A talent management framework for the South African renewable energy sector
- Authors: Hare, Brent
- Date: 2017
- Subjects: Renewable energy sources -- South Africa -- Personnel management Personnel management -- South Africa , Manpower planning -- South Africa Employee selection -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/15912 , vital:28290
- Description: Since the publication of the White Paper on energy Policy of 1998, South Africa has taken off on a new trajectory of sustainability. The South African government have identified that the renewable energy sector will play a critical role in advancing and improving the energy sector. They envisage that the sector will contribute to the development of a green economy and the creation of meaningful employment for all South Africans. With the renewable energy sector of South Africa being dependent on skills, many of which are pertinent for the success of the sector, sufficient skilled workers are required to provide a service to the growing sector. Upon engaging with individuals employed in the sector and embarking on the research it became apparent that there was a lack of a talent management framework for the sector. Talent management represents a means for companies to develop and sustain talent pipelines thereby creating a competitive advantage. Globally executives across the employment spectrum admit that they have challenges in building a strong talent pipeline. The South African Renewable Energy Sector (SARES) is not exempt from this reality, where it has been well documented that South Africa is struggling with a skills shortage. This makes it difficult to grow and develop a fledgling sector. The purpose of this treatise was to evaluate the need for a talent management framework for the South African Renewable Energy Sector. To evaluate this, a literature review was performed on concepts relating to the development of a talent management framework specifically for the sector. These concepts or independent variables were, engineering skills, competence, knowledge worker, policies supporting RE development as well as training and development. The talent management framework relied on ring fencing the study around the knowledge worker, by correlating the definition of an engineer to that of a knowledge worker. The results show that despite the proclamation made by the South African government that South Africa is geared to supply the skills required for SARES. The research found a need for educational institutes to produce more knowledge workers. The results of this research study showed that despite the low positive correlation between the five independent variables, being, engineering skills, competence, knowledge worker, policies supporting RE development they would still provide those responsible for recruitment and talent management with a platform to be able to develop a working talent management strategy. There is a need for the development of a suitable talent management framework, which would allow the sector to manage elements of talent management such as recruitment and retention of knowledge workers. The proposed talent management framework can be used to assist in consolidating the present recruitment practises as well as being used to develop a talent management strategy for the sector.
- Full Text:
- Date Issued: 2017
- Authors: Hare, Brent
- Date: 2017
- Subjects: Renewable energy sources -- South Africa -- Personnel management Personnel management -- South Africa , Manpower planning -- South Africa Employee selection -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/15912 , vital:28290
- Description: Since the publication of the White Paper on energy Policy of 1998, South Africa has taken off on a new trajectory of sustainability. The South African government have identified that the renewable energy sector will play a critical role in advancing and improving the energy sector. They envisage that the sector will contribute to the development of a green economy and the creation of meaningful employment for all South Africans. With the renewable energy sector of South Africa being dependent on skills, many of which are pertinent for the success of the sector, sufficient skilled workers are required to provide a service to the growing sector. Upon engaging with individuals employed in the sector and embarking on the research it became apparent that there was a lack of a talent management framework for the sector. Talent management represents a means for companies to develop and sustain talent pipelines thereby creating a competitive advantage. Globally executives across the employment spectrum admit that they have challenges in building a strong talent pipeline. The South African Renewable Energy Sector (SARES) is not exempt from this reality, where it has been well documented that South Africa is struggling with a skills shortage. This makes it difficult to grow and develop a fledgling sector. The purpose of this treatise was to evaluate the need for a talent management framework for the South African Renewable Energy Sector. To evaluate this, a literature review was performed on concepts relating to the development of a talent management framework specifically for the sector. These concepts or independent variables were, engineering skills, competence, knowledge worker, policies supporting RE development as well as training and development. The talent management framework relied on ring fencing the study around the knowledge worker, by correlating the definition of an engineer to that of a knowledge worker. The results show that despite the proclamation made by the South African government that South Africa is geared to supply the skills required for SARES. The research found a need for educational institutes to produce more knowledge workers. The results of this research study showed that despite the low positive correlation between the five independent variables, being, engineering skills, competence, knowledge worker, policies supporting RE development they would still provide those responsible for recruitment and talent management with a platform to be able to develop a working talent management strategy. There is a need for the development of a suitable talent management framework, which would allow the sector to manage elements of talent management such as recruitment and retention of knowledge workers. The proposed talent management framework can be used to assist in consolidating the present recruitment practises as well as being used to develop a talent management strategy for the sector.
- Full Text:
- Date Issued: 2017
Airline revenue management performance measurement of South African Airways origin-destination revenue management
- Authors: Githiri, Duncan Wanjau
- Date: 2017
- Subjects: Revenue management , Airlines Finance , Performance Measurement , Airlines Rates Mathematical models , South African Airways
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/59188 , vital:27455
- Description: Revenue Management (RM) in the airline industry is the practise of selling fixed capacity as a service over a finite time horizon. The market is characterised by the customers’ willingness to pay different prices for the service. This creates the opportunity to target different customer segments and use price differential to attain the optimal passenger fare mix to maximise revenue. The aim is to maximise revenue and an airline can expect revenue increase of between 3 to 7 percent with the successful implementation of a Revenue Management system. The question of whether the revenue increase can be attributed to the RMS is crucial in determining its level of success and validating the optimisation strategy applied (Rannou and Melli, 2003). South African Airways (SAA) migration from Leg-based optimisation to Origin-Destination (O&D) network based revenue management optimisation created the opportunity for this study to measure and evaluate the RMS performance. Revenue performance measuring tools using inventory systems data to measure RMS performance, ASK (Available Seat Kilometre), RASK (Revenue per Available Seat Kilometre), CASK (Cost per Available Seat Kilometre), RPK (Revenue Passenger Kilometre) and cabin factor yield. The limitations relating to the performance measuring tools utilising inventory system data, is the inability for continuous measurement and the isolation of the impact to revenue due to the RMS on its own. In seeking to gauge the performance of the O&D optimisation, the Revenue Opportunity Model (ROM) is applied. ROM is a post departure measuring tool utilised to continuously measure and isolate the contribution of the RMS on SAA’s O&D network. The revenue opportunity achieved versus the potential revenue was assessed. A revenue comparison of the airlines 2014 and 2015 financial year is performed. The results of the analysis showed the O&D optimisation yielded positive revenue capture on routes that applied the correct optimisation strategy. Recommendations on the optimisation strategy to be applied on routes having average or low revenues captured are presented. The aim is to provide the SAA revenue management department with tangible solutions that would result in increased revenue for the SAA network.
- Full Text:
- Date Issued: 2017
- Authors: Githiri, Duncan Wanjau
- Date: 2017
- Subjects: Revenue management , Airlines Finance , Performance Measurement , Airlines Rates Mathematical models , South African Airways
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/59188 , vital:27455
- Description: Revenue Management (RM) in the airline industry is the practise of selling fixed capacity as a service over a finite time horizon. The market is characterised by the customers’ willingness to pay different prices for the service. This creates the opportunity to target different customer segments and use price differential to attain the optimal passenger fare mix to maximise revenue. The aim is to maximise revenue and an airline can expect revenue increase of between 3 to 7 percent with the successful implementation of a Revenue Management system. The question of whether the revenue increase can be attributed to the RMS is crucial in determining its level of success and validating the optimisation strategy applied (Rannou and Melli, 2003). South African Airways (SAA) migration from Leg-based optimisation to Origin-Destination (O&D) network based revenue management optimisation created the opportunity for this study to measure and evaluate the RMS performance. Revenue performance measuring tools using inventory systems data to measure RMS performance, ASK (Available Seat Kilometre), RASK (Revenue per Available Seat Kilometre), CASK (Cost per Available Seat Kilometre), RPK (Revenue Passenger Kilometre) and cabin factor yield. The limitations relating to the performance measuring tools utilising inventory system data, is the inability for continuous measurement and the isolation of the impact to revenue due to the RMS on its own. In seeking to gauge the performance of the O&D optimisation, the Revenue Opportunity Model (ROM) is applied. ROM is a post departure measuring tool utilised to continuously measure and isolate the contribution of the RMS on SAA’s O&D network. The revenue opportunity achieved versus the potential revenue was assessed. A revenue comparison of the airlines 2014 and 2015 financial year is performed. The results of the analysis showed the O&D optimisation yielded positive revenue capture on routes that applied the correct optimisation strategy. Recommendations on the optimisation strategy to be applied on routes having average or low revenues captured are presented. The aim is to provide the SAA revenue management department with tangible solutions that would result in increased revenue for the SAA network.
- Full Text:
- Date Issued: 2017
Alumni perception of the NMMU computing sciences department
- Authors: Glaum, Arthur Philip Martin
- Date: 2017
- Subjects: Consumers -- Research -- South Africa -- Port Elizabeth Customer services -- South Africa -- Port Elizabeth , Consumer satisfaction -- Education (Higher) Nelson Mandela Metropolitan University -- Alumni and alumnae Universities and colleges -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/15644 , vital:28279
- Description: The success of a course offered by a university and the effectiveness of the instructors have commonly been measured by means of student evaluations. The feedback generated is typically used to identify instructors who need additional training, courses that need to be restructured or the need for financial rewards for those who excel. The principal objective of educating students is, knowledge, training and skills they can use and apply after graduating, regardless of the field of study. The perception of the Alumni about the extent of learning and the usefulness of the knowledge is a key measure for universities to assess their success. A service guarantee is defined as a formal promise made to customers about the service they will receive or it is a written promise made by the company through advertising or company literature that it will provide compensation if promises are broken. In order to ensure customer satisfaction in a service offering, the quality of service performance needs to be guaranteed. Many service industries promise a level of service performance, with or without conditions attached. Customer value is a complex concept as it is often interpreted with various meanings depending on the point of view adopted. A definition of customer value is the perceived value that the customer gains when purchasing a product or receiving a service. However, customer value can be used in a variety of contexts. The purpose of this research study is to measure the perception and satisfaction of Alumni of the Department of Computing Sciences and identify areas for improvement by performing a systematic analysis of the determinants of satisfaction. This research is an exploratory, quantitative study consisting of literature- and case-study components used to test proposed hypotheses. The literature study was performed on secondary sources to establish the key concepts related to the topics of Service Guarantee and Marketing, Stakeholder Theory, Customer-perceived Value and Alumni Perceptions. The empirical study consisted of surveys (questionnaires) completed by Alumni of the Department of Computing Sciences. The questionnaire used in this research consisted of questions regarding demographic data and questions regarding perceived perception of the Department of Computing Sciences and influencing factors. Descriptive statistics were used to summarise the data into a more compact form which could simplify the identification of patterns in the data. Inferential statistics were used to verify if conclusions made from the sample data could be inferred onto a larger population. Recommended university and teaching practices based on the statistical analysis of the survey results were identified. A model identified the following factors as having an influence on Alumni Satisfaction with the NMMU Department of Computing Sciences: Customer Satisfaction, Course Contents, Modern Technologies, Academic Staff, Admin. Staff, Departments, University Atmosphere and Perceived Value. The importance of each factor was identified to understand how to improve the Alumni perception. According to the inferential ranking of Alumni Satisfaction that ranks the factors on the average mean values, a factor that should be improved upon is the Alumni Network. Recommended improvements were suggested for the Department of Computing Sciences based on the statistical analysis of the survey results. Two sub-groups were defined by different levels of education and they were found to have different perceptions of the factors that were measured. It was shown that there are small and medium significant differences in only two of the factors of the proposed Alumni satisfaction model, distinguising through different levels of education. The Alumni Satisfaction model developed in this study specified the factors that influence Alumni Satisfaction with the Deptarment of Computing Sciences and the effect that each of these factors has on that satisfaction.
- Full Text:
- Date Issued: 2017
- Authors: Glaum, Arthur Philip Martin
- Date: 2017
- Subjects: Consumers -- Research -- South Africa -- Port Elizabeth Customer services -- South Africa -- Port Elizabeth , Consumer satisfaction -- Education (Higher) Nelson Mandela Metropolitan University -- Alumni and alumnae Universities and colleges -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/15644 , vital:28279
- Description: The success of a course offered by a university and the effectiveness of the instructors have commonly been measured by means of student evaluations. The feedback generated is typically used to identify instructors who need additional training, courses that need to be restructured or the need for financial rewards for those who excel. The principal objective of educating students is, knowledge, training and skills they can use and apply after graduating, regardless of the field of study. The perception of the Alumni about the extent of learning and the usefulness of the knowledge is a key measure for universities to assess their success. A service guarantee is defined as a formal promise made to customers about the service they will receive or it is a written promise made by the company through advertising or company literature that it will provide compensation if promises are broken. In order to ensure customer satisfaction in a service offering, the quality of service performance needs to be guaranteed. Many service industries promise a level of service performance, with or without conditions attached. Customer value is a complex concept as it is often interpreted with various meanings depending on the point of view adopted. A definition of customer value is the perceived value that the customer gains when purchasing a product or receiving a service. However, customer value can be used in a variety of contexts. The purpose of this research study is to measure the perception and satisfaction of Alumni of the Department of Computing Sciences and identify areas for improvement by performing a systematic analysis of the determinants of satisfaction. This research is an exploratory, quantitative study consisting of literature- and case-study components used to test proposed hypotheses. The literature study was performed on secondary sources to establish the key concepts related to the topics of Service Guarantee and Marketing, Stakeholder Theory, Customer-perceived Value and Alumni Perceptions. The empirical study consisted of surveys (questionnaires) completed by Alumni of the Department of Computing Sciences. The questionnaire used in this research consisted of questions regarding demographic data and questions regarding perceived perception of the Department of Computing Sciences and influencing factors. Descriptive statistics were used to summarise the data into a more compact form which could simplify the identification of patterns in the data. Inferential statistics were used to verify if conclusions made from the sample data could be inferred onto a larger population. Recommended university and teaching practices based on the statistical analysis of the survey results were identified. A model identified the following factors as having an influence on Alumni Satisfaction with the NMMU Department of Computing Sciences: Customer Satisfaction, Course Contents, Modern Technologies, Academic Staff, Admin. Staff, Departments, University Atmosphere and Perceived Value. The importance of each factor was identified to understand how to improve the Alumni perception. According to the inferential ranking of Alumni Satisfaction that ranks the factors on the average mean values, a factor that should be improved upon is the Alumni Network. Recommended improvements were suggested for the Department of Computing Sciences based on the statistical analysis of the survey results. Two sub-groups were defined by different levels of education and they were found to have different perceptions of the factors that were measured. It was shown that there are small and medium significant differences in only two of the factors of the proposed Alumni satisfaction model, distinguising through different levels of education. The Alumni Satisfaction model developed in this study specified the factors that influence Alumni Satisfaction with the Deptarment of Computing Sciences and the effect that each of these factors has on that satisfaction.
- Full Text:
- Date Issued: 2017
An analysis of government’s facilitation in attracting original equipment manufacturer foreign direct investments in Port Elizabeth
- Authors: Shogole, Nomkhitha Samantha
- Date: 2017
- Subjects: Automobile industry and trade -- South Africa -- Port Elizabeth , Investments, Foreign -- South Africa -- Port Elizabeth , Economic development -- South Africa -- Port Elizabeth
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/20319 , vital:29260
- Description: The South African automotive industry has experienced significant growth since its first inception in 1995. South Africa’s trade relations with other countries has facilitated the growth of this sector. Government introduced programmes that encouraged growth in the sector, namely the Motor Industry Development Programme (MIDP) and the Automotive Production and Development Programme (APDP). South Africa as the catalyst for development in Africa needs to continuously strive to integrate with other developed countries to and promote Foreign Direct Investments into the continent. The development of the industry requires organic growth to ensure that it remains sustainable. The research problem addressed in this study is to establish the role government plays in ensuring a sustained growth of Foreign Direct Investment (FDI) in the automotive sector. The establishment of this statement is imperative to the growth of automotive investments by multinationals in South Africa. Original Equipment Manufacturers (OEM) are positioned in three of the country’s eleven provinces. The Eastern Cape region has been known to be the automotive-hub of South Africa with a GDP that is driven by the secondary automotive sector consisting of multinational OEM giants such as Volkswagen South Africa (VWSA), General Motors South Africa (GMSA), Ford Motor Company, FAW and Daimler. South African OEMs are required to lobby at the principal companies before a new model can be built in the country. Lobbying involves offering competitive logistics costs to build models in South Africa. Stakeholders led by government are required to actively participate in these negotiations to sustain the industry in the country. One of the ways this can be achieved is through formulation, integration and alignment of strategies between all stakeholders. Stakeholders involve private sector and public sector working together. South Africa has achieved an open-country perception to foreign investors through the APDP. The problem statement was accurately explained and expressed clearly and sub-problems were identified from areas in the main problem that required further analysis. Literature has revealed that South African ports are considered to be the most expensive in the world and that there is a lack of port and rail integrated infrastructure. Providing a complete supply chain for logistics will result in increased FDI for South Africa. The governmental entities’ support will allow the OEMs an opportunity to increase investment in South Africa thus creating employment and adding value to the GDP of South Africa. The South African component manufacturer’s sector has grown intensively creating sustainable jobs for South Africans. The industry is structured in such a way that there is a multiplier-effect reaction to macro-economic conditions. A comprehensive literature review was executed to understand the nature and extent of the global automotive industry, the South African automotive industry, the regions that host OEMs, the Motor Industry Development Programme and the Automotive Production and Development Programme. A primary research instrument was constructed, in the form of a questionnaire, to test themes which were highlighted in the literature review which can influence the sector’s competitive advantage. A questionnaire was distributed with the assistance of industry representatives in the Transport and Logistics sector. There was consensus on many issues regarding the current structure of the South African automotive industry. Specifically, the importance of rail, efficiencies, prices and value-added services needed in the industry to attract FDIs as well as the readiness of the Port of Port Elizabeth with regards to being positioned as an automotive-hub for Sub-Saharan Africa.
- Full Text:
- Date Issued: 2017
- Authors: Shogole, Nomkhitha Samantha
- Date: 2017
- Subjects: Automobile industry and trade -- South Africa -- Port Elizabeth , Investments, Foreign -- South Africa -- Port Elizabeth , Economic development -- South Africa -- Port Elizabeth
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/20319 , vital:29260
- Description: The South African automotive industry has experienced significant growth since its first inception in 1995. South Africa’s trade relations with other countries has facilitated the growth of this sector. Government introduced programmes that encouraged growth in the sector, namely the Motor Industry Development Programme (MIDP) and the Automotive Production and Development Programme (APDP). South Africa as the catalyst for development in Africa needs to continuously strive to integrate with other developed countries to and promote Foreign Direct Investments into the continent. The development of the industry requires organic growth to ensure that it remains sustainable. The research problem addressed in this study is to establish the role government plays in ensuring a sustained growth of Foreign Direct Investment (FDI) in the automotive sector. The establishment of this statement is imperative to the growth of automotive investments by multinationals in South Africa. Original Equipment Manufacturers (OEM) are positioned in three of the country’s eleven provinces. The Eastern Cape region has been known to be the automotive-hub of South Africa with a GDP that is driven by the secondary automotive sector consisting of multinational OEM giants such as Volkswagen South Africa (VWSA), General Motors South Africa (GMSA), Ford Motor Company, FAW and Daimler. South African OEMs are required to lobby at the principal companies before a new model can be built in the country. Lobbying involves offering competitive logistics costs to build models in South Africa. Stakeholders led by government are required to actively participate in these negotiations to sustain the industry in the country. One of the ways this can be achieved is through formulation, integration and alignment of strategies between all stakeholders. Stakeholders involve private sector and public sector working together. South Africa has achieved an open-country perception to foreign investors through the APDP. The problem statement was accurately explained and expressed clearly and sub-problems were identified from areas in the main problem that required further analysis. Literature has revealed that South African ports are considered to be the most expensive in the world and that there is a lack of port and rail integrated infrastructure. Providing a complete supply chain for logistics will result in increased FDI for South Africa. The governmental entities’ support will allow the OEMs an opportunity to increase investment in South Africa thus creating employment and adding value to the GDP of South Africa. The South African component manufacturer’s sector has grown intensively creating sustainable jobs for South Africans. The industry is structured in such a way that there is a multiplier-effect reaction to macro-economic conditions. A comprehensive literature review was executed to understand the nature and extent of the global automotive industry, the South African automotive industry, the regions that host OEMs, the Motor Industry Development Programme and the Automotive Production and Development Programme. A primary research instrument was constructed, in the form of a questionnaire, to test themes which were highlighted in the literature review which can influence the sector’s competitive advantage. A questionnaire was distributed with the assistance of industry representatives in the Transport and Logistics sector. There was consensus on many issues regarding the current structure of the South African automotive industry. Specifically, the importance of rail, efficiencies, prices and value-added services needed in the industry to attract FDIs as well as the readiness of the Port of Port Elizabeth with regards to being positioned as an automotive-hub for Sub-Saharan Africa.
- Full Text:
- Date Issued: 2017
An analysis of organisational culture in a restaurant in Grahamstown, South Africa
- Authors: Kamona, Oabona Bonnie
- Date: 2017
- Subjects: Corporate culture -- Case studies , Corporate culture -- South Africa -- Makhanda -- Case studies , Restaurants-- South Africa -- Makhanda -- Management , Saints Bistro (Makhanda, South Africa)
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/8178 , vital:21363
- Description: This study investigates organisational culture and shared values that currently exist at Saint’s Bistro in Grahamstown along with the desired organisational culture and desired values. In particular it explores possible discrepancies between the two using the reliable and valid Competing Values Framework (CVF) and its matched scale, the Organisational Culture Assessment Instrument (OCAI) and the Shared Values Survey. McDonald and Gandz (1992: 64-67) discovered 24 shared values that correlate with modern business and where each value ties in with one of the four quadrants of the CVF. The researcher found a study conducted by Burchell and Saele (2011: 512) which is a cultural study based on the CVF working in conjunction with shared values survey to analyse a situation and it presented an improved means of investigating culture and values related facets within an organisation. The aim of this study is to examine the existing culture and subsequently make recommendations that can create alignment between what is currently experienced and what is desired in the organisation, if it is found that misalignment exists. This research presents a study using a paper based survey conducted in a restaurant in Grahamstown, South Africa. The results are based on the use of the OCAI in conjunction with organisational shared values profiles. The study revealed that there is no significant gap between the current organisational culture and the desired organisational culture within the organisation. Due to these findings, the research established that a structured strategy for maintaining the organisational culture should be developed in order to sustain the existing organisational culture that can be used when recruiting and on-boarding new employees in the future. The research is significant in that it highlighted a link between the competing values framework and the shared values survey and this will contribute to the effective analysis of organisational culture in future culture research.
- Full Text:
- Date Issued: 2017
- Authors: Kamona, Oabona Bonnie
- Date: 2017
- Subjects: Corporate culture -- Case studies , Corporate culture -- South Africa -- Makhanda -- Case studies , Restaurants-- South Africa -- Makhanda -- Management , Saints Bistro (Makhanda, South Africa)
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/8178 , vital:21363
- Description: This study investigates organisational culture and shared values that currently exist at Saint’s Bistro in Grahamstown along with the desired organisational culture and desired values. In particular it explores possible discrepancies between the two using the reliable and valid Competing Values Framework (CVF) and its matched scale, the Organisational Culture Assessment Instrument (OCAI) and the Shared Values Survey. McDonald and Gandz (1992: 64-67) discovered 24 shared values that correlate with modern business and where each value ties in with one of the four quadrants of the CVF. The researcher found a study conducted by Burchell and Saele (2011: 512) which is a cultural study based on the CVF working in conjunction with shared values survey to analyse a situation and it presented an improved means of investigating culture and values related facets within an organisation. The aim of this study is to examine the existing culture and subsequently make recommendations that can create alignment between what is currently experienced and what is desired in the organisation, if it is found that misalignment exists. This research presents a study using a paper based survey conducted in a restaurant in Grahamstown, South Africa. The results are based on the use of the OCAI in conjunction with organisational shared values profiles. The study revealed that there is no significant gap between the current organisational culture and the desired organisational culture within the organisation. Due to these findings, the research established that a structured strategy for maintaining the organisational culture should be developed in order to sustain the existing organisational culture that can be used when recruiting and on-boarding new employees in the future. The research is significant in that it highlighted a link between the competing values framework and the shared values survey and this will contribute to the effective analysis of organisational culture in future culture research.
- Full Text:
- Date Issued: 2017
An analysis of the effect that integrated reporting has had on the description of the strategy and strategic planning process in the banking sector in South Africa
- Authors: Musuwo, Getrude Tafadzwa
- Date: 2017
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/40990 , vital:25045
- Description: The study was carried out in order to analyse the effect which the requirement for integrated reporting has had on the description of strategy and strategic planning processes of three South African Banks during the three-year period between 2012 and 2014. The study was conducted in three Johannesburg Stock Exchange listed Banks namely Barclays Bank, Capitec Bank and Standard Bank and focused on their integrated reports for 2012 to 2014. The objectives of the study were to analyse the change in the scope of the depth of reporting on strategy, analyse the evolution of the strategic planning process, compare and contrast the banks’ nature, scope and depth of reporting and establish how the requirement for integrated reporting has impacted on the strategic planning processes in the banks. The study was carried out as a content analysis of the integrated reports of the three banks. The sample for the study consisted for the 9 integrated reports issued by the three banks in the period from 2012 to 2014. There was an increasing trend in the prominence of reporting on strategy by the C.E.Os and chairmen of the companies in the integrated reports. All the companies exhibited an increase in the depth of their reporting on strategy in their overall integrated reports. There is a general increase in the depth of reporting on value creation in the integrated reports. From discussing their business models to some extent in 2012 and 2013, all integrated reports reported on strategy to a large extent in 2014. The study concluded that the scope and depth of reporting on strategy was growing. The study also concluded that strategic planning processes had been transformed due to the requirement for integrated reporting. It was also concluded that Standard Bank had the greatest focus on strategy. Further studies may focus beyond strategy and explore the extent to which companies are implementing non-financial measures in their integrated reporting.
- Full Text:
- Date Issued: 2017
- Authors: Musuwo, Getrude Tafadzwa
- Date: 2017
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/40990 , vital:25045
- Description: The study was carried out in order to analyse the effect which the requirement for integrated reporting has had on the description of strategy and strategic planning processes of three South African Banks during the three-year period between 2012 and 2014. The study was conducted in three Johannesburg Stock Exchange listed Banks namely Barclays Bank, Capitec Bank and Standard Bank and focused on their integrated reports for 2012 to 2014. The objectives of the study were to analyse the change in the scope of the depth of reporting on strategy, analyse the evolution of the strategic planning process, compare and contrast the banks’ nature, scope and depth of reporting and establish how the requirement for integrated reporting has impacted on the strategic planning processes in the banks. The study was carried out as a content analysis of the integrated reports of the three banks. The sample for the study consisted for the 9 integrated reports issued by the three banks in the period from 2012 to 2014. There was an increasing trend in the prominence of reporting on strategy by the C.E.Os and chairmen of the companies in the integrated reports. All the companies exhibited an increase in the depth of their reporting on strategy in their overall integrated reports. There is a general increase in the depth of reporting on value creation in the integrated reports. From discussing their business models to some extent in 2012 and 2013, all integrated reports reported on strategy to a large extent in 2014. The study concluded that the scope and depth of reporting on strategy was growing. The study also concluded that strategic planning processes had been transformed due to the requirement for integrated reporting. It was also concluded that Standard Bank had the greatest focus on strategy. Further studies may focus beyond strategy and explore the extent to which companies are implementing non-financial measures in their integrated reporting.
- Full Text:
- Date Issued: 2017
An assessment of industrial development zones in growing SMMEs: the East London industrial development zone case
- Authors: Tinta, Akhona Nelisa
- Date: 2017
- Subjects: Small business -- South Africa -- East London -- Growth Economic development -- South Africa -- East London , Industrial development projects -- South Africa -- East London Business enterprises
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/21427 , vital:29516
- Description: The small, medium and micro enterprises sector in South Africa is critical in addressing poverty, job creation and social instability inherited by the democratic government. The transformation of the economy has seen various pieces of legislation being enacted in order to promote a favourable environment for the growth of the SMME sector. As such, instruments such as the Industrial Development Zones were put in place to facilitate investment, create jobs and promote exports with one of the main objectives to grow the SMME sector. In this study, the case of the East London Industrial Development Zone (ELIDZ) in supporting the growth of the SMME sector in economic growth and addressing socio-economic challenges was analysed. The exploratory qualitative research methodology was used in the study. Structured questionnaires and a semi-structured interview guide were used to collect data from the 49 identified participants and an Executive Management representative from the ELIDZ in order to present the data obtained precisely. The study recommends that an integrated model of SMME growth by the private and public sector be developed in ensuring that there are clear expectations on the determinants of growth for the sector. In addition, the Buffalo City Metropolitan Municipality must have in place a consolidated database of SMMEs in order for the private and public institutions to elect the SMMEs which can be participants in their SMME development programmes.
- Full Text:
- Date Issued: 2017
- Authors: Tinta, Akhona Nelisa
- Date: 2017
- Subjects: Small business -- South Africa -- East London -- Growth Economic development -- South Africa -- East London , Industrial development projects -- South Africa -- East London Business enterprises
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/21427 , vital:29516
- Description: The small, medium and micro enterprises sector in South Africa is critical in addressing poverty, job creation and social instability inherited by the democratic government. The transformation of the economy has seen various pieces of legislation being enacted in order to promote a favourable environment for the growth of the SMME sector. As such, instruments such as the Industrial Development Zones were put in place to facilitate investment, create jobs and promote exports with one of the main objectives to grow the SMME sector. In this study, the case of the East London Industrial Development Zone (ELIDZ) in supporting the growth of the SMME sector in economic growth and addressing socio-economic challenges was analysed. The exploratory qualitative research methodology was used in the study. Structured questionnaires and a semi-structured interview guide were used to collect data from the 49 identified participants and an Executive Management representative from the ELIDZ in order to present the data obtained precisely. The study recommends that an integrated model of SMME growth by the private and public sector be developed in ensuring that there are clear expectations on the determinants of growth for the sector. In addition, the Buffalo City Metropolitan Municipality must have in place a consolidated database of SMMEs in order for the private and public institutions to elect the SMMEs which can be participants in their SMME development programmes.
- Full Text:
- Date Issued: 2017
An evaluation into the organisational culture at a selected South African state owned enterprise
- Authors: Ngubane, Nombulelo
- Date: 2017
- Subjects: Corporate culture -- South Africa Government business enterprises -- South Africa , Government corporations -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/48035 , vital:40465
- Description: The purpose of this research was to evaluate and to develop a theoretical model for a sustainable organisational culture within the South African Post Office (SAPO) RSA. The goal of this study research was to evaluate the organisational culture within the SA Post Office, to develop a theoretical model of the sustainable organisational culture through literature review and analysis of the respondents‟ survey questionnaires. In addition, the study sought to investigate the perceived success of organisational transformation for sustainable organisational culture by examining the key factors that are believed impact sustainable organisational culture. Based on the above, to determine how SAPO measures up to the requirements for a sustainable organisational culture. This study research provides useful insight into the factors that contribute to a sustainable organisational culture for the South African Post Office. This research looks into the current organisational culture at SAPO.
- Full Text:
- Date Issued: 2017
- Authors: Ngubane, Nombulelo
- Date: 2017
- Subjects: Corporate culture -- South Africa Government business enterprises -- South Africa , Government corporations -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/48035 , vital:40465
- Description: The purpose of this research was to evaluate and to develop a theoretical model for a sustainable organisational culture within the South African Post Office (SAPO) RSA. The goal of this study research was to evaluate the organisational culture within the SA Post Office, to develop a theoretical model of the sustainable organisational culture through literature review and analysis of the respondents‟ survey questionnaires. In addition, the study sought to investigate the perceived success of organisational transformation for sustainable organisational culture by examining the key factors that are believed impact sustainable organisational culture. Based on the above, to determine how SAPO measures up to the requirements for a sustainable organisational culture. This study research provides useful insight into the factors that contribute to a sustainable organisational culture for the South African Post Office. This research looks into the current organisational culture at SAPO.
- Full Text:
- Date Issued: 2017
An evaluation of clinical governance within a private radiology organisation in Durban KwaZulu-Natal
- Wedderburn-Maxwell, Morgan Keir
- Authors: Wedderburn-Maxwell, Morgan Keir
- Date: 2017
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/40884 , vital:25036
- Description: South African health care organisations are required to adhere to the National Health Act, 61 of 2003 which contains the national core standards. Clinical governance is a key domain within the national core standards and is directly involved with a health care organisation’s ability to deliver quality care services. It can be described as a framework that ensures doctors and health care employees collaborate to provide superior quality health care services and create clinical accountability. The aim of this research was to evaluate the role of clinical governance within a private radiology organisation in Durban, KwaZulu-Natal (KZN). The goals of this research was to identify and explore the challenges that are associated with clinical governance within a private health care organisation in Durban, KZN. Furthermore, to evaluate the importance and implications of clinical governance for a private radiology organisation in Durban, KZN. The objectives of this research was to investigate how the private radiology organisation is managing clinical governance and to identify whether there is a common understanding of the concept among its members. The research adopted a qualitative approach where semi-structured interviews were conducted to obtain the data that enabled the goals and objectives of this research to be attained. The results indicated that clinical governance is a key factor to the private radiology organisations long-term sustainability. Clinical governance is vital for health care organisations to deliver quality health care services. The private radiology organisation places a significant emphasis among its members to deliver superior quality health care services. As a result, the organisation utilises the key elements within the clinical governance framework to continuously increase the quality of care that it provides and abide to the legally binding standards. The results support the notion that there is a need for the clarity of the definition, roles and responsibilities of clinical governance. The findings of this research suggest that further research is required to identify the contribution that clinical governance makes to improving the quality of care within South African health care organisations. Furthermore, research identifying employees’ perceptions of clinical governance within the private health care sector in South Africa is recommended.
- Full Text:
- Date Issued: 2017
An evaluation of clinical governance within a private radiology organisation in Durban KwaZulu-Natal
- Authors: Wedderburn-Maxwell, Morgan Keir
- Date: 2017
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/40884 , vital:25036
- Description: South African health care organisations are required to adhere to the National Health Act, 61 of 2003 which contains the national core standards. Clinical governance is a key domain within the national core standards and is directly involved with a health care organisation’s ability to deliver quality care services. It can be described as a framework that ensures doctors and health care employees collaborate to provide superior quality health care services and create clinical accountability. The aim of this research was to evaluate the role of clinical governance within a private radiology organisation in Durban, KwaZulu-Natal (KZN). The goals of this research was to identify and explore the challenges that are associated with clinical governance within a private health care organisation in Durban, KZN. Furthermore, to evaluate the importance and implications of clinical governance for a private radiology organisation in Durban, KZN. The objectives of this research was to investigate how the private radiology organisation is managing clinical governance and to identify whether there is a common understanding of the concept among its members. The research adopted a qualitative approach where semi-structured interviews were conducted to obtain the data that enabled the goals and objectives of this research to be attained. The results indicated that clinical governance is a key factor to the private radiology organisations long-term sustainability. Clinical governance is vital for health care organisations to deliver quality health care services. The private radiology organisation places a significant emphasis among its members to deliver superior quality health care services. As a result, the organisation utilises the key elements within the clinical governance framework to continuously increase the quality of care that it provides and abide to the legally binding standards. The results support the notion that there is a need for the clarity of the definition, roles and responsibilities of clinical governance. The findings of this research suggest that further research is required to identify the contribution that clinical governance makes to improving the quality of care within South African health care organisations. Furthermore, research identifying employees’ perceptions of clinical governance within the private health care sector in South Africa is recommended.
- Full Text:
- Date Issued: 2017
An evaluation of how ABSA retail branch management experience change at ABSA Eastern Cape
- Authors: Ramjee, Keeran
- Date: 2017
- Subjects: Banks and banking -- South Africa -- Eastern Cape -- Leadership , Leadership -- South Africa -- Eastern Cape , Financial services industry -- South Africa -- Eastern Cape , Organizational change -- South Africa -- Eastern Cape -- Management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/19949 , vital:29011
- Description: Organisational leaders often assume that change (large or small) is straightforward and the approach to solve the problems is done rationally and logically. Thereafter a strategy is developed and a plan is implemented to make the improvement a reality. It comes as a shock to organisational leadership that those improvement plans, initially envisioned, do not deliver on expectations. As mentioned in The effective change managers’ handbook (Smith, et al., 2014), a greater shock awaits organisational leadership that after convincing colleagues of the necessity for the change to solution and the need to resolve the issue, in reality, it does not always work or achieve the desired outcomes. Improvement plans are often met with resistance by various stakeholders within the organisation. As a result, these improvement plans are abandoned and the organisation is relegated to business as usual. Literature reviewed in the field of organisational change management reveals a failure rate of 70% to 80% when it comes to the implementation of change initiatives and more so where change initiatives have a low expected return on value. Organisational change and organisational change management literature is constantly evolving as variable criteria and measures are researched, revealing deeper insight and impact on organisations. Therefore, according to literature, a greater knowledge of organisational change management within a global context would provide relevance and richness in the manner in which organisations go about implementing change initiatives. The key challenges and management issue at hand are to explore, understand and comprehend the variables that influence the branch manager’s positive reaction to change. This will guide organisational leadership and improve the success rate of change initiatives implemented in the organisation.For Absa to maintain a competitive advantage and ensure sustainability, a comprehensive understanding of the variables that influence the branch managers’ positive reaction to change is an imperative for Absa’s organisational leadership. Organisational change and organisational change management have all the key elements for the implementation of change within organisations. If executed effectively, this would result in a positive reaction by employees when change initiatives are introduced into the organisation. By studying past experiences and outcomes from empirical studies on organisational change and organisational change management, it was possible to draw lessons and experience about the discipline of organisational change management and factors influencing effective implementation of change initiatives resulting in a greater degree of success. The study may be of significance to other organisations across industries looking at improving the success rate in terms of implementing change initiatives within the managerial level of an organisation. Factors that come to the fore are creativity in influencing leadership behaviour, due diligence about investment opportunities, return on change initiatives, etc. These need to be explored in order for the organisation to achieve the objectives of remaining competitive and ensuring the sustainability of the organisation. Therefore creative strategies and thinking of ways to circumvent challenges in organisational change and organisational change management needs to be employed. The following independent variables were tested: training, effective communication, employee inclusion, trust, decreasing fear of the unknown and finally, decreasing fear of failure. Results revealed from the quantitative research that trust and decreasing fear of the unknown are essential factors influencing branch managers’ positive reaction to change though the importance of the other independent variables tested must not be considered to be of lesser importance. This study therefore concluded that utilisation of the framework, with emphasis on trust and decreasing fear of the unknown will result in the positive reaction by Absa branch managers to change and this will ultimately influence the success rate of change initiatives implemented. Recommendations were also made for future research studies that can contribute to organisational change and change management literature with emphasis on positive reaction to change, as well as the improvement and success rate of change initiatives implemented within organisations.
- Full Text:
- Date Issued: 2017
- Authors: Ramjee, Keeran
- Date: 2017
- Subjects: Banks and banking -- South Africa -- Eastern Cape -- Leadership , Leadership -- South Africa -- Eastern Cape , Financial services industry -- South Africa -- Eastern Cape , Organizational change -- South Africa -- Eastern Cape -- Management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/19949 , vital:29011
- Description: Organisational leaders often assume that change (large or small) is straightforward and the approach to solve the problems is done rationally and logically. Thereafter a strategy is developed and a plan is implemented to make the improvement a reality. It comes as a shock to organisational leadership that those improvement plans, initially envisioned, do not deliver on expectations. As mentioned in The effective change managers’ handbook (Smith, et al., 2014), a greater shock awaits organisational leadership that after convincing colleagues of the necessity for the change to solution and the need to resolve the issue, in reality, it does not always work or achieve the desired outcomes. Improvement plans are often met with resistance by various stakeholders within the organisation. As a result, these improvement plans are abandoned and the organisation is relegated to business as usual. Literature reviewed in the field of organisational change management reveals a failure rate of 70% to 80% when it comes to the implementation of change initiatives and more so where change initiatives have a low expected return on value. Organisational change and organisational change management literature is constantly evolving as variable criteria and measures are researched, revealing deeper insight and impact on organisations. Therefore, according to literature, a greater knowledge of organisational change management within a global context would provide relevance and richness in the manner in which organisations go about implementing change initiatives. The key challenges and management issue at hand are to explore, understand and comprehend the variables that influence the branch manager’s positive reaction to change. This will guide organisational leadership and improve the success rate of change initiatives implemented in the organisation.For Absa to maintain a competitive advantage and ensure sustainability, a comprehensive understanding of the variables that influence the branch managers’ positive reaction to change is an imperative for Absa’s organisational leadership. Organisational change and organisational change management have all the key elements for the implementation of change within organisations. If executed effectively, this would result in a positive reaction by employees when change initiatives are introduced into the organisation. By studying past experiences and outcomes from empirical studies on organisational change and organisational change management, it was possible to draw lessons and experience about the discipline of organisational change management and factors influencing effective implementation of change initiatives resulting in a greater degree of success. The study may be of significance to other organisations across industries looking at improving the success rate in terms of implementing change initiatives within the managerial level of an organisation. Factors that come to the fore are creativity in influencing leadership behaviour, due diligence about investment opportunities, return on change initiatives, etc. These need to be explored in order for the organisation to achieve the objectives of remaining competitive and ensuring the sustainability of the organisation. Therefore creative strategies and thinking of ways to circumvent challenges in organisational change and organisational change management needs to be employed. The following independent variables were tested: training, effective communication, employee inclusion, trust, decreasing fear of the unknown and finally, decreasing fear of failure. Results revealed from the quantitative research that trust and decreasing fear of the unknown are essential factors influencing branch managers’ positive reaction to change though the importance of the other independent variables tested must not be considered to be of lesser importance. This study therefore concluded that utilisation of the framework, with emphasis on trust and decreasing fear of the unknown will result in the positive reaction by Absa branch managers to change and this will ultimately influence the success rate of change initiatives implemented. Recommendations were also made for future research studies that can contribute to organisational change and change management literature with emphasis on positive reaction to change, as well as the improvement and success rate of change initiatives implemented within organisations.
- Full Text:
- Date Issued: 2017
An exploration of employee readiness for change at Walter Sisulu University
- Authors: Mpepo, Bulelwa N
- Date: 2017
- Subjects: Walter Sisulu University for Technology & Science -- Employees -- Attitudes , Education, Higher -- South Africa -- Case studies , Educational change -- South Africa -- Case studies , Organizational change -- South Africa -- Case studies , Programme and qualification mix
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/4455 , vital:20673
- Description: Higher education institutions are faced with pressure to change to meet academic as well as socio-economic needs. These changes are often aimed at achieving financial viability, increased institutional efficiency, and solving problems of fragmentation in the university. Universities can change in their structure, operations, systems, or and in the use or adoption of technology. The effective implementation and management of these requisite changes is the key challenge to organisations facing change. Walter Sisulu University, a comprehensive university in the Eastern Cape, has formulated a strategy to turn the university around. Included in the strategy is a project on the academic enterprise. The level of readiness for change is viewed to be a determining factor in making any change successful. Since readiness is not automatic, there is a need to prepare individuals to have a positive attitude towards the change and to embrace the proposed change initiative. This study is informed by the quest to know what will encourage and prepare employees for the implementation of the new Programme and Qualification Mix (PQM) at the University. The study therefore sought as its main purpose to explore factors influencing individual readiness for change in the PQM at Walter Sisulu University. A qualitative approach was adopted in the study. Models of change readiness were reviewed to identify themes that would be used to explore the levels of readiness amongst university academic employees who were to implement the new Programme and Qualification Mix. Documents were analysed to understand the change in PQM and face-to-face, semi-structured interviews held to solicit the views of academic employees regarding enablers or inhibiters of their readiness. Results highlighted the poor preparation of academic employees at Walter Sisulu University to support and implement the change. Key concerns of employees included dissatisfaction with the inadequate and inappropriate communication strategies, uncertainty about the suitability of the changed PQM, doubt regarding leadership support for change, as well as the perceived risk of the change. However, the main enablers were the comprehension by WSU employees of the need for a new PQM to address the poor alignment with university vision and HEQSF requirements, an appreciation of the lack of social relevance of the programmes, and confidence that they have the requisite skills and qualifications. The perceived benefits for the institution provided the needed spur for embracing the new PQM.
- Full Text:
- Date Issued: 2017
- Authors: Mpepo, Bulelwa N
- Date: 2017
- Subjects: Walter Sisulu University for Technology & Science -- Employees -- Attitudes , Education, Higher -- South Africa -- Case studies , Educational change -- South Africa -- Case studies , Organizational change -- South Africa -- Case studies , Programme and qualification mix
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/4455 , vital:20673
- Description: Higher education institutions are faced with pressure to change to meet academic as well as socio-economic needs. These changes are often aimed at achieving financial viability, increased institutional efficiency, and solving problems of fragmentation in the university. Universities can change in their structure, operations, systems, or and in the use or adoption of technology. The effective implementation and management of these requisite changes is the key challenge to organisations facing change. Walter Sisulu University, a comprehensive university in the Eastern Cape, has formulated a strategy to turn the university around. Included in the strategy is a project on the academic enterprise. The level of readiness for change is viewed to be a determining factor in making any change successful. Since readiness is not automatic, there is a need to prepare individuals to have a positive attitude towards the change and to embrace the proposed change initiative. This study is informed by the quest to know what will encourage and prepare employees for the implementation of the new Programme and Qualification Mix (PQM) at the University. The study therefore sought as its main purpose to explore factors influencing individual readiness for change in the PQM at Walter Sisulu University. A qualitative approach was adopted in the study. Models of change readiness were reviewed to identify themes that would be used to explore the levels of readiness amongst university academic employees who were to implement the new Programme and Qualification Mix. Documents were analysed to understand the change in PQM and face-to-face, semi-structured interviews held to solicit the views of academic employees regarding enablers or inhibiters of their readiness. Results highlighted the poor preparation of academic employees at Walter Sisulu University to support and implement the change. Key concerns of employees included dissatisfaction with the inadequate and inappropriate communication strategies, uncertainty about the suitability of the changed PQM, doubt regarding leadership support for change, as well as the perceived risk of the change. However, the main enablers were the comprehension by WSU employees of the need for a new PQM to address the poor alignment with university vision and HEQSF requirements, an appreciation of the lack of social relevance of the programmes, and confidence that they have the requisite skills and qualifications. The perceived benefits for the institution provided the needed spur for embracing the new PQM.
- Full Text:
- Date Issued: 2017
An investigation of the relationship between Corporate Social Responsibility (CSR) and financial performance of companies listed on the Johannesburg Stock Exchange (JSE) in South Africa
- Authors: Soko, Leon Lenny Kudzaishe
- Date: 2017
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/7078 , vital:21215
- Description: The purpose of this study is to investigate whether there is an association between CSR and financial performance in South African companies which are listed on the FTSE/JSE SRI Index. Specifically, whether there is a difference in financial performance of companies that perform CSR activities, and those that do not. If so, which direction does this association have? The selection process of companies used in this study will now be explained step-bystep. The JSE SRI Index results show that there were 80 successful constituents as of February 2015 (JSE, 2015). These 80 companies are listed alphabetically in Appendix A, while the top 100 companies as ranked by Turnover are linked in Appendix B. Of these 100 companies, 67 were constituents of the JSE SRI Index continuously in 2015 and are shown in Appendix C. This leaves 33 companies in the top 100 which are not listed on the JSE SRI Index. Companies that were listed on the JSE SRI Index were assumed to be ‘good’ companies as the listing requirements included the performance of numerous CSR activities such as Employee development, environmental sustainability practices and stakeholder engagement. The financial performance of these 67 companies was compared to the financial performance of the 33 companies that were not listed on the JSE SRI Index which were included in the population sample of one hundred companies. Financial performance was measured using the ratios: Return on Assets and Return on Equity. The data analysis process used in this study was as follows: 1. The ratios for each company were obtained from the iNET (BFA) database, and annual and integrated reports for the period 2011 - 2015 (Appendix D;E;F). 2. The ratios for Non-SRI and SRI companies were then compared for each of the three ratios using a T-Test. The purpose of the T-Test was to show whether there is a difference in the ratios between SRI and Non-SRI companies on a year to year basis. The direction of the difference was shown by whether the SRI ratio was higher than or lower than the Non-SRI ratio. The results of this study do not seem to support any of the CSR theories, as the study concluded that there is no significant difference between the financial performance of companies that perform CSR activities and those that do not. This means that investing in CSR activities does not have a significant effect on the financial performance of a company.
- Full Text:
- Date Issued: 2017
- Authors: Soko, Leon Lenny Kudzaishe
- Date: 2017
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/7078 , vital:21215
- Description: The purpose of this study is to investigate whether there is an association between CSR and financial performance in South African companies which are listed on the FTSE/JSE SRI Index. Specifically, whether there is a difference in financial performance of companies that perform CSR activities, and those that do not. If so, which direction does this association have? The selection process of companies used in this study will now be explained step-bystep. The JSE SRI Index results show that there were 80 successful constituents as of February 2015 (JSE, 2015). These 80 companies are listed alphabetically in Appendix A, while the top 100 companies as ranked by Turnover are linked in Appendix B. Of these 100 companies, 67 were constituents of the JSE SRI Index continuously in 2015 and are shown in Appendix C. This leaves 33 companies in the top 100 which are not listed on the JSE SRI Index. Companies that were listed on the JSE SRI Index were assumed to be ‘good’ companies as the listing requirements included the performance of numerous CSR activities such as Employee development, environmental sustainability practices and stakeholder engagement. The financial performance of these 67 companies was compared to the financial performance of the 33 companies that were not listed on the JSE SRI Index which were included in the population sample of one hundred companies. Financial performance was measured using the ratios: Return on Assets and Return on Equity. The data analysis process used in this study was as follows: 1. The ratios for each company were obtained from the iNET (BFA) database, and annual and integrated reports for the period 2011 - 2015 (Appendix D;E;F). 2. The ratios for Non-SRI and SRI companies were then compared for each of the three ratios using a T-Test. The purpose of the T-Test was to show whether there is a difference in the ratios between SRI and Non-SRI companies on a year to year basis. The direction of the difference was shown by whether the SRI ratio was higher than or lower than the Non-SRI ratio. The results of this study do not seem to support any of the CSR theories, as the study concluded that there is no significant difference between the financial performance of companies that perform CSR activities and those that do not. This means that investing in CSR activities does not have a significant effect on the financial performance of a company.
- Full Text:
- Date Issued: 2017
Analysis of the Corporate Social Investment motives and benefits behind the sponsors’ involvement with Parkrun South Africa
- Authors: Fordyce, Jonathan
- Date: 2017
- Subjects: Parkrun (Organization) , Parkrun (SA) , Blue Label Telecoms (Firm) , Dis-Chem (Firm) , Discovery Vitality (Firm) , Investments -- Moral and ethical aspects -- South Africa , Sports sponsorship -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/5388 , vital:20919
- Description: This study is a qualitative investigation into the area of Corporate Social Investment (CSI) of non-profit organisations (NPOs). The focus of the study is on the non-profit organisation Parkrun South Africa (Parkrun SA) and its three major sponsors, namely Blue Label Telecoms, Discovery Vitality and Dis-Chem Pharmacies. The research analyses and subsequently posits the various benefits and motivations of the sponsors’ CSI initiative with Parkrun SA. Semi-structured, one-on-one interviews were carried out with the three sponsors to establish these benefits and motivations. The interviewees were selected based on their involvement and influence in establishing and governing their organisations’ CSI initiative with Parkrun SA. The research compared the benefits and motivations, highlighted by the sponsors during the interviews, to the current body of knowledge and literature on CSI. From the interviews it became evident that the benefits and motivations, pertaining to each sponsor, are well aligned to the current literature on CSI benefits and motivations. The benefits and motivations of the three organisations were also deemed very similar. Upon evaluation of the research, it became evident that the most essential motivator for all three sponsoring organisations is commercial. Key to all the sponsoring organisations involvement with Parkrun SA, is the potential return on investment through the various commercial aspects of being associated with such an initiative. Branding was the biggest benefit named by all three sponsoring organisations, however, creating a healthy society emerged as a major benefit too. It can be argued that health has become a major benefit for the sponsors because of the success and exponential growth of Parkrun SA. This growth has captured a large audience and in so doing, created major health benefits for the vast array of participants. Finally, through the data collection and analysis it became clear that the sponsors all view their CSI initiative with Parkrun SA as a major success. It is however, recommended that Parkrun SA start to grow their organisation to match the sustained growth seen in the country. There is a need to expand the organisation in terms of employees and transparent corporate reporting to deal with this growth and keep the sponsors satisfied while also keeping additional sponsors fascinated.
- Full Text:
- Date Issued: 2017
- Authors: Fordyce, Jonathan
- Date: 2017
- Subjects: Parkrun (Organization) , Parkrun (SA) , Blue Label Telecoms (Firm) , Dis-Chem (Firm) , Discovery Vitality (Firm) , Investments -- Moral and ethical aspects -- South Africa , Sports sponsorship -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/5388 , vital:20919
- Description: This study is a qualitative investigation into the area of Corporate Social Investment (CSI) of non-profit organisations (NPOs). The focus of the study is on the non-profit organisation Parkrun South Africa (Parkrun SA) and its three major sponsors, namely Blue Label Telecoms, Discovery Vitality and Dis-Chem Pharmacies. The research analyses and subsequently posits the various benefits and motivations of the sponsors’ CSI initiative with Parkrun SA. Semi-structured, one-on-one interviews were carried out with the three sponsors to establish these benefits and motivations. The interviewees were selected based on their involvement and influence in establishing and governing their organisations’ CSI initiative with Parkrun SA. The research compared the benefits and motivations, highlighted by the sponsors during the interviews, to the current body of knowledge and literature on CSI. From the interviews it became evident that the benefits and motivations, pertaining to each sponsor, are well aligned to the current literature on CSI benefits and motivations. The benefits and motivations of the three organisations were also deemed very similar. Upon evaluation of the research, it became evident that the most essential motivator for all three sponsoring organisations is commercial. Key to all the sponsoring organisations involvement with Parkrun SA, is the potential return on investment through the various commercial aspects of being associated with such an initiative. Branding was the biggest benefit named by all three sponsoring organisations, however, creating a healthy society emerged as a major benefit too. It can be argued that health has become a major benefit for the sponsors because of the success and exponential growth of Parkrun SA. This growth has captured a large audience and in so doing, created major health benefits for the vast array of participants. Finally, through the data collection and analysis it became clear that the sponsors all view their CSI initiative with Parkrun SA as a major success. It is however, recommended that Parkrun SA start to grow their organisation to match the sustained growth seen in the country. There is a need to expand the organisation in terms of employees and transparent corporate reporting to deal with this growth and keep the sponsors satisfied while also keeping additional sponsors fascinated.
- Full Text:
- Date Issued: 2017
Assessing cultural readiness for lean implementation at an automotive component manufacturer in Port Elizabeth
- Levendal, Arend Randolph Dimitre
- Authors: Levendal, Arend Randolph Dimitre
- Date: 2017
- Subjects: Organizational effectiveness Organizational change , Corporate culture Motor industry -- South Africa -- Port Elizabeth
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/18145 , vital:28580
- Description: Automotive component manufacturers face significant competitive challenges in the global market and are constantly looking for means to improve their competitive advantage. Organisations then often acquire lean tools as an attractive option to achieve this. Research has however highlighted that the underlying “Lean Culture” is what is really necessary for organisations to achieve and maintain a competitive advantage. According to Rother (2010) lean implementation can be seen as a project or an initiation of an on- going development process where learning is taking place. This implementation implies a change in organisational culture from its existing state to a state where it reflects a lean culture. The literature review into Lean highlights the importance of establishing a Lean Culture. This research relied on an existing Lean Culture Causal Framework to assess cultural readiness for lean implementation at an automotive component manufacturer in Port Elizabeth (Company X). This was done utilising an empirical study which relied on an existing questionnaire associated with the said Lean Culture Causal Frame work. This Framework focuses on four broad categories of leadership actions; Awareness, Engagement, Consistency and Accountability.
- Full Text:
- Date Issued: 2017
- Authors: Levendal, Arend Randolph Dimitre
- Date: 2017
- Subjects: Organizational effectiveness Organizational change , Corporate culture Motor industry -- South Africa -- Port Elizabeth
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/18145 , vital:28580
- Description: Automotive component manufacturers face significant competitive challenges in the global market and are constantly looking for means to improve their competitive advantage. Organisations then often acquire lean tools as an attractive option to achieve this. Research has however highlighted that the underlying “Lean Culture” is what is really necessary for organisations to achieve and maintain a competitive advantage. According to Rother (2010) lean implementation can be seen as a project or an initiation of an on- going development process where learning is taking place. This implementation implies a change in organisational culture from its existing state to a state where it reflects a lean culture. The literature review into Lean highlights the importance of establishing a Lean Culture. This research relied on an existing Lean Culture Causal Framework to assess cultural readiness for lean implementation at an automotive component manufacturer in Port Elizabeth (Company X). This was done utilising an empirical study which relied on an existing questionnaire associated with the said Lean Culture Causal Frame work. This Framework focuses on four broad categories of leadership actions; Awareness, Engagement, Consistency and Accountability.
- Full Text:
- Date Issued: 2017
Assessing talent management at Passenger Rail Agency of South Africa (PRASA)
- Authors: Khanyezi, Thembani Hopewell
- Date: 2017
- Subjects: Personnel management Employee retention , Incentives in industry Performance -- Management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/17680 , vital:28429
- Description: There is no question that effective talent management implementation requires a well-defined process. Talent management includes all talent management systems that are required to optimise the workforce within an organisation. The talent management system includes: talent planning, acquiring talent, developing talent, managing talent and retaining talent. Acquired talent should be developed to mould into the organisational culture so that they support the organisational objectives. The research objective of this study was to assess talent management implementation at Metrorail. To achieve this objective a comprehensive study was undertaken on Talent Management. The study involved conducting a literature review to understand the process that is necessary for talent management implementation in an organisation. An empirical study was later conducted to investigate whether the processes of talent management have been successfully implemented at Metrorail. The survey was compared to the literature review to establish whether the findings from Metrorail agreed or disagreed with the literature reviewed. As much as the empirical results showed a case of progress towards Employee Empowerment, Employee Engagement and Talent Retention, there were areas of concern with regard to Recruitment, Compensation and Rewards, Performance Management as well as Organisational Culture.
- Full Text:
- Date Issued: 2017
- Authors: Khanyezi, Thembani Hopewell
- Date: 2017
- Subjects: Personnel management Employee retention , Incentives in industry Performance -- Management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/17680 , vital:28429
- Description: There is no question that effective talent management implementation requires a well-defined process. Talent management includes all talent management systems that are required to optimise the workforce within an organisation. The talent management system includes: talent planning, acquiring talent, developing talent, managing talent and retaining talent. Acquired talent should be developed to mould into the organisational culture so that they support the organisational objectives. The research objective of this study was to assess talent management implementation at Metrorail. To achieve this objective a comprehensive study was undertaken on Talent Management. The study involved conducting a literature review to understand the process that is necessary for talent management implementation in an organisation. An empirical study was later conducted to investigate whether the processes of talent management have been successfully implemented at Metrorail. The survey was compared to the literature review to establish whether the findings from Metrorail agreed or disagreed with the literature reviewed. As much as the empirical results showed a case of progress towards Employee Empowerment, Employee Engagement and Talent Retention, there were areas of concern with regard to Recruitment, Compensation and Rewards, Performance Management as well as Organisational Culture.
- Full Text:
- Date Issued: 2017
Assessing the innovation capability of South African SMEs in pursuing export opportunities
- Authors: Mbele, Lindokuhle Peter
- Date: 2017
- Subjects: New business enterprises -- Management Technological innovations Economic aspects
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/44443 , vital:37811
- Description: Innovation is broadly perceived as an important competitive enabler for any business that needs to survive, stay ahead and prosper. In turbulently and unpredictable global environments, the capability of the organisation to continuously innovate is a key contributor to sustained competitiveness. Innovation capability focuses on making certain that the organisation possess appropriate strategies, structures, culture, leadership techniques and resourcing strategies to bolster effective execution of innovation activities. Innovation can only occur if the organisation has developed innovation capabilities. A number of South African SMEs continue to be reluctant to innovate and trade beyond the borders of their inherent country due to the risks which this involves. SMEs with sound innovation capabilities can make a significant contribution to a nation's competitiveness. Therefore investment in understanding an organisations innovation capabilities and the factors that contribute to successful innovation is necessary. This study assessed the innovation capabilities of South Africa SMEs and their ability to pursue export opportunities. The intention was to gain understanding on how innovation can be used by South African SMEs to improve exports opportunities. The findings revealed that only two thirds of the South African SMEs possess innovative capabilities. The observation was made that some SMEs believe that they are innovative even though they do not have innovative capabilities. Factors that contribute to improved export includes the ability to negotiate export transaction with international partners, the ability to adapt to changing export markets and the ability to meet export demands. These findings present an opportunity for SMEs to continuously assess their innovation capabilities and put measures in place to improve their innovation output and frequency. Globalisation threatens the former safe markets for local businesses, therefore for SMEs to be sustainable, grow and be competitive they should focus on creating innovative products that are marketable globally and continuously seek new markets.
- Full Text:
- Date Issued: 2017
- Authors: Mbele, Lindokuhle Peter
- Date: 2017
- Subjects: New business enterprises -- Management Technological innovations Economic aspects
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/44443 , vital:37811
- Description: Innovation is broadly perceived as an important competitive enabler for any business that needs to survive, stay ahead and prosper. In turbulently and unpredictable global environments, the capability of the organisation to continuously innovate is a key contributor to sustained competitiveness. Innovation capability focuses on making certain that the organisation possess appropriate strategies, structures, culture, leadership techniques and resourcing strategies to bolster effective execution of innovation activities. Innovation can only occur if the organisation has developed innovation capabilities. A number of South African SMEs continue to be reluctant to innovate and trade beyond the borders of their inherent country due to the risks which this involves. SMEs with sound innovation capabilities can make a significant contribution to a nation's competitiveness. Therefore investment in understanding an organisations innovation capabilities and the factors that contribute to successful innovation is necessary. This study assessed the innovation capabilities of South Africa SMEs and their ability to pursue export opportunities. The intention was to gain understanding on how innovation can be used by South African SMEs to improve exports opportunities. The findings revealed that only two thirds of the South African SMEs possess innovative capabilities. The observation was made that some SMEs believe that they are innovative even though they do not have innovative capabilities. Factors that contribute to improved export includes the ability to negotiate export transaction with international partners, the ability to adapt to changing export markets and the ability to meet export demands. These findings present an opportunity for SMEs to continuously assess their innovation capabilities and put measures in place to improve their innovation output and frequency. Globalisation threatens the former safe markets for local businesses, therefore for SMEs to be sustainable, grow and be competitive they should focus on creating innovative products that are marketable globally and continuously seek new markets.
- Full Text:
- Date Issued: 2017
Assessing the organisational maturity level of Rhodes Music Radio with the introduction of social media
- Authors: Gavaza, Mudiwa Artwell
- Date: 2017
- Subjects: Rhodes Music Radio , Rhodes Music Radio -- Marketing , Rhodes Music Radio -- Management , Community radio -- South Africa -- Makhanda , Social media -- Marketing -- South Africa -- Makhanda
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/6269 , vital:21076
- Description: This research seeks to evaluate the organisational maturity of Rhodes Music Radio as it relates to its use of social media. The research takes place within the context of Rhodes Music Radio (RMR) which is a community radio station operating in Grahamstown, South Africa. The station serves the Grahamstown community as a whole, with core listenership coming from the Rhodes University population. RMR has its base on the Rhodes University campus. The contribution of this study is the development of a Social Media Maturity Model which was used to assess the organisational maturity of Rhodes Music Radio with respect to its use of social media. As with other media organisations around the world, social media has become a major factor within the normal operations and functions of RMR. There is much research that has been done about the use of social media as a tool for marketing and branding in business. This tends to be the typical focus of research efforts. Though RMR makes use of social media as a marketing tool, media organisations have gone beyond this one dimensional approach in using social media. Social networking online has become a source of news and trends for organisations within the media space. For an organisation like RMR, social media is used in some way by departments such as Communication, Marketing and Branding, Production, Programming, Music, Technical; together with the presenters and producers who are hosting shows on a daily basis. Bearing the above in mind, this study aims to assess the level of maturity that RMR has as an organisation with use of social media. The goal is to find out how integrated and what systems the station has as a whole to make effective use of social media across the various departments which then helps to make a judgement on the station as a whole. This research has its literature base in the knowledge area of change management and operational excellence. Organisational maturity exists within the broad knowledge area of change management. It provides the theoretical basis upon which to gauge the maturity of RMR in relation to its social media use. Operational excellence provides a basis upon which to judge the quality of RMR’s product which speaks to how well integrated and effective the station is with its use of social media. The method of research was an evaluation that used 2 types of data, making use of both document analysis and interviews as sources of information. This information is then analysed using the Social Media Maturity Model developed specifically for this research from similar organisational maturity models used in other industries such as general management and supply chain management. This model assesses the maturity of the station by first assessing the maturity of the various departments that make up the operations of RMR and then comes up with an aggregate maturity level for the whole organisation. The conclusion of this study is that Rhodes Music Radio is quite mature in terms of its social media use but not yet fully networked. According to the model, the station is described as having a “Community” or “Linked” social media use. On the model, this is Stage 3 out of 5 in terms of maturity. Recommendations given to RMR to further increase this maturity level are for staff members more involved in the social media of the station by following the various RMR accounts and engaging with listeners and other staff members on these platforms. RMR staff need to be trained on the importance of social media and how to use it. The station needs to find a way to convert its social media following into listeners of its broadcast programming. Finally, the station needs to finalise and endorse its Social Media Policy.
- Full Text:
- Date Issued: 2017
- Authors: Gavaza, Mudiwa Artwell
- Date: 2017
- Subjects: Rhodes Music Radio , Rhodes Music Radio -- Marketing , Rhodes Music Radio -- Management , Community radio -- South Africa -- Makhanda , Social media -- Marketing -- South Africa -- Makhanda
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/6269 , vital:21076
- Description: This research seeks to evaluate the organisational maturity of Rhodes Music Radio as it relates to its use of social media. The research takes place within the context of Rhodes Music Radio (RMR) which is a community radio station operating in Grahamstown, South Africa. The station serves the Grahamstown community as a whole, with core listenership coming from the Rhodes University population. RMR has its base on the Rhodes University campus. The contribution of this study is the development of a Social Media Maturity Model which was used to assess the organisational maturity of Rhodes Music Radio with respect to its use of social media. As with other media organisations around the world, social media has become a major factor within the normal operations and functions of RMR. There is much research that has been done about the use of social media as a tool for marketing and branding in business. This tends to be the typical focus of research efforts. Though RMR makes use of social media as a marketing tool, media organisations have gone beyond this one dimensional approach in using social media. Social networking online has become a source of news and trends for organisations within the media space. For an organisation like RMR, social media is used in some way by departments such as Communication, Marketing and Branding, Production, Programming, Music, Technical; together with the presenters and producers who are hosting shows on a daily basis. Bearing the above in mind, this study aims to assess the level of maturity that RMR has as an organisation with use of social media. The goal is to find out how integrated and what systems the station has as a whole to make effective use of social media across the various departments which then helps to make a judgement on the station as a whole. This research has its literature base in the knowledge area of change management and operational excellence. Organisational maturity exists within the broad knowledge area of change management. It provides the theoretical basis upon which to gauge the maturity of RMR in relation to its social media use. Operational excellence provides a basis upon which to judge the quality of RMR’s product which speaks to how well integrated and effective the station is with its use of social media. The method of research was an evaluation that used 2 types of data, making use of both document analysis and interviews as sources of information. This information is then analysed using the Social Media Maturity Model developed specifically for this research from similar organisational maturity models used in other industries such as general management and supply chain management. This model assesses the maturity of the station by first assessing the maturity of the various departments that make up the operations of RMR and then comes up with an aggregate maturity level for the whole organisation. The conclusion of this study is that Rhodes Music Radio is quite mature in terms of its social media use but not yet fully networked. According to the model, the station is described as having a “Community” or “Linked” social media use. On the model, this is Stage 3 out of 5 in terms of maturity. Recommendations given to RMR to further increase this maturity level are for staff members more involved in the social media of the station by following the various RMR accounts and engaging with listeners and other staff members on these platforms. RMR staff need to be trained on the importance of social media and how to use it. The station needs to find a way to convert its social media following into listeners of its broadcast programming. Finally, the station needs to finalise and endorse its Social Media Policy.
- Full Text:
- Date Issued: 2017
Comparing the automotive industry manufacturing costs between East London, Uitenhage and Gaborone
- Authors: Domingo, Steve Cecil
- Date: 2017
- Subjects: Manufactures -- Costs Manufacturing industries -- South Africa -- Eastern Cape , Manufacturing industries -- Botswana -- Gaborone Automobile industry and trade -- South Africa -- Eastern Cape Automobile industry and trade -- Botswana -- Gaborone
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/46306 , vital:39545
- Description: South Africa faces the problem of its automotive production facilities, threatening relocation from South Africa to neighbouring countries such as Botswana, Nigeria and Mozambique, this while, the South African manufacturing industry suffers a very high unemployment rate. The business models for South African automotive manufacturing industry is currently too cost inefficient, making relocation to neighbouring countries more feasible and attractive. The purpose of this research study is to conduct an “Automotive Manufacturing Costs comparison between East London, Uitenhage, Gaborone and the resultant impact on the South African employment of manufacturing staff” The primary objective of this study is to measure the manufacturing cost between East London, Uitenhage and Gaborone (Botswana) for one automotive component and explain if this can affect employment at the current costs of labour. The findings might add value to the South African working population about the serious impact and effect of the high cost of labour in the country. A literature review was conducted on the South African and Botswana automotive manufacturing industry, the economic development and the strategic challenges of the two countries. In conclusion, the relocation of the production industry, specifically the South African market relocating to broader Africa. In order to achieve the research objectives, personal interviews with senior managers (Plant Managers, Business Managers and Human Resources Managers) of firms that have been involved in projects of the relocation of firms into Africa was conducted. The aim of the study is to identify to the local automotive manufacturing industry, unions, government and business people that the current labour cost is South Africa could cause future relocation of industry from South Africa which will cause more unemployment.
- Full Text:
- Date Issued: 2017
- Authors: Domingo, Steve Cecil
- Date: 2017
- Subjects: Manufactures -- Costs Manufacturing industries -- South Africa -- Eastern Cape , Manufacturing industries -- Botswana -- Gaborone Automobile industry and trade -- South Africa -- Eastern Cape Automobile industry and trade -- Botswana -- Gaborone
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/46306 , vital:39545
- Description: South Africa faces the problem of its automotive production facilities, threatening relocation from South Africa to neighbouring countries such as Botswana, Nigeria and Mozambique, this while, the South African manufacturing industry suffers a very high unemployment rate. The business models for South African automotive manufacturing industry is currently too cost inefficient, making relocation to neighbouring countries more feasible and attractive. The purpose of this research study is to conduct an “Automotive Manufacturing Costs comparison between East London, Uitenhage, Gaborone and the resultant impact on the South African employment of manufacturing staff” The primary objective of this study is to measure the manufacturing cost between East London, Uitenhage and Gaborone (Botswana) for one automotive component and explain if this can affect employment at the current costs of labour. The findings might add value to the South African working population about the serious impact and effect of the high cost of labour in the country. A literature review was conducted on the South African and Botswana automotive manufacturing industry, the economic development and the strategic challenges of the two countries. In conclusion, the relocation of the production industry, specifically the South African market relocating to broader Africa. In order to achieve the research objectives, personal interviews with senior managers (Plant Managers, Business Managers and Human Resources Managers) of firms that have been involved in projects of the relocation of firms into Africa was conducted. The aim of the study is to identify to the local automotive manufacturing industry, unions, government and business people that the current labour cost is South Africa could cause future relocation of industry from South Africa which will cause more unemployment.
- Full Text:
- Date Issued: 2017
Consumers’ perception of generic drugs in South Africa
- Authors: Boltman, Tamarah
- Date: 2017
- Subjects: Consumers' preferences -- Moral and ethical aspects -- South Africa Consumer education -- South Africa , Generic drugs -- Moral and ethical aspects -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/14664 , vital:27815
- Description: Medicines play a pivotal role in the process of human development as their rational utilization can decrease morbidity and mortality as well as improve quality of life (Jamshed, Hassali, Ibrahim, Shafie, & Babar, 2010). Access to therapeutic drugs form an integral part of any successful healthcare system. The high cost of medicines, is a barrier to accessibility and improved health to the majority of the South African population (Bangalee, 2015). In developing countries with limited healthcare budgets, such as South Africa, generic drugs (medicines) can be a cost-saving treatment alternative, resulting in medical expenditure being reduced and access to scarce resources increased (Van der Westhuizen, Burger, Lubbe, Serfontein, 2010). There is very little knowledge on perception and attitude of South African citizens with regard to use of generic drugs (Bangalee, 2015). Consumer perception can have a large impact on the choice of medicines or drugs chosen. The study intended to find out what the current consumer beliefs, attitudes, behaviours and knowledge of generic drugs are. There was also intent to establish if lack of awareness or misconception about generic drugs influence consumer choice. The study consists of a literature review of the definition of generic drugs and original or branded drugs, their influence in the public and private health sector, factors that influence consumer behaviour, brand effect, brand trust, brand loyalty, and most importantly the South Africa acceptance of generic drugs. Primary data was collected, reported and analysed through the use of a questionnaire to determine the current consumers’ belief, attitude, behaviour and knowledge of generic drugs. The study results reveal that scepticism does exists, yet there was clear acceptance, but still lack of confidence in generic drugs. Consumer education and information is the key to increased generic drug acceptance.
- Full Text:
- Date Issued: 2017
- Authors: Boltman, Tamarah
- Date: 2017
- Subjects: Consumers' preferences -- Moral and ethical aspects -- South Africa Consumer education -- South Africa , Generic drugs -- Moral and ethical aspects -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/14664 , vital:27815
- Description: Medicines play a pivotal role in the process of human development as their rational utilization can decrease morbidity and mortality as well as improve quality of life (Jamshed, Hassali, Ibrahim, Shafie, & Babar, 2010). Access to therapeutic drugs form an integral part of any successful healthcare system. The high cost of medicines, is a barrier to accessibility and improved health to the majority of the South African population (Bangalee, 2015). In developing countries with limited healthcare budgets, such as South Africa, generic drugs (medicines) can be a cost-saving treatment alternative, resulting in medical expenditure being reduced and access to scarce resources increased (Van der Westhuizen, Burger, Lubbe, Serfontein, 2010). There is very little knowledge on perception and attitude of South African citizens with regard to use of generic drugs (Bangalee, 2015). Consumer perception can have a large impact on the choice of medicines or drugs chosen. The study intended to find out what the current consumer beliefs, attitudes, behaviours and knowledge of generic drugs are. There was also intent to establish if lack of awareness or misconception about generic drugs influence consumer choice. The study consists of a literature review of the definition of generic drugs and original or branded drugs, their influence in the public and private health sector, factors that influence consumer behaviour, brand effect, brand trust, brand loyalty, and most importantly the South Africa acceptance of generic drugs. Primary data was collected, reported and analysed through the use of a questionnaire to determine the current consumers’ belief, attitude, behaviour and knowledge of generic drugs. The study results reveal that scepticism does exists, yet there was clear acceptance, but still lack of confidence in generic drugs. Consumer education and information is the key to increased generic drug acceptance.
- Full Text:
- Date Issued: 2017
Critical success factors of effective performance appraisal and the latter's effect on employee engagement
- Authors: Tseana, Tloutsana
- Date: 2017
- Subjects: Employees -- Rating of Employee motivation -- Research , Performance standards Personnel management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/21395 , vital:29511
- Description: The objective of this study was to investigate what the critical elements were for an employee performance appraisal system (EPA) to be effective and successful and whether the latter would enhance employee engagement. The study hypothesised that three elements, namely the level of trust in the appraiser, communication by the appraiser and the level of training of the appraiser would be critical to achieve an effective EPA. Effective performance appraisal is known to benefit organisations by helping them measure performance, motivate employees and most commonly help to make HR related administrative decisions, such as promotions and rewards. The study was conducted in a national public entity, which is constituted and mandated in terms of the PPEC Act, No 9 of 1983, to perform cold chain services and also under the APS Act, No.119 of 1990. The organisation studied also delivers inspection and food safety services for perishable products as mandated by the Department of Agriculture, Forestry and Fisheries. The research adopts a survey approach where self-administered questionnaires were used to gather data from the employees to measure their opinions of the measured elements of the employee performance appraisal (EPA). The surveys were issued to a total of 150 employees within the organisation and a total of 82 usable surveys were returned. The findings of the study revealed that the employees were generally satisfied with the level of competency, training of, and trust in, the appraiser, but there was still work to be done in improving the system and making it more successful and rewarding. Communication by the appraiser was found to be not significantly related to the effectiveness of the current performance appraisal system.
- Full Text:
- Date Issued: 2017
- Authors: Tseana, Tloutsana
- Date: 2017
- Subjects: Employees -- Rating of Employee motivation -- Research , Performance standards Personnel management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/21395 , vital:29511
- Description: The objective of this study was to investigate what the critical elements were for an employee performance appraisal system (EPA) to be effective and successful and whether the latter would enhance employee engagement. The study hypothesised that three elements, namely the level of trust in the appraiser, communication by the appraiser and the level of training of the appraiser would be critical to achieve an effective EPA. Effective performance appraisal is known to benefit organisations by helping them measure performance, motivate employees and most commonly help to make HR related administrative decisions, such as promotions and rewards. The study was conducted in a national public entity, which is constituted and mandated in terms of the PPEC Act, No 9 of 1983, to perform cold chain services and also under the APS Act, No.119 of 1990. The organisation studied also delivers inspection and food safety services for perishable products as mandated by the Department of Agriculture, Forestry and Fisheries. The research adopts a survey approach where self-administered questionnaires were used to gather data from the employees to measure their opinions of the measured elements of the employee performance appraisal (EPA). The surveys were issued to a total of 150 employees within the organisation and a total of 82 usable surveys were returned. The findings of the study revealed that the employees were generally satisfied with the level of competency, training of, and trust in, the appraiser, but there was still work to be done in improving the system and making it more successful and rewarding. Communication by the appraiser was found to be not significantly related to the effectiveness of the current performance appraisal system.
- Full Text:
- Date Issued: 2017