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8602 , http://hdl.handle.net/10948/1634 , Leadership -- South Africa , Personnel management -- South Africa , Business and politics -- South Africa
- Description: Today‘s workforce consists of employees with diverse personalities, cultural backgrounds, nationalities, needs and wants, thus creating new challenges for today‘s leaders. One of the primary functions of leadership is the management of employee perceptions that influence organisational outcomes. Among these perceptions the perception of politics is an influential type of organisational phenomenon. There is no denying the fact that leadership greatly affects the performance of organisations. According to DuBrin (2010:8), an overview of research on managerial succession conducted over a 20 year period provides support that leadership has an impact on organisational performance. The analysis of the research found that leaders might be responsible for somewhere between 15 per cent and 45 per cent of a firm‘s performance. From the above mentioned research, it can be seen that the importance of leadership cannot be underestimated when regulating the effect of politics in the working environment and to achieve the company goals and objectives. Part of the challenge today‘s leaders face is to help employees to see the different perspectives of political actions as a positive force, rather than seeing these as negative processes that cause internal competition for resources, recognition and promotions. Company politics does not have to be about back stabbing, internal rivalry, manipulation for power and lack of trust. With the development of proper skills and personal and organisational goals, positive organisational politics provides the real foundation for competitive advantage to benefit the employee as well as the organisation. The main purpose of this research paper is to identify the influence of leadership on organisational politics. The first step was to complete a literature study on the iii selected factors which contribute to organisational politics. The factors selected were those of job ambiguity, scarcity of resources, personality, uncertainty and fairness. The literature study also includes the outcomes of organisational politics. These outcomes include job satisfaction, job performance, turnover intention and job stress. An empirical study was then used to analyse the views of staff in various departments. These questions were based on the selected factors mentioned in the previous paragraph. This involved the staff completing questionnaires. Based on the findings of the literature study and the empirical study, the last step is to make recommendations to the selected company on managing the perceptions of organisational politics. Recommendations are also made as to what leadership styles would best fit different situations
- Full Text:
- Date Issued: 2011
Global leadership competencies in the industrial development zones in South Africa
- Dweba, Zandisile Moses https://orcid.org/0000-0003-0001-1095
- Authors: Dweba, Zandisile Moses https://orcid.org/0000-0003-0001-1095
- Date: 2009-06
- Subjects: Leadership -- South Africa , Industrialization
- Language: English
- Type: Doctoral theses , text
- Identifier: http://hdl.handle.net/10353/24046 , vital:62312
- Description: In the literature reviewed a lack in leadership competencies to deal with globalisation and global trends within the South African organisation context (Fontyn, 2001; Tizard, 2001; Kriek, 2002) was identified which led to questions being raised on the prevalence of these essential global leadership competencies within South African transnational and global organisations. Realising the need for the development of an outwardly focused and globally competitive leadership model this study sought to investigate: The key generic leadership competencies relevant to globalisation The specific relevant leadership competencies and their prevalence within the industrial development zones Whether or not the surveyed individual competencies were significant and had an impact on global leadership competencies that rendered leaders capable of operating in a global environment. A multi-method research plan was followed in order to consolidate existing knowledge on global leadership competencies and then to expand upon that knowledge. The approach was preferred due to the lack of leadership competency research within Industrial Development Zones. The study consisted of a qualitative study leading to the assessment of the current state of knowledge and understanding of the global leadership competencies. This phase was aimed at stimulating a debate on the topic in preparation for the quantitative phase which investigated the prevalence of these global leadership competencies within the Industrial Development Zones. Through the literature review, fifteen global leadership competencies were identified and these formed the basis for the questionnaire used for data collection. This list of global leadership competencies should, however, not be seen as an exhaustive list as opinions varied on leadership competencies relevant to globalisation (Msomi, 2001; Rossouw & Bews, 2002). iv In the findings of this study: The respondents largely confirmed the prevalence of the global leadership competencies in the Industrial Development Zones. While there existed high internal consistency of the variables measured, the demonstration of the competencies by leaders in the Industrial Development Zones, as perceived by the respondents, was found to be largely insignificant and as such had no impact on global leadership competencies and the ability of the zones‟ leaders to operate in a global environment. The recommendations that ensue should, in view of the limitations cited, be implemented with caution as their generalisability might be limited. , Thesis (PhD) -- Faculty of Management and Commerce, 2009
- Full Text:
- Date Issued: 2009-06
- Authors: Dweba, Zandisile Moses https://orcid.org/0000-0003-0001-1095
- Date: 2009-06
- Subjects: Leadership -- South Africa , Industrialization
- Language: English
- Type: Doctoral theses , text
- Identifier: http://hdl.handle.net/10353/24046 , vital:62312
- Description: In the literature reviewed a lack in leadership competencies to deal with globalisation and global trends within the South African organisation context (Fontyn, 2001; Tizard, 2001; Kriek, 2002) was identified which led to questions being raised on the prevalence of these essential global leadership competencies within South African transnational and global organisations. Realising the need for the development of an outwardly focused and globally competitive leadership model this study sought to investigate: The key generic leadership competencies relevant to globalisation The specific relevant leadership competencies and their prevalence within the industrial development zones Whether or not the surveyed individual competencies were significant and had an impact on global leadership competencies that rendered leaders capable of operating in a global environment. A multi-method research plan was followed in order to consolidate existing knowledge on global leadership competencies and then to expand upon that knowledge. The approach was preferred due to the lack of leadership competency research within Industrial Development Zones. The study consisted of a qualitative study leading to the assessment of the current state of knowledge and understanding of the global leadership competencies. This phase was aimed at stimulating a debate on the topic in preparation for the quantitative phase which investigated the prevalence of these global leadership competencies within the Industrial Development Zones. Through the literature review, fifteen global leadership competencies were identified and these formed the basis for the questionnaire used for data collection. This list of global leadership competencies should, however, not be seen as an exhaustive list as opinions varied on leadership competencies relevant to globalisation (Msomi, 2001; Rossouw & Bews, 2002). iv In the findings of this study: The respondents largely confirmed the prevalence of the global leadership competencies in the Industrial Development Zones. While there existed high internal consistency of the variables measured, the demonstration of the competencies by leaders in the Industrial Development Zones, as perceived by the respondents, was found to be largely insignificant and as such had no impact on global leadership competencies and the ability of the zones‟ leaders to operate in a global environment. The recommendations that ensue should, in view of the limitations cited, be implemented with caution as their generalisability might be limited. , Thesis (PhD) -- Faculty of Management and Commerce, 2009
- Full Text:
- Date Issued: 2009-06