Improving organisational effectiveness through employee engagement: a proposed framework
- Authors: Mabasa, Jerry Mandla
- Date: 2019
- Subjects: Organisational effectiveness -- South Africa -- Nelson Mandela Bay Municipality , Employee motivation Organizational behavior Work environment -- Employees
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/40657 , vital:36207
- Description: South African-based automotive industry firms have been largely characterised by fierce competition at the global level. In order to compete effectively, business leaders have to align business strategies and adopt the best practice approach to gain a competitive advantage among rivals. The majority of this practice requires a high level of employee buy-in to ensure effective, sustainable and successful implementation. Hence, employees become a key stakeholder for improving the organisational competitive advantage and the business leader must continuously find sustainable methods for engaging their employees in order to raise the effectiveness of the organisation. In view of these notions, this study was grounded in the social exchange theory. Against this background, the main objective of this study was to evaluate the levels of several Employee Engagement drivers, namely Positive Mood, Personal Vision, Compensation, Team and Co-worker Relationships, Organisational Support and Leadership and to investigate their influence on the levels of Employee Engagement and Organisational Effectiveness to businesses in the automotive industry in Nelson Mandela Bay, Eastern Cape. To evaluate the conceptual framework suggested by this study based on the literature review, an empirical assessment was performed amongst the employees of Nelson Mandela Bay‟s automotive sector manufacturers through the application of an electronically distributed questionnaire. The selection of the sample was performed using convenience sampling. A total of 135 usable questionnaires were returned with which to undertake the statistical analysis. The findings showed that the demographic variables investigated in this study had no influence on the way in which employees‟ perceived engagement in the workplace. In order to assess the validity of the dependent variables successfully, namely employee engagement and organisational effectiveness, inferential statistics were performed. Inferential statistics commenced by investigating the reliability of the empirical data. It was concluded that all variables returned Cronbach‟s alpha coefficients greater than 0.7, except for the Team and Co-Worker Relationships independent variable. Hence, sufficient evidence of reliability and validity for the items measuring the dependent and the independent variables was provided. The items intended to measure Team and Co-Worker Relationships did not load as expected and the variable was subsequently eliminated from further analysis, resulting in the revised conceptual framework. Correlation analysis revealed that none of the variables were strongly correlated. The subsequent multiple regression analyses revealed that only the Organisational Support variable investigated in this study had a significant positive influence on both the Employee Engagement and Organisational Effectiveness variables. On the other hand, Leadership only had a significant positive influence on Organisational Effectiveness, while positive emotions (measured by the Positive Mood and Personal Vision variables) had a significant positive influence on Employee Engagement. In addition, the results of this study showed that the Employee Engagement variable mediates the relationship between the Positive Mood, Personal Vision and Organisational Support and Organisational Effectiveness variables. However, it does not mediate the relationship between the Leadership and Organisational Effectiveness variables. Given the findings of this study, a number of recommendations are put forward to enhance the levels of Positive Mood, Personal Vision, Organisational Support and Leadership qualities among employees, and to ultimately enhance the levels of Employee engagement and Organisational Effectiveness.
- Full Text:
- Date Issued: 2019
- Authors: Mabasa, Jerry Mandla
- Date: 2019
- Subjects: Organisational effectiveness -- South Africa -- Nelson Mandela Bay Municipality , Employee motivation Organizational behavior Work environment -- Employees
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/40657 , vital:36207
- Description: South African-based automotive industry firms have been largely characterised by fierce competition at the global level. In order to compete effectively, business leaders have to align business strategies and adopt the best practice approach to gain a competitive advantage among rivals. The majority of this practice requires a high level of employee buy-in to ensure effective, sustainable and successful implementation. Hence, employees become a key stakeholder for improving the organisational competitive advantage and the business leader must continuously find sustainable methods for engaging their employees in order to raise the effectiveness of the organisation. In view of these notions, this study was grounded in the social exchange theory. Against this background, the main objective of this study was to evaluate the levels of several Employee Engagement drivers, namely Positive Mood, Personal Vision, Compensation, Team and Co-worker Relationships, Organisational Support and Leadership and to investigate their influence on the levels of Employee Engagement and Organisational Effectiveness to businesses in the automotive industry in Nelson Mandela Bay, Eastern Cape. To evaluate the conceptual framework suggested by this study based on the literature review, an empirical assessment was performed amongst the employees of Nelson Mandela Bay‟s automotive sector manufacturers through the application of an electronically distributed questionnaire. The selection of the sample was performed using convenience sampling. A total of 135 usable questionnaires were returned with which to undertake the statistical analysis. The findings showed that the demographic variables investigated in this study had no influence on the way in which employees‟ perceived engagement in the workplace. In order to assess the validity of the dependent variables successfully, namely employee engagement and organisational effectiveness, inferential statistics were performed. Inferential statistics commenced by investigating the reliability of the empirical data. It was concluded that all variables returned Cronbach‟s alpha coefficients greater than 0.7, except for the Team and Co-Worker Relationships independent variable. Hence, sufficient evidence of reliability and validity for the items measuring the dependent and the independent variables was provided. The items intended to measure Team and Co-Worker Relationships did not load as expected and the variable was subsequently eliminated from further analysis, resulting in the revised conceptual framework. Correlation analysis revealed that none of the variables were strongly correlated. The subsequent multiple regression analyses revealed that only the Organisational Support variable investigated in this study had a significant positive influence on both the Employee Engagement and Organisational Effectiveness variables. On the other hand, Leadership only had a significant positive influence on Organisational Effectiveness, while positive emotions (measured by the Positive Mood and Personal Vision variables) had a significant positive influence on Employee Engagement. In addition, the results of this study showed that the Employee Engagement variable mediates the relationship between the Positive Mood, Personal Vision and Organisational Support and Organisational Effectiveness variables. However, it does not mediate the relationship between the Leadership and Organisational Effectiveness variables. Given the findings of this study, a number of recommendations are put forward to enhance the levels of Positive Mood, Personal Vision, Organisational Support and Leadership qualities among employees, and to ultimately enhance the levels of Employee engagement and Organisational Effectiveness.
- Full Text:
- Date Issued: 2019
Improving the business success of SMMEs in the South African construction industry: the case of SMMEs in the city of Port Elizabeth
- Authors: Swapi, Sibongiseni
- Date: 2019
- Subjects: Success in business -- South Africa -- Port Elizabeth , Small business -- South Africa -- Port Elizabeth Construction industry -- South Africa -- Port Elizabeth
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/43934 , vital:37085
- Description: This research has aimed at designing a framework for effective management of different Small Medium and Micro Enterprises (SMMEs) in the construction industry of South Africa. The research is derived from the SMMEs in Port Elizabeth. The research adopted a descriptive design and qualitative research methodology in order to achieve the research objectives. The research population of this research covered fifty (50) professional employees of SMMEs in the construction industry of Port Elizabeth, South Africa. It has been revealed in this research that there is a significant lack of management skills and training in the industry. Many construction SMMEs are also unable to access sufficient financial resources and government support for their operations. In this regard, the most important requirement has been found to be education and training for the employees working in the South African SMMEs in the construction industry. Along with this, government support and intervention is also required so that the SMMEs in the construction industry are able to access sufficient financial resources for building proper infrastructure. This research has also proposed an effective management framework that may include contract management, asset management as well as risk management of the South African SMMEs in the construction industry.
- Full Text:
- Date Issued: 2019
- Authors: Swapi, Sibongiseni
- Date: 2019
- Subjects: Success in business -- South Africa -- Port Elizabeth , Small business -- South Africa -- Port Elizabeth Construction industry -- South Africa -- Port Elizabeth
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/43934 , vital:37085
- Description: This research has aimed at designing a framework for effective management of different Small Medium and Micro Enterprises (SMMEs) in the construction industry of South Africa. The research is derived from the SMMEs in Port Elizabeth. The research adopted a descriptive design and qualitative research methodology in order to achieve the research objectives. The research population of this research covered fifty (50) professional employees of SMMEs in the construction industry of Port Elizabeth, South Africa. It has been revealed in this research that there is a significant lack of management skills and training in the industry. Many construction SMMEs are also unable to access sufficient financial resources and government support for their operations. In this regard, the most important requirement has been found to be education and training for the employees working in the South African SMMEs in the construction industry. Along with this, government support and intervention is also required so that the SMMEs in the construction industry are able to access sufficient financial resources for building proper infrastructure. This research has also proposed an effective management framework that may include contract management, asset management as well as risk management of the South African SMMEs in the construction industry.
- Full Text:
- Date Issued: 2019
Influence of destination familiarity and destination image on the intention to revisit East London
- Authors: Nyezwa, Abegail Noluthando
- Date: 2019
- Subjects: Tourism -- South Africa -- East London -- Marketing , Tourism -- South Africa -- East London
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/42781 , vital:36691
- Description: Tourists have a tendency of revisiting a destination when they are pleased with certain features encountered during their first visit. In some cases, even though the visitors are happy, they do not return to the same destination because they want to discover other destinations, whereas fewer satisfied tourists do return to the same destination and become repeat visitors. In order to remain internationally competitive, it is essential for destinations to design and implement marketing strategies which will assist in attracting the preferred product positioning in target markets. Destinations should always distinguish themselves from their competitors. The aim of this study was to investigate the extent to which destination familiarity and destination image influence the intention to revisit East London. A quantitative research method was adopted in order to test the relationships depicted in the hypothesised model. A sample was drawn using convenience sampling techniques. In total, 62 questionnaires were distributed to tourists who had revisited East London. The study discovered that most of the respondents were employed and educated. The study made use of the survey methodology and a structured questionnaire was used in order to collect data from respondents. All the questionnaires were returned. Cronbach’s alpha coefficient was used to test reliability of multiple-item scales. Only two variables had Cronbach’s alpha scores above 0.60. and one had a score of 0.40 and that is unacceptable. The study revealed that a majority of respondents strongly agree that quality beaches, entertainment and sport are factors which will encourage them to revisit East London. This study revealed that there is a significant relationship between Destination Familiarity and Traveller’s Attitude. The study revealed that only few respondents viewed East London as expensive. The study recommended that the city examine its natural attractions, upgrade the shopping facilities and continuously maintain the qualities of beaches, initiating new fairs and festivals, making sure that local transport is reliable and safe. In order to be globally competitive, management need to gather intelligence in terms of how other countries globally use to attract repeat tourist visitation.
- Full Text:
- Date Issued: 2019
- Authors: Nyezwa, Abegail Noluthando
- Date: 2019
- Subjects: Tourism -- South Africa -- East London -- Marketing , Tourism -- South Africa -- East London
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/42781 , vital:36691
- Description: Tourists have a tendency of revisiting a destination when they are pleased with certain features encountered during their first visit. In some cases, even though the visitors are happy, they do not return to the same destination because they want to discover other destinations, whereas fewer satisfied tourists do return to the same destination and become repeat visitors. In order to remain internationally competitive, it is essential for destinations to design and implement marketing strategies which will assist in attracting the preferred product positioning in target markets. Destinations should always distinguish themselves from their competitors. The aim of this study was to investigate the extent to which destination familiarity and destination image influence the intention to revisit East London. A quantitative research method was adopted in order to test the relationships depicted in the hypothesised model. A sample was drawn using convenience sampling techniques. In total, 62 questionnaires were distributed to tourists who had revisited East London. The study discovered that most of the respondents were employed and educated. The study made use of the survey methodology and a structured questionnaire was used in order to collect data from respondents. All the questionnaires were returned. Cronbach’s alpha coefficient was used to test reliability of multiple-item scales. Only two variables had Cronbach’s alpha scores above 0.60. and one had a score of 0.40 and that is unacceptable. The study revealed that a majority of respondents strongly agree that quality beaches, entertainment and sport are factors which will encourage them to revisit East London. This study revealed that there is a significant relationship between Destination Familiarity and Traveller’s Attitude. The study revealed that only few respondents viewed East London as expensive. The study recommended that the city examine its natural attractions, upgrade the shopping facilities and continuously maintain the qualities of beaches, initiating new fairs and festivals, making sure that local transport is reliable and safe. In order to be globally competitive, management need to gather intelligence in terms of how other countries globally use to attract repeat tourist visitation.
- Full Text:
- Date Issued: 2019
Investigating COBIT 5 implementation in the public TVET college sector in South Africa
- Authors: Zulu, Motlalepule Jacobeth
- Date: 2019
- Subjects: Information technology -- Management , Computer security Education, Higher -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/44246 , vital:37142
- Description: The purpose of this study was to investigate whether the COBIT 5 ICT governance framework has been implemented successfully in the public TVET sector. The study clarifies that ICT governance is not only about satisfying audit requirements; the core of ICT governance based on Cobit 5 is alignment between business and ICT. The study proposed a theoretical framework whereby the perceived benefits of implementing COBIT 5 in the public TVET college sector in South Africa was the dependent variable. The proposed independent variables were namely; Training, Adoption, Leadership, Value in IT Investment and Risk Management. The study infers that the board and/or council within an organisation need to lead the process in relation to the governance of ICT. Moreover, the study takes cognisance that ICT is a strategic enabler and thus the board or council ought to play their role of oversight, monitoring and ensuring optimal utilisation of IT resources. The study challenges the perception that IT is a mere operational functional and deduces that top management ought to incorporate IT when formulating and/or reviewing the business strategy. IT ought to be included in any strategic related activity in the organisation. IT should not be left out of the boardroom if management envisage to derive value from ICT investment.
- Full Text:
- Date Issued: 2019
- Authors: Zulu, Motlalepule Jacobeth
- Date: 2019
- Subjects: Information technology -- Management , Computer security Education, Higher -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/44246 , vital:37142
- Description: The purpose of this study was to investigate whether the COBIT 5 ICT governance framework has been implemented successfully in the public TVET sector. The study clarifies that ICT governance is not only about satisfying audit requirements; the core of ICT governance based on Cobit 5 is alignment between business and ICT. The study proposed a theoretical framework whereby the perceived benefits of implementing COBIT 5 in the public TVET college sector in South Africa was the dependent variable. The proposed independent variables were namely; Training, Adoption, Leadership, Value in IT Investment and Risk Management. The study infers that the board and/or council within an organisation need to lead the process in relation to the governance of ICT. Moreover, the study takes cognisance that ICT is a strategic enabler and thus the board or council ought to play their role of oversight, monitoring and ensuring optimal utilisation of IT resources. The study challenges the perception that IT is a mere operational functional and deduces that top management ought to incorporate IT when formulating and/or reviewing the business strategy. IT ought to be included in any strategic related activity in the organisation. IT should not be left out of the boardroom if management envisage to derive value from ICT investment.
- Full Text:
- Date Issued: 2019
Job embeddedness and employee retention in higher education
- Authors: Esterhuizen, Christa
- Date: 2019
- Subjects: Employee retention -- South Africa , Organizational behavior -- South Africa Work -- Psychological aspects Employee morale -- South Africa Universities and colleges -- Employees
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/39852 , vital:35483
- Description: The only sustainable competitive advantage for organisations worldwide, including higher education institutions, is their human resources. Therefore, to acquire and maintain a sustainable competitive advantage, the ability to effectively retain knowledge employees has become high-priority. The job embeddedness model presents an alternative approach to the traditional constructs of job satisfaction, organisational commitment and job involvement, for understanding the retention concept. The aim of the research was to determine the interaction effect of job embeddedness on retention, which could be used to intensify the attachment of academic staff in a higher education institution and to dissuade turnover cognitions. An empirical study consisting of a web-based questionnaire was conducted amongst 100 academic staff members across all campuses of Nelson Mandela University. The purpose of the survey was to measure job embeddedness, retention, and the relationship between job embeddedness and retention. The results indicated that organisational embeddedness, rather than community embeddedness, influenced the intention to leave. Employees that had a positive experience with the organisation in terms of fit, links and sacrifice, were less likely to leave the organisation. It is recommended that job embeddedness should form the basis for the development of an effective integrated human resource management retention strategy to attract, retain, motivate and develop employees, to improve organisational performance and achieve organisational goals and objectives. The implication is that recruitment and selection should be done carefully to create a fit between the employee and the organisation. Talent should be fully used in an environment that fosters autonomy and teamwork should be crafted and encouraged.
- Full Text:
- Date Issued: 2019
- Authors: Esterhuizen, Christa
- Date: 2019
- Subjects: Employee retention -- South Africa , Organizational behavior -- South Africa Work -- Psychological aspects Employee morale -- South Africa Universities and colleges -- Employees
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/39852 , vital:35483
- Description: The only sustainable competitive advantage for organisations worldwide, including higher education institutions, is their human resources. Therefore, to acquire and maintain a sustainable competitive advantage, the ability to effectively retain knowledge employees has become high-priority. The job embeddedness model presents an alternative approach to the traditional constructs of job satisfaction, organisational commitment and job involvement, for understanding the retention concept. The aim of the research was to determine the interaction effect of job embeddedness on retention, which could be used to intensify the attachment of academic staff in a higher education institution and to dissuade turnover cognitions. An empirical study consisting of a web-based questionnaire was conducted amongst 100 academic staff members across all campuses of Nelson Mandela University. The purpose of the survey was to measure job embeddedness, retention, and the relationship between job embeddedness and retention. The results indicated that organisational embeddedness, rather than community embeddedness, influenced the intention to leave. Employees that had a positive experience with the organisation in terms of fit, links and sacrifice, were less likely to leave the organisation. It is recommended that job embeddedness should form the basis for the development of an effective integrated human resource management retention strategy to attract, retain, motivate and develop employees, to improve organisational performance and achieve organisational goals and objectives. The implication is that recruitment and selection should be done carefully to create a fit between the employee and the organisation. Talent should be fully used in an environment that fosters autonomy and teamwork should be crafted and encouraged.
- Full Text:
- Date Issued: 2019
Job performance and the relationship between employee engagement, goal setting, training, job fit and trust
- Authors: Brood, Ayoob
- Date: 2019
- Subjects: Performance -- Management , Job satisfaction -- South Africa Employee motivation -- South Africa Labor productivity -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/37846 , vital:34253
- Description: Every business has a goal of being profitable which relies on employee job performance. To determine the relationship employee engagement, trust, goal setting, job fit and training had on job performance surveys was sent to 8 MTN Branded retail stores within the Eastern Cape to gather data. Each survey once completed would then be dropped off and the MTN head office in Cape Road. Previous work has looked at these independent variables and how they affect job performance separately and not as a whole. Contrary to the literature, goal settings were the only variable that had a significant influence according to the findings of this study. The statistical results of this study revealed that goal settings influenced job performance with a p-value of 0.010 (p<0.05) and had a positive relationship, indicating that the respondent’s goal settings had an influence on their job performance. The mean values indicated that the respondents agreed that the independent variables would affect the performance. Thus, it is highly recommended that management investigates the requirements of implementing strategies of these variables to improve job performance.
- Full Text:
- Date Issued: 2019
- Authors: Brood, Ayoob
- Date: 2019
- Subjects: Performance -- Management , Job satisfaction -- South Africa Employee motivation -- South Africa Labor productivity -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/37846 , vital:34253
- Description: Every business has a goal of being profitable which relies on employee job performance. To determine the relationship employee engagement, trust, goal setting, job fit and training had on job performance surveys was sent to 8 MTN Branded retail stores within the Eastern Cape to gather data. Each survey once completed would then be dropped off and the MTN head office in Cape Road. Previous work has looked at these independent variables and how they affect job performance separately and not as a whole. Contrary to the literature, goal settings were the only variable that had a significant influence according to the findings of this study. The statistical results of this study revealed that goal settings influenced job performance with a p-value of 0.010 (p<0.05) and had a positive relationship, indicating that the respondent’s goal settings had an influence on their job performance. The mean values indicated that the respondents agreed that the independent variables would affect the performance. Thus, it is highly recommended that management investigates the requirements of implementing strategies of these variables to improve job performance.
- Full Text:
- Date Issued: 2019
Job satisfaction of lecturers at TVET colleges in Buffalo City Metropolitan Municipal region in the context of organisational culture
- Authors: Jegels, Unity Christine
- Date: 2019
- Subjects: Job satisfaction , Corporate culture Organizational change Vocational education -- Employees Technical education
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/40039 , vital:35739
- Description: One of the most widely researched job attitudes and extensively investigated topics in the history of industrial and organisational psychology is job satisfaction. The primary objective of this study was to investigate the attributes of organisational culture that impact the levels of employee job satisfaction. This study explored the experience of job satisfaction in the context of the organisational culture at TVET colleges. The current research investigated the correlation between organisational culture and the prevalence of job satisfaction. A descriptive-analytical study was conducted on sixty-one (61) lecturers selected using convenience sampling. A valid and reliable questionnaire, based on a five-point Likert scale, was used as a measuring instrument. The questionnaire surveyed the sample demographics and statements on organisational culture as designated by organisational leadership style and supervision, working conditions, promotion and job security, organisational communication, remuneration and employee benefits. SPSS software, Version 25, was used to analyse the data sets that were collected. Research findings indicated a significant relationship between job satisfaction and the organisational culture elements of remuneration and employee benefits and organisational communication.
- Full Text:
- Date Issued: 2019
- Authors: Jegels, Unity Christine
- Date: 2019
- Subjects: Job satisfaction , Corporate culture Organizational change Vocational education -- Employees Technical education
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/40039 , vital:35739
- Description: One of the most widely researched job attitudes and extensively investigated topics in the history of industrial and organisational psychology is job satisfaction. The primary objective of this study was to investigate the attributes of organisational culture that impact the levels of employee job satisfaction. This study explored the experience of job satisfaction in the context of the organisational culture at TVET colleges. The current research investigated the correlation between organisational culture and the prevalence of job satisfaction. A descriptive-analytical study was conducted on sixty-one (61) lecturers selected using convenience sampling. A valid and reliable questionnaire, based on a five-point Likert scale, was used as a measuring instrument. The questionnaire surveyed the sample demographics and statements on organisational culture as designated by organisational leadership style and supervision, working conditions, promotion and job security, organisational communication, remuneration and employee benefits. SPSS software, Version 25, was used to analyse the data sets that were collected. Research findings indicated a significant relationship between job satisfaction and the organisational culture elements of remuneration and employee benefits and organisational communication.
- Full Text:
- Date Issued: 2019
Leadership influence on organisational performance at Eskom
- Authors: Xawuka, Asanda
- Date: 2019
- Subjects: Leadership -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/42433 , vital:36655
- Description: The role and the impact of leadership in business and society is a topic of interest to many in business. This is evident by the increase in the number of studies on the topic of leadership. Organisational leaders are responsible to oversee the company’s operations including the allocation of resources, people management and to facilitate process integration to enable the organisation to achieve its stated objectives. State-Owned Enterprises (SOEs) such as Eskom has a mandate to provide infrastructure services to improve the country’s economic conditions. In particular, Eskom is responsible for electricity generation, transmission and distribution in South Africa and other neighbouring counties. Infrastructure development is much needed in South Africa (SA) to enable the country to attract investors and to grow local businesses, as its economy was downgraded to one notch above‘junk status’ in June 2017 (Mutize & Gossel, 2017). Apart from social responsibility, SOEs are required to operate efficiently in line with good corporate governance and become self-sufficient to fund their own future growth plans. Hence, the importance of SOEs to improve their own performance and efficiencies. In the past few years, Eskom has underperformed in meeting its key deliverables as stipulated in the shareholder compact. These include the electrification of households, maintenance of the current infrastructure and the building of excess electricity capacity. The poor performance has negatively affected the country economy due to planned outages when trying to balance electricity demand and supply. It has further contributed to ongoing community service delivery protests, which costs the country millions of rands (Kekana, 2017; Nyembezi, 2015). In the same period, the company faced many leadership changes which partly contribute to its not fully implementing its strategic plans. The objective of this study was to contribute to a possible improvement in Eskom’s performance by examining the influence of leadership on organisational performance, using the independent variables of the leadership conduct (authenticity), work support and performance determinants (culture, communication, change management, strategy implementation and talent management) and further to add to the current literature in explaining how leadership influences performance. The research design was positivistic asthe relationship amongst the above-mentioned variables was statistically tested. The sample consisted of 111 managerial and non-managerial employees in Eskom, across the nine provinces in South Africa. The empirical results were reported and interpreted. The results revealed that the talent management process, work support, effective communication and strategy implementation have a positive influence on employee performance, which in turn has a positive influence on organisational performance. These results were discussed in terms of the implications they hold for the leadership at Eskom. The limitations are reported, thereby providing areas for possible future research.
- Full Text:
- Date Issued: 2019
- Authors: Xawuka, Asanda
- Date: 2019
- Subjects: Leadership -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/42433 , vital:36655
- Description: The role and the impact of leadership in business and society is a topic of interest to many in business. This is evident by the increase in the number of studies on the topic of leadership. Organisational leaders are responsible to oversee the company’s operations including the allocation of resources, people management and to facilitate process integration to enable the organisation to achieve its stated objectives. State-Owned Enterprises (SOEs) such as Eskom has a mandate to provide infrastructure services to improve the country’s economic conditions. In particular, Eskom is responsible for electricity generation, transmission and distribution in South Africa and other neighbouring counties. Infrastructure development is much needed in South Africa (SA) to enable the country to attract investors and to grow local businesses, as its economy was downgraded to one notch above‘junk status’ in June 2017 (Mutize & Gossel, 2017). Apart from social responsibility, SOEs are required to operate efficiently in line with good corporate governance and become self-sufficient to fund their own future growth plans. Hence, the importance of SOEs to improve their own performance and efficiencies. In the past few years, Eskom has underperformed in meeting its key deliverables as stipulated in the shareholder compact. These include the electrification of households, maintenance of the current infrastructure and the building of excess electricity capacity. The poor performance has negatively affected the country economy due to planned outages when trying to balance electricity demand and supply. It has further contributed to ongoing community service delivery protests, which costs the country millions of rands (Kekana, 2017; Nyembezi, 2015). In the same period, the company faced many leadership changes which partly contribute to its not fully implementing its strategic plans. The objective of this study was to contribute to a possible improvement in Eskom’s performance by examining the influence of leadership on organisational performance, using the independent variables of the leadership conduct (authenticity), work support and performance determinants (culture, communication, change management, strategy implementation and talent management) and further to add to the current literature in explaining how leadership influences performance. The research design was positivistic asthe relationship amongst the above-mentioned variables was statistically tested. The sample consisted of 111 managerial and non-managerial employees in Eskom, across the nine provinces in South Africa. The empirical results were reported and interpreted. The results revealed that the talent management process, work support, effective communication and strategy implementation have a positive influence on employee performance, which in turn has a positive influence on organisational performance. These results were discussed in terms of the implications they hold for the leadership at Eskom. The limitations are reported, thereby providing areas for possible future research.
- Full Text:
- Date Issued: 2019
Lean leadership behaviours required for employee engagement
- Authors: Grewan, Symone
- Date: 2019
- Subjects: Leadership , Management -- South Africa Employee motivation -- South Africa Employees -- Attitudes
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/39665 , vital:35345
- Description: The study highlighted the importance of leadership and employee engagement in LEAN manufacturing. Dombrowski and Mielke emphasised the critical importance of leadership as a cornerstone for stimulating employee engagement in continuous improvement systems. It was also noted that leadership was listed as either the key failure factor or key success factor for LEAN Implementation. This study confirmed that LEAN Leadership behaviours have a definite effect on employee engagement. The LEAN Leadership Model was tested on employee engagement in a Fast Moving Consumer Goods (FMCG) confectionery plant in Port Elizabeth, South Africa. Two mail surveys were used. The first survey was directed towards shop-floor factory operators, which included 141 respondents. This figure was greater than 50% of the target population. The survey tested for employee engagement (dependent variable) and the operator’s perception of their line manager behaviours (independent variables). The second survey was directed towards line managers, which included 8 respondents, providing 100% of the desired population. The survey for the line managers requested them to respond to their own engagement, as well as their perception of their own leadership behaviours. The study aimed to answer three research questions related to: The effect of LEAN Leadership behaviours on employee engagement. The suitability of the LEAN Leadership Model for promoting employee engagement. Whether or not the perception of shop-floor employees met the perception of line managers on leadership behaviours. In answering the first research question, the descriptive statistical analysis showed that LEAN Leadership behaviours have a positive influence on employee engagement. This was confirmed using a Pearson Correlation Test and the ANOVA Test amongst the different line managers. The findings correlated with studies reviewed in the literature chapter. The second research question asked whether the LEAN Leadership Model was a suitable framework for employee engagement or not. It was found that the hypothesised framework was not validated. Through conducting an EFA and mediating variable test, a new model i.e. The LEAN Leadership – Employee Engagement Model was constructed. The model comprised of two independent variables (Authentic Improvement Culture and Hoshin Kanri), one mediating variable (Gemba Qualification) and one dependent variable (Employee Engagement). Overall, the LEAN Leadership - Employee Engagement Model suggested that line managers were able to promote employee engagement by spending time with employees and recognising them on the shop-floor. The model also showed that Authentic Improvement Culture leadership behaviours and strategic management behaviours (Hoshin Kanri) had a direct positive influence on employee engagement, while they also indirectly worked through the Gemba Qualification to positively influence engagement. It is worth mentioning that the role of the Team is the centre of the LEAN Leadership Model, from which the LEAN Leadership – Employee Engagement Model was derived. It is important that the role of the team in LEAN methodologies, and the behaviours that promote teamwork amongst the shop-floor employees, does not lose focus. The final research question on whether or not shop-floor perceptions met line manager perceptions regarding line manager behaviours was also answered through a Two Sample T-Test. Large effects in perception were not apparent regarding Authentic Improvement Culture behaviours. With regard to the Gemba Qualification and Hoshin Kanri, line managers felt that they displayed more of these behaviours than what was perceived by their shop-floor employees. Overall, large effects showed that in some cases, perceptions differed. This had the potential to influence shop-floor employee engagement. The findings from this research study provided a management solution and an academic contribution to influence and correct leadership behaviours to aid sustainable LEAN Implementation. In addition, the findings could be used to troubleshoot stagnations in LEAN phase executions from a possible lack of employee engagement.
- Full Text:
- Date Issued: 2019
- Authors: Grewan, Symone
- Date: 2019
- Subjects: Leadership , Management -- South Africa Employee motivation -- South Africa Employees -- Attitudes
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/39665 , vital:35345
- Description: The study highlighted the importance of leadership and employee engagement in LEAN manufacturing. Dombrowski and Mielke emphasised the critical importance of leadership as a cornerstone for stimulating employee engagement in continuous improvement systems. It was also noted that leadership was listed as either the key failure factor or key success factor for LEAN Implementation. This study confirmed that LEAN Leadership behaviours have a definite effect on employee engagement. The LEAN Leadership Model was tested on employee engagement in a Fast Moving Consumer Goods (FMCG) confectionery plant in Port Elizabeth, South Africa. Two mail surveys were used. The first survey was directed towards shop-floor factory operators, which included 141 respondents. This figure was greater than 50% of the target population. The survey tested for employee engagement (dependent variable) and the operator’s perception of their line manager behaviours (independent variables). The second survey was directed towards line managers, which included 8 respondents, providing 100% of the desired population. The survey for the line managers requested them to respond to their own engagement, as well as their perception of their own leadership behaviours. The study aimed to answer three research questions related to: The effect of LEAN Leadership behaviours on employee engagement. The suitability of the LEAN Leadership Model for promoting employee engagement. Whether or not the perception of shop-floor employees met the perception of line managers on leadership behaviours. In answering the first research question, the descriptive statistical analysis showed that LEAN Leadership behaviours have a positive influence on employee engagement. This was confirmed using a Pearson Correlation Test and the ANOVA Test amongst the different line managers. The findings correlated with studies reviewed in the literature chapter. The second research question asked whether the LEAN Leadership Model was a suitable framework for employee engagement or not. It was found that the hypothesised framework was not validated. Through conducting an EFA and mediating variable test, a new model i.e. The LEAN Leadership – Employee Engagement Model was constructed. The model comprised of two independent variables (Authentic Improvement Culture and Hoshin Kanri), one mediating variable (Gemba Qualification) and one dependent variable (Employee Engagement). Overall, the LEAN Leadership - Employee Engagement Model suggested that line managers were able to promote employee engagement by spending time with employees and recognising them on the shop-floor. The model also showed that Authentic Improvement Culture leadership behaviours and strategic management behaviours (Hoshin Kanri) had a direct positive influence on employee engagement, while they also indirectly worked through the Gemba Qualification to positively influence engagement. It is worth mentioning that the role of the Team is the centre of the LEAN Leadership Model, from which the LEAN Leadership – Employee Engagement Model was derived. It is important that the role of the team in LEAN methodologies, and the behaviours that promote teamwork amongst the shop-floor employees, does not lose focus. The final research question on whether or not shop-floor perceptions met line manager perceptions regarding line manager behaviours was also answered through a Two Sample T-Test. Large effects in perception were not apparent regarding Authentic Improvement Culture behaviours. With regard to the Gemba Qualification and Hoshin Kanri, line managers felt that they displayed more of these behaviours than what was perceived by their shop-floor employees. Overall, large effects showed that in some cases, perceptions differed. This had the potential to influence shop-floor employee engagement. The findings from this research study provided a management solution and an academic contribution to influence and correct leadership behaviours to aid sustainable LEAN Implementation. In addition, the findings could be used to troubleshoot stagnations in LEAN phase executions from a possible lack of employee engagement.
- Full Text:
- Date Issued: 2019
Loyalty programmes for low cost retailers
- Authors: Nkomo, Clement
- Date: 2019
- Subjects: Customer loyalty programs -- South Africa , Customer clubs -- South Africa Retail trade -- South Africa Chain stores -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/42869 , vital:36701
- Description: Loyalty programmes have become a popular marketing tool in the market place that is highly competitive and where differentiation is difficult. Although they are not new they continue to grow in popularity in South Africa. While there has been significant research on loyalty programmes in the last two decades little has been done on low cost retailers. An in depth literature review was conducted which examined the mediating Influence of socio-demographic characteristics, purchase behaviour, trust, communication personalisation, flexibility, rewards and method of participation in relation to loyalty programmes. The study further explored the attitudinal and behavioural factors as determinants of perceptions of loyalty programmes and membership. Behavioural loyalty explained customers’ actions, which included repeat purchases, their proneness to be attracted by competitors as well as their willingness to engage in word of mouth. Attitudinal loyalty, which relates to emotional engagement by customers, was explored. The study design was based on a quantitative approach. The methodology involved a self-administered questionnaire adapted from previous studies. Data were collected from 265 respondents at three different Ackermans stores and analysed through various descriptive and inferential statistical tests. The proposed model to measure loyalty programmes was constructed. The model related the independent variables to the dependant variables through the use of the additional factors (A) Attitude and (B) Behaviour, to highlight the influence the independent variables may have on the functionality, uptake and overall success of Loyalty Programmes. The findings indicated that the Attitudinal and Behavioural factors are strong determinants of loyal programmes and membership. The findings indicate that participating in the loyalty programme has a positive but minor overall influence on customer behaviour. Factors such purchase behaviour, trust, communication, personalisation, flexibility, rewards and method of participation were highlighted as key determinants of the loyalty programmes in this study. Loyalty programmes increase the spending and frequency of low and moderate buyers, this affirms that low cost retailers like Ackermans should launch and benefit from a loyalty programme. To be sustainable loyalty programmes must reinforce the attitudinal loyalty (attachment) of customers in addition to behavioural loyalty. The results from this study add to the body of research in the field, yielding both significant theoretical and practical contributions to the field of loyalty programmes, relationship quality and loyalty research, particularly in the low cost retailing. Limitations and future research are discussed.
- Full Text:
- Date Issued: 2019
- Authors: Nkomo, Clement
- Date: 2019
- Subjects: Customer loyalty programs -- South Africa , Customer clubs -- South Africa Retail trade -- South Africa Chain stores -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/42869 , vital:36701
- Description: Loyalty programmes have become a popular marketing tool in the market place that is highly competitive and where differentiation is difficult. Although they are not new they continue to grow in popularity in South Africa. While there has been significant research on loyalty programmes in the last two decades little has been done on low cost retailers. An in depth literature review was conducted which examined the mediating Influence of socio-demographic characteristics, purchase behaviour, trust, communication personalisation, flexibility, rewards and method of participation in relation to loyalty programmes. The study further explored the attitudinal and behavioural factors as determinants of perceptions of loyalty programmes and membership. Behavioural loyalty explained customers’ actions, which included repeat purchases, their proneness to be attracted by competitors as well as their willingness to engage in word of mouth. Attitudinal loyalty, which relates to emotional engagement by customers, was explored. The study design was based on a quantitative approach. The methodology involved a self-administered questionnaire adapted from previous studies. Data were collected from 265 respondents at three different Ackermans stores and analysed through various descriptive and inferential statistical tests. The proposed model to measure loyalty programmes was constructed. The model related the independent variables to the dependant variables through the use of the additional factors (A) Attitude and (B) Behaviour, to highlight the influence the independent variables may have on the functionality, uptake and overall success of Loyalty Programmes. The findings indicated that the Attitudinal and Behavioural factors are strong determinants of loyal programmes and membership. The findings indicate that participating in the loyalty programme has a positive but minor overall influence on customer behaviour. Factors such purchase behaviour, trust, communication, personalisation, flexibility, rewards and method of participation were highlighted as key determinants of the loyalty programmes in this study. Loyalty programmes increase the spending and frequency of low and moderate buyers, this affirms that low cost retailers like Ackermans should launch and benefit from a loyalty programme. To be sustainable loyalty programmes must reinforce the attitudinal loyalty (attachment) of customers in addition to behavioural loyalty. The results from this study add to the body of research in the field, yielding both significant theoretical and practical contributions to the field of loyalty programmes, relationship quality and loyalty research, particularly in the low cost retailing. Limitations and future research are discussed.
- Full Text:
- Date Issued: 2019
Loyalty programmes in the medical aid and insurance sector in South Africa
- Authors: Mafa, Linda
- Date: 2019
- Subjects: Customer loyalty programs -- South Africa , Insurance companies -- South Africa Health insurance -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/40757 , vital:36233
- Description: This treatise covers customer loyalty from the perspective of medical aid and insurance loyalty programmes. Previous work indicates that the healthcare sector does not have a strong consumer focus. As such, loyalty in this sphere is not strong and has not been explored as a means to enhance customer loyalty. The problem statement for this study states that loyalty programmes in the medical aid and insurance sector in South Africa have not been adequately assessed. While customer loyalty has been viewed from a generic marketing perspective, previous work has failed to address the critical factors that influence customer loyalty in medical aid and insurance loyalty programmes. A review of literature focuses on the definitions of customer loyalty in general and as it pertains to loyalty programmes, with attitudes and behaviours identified and common customer loyalty dimensions. This study has approached the assessment of customer loyalty in the healthcare sector by exploring the factors that influence customer loyalty in medical aid and insurance loyalty programmes in South Africa. The study was conducted using exploratory factor analysis of loyalty programme measurement items that evaluated attitudes and behaviours related to customer loyalty. The factor analysis was undertaken using data gathered from a self-administered online questionnaire. This treatise is part of a bigger study of loyalty programmes and customer loyalty in different sectors. The sample for this study was randomly selected using probability and convenience sampling. A sample size of n = 386 is applicable to this study. As part of the data analysis, descriptive statistics were used to compress and organise the sample data. Inferential statistics were used to project the findings of the sample data into the full population. The key impact of the research was the presentation and statistical assessment of an exploratory factor analysis of medical aid and insurance loyalty programme factors. The study concluded that attitudes related to the general assessment, trust, communication, personalisation, flexibility and rewards are relevant factors to consider in medical aid and insurance loyalty programmes. The study also concluded that behaviours related to the general assessment, purchase behaviour, communication, personalisation, flexibility and rewards are relevant factors to consider in medical aid and insurance loyalty programmes. Demographics variables, which were an overarching variable to the factors, were found to not show significant differences in the attitudes and behaviours of loyalty programme participants towards the loyalty programme factors. Repeat purchase behaviour is not necessarily influenced by loyalty programme participation. Perceived value has been found to be a more important consideration in influencing purchase behaviours of loyalty programme participants. The level of trust participants place on loyalty programmes is not confirmed by programme membership. To maintain programme credibility, loyalty programmes must gain the trust of participants. The study also found that there is no strong indication that loyalty programme communication currently enhances repeat purchase behaviour implying that communication strategies of medical aid and insurance loyalty programmes are not effective. Personalisation approaches are more focused on product personalisation than on service personalisation. The availability of points/rewards on different platforms is an important feature to programme participants. Non-reward related value-added services like priority service and exclusive access to products are not a preferred form of reward in medical aid and insurance loyalty programmes. The study contributed to the body of knowledge on the statistical assessment of an exploratory factor analysis approach to evaluate customer loyalty in medical aid and insurance loyalty programmes in SA.
- Full Text:
- Date Issued: 2019
- Authors: Mafa, Linda
- Date: 2019
- Subjects: Customer loyalty programs -- South Africa , Insurance companies -- South Africa Health insurance -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/40757 , vital:36233
- Description: This treatise covers customer loyalty from the perspective of medical aid and insurance loyalty programmes. Previous work indicates that the healthcare sector does not have a strong consumer focus. As such, loyalty in this sphere is not strong and has not been explored as a means to enhance customer loyalty. The problem statement for this study states that loyalty programmes in the medical aid and insurance sector in South Africa have not been adequately assessed. While customer loyalty has been viewed from a generic marketing perspective, previous work has failed to address the critical factors that influence customer loyalty in medical aid and insurance loyalty programmes. A review of literature focuses on the definitions of customer loyalty in general and as it pertains to loyalty programmes, with attitudes and behaviours identified and common customer loyalty dimensions. This study has approached the assessment of customer loyalty in the healthcare sector by exploring the factors that influence customer loyalty in medical aid and insurance loyalty programmes in South Africa. The study was conducted using exploratory factor analysis of loyalty programme measurement items that evaluated attitudes and behaviours related to customer loyalty. The factor analysis was undertaken using data gathered from a self-administered online questionnaire. This treatise is part of a bigger study of loyalty programmes and customer loyalty in different sectors. The sample for this study was randomly selected using probability and convenience sampling. A sample size of n = 386 is applicable to this study. As part of the data analysis, descriptive statistics were used to compress and organise the sample data. Inferential statistics were used to project the findings of the sample data into the full population. The key impact of the research was the presentation and statistical assessment of an exploratory factor analysis of medical aid and insurance loyalty programme factors. The study concluded that attitudes related to the general assessment, trust, communication, personalisation, flexibility and rewards are relevant factors to consider in medical aid and insurance loyalty programmes. The study also concluded that behaviours related to the general assessment, purchase behaviour, communication, personalisation, flexibility and rewards are relevant factors to consider in medical aid and insurance loyalty programmes. Demographics variables, which were an overarching variable to the factors, were found to not show significant differences in the attitudes and behaviours of loyalty programme participants towards the loyalty programme factors. Repeat purchase behaviour is not necessarily influenced by loyalty programme participation. Perceived value has been found to be a more important consideration in influencing purchase behaviours of loyalty programme participants. The level of trust participants place on loyalty programmes is not confirmed by programme membership. To maintain programme credibility, loyalty programmes must gain the trust of participants. The study also found that there is no strong indication that loyalty programme communication currently enhances repeat purchase behaviour implying that communication strategies of medical aid and insurance loyalty programmes are not effective. Personalisation approaches are more focused on product personalisation than on service personalisation. The availability of points/rewards on different platforms is an important feature to programme participants. Non-reward related value-added services like priority service and exclusive access to products are not a preferred form of reward in medical aid and insurance loyalty programmes. The study contributed to the body of knowledge on the statistical assessment of an exploratory factor analysis approach to evaluate customer loyalty in medical aid and insurance loyalty programmes in SA.
- Full Text:
- Date Issued: 2019
Loyalty programmes in the South African airline industry
- Authors: Manunga, Ayanda
- Date: 2019
- Subjects: Customer loyalty programs -- South Africa , Customer clubs -- South Africa Airlines -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/40911 , vital:36267
- Description: While there has been substantial research on Loyalty Programmes in the last two decades, little has been done in the South African Airline Industry. This study uses the Social exchange theory, Relationship marketing theory and Commitment-trust theory to provide an understanding of the factors, which influence loyalty programmes in the South African Airline Industry. The methodology used involved a self-administrated on-line questionnaire from the sample, which comprised of 1090 respondents. From the total respondents, 172 belonged to one or more Airline Loyalty Programmes. This study focused on the latter. An email containing a Universal Resource Link (URL) to the survey was sent to the Nelson Mandela University Business School‟s Marketing Department to distribute to current first-year MBA students, who also had to circulate the survey to at least ten other people. A proposed conceptual model was compiled and tested using exploratory factor analysis. The result of the study confirmed that the measurement instrument is in order and that attitude and behaviour are strong determinants of the loyalty programme. Communication, flexibility, general assessment, rewards personal, rewards tangible, rewards monetary and trust are factors that influence the loyalty programme, which are driven by the attitude of the participant in the programme. On the other hand, communication, flexibility, general assessment, rewards personalisation, purchase behaviour and trust are factors that influence the loyalty programme, which are driven by the behaviour of the participant in the programme. This study concludes with managerial recommendations that will enable managers to identify factors which influence loyalty programmes in the South African Airline Industry. This will enable managers to make informed decisions when formulating and implementing successful programmes. Some of the recommendations call for a review and repositioning of the value proposition for the existing loyalty programmes. It is also recommended that loyalty programmes are value-based in order to convert loyalty programme customers to loyal customers. In addition, majority of the loyalty programme customers call for loyalty programmes that offer programmes that non-expiry points with personalised service offering. The organisations that offer loyalty programmes in the Airline Industry also need to design clear communication strategies that will provide a holistic and targeted approach to customer engagement.
- Full Text:
- Date Issued: 2019
- Authors: Manunga, Ayanda
- Date: 2019
- Subjects: Customer loyalty programs -- South Africa , Customer clubs -- South Africa Airlines -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/40911 , vital:36267
- Description: While there has been substantial research on Loyalty Programmes in the last two decades, little has been done in the South African Airline Industry. This study uses the Social exchange theory, Relationship marketing theory and Commitment-trust theory to provide an understanding of the factors, which influence loyalty programmes in the South African Airline Industry. The methodology used involved a self-administrated on-line questionnaire from the sample, which comprised of 1090 respondents. From the total respondents, 172 belonged to one or more Airline Loyalty Programmes. This study focused on the latter. An email containing a Universal Resource Link (URL) to the survey was sent to the Nelson Mandela University Business School‟s Marketing Department to distribute to current first-year MBA students, who also had to circulate the survey to at least ten other people. A proposed conceptual model was compiled and tested using exploratory factor analysis. The result of the study confirmed that the measurement instrument is in order and that attitude and behaviour are strong determinants of the loyalty programme. Communication, flexibility, general assessment, rewards personal, rewards tangible, rewards monetary and trust are factors that influence the loyalty programme, which are driven by the attitude of the participant in the programme. On the other hand, communication, flexibility, general assessment, rewards personalisation, purchase behaviour and trust are factors that influence the loyalty programme, which are driven by the behaviour of the participant in the programme. This study concludes with managerial recommendations that will enable managers to identify factors which influence loyalty programmes in the South African Airline Industry. This will enable managers to make informed decisions when formulating and implementing successful programmes. Some of the recommendations call for a review and repositioning of the value proposition for the existing loyalty programmes. It is also recommended that loyalty programmes are value-based in order to convert loyalty programme customers to loyal customers. In addition, majority of the loyalty programme customers call for loyalty programmes that offer programmes that non-expiry points with personalised service offering. The organisations that offer loyalty programmes in the Airline Industry also need to design clear communication strategies that will provide a holistic and targeted approach to customer engagement.
- Full Text:
- Date Issued: 2019
Loyalty programmes in the South African health and beauty industry
- Authors: Snyman, Carl Petrus
- Date: 2019
- Subjects: Customer loyalty programs -- South Africa , Customer clubs -- South Africa Beauty shops -- South Africa Cosmetics industry -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/44056 , vital:37097
- Description: This treatise will investigate Loyalty Programmes within the South African Health and Beauty Industry. The most used Loyalty Programmes within South Africa fall into this industry, with Clicks being the most popular programme. The factors that influence success of these Loyalty Programmes is yet to be established. Previous work on customer loyalty has focused on generic factors influencing loyalty, but not on Loyalty Programmes in the Health and Beauty Industry. The review of the literature concentrates on defining customer loyalty and what factors contribute to the success of Loyalty Programmes. This study assessed the success of Loyalty Programmes within the South African Health and Beauty Industry. This study was done using exploratory factor analysis of Loyalty Programme measurement items that looked at attitudes and behaviours influencing customer loyalty. Factor analysis was done using data gathered from an online questionnaire. The sample of this study was selected at random using convenience and snowball sampling. A sample size of n = 603 is used in this study. Descriptive statistics were used to organise the data. Inferential statistics were used to project the findings onto the full population. The biggest contribution of this study was the presentation and statistical assessment of an exploratory factor analysis of factors influencing Loyalty Programmes in the Health and Beauty Industry. The study found that attitudes regarding general assessment, communication, personalisation, trust, flexibility and rewards are factors to consider in Health and Beauty Industry Loyalty Programmes. The study also found factors related to behaviours influencing general assessment, communication, purchase behaviour, flexibility, rewards and personalisation are factors to consider for Loyalty Programmes in the Health and Beauty Industry. The variables pertaining to demographics were found not to have a significant influence on the difference in the attitudes and behaviour of Loyalty Programme participants towards taking part in Loyalty Programmes. Loyalty Programme participation was not found to necessarily influence Loyalty Programmes. Apparent value was found to be an important factor in influencing purchase behaviour of Loyalty Programme participants. Trust towards Loyalty Programmes is not confirmed by Loyalty Programme participation. In order to maintain the credibility of the programme, Loyalty Programmes must gain participants’ trust. The study found no strong indication that Loyalty Programme communication at the moment increases repeat purchase behaviour indicating that communication strategies are not effective in the Health and Beauty Industry Loyalty Programmes. The personalisation approach is more focused on the personalisation of products than services. The ability of participants to use points/rewards on different platforms is important to Loyalty Programme participants. Non-reward value added services such as priority service and limited access to products are not a popular type of reward in the Health and Beauty Industry Loyalty Programmes. The study added to the body of knowledge on the statistical analysis approach to assess customer loyalty in the South African Health and Beauty Industry.
- Full Text:
- Date Issued: 2019
- Authors: Snyman, Carl Petrus
- Date: 2019
- Subjects: Customer loyalty programs -- South Africa , Customer clubs -- South Africa Beauty shops -- South Africa Cosmetics industry -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/44056 , vital:37097
- Description: This treatise will investigate Loyalty Programmes within the South African Health and Beauty Industry. The most used Loyalty Programmes within South Africa fall into this industry, with Clicks being the most popular programme. The factors that influence success of these Loyalty Programmes is yet to be established. Previous work on customer loyalty has focused on generic factors influencing loyalty, but not on Loyalty Programmes in the Health and Beauty Industry. The review of the literature concentrates on defining customer loyalty and what factors contribute to the success of Loyalty Programmes. This study assessed the success of Loyalty Programmes within the South African Health and Beauty Industry. This study was done using exploratory factor analysis of Loyalty Programme measurement items that looked at attitudes and behaviours influencing customer loyalty. Factor analysis was done using data gathered from an online questionnaire. The sample of this study was selected at random using convenience and snowball sampling. A sample size of n = 603 is used in this study. Descriptive statistics were used to organise the data. Inferential statistics were used to project the findings onto the full population. The biggest contribution of this study was the presentation and statistical assessment of an exploratory factor analysis of factors influencing Loyalty Programmes in the Health and Beauty Industry. The study found that attitudes regarding general assessment, communication, personalisation, trust, flexibility and rewards are factors to consider in Health and Beauty Industry Loyalty Programmes. The study also found factors related to behaviours influencing general assessment, communication, purchase behaviour, flexibility, rewards and personalisation are factors to consider for Loyalty Programmes in the Health and Beauty Industry. The variables pertaining to demographics were found not to have a significant influence on the difference in the attitudes and behaviour of Loyalty Programme participants towards taking part in Loyalty Programmes. Loyalty Programme participation was not found to necessarily influence Loyalty Programmes. Apparent value was found to be an important factor in influencing purchase behaviour of Loyalty Programme participants. Trust towards Loyalty Programmes is not confirmed by Loyalty Programme participation. In order to maintain the credibility of the programme, Loyalty Programmes must gain participants’ trust. The study found no strong indication that Loyalty Programme communication at the moment increases repeat purchase behaviour indicating that communication strategies are not effective in the Health and Beauty Industry Loyalty Programmes. The personalisation approach is more focused on the personalisation of products than services. The ability of participants to use points/rewards on different platforms is important to Loyalty Programme participants. Non-reward value added services such as priority service and limited access to products are not a popular type of reward in the Health and Beauty Industry Loyalty Programmes. The study added to the body of knowledge on the statistical analysis approach to assess customer loyalty in the South African Health and Beauty Industry.
- Full Text:
- Date Issued: 2019
Loyalty programmes in the South African restaurant industry
- Authors: Raepsaet, Vincent
- Date: 2019
- Subjects: Customer loyalty programs
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/43019 , vital:36733
- Description: Loyalty Programme is the term used most commonly used when referring to a structured and long-term marketing effort, designed to motivate the customers in a business's target market, to make frequent purchases and shun competitors. This behaviour is achieved by providing repeat customers with certain incentives as a reward for loyal buying behaviour. In today’s ultra-competitive global marketplace, competition is rife and customers are faced with a plethora of choices, offerings and more specifically, Loyalty Programmes. Businesses, in a bid to retain and even increase their customer base, spend millions on their Loyalty Programmes, seeking to encourage customer loyalty, but with varying and often disappointing results. This treatise endeavours to embrace and delve into customer loyalty and the design of these Loyalty Programmes, by looking at Loyalty Programmes in general and then, more specifically, at those within the Restaurant Industry, with the purpose of exploring the factors that Loyalty Programmes in the South African Restaurant Industry should include in order to improve their design and increase their effectiveness. Loyalty Programmes in this industry have not been adequately addressed, this despite the fierce competition which exists amongst restaurants and the relatively low barriers to entry for new competitors. An in-depth literature review was conducted. Attitudes and behaviours were identified as the two dimensions common to customer loyalty, with both, therefore, being examined. Pertinent theories, such as Social Exchange Theory, Equity Theory, Relationship Marketing Theory and Commitment-Trust Theory were explored. Additionally, the factors that influence customer loyalty in the Restaurant Industry in South Africa were explored, with the literature laying the foundation for the conceptual model that included proposed communication, flexibility, personalisation, purchase behaviour, method of participation, rewards and trust as being the factors which influence Loyalty Programmes. This treatise was part of a bigger study of Loyalty Programmes, undertaken using a survey (questionnaire) distributed via email, which received 1090 respondents. The sample size applicable to this treatise is n = 399. Data analysis included the use of descriptive and inferential statistics, as well as Exploratory Factor Analysis. The results of the analysis identified relevant factors in regard to the effectiveness of Loyalty Programmes to be those with attitudes related to communication, flexibility, general assessment, rewards and trust, as well as those with behaviours related to communication, flexibility, general assessment, personalisation, purchase behaviour, and rewards. The Pearson Product Model Correlations identified the strongest factor relationships to be Attitude – General and Behaviour – General (.739), as well as Attitude – Communication and Behaviour – Communication (.711). In light of these results, as part of the managerial recommendations made to help improve the design of Loyalty Programmes, the need to embrace and employ new and varied communication channels and strategies must be considered, as well as the responsiveness of said communication to customers. Further important results of the study encourage Loyalty Programmes (LPs) to be more personalised by taking customer demographics into consideration. LPs need to incorporate more transparency into how the personal information of customers will be used, flexibility in terms of the reward type, accrual and redemption needs to be embraced through the use of more modern, relevant and popular platforms such as those offered via technological means. In summary, a regular review of LPs is recommended to keep them current and applicable, with an emphasis being placed on personalisation, the expectations of customers and the method of participation.
- Full Text:
- Date Issued: 2019
- Authors: Raepsaet, Vincent
- Date: 2019
- Subjects: Customer loyalty programs
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/43019 , vital:36733
- Description: Loyalty Programme is the term used most commonly used when referring to a structured and long-term marketing effort, designed to motivate the customers in a business's target market, to make frequent purchases and shun competitors. This behaviour is achieved by providing repeat customers with certain incentives as a reward for loyal buying behaviour. In today’s ultra-competitive global marketplace, competition is rife and customers are faced with a plethora of choices, offerings and more specifically, Loyalty Programmes. Businesses, in a bid to retain and even increase their customer base, spend millions on their Loyalty Programmes, seeking to encourage customer loyalty, but with varying and often disappointing results. This treatise endeavours to embrace and delve into customer loyalty and the design of these Loyalty Programmes, by looking at Loyalty Programmes in general and then, more specifically, at those within the Restaurant Industry, with the purpose of exploring the factors that Loyalty Programmes in the South African Restaurant Industry should include in order to improve their design and increase their effectiveness. Loyalty Programmes in this industry have not been adequately addressed, this despite the fierce competition which exists amongst restaurants and the relatively low barriers to entry for new competitors. An in-depth literature review was conducted. Attitudes and behaviours were identified as the two dimensions common to customer loyalty, with both, therefore, being examined. Pertinent theories, such as Social Exchange Theory, Equity Theory, Relationship Marketing Theory and Commitment-Trust Theory were explored. Additionally, the factors that influence customer loyalty in the Restaurant Industry in South Africa were explored, with the literature laying the foundation for the conceptual model that included proposed communication, flexibility, personalisation, purchase behaviour, method of participation, rewards and trust as being the factors which influence Loyalty Programmes. This treatise was part of a bigger study of Loyalty Programmes, undertaken using a survey (questionnaire) distributed via email, which received 1090 respondents. The sample size applicable to this treatise is n = 399. Data analysis included the use of descriptive and inferential statistics, as well as Exploratory Factor Analysis. The results of the analysis identified relevant factors in regard to the effectiveness of Loyalty Programmes to be those with attitudes related to communication, flexibility, general assessment, rewards and trust, as well as those with behaviours related to communication, flexibility, general assessment, personalisation, purchase behaviour, and rewards. The Pearson Product Model Correlations identified the strongest factor relationships to be Attitude – General and Behaviour – General (.739), as well as Attitude – Communication and Behaviour – Communication (.711). In light of these results, as part of the managerial recommendations made to help improve the design of Loyalty Programmes, the need to embrace and employ new and varied communication channels and strategies must be considered, as well as the responsiveness of said communication to customers. Further important results of the study encourage Loyalty Programmes (LPs) to be more personalised by taking customer demographics into consideration. LPs need to incorporate more transparency into how the personal information of customers will be used, flexibility in terms of the reward type, accrual and redemption needs to be embraced through the use of more modern, relevant and popular platforms such as those offered via technological means. In summary, a regular review of LPs is recommended to keep them current and applicable, with an emphasis being placed on personalisation, the expectations of customers and the method of participation.
- Full Text:
- Date Issued: 2019
Maintaining a sustainable workforce in a South African information technology institution
- Authors: Pieterse, Darren
- Date: 2019
- Subjects: Labor supply -- South Africa -- Evaluation , Sustainability -- South Africa Organizational change -- South Africa Diversity in the workplace -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/43210 , vital:36760
- Description: Sustainability is a popular topic in most businesses today. Researchers show that, despite sustainability being a relevant business practice, there is no known research on the sustainability of workforces in the information technology (IT) industry in South Africa. This treatise is, therefore, the first known study investigating the importance of a sustainable workforce, and the implications of a workforce not being sustainable, in a South African IT institution. Secondary data was gathered and presented in the form of a literature review. Additionally, the ‘triple bottom line’ framework was discussed, together with the Stakeholder Theory, as they both relate to sustainability. The literature further discusses the seven determinants of sustainable workforces, namely; organisational culture, innovation, retention of skills, income and rewards, generational influences, sustainable workforces, and leadership. A qualitative study was conducted, by interviewing 11 participants. The research philosophy followed was interpretive and, considering the time constraints and limited resources, a cross-sectional time horizon was used. The participants of the study were employees from an IT institution in South Africa. The primary data gather was presented in the form of tables in order to present the distribution of answers, whilst a word cloud was used to highlight the common threads in answers from respondents. The treatise was concluded with managerial recommendations for IT institutions in SA to increase and manage the sustainability of their workforce. Some of the recommendations made included employers getting closer to their employees by being more engaging to determine their levels of happiness. Another recommendation made was that leaders in the organisation should be innovative, and create an innovative culture, understand why employees come to work, and practice sustainable leadership.
- Full Text:
- Date Issued: 2019
- Authors: Pieterse, Darren
- Date: 2019
- Subjects: Labor supply -- South Africa -- Evaluation , Sustainability -- South Africa Organizational change -- South Africa Diversity in the workplace -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/43210 , vital:36760
- Description: Sustainability is a popular topic in most businesses today. Researchers show that, despite sustainability being a relevant business practice, there is no known research on the sustainability of workforces in the information technology (IT) industry in South Africa. This treatise is, therefore, the first known study investigating the importance of a sustainable workforce, and the implications of a workforce not being sustainable, in a South African IT institution. Secondary data was gathered and presented in the form of a literature review. Additionally, the ‘triple bottom line’ framework was discussed, together with the Stakeholder Theory, as they both relate to sustainability. The literature further discusses the seven determinants of sustainable workforces, namely; organisational culture, innovation, retention of skills, income and rewards, generational influences, sustainable workforces, and leadership. A qualitative study was conducted, by interviewing 11 participants. The research philosophy followed was interpretive and, considering the time constraints and limited resources, a cross-sectional time horizon was used. The participants of the study were employees from an IT institution in South Africa. The primary data gather was presented in the form of tables in order to present the distribution of answers, whilst a word cloud was used to highlight the common threads in answers from respondents. The treatise was concluded with managerial recommendations for IT institutions in SA to increase and manage the sustainability of their workforce. Some of the recommendations made included employers getting closer to their employees by being more engaging to determine their levels of happiness. Another recommendation made was that leaders in the organisation should be innovative, and create an innovative culture, understand why employees come to work, and practice sustainable leadership.
- Full Text:
- Date Issued: 2019
Management of business vision and mission in the rapidly changing macro-economic environment
- Authors: Maria Mahwehwe
- Date: 2019
- Subjects: Business enterprises -- Vision and mission
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/44526 , vital:38133
- Description: The primary objective of the study is to gain an understanding of how organisations across different industries in Nelson Mandela Metropolitan area manage the effects of the everchanging macro-economic environment to maintain focus on the original vision. The study aims to create a framework that will assist managers in the management of vision and mission to ensure attainment of shareholders’ reason for creating the business. The study seeks to achieve its aim by investigating and testing the impact of the macro-economic environment on organisational vision and mission. The study uses a quantitative research approach to collect and analyse data. Convenience sampling method is employed for obtaining the sixty-one (61) respondents at middle and top management positions who contributed to this study. A closed-ended questionnaire in a Likert scale format is used to obtain the views of the respondents. Research results are extrapolated through statistical analyses methods. The empirical results indicate that 80.33% of the respondents agreed that strategic decisions are formulated in line with the organisational vision and that there is proper linkage of the vision, mission and business strategies. However, according to the respondents, the strategies do not consider the rapid changes in the macro-economic environment or prepared for the environment’s potential effects on the business. Only about half of the respondents agreed that there is employee involvement in vision and mission formulation and implementation. The results also indicate a need for improved communication between leadership and employees through various means of communication to enhance understanding and ownership. The main limitations of the study are that only sixty-one (61) out of the many leaders in the Nelson Mandela Metropolitan area contributed to this research. Leaders in other areas may respond differently to the questions asked. The time period of the research is very limited and therefore a longer period may give different results. The main recommendations of the study are that leaders anticipate environmental changes and plan for the potential changes. The rapidly changing macro-economic environment insists on continuous vision and mission consultation. Leaders should involve employees in vision and mission formulation and implementation to enhance buy-in and adoption. To achieve understanding and focus on the vision and mission, various means of communication with all stakeholders should be utilised for different types of people to achieve a shared vision.
- Full Text:
- Date Issued: 2019
- Authors: Maria Mahwehwe
- Date: 2019
- Subjects: Business enterprises -- Vision and mission
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/44526 , vital:38133
- Description: The primary objective of the study is to gain an understanding of how organisations across different industries in Nelson Mandela Metropolitan area manage the effects of the everchanging macro-economic environment to maintain focus on the original vision. The study aims to create a framework that will assist managers in the management of vision and mission to ensure attainment of shareholders’ reason for creating the business. The study seeks to achieve its aim by investigating and testing the impact of the macro-economic environment on organisational vision and mission. The study uses a quantitative research approach to collect and analyse data. Convenience sampling method is employed for obtaining the sixty-one (61) respondents at middle and top management positions who contributed to this study. A closed-ended questionnaire in a Likert scale format is used to obtain the views of the respondents. Research results are extrapolated through statistical analyses methods. The empirical results indicate that 80.33% of the respondents agreed that strategic decisions are formulated in line with the organisational vision and that there is proper linkage of the vision, mission and business strategies. However, according to the respondents, the strategies do not consider the rapid changes in the macro-economic environment or prepared for the environment’s potential effects on the business. Only about half of the respondents agreed that there is employee involvement in vision and mission formulation and implementation. The results also indicate a need for improved communication between leadership and employees through various means of communication to enhance understanding and ownership. The main limitations of the study are that only sixty-one (61) out of the many leaders in the Nelson Mandela Metropolitan area contributed to this research. Leaders in other areas may respond differently to the questions asked. The time period of the research is very limited and therefore a longer period may give different results. The main recommendations of the study are that leaders anticipate environmental changes and plan for the potential changes. The rapidly changing macro-economic environment insists on continuous vision and mission consultation. Leaders should involve employees in vision and mission formulation and implementation to enhance buy-in and adoption. To achieve understanding and focus on the vision and mission, various means of communication with all stakeholders should be utilised for different types of people to achieve a shared vision.
- Full Text:
- Date Issued: 2019
Organisational learning, training and small medium and micro enterprise (SMME) performance in Port Elizabeth
- Authors: Jaxa, Zoleka
- Date: 2019
- Subjects: Organizational learning -- South Africa -- Port Elizabeth , Small business -- South Africa -- Port Elizabeth Small business -- Management Business enterprises -- South Africa -- Port Elizabeth , Performance Business -- Evaluation
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/${Handle} , vital:35741
- Description: The growth and performance of an enterprise requires gaining a competitive edge through learning and evolving. Organisational learning is considered as a primary means for attaining the strategic renewal of an enterprise. In order to achieve this, organisations are required to explore and learn new ways while simultaneously using what is already learned. This research aims to assist SMEs in performing better and becoming sustainable by improving their agility within changing economic circumstance through the practical implementation of organisational learning strategies. The study aims to investigate how organisational learning contributes to the business performance success of SMEs in the Nelson Mandela Bay area. More specifically, the study investigates what roles individual/group/institutional learning and organisational memory play in the achievement of business performance success of SMEs in the Nelson Mandela Bay area. The empirical results were obtained from 71 SME owners with the aim of determining the extent of organisational learning in Nelson Mandela Bay SMEs. In other words, the study aimed to discover whether individual/group/institutional learning and organisational memory were the strongest determinants of business performance success. The findings of the study indicated that organisational learning in the form of group learning and organisational memory is an important determinant of business performance success. The study revealed that only group learning and organisational learning are significant determinants of business performance success, even though individual and institutional learning are also important. Furthermore, recommendations were made to SME owners to ensure that they practise organisational learning principles and foster mainly group learning and organisational memory in order to improve the business performance success of SMEs significantly in the Nelson Mandela Bay area.
- Full Text:
- Date Issued: 2019
- Authors: Jaxa, Zoleka
- Date: 2019
- Subjects: Organizational learning -- South Africa -- Port Elizabeth , Small business -- South Africa -- Port Elizabeth Small business -- Management Business enterprises -- South Africa -- Port Elizabeth , Performance Business -- Evaluation
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/${Handle} , vital:35741
- Description: The growth and performance of an enterprise requires gaining a competitive edge through learning and evolving. Organisational learning is considered as a primary means for attaining the strategic renewal of an enterprise. In order to achieve this, organisations are required to explore and learn new ways while simultaneously using what is already learned. This research aims to assist SMEs in performing better and becoming sustainable by improving their agility within changing economic circumstance through the practical implementation of organisational learning strategies. The study aims to investigate how organisational learning contributes to the business performance success of SMEs in the Nelson Mandela Bay area. More specifically, the study investigates what roles individual/group/institutional learning and organisational memory play in the achievement of business performance success of SMEs in the Nelson Mandela Bay area. The empirical results were obtained from 71 SME owners with the aim of determining the extent of organisational learning in Nelson Mandela Bay SMEs. In other words, the study aimed to discover whether individual/group/institutional learning and organisational memory were the strongest determinants of business performance success. The findings of the study indicated that organisational learning in the form of group learning and organisational memory is an important determinant of business performance success. The study revealed that only group learning and organisational learning are significant determinants of business performance success, even though individual and institutional learning are also important. Furthermore, recommendations were made to SME owners to ensure that they practise organisational learning principles and foster mainly group learning and organisational memory in order to improve the business performance success of SMEs significantly in the Nelson Mandela Bay area.
- Full Text:
- Date Issued: 2019
Path-dependence and economic geography: a regional economic evolutionary study towards effective LED in marginalised towns
- Authors: Phillips, Burton Richard
- Date: 2019
- Subjects: Economic geography -- South Africa -- Eastern Cape , Space in economics Regional economics Economic development -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/43171 , vital:36754
- Description: Small Karoo towns in South Africa, in particular the Easter Cape province has endured marginalised recognition in the development of their local economy and its ability to adapt to social change. The latter has been intensified by shifts in agricultural production, land use, and changing state policy. These aspects are of particular interest to a semi-arid landscape. Agriculture, being the predominant trade, has been subject to various commodity market changes and the diminutive state of farms due to climate changes affecting agricultural estate for feeding and other basic purposes has increased. Parallel to the regressive reasons given, small-towns have been subject to a peculiar rise in population which exacted an increase in dependency on the region’s limited administrative capacity. Local economic development (LED) projects are, more often than not, transitory and contribute very little to the town’s sustainability. Underpinning poor development are challenges such as an inability to acquire necessary human capital as well as good public administration and a supporting private business stakeholder relationship. Literature on strategies for small-town development seldom addresses the unique circumstances interweaved with their own casual complexities. Thus, an evolutionary geography approach was proposed which considers the economy of an area as an evolutionary process that unfolds in space and time. It entails a comparative analysis of an economy’s past decisions (history) and geographical changes (spatial). Moreover, adding a significant contribution to the rationale of this study is the opportunity to explore the concept and reality of marginalisation in the former Baviaanskloof Local Municipality (BLM). The aim thereof, to ascertain whether geography (i.e., natural advantages) or histories (i.e., man-made advantages) are the main determinants for the spatial distribution of economic activity, and what place-dependent strategies are most suitable to deliver effective LED.
- Full Text:
- Date Issued: 2019
- Authors: Phillips, Burton Richard
- Date: 2019
- Subjects: Economic geography -- South Africa -- Eastern Cape , Space in economics Regional economics Economic development -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/43171 , vital:36754
- Description: Small Karoo towns in South Africa, in particular the Easter Cape province has endured marginalised recognition in the development of their local economy and its ability to adapt to social change. The latter has been intensified by shifts in agricultural production, land use, and changing state policy. These aspects are of particular interest to a semi-arid landscape. Agriculture, being the predominant trade, has been subject to various commodity market changes and the diminutive state of farms due to climate changes affecting agricultural estate for feeding and other basic purposes has increased. Parallel to the regressive reasons given, small-towns have been subject to a peculiar rise in population which exacted an increase in dependency on the region’s limited administrative capacity. Local economic development (LED) projects are, more often than not, transitory and contribute very little to the town’s sustainability. Underpinning poor development are challenges such as an inability to acquire necessary human capital as well as good public administration and a supporting private business stakeholder relationship. Literature on strategies for small-town development seldom addresses the unique circumstances interweaved with their own casual complexities. Thus, an evolutionary geography approach was proposed which considers the economy of an area as an evolutionary process that unfolds in space and time. It entails a comparative analysis of an economy’s past decisions (history) and geographical changes (spatial). Moreover, adding a significant contribution to the rationale of this study is the opportunity to explore the concept and reality of marginalisation in the former Baviaanskloof Local Municipality (BLM). The aim thereof, to ascertain whether geography (i.e., natural advantages) or histories (i.e., man-made advantages) are the main determinants for the spatial distribution of economic activity, and what place-dependent strategies are most suitable to deliver effective LED.
- Full Text:
- Date Issued: 2019
Possible futures of health technologies for South Africa towards 2035
- Authors: Patel, Naazlene
- Date: 2019
- Subjects: Medical technology -- South Africa , Medical informatics -- South Africa Medicine -- Information technology
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/43149 , vital:36748
- Description: The purpose of this treatise is to develop four alternative scenarios for Possible Futures of Health Technologies for South Africa towards 2035. A desired future in the form of a future vision will be presented as well as recommendations made to the relevant decision-making stakeholders for implementation. This study employs a futures studies methodology known as the Six Pillars used in mapping the present and future, further deepening and broadening the future through the development of scenarios, and lastly, transforming the future by tapering it down to the preferred vision. The four scenarios in this study are informed by current affairs, a qualitative study with industry experts as well as global views and research. The scenarios are as follows: ‘Health Technology Hub’, which is the ‘best case’ scenario, to which the country aspires; ‘Medicating Backwards’, the ‘worst case’ scenario, in which everything turns negative; ‘Frozen Revolution’, in which no change occurs, making it ‘business as usual’ and ‘Trans-humans’, the outlier future based on a disruptive or emerging issue. The way the world works is changing rapidly due to disruptive technologies. Demographic shifts such as the high birth rate in Africa will bring about opportunities for the economy. Health technologies, for this study, is regarded as the application of knowledge and skills in the form of devices, medicines, vaccines, procedures and systems as well as the convergence of digital technologies with health to improve the efficiency of healthcare delivery, solve health issues, offer personalised medicines and improve the quality of lives. Technologies such as artificial intelligence (AI), virtual reality (VR), Internet of Things (IoT), 3D printing, robotics, nanotechnology are seen as the next disruptors. Healthcare in Africa is under pressure to transform, and future trends that stem from the Fourth Industrial Revolution will need to provide innovative, affordable, accessible, good quality, efficient and sustainable solutions. Along with these technologies comes the factors such as the fear of the impact on jobs, inequality, privacy, security and healthcare in South Africa. The outcomes of the extensive analysis of futures studies in this study provide credibility to the argument that current planning for the future of health technologies in South Africa needs intense modifications. The development of insightful plausible futures is essential to the planning process and is seen to be an effective strategic tool employed by businesses. It is the responsibility of private and public sectors to ascertain which path is preferred and what decisions need to be made to ensure that vision is realised and that SA progresses toward economic growth and sustainable development. The ‘Future Vision of Health Technologies in South Africa Towards 2035’ is attainable if all stakeholders agree to work collaboratively, communicate transparently, educate the people of the land, regulate appropriately, build trust, increase innovation, include communities and share the purpose.
- Full Text:
- Date Issued: 2019
- Authors: Patel, Naazlene
- Date: 2019
- Subjects: Medical technology -- South Africa , Medical informatics -- South Africa Medicine -- Information technology
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/43149 , vital:36748
- Description: The purpose of this treatise is to develop four alternative scenarios for Possible Futures of Health Technologies for South Africa towards 2035. A desired future in the form of a future vision will be presented as well as recommendations made to the relevant decision-making stakeholders for implementation. This study employs a futures studies methodology known as the Six Pillars used in mapping the present and future, further deepening and broadening the future through the development of scenarios, and lastly, transforming the future by tapering it down to the preferred vision. The four scenarios in this study are informed by current affairs, a qualitative study with industry experts as well as global views and research. The scenarios are as follows: ‘Health Technology Hub’, which is the ‘best case’ scenario, to which the country aspires; ‘Medicating Backwards’, the ‘worst case’ scenario, in which everything turns negative; ‘Frozen Revolution’, in which no change occurs, making it ‘business as usual’ and ‘Trans-humans’, the outlier future based on a disruptive or emerging issue. The way the world works is changing rapidly due to disruptive technologies. Demographic shifts such as the high birth rate in Africa will bring about opportunities for the economy. Health technologies, for this study, is regarded as the application of knowledge and skills in the form of devices, medicines, vaccines, procedures and systems as well as the convergence of digital technologies with health to improve the efficiency of healthcare delivery, solve health issues, offer personalised medicines and improve the quality of lives. Technologies such as artificial intelligence (AI), virtual reality (VR), Internet of Things (IoT), 3D printing, robotics, nanotechnology are seen as the next disruptors. Healthcare in Africa is under pressure to transform, and future trends that stem from the Fourth Industrial Revolution will need to provide innovative, affordable, accessible, good quality, efficient and sustainable solutions. Along with these technologies comes the factors such as the fear of the impact on jobs, inequality, privacy, security and healthcare in South Africa. The outcomes of the extensive analysis of futures studies in this study provide credibility to the argument that current planning for the future of health technologies in South Africa needs intense modifications. The development of insightful plausible futures is essential to the planning process and is seen to be an effective strategic tool employed by businesses. It is the responsibility of private and public sectors to ascertain which path is preferred and what decisions need to be made to ensure that vision is realised and that SA progresses toward economic growth and sustainable development. The ‘Future Vision of Health Technologies in South Africa Towards 2035’ is attainable if all stakeholders agree to work collaboratively, communicate transparently, educate the people of the land, regulate appropriately, build trust, increase innovation, include communities and share the purpose.
- Full Text:
- Date Issued: 2019
Possible futures of the atmospheric gases industry towards 2035
- Authors: Reddy, Kelly
- Date: 2019
- Subjects: Gas industry
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/43031 , vital:36730
- Description: Technological advancements in recent years have led to a disruptive phenomenon. In a world that is undergoing rapid change, it is important for the industry to understand that what they do today will determine if they will exist tomorrow. The fourth industrial revolution, also known as Industry 4.0, is gaining momentum with each passing day, and this will change every aspect of our lives. The world will see a transformation which will impact upon many industries and in some cases, replace them. The atmospheric gases industry needs to understand the impact the fourth industrial revolution will have on it and act or risk becoming obsolete. Futures studies is used in this study, to provide insight into the future of the atmospheric gases industry toward 2035. Futures studies is the study of the possible, probable and preferred futures and the worldviews and myths that underlie them. It seeks to use the future, how it is imagined, thought about and realised, to change the present. Work in futures studies aims to use the future before disruption takes place. It starts to predict and look at emerging issues to anticipate what could potentially happen. If this is not done, the business stays in a “business as usual” way of operating. This works only when the world is stable. When the world undergoes change such as technological, economic or geopolitical change, this disrupts organisations and gets them to start thinking about how they can survive. Through the understanding and application of the six pillars of futures studies which take one through the mapping of the present and future, anticipating the future, timing the future, deepening the future, creating alternatives to the present and finally, transforming the present, fresh insights are uncovered. These insights are used to provide strategic direction toward the preferred future for the atmospheric gases industry as well as providing an understanding of future emerging markets which the industry can capitalise on. Scenarios are developed to guide the industry to carry out what is required today, to create their preferred future. New ways of thinking about the future is needed for the industry to face the challenges and take hold of the opportunities that Industry 4.0 comes with.
- Full Text:
- Date Issued: 2019
- Authors: Reddy, Kelly
- Date: 2019
- Subjects: Gas industry
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/43031 , vital:36730
- Description: Technological advancements in recent years have led to a disruptive phenomenon. In a world that is undergoing rapid change, it is important for the industry to understand that what they do today will determine if they will exist tomorrow. The fourth industrial revolution, also known as Industry 4.0, is gaining momentum with each passing day, and this will change every aspect of our lives. The world will see a transformation which will impact upon many industries and in some cases, replace them. The atmospheric gases industry needs to understand the impact the fourth industrial revolution will have on it and act or risk becoming obsolete. Futures studies is used in this study, to provide insight into the future of the atmospheric gases industry toward 2035. Futures studies is the study of the possible, probable and preferred futures and the worldviews and myths that underlie them. It seeks to use the future, how it is imagined, thought about and realised, to change the present. Work in futures studies aims to use the future before disruption takes place. It starts to predict and look at emerging issues to anticipate what could potentially happen. If this is not done, the business stays in a “business as usual” way of operating. This works only when the world is stable. When the world undergoes change such as technological, economic or geopolitical change, this disrupts organisations and gets them to start thinking about how they can survive. Through the understanding and application of the six pillars of futures studies which take one through the mapping of the present and future, anticipating the future, timing the future, deepening the future, creating alternatives to the present and finally, transforming the present, fresh insights are uncovered. These insights are used to provide strategic direction toward the preferred future for the atmospheric gases industry as well as providing an understanding of future emerging markets which the industry can capitalise on. Scenarios are developed to guide the industry to carry out what is required today, to create their preferred future. New ways of thinking about the future is needed for the industry to face the challenges and take hold of the opportunities that Industry 4.0 comes with.
- Full Text:
- Date Issued: 2019