A business process management framework for enhancing enterprise resource planning value derived in supply chain optimization
- Authors: Sahdeo, Viresh
- Date: 2018
- Subjects: Reengineering (Management) , Workflow -- Management Performance -- Management Strategic planning
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/34833 , vital:33459
- Description: Enterprise Resource Planning (ERP) systems easily diffuse knowledge and allow good business decisions for Information System (IS) technological and organizational advancement. This research is an investigation of how to improve the strategic management and operational efficiency of Enterprise Information Systems (EIS). A Business Process Management (BPM) framework was designed to integrate varying perspectives of organizational activities for wider collaboration and value derivation. The systematic methodology of Business process management (BPM) enables corporates to be more effective and efficient through continual process improvement. Elements used to build the BPM framework explain how to successfully derive value, inclusive of the performance indicators to measure outcomes. The model was tested with questionnaire data collected from corporates operating in the Southern African region and further refined based on Cronbach alpha reliability tests. The findings improve the interpretation of the determinants for the success of BPM and ERP IS from the user’s perspective. The results show that continuous improvement efforts and organisational support have positive influence on performance and validate the importance of quality, service, information, integration and workflow dependencies. Originality/value – This research extends prior work of BPM frameworks to follow up on customer orientation and servitization. Studies have not investigated relationship commitment between IT and operational business units. The relationship and interdependence of organisational functions is essential for Supply Chain value creation. Industrialization and information technology(IT) integration faces new opportunities. The agility of IT is further explored more into efforts of collaboration, structure, and innovation for future changes, emerging technologies and practices envisioned. This research seeks to propose a framework for the future development of smart supply chain, which can provide theory and case for intelligent operational activities with key technologies, such as RFID, Neural Networks, machine learning and artificial intelligence(AI).
- Full Text:
- Date Issued: 2018
- Authors: Sahdeo, Viresh
- Date: 2018
- Subjects: Reengineering (Management) , Workflow -- Management Performance -- Management Strategic planning
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/34833 , vital:33459
- Description: Enterprise Resource Planning (ERP) systems easily diffuse knowledge and allow good business decisions for Information System (IS) technological and organizational advancement. This research is an investigation of how to improve the strategic management and operational efficiency of Enterprise Information Systems (EIS). A Business Process Management (BPM) framework was designed to integrate varying perspectives of organizational activities for wider collaboration and value derivation. The systematic methodology of Business process management (BPM) enables corporates to be more effective and efficient through continual process improvement. Elements used to build the BPM framework explain how to successfully derive value, inclusive of the performance indicators to measure outcomes. The model was tested with questionnaire data collected from corporates operating in the Southern African region and further refined based on Cronbach alpha reliability tests. The findings improve the interpretation of the determinants for the success of BPM and ERP IS from the user’s perspective. The results show that continuous improvement efforts and organisational support have positive influence on performance and validate the importance of quality, service, information, integration and workflow dependencies. Originality/value – This research extends prior work of BPM frameworks to follow up on customer orientation and servitization. Studies have not investigated relationship commitment between IT and operational business units. The relationship and interdependence of organisational functions is essential for Supply Chain value creation. Industrialization and information technology(IT) integration faces new opportunities. The agility of IT is further explored more into efforts of collaboration, structure, and innovation for future changes, emerging technologies and practices envisioned. This research seeks to propose a framework for the future development of smart supply chain, which can provide theory and case for intelligent operational activities with key technologies, such as RFID, Neural Networks, machine learning and artificial intelligence(AI).
- Full Text:
- Date Issued: 2018
A case study of the role of leadership behaviour in the formation of organizational culture
- Authors: Moore, Aminah
- Date: 2018
- Subjects: Leadership -- Botswana -- Maun , Corporate culture -- Botswana -- Maun , Strategic planning -- Botswana -- Maun , Critical incident technique , Organizational behavior -- Botswana -- Maun , Tourism -- Management , Belmond Safaris (Botswana)
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/62061 , vital:28103
- Description: This case study research on the effect of leadership on organizational culture, is based on a small luxury tourism organization – Belmond Safaris – based in Maun, Botswana. The study set out to determine critical incidents that occurred during the tenure of the current general manager with the intention of uncovering her leadership behaviour and how it has shaped the culture of the organization. The literature review identified quantitative and qualitative approaches to researching organizational culture, but settles on Schein’s theory of organizational culture (Schein, 1992; 2010) as the approach adopted in this study. Furthermore, it reviews the various roles of strategic leaders and how these affect the culture of the organization. The study follows a qualitative methodology and applies the Critical Incident Technique to explore how, as a leader, the behaviour of the general manager shaped the organization’s culture. Data triangulation is achieved through the use of multiple sources – interviews, analysis of company documents and the examination of minutes of management meetings. Following the fieldwork, the evidence within the findings of the study required a theoretical reorientation and a shift from strategic leadership to a new focus on relational leadership, highlighting the prominence of social exchanges between the general manager and employees, as opposed to economic exchanges. The study concludes by acknowledging the limitations and delimitations of the study, which include time constraints as well as the deliberate exclusion of certain participants (e.g. camp managers) from the study. In its conclusion the study also presents recommendations for future studies. The researcher recommends a broader study within the tourism industry, as well as a larger and more inclusive sample size, in order to obtain better insights into the study of culture and leadership within organizations.
- Full Text:
- Date Issued: 2018
- Authors: Moore, Aminah
- Date: 2018
- Subjects: Leadership -- Botswana -- Maun , Corporate culture -- Botswana -- Maun , Strategic planning -- Botswana -- Maun , Critical incident technique , Organizational behavior -- Botswana -- Maun , Tourism -- Management , Belmond Safaris (Botswana)
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/62061 , vital:28103
- Description: This case study research on the effect of leadership on organizational culture, is based on a small luxury tourism organization – Belmond Safaris – based in Maun, Botswana. The study set out to determine critical incidents that occurred during the tenure of the current general manager with the intention of uncovering her leadership behaviour and how it has shaped the culture of the organization. The literature review identified quantitative and qualitative approaches to researching organizational culture, but settles on Schein’s theory of organizational culture (Schein, 1992; 2010) as the approach adopted in this study. Furthermore, it reviews the various roles of strategic leaders and how these affect the culture of the organization. The study follows a qualitative methodology and applies the Critical Incident Technique to explore how, as a leader, the behaviour of the general manager shaped the organization’s culture. Data triangulation is achieved through the use of multiple sources – interviews, analysis of company documents and the examination of minutes of management meetings. Following the fieldwork, the evidence within the findings of the study required a theoretical reorientation and a shift from strategic leadership to a new focus on relational leadership, highlighting the prominence of social exchanges between the general manager and employees, as opposed to economic exchanges. The study concludes by acknowledging the limitations and delimitations of the study, which include time constraints as well as the deliberate exclusion of certain participants (e.g. camp managers) from the study. In its conclusion the study also presents recommendations for future studies. The researcher recommends a broader study within the tourism industry, as well as a larger and more inclusive sample size, in order to obtain better insights into the study of culture and leadership within organizations.
- Full Text:
- Date Issued: 2018
A critical analysis of the service quality dimensions of a mobile telecommunication service provider
- Authors: Crous, Pierre
- Date: 2018
- Subjects: Customer relations -- Management , Consumer satisfaction Telecommunication -- Customer services Cell phone services industry
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/21571 , vital:29582
- Description: In the current age, companies are redesigning the way they perform daily operations based on the principles of the Fourth Industrial Revolution. Industry 4.0 will lead to the integration of the Internet of Things (IoT), cloud computing and mobilisation into the daily operations of companies across various industries which stay connected to guidance software by means of 3G or 4G SIM cards. This increasing demand for mobilisation and communication technologies has encouraged more interest from investors to invest in the Mobile Telecommunication Industry (MTI). The aforementioned leads to heightened competition among Mobile Telecommunication Service Providers (MTSP), already competing in a fiercely contested market. For service providers to guarantee success in such a highly competitive market, companies should endeavour to provide superior quality and customer-centric services to retain and attract customers. Service providers that provide their customers with quality experiences gain a competitive advantage over rival firms and enjoy increased financial returns. Thus, companies measure their service quality (SQ) continuously to understand what consumers need and want as well as to ascertain how customers perceive the quality of service provision of the organisation. Therefore, this research study introduces and discusses various SQ measurement instruments and dimensions that may be relevant for a MTSP to consider when measuring SQ. This study further provides a broad overview of the latest techniques and best practices that popular service providers have applied globally, to enhance their SQ measurement In order to facilitate the SQ measurement process, researchers have designed different instruments, tailored for measuring SQ in various particular industries, by identifying and incorporating relevant industry-specific SQ dimensions. This enables the measurement of the customer perceived performance of each individual dimension for a particular service provided in a specific industry. In order to initiate a SQ measurement project, companies employ a variety of techniques to collect data. In this research study, the SQ data collection technique and resultant data set of a South African Mobile Telecommunication Service Provider (SAMTSP) were analysed to evaluate present service quality processes and provide guidelines to a SAMTSP on improved processes to implement to determine its service quality levels. Eight independent variables were identified from the quantitative data in the service quality data set provided by a SAMTSP for the purposes of this study. The dependent variable was identified as Performance which served as the unit of measurement for the independent variables. The qualitative data analysis applied to the qualitative data in the provided data set, revealed three Attitudes (key patterns) namely Positive, Neutral and Negative. Moreover, 14 themes were extracted from these Attitudes and which provide deeper insight into customer sentiments with regards to the overall performance of a SAMTSP. The results indicated that the SAMTSP may not have targeted the necessary SQ dimensions. It was also found that the data collection technique employed by the SAMTSP to create the SQ data set had certain limitations that might have negatively impacted upon the relevance and quality of the SQ data collected. The findings further suggest that the MTSP could follow a better SQ measurement process.
- Full Text:
- Date Issued: 2018
A critical analysis of the service quality dimensions of a mobile telecommunication service provider
- Authors: Crous, Pierre
- Date: 2018
- Subjects: Customer relations -- Management , Consumer satisfaction Telecommunication -- Customer services Cell phone services industry
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/21571 , vital:29582
- Description: In the current age, companies are redesigning the way they perform daily operations based on the principles of the Fourth Industrial Revolution. Industry 4.0 will lead to the integration of the Internet of Things (IoT), cloud computing and mobilisation into the daily operations of companies across various industries which stay connected to guidance software by means of 3G or 4G SIM cards. This increasing demand for mobilisation and communication technologies has encouraged more interest from investors to invest in the Mobile Telecommunication Industry (MTI). The aforementioned leads to heightened competition among Mobile Telecommunication Service Providers (MTSP), already competing in a fiercely contested market. For service providers to guarantee success in such a highly competitive market, companies should endeavour to provide superior quality and customer-centric services to retain and attract customers. Service providers that provide their customers with quality experiences gain a competitive advantage over rival firms and enjoy increased financial returns. Thus, companies measure their service quality (SQ) continuously to understand what consumers need and want as well as to ascertain how customers perceive the quality of service provision of the organisation. Therefore, this research study introduces and discusses various SQ measurement instruments and dimensions that may be relevant for a MTSP to consider when measuring SQ. This study further provides a broad overview of the latest techniques and best practices that popular service providers have applied globally, to enhance their SQ measurement In order to facilitate the SQ measurement process, researchers have designed different instruments, tailored for measuring SQ in various particular industries, by identifying and incorporating relevant industry-specific SQ dimensions. This enables the measurement of the customer perceived performance of each individual dimension for a particular service provided in a specific industry. In order to initiate a SQ measurement project, companies employ a variety of techniques to collect data. In this research study, the SQ data collection technique and resultant data set of a South African Mobile Telecommunication Service Provider (SAMTSP) were analysed to evaluate present service quality processes and provide guidelines to a SAMTSP on improved processes to implement to determine its service quality levels. Eight independent variables were identified from the quantitative data in the service quality data set provided by a SAMTSP for the purposes of this study. The dependent variable was identified as Performance which served as the unit of measurement for the independent variables. The qualitative data analysis applied to the qualitative data in the provided data set, revealed three Attitudes (key patterns) namely Positive, Neutral and Negative. Moreover, 14 themes were extracted from these Attitudes and which provide deeper insight into customer sentiments with regards to the overall performance of a SAMTSP. The results indicated that the SAMTSP may not have targeted the necessary SQ dimensions. It was also found that the data collection technique employed by the SAMTSP to create the SQ data set had certain limitations that might have negatively impacted upon the relevance and quality of the SQ data collected. The findings further suggest that the MTSP could follow a better SQ measurement process.
- Full Text:
- Date Issued: 2018
A framework for aligning ICT service providers' products and services to the needs of SME customers
- Authors: Mhlongo, Sizwe
- Date: 2018
- Subjects: Small business -- Computer networks , Business enterprises -- information technology Consumer behavior
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/31911 , vital:31861
- Description: Small and medium-sized enterprises (SMEs) have the potential to enhance economic growth and innovation, create jobs, and stimulate competition in the economy. However, SMEs face several challenges that influence their longevity, growth, and success. Information Communication Technology (ICT) adoption has the potential to alleviate some of these challenges faced by SMEs and to enhance their competitiveness. The adoption and use of ICT can bring benefits in terms of increasing their efficiency, innovation, growth and competitive advantages. However, SMEs are currently not taking full advantage of exploiting the potential of ICT products and services. Mostly, SMEs depend on the advice provided by their ICT service providers regarding the best ICT products and services they should adopt due to the lack of in-house ICT skills and capabilities. This treatise investigates the approach and critical success factors for ICT service providers to align their products and services to the needs of SMEs. To evaluate the conceptual framework that was proposed by this study based on the literature review, an empirical study was conducted among the SME respondents within the Gauteng province of South Africa. The questionnaire used for this study collected data to measure the SMEs’ perceptions on the availability, awareness, usage and the value added by the adoption of ICT products and services and the level of the satisfaction of the ICT needs of SMEs. The findings of this study indicate that gaps and misalignments exist between the ICT needs of SMEs and the ICT service providers’ products and services targeted to SMEs. The major discovery from the conducted empirical study revealed that ICT service providers mostly fulfil only the basic level needs of SMEs such as ICT infrastructure needs but do not fully address the higher level needs such as the digital transformation needs of SMEs. In conclusion, this study recommends that it is crucial for ICT services providers to align their products and services to the needs of SMEs in order to successfully target and market to the SME segment.
- Full Text:
- Date Issued: 2018
- Authors: Mhlongo, Sizwe
- Date: 2018
- Subjects: Small business -- Computer networks , Business enterprises -- information technology Consumer behavior
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/31911 , vital:31861
- Description: Small and medium-sized enterprises (SMEs) have the potential to enhance economic growth and innovation, create jobs, and stimulate competition in the economy. However, SMEs face several challenges that influence their longevity, growth, and success. Information Communication Technology (ICT) adoption has the potential to alleviate some of these challenges faced by SMEs and to enhance their competitiveness. The adoption and use of ICT can bring benefits in terms of increasing their efficiency, innovation, growth and competitive advantages. However, SMEs are currently not taking full advantage of exploiting the potential of ICT products and services. Mostly, SMEs depend on the advice provided by their ICT service providers regarding the best ICT products and services they should adopt due to the lack of in-house ICT skills and capabilities. This treatise investigates the approach and critical success factors for ICT service providers to align their products and services to the needs of SMEs. To evaluate the conceptual framework that was proposed by this study based on the literature review, an empirical study was conducted among the SME respondents within the Gauteng province of South Africa. The questionnaire used for this study collected data to measure the SMEs’ perceptions on the availability, awareness, usage and the value added by the adoption of ICT products and services and the level of the satisfaction of the ICT needs of SMEs. The findings of this study indicate that gaps and misalignments exist between the ICT needs of SMEs and the ICT service providers’ products and services targeted to SMEs. The major discovery from the conducted empirical study revealed that ICT service providers mostly fulfil only the basic level needs of SMEs such as ICT infrastructure needs but do not fully address the higher level needs such as the digital transformation needs of SMEs. In conclusion, this study recommends that it is crucial for ICT services providers to align their products and services to the needs of SMEs in order to successfully target and market to the SME segment.
- Full Text:
- Date Issued: 2018
A framework for financing public transport infrastructure in South Africa
- Authors: Nobaza, Lwazi Bruce
- Date: 2018
- Subjects: Local transit -- South Africa -- Finance , Urban transportation -- South Africa -- Finance Transportation and state -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/22703 , vital:30059
- Description: South African cities are faced with still challenges of economic and spatial exclusion due to the legacy of apartheid, growing need for housing opportunities, high transport costs, long commuting times between work and home, and poor integration of different modes of public transport. Although there is a strong association between public transport infrastructure investment and socio-spatial transformation, the current backlog of public transport infrastructure and the inability of public funds to address such backlog inhibit spatial transformation and socio-economic integration. Notably, public transport has a potential to expedite spatial transformation and social integration and also stimulate the economy but it is still underfunded. There are numerous alternative and innovative mechanisms that are applied internationally, that can help with financing of public transport infrastructure financing, but few or none have been applied in a South African context. The purpose of this study is to explore alternative funding mechanisms and provide a conceptual framework for that will ensure availability of finances that are critical for financing public transport infrastructure in South Africa. Literature review provides international best practices in the financing of public transport infrastructure that can be replicated in South Africa. This resulted in the identification of six independent variables, namely government funding, external financing, public private partnerships, risk management, property value capture and institutional environment and two intervening variables, namely feasibility and viability. These variables were then utilised to develop a conceptual framework with suggested hypotheses on the financing of public transport infrastructure in South Africa. Primary data was then statistically analysed to test the proposed conceptual framework and hypothesised relationships. The empirical study provides little evidence of significant relationships between dependent variables of the study, namely perceived success of financing public transport infrastructure in South Africa and the independent and intervening variables. However, the study highlights that feasibility and financial viability are preconditions for sustainable investments into public transport infrastructure. These can be only achieved in an investment climate with a conducive policy and legislative framework that does not only protect interests of various investors but also utilises government funding to leverage private sector finance. This will ensure that long term objectives spatial transformation of urban areas is achieved.
- Full Text:
- Date Issued: 2018
- Authors: Nobaza, Lwazi Bruce
- Date: 2018
- Subjects: Local transit -- South Africa -- Finance , Urban transportation -- South Africa -- Finance Transportation and state -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/22703 , vital:30059
- Description: South African cities are faced with still challenges of economic and spatial exclusion due to the legacy of apartheid, growing need for housing opportunities, high transport costs, long commuting times between work and home, and poor integration of different modes of public transport. Although there is a strong association between public transport infrastructure investment and socio-spatial transformation, the current backlog of public transport infrastructure and the inability of public funds to address such backlog inhibit spatial transformation and socio-economic integration. Notably, public transport has a potential to expedite spatial transformation and social integration and also stimulate the economy but it is still underfunded. There are numerous alternative and innovative mechanisms that are applied internationally, that can help with financing of public transport infrastructure financing, but few or none have been applied in a South African context. The purpose of this study is to explore alternative funding mechanisms and provide a conceptual framework for that will ensure availability of finances that are critical for financing public transport infrastructure in South Africa. Literature review provides international best practices in the financing of public transport infrastructure that can be replicated in South Africa. This resulted in the identification of six independent variables, namely government funding, external financing, public private partnerships, risk management, property value capture and institutional environment and two intervening variables, namely feasibility and viability. These variables were then utilised to develop a conceptual framework with suggested hypotheses on the financing of public transport infrastructure in South Africa. Primary data was then statistically analysed to test the proposed conceptual framework and hypothesised relationships. The empirical study provides little evidence of significant relationships between dependent variables of the study, namely perceived success of financing public transport infrastructure in South Africa and the independent and intervening variables. However, the study highlights that feasibility and financial viability are preconditions for sustainable investments into public transport infrastructure. These can be only achieved in an investment climate with a conducive policy and legislative framework that does not only protect interests of various investors but also utilises government funding to leverage private sector finance. This will ensure that long term objectives spatial transformation of urban areas is achieved.
- Full Text:
- Date Issued: 2018
A framework for managing the impact of information communication technology on employee well-being
- Authors: Ackerman, Richard
- Date: 2018
- Subjects: Work environment -- Psychological aspects , Work -- Technological innovations Employees -- Mental health Job stress Flextime
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/21449 , vital:29523
- Description: Employees who work with Information Communication Technology (hereafter referred to as ICT) face a risk in a rise of portable work. This in turn provides a means for employees to be connected to work, even when at home. Flexible work solutions and ability to work any hour of the week creates non-standard work schedules, which in turn can lead to a condition of work-a-holism. In most cases, this phenomena is driven by the belief that being constantly available to work demonstrates a devotion to one’s career and employer. The higher demands placed on employees, are in most cases at the expense of employees’ health, work-life balance and overall well-being. The primary objective of this study is therefore to establish whether the use of ICT outside of normal working hours affects employee well-being, as measured in terms of work-life balance. The second objective of this study is to provide the Target Company within the automotive component supply industry located in Port Elizabeth, in the Republic of South Africa, with a framework for managing the impact of ICT on employee well-being. The research paper has been prompted by the Target Company having recently introduced flexible working solutions for its employees. Research on the topic of alternative forms of work schedules, has shown flexible working arrangements gives employees more choice and control over where, when and by how much they work. Flexibility allows employees to actively shape their working conditions which helps them solve the demands of integrating personal life and work commitments. Whether management should encourage or permit the use of ICT amongst its employees to extend beyond normal working hours however remains unclear. In order to answer the research questions, this study has applied a quantitative, positivistic and deductive research based methodology. The approach applied within this study included conducting an extensive literature review on the effects of ICT use after hours on employee well-being. Thereafter using literature as a foundation, a measuring instrument was constructed in the form of an online questionnaire. The questionnaire was emailed to respondents to collect primary data, in order to measure the dependent and independent variables in terms of the hypothesised relationships. Testing of the variables followed, in order to establish whether the use of ICT use after hours negatively impacts employee well-being as measured in terms of work-life balance and stress. Secondly, the study set out to establish whether flexible working conditions linked to ICT use after hours negatively impacts on employee work-life balance. Thirdly, the relationship between physiological aspects such as age, gender and ethnicity were interrogated to establish an employees’ ability to adapt to changing work conditions, brought about as a direct result of ICT. Lastly, this study set out to establish which ICT tool (email, cellular phone, smartphone or other) has the highest impact on employee wellness. The data collection process yielded a sample of 103 respondents in middle and senior management levels of the Target Company, with 97% being recipients of employer provided ICT tools. These respondents represented the employees who are most likely to be affected by the phenomena under investigation. The survey data was captured and analysed using descriptive statistical techniques. The interpretation revealed aspects which formed the basis for managerial recommendations in the form of a proposed framework to manage the impact of ICT on employee well-being. The findings of the study found that the use of ICT outside of normal working hours has a negative influence on employee well-being as measured in terms of work-life balance and stress. The literature review findings were confirmed as supporting the statement that flexible working conditions linked to ICT use after hours having a positive influence on employee work-life balance. A further finding of the study was the confirmation of physiological aspects affects an employees’ ability to adapt to changing working conditions, thereby having a negative influence on employee work-life balance. Lastly, to the question of which ICT tool has the biggest impact on well-being, it was found that differing ICT tools (email, cellular, smartphone, or other) do not have a negative influence on employee wellness. These findings formed the basis for the recommendations in the form of a framework which has been proposed to manage the impact of ICT on employee well-being. The most pertinent aspect of the framework includes the employer communicating a well-defined ICT usage policy, which clearly outlines a standard operating procedure in relation to ICT use to all its employees. The findings furthermore propose that the employer should take the time to explain and train its employees as to what is considered acceptable and non-acceptable use of ICT devices, especially in relation to after hour use and leave absences from work. To ensure employee well-being, employees should be encouraged to implement defined time blocks for when they are available for work and when they are not. This can be applied through the act of switching off their ICT devices, which constitutes a boundary work tactic as an action in order to prevent work-related interruptions in the private sphere. While the employer can take described measures, it should also be noted that there is responsibility on the part of the employee to ensure personal wellness, including regular exercise, relaxation, and taking appropriate breaks when necessary. Moreover, employees can apply work and life boundary management techniques through the selective use of devices. By not applying automatic work email updates on ICT devices such as smart phones is yet another boundary management technique which can be utilised by employees. There are a range of practical suggestions which are proposed as a method to minimize the risk of ICT use on employee well-being within this research document. The above proposals have only served to highlight a select few aspects. While it is acknowledged that there are important advantages associated with the development and use of ICT, it is equally important to allow employees to recharge their batteries in the form of appropriate downtime to regain perspective, thus allowing the organisation to maintain its competitive advantage, with the well-being of its employees taken to heart.
- Full Text:
- Date Issued: 2018
- Authors: Ackerman, Richard
- Date: 2018
- Subjects: Work environment -- Psychological aspects , Work -- Technological innovations Employees -- Mental health Job stress Flextime
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/21449 , vital:29523
- Description: Employees who work with Information Communication Technology (hereafter referred to as ICT) face a risk in a rise of portable work. This in turn provides a means for employees to be connected to work, even when at home. Flexible work solutions and ability to work any hour of the week creates non-standard work schedules, which in turn can lead to a condition of work-a-holism. In most cases, this phenomena is driven by the belief that being constantly available to work demonstrates a devotion to one’s career and employer. The higher demands placed on employees, are in most cases at the expense of employees’ health, work-life balance and overall well-being. The primary objective of this study is therefore to establish whether the use of ICT outside of normal working hours affects employee well-being, as measured in terms of work-life balance. The second objective of this study is to provide the Target Company within the automotive component supply industry located in Port Elizabeth, in the Republic of South Africa, with a framework for managing the impact of ICT on employee well-being. The research paper has been prompted by the Target Company having recently introduced flexible working solutions for its employees. Research on the topic of alternative forms of work schedules, has shown flexible working arrangements gives employees more choice and control over where, when and by how much they work. Flexibility allows employees to actively shape their working conditions which helps them solve the demands of integrating personal life and work commitments. Whether management should encourage or permit the use of ICT amongst its employees to extend beyond normal working hours however remains unclear. In order to answer the research questions, this study has applied a quantitative, positivistic and deductive research based methodology. The approach applied within this study included conducting an extensive literature review on the effects of ICT use after hours on employee well-being. Thereafter using literature as a foundation, a measuring instrument was constructed in the form of an online questionnaire. The questionnaire was emailed to respondents to collect primary data, in order to measure the dependent and independent variables in terms of the hypothesised relationships. Testing of the variables followed, in order to establish whether the use of ICT use after hours negatively impacts employee well-being as measured in terms of work-life balance and stress. Secondly, the study set out to establish whether flexible working conditions linked to ICT use after hours negatively impacts on employee work-life balance. Thirdly, the relationship between physiological aspects such as age, gender and ethnicity were interrogated to establish an employees’ ability to adapt to changing work conditions, brought about as a direct result of ICT. Lastly, this study set out to establish which ICT tool (email, cellular phone, smartphone or other) has the highest impact on employee wellness. The data collection process yielded a sample of 103 respondents in middle and senior management levels of the Target Company, with 97% being recipients of employer provided ICT tools. These respondents represented the employees who are most likely to be affected by the phenomena under investigation. The survey data was captured and analysed using descriptive statistical techniques. The interpretation revealed aspects which formed the basis for managerial recommendations in the form of a proposed framework to manage the impact of ICT on employee well-being. The findings of the study found that the use of ICT outside of normal working hours has a negative influence on employee well-being as measured in terms of work-life balance and stress. The literature review findings were confirmed as supporting the statement that flexible working conditions linked to ICT use after hours having a positive influence on employee work-life balance. A further finding of the study was the confirmation of physiological aspects affects an employees’ ability to adapt to changing working conditions, thereby having a negative influence on employee work-life balance. Lastly, to the question of which ICT tool has the biggest impact on well-being, it was found that differing ICT tools (email, cellular, smartphone, or other) do not have a negative influence on employee wellness. These findings formed the basis for the recommendations in the form of a framework which has been proposed to manage the impact of ICT on employee well-being. The most pertinent aspect of the framework includes the employer communicating a well-defined ICT usage policy, which clearly outlines a standard operating procedure in relation to ICT use to all its employees. The findings furthermore propose that the employer should take the time to explain and train its employees as to what is considered acceptable and non-acceptable use of ICT devices, especially in relation to after hour use and leave absences from work. To ensure employee well-being, employees should be encouraged to implement defined time blocks for when they are available for work and when they are not. This can be applied through the act of switching off their ICT devices, which constitutes a boundary work tactic as an action in order to prevent work-related interruptions in the private sphere. While the employer can take described measures, it should also be noted that there is responsibility on the part of the employee to ensure personal wellness, including regular exercise, relaxation, and taking appropriate breaks when necessary. Moreover, employees can apply work and life boundary management techniques through the selective use of devices. By not applying automatic work email updates on ICT devices such as smart phones is yet another boundary management technique which can be utilised by employees. There are a range of practical suggestions which are proposed as a method to minimize the risk of ICT use on employee well-being within this research document. The above proposals have only served to highlight a select few aspects. While it is acknowledged that there are important advantages associated with the development and use of ICT, it is equally important to allow employees to recharge their batteries in the form of appropriate downtime to regain perspective, thus allowing the organisation to maintain its competitive advantage, with the well-being of its employees taken to heart.
- Full Text:
- Date Issued: 2018
A framework to address the shortage of registered nurses in South Africa in alignment with the national health insurance requirement
- Authors: Venturini, Ronwyn
- Date: 2018
- Subjects: Nursing -- South Africa , Nursing -- Manpower -- South Africa Nursing services -- South Africa -- Administration Skilled labor -- South Africa Labor supply -- South Africa Manpower planning -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/36782 , vital:34054
- Description: In South Africa, there is a dire need for good quality healthcare in the public and private sectors. To achieve the aforementioned, the shortage of medical personnel is of utmost concern and the ability to retain these qualified individuals an even greater dilemma. The Department of Health in South Africa has embarked on a National Health Insurance model they want to introduce similar to the first world countries such as the British and American systems whereby medical insurance is free for all and not a single citizen is left unattended in their time of need. The primary purpose of this study was to identify a framework that will enable the South African government to implement a successful National Health Insurance system. Key theoretical factors (remuneration and rewards, work climate, stress, job satisfaction, recognition and bedside nursing) were investigated to ascertain what the key contributors are regarding the shortage of registered nurses. The identification of pertinent factors will promote the retention of nurses, which represent the population of this study. A questionnaire was designed by the researcher to collect the data from the sample, which consisted of 99 registered nurses in both public and the private sectors in South Africa across the provinces namely Gauteng, Eastern Cape, Western Cape Kwa-Zulu Natal, Free State, Limpopo and North West. The data collection process included electronic and hard copies of the questionnaires that were administered using the self-selected sampling and snowball non-probability sampling strategies. Descriptive statistics were conducted on the empirical data collected; and inferential statistics in the form of multiple regression analysis was used to test the hypotheses formulated. The study found that recognition is the only contributor that is directly related to the shortage of registered nurses. The framework established should assist policy makers and government to understand the contributing factors exacerbating the shortage of registered nurses.
- Full Text:
- Date Issued: 2018
- Authors: Venturini, Ronwyn
- Date: 2018
- Subjects: Nursing -- South Africa , Nursing -- Manpower -- South Africa Nursing services -- South Africa -- Administration Skilled labor -- South Africa Labor supply -- South Africa Manpower planning -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/36782 , vital:34054
- Description: In South Africa, there is a dire need for good quality healthcare in the public and private sectors. To achieve the aforementioned, the shortage of medical personnel is of utmost concern and the ability to retain these qualified individuals an even greater dilemma. The Department of Health in South Africa has embarked on a National Health Insurance model they want to introduce similar to the first world countries such as the British and American systems whereby medical insurance is free for all and not a single citizen is left unattended in their time of need. The primary purpose of this study was to identify a framework that will enable the South African government to implement a successful National Health Insurance system. Key theoretical factors (remuneration and rewards, work climate, stress, job satisfaction, recognition and bedside nursing) were investigated to ascertain what the key contributors are regarding the shortage of registered nurses. The identification of pertinent factors will promote the retention of nurses, which represent the population of this study. A questionnaire was designed by the researcher to collect the data from the sample, which consisted of 99 registered nurses in both public and the private sectors in South Africa across the provinces namely Gauteng, Eastern Cape, Western Cape Kwa-Zulu Natal, Free State, Limpopo and North West. The data collection process included electronic and hard copies of the questionnaires that were administered using the self-selected sampling and snowball non-probability sampling strategies. Descriptive statistics were conducted on the empirical data collected; and inferential statistics in the form of multiple regression analysis was used to test the hypotheses formulated. The study found that recognition is the only contributor that is directly related to the shortage of registered nurses. The framework established should assist policy makers and government to understand the contributing factors exacerbating the shortage of registered nurses.
- Full Text:
- Date Issued: 2018
A framework to enhance the appreciation and motivation of employees in an automotive factory
- Authors: Parsons, Paul Benjamin
- Date: 2018
- Subjects: Employee motivation , Work ethic Incentive awards Employees|xRating of Motor vehicle industry -- Psychological aspects
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/23059 , vital:30402
- Description: Manufacturing in South Africa is constantly under pressure to produce more for less, and the automotive industry is no exception. Well known initiatives like “just-in-time” (JIT) manufacturing; “flexible manufacturing systems” (FMS); and “lean manufacturing”, are some of the strategies that manufacturing adopted to increase productivity. Due to the comparative extremely high capital investments that need to be spent before a single unit is built, manufacturing can only be competitive by exploring economics of scale; in doing this, manufacturers recoup capital outflow and start showing profit. Should this require that an employee be treated in the same way: used as an input into the production process? Human capital theory has been around for many decades, proclaiming that employees are more than just labourers. Gone are the days when work was an exchange between labour and money. Both parties demand more from each other. Employers want more commitment, efficiency and flexibility; employees, on the other hand, want more autonomy, purpose and appreciation. Employees are a company‟s biggest assets if treated and motivated correctly. Employee motivation is not a new concept – theorists and likeminded people have tried to dissect and understand the topic over millennia. It seems, however, that whenever a theory is formulated people‟s perception changes (almost like trying to hit a moving target). Some theorists claim that a totally new rule set is required to motivate employees in the information age. The bottom line seems to be that in order for companies to gain advantage from human capital, the area-specific motivational environment needs to be understood. Only when this is accomplished, can policies and incentives be aligned, resulting in a more committed, efficient and flexible employee. It is therefore imperative for an employer to understand both what motivates his or her employees, and what these employees recognise as appreciation.
- Full Text:
- Date Issued: 2018
- Authors: Parsons, Paul Benjamin
- Date: 2018
- Subjects: Employee motivation , Work ethic Incentive awards Employees|xRating of Motor vehicle industry -- Psychological aspects
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/23059 , vital:30402
- Description: Manufacturing in South Africa is constantly under pressure to produce more for less, and the automotive industry is no exception. Well known initiatives like “just-in-time” (JIT) manufacturing; “flexible manufacturing systems” (FMS); and “lean manufacturing”, are some of the strategies that manufacturing adopted to increase productivity. Due to the comparative extremely high capital investments that need to be spent before a single unit is built, manufacturing can only be competitive by exploring economics of scale; in doing this, manufacturers recoup capital outflow and start showing profit. Should this require that an employee be treated in the same way: used as an input into the production process? Human capital theory has been around for many decades, proclaiming that employees are more than just labourers. Gone are the days when work was an exchange between labour and money. Both parties demand more from each other. Employers want more commitment, efficiency and flexibility; employees, on the other hand, want more autonomy, purpose and appreciation. Employees are a company‟s biggest assets if treated and motivated correctly. Employee motivation is not a new concept – theorists and likeminded people have tried to dissect and understand the topic over millennia. It seems, however, that whenever a theory is formulated people‟s perception changes (almost like trying to hit a moving target). Some theorists claim that a totally new rule set is required to motivate employees in the information age. The bottom line seems to be that in order for companies to gain advantage from human capital, the area-specific motivational environment needs to be understood. Only when this is accomplished, can policies and incentives be aligned, resulting in a more committed, efficient and flexible employee. It is therefore imperative for an employer to understand both what motivates his or her employees, and what these employees recognise as appreciation.
- Full Text:
- Date Issued: 2018
A model for smart factories in the automotive sector
- Authors: Leo, Jo-Anne Ronell
- Date: 2018
- Subjects: Internet of things , Manufacturing processes -- Automation Labor supply -- Effect of technological innovations on Cloud computing
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/22531 , vital:29997
- Description: The manufacturing industry is on the brink of transformation, with smart factories and digitalisation at the forefront. New challenges such as globalisation, cost pressure and consumer demands are imminent in the current environment. In order to overcome these challenges, the Fourth Industrial Revolution, also known as Industry 4.0 has emerged. Industry 4.0 promotes the computerisation of manufacturing facilities and emphasises an end-to-end digitalisation of physical resources and integration of processes through the entire value chain. The smart factory, a component of Industry 4.0, is a self-organised, modular, highly flexible and reconfigurable factory that enables production of customised products at low cost, therefore maximising profitability. Manufacturing processes are driven by technologies such as cyber-physical systems, big data, collaborative robots and the Internet of Things. This allows autonomous communication throughout the value chain between machine-to-machine and human-to-machine. Organisations consider automation and technology as strategic business tools which are used to increase short and long term profits and realise operating objectives. In contrast, the implementation of automation and technology in the workplace raises labour concerns, fear of layoffs and redundancies among the workforce. This unease, in turn, influences the employees’ attitude towards technology which could lead either to its acceptance or refusal thereof. The purpose of this research is to enhance the understanding of smart factories in the automotive industry by conducting a systematic analysis of the factors which influence the attitude of those involved towards a smart factory implementation. This study focuses on the perceptions among employees and management. The research is an quantitative study consisting of a literature review of the key concepts related to Industry 4.0, smart factories and technology-acceptance theories. The empirical study consisted of surveys completed by management and employees of one of the automotive Original Equipment Manufacturers (OEM), in South Africa. The questionnaire used in this research consists of questions regarding demographic data and questions regarding the perception of change and factors influencing the attitudes towards the acceptance of technology within the OEM. To summarise the data into a more condensed form which could simplify the identification of patterns in the data, descriptive statistics were used. Inferential statistics were used to validate if the conclusions made from the sample data could be inferred to a larger population. Various factors influence the perception about ease of use and usefulness, which then in turn influences the attitude and the intention to use technology. These factors have been examined by numerous authors in the technology acceptance literature. Recommended factors based on the statistical analysis of the questionnaire results were identified. A model identified the following factors as having an influence on the Attitude towards the Positive Impact of Smart Factories within the OEM: Skills and Training, Individual Characteristics, Trust, Organisational Culture, Resources and Costs and Job Security. The importance of each factor was identified to understand its function in how to improve the implementation of smart factories. This research suggested improvements for the automotive OEM based on the statistical analysis of the survey results. Inconclusive results were indicated on three variables and these should be improved, namely, Organisational Culture, Job Security and Security and International / National Standards. Two sub-groups were defined by different job levels and different perceptions were found concerning the factors that were measured. People at different job levels in the OEM perceived medium to large significant differences in all the factors comprising the proposed model of the Attitude towards a Smart Factory. The smart factory model developed in this study specified the factors which influence the Attitude towards a Smart Factory within the automotive sector and the effect these factors have on technology acceptance.
- Full Text:
- Date Issued: 2018
- Authors: Leo, Jo-Anne Ronell
- Date: 2018
- Subjects: Internet of things , Manufacturing processes -- Automation Labor supply -- Effect of technological innovations on Cloud computing
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/22531 , vital:29997
- Description: The manufacturing industry is on the brink of transformation, with smart factories and digitalisation at the forefront. New challenges such as globalisation, cost pressure and consumer demands are imminent in the current environment. In order to overcome these challenges, the Fourth Industrial Revolution, also known as Industry 4.0 has emerged. Industry 4.0 promotes the computerisation of manufacturing facilities and emphasises an end-to-end digitalisation of physical resources and integration of processes through the entire value chain. The smart factory, a component of Industry 4.0, is a self-organised, modular, highly flexible and reconfigurable factory that enables production of customised products at low cost, therefore maximising profitability. Manufacturing processes are driven by technologies such as cyber-physical systems, big data, collaborative robots and the Internet of Things. This allows autonomous communication throughout the value chain between machine-to-machine and human-to-machine. Organisations consider automation and technology as strategic business tools which are used to increase short and long term profits and realise operating objectives. In contrast, the implementation of automation and technology in the workplace raises labour concerns, fear of layoffs and redundancies among the workforce. This unease, in turn, influences the employees’ attitude towards technology which could lead either to its acceptance or refusal thereof. The purpose of this research is to enhance the understanding of smart factories in the automotive industry by conducting a systematic analysis of the factors which influence the attitude of those involved towards a smart factory implementation. This study focuses on the perceptions among employees and management. The research is an quantitative study consisting of a literature review of the key concepts related to Industry 4.0, smart factories and technology-acceptance theories. The empirical study consisted of surveys completed by management and employees of one of the automotive Original Equipment Manufacturers (OEM), in South Africa. The questionnaire used in this research consists of questions regarding demographic data and questions regarding the perception of change and factors influencing the attitudes towards the acceptance of technology within the OEM. To summarise the data into a more condensed form which could simplify the identification of patterns in the data, descriptive statistics were used. Inferential statistics were used to validate if the conclusions made from the sample data could be inferred to a larger population. Various factors influence the perception about ease of use and usefulness, which then in turn influences the attitude and the intention to use technology. These factors have been examined by numerous authors in the technology acceptance literature. Recommended factors based on the statistical analysis of the questionnaire results were identified. A model identified the following factors as having an influence on the Attitude towards the Positive Impact of Smart Factories within the OEM: Skills and Training, Individual Characteristics, Trust, Organisational Culture, Resources and Costs and Job Security. The importance of each factor was identified to understand its function in how to improve the implementation of smart factories. This research suggested improvements for the automotive OEM based on the statistical analysis of the survey results. Inconclusive results were indicated on three variables and these should be improved, namely, Organisational Culture, Job Security and Security and International / National Standards. Two sub-groups were defined by different job levels and different perceptions were found concerning the factors that were measured. People at different job levels in the OEM perceived medium to large significant differences in all the factors comprising the proposed model of the Attitude towards a Smart Factory. The smart factory model developed in this study specified the factors which influence the Attitude towards a Smart Factory within the automotive sector and the effect these factors have on technology acceptance.
- Full Text:
- Date Issued: 2018
A performance management model for organisational performance excellence in the South African railway industry
- Authors: Mtati, Tabisa
- Date: 2018
- Subjects: Performance -- Management , Success in business -- South Africa Railroads -- South Africa -- Track
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/33043 , vital:32501
- Description: The South African railway industry has seven times more of labour productivity than its counterparts within Sub-Saharan Africa. Though, when compared to countries in Europe, the United States of America, and China, the South African railway industry is non-competitive. The National Railway Safety Regulator of South Africa (NRSR) has been gradually considering novel ways of measuring organisational performance which encompass a broad approach that goes beyond infrastructure. To that end, a business excellence model adoption is proposed for an integrated agile performance management system. Performance management is viewed as a method that involves measuring goals against a set of standards within an organisation so as to evaluate whether or not the intended objectives have been (successfully) accomplished. Management quality systems (MQS) is one seamless system which integrates the Individual Performance Assessments, ISO-Systems, and Total Quality Management (TQM) in order to achieve the operational distinction in pursuit of the organisational performance excellence. Similarly, organisational excellence is continuous efforts made to build an internal framework of standards and processes intended to involve and motivate employees to deliver products and services within organisational expectations. Various business excellence models, such as the European Framework of Quality Management (EFQM), Common Assessment Framework (CAF), Malcolm Bridge National Quality Awards (MBNQA), International Standard Organisation (ISO) 9000/1/4 and South African Excellence Models (SAEM) have been proposed as continuous improvement (CI) tools. Embedded within these frameworks are areas such as leadership, strategic planning, total quality human resources management, CI, communications, culture, process management and organisational results. Even though attention has been paid to quality performance management in literature, limited empirical research has been conducted on the impact of these models to organisational performance in the railway industry. Moreover, few studies have been conducted to investigate this within the South African context. In this study, the difference in perceptions regarding the envisioned model will be measured to determine the level of employee awareness on quality management. Secondly, the impact of the implementation of MQS factors on organisational performance is investigated to determine critical success factors. Lastly, the barriers to effective MQS implementation are explored and discussed. The study focuses on enablers (i.e. leadership, strategy planning, total quality human resources management, CI, communications, culture and process management) and their impact on organisational performance. An empirical survey has been conducted in this study to examine the influence of the identified factors on business performance. In order to measure the impact of the above factors on improving of organisational performance, the MQS model has been used. The data collected has been statistically analysed using descriptive statistics, correlational relationships and regression analysis. The results of the study indicate that the MQS is useful and effective for the improvement of organisational performance in pursuit of organisational excellence. Furthermore, the critical success factors that, when prioritised, will directly influence organisational performance have been identified. Also, all the measured factors are correlated with organisational performance. It has been proven that though there are signs of implementation of MQS, the employees have not yet owned the process and do not implement quality practises in their daily operations. It is recommended that for future studies a more representative sample be sought in order to validate the relationship between strategy planning; communication and organisational performance, and the overall impact of implementing of MQS in the rail industry.
- Full Text:
- Date Issued: 2018
- Authors: Mtati, Tabisa
- Date: 2018
- Subjects: Performance -- Management , Success in business -- South Africa Railroads -- South Africa -- Track
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/33043 , vital:32501
- Description: The South African railway industry has seven times more of labour productivity than its counterparts within Sub-Saharan Africa. Though, when compared to countries in Europe, the United States of America, and China, the South African railway industry is non-competitive. The National Railway Safety Regulator of South Africa (NRSR) has been gradually considering novel ways of measuring organisational performance which encompass a broad approach that goes beyond infrastructure. To that end, a business excellence model adoption is proposed for an integrated agile performance management system. Performance management is viewed as a method that involves measuring goals against a set of standards within an organisation so as to evaluate whether or not the intended objectives have been (successfully) accomplished. Management quality systems (MQS) is one seamless system which integrates the Individual Performance Assessments, ISO-Systems, and Total Quality Management (TQM) in order to achieve the operational distinction in pursuit of the organisational performance excellence. Similarly, organisational excellence is continuous efforts made to build an internal framework of standards and processes intended to involve and motivate employees to deliver products and services within organisational expectations. Various business excellence models, such as the European Framework of Quality Management (EFQM), Common Assessment Framework (CAF), Malcolm Bridge National Quality Awards (MBNQA), International Standard Organisation (ISO) 9000/1/4 and South African Excellence Models (SAEM) have been proposed as continuous improvement (CI) tools. Embedded within these frameworks are areas such as leadership, strategic planning, total quality human resources management, CI, communications, culture, process management and organisational results. Even though attention has been paid to quality performance management in literature, limited empirical research has been conducted on the impact of these models to organisational performance in the railway industry. Moreover, few studies have been conducted to investigate this within the South African context. In this study, the difference in perceptions regarding the envisioned model will be measured to determine the level of employee awareness on quality management. Secondly, the impact of the implementation of MQS factors on organisational performance is investigated to determine critical success factors. Lastly, the barriers to effective MQS implementation are explored and discussed. The study focuses on enablers (i.e. leadership, strategy planning, total quality human resources management, CI, communications, culture and process management) and their impact on organisational performance. An empirical survey has been conducted in this study to examine the influence of the identified factors on business performance. In order to measure the impact of the above factors on improving of organisational performance, the MQS model has been used. The data collected has been statistically analysed using descriptive statistics, correlational relationships and regression analysis. The results of the study indicate that the MQS is useful and effective for the improvement of organisational performance in pursuit of organisational excellence. Furthermore, the critical success factors that, when prioritised, will directly influence organisational performance have been identified. Also, all the measured factors are correlated with organisational performance. It has been proven that though there are signs of implementation of MQS, the employees have not yet owned the process and do not implement quality practises in their daily operations. It is recommended that for future studies a more representative sample be sought in order to validate the relationship between strategy planning; communication and organisational performance, and the overall impact of implementing of MQS in the rail industry.
- Full Text:
- Date Issued: 2018
A review of the re-structuring of the Nelson Mandela Academic Hospital through the change management approach
- Authors: Nodikida, Mzulungile
- Date: 2018
- Subjects: Organizational change -- Case studies , Organizational change -- Management , Reengineering (Management) -- South Africa -- Mthatha , Leadership -- South Africa -- Mthatha , Organizational behavior -- South Africa -- Mthatha , Corporate culture -- South Africa -- Mthatha , Nelson Mandela Academic Hospital
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/58339 , vital:27236
- Description: The research used a change management approach to analyze the restructuring of the Nelson Mandela Academic Hospital from a tertiary to a central hospital. The study was underpinned by two objectives. Firstly, to analyze the restructuring of the Nelson Mandela Academic Hospital from a tertiary to a "central" hospital using the Core Elements Framework of change management developed by Antwi and Kale (2014). Secondly, to use the knowledge gained through literature review combined with the experiences of the managers at Nelson Mandela Academic Hospital to inform future healthcare reforms in general and particularly in the restructuring of hospitals. The Core Elements Framework by Antwi and Kale (2014) identifies six fundamental change elements from both emergent and planned change management approaches. The six elements are regarded by theorists from the two different schools of thought i.e. emergent change and planned change as key for successful change. The Core Elements Framework by Antwi and Kale, (2014) demonstrates the strength of not viewing the two approaches to change management as mutually exclusive but as complementing each other when the other is falling short. The study identified the following: ■ The change was prompted by clearly identifiable external factors more than internal factors. ■ There was notable lack of organizational harmony which may have negatively impacted the change process. ■ The Private Public Partnership (PPP) funding model which was aimed at delivering the central hospital collapsed, after a study discovered that it benefited the private sector more than the public sector. ■ There was no proper consultation of major stakeholders for preparation of the change. ■ Resources in all material forms were not made available for the change to take off, this means that there was no organizational capacity to execute the change. The study draws the conclusion that lack of organizational capacity, organizational harmony and a proper consultation process for stakeholders are the main reasons why the restructuring of the Nelson Mandela Academic Hospital is not yielding the desired results. The study recommends that organizations should implement a multidimensional approach for any change initiative to be successful and that organizations must ensure the availability of the necessary resources when embarking on change.
- Full Text:
- Date Issued: 2018
- Authors: Nodikida, Mzulungile
- Date: 2018
- Subjects: Organizational change -- Case studies , Organizational change -- Management , Reengineering (Management) -- South Africa -- Mthatha , Leadership -- South Africa -- Mthatha , Organizational behavior -- South Africa -- Mthatha , Corporate culture -- South Africa -- Mthatha , Nelson Mandela Academic Hospital
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/58339 , vital:27236
- Description: The research used a change management approach to analyze the restructuring of the Nelson Mandela Academic Hospital from a tertiary to a central hospital. The study was underpinned by two objectives. Firstly, to analyze the restructuring of the Nelson Mandela Academic Hospital from a tertiary to a "central" hospital using the Core Elements Framework of change management developed by Antwi and Kale (2014). Secondly, to use the knowledge gained through literature review combined with the experiences of the managers at Nelson Mandela Academic Hospital to inform future healthcare reforms in general and particularly in the restructuring of hospitals. The Core Elements Framework by Antwi and Kale (2014) identifies six fundamental change elements from both emergent and planned change management approaches. The six elements are regarded by theorists from the two different schools of thought i.e. emergent change and planned change as key for successful change. The Core Elements Framework by Antwi and Kale, (2014) demonstrates the strength of not viewing the two approaches to change management as mutually exclusive but as complementing each other when the other is falling short. The study identified the following: ■ The change was prompted by clearly identifiable external factors more than internal factors. ■ There was notable lack of organizational harmony which may have negatively impacted the change process. ■ The Private Public Partnership (PPP) funding model which was aimed at delivering the central hospital collapsed, after a study discovered that it benefited the private sector more than the public sector. ■ There was no proper consultation of major stakeholders for preparation of the change. ■ Resources in all material forms were not made available for the change to take off, this means that there was no organizational capacity to execute the change. The study draws the conclusion that lack of organizational capacity, organizational harmony and a proper consultation process for stakeholders are the main reasons why the restructuring of the Nelson Mandela Academic Hospital is not yielding the desired results. The study recommends that organizations should implement a multidimensional approach for any change initiative to be successful and that organizations must ensure the availability of the necessary resources when embarking on change.
- Full Text:
- Date Issued: 2018
A risk based engineering maintenance and spare parts planning model for a generic pharmaceutical company in the Eastern Cape
- Authors: Fourie, Gerhard Claris
- Date: 2018
- Subjects: Pharmaceutical industry -- South Africa -- Eastern Cape , Engineering maintenance Engineering repairs
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/29838 , vital:30784
- Description: The Pharmaceutical Industry is facing substantial challenges due to the continuous evolving world of technologies, global competitiveness, price regulation, environmental and safety requirements. In this environment asset maintenance evolved and became increasingly important in business over the last couple of decades. Traditionally industry favoured a reactive maintenance strategy but over the years changed to proactive maintenance strategy due to the advancement of technology and skills of maintenance personnel. With increasing automation and mechanisation, production processes are becoming highly complex and the cost associated with asset maintenance has increased consistently over the decades. Studies have shown that about 15-70% of production costs can be attributed to asset maintenance and one-third of maintenance costs are wasted due to inefficiencies in planning. Furthermore, the selection of an effective maintenance strategy is a challenge due to maintenance output that is difficult to measure and quantify. This treatise will investigate the application of a risk based strategy on asset maintenance planning and spare part management of a pharmaceutical company and compare it to best practices. The theory of risk analysis was reviewed and risk analysis pertaining to maintenance planning and spare part management in the Pharmaceutical industry explored. Questionnaires were sent to selected engineering and relevant departments in order to analyse the challenges and good practices in the company relating to spare part management and maintenance planning. A risk based model for the pharmaceutical company was developed after the information gathered in the research. The recommendations were made in a practical approach by presenting the solution in the form of a flow chart. This model will enable the Maintenance Managers, Inventory Managers and Maintenance Planners to identify critical equipment, optimise maintenance schedules and plan spare parts purchasing more accurately.
- Full Text:
- Date Issued: 2018
- Authors: Fourie, Gerhard Claris
- Date: 2018
- Subjects: Pharmaceutical industry -- South Africa -- Eastern Cape , Engineering maintenance Engineering repairs
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/29838 , vital:30784
- Description: The Pharmaceutical Industry is facing substantial challenges due to the continuous evolving world of technologies, global competitiveness, price regulation, environmental and safety requirements. In this environment asset maintenance evolved and became increasingly important in business over the last couple of decades. Traditionally industry favoured a reactive maintenance strategy but over the years changed to proactive maintenance strategy due to the advancement of technology and skills of maintenance personnel. With increasing automation and mechanisation, production processes are becoming highly complex and the cost associated with asset maintenance has increased consistently over the decades. Studies have shown that about 15-70% of production costs can be attributed to asset maintenance and one-third of maintenance costs are wasted due to inefficiencies in planning. Furthermore, the selection of an effective maintenance strategy is a challenge due to maintenance output that is difficult to measure and quantify. This treatise will investigate the application of a risk based strategy on asset maintenance planning and spare part management of a pharmaceutical company and compare it to best practices. The theory of risk analysis was reviewed and risk analysis pertaining to maintenance planning and spare part management in the Pharmaceutical industry explored. Questionnaires were sent to selected engineering and relevant departments in order to analyse the challenges and good practices in the company relating to spare part management and maintenance planning. A risk based model for the pharmaceutical company was developed after the information gathered in the research. The recommendations were made in a practical approach by presenting the solution in the form of a flow chart. This model will enable the Maintenance Managers, Inventory Managers and Maintenance Planners to identify critical equipment, optimise maintenance schedules and plan spare parts purchasing more accurately.
- Full Text:
- Date Issued: 2018
A service delivery framework to unlock the revenue potential of the SME segments of commercercial banks in South Africa
- Authors: Mahlati, Mphenduli Mncedi
- Date: 2018
- Subjects: Small business -- Finance , Financial services industry -- Information technology Banks and banking Technological innovations
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/31633 , vital:31639
- Description: Small and Medium sized Enterprises (SMEs) are a vital driver to the world economy. They provide more than 60% of overall employment globally and approximately 80% of jobs in developed economies. This segment however remains underserved by banks who have struggled to serve SMEs effectively. Nevertheless banks are still perfectly placed to capture the needs of SME customers and to provide them with greater value adding services that address their needs. However, this must be done in a cost-effective manner to ensure long-term portfolio and banking profitability. SME Banking faces several challenges centred on the high cost to serve and profitability. For the banking sector to overcome these challenges and still meet increasing and changing customer needs, significant investment in digital technology is required. The literature reviewed identified that in order to unlock the revenue potential embedded within the SME segment; banks need ground-breaking solutions to solve their revenue and profitability conundrum. This study mentions that such solutions will need to be focused around placing banks as market enablers, by way of providing SMEs with a growth platform and not just financial transaction services. The study also identified a hybrid service delivery model and a digital ecosystem approach to SME banking as being pivotal to unlocking the revenue potential embedded within the segment. Through a digital ecosystem approach, banks can leverage their intra and inter banking network to assist SMEs to grow their businesses. In the process, this will serve as a way of increasing penetration into this underserved segment. In addition, such an approach to banking necessitates an acceptance of how interconnected business relationships have the capacity to enable business growth and subsequently to address SME banking risk. To also consider that banks in South Africa continue to view SMEs as being too risky and costly to serve. This study attempts to address this perceived riskiness by presenting a service delivery framework, which consists of key factors that would influence the revenue potential of the SME segments of Commercial Banks in South Africa. The empirical part of the research evaluated banking official’s awareness and understanding of key concepts that is likely to influence their views with regards to the revenue potential of the SME market.
- Full Text:
- Date Issued: 2018
- Authors: Mahlati, Mphenduli Mncedi
- Date: 2018
- Subjects: Small business -- Finance , Financial services industry -- Information technology Banks and banking Technological innovations
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/31633 , vital:31639
- Description: Small and Medium sized Enterprises (SMEs) are a vital driver to the world economy. They provide more than 60% of overall employment globally and approximately 80% of jobs in developed economies. This segment however remains underserved by banks who have struggled to serve SMEs effectively. Nevertheless banks are still perfectly placed to capture the needs of SME customers and to provide them with greater value adding services that address their needs. However, this must be done in a cost-effective manner to ensure long-term portfolio and banking profitability. SME Banking faces several challenges centred on the high cost to serve and profitability. For the banking sector to overcome these challenges and still meet increasing and changing customer needs, significant investment in digital technology is required. The literature reviewed identified that in order to unlock the revenue potential embedded within the SME segment; banks need ground-breaking solutions to solve their revenue and profitability conundrum. This study mentions that such solutions will need to be focused around placing banks as market enablers, by way of providing SMEs with a growth platform and not just financial transaction services. The study also identified a hybrid service delivery model and a digital ecosystem approach to SME banking as being pivotal to unlocking the revenue potential embedded within the segment. Through a digital ecosystem approach, banks can leverage their intra and inter banking network to assist SMEs to grow their businesses. In the process, this will serve as a way of increasing penetration into this underserved segment. In addition, such an approach to banking necessitates an acceptance of how interconnected business relationships have the capacity to enable business growth and subsequently to address SME banking risk. To also consider that banks in South Africa continue to view SMEs as being too risky and costly to serve. This study attempts to address this perceived riskiness by presenting a service delivery framework, which consists of key factors that would influence the revenue potential of the SME segments of Commercial Banks in South Africa. The empirical part of the research evaluated banking official’s awareness and understanding of key concepts that is likely to influence their views with regards to the revenue potential of the SME market.
- Full Text:
- Date Issued: 2018
A survey of organizational culture and organizational performance in a manufacturing company
- Authors: Dom, Veliswa Virginia
- Date: 2018
- Subjects: Corporate culture -- South Africa -- Eastern Cape , Organizational behavior -- South Africa -- Eastern Cape , Factories -- South Africa -- Eastern Cape , Analysis of variance , Shift systems -- South Africa -- Eastern Cape , Employees -- Rating of -- South Africa -- Eastern Cape , Competing Values Framework (CVF)
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/61861 , vital:28069
- Description: The purpose of this research was to explore the relationship between organizational culture and organizational performance in a manufacturing company. This company supplies metal products to the motor vehicle manufacturing industry, where the quality and quantity of parts produced is of paramount importance, since the buyers of these products are quality conscious. The organization has three production shifts that rotate each week. Anecdotal observations are that irrespective of the time that a shift operates over the course of the month, the different shifts tend to perform at different levels in terms of quality and quantity of output. This study therefore sought to investigate if these differences between shifts are statistically significant, and if so, whether these shifts also have differences in organizational culture. Components of organizational culture include values, norms, beliefs, attitudes, principles and expectations that give the organization a unique personality and differentiate it from other organizations. While the literature indicates that qualitative or quantitative approaches can be used in organizational culture research, this research adopted the quantitative approach, making use of the Competing Values Framework (CVF). The CVF is a four-category organizational culture typology established by Cameron and Quinn (2006). The framework is based on two dimensions: stability or flexibility of the organization, and external or internal focus. In this research, the CVF was used as a measurement tool to evaluate organizational culture. In order to determine differences in organizational culture between shifts, a survey was undertaken (N=138) which measured employee perceptions pertaining to the existing organizational culture of each of the three production shifts at the company. Secondly, differences in performance between the shifts were examined by using the performance data for a three-month period for each shift in terms of quantity and quality. This data was obtained from the management of the production process at the company. Statistical analysis was done using ANOVA to analyse the differences between the shifts. The findings indicated that the dominant existing organizational culture at the company under investigation is a clan culture. Furthermore, there is a statistically significant difference between the cultures of all the three shifts at the manufacturing company. The results also indicated that there is a statistically significant difference in the quantity and quality of production between the three shifts. In conclusion, the research indicated there are differences in culture and in performance, but given the nature of the data, it was not possible to statistically analyse the relationship between shift culture and performance. However, it is conceivable that cultural differences between shifts may be contributing to performance differences. With regards to further research, it is recommended that this research be extended to other branches of the manufacturing company in other regions, in order to determine whether there are any significant differences in culture and performance between these branches and their shifts. Research could also be extended to other South African organizations to create a sufficiently large sample of shift and/or business units, so as to be able to do statistical analysis of the relationship between culture and performance.
- Full Text:
- Date Issued: 2018
- Authors: Dom, Veliswa Virginia
- Date: 2018
- Subjects: Corporate culture -- South Africa -- Eastern Cape , Organizational behavior -- South Africa -- Eastern Cape , Factories -- South Africa -- Eastern Cape , Analysis of variance , Shift systems -- South Africa -- Eastern Cape , Employees -- Rating of -- South Africa -- Eastern Cape , Competing Values Framework (CVF)
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/61861 , vital:28069
- Description: The purpose of this research was to explore the relationship between organizational culture and organizational performance in a manufacturing company. This company supplies metal products to the motor vehicle manufacturing industry, where the quality and quantity of parts produced is of paramount importance, since the buyers of these products are quality conscious. The organization has three production shifts that rotate each week. Anecdotal observations are that irrespective of the time that a shift operates over the course of the month, the different shifts tend to perform at different levels in terms of quality and quantity of output. This study therefore sought to investigate if these differences between shifts are statistically significant, and if so, whether these shifts also have differences in organizational culture. Components of organizational culture include values, norms, beliefs, attitudes, principles and expectations that give the organization a unique personality and differentiate it from other organizations. While the literature indicates that qualitative or quantitative approaches can be used in organizational culture research, this research adopted the quantitative approach, making use of the Competing Values Framework (CVF). The CVF is a four-category organizational culture typology established by Cameron and Quinn (2006). The framework is based on two dimensions: stability or flexibility of the organization, and external or internal focus. In this research, the CVF was used as a measurement tool to evaluate organizational culture. In order to determine differences in organizational culture between shifts, a survey was undertaken (N=138) which measured employee perceptions pertaining to the existing organizational culture of each of the three production shifts at the company. Secondly, differences in performance between the shifts were examined by using the performance data for a three-month period for each shift in terms of quantity and quality. This data was obtained from the management of the production process at the company. Statistical analysis was done using ANOVA to analyse the differences between the shifts. The findings indicated that the dominant existing organizational culture at the company under investigation is a clan culture. Furthermore, there is a statistically significant difference between the cultures of all the three shifts at the manufacturing company. The results also indicated that there is a statistically significant difference in the quantity and quality of production between the three shifts. In conclusion, the research indicated there are differences in culture and in performance, but given the nature of the data, it was not possible to statistically analyse the relationship between shift culture and performance. However, it is conceivable that cultural differences between shifts may be contributing to performance differences. With regards to further research, it is recommended that this research be extended to other branches of the manufacturing company in other regions, in order to determine whether there are any significant differences in culture and performance between these branches and their shifts. Research could also be extended to other South African organizations to create a sufficiently large sample of shift and/or business units, so as to be able to do statistical analysis of the relationship between culture and performance.
- Full Text:
- Date Issued: 2018
An analysis of foreign market entry strategy for Discovery Limited
- Authors: Terblanche, Gaynor
- Date: 2018
- Subjects: Export marketing , Foreign exchange International trade
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/35841 , vital:33852
- Description: The Discovery Limited is a key player in the South African Insurance Industry, which is well regulated. The Insurance Industry is of a world class standard and compares favourably with economies such as BRIC (Brazil, Russia, India and China) countries. The South African economy continues to show a decline with a negative growth in gross domestic product (GDP), for two consecutive quarters (last quarter of 2016 and first quarter of 2017). The current dampened expected growth rates, with a highly penetrated insurance market in South Africa, are strong incentives to look for growth beyond the borders of South Africa. This study, therefore, explores the potential impact on investor confidence, when Discovery Limited enters Foreign Markets. The research objectives, namely Industry-Based considerations, institution-based considerations, resource-based considerations and recommendations, were used to draw linkages between the Discovery Shared Value Insurance Model and the Business Model Framework. Internationalisation models were introduced, yet Peng’s Comprehensive Model of Foreign Market Entry in conjunction with Discovery Limited’s Shared-Value Insurance Model, provides a greater scope to assess the foreign market entries The study seeks to propose a strategy for when firms enter foreign markets and explores investor confidence when doing so. The findings of the study will be able to be generalised in the market amongst firms who seek to enter foreign markets and provides insight and recommendations to all stakeholders upon taking the move. In pursuing this study, a qualitative approach was conducted. A review of the literature making use of academic resource, annual financial reports of the company and country reports available in the public domain, were used. Interviews were conducted using semi-structured questions with the Partner Market Executives of Discovery to gain deeper insight and understanding. An invitation to interview six (6) participants, was distributed and only five (5) were interviewed. This constitutes a (5/6) 83.3% response rate. These Partner Market Executives were best positioned to answer questions related to Foreign Market Entry (Partner Markets) for Discovery Limited. The questions were informed by the literature. A Thematic Analysis was conducted on the data collected to identify core themes that strongly resonated with participants. The research findings are credible, and the subject of the research was correctly identified, from the view point of both the researchers and the participants. The participation was voluntary and record keeping of audio and transcriptions were done. Based on the key themes identified for each of the three foreign market entry considerations, the study concluded that: ‘Vitality becomes core to the solution’, ‘the intellectual property that sits behind the Shared Value Model’, ‘Can’t run away from regulatory approval’, ‘Timing to enter a market’, and ‘infrastructure to enter a foreign market’ are crucial considerations that an investor would like to see, and Discovery Limited must be mindful of this when targeting growth in its share price. Therefore, Discovery will have to consider advice on infrastructure development for Africa and they will have to set an unobstructed vision and timeline to expand into Africa. Discovery Limited, being a South African Company, is still challenged with a product that must be compatible with the rest of the African market. Entering into Africa might not be a priority now, but the lack of knowledge on what the product for the African market would look like, left room for future research.
- Full Text:
- Date Issued: 2018
- Authors: Terblanche, Gaynor
- Date: 2018
- Subjects: Export marketing , Foreign exchange International trade
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/35841 , vital:33852
- Description: The Discovery Limited is a key player in the South African Insurance Industry, which is well regulated. The Insurance Industry is of a world class standard and compares favourably with economies such as BRIC (Brazil, Russia, India and China) countries. The South African economy continues to show a decline with a negative growth in gross domestic product (GDP), for two consecutive quarters (last quarter of 2016 and first quarter of 2017). The current dampened expected growth rates, with a highly penetrated insurance market in South Africa, are strong incentives to look for growth beyond the borders of South Africa. This study, therefore, explores the potential impact on investor confidence, when Discovery Limited enters Foreign Markets. The research objectives, namely Industry-Based considerations, institution-based considerations, resource-based considerations and recommendations, were used to draw linkages between the Discovery Shared Value Insurance Model and the Business Model Framework. Internationalisation models were introduced, yet Peng’s Comprehensive Model of Foreign Market Entry in conjunction with Discovery Limited’s Shared-Value Insurance Model, provides a greater scope to assess the foreign market entries The study seeks to propose a strategy for when firms enter foreign markets and explores investor confidence when doing so. The findings of the study will be able to be generalised in the market amongst firms who seek to enter foreign markets and provides insight and recommendations to all stakeholders upon taking the move. In pursuing this study, a qualitative approach was conducted. A review of the literature making use of academic resource, annual financial reports of the company and country reports available in the public domain, were used. Interviews were conducted using semi-structured questions with the Partner Market Executives of Discovery to gain deeper insight and understanding. An invitation to interview six (6) participants, was distributed and only five (5) were interviewed. This constitutes a (5/6) 83.3% response rate. These Partner Market Executives were best positioned to answer questions related to Foreign Market Entry (Partner Markets) for Discovery Limited. The questions were informed by the literature. A Thematic Analysis was conducted on the data collected to identify core themes that strongly resonated with participants. The research findings are credible, and the subject of the research was correctly identified, from the view point of both the researchers and the participants. The participation was voluntary and record keeping of audio and transcriptions were done. Based on the key themes identified for each of the three foreign market entry considerations, the study concluded that: ‘Vitality becomes core to the solution’, ‘the intellectual property that sits behind the Shared Value Model’, ‘Can’t run away from regulatory approval’, ‘Timing to enter a market’, and ‘infrastructure to enter a foreign market’ are crucial considerations that an investor would like to see, and Discovery Limited must be mindful of this when targeting growth in its share price. Therefore, Discovery will have to consider advice on infrastructure development for Africa and they will have to set an unobstructed vision and timeline to expand into Africa. Discovery Limited, being a South African Company, is still challenged with a product that must be compatible with the rest of the African market. Entering into Africa might not be a priority now, but the lack of knowledge on what the product for the African market would look like, left room for future research.
- Full Text:
- Date Issued: 2018
An analysis of stakeholder engagement in the integrated development planning process: a case of Blue Crane Route Local Municipality
- Authors: Marambana, Nonkululeko
- Date: 2018
- Subjects: Stakeholder management -- South Africa -- Eastern Cape , Local government -- South Africa -- Eastern Cape , Local government -- Public relations -- South Africa -- Eastern Cape , Political participation -- South Africa -- Eastern Cape , Public administration -- Citizen participation , Government publicity -- South Africa -- Eastern Cape , Blue Crane Route Local Municipality , Integrated Development Plan (IDP)
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/63659 , vital:28466
- Description: Stakeholder engagement in local government is a legislated function that should be implemented by appointed and elected government officials. The 2015/16 financial year report of the Auditor General of South Africa (AGSA), revealed challenges pertaining to stakeholder engagement processes by the Blue Crane Route Municipality (BCRM), in that stakeholder inputs were not incorporated in the municipal Integrated Development Plan (IDP) of the 2016/17 financial year. The concern is that there is a gap regarding stakeholders’ engagement processes within BCRM and that affects the quality of IDP which serves as the municipal strategic document. The aim and objectives of this study are to understand stakeholder engagement processes on the IDP formulation by the BCRM in the Eastern Cape, South Africa. The research questions are: How does BCRM conduct stakeholder engagement processes during IDP formulation? What institutional arrangements are in place for stakeholder engagement? And recommendation on how stakeholder engagement processes can be improved within the BCRM? The research questions were answered through a qualitative study, where data was collected through face-to-face interviews, focus groups and a document review. Face-to-face interviews were conducted with the municipal manager and the managers responsible for IDP as well as the officer responsible for public participation. Focus group sessions were conducted with the community leaders and the departmental leadership. Documents that were reviewed included IDP and process plans, minutes from community consultation meetings, public participation policies, and intergovernmental relations terms of reference. The responses received showed gaps in the following: institutional arrangements related to the integration of stakeholder engagement in municipal key performance indicators and procedures; communication between the municipality and stakeholders; community education related to the impact on community stakeholder engagement, and management processes related to the stakeholder database, capacity development, records management, collaboration and cooperation. Further research on how the municipality communicates and imparts knowledge to its stakeholders is recommended as it could contribute significantly to the body of knowledge.
- Full Text:
- Date Issued: 2018
- Authors: Marambana, Nonkululeko
- Date: 2018
- Subjects: Stakeholder management -- South Africa -- Eastern Cape , Local government -- South Africa -- Eastern Cape , Local government -- Public relations -- South Africa -- Eastern Cape , Political participation -- South Africa -- Eastern Cape , Public administration -- Citizen participation , Government publicity -- South Africa -- Eastern Cape , Blue Crane Route Local Municipality , Integrated Development Plan (IDP)
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/63659 , vital:28466
- Description: Stakeholder engagement in local government is a legislated function that should be implemented by appointed and elected government officials. The 2015/16 financial year report of the Auditor General of South Africa (AGSA), revealed challenges pertaining to stakeholder engagement processes by the Blue Crane Route Municipality (BCRM), in that stakeholder inputs were not incorporated in the municipal Integrated Development Plan (IDP) of the 2016/17 financial year. The concern is that there is a gap regarding stakeholders’ engagement processes within BCRM and that affects the quality of IDP which serves as the municipal strategic document. The aim and objectives of this study are to understand stakeholder engagement processes on the IDP formulation by the BCRM in the Eastern Cape, South Africa. The research questions are: How does BCRM conduct stakeholder engagement processes during IDP formulation? What institutional arrangements are in place for stakeholder engagement? And recommendation on how stakeholder engagement processes can be improved within the BCRM? The research questions were answered through a qualitative study, where data was collected through face-to-face interviews, focus groups and a document review. Face-to-face interviews were conducted with the municipal manager and the managers responsible for IDP as well as the officer responsible for public participation. Focus group sessions were conducted with the community leaders and the departmental leadership. Documents that were reviewed included IDP and process plans, minutes from community consultation meetings, public participation policies, and intergovernmental relations terms of reference. The responses received showed gaps in the following: institutional arrangements related to the integration of stakeholder engagement in municipal key performance indicators and procedures; communication between the municipality and stakeholders; community education related to the impact on community stakeholder engagement, and management processes related to the stakeholder database, capacity development, records management, collaboration and cooperation. Further research on how the municipality communicates and imparts knowledge to its stakeholders is recommended as it could contribute significantly to the body of knowledge.
- Full Text:
- Date Issued: 2018
An assessment of female and management perceptions of factors moderating leadership mobility at Logistic (PTY) LTD
- Authors: Rippon, Marion Magdelyn
- Date: 2018
- Subjects: Transformational leadership Leadership in women
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/17897 , vital:28480
- Description: Senior management positions at a South African-based logistics company Logistic (Pty) Ltd (pseudonym) are predominantly occupied by males which led to the primary question: why are females not better represented at senior levels within the organisation and why do promotion into these senior managerial positions appears difficult? The objective of this study was to determine factors impacting female advancement and to develop strategies based on identified influencing factors. Based on an interpretivist paradigm, the study used a phenomenological approach which was based on an appreciative enquiry research to understand experiences perceived and interpreted by individuals within the organisation. Various findings emerged in terms of the research questions of how management perceive and support female advancement, the perception of barriers experienced by females and the perception of the potential of the organisation promoting females in terms of providing an enabling environment. Findings which were not conducive to female advancement were identified as non-supporting organisational culture due to the inherent history of the organisation, tokenism by trying to rectify the phenomenon, transparent barriers experienced by females trying to ascend the corporate ladder and the lack of a pool of suitable candidates in the junior levels of the organisation which could be caused by the industry in which the organisation does business. Conclusions surrounding organisational intentions and actions were reached, which included recommendations for progressing towards the goals as agreed by the Commission for Employment Equity (CEE) and its strategic and sectoral stakeholders.
- Full Text:
- Date Issued: 2018
- Authors: Rippon, Marion Magdelyn
- Date: 2018
- Subjects: Transformational leadership Leadership in women
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/17897 , vital:28480
- Description: Senior management positions at a South African-based logistics company Logistic (Pty) Ltd (pseudonym) are predominantly occupied by males which led to the primary question: why are females not better represented at senior levels within the organisation and why do promotion into these senior managerial positions appears difficult? The objective of this study was to determine factors impacting female advancement and to develop strategies based on identified influencing factors. Based on an interpretivist paradigm, the study used a phenomenological approach which was based on an appreciative enquiry research to understand experiences perceived and interpreted by individuals within the organisation. Various findings emerged in terms of the research questions of how management perceive and support female advancement, the perception of barriers experienced by females and the perception of the potential of the organisation promoting females in terms of providing an enabling environment. Findings which were not conducive to female advancement were identified as non-supporting organisational culture due to the inherent history of the organisation, tokenism by trying to rectify the phenomenon, transparent barriers experienced by females trying to ascend the corporate ladder and the lack of a pool of suitable candidates in the junior levels of the organisation which could be caused by the industry in which the organisation does business. Conclusions surrounding organisational intentions and actions were reached, which included recommendations for progressing towards the goals as agreed by the Commission for Employment Equity (CEE) and its strategic and sectoral stakeholders.
- Full Text:
- Date Issued: 2018
An assessment of Organisational Culture at an Information and Technology Company during a period of change
- Authors: Nzimande, Prosper Thelumusa
- Date: 2018
- Subjects: Organizational change , Corporate culture Organization -- Research Customer relations
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/22935 , vital:30150
- Description: Orientation: Change is inevitable, yet many organisational change efforts are not successful due to the culture of the organisation not supporting change. As a result,change objectives are not met and employees are left with a poor change experience. Research objective: The main objective of the study was therefore to determine the extent to which the organisational culture of a selected South African Information, Communication and Technology (ICT) organisation was ready for change, and supported goal alignment, team work, a customer focus and employee talent optimisation to attain desired Change Outcomes. Research design: The study adopted a quantitative method using a random sample method and survey as the data collecting instrument, which was administered to employees at a selected ICT organisation. Factor analysis resulted in a refinement of the initial cultural elements investigated. Main findings/results: The results revealed that the ICT organisation did reflect a customer orientation, change readiness, collaboration for continuous improvement and an environment that enabled performance, but that there was room for improvement. The results indicated that the respondents had doubts about whether the Change Outcomes were attained. All the cultural factors correlated positively with each other and positively correlated with Change Outcomes. A significant positive link was found between Collaboration for Continuous Innovation and Change Outcomes. Practical/managerial implications: Organisational change requires much effort from senior leaders, managers and employees and it is therefore more likely that, during change, attention will be focused on operational changes rather than on organisational culture. However, the study demonstrated that culture in general is very important, as it influences behaviour and provides identity to employees, and that culture is especially important during a period of change. During a period of change, culture can either enhance or hinder change. In addition, change often implies a change in culture. The study showed that during a period of change, team work is very important and that opportunities must be created for sharing ideas, collaboration and stretching goals, thus for innovation, and for finding better ways to serve customers.
- Full Text:
- Date Issued: 2018
- Authors: Nzimande, Prosper Thelumusa
- Date: 2018
- Subjects: Organizational change , Corporate culture Organization -- Research Customer relations
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/22935 , vital:30150
- Description: Orientation: Change is inevitable, yet many organisational change efforts are not successful due to the culture of the organisation not supporting change. As a result,change objectives are not met and employees are left with a poor change experience. Research objective: The main objective of the study was therefore to determine the extent to which the organisational culture of a selected South African Information, Communication and Technology (ICT) organisation was ready for change, and supported goal alignment, team work, a customer focus and employee talent optimisation to attain desired Change Outcomes. Research design: The study adopted a quantitative method using a random sample method and survey as the data collecting instrument, which was administered to employees at a selected ICT organisation. Factor analysis resulted in a refinement of the initial cultural elements investigated. Main findings/results: The results revealed that the ICT organisation did reflect a customer orientation, change readiness, collaboration for continuous improvement and an environment that enabled performance, but that there was room for improvement. The results indicated that the respondents had doubts about whether the Change Outcomes were attained. All the cultural factors correlated positively with each other and positively correlated with Change Outcomes. A significant positive link was found between Collaboration for Continuous Innovation and Change Outcomes. Practical/managerial implications: Organisational change requires much effort from senior leaders, managers and employees and it is therefore more likely that, during change, attention will be focused on operational changes rather than on organisational culture. However, the study demonstrated that culture in general is very important, as it influences behaviour and provides identity to employees, and that culture is especially important during a period of change. During a period of change, culture can either enhance or hinder change. In addition, change often implies a change in culture. The study showed that during a period of change, team work is very important and that opportunities must be created for sharing ideas, collaboration and stretching goals, thus for innovation, and for finding better ways to serve customers.
- Full Text:
- Date Issued: 2018
An assessment of own revenue management for financial sustainability of the Eastern Cape municipalities
- Authors: Majikijela, Vuyolwethu
- Date: 2018
- Subjects: Revenue management , Municipal government -- South Africa -- Eastern Cape , Municipal government -- South Africa -- Eastern Cape -- Finance , Municipal government -- South Africa -- Eastern Cape -- Cost effectiveness , Municipal services -- Finance
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/61445 , vital:28027
- Description: The purpose of the research is to assess the financial viability of municipalities in the Eastern Cape. Municipalities that are not financially viable and sustainable will always struggle to deliver basic services to communities. Without sound financial management systems, municipalities will be forced to discontinue their operations. Municipalities, particularly small and rural ones, are not self-sufficient thus cost benefit theory emphasises that municipality must adopt cost recovery revenue management. The application of cost recovery revenue management requires that municipalities take into account internal and external revenue management challenges that will be factored on user charges. Cost recovery also requires governance to lead the process through capacitation, transparency and communication with all stakeholders. This research highlights that municipalities in the province have not matured to a level wherein they are able to adopt cost recovery revenue management because of prevalent external revenue management challenges caused by high unemployment rate in the province and the slow economic growth. Municipalities in the province are thus financially unsustainable. This research therefore proposes that a phase in approach to cost recovery should be adopted in line with the changes in unemployment and economic growth. Increased transparency and consultation with intergovernmental relations should also be promoted to enable financial sustainability of municipalities in the province.
- Full Text:
- Date Issued: 2018
- Authors: Majikijela, Vuyolwethu
- Date: 2018
- Subjects: Revenue management , Municipal government -- South Africa -- Eastern Cape , Municipal government -- South Africa -- Eastern Cape -- Finance , Municipal government -- South Africa -- Eastern Cape -- Cost effectiveness , Municipal services -- Finance
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/61445 , vital:28027
- Description: The purpose of the research is to assess the financial viability of municipalities in the Eastern Cape. Municipalities that are not financially viable and sustainable will always struggle to deliver basic services to communities. Without sound financial management systems, municipalities will be forced to discontinue their operations. Municipalities, particularly small and rural ones, are not self-sufficient thus cost benefit theory emphasises that municipality must adopt cost recovery revenue management. The application of cost recovery revenue management requires that municipalities take into account internal and external revenue management challenges that will be factored on user charges. Cost recovery also requires governance to lead the process through capacitation, transparency and communication with all stakeholders. This research highlights that municipalities in the province have not matured to a level wherein they are able to adopt cost recovery revenue management because of prevalent external revenue management challenges caused by high unemployment rate in the province and the slow economic growth. Municipalities in the province are thus financially unsustainable. This research therefore proposes that a phase in approach to cost recovery should be adopted in line with the changes in unemployment and economic growth. Increased transparency and consultation with intergovernmental relations should also be promoted to enable financial sustainability of municipalities in the province.
- Full Text:
- Date Issued: 2018
An exploratory study of barriers and enablers of strategy execution in the Eastern Cape Department of Education in South Africa
- Authors: Vena, Nomava Vinolia
- Date: 2018
- Subjects: Strategic planning South Africa Eastern Cape , Business planning South Africa Eastern Cape , Public administration South Africa Eastern Cape , Corporate governance South Africa Eastern Cape , Government accountability South Africa Eastern Cape , South Africa. Department of Education
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/63649 , vital:28465
- Description: Effective strategy execution is very important for the achievement of an organisation’s goals. Because it is a difficult task to translate a strategy into action, itis imperative for leadership to prioritize its strategic plan to ensure its success. The purpose of this study is to identify barriers and enablers of strategy execution in Basic Education in the Eastern Cape; its focus is on strategic goal number six: “Efficient administration ensured through good corporate governance and management”. The effectiveness of the Eastern Cape Department of Education (ECDoE) is measured by its service delivery, how strategy is executed in providing quality education. These are guided by the norms and standards like the National Education Policy Act: Norms and Standards for educators, as set by the National Department of Basic Education and the Treasury Acts. The motivation for the study was the Department’s poor performance as reported by the Auditor General (AG) in his 2015 audit report, that there has been a lack of good governance and accountability in the ECDoE. The study is qualitative: a sample of twenty-five (25) ECDoE senior managers were interviewed as the custodians of the execution of the strategic plan. Purposive sampling method selected the twenty-five from a total of forty-five (45) senior managers, some of whom were in Head Office and some in the twenty-three (23) districts. Data was collected through questionnaires and interviews and responses were captured on Excel Spreadsheet, and analysed with the Thematic Analysis. Major findings relating to barriers were on Human Resource Management, Poor Leadership, Resourcing (Tools of Trade), Improper Budgeting Systems, Poor Communication, and Organisational Structure. Some variables were interchangeably identified both as barriers and enablers, such as budgeting and resourcing. There were many recommendations, but for this study one, the Finance Section, will suffice: and that is that the Finance Section should analyse each directorate’s spending for each year before the new budget is allocated.
- Full Text:
- Date Issued: 2018
- Authors: Vena, Nomava Vinolia
- Date: 2018
- Subjects: Strategic planning South Africa Eastern Cape , Business planning South Africa Eastern Cape , Public administration South Africa Eastern Cape , Corporate governance South Africa Eastern Cape , Government accountability South Africa Eastern Cape , South Africa. Department of Education
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/63649 , vital:28465
- Description: Effective strategy execution is very important for the achievement of an organisation’s goals. Because it is a difficult task to translate a strategy into action, itis imperative for leadership to prioritize its strategic plan to ensure its success. The purpose of this study is to identify barriers and enablers of strategy execution in Basic Education in the Eastern Cape; its focus is on strategic goal number six: “Efficient administration ensured through good corporate governance and management”. The effectiveness of the Eastern Cape Department of Education (ECDoE) is measured by its service delivery, how strategy is executed in providing quality education. These are guided by the norms and standards like the National Education Policy Act: Norms and Standards for educators, as set by the National Department of Basic Education and the Treasury Acts. The motivation for the study was the Department’s poor performance as reported by the Auditor General (AG) in his 2015 audit report, that there has been a lack of good governance and accountability in the ECDoE. The study is qualitative: a sample of twenty-five (25) ECDoE senior managers were interviewed as the custodians of the execution of the strategic plan. Purposive sampling method selected the twenty-five from a total of forty-five (45) senior managers, some of whom were in Head Office and some in the twenty-three (23) districts. Data was collected through questionnaires and interviews and responses were captured on Excel Spreadsheet, and analysed with the Thematic Analysis. Major findings relating to barriers were on Human Resource Management, Poor Leadership, Resourcing (Tools of Trade), Improper Budgeting Systems, Poor Communication, and Organisational Structure. Some variables were interchangeably identified both as barriers and enablers, such as budgeting and resourcing. There were many recommendations, but for this study one, the Finance Section, will suffice: and that is that the Finance Section should analyse each directorate’s spending for each year before the new budget is allocated.
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- Date Issued: 2018