An assessment of the performance appraisal system applied for the junior management level at the cold chain
- Authors: Botha, Johannes Jacobus
- Date: 2007
- Subjects: Employees -- Rating of , Junior managers -- Rating of -- South Africa , Performance standards -- South Africa -- Port Elizabeth , Cold chain management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8735 , http://hdl.handle.net/10948/796 , Employees -- Rating of , Junior managers -- Rating of -- South Africa , Performance standards -- South Africa -- Port Elizabeth , Cold chain management
- Description: The study aims to identify which performance appraisal system is currently used in The Cold Chain, how this system compare with the fundamental requirements of a successful appraisal system and what requirements can be adopted to make the way in which Team Leaders are appraised more effective. An introduction into The Cold Chain, the identification of the problem and the relevance of the study is followed by a literature overview of performance management, the role of performance appraisals and the requirements for a successful performance appraisal system. Various appraisal systems, problems associated with performance appraisals and a framework for the development of an efficient system is discussed. Research conducted using a questionnaire sent to Team Leaders in The Cold Chain, delivered results which were analysed and discussed in Chapter four. In addition to biographical information, the function, effectiveness, evaluator involvement, objectives and criteria, requirements for performance appraisals, organisational alignment and evaluator faults were discussed. It was found that the current performance appraisal system in use at Mercor is a trait scale system. A trait scale method of performance appraisals does not reflect measurement against clearly defined job criteria and is difficult to legally defend. The essential elements for successful appraisal systems such as reliability, relevance, sensitivity, uncontaminated information, acceptability, practicality and legality will be present in a 360-degree approach and the implementation of such a system in Mecor was recommended.
- Full Text:
- Date Issued: 2007
- Authors: Botha, Johannes Jacobus
- Date: 2007
- Subjects: Employees -- Rating of , Junior managers -- Rating of -- South Africa , Performance standards -- South Africa -- Port Elizabeth , Cold chain management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8735 , http://hdl.handle.net/10948/796 , Employees -- Rating of , Junior managers -- Rating of -- South Africa , Performance standards -- South Africa -- Port Elizabeth , Cold chain management
- Description: The study aims to identify which performance appraisal system is currently used in The Cold Chain, how this system compare with the fundamental requirements of a successful appraisal system and what requirements can be adopted to make the way in which Team Leaders are appraised more effective. An introduction into The Cold Chain, the identification of the problem and the relevance of the study is followed by a literature overview of performance management, the role of performance appraisals and the requirements for a successful performance appraisal system. Various appraisal systems, problems associated with performance appraisals and a framework for the development of an efficient system is discussed. Research conducted using a questionnaire sent to Team Leaders in The Cold Chain, delivered results which were analysed and discussed in Chapter four. In addition to biographical information, the function, effectiveness, evaluator involvement, objectives and criteria, requirements for performance appraisals, organisational alignment and evaluator faults were discussed. It was found that the current performance appraisal system in use at Mercor is a trait scale system. A trait scale method of performance appraisals does not reflect measurement against clearly defined job criteria and is difficult to legally defend. The essential elements for successful appraisal systems such as reliability, relevance, sensitivity, uncontaminated information, acceptability, practicality and legality will be present in a 360-degree approach and the implementation of such a system in Mecor was recommended.
- Full Text:
- Date Issued: 2007
An assessment of the performance appraisal system utilised for junior and middle level management within the South African National Defence Force
- Authors: Terblanche, Graham Martin
- Date: 2004
- Subjects: Middle managers -- Rating of -- South Africa , South Africa. National Defence Force Officials and employees Rating of
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:10884 , http://hdl.handle.net/10948/148 , Middle managers -- Rating of -- South Africa , South Africa. National Defence Force Officials and employees Rating of
- Description: The research problem of this study was to assess the extent to which the appraisal system for junior and middle level managers in the South African National Defence Force (SANDF) met the requirements and guidelines for performance appraisal as stipulated in the literature. To achieve this objective, the following procedure was followed: · A survey of existing literature, related to performance appraisal, was conducted. The literature study focused on the requirements for an effective performance appraisal system, appraisal methods and appraisal errors. Attention was also focused on who should take responsibility for performance appraisal and the importance of regularly evaluating the performance appraisal system to meet the demands of a changing environment. The second part of the literature study dealt with the guidelines for establishing an effective appraisal system as well as performance management processes and cycles that are critical for the effectiveness of an appraisal system. The theoretical study formed the basis for the development of a survey questionnaire to establish the extent to which junior and middle level managers in the SANDF agreed with the theoretical guidelines. The survey was administered to a randomly selected group of junior and middle level managers who were representative of the South African Army, Airforce and Medical Services. The empirical results indicated that there was concurrence with many of the guidelines in the literature, but that there were areas that could be improved. It became evident that many respondents felt that the current system was not entirely fair and was not adapted to meet the needs of the integrated SANDF. Specifically, results indicated that the system should be re-evaluated to eliminate bias and to enhance the development of clear standards, both on a quantitative and qualitative level. It became clear that training and communication were important to the successful development and utilisation of a performance appraisal system. An effective performance appraisal system that is integrated with the overall performance management system of an organisation will enhance productivity, satisfaction and the attainment of goals.
- Full Text:
- Date Issued: 2004
- Authors: Terblanche, Graham Martin
- Date: 2004
- Subjects: Middle managers -- Rating of -- South Africa , South Africa. National Defence Force Officials and employees Rating of
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:10884 , http://hdl.handle.net/10948/148 , Middle managers -- Rating of -- South Africa , South Africa. National Defence Force Officials and employees Rating of
- Description: The research problem of this study was to assess the extent to which the appraisal system for junior and middle level managers in the South African National Defence Force (SANDF) met the requirements and guidelines for performance appraisal as stipulated in the literature. To achieve this objective, the following procedure was followed: · A survey of existing literature, related to performance appraisal, was conducted. The literature study focused on the requirements for an effective performance appraisal system, appraisal methods and appraisal errors. Attention was also focused on who should take responsibility for performance appraisal and the importance of regularly evaluating the performance appraisal system to meet the demands of a changing environment. The second part of the literature study dealt with the guidelines for establishing an effective appraisal system as well as performance management processes and cycles that are critical for the effectiveness of an appraisal system. The theoretical study formed the basis for the development of a survey questionnaire to establish the extent to which junior and middle level managers in the SANDF agreed with the theoretical guidelines. The survey was administered to a randomly selected group of junior and middle level managers who were representative of the South African Army, Airforce and Medical Services. The empirical results indicated that there was concurrence with many of the guidelines in the literature, but that there were areas that could be improved. It became evident that many respondents felt that the current system was not entirely fair and was not adapted to meet the needs of the integrated SANDF. Specifically, results indicated that the system should be re-evaluated to eliminate bias and to enhance the development of clear standards, both on a quantitative and qualitative level. It became clear that training and communication were important to the successful development and utilisation of a performance appraisal system. An effective performance appraisal system that is integrated with the overall performance management system of an organisation will enhance productivity, satisfaction and the attainment of goals.
- Full Text:
- Date Issued: 2004
An assessment of the potential use of excess warehousing space of Spoornet property management to support the industrial development zones in the Eastern Cape region
- Authors: Pitout, Evert Philippus
- Date: 2004
- Subjects: Warehouses -- Management , Warehouses -- South Africa -- Eastern Cape , Industrial floor space -- South Africa -- Eastern Cape , Industrial development projects -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:10922 , http://hdl.handle.net/10948/149 , Warehouses -- Management , Warehouses -- South Africa -- Eastern Cape , Industrial floor space -- South Africa -- Eastern Cape , Industrial development projects -- South Africa -- Eastern Cape
- Description: The research problem addressed in this study was to analyse and report on the potential use of Spoornet’s excess warehousing to support the Industrial Development Zones (IDZs) in the Eastern Cape. In order to achieve this objective, a literature study was undertaken to ascertain the world-class practices for warehousing. A study was conducted on Spoornet strategy in order to determine whether the company can apply its existing strategy for warehouse operations. The empirical results obtained, indicated that there would be a need for warehousing to support the IDZs in the Eastern Cape. There would be opportunities for storage of raw materials, distribution of parts for production, and finished goods to be delivered to consumers. Spoornet has gained ground on its competitor with respect to logistics and has progressed with its “Freight Logistics Solution” initiative. In conclusion it was recommended that Spoornet uses its existing strategy and convert their goods sheds into world-class warehousing. The warehouse space can be used as a trade-off to gain rail clients.
- Full Text:
- Date Issued: 2004
- Authors: Pitout, Evert Philippus
- Date: 2004
- Subjects: Warehouses -- Management , Warehouses -- South Africa -- Eastern Cape , Industrial floor space -- South Africa -- Eastern Cape , Industrial development projects -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:10922 , http://hdl.handle.net/10948/149 , Warehouses -- Management , Warehouses -- South Africa -- Eastern Cape , Industrial floor space -- South Africa -- Eastern Cape , Industrial development projects -- South Africa -- Eastern Cape
- Description: The research problem addressed in this study was to analyse and report on the potential use of Spoornet’s excess warehousing to support the Industrial Development Zones (IDZs) in the Eastern Cape. In order to achieve this objective, a literature study was undertaken to ascertain the world-class practices for warehousing. A study was conducted on Spoornet strategy in order to determine whether the company can apply its existing strategy for warehouse operations. The empirical results obtained, indicated that there would be a need for warehousing to support the IDZs in the Eastern Cape. There would be opportunities for storage of raw materials, distribution of parts for production, and finished goods to be delivered to consumers. Spoornet has gained ground on its competitor with respect to logistics and has progressed with its “Freight Logistics Solution” initiative. In conclusion it was recommended that Spoornet uses its existing strategy and convert their goods sheds into world-class warehousing. The warehouse space can be used as a trade-off to gain rail clients.
- Full Text:
- Date Issued: 2004
An assessment of the recruitment and selection strategies used in the sales department of Old Mutual Group Schemes in the Eastern Cape
- Authors: Booi, Solomzi Kaya
- Date: 2005
- Subjects: Employees recruiting , Insurance agents -- Recruiting -- South Africa -- Port Elizabeth , Old Mutual (Cape Town, South Africa) Employees , Group insurance
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:9261 , http://hdl.handle.net/10948/150 , Employees recruiting , Insurance agents -- Recruiting -- South Africa -- Port Elizabeth , Old Mutual (Cape Town, South Africa) Employees , Group insurance
- Description: The aim of this research was to assess the recruitment and selection strategies used in the sales department of Old Mutual Group Schemes (OMGS) in the Eastern Cape. The company hopes to stem the high labour turn over in OMGS. After the Labour Relations Act 66 of 1995 (LRA) and Employment Equity Act 55 of 1998 (EEA) were promulgated, organisations in this country introduced new recruitment and selection policies. The challenge to most organisations is the implementation of these policies by managers. The requirements of these two legislations create problems for small companies because of the high costs involved especially in the implementation stages. The organisation incurs costs in the development of the new processes and the training of staff. Even after the new processes, labour turnover did not improve in OMGS. Senior management is trying any means possible to rectify the situation. The company policy was examined against the literature available and the recruitment and selection processes of different authors were investigated. The findings indicated that some steps in the recruitment and selection processes were not followed. It was recommended that the organisation use more recruitment sources to broaden the scope of accessing more suitable applicants.
- Full Text:
- Date Issued: 2005
- Authors: Booi, Solomzi Kaya
- Date: 2005
- Subjects: Employees recruiting , Insurance agents -- Recruiting -- South Africa -- Port Elizabeth , Old Mutual (Cape Town, South Africa) Employees , Group insurance
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:9261 , http://hdl.handle.net/10948/150 , Employees recruiting , Insurance agents -- Recruiting -- South Africa -- Port Elizabeth , Old Mutual (Cape Town, South Africa) Employees , Group insurance
- Description: The aim of this research was to assess the recruitment and selection strategies used in the sales department of Old Mutual Group Schemes (OMGS) in the Eastern Cape. The company hopes to stem the high labour turn over in OMGS. After the Labour Relations Act 66 of 1995 (LRA) and Employment Equity Act 55 of 1998 (EEA) were promulgated, organisations in this country introduced new recruitment and selection policies. The challenge to most organisations is the implementation of these policies by managers. The requirements of these two legislations create problems for small companies because of the high costs involved especially in the implementation stages. The organisation incurs costs in the development of the new processes and the training of staff. Even after the new processes, labour turnover did not improve in OMGS. Senior management is trying any means possible to rectify the situation. The company policy was examined against the literature available and the recruitment and selection processes of different authors were investigated. The findings indicated that some steps in the recruitment and selection processes were not followed. It was recommended that the organisation use more recruitment sources to broaden the scope of accessing more suitable applicants.
- Full Text:
- Date Issued: 2005
An assessment of the relationship between organisational climate and organisational commitment within the IT department of a telecommunications company
- Authors: Saunders, John
- Date: 2009
- Subjects: Corporate culture Organizational behavior Management -- Employee participation Employees -- Attitudes
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:729 , http://hdl.handle.net/10962/d1003849
- Description: The main objective of this study was to assess the relationship between organisational climate and organisational commitment within the Information Technology department of a South African Telecommunications company. Firstly, the research considered the organisational climate from a qualitative perspective. Research interviews that were based on organisational climate literature were performed with 4 members of the relevant department. Qualitative data analysis revealed several themes. The themes highlighted include: perceived ineffective structure and decision-making; lack of mistake tolerance; risk aversion by employees; recognition and reward systems perceived to be inadequate; performance management is perceived to be ineffective and inadequate; Employee Share Options Program (ESOP) perceived to have a negative influence on employee behaviours; the nature of the social environment perceived to be unfriendly; low level of knowledge and skills sharing; inadequate human resource management practices; These findings highlight the importance of certain aspects within the environment that influence employee perceptions. Organisational climate literature suggests that organisational climate has various behavioral influences and its consideration is essential in the effective functioning of the organisation. Secondly, the research considered the relationship between organisational climate and organisational commitment within the relevant department. The Patterson et al. (2005) Organisational Climate Measure (OCM®) and Meyer and Allen (1991) Organisational Commitment Questionnaire (OCQ) were used to assess the relationship between organisational climate and organisational commitment, respectively. Significant correlations were found between integration, pressure to produce, innovation, supervisory support, reflexivity, clarity, involvement, autonomy, welfare and tradition, and both affective and normative commitment, Training was only significantly correlated to affective commitment. No significant correlations were found with continuance commitment.
- Full Text:
- Date Issued: 2009
- Authors: Saunders, John
- Date: 2009
- Subjects: Corporate culture Organizational behavior Management -- Employee participation Employees -- Attitudes
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:729 , http://hdl.handle.net/10962/d1003849
- Description: The main objective of this study was to assess the relationship between organisational climate and organisational commitment within the Information Technology department of a South African Telecommunications company. Firstly, the research considered the organisational climate from a qualitative perspective. Research interviews that were based on organisational climate literature were performed with 4 members of the relevant department. Qualitative data analysis revealed several themes. The themes highlighted include: perceived ineffective structure and decision-making; lack of mistake tolerance; risk aversion by employees; recognition and reward systems perceived to be inadequate; performance management is perceived to be ineffective and inadequate; Employee Share Options Program (ESOP) perceived to have a negative influence on employee behaviours; the nature of the social environment perceived to be unfriendly; low level of knowledge and skills sharing; inadequate human resource management practices; These findings highlight the importance of certain aspects within the environment that influence employee perceptions. Organisational climate literature suggests that organisational climate has various behavioral influences and its consideration is essential in the effective functioning of the organisation. Secondly, the research considered the relationship between organisational climate and organisational commitment within the relevant department. The Patterson et al. (2005) Organisational Climate Measure (OCM®) and Meyer and Allen (1991) Organisational Commitment Questionnaire (OCQ) were used to assess the relationship between organisational climate and organisational commitment, respectively. Significant correlations were found between integration, pressure to produce, innovation, supervisory support, reflexivity, clarity, involvement, autonomy, welfare and tradition, and both affective and normative commitment, Training was only significantly correlated to affective commitment. No significant correlations were found with continuance commitment.
- Full Text:
- Date Issued: 2009
An assessment of the service quality expectations and perceptions of the patients of Awali Hospital in the Kingdom of Bahrain
- Authors: Luke, Gary Joseph
- Date: 2008
- Subjects: Awali Hospital Hospitals, Proprietary -- Bahrain Hospital care -- Quality control -- Bahrain Hospital care -- Evaluation -- Bahrain Customer services -- Rating of -- Bahrain Quality assurance
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:730 , http://hdl.handle.net/10962/d1003850
- Description: The quality of service from a hospital is the number one factor that will either turn a customer/patient away or make one for life. More and more hospitals are competing for greater shares in the market and customer-driven quality management is becoming the preferred method for improving their performance. Awali hospital is a private hospital in the Kingdom of Bahrain. It is a small 35-bed hospital that offers private medical services to the public. The hospital was originally built to serve the Bahrain Petroleum Company (Bapco) refinery workers but later opened its doors to the public. With the introduction of private patients came higher expectations of quality and higher demands on the overall services. A number of service quality shortfalls were identified over the years but never identified quantitatively by a patient evaluation survey. An English and Arabic version of the questionnaire based on SERVQUAL (Zeithaml, Parasuraman and Berry, 1988) was developed and placed in Awali hospital to test these service quality shortfalls. This study intends to evaluate these areas by answering questions about the relevant areas of service provided by the hospital. It measured patient satisfaction by looking at human aspects of service (responsiveness, reliability, empathy and assurance) with only one factor of the instrument being devoted to the non-human aspect of care rendered (tangibles). The SERVQUAL instrument has five dimensions that were measured by 21 pairs of item statements. One statement from each pair reflects perceptions, the other expectations. Measurement was accomplished by subtracting expectation from perceptions resulting in a service quality score. Positive or zero scores would reflect ideal or adequate service quality offered by the hospital. A negative score would be indicative of a service experience that did not meet customer expectations. Using the SERVQUAL questionnaire provided, quantifiable reasoning to the research questions in each dimension could be obtained so that precision, objectivity and rigour replaced hunches, experience and intuition as a means of investigating problem areas. Customers were first asked to supply some additional demographic information, for example gender, number of hospital visits, nationality, patient type (Bapco worker, general practitioner referred or private) and type of visit (inpatient, outpatient or both). They werethen asked to rate the hospital service on a 7-point Likert scale ranging from Strongly Agree (7) to Strongly Disagree (1). At the end of the questionnaire was space to write open comments. In total 600 paper questionnaires were distributed in the hospital, 300 English and 300 Arabic. Another 150 electronic questionnaires via emails were sent to refinery workers. Of the total 750 questionnaires distributed 162 were returned of which 156 (or 21.6%) could be statistically analysed. The empirical data results showed that the perception scores were significantly different at the p < 0.05 level from expectation scores. All the service quality differences (SQ=P-E) were negatively scored. This indicated that patients were not satisfied in all five dimensions of services offered by the hospital. Of the five dimensions responsiveness had the largest difference with assurance and reliability following with no significant differences between them. The demographic information revealed some interesting differences between the groups. Of all the demographic groups the most significant differences were between groups, “patient types” and “types of visit”, which showed differences between private patients and refinery workers and patients who used the hospital only as an outpatient and patients who used both services, outpatient and inpatient. In terms of the managerial implications, it was recommended that Awali hospital look to closing Gaps 1-4 of the SERVQUAL gap model which would result in closing the consumer gap, Gap 5. A process model for continuous measurement and improvement of service quality was recommended that looks at asking questions about how the hospital is performing. By adopting some of the recommendations identified in the research questions, Awali hospital could improve their quality of service, and as a consequence, their customer satisfaction and loyalty.
- Full Text:
- Date Issued: 2008
- Authors: Luke, Gary Joseph
- Date: 2008
- Subjects: Awali Hospital Hospitals, Proprietary -- Bahrain Hospital care -- Quality control -- Bahrain Hospital care -- Evaluation -- Bahrain Customer services -- Rating of -- Bahrain Quality assurance
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:730 , http://hdl.handle.net/10962/d1003850
- Description: The quality of service from a hospital is the number one factor that will either turn a customer/patient away or make one for life. More and more hospitals are competing for greater shares in the market and customer-driven quality management is becoming the preferred method for improving their performance. Awali hospital is a private hospital in the Kingdom of Bahrain. It is a small 35-bed hospital that offers private medical services to the public. The hospital was originally built to serve the Bahrain Petroleum Company (Bapco) refinery workers but later opened its doors to the public. With the introduction of private patients came higher expectations of quality and higher demands on the overall services. A number of service quality shortfalls were identified over the years but never identified quantitatively by a patient evaluation survey. An English and Arabic version of the questionnaire based on SERVQUAL (Zeithaml, Parasuraman and Berry, 1988) was developed and placed in Awali hospital to test these service quality shortfalls. This study intends to evaluate these areas by answering questions about the relevant areas of service provided by the hospital. It measured patient satisfaction by looking at human aspects of service (responsiveness, reliability, empathy and assurance) with only one factor of the instrument being devoted to the non-human aspect of care rendered (tangibles). The SERVQUAL instrument has five dimensions that were measured by 21 pairs of item statements. One statement from each pair reflects perceptions, the other expectations. Measurement was accomplished by subtracting expectation from perceptions resulting in a service quality score. Positive or zero scores would reflect ideal or adequate service quality offered by the hospital. A negative score would be indicative of a service experience that did not meet customer expectations. Using the SERVQUAL questionnaire provided, quantifiable reasoning to the research questions in each dimension could be obtained so that precision, objectivity and rigour replaced hunches, experience and intuition as a means of investigating problem areas. Customers were first asked to supply some additional demographic information, for example gender, number of hospital visits, nationality, patient type (Bapco worker, general practitioner referred or private) and type of visit (inpatient, outpatient or both). They werethen asked to rate the hospital service on a 7-point Likert scale ranging from Strongly Agree (7) to Strongly Disagree (1). At the end of the questionnaire was space to write open comments. In total 600 paper questionnaires were distributed in the hospital, 300 English and 300 Arabic. Another 150 electronic questionnaires via emails were sent to refinery workers. Of the total 750 questionnaires distributed 162 were returned of which 156 (or 21.6%) could be statistically analysed. The empirical data results showed that the perception scores were significantly different at the p < 0.05 level from expectation scores. All the service quality differences (SQ=P-E) were negatively scored. This indicated that patients were not satisfied in all five dimensions of services offered by the hospital. Of the five dimensions responsiveness had the largest difference with assurance and reliability following with no significant differences between them. The demographic information revealed some interesting differences between the groups. Of all the demographic groups the most significant differences were between groups, “patient types” and “types of visit”, which showed differences between private patients and refinery workers and patients who used the hospital only as an outpatient and patients who used both services, outpatient and inpatient. In terms of the managerial implications, it was recommended that Awali hospital look to closing Gaps 1-4 of the SERVQUAL gap model which would result in closing the consumer gap, Gap 5. A process model for continuous measurement and improvement of service quality was recommended that looks at asking questions about how the hospital is performing. By adopting some of the recommendations identified in the research questions, Awali hospital could improve their quality of service, and as a consequence, their customer satisfaction and loyalty.
- Full Text:
- Date Issued: 2008
An assessment of the skills needed by school management teams to enhance their ability to manage schools effectively
- Authors: Toni, Nandi
- Date: 2004
- Subjects: School management teams -- South Africa -- Port Elizabeth , School management and organization -- South Africa -- Port Elizabeth , Educational leadership -- South Africa -- Port Elizabeth , Blacks -- Education (Secondary) -- South Africa -- Port Elizabeth
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:10931 , http://hdl.handle.net/10948/205 , School management teams -- South Africa -- Port Elizabeth , School management and organization -- South Africa -- Port Elizabeth , Educational leadership -- South Africa -- Port Elizabeth , Blacks -- Education (Secondary) -- South Africa -- Port Elizabeth
- Description: 1.1 MAIN PROBLEM A major concern in South African schools, especially in the disadvantaged areas, is the absence of effective leadership. Problems such as a lack of planning, an absence of vision, unfair resource allocation and feelings of uncertainty indicate a lack of meaningful leadership within the schools (Sterling and Davidoff, 2000:5). South Africa currently lacks a coherently explicit policy for the in-service training of school leaders. Until recently there has been no literature specifically addressing the problems school leaders face in black schools, no black professional organization for black school leaders, few opportunities for the discussion of ideas between departments, and few opportunities for training both before and after taking up a leadership position (Taylor and Tsukudu, 1995:111). The types of skills needed by School Management Teams(SMTs) for the effective management of schools depend on factors such as the needs of individual senior management members, the schools, the education system, the existing expertise of SMT members and their previous training. The purpose of skill development is to help develop and improve both the individual and the team performance of leaders responsible for managing schools in order to improve the functioning of schools(Mashinini and Smith,1995:133-135). In a growing number of developed and developing countries, a need for the more effective management of schools is becoming more important. Good management is regarded as essential if resources, both human and material, are to be used to maximum benefit so that schools make a valuable contribution to the economic and social well-being of societies (Taylor and Tsukulu, 1995:108). According to Sterling and Davidoff (2000:3), South African education is in a process of reconstruction and change. For those involved in education, the context feels unstable and at the point of delivery, the school, pressure is experienced. In addition to these problems, the socio-economic conditions result in many learners expecting not to be employed after completing their studies. This contributes to a feeling of despondence and demotivation amongst learners, which is often expressed in absenteeism, and a lack of commitment to their own education. Since 1996, reports by people in educational authority have confirmed a need for proper management training for managers in the South African educational system. In the past managers have been appointed to managerial positions such as head of department (HOD), deputy principal and principal without proper prior training. They have had to learn through trial and error and have made mistakes in the process. This situation is considered as neither inductive nor productive to a culture of teaching and learning (Deventer and Kruger, 2003:62). A study conducted by Steyn (1998:131-137) concluded that in the new South African dispensation, principals need to work closely with their first line managers in order to perform their 2 functions effectively. Steyn is of the opinion that a participative orientation in schools will be more effective than a centralized hierarchical orientation. The picture described above concerning the South African system and problems currently faced by teachers depicts a difficult environment which will not change overnight and one which requires effective intervention measures. This leads to the following problem, which will be addressed by this research. What management development skills do SMTs need to enhance their ability to manage schools effectively?.
- Full Text:
- Date Issued: 2004
- Authors: Toni, Nandi
- Date: 2004
- Subjects: School management teams -- South Africa -- Port Elizabeth , School management and organization -- South Africa -- Port Elizabeth , Educational leadership -- South Africa -- Port Elizabeth , Blacks -- Education (Secondary) -- South Africa -- Port Elizabeth
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:10931 , http://hdl.handle.net/10948/205 , School management teams -- South Africa -- Port Elizabeth , School management and organization -- South Africa -- Port Elizabeth , Educational leadership -- South Africa -- Port Elizabeth , Blacks -- Education (Secondary) -- South Africa -- Port Elizabeth
- Description: 1.1 MAIN PROBLEM A major concern in South African schools, especially in the disadvantaged areas, is the absence of effective leadership. Problems such as a lack of planning, an absence of vision, unfair resource allocation and feelings of uncertainty indicate a lack of meaningful leadership within the schools (Sterling and Davidoff, 2000:5). South Africa currently lacks a coherently explicit policy for the in-service training of school leaders. Until recently there has been no literature specifically addressing the problems school leaders face in black schools, no black professional organization for black school leaders, few opportunities for the discussion of ideas between departments, and few opportunities for training both before and after taking up a leadership position (Taylor and Tsukudu, 1995:111). The types of skills needed by School Management Teams(SMTs) for the effective management of schools depend on factors such as the needs of individual senior management members, the schools, the education system, the existing expertise of SMT members and their previous training. The purpose of skill development is to help develop and improve both the individual and the team performance of leaders responsible for managing schools in order to improve the functioning of schools(Mashinini and Smith,1995:133-135). In a growing number of developed and developing countries, a need for the more effective management of schools is becoming more important. Good management is regarded as essential if resources, both human and material, are to be used to maximum benefit so that schools make a valuable contribution to the economic and social well-being of societies (Taylor and Tsukulu, 1995:108). According to Sterling and Davidoff (2000:3), South African education is in a process of reconstruction and change. For those involved in education, the context feels unstable and at the point of delivery, the school, pressure is experienced. In addition to these problems, the socio-economic conditions result in many learners expecting not to be employed after completing their studies. This contributes to a feeling of despondence and demotivation amongst learners, which is often expressed in absenteeism, and a lack of commitment to their own education. Since 1996, reports by people in educational authority have confirmed a need for proper management training for managers in the South African educational system. In the past managers have been appointed to managerial positions such as head of department (HOD), deputy principal and principal without proper prior training. They have had to learn through trial and error and have made mistakes in the process. This situation is considered as neither inductive nor productive to a culture of teaching and learning (Deventer and Kruger, 2003:62). A study conducted by Steyn (1998:131-137) concluded that in the new South African dispensation, principals need to work closely with their first line managers in order to perform their 2 functions effectively. Steyn is of the opinion that a participative orientation in schools will be more effective than a centralized hierarchical orientation. The picture described above concerning the South African system and problems currently faced by teachers depicts a difficult environment which will not change overnight and one which requires effective intervention measures. This leads to the following problem, which will be addressed by this research. What management development skills do SMTs need to enhance their ability to manage schools effectively?.
- Full Text:
- Date Issued: 2004
An assessment of the supplier development practices at Volkswagen of South Africa
- Authors: Erasmus, Bradley Quentin
- Date: 2006
- Subjects: Volkswagen of South Africa (Firm) , Production management , Business logistics -- Management , Motor vehicle industry -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8555 , http://hdl.handle.net/10948/500 , Volkswagen of South Africa (Firm) , Production management , Business logistics -- Management , Motor vehicle industry -- South Africa
- Description: The underlying objective of the research is to assess the nature of the supplier training at Volkswagen of South Africa (VWSA). To achieve this objective, a theoretical study was conducted to establish what literature reveals to be the most important theory of supply chain management as well as supplier development geared towards lean manufacturing. The information obtained in the literature study was analysed to solve the main problem namely, an assessment of the nature of the supplier training at Volkswagen of South Africa (VWSA). The research was divided into two questionnaires: The first questionnaire is targeted at the suppliers. This questionnaire has two sections namely section A, the biographical data and section B attempts to determine the quality systems and manufacturing requirements. It further attempts to gauge training support and needs as compared to other OEM’s. The second questionnaire is targeted at the Supplier Development Manager. The aim of this questionnaire is to establish what the current training offerings are, the source of what VWSA teachers and the awareness of the Toyota Training College.
- Full Text:
- Date Issued: 2006
- Authors: Erasmus, Bradley Quentin
- Date: 2006
- Subjects: Volkswagen of South Africa (Firm) , Production management , Business logistics -- Management , Motor vehicle industry -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8555 , http://hdl.handle.net/10948/500 , Volkswagen of South Africa (Firm) , Production management , Business logistics -- Management , Motor vehicle industry -- South Africa
- Description: The underlying objective of the research is to assess the nature of the supplier training at Volkswagen of South Africa (VWSA). To achieve this objective, a theoretical study was conducted to establish what literature reveals to be the most important theory of supply chain management as well as supplier development geared towards lean manufacturing. The information obtained in the literature study was analysed to solve the main problem namely, an assessment of the nature of the supplier training at Volkswagen of South Africa (VWSA). The research was divided into two questionnaires: The first questionnaire is targeted at the suppliers. This questionnaire has two sections namely section A, the biographical data and section B attempts to determine the quality systems and manufacturing requirements. It further attempts to gauge training support and needs as compared to other OEM’s. The second questionnaire is targeted at the Supplier Development Manager. The aim of this questionnaire is to establish what the current training offerings are, the source of what VWSA teachers and the awareness of the Toyota Training College.
- Full Text:
- Date Issued: 2006
An assessment of the viability of establishing a hyperbaric oxygen therapy facility in the Nelson Mandela Metropolitan Municipality area
- Authors: Allie, Dean Gerard
- Date: 2005
- Subjects: Hyperbaric oxygenation -- South Africa -- Nelson Mandela Metropole , Hyperbaric oxygenation -- Practice
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:9262 , http://hdl.handle.net/10948/151 , Hyperbaric oxygenation -- South Africa -- Nelson Mandela Metropole , Hyperbaric oxygenation -- Practice
- Description: At present, the Eastern Cape is the only province in South Africa lacking a clinical hospital-based hyperbaric facility. East Cape Hyperbaric, to be situated at Greenacres Hospital in the Nelson Mandela Metropolitan, will offer the Eastern Cape community access to a world-class facility that will offer their patients Hyperbaric Oxygen Therapy and a Wound-Healing Facility. The objective of this study was to assess the viability of establishing a Hyperbaric Oxygen Therapy (HBOT) facility for the Nelson Mandela Metropolitan Municipality (NMMM), using sound business planning principles. A business plan precisely defines the business, identifies the goals, and serves as the firm's resume. A business plan will assist in allocating resources effectively, handle unforeseen complications, and assist in making sound business decisions. Because it provides specific and organized information about the company and how the company will repay borrowed money, a good business plan is a crucial part of business planning. In order to quantify the demand for a Hyperbaric Oxygen Therapy facility, a questionnaire was designed, in such a manner as to identify the current demand for a HBOT facility. The questionnaires were distributed to all medical practitioners within the NMMM by means of fax, e-mail and hand-delivery. Research conducted indicates that the results are promising enough to warrant the expedient creation of this business facility.
- Full Text:
- Date Issued: 2005
- Authors: Allie, Dean Gerard
- Date: 2005
- Subjects: Hyperbaric oxygenation -- South Africa -- Nelson Mandela Metropole , Hyperbaric oxygenation -- Practice
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:9262 , http://hdl.handle.net/10948/151 , Hyperbaric oxygenation -- South Africa -- Nelson Mandela Metropole , Hyperbaric oxygenation -- Practice
- Description: At present, the Eastern Cape is the only province in South Africa lacking a clinical hospital-based hyperbaric facility. East Cape Hyperbaric, to be situated at Greenacres Hospital in the Nelson Mandela Metropolitan, will offer the Eastern Cape community access to a world-class facility that will offer their patients Hyperbaric Oxygen Therapy and a Wound-Healing Facility. The objective of this study was to assess the viability of establishing a Hyperbaric Oxygen Therapy (HBOT) facility for the Nelson Mandela Metropolitan Municipality (NMMM), using sound business planning principles. A business plan precisely defines the business, identifies the goals, and serves as the firm's resume. A business plan will assist in allocating resources effectively, handle unforeseen complications, and assist in making sound business decisions. Because it provides specific and organized information about the company and how the company will repay borrowed money, a good business plan is a crucial part of business planning. In order to quantify the demand for a Hyperbaric Oxygen Therapy facility, a questionnaire was designed, in such a manner as to identify the current demand for a HBOT facility. The questionnaires were distributed to all medical practitioners within the NMMM by means of fax, e-mail and hand-delivery. Research conducted indicates that the results are promising enough to warrant the expedient creation of this business facility.
- Full Text:
- Date Issued: 2005
An effective physical assets management strategy for the South African manufacturing industry
- Authors: Moeng, Ramoabi Richard
- Date: 2012
- Subjects: Capital investments -- South Africa , Manufacturing industries -- South Africa , Capital productivity -- South Africa , Human capital -- South Africa -- Management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8878 , http://hdl.handle.net/10948/d1020631
- Description: Organisations are spending a large sum of capital by investing on physical assets in order to improve productivity and gain competitive advantage. It has become imperative that business leadership turn their attention to the development, implementation and sustenance of physical assets management strategies in order to eliminate operational and reliability risk.
- Full Text:
- Date Issued: 2012
- Authors: Moeng, Ramoabi Richard
- Date: 2012
- Subjects: Capital investments -- South Africa , Manufacturing industries -- South Africa , Capital productivity -- South Africa , Human capital -- South Africa -- Management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8878 , http://hdl.handle.net/10948/d1020631
- Description: Organisations are spending a large sum of capital by investing on physical assets in order to improve productivity and gain competitive advantage. It has become imperative that business leadership turn their attention to the development, implementation and sustenance of physical assets management strategies in order to eliminate operational and reliability risk.
- Full Text:
- Date Issued: 2012
An empirical investigation of the extension of servqual to measure internal service quality in a motor vehicle manufacturing setting
- Authors: Booi, Arthur Mzwandile
- Date: 2004
- Subjects: Automobile industry and trade -- Quality control -- South Africa -- Eastern Cape Automobile industry and trade -- Customer services -- South Africa -- Eastern Cape Automobile industry and trade -- Quality control -- Statistical methods Customer services -- Quality control Automobile industry and trade -- Quality assurance -- South Africa -- Eastern Cape Consumer satisfaction Industrial productivity -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:801 , http://hdl.handle.net/10962/d1006139
- Description: This research explores the role, which the construct, service quality plays in an internal marketing setting. This is achieved by evaluating the perceptions and expectations of the production department with regards to the service quality provided by the maintenance department of a South African motor vehicle manufacturer. This was done using the INTSERVQUAL instrument, which was found to be a reliable instrument for measuring internal service quality within this context. A positivist approach has been adopted in conducting this research. There are two main hypotheses for this study: the first hypothesis is concerned with the relationship between the overall internal service quality and the five dimensions of service quality namely: tangibles, empathy, reliability, responsiveness and reliability. The second hypothesis focuses on the relationship between the front line staff segments of the production department and the five dimensions of internal service quality. The results of this research suggest that the perceptions and expectations of internal service customer segments plays a major role in achieving internal service quality. In addition, the importance of the INTSERVQUAL instrument in measuring internal service quality within the motor vehicle manufacturing environment is confirmed.
- Full Text:
- Date Issued: 2004
- Authors: Booi, Arthur Mzwandile
- Date: 2004
- Subjects: Automobile industry and trade -- Quality control -- South Africa -- Eastern Cape Automobile industry and trade -- Customer services -- South Africa -- Eastern Cape Automobile industry and trade -- Quality control -- Statistical methods Customer services -- Quality control Automobile industry and trade -- Quality assurance -- South Africa -- Eastern Cape Consumer satisfaction Industrial productivity -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:801 , http://hdl.handle.net/10962/d1006139
- Description: This research explores the role, which the construct, service quality plays in an internal marketing setting. This is achieved by evaluating the perceptions and expectations of the production department with regards to the service quality provided by the maintenance department of a South African motor vehicle manufacturer. This was done using the INTSERVQUAL instrument, which was found to be a reliable instrument for measuring internal service quality within this context. A positivist approach has been adopted in conducting this research. There are two main hypotheses for this study: the first hypothesis is concerned with the relationship between the overall internal service quality and the five dimensions of service quality namely: tangibles, empathy, reliability, responsiveness and reliability. The second hypothesis focuses on the relationship between the front line staff segments of the production department and the five dimensions of internal service quality. The results of this research suggest that the perceptions and expectations of internal service customer segments plays a major role in achieving internal service quality. In addition, the importance of the INTSERVQUAL instrument in measuring internal service quality within the motor vehicle manufacturing environment is confirmed.
- Full Text:
- Date Issued: 2004
An empirical study of client satisfaction with service recovery within a South African banking institution
- Authors: Davies, Gareth M
- Date: 2004
- Subjects: First National Bank of Southern Africa Banks and banking -- South Africa Bank management -- South Africa Financial services industry -- South Africa Banks and banking -- Customer services -- South Africa Banks and banking -- Customer services -- Effect of marketing on
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:725 , http://hdl.handle.net/10962/d1003845
- Description: In many industries, service is the critical determinant of success or failure. Service failure is almost inevitable, and this has the potential for the organisation to lose its customer. However, if implemented successfully, Service Recovery can rectify the breakdown in service, and turn angry, frustrated customers into loyal ones. Service Recovery is vital for profitability, especially for companies operating in the services market, like First National Bank (FNB). Unfortunately, few service firms know how satisfied customers are with their Service Recovery efforts, and FNB is no exception. This study attempted to rectify the situation, to ensure that the bank does not fail its customers a second time. The major focus of the study is to assess client satisfaction with Service Recovery (SR) from FNB. By using the RECOVSAT instrument (developed by Boshoff in 1999), the study aims to establish how effective FNB was in terms of the six dimensions of SR, namely communication, empowerment, feedback, atonement, explanation, and tangibles. The relationship between each of the dimensions and customer satisfaction, as well as between customer satisfaction and loyalty, was measured, and a hypothesis for each relationship rejected or accepted. The empirical results show that, from 702 complainants, a RECOVSAT score of 68% was computed, which could be regarded as only satisfactory. The dimensions of communication, explanation, atonement, and empowerment, had the strongest positive correlation with customer satisfaction, while feedback and tangibles, although positively correlated, were not statistically significant, and thus not as important as the first four dimensions. FNB performed best on tangibles (81%), then communication (75%), explanation (70%), atonement (68%), empowerment (62%), and lastly feedback (51%). The study reinforced the view that customer satisfaction is positively related to loyalty. Other findings were that, administration and errors were the most frequent complaints, followed by pricing, fees, and interest, while time delays/waiting were the third most numerous. Over 54% of complainants had been with the bank for over 10 years, which could be a problem if the customers had left the bank, as the profitability of a customer generally increases with time. Age and gender did not appear to be factors that influenced behaviour of complainants. In terms of the managerial implications, it is recommended that FNB implement a Customer-Complaint-Handling (CCH) system that is both national and inter-group. The bank should also focus on empowering employees, improving communication skills, explaining to customers why the problem occurred, apologising, and offering some atonement. By adopting the recommendations, FNB should improve their service recovery, and as a consequence, their customer satisfaction and loyalty, and profitability should also increase.
- Full Text:
- Date Issued: 2004
- Authors: Davies, Gareth M
- Date: 2004
- Subjects: First National Bank of Southern Africa Banks and banking -- South Africa Bank management -- South Africa Financial services industry -- South Africa Banks and banking -- Customer services -- South Africa Banks and banking -- Customer services -- Effect of marketing on
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:725 , http://hdl.handle.net/10962/d1003845
- Description: In many industries, service is the critical determinant of success or failure. Service failure is almost inevitable, and this has the potential for the organisation to lose its customer. However, if implemented successfully, Service Recovery can rectify the breakdown in service, and turn angry, frustrated customers into loyal ones. Service Recovery is vital for profitability, especially for companies operating in the services market, like First National Bank (FNB). Unfortunately, few service firms know how satisfied customers are with their Service Recovery efforts, and FNB is no exception. This study attempted to rectify the situation, to ensure that the bank does not fail its customers a second time. The major focus of the study is to assess client satisfaction with Service Recovery (SR) from FNB. By using the RECOVSAT instrument (developed by Boshoff in 1999), the study aims to establish how effective FNB was in terms of the six dimensions of SR, namely communication, empowerment, feedback, atonement, explanation, and tangibles. The relationship between each of the dimensions and customer satisfaction, as well as between customer satisfaction and loyalty, was measured, and a hypothesis for each relationship rejected or accepted. The empirical results show that, from 702 complainants, a RECOVSAT score of 68% was computed, which could be regarded as only satisfactory. The dimensions of communication, explanation, atonement, and empowerment, had the strongest positive correlation with customer satisfaction, while feedback and tangibles, although positively correlated, were not statistically significant, and thus not as important as the first four dimensions. FNB performed best on tangibles (81%), then communication (75%), explanation (70%), atonement (68%), empowerment (62%), and lastly feedback (51%). The study reinforced the view that customer satisfaction is positively related to loyalty. Other findings were that, administration and errors were the most frequent complaints, followed by pricing, fees, and interest, while time delays/waiting were the third most numerous. Over 54% of complainants had been with the bank for over 10 years, which could be a problem if the customers had left the bank, as the profitability of a customer generally increases with time. Age and gender did not appear to be factors that influenced behaviour of complainants. In terms of the managerial implications, it is recommended that FNB implement a Customer-Complaint-Handling (CCH) system that is both national and inter-group. The bank should also focus on empowering employees, improving communication skills, explaining to customers why the problem occurred, apologising, and offering some atonement. By adopting the recommendations, FNB should improve their service recovery, and as a consequence, their customer satisfaction and loyalty, and profitability should also increase.
- Full Text:
- Date Issued: 2004
An empirical study on staff turnover and retention within Eskom : Eastern Cape Operating Unit
- Authors: Chibba, Rajesh Chagan
- Date: 2015
- Subjects: Eskom (Firm) , Labor turnover -- South Africa -- Eastern Cape , Employee retention -- South Africa -- Eastern Cape , Job satisfaction -- South Africa -- Eastern Cape , Career development -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:847 , http://hdl.handle.net/10962/d1017514
- Description: This research paper is broken up into three sections, namely an evaluation report, a literature review and a description of the research methodology. The evaluation report section is an assessment of the factors that could contribute to staff leaving the organisation and why staff would choose to remain with the organisation. The Distribution Division of Eskom is divided into nine separate Operating Units (OU's), in line with the nine Provinces. According to an Eskom Human Resource Manager (Mjali, 2013), as at March 2012 there were 2231 employees in the Easter Cape Operating Unit, while the staff turnover for the same period was 4.53%. Of the 101 staff that had resigned for the period 01 April 2011 to 31 March 2012, there were 27 transfers, 26 resignations and 30 retirements. The balance of 18 staff that left was due to dismissals and deaths. While the statistics suggest a healthy level of staff turnover at present, given the current pressures that Eskom employees are under, it is important to investigate their future intentions and to see what Eskom can do to continue to retain their services. The literature relating to staff turnover and retention was examined to determine the meaning of the terms retention and turnover and to review the relevant turnover topics that were emerging from the exit interview data. The research conducted was quantitative in nature, and a questionnaire was distributed to all managerial staff within the Eastern Cape Operating Unit of Eskom. The questionnaire was sent electronically to the participants via email with the link to the questionnaire. Participants were requested to respond on questions relating to factors on turnover and retention, and the responses were used to assess employee's intention to either remain with the organisation or to leave. The feedback received was analysed with the use of data analysis in Microsoft Excel (2010). The results of the research showed that there were two distinct themes related to employees' intention to remain with the organisation, namely job satisfaction and career development. On the other end of the scale, themes which would cause staff to want to leave the organisation were the performance management system of the organisation, not being listened to (i.e. to the ideas and views of staff) and leadership (i.e. the way the organisation was being led). Recommendations are made to management. The study also recommends future research that can be done to get greater insight into factors relating to staff turnover and retention. A detailed review of the literature is included in Section two of the report. Only essential components of the literature are included in Section one of report. Section three of the report provided a detailed description of the research design and the research procedure that was followed.
- Full Text:
- Date Issued: 2015
- Authors: Chibba, Rajesh Chagan
- Date: 2015
- Subjects: Eskom (Firm) , Labor turnover -- South Africa -- Eastern Cape , Employee retention -- South Africa -- Eastern Cape , Job satisfaction -- South Africa -- Eastern Cape , Career development -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:847 , http://hdl.handle.net/10962/d1017514
- Description: This research paper is broken up into three sections, namely an evaluation report, a literature review and a description of the research methodology. The evaluation report section is an assessment of the factors that could contribute to staff leaving the organisation and why staff would choose to remain with the organisation. The Distribution Division of Eskom is divided into nine separate Operating Units (OU's), in line with the nine Provinces. According to an Eskom Human Resource Manager (Mjali, 2013), as at March 2012 there were 2231 employees in the Easter Cape Operating Unit, while the staff turnover for the same period was 4.53%. Of the 101 staff that had resigned for the period 01 April 2011 to 31 March 2012, there were 27 transfers, 26 resignations and 30 retirements. The balance of 18 staff that left was due to dismissals and deaths. While the statistics suggest a healthy level of staff turnover at present, given the current pressures that Eskom employees are under, it is important to investigate their future intentions and to see what Eskom can do to continue to retain their services. The literature relating to staff turnover and retention was examined to determine the meaning of the terms retention and turnover and to review the relevant turnover topics that were emerging from the exit interview data. The research conducted was quantitative in nature, and a questionnaire was distributed to all managerial staff within the Eastern Cape Operating Unit of Eskom. The questionnaire was sent electronically to the participants via email with the link to the questionnaire. Participants were requested to respond on questions relating to factors on turnover and retention, and the responses were used to assess employee's intention to either remain with the organisation or to leave. The feedback received was analysed with the use of data analysis in Microsoft Excel (2010). The results of the research showed that there were two distinct themes related to employees' intention to remain with the organisation, namely job satisfaction and career development. On the other end of the scale, themes which would cause staff to want to leave the organisation were the performance management system of the organisation, not being listened to (i.e. to the ideas and views of staff) and leadership (i.e. the way the organisation was being led). Recommendations are made to management. The study also recommends future research that can be done to get greater insight into factors relating to staff turnover and retention. A detailed review of the literature is included in Section two of the report. Only essential components of the literature are included in Section one of report. Section three of the report provided a detailed description of the research design and the research procedure that was followed.
- Full Text:
- Date Issued: 2015
An enabling environment for women agri-entrepreneurs in the Tsitsikama area
- Authors: Buyambo, Ntombentsha
- Date: 2012
- Subjects: Agricultural administration -- South Africa , Agriculture -- Economic aspects -- South Africa , Women -- Agriculture
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8786 , http://hdl.handle.net/10948/d1013755
- Description: Agriculture plays an important role in the economy of every nation. Most countries depend on agriculture and other industries to survive. Economies around the world experience difficulties. There are many countries that have the potential to stimulate their economic growth through agriculture. The untapped resources have the potential of providing food, jobs and increased financial stability. Many countries utilise their agricultural sector to grow their economy. The growth of unemployment in South Africa has a big impact on our economy. This has caused an increase in poverty and unemployment (Ukpere & Slabbert, 2009). Women’s role in agriculture and food security is critical, but there is still lack of visibility regarding their participation and contribution in agriculture and development in general. This has led to two forms of agriculture in South Africa; so-called subsistence farming in the communal areas and white commercial farming (Kwa, 2001). Most emerging farmers are on communal land where they share decisions and ownership is unsecured, which discourages investment and limits productivity (Farmer's weekly, 2012). The main objective of the research was to determine if the women in the Tsitsikamma (Eastern Cape, South Africa), area have knowledge and strategies to manage their agribusiness in order to create an enabling environment and be competitive in their farming businesses. The qualitative method was used to answer questions in order to understand people’s perceptions, perspectives and understanding of particular situations. It is based on the belief that the researcher’s ability to interpret and make sense of what he or she sees is critical for an understanding of any social phenomenon. In seeking to create an enabling environment, a qualitative analysis investigated this particular situation. The sample consisted of 25 out of a possible 30 women in the agriculture industry. A structured questionnaire was used and interviews were conducted with women involved in agriculture regardless of owning a farm. This study was based in the farming industry, particular farm women who are interested or involved in agribusiness in the Tsitsikamma region. The results of the questionnaire revealed key findings, which enabled the researcher to draw meaningful conclusions and recommendations. The findings have suggested that the women farmers can overcome the identified constraints affecting the opportunities to grow their farming businesses. Further empirical results indicated that they do not have any strategies in running their farming businesses. The study also highlights areas in agribusiness that should be improved.
- Full Text:
- Date Issued: 2012
- Authors: Buyambo, Ntombentsha
- Date: 2012
- Subjects: Agricultural administration -- South Africa , Agriculture -- Economic aspects -- South Africa , Women -- Agriculture
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8786 , http://hdl.handle.net/10948/d1013755
- Description: Agriculture plays an important role in the economy of every nation. Most countries depend on agriculture and other industries to survive. Economies around the world experience difficulties. There are many countries that have the potential to stimulate their economic growth through agriculture. The untapped resources have the potential of providing food, jobs and increased financial stability. Many countries utilise their agricultural sector to grow their economy. The growth of unemployment in South Africa has a big impact on our economy. This has caused an increase in poverty and unemployment (Ukpere & Slabbert, 2009). Women’s role in agriculture and food security is critical, but there is still lack of visibility regarding their participation and contribution in agriculture and development in general. This has led to two forms of agriculture in South Africa; so-called subsistence farming in the communal areas and white commercial farming (Kwa, 2001). Most emerging farmers are on communal land where they share decisions and ownership is unsecured, which discourages investment and limits productivity (Farmer's weekly, 2012). The main objective of the research was to determine if the women in the Tsitsikamma (Eastern Cape, South Africa), area have knowledge and strategies to manage their agribusiness in order to create an enabling environment and be competitive in their farming businesses. The qualitative method was used to answer questions in order to understand people’s perceptions, perspectives and understanding of particular situations. It is based on the belief that the researcher’s ability to interpret and make sense of what he or she sees is critical for an understanding of any social phenomenon. In seeking to create an enabling environment, a qualitative analysis investigated this particular situation. The sample consisted of 25 out of a possible 30 women in the agriculture industry. A structured questionnaire was used and interviews were conducted with women involved in agriculture regardless of owning a farm. This study was based in the farming industry, particular farm women who are interested or involved in agribusiness in the Tsitsikamma region. The results of the questionnaire revealed key findings, which enabled the researcher to draw meaningful conclusions and recommendations. The findings have suggested that the women farmers can overcome the identified constraints affecting the opportunities to grow their farming businesses. Further empirical results indicated that they do not have any strategies in running their farming businesses. The study also highlights areas in agribusiness that should be improved.
- Full Text:
- Date Issued: 2012
An entrepreneurial development framework for SMEs in South Africa
- Authors: Pyper, Regina Christina
- Date: 2016
- Subjects: Sustainable development -- South Africa , Entrepreneurship -- South Africa , Small business -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/5411 , vital:20838
- Description: Small and Medium Enterprises (SMEs) are engines of growth. It has been determined globally that these enterprises are the largest employers in economies. Small and Medium Enterprises fail fundamentally to succeed in South Africa. Many challenges and barriers were identified as the reason why the enterprise fails to survive or succeed for at least 42 months. Poor performance of the SMEs could be blamed on the lack of meaningful support including an over-regulated environment, red tape and the poor quality of education and training. A number of Small and Medium Enterprise owners in Turkey were interviewed to determine if the enterprise development support system contributed to success and economic growth. The government succeeded to improve the economy of Turkey profoundly by investing and supporting this very important sector. Turkey is positioned 17th in the world based on the Gross Domestic Product (GDP). The purpose of this study was to develop an entrepreneurial development framework for SMEs in South Africa. The government needs to support and implement this framework to stimulate economic growth, to address the poor quality of education and training and to establish a system to measure the performance of critical success factors. A case study research approach was employed to address five propositions that were investigated in this research project. Semi-structured interviews studied the perceptions and experiences of the SME owners in Turkey. The study found a positive relationship between economic growth, a meaningful enterprise development support system, education and training, critical success factors and entrepreneurship and the perceived success of entrepreneurial ventures in South Africa. The establishment and implementation of an entrepreneurial development framework will encourage the creation of new ventures. The government will be able to achieve the goal of economic growth as set out in the National Development Plan. The establishment of SMEs will result in employment, social stability, economic growth and the generation of tax revenues. The purpose of an entrepreneurial development framework is to ensure the sustainable economic development and prosperity of South Africa.
- Full Text:
- Date Issued: 2016
- Authors: Pyper, Regina Christina
- Date: 2016
- Subjects: Sustainable development -- South Africa , Entrepreneurship -- South Africa , Small business -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/5411 , vital:20838
- Description: Small and Medium Enterprises (SMEs) are engines of growth. It has been determined globally that these enterprises are the largest employers in economies. Small and Medium Enterprises fail fundamentally to succeed in South Africa. Many challenges and barriers were identified as the reason why the enterprise fails to survive or succeed for at least 42 months. Poor performance of the SMEs could be blamed on the lack of meaningful support including an over-regulated environment, red tape and the poor quality of education and training. A number of Small and Medium Enterprise owners in Turkey were interviewed to determine if the enterprise development support system contributed to success and economic growth. The government succeeded to improve the economy of Turkey profoundly by investing and supporting this very important sector. Turkey is positioned 17th in the world based on the Gross Domestic Product (GDP). The purpose of this study was to develop an entrepreneurial development framework for SMEs in South Africa. The government needs to support and implement this framework to stimulate economic growth, to address the poor quality of education and training and to establish a system to measure the performance of critical success factors. A case study research approach was employed to address five propositions that were investigated in this research project. Semi-structured interviews studied the perceptions and experiences of the SME owners in Turkey. The study found a positive relationship between economic growth, a meaningful enterprise development support system, education and training, critical success factors and entrepreneurship and the perceived success of entrepreneurial ventures in South Africa. The establishment and implementation of an entrepreneurial development framework will encourage the creation of new ventures. The government will be able to achieve the goal of economic growth as set out in the National Development Plan. The establishment of SMEs will result in employment, social stability, economic growth and the generation of tax revenues. The purpose of an entrepreneurial development framework is to ensure the sustainable economic development and prosperity of South Africa.
- Full Text:
- Date Issued: 2016
An ERP system implementation framework for management accountants in the water industry
- Authors: Mudau, Thanyani Norman
- Date: 2012
- Subjects: Management information systems , Enterprise resource planning , Business planning
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:10487 , http://hdl.handle.net/10948/d1018921
- Description: Organisations are seeking for an opportunity to reduce costs while they increase service delivery to their customers. In order to remain in business, companies must have proper strategies in place to reduce costs while they still deliver the same standard of service. In order to remain competitive, companies have implemented Information Communication Technology (ICT). The implementation of ICT was done to assist organisations to improve efficiency in their production processes. To achieve these objectives, companies implemented Enterprise Resource Planning (ERP) systems. Some companies that have implemented an ERP system, however, are faced with the challenge of not fully realising the full benefits of implementing the ERP system. The Water Industry is faced with a challenge of ensuring that it manages the water value chain effectively through the use of an ERP system. The industry is also experiencing difficult times in ensuring that the business is run in a sustainable manner to manage the infrastructure assets. This has resulted in the importance of internal reporting within the Water Industry to assist management to monitor performance and take informed decisions. The implementation of an ERP system has affected all the roles in the Water Industry, especially the role of management accountants who are involved with internal reporting. Management accountants are experiencing challenges during and after the implementation of an ERP system, especially with the effective and efficient reporting of information. This study investigated the challenges that management accountants encountered after the implementation of an ERP system in the Water Industry in South Africa. The research consists of a preliminary study to identify challenges that management accountants encounter during and after the implementation of ERP system in the Water Industry. A literature review on the role of management accountants combined with the ERP system applications and framework are investigated and an ERP system implementation framework for the Water Industry is proposed. The proposed framework is evaluated and recommendations are made to those involved with the water industry that are considering upgrading or implementing an ERP system.
- Full Text:
- Date Issued: 2012
- Authors: Mudau, Thanyani Norman
- Date: 2012
- Subjects: Management information systems , Enterprise resource planning , Business planning
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:10487 , http://hdl.handle.net/10948/d1018921
- Description: Organisations are seeking for an opportunity to reduce costs while they increase service delivery to their customers. In order to remain in business, companies must have proper strategies in place to reduce costs while they still deliver the same standard of service. In order to remain competitive, companies have implemented Information Communication Technology (ICT). The implementation of ICT was done to assist organisations to improve efficiency in their production processes. To achieve these objectives, companies implemented Enterprise Resource Planning (ERP) systems. Some companies that have implemented an ERP system, however, are faced with the challenge of not fully realising the full benefits of implementing the ERP system. The Water Industry is faced with a challenge of ensuring that it manages the water value chain effectively through the use of an ERP system. The industry is also experiencing difficult times in ensuring that the business is run in a sustainable manner to manage the infrastructure assets. This has resulted in the importance of internal reporting within the Water Industry to assist management to monitor performance and take informed decisions. The implementation of an ERP system has affected all the roles in the Water Industry, especially the role of management accountants who are involved with internal reporting. Management accountants are experiencing challenges during and after the implementation of an ERP system, especially with the effective and efficient reporting of information. This study investigated the challenges that management accountants encountered after the implementation of an ERP system in the Water Industry in South Africa. The research consists of a preliminary study to identify challenges that management accountants encounter during and after the implementation of ERP system in the Water Industry. A literature review on the role of management accountants combined with the ERP system applications and framework are investigated and an ERP system implementation framework for the Water Industry is proposed. The proposed framework is evaluated and recommendations are made to those involved with the water industry that are considering upgrading or implementing an ERP system.
- Full Text:
- Date Issued: 2012
An evaluation into the organisational culture at a selected South African state owned enterprise
- Authors: Ngubane, Nombulelo
- Date: 2017
- Subjects: Corporate culture -- South Africa Government business enterprises -- South Africa , Government corporations -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/48035 , vital:40465
- Description: The purpose of this research was to evaluate and to develop a theoretical model for a sustainable organisational culture within the South African Post Office (SAPO) RSA. The goal of this study research was to evaluate the organisational culture within the SA Post Office, to develop a theoretical model of the sustainable organisational culture through literature review and analysis of the respondents‟ survey questionnaires. In addition, the study sought to investigate the perceived success of organisational transformation for sustainable organisational culture by examining the key factors that are believed impact sustainable organisational culture. Based on the above, to determine how SAPO measures up to the requirements for a sustainable organisational culture. This study research provides useful insight into the factors that contribute to a sustainable organisational culture for the South African Post Office. This research looks into the current organisational culture at SAPO.
- Full Text:
- Date Issued: 2017
- Authors: Ngubane, Nombulelo
- Date: 2017
- Subjects: Corporate culture -- South Africa Government business enterprises -- South Africa , Government corporations -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/48035 , vital:40465
- Description: The purpose of this research was to evaluate and to develop a theoretical model for a sustainable organisational culture within the South African Post Office (SAPO) RSA. The goal of this study research was to evaluate the organisational culture within the SA Post Office, to develop a theoretical model of the sustainable organisational culture through literature review and analysis of the respondents‟ survey questionnaires. In addition, the study sought to investigate the perceived success of organisational transformation for sustainable organisational culture by examining the key factors that are believed impact sustainable organisational culture. Based on the above, to determine how SAPO measures up to the requirements for a sustainable organisational culture. This study research provides useful insight into the factors that contribute to a sustainable organisational culture for the South African Post Office. This research looks into the current organisational culture at SAPO.
- Full Text:
- Date Issued: 2017
An evaluation of "on-line" banking web sites in South Africa to determine essential design criteria
- Authors: Palmer, Lydia
- Date: 2004
- Subjects: Banks and banking -- South Africa Banks and banking -- Customer services -- South Africa Home banking services -- South Africa Electronic funds transfers -- South Africa Web sites -- Design
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:811 , http://hdl.handle.net/10962/d1007667
- Description: The use of the Web to carry out business on the Internet has become a viable option in all business sectors, and Internet banking in South Africa is no exception. The nature of business on the Internet in South Africa and the World is investigated. The extent of Internet banking in South Africa is ascertained and the expectations and perceived problems of online bankers are discussed. The importance of Human Computer Interface and Web Interface Design for successful business is promoted with a discussion of their guidelines and principles. Web Evaluation techniques and Tools are assessed and The "Gartner" Web evaluation tool is selected to evaluate the three bank Web sites. The results of the evaluation indicate that there are several generally well implemented design criteria used by all of the banks while some criteria are not implemented at all. Each bank is discussed individually to identify strong and weak features of their Web site design. Essential aspects of Web design have been proposed for inclusion during the design of "online" Banking Web sites.
- Full Text:
- Date Issued: 2004
- Authors: Palmer, Lydia
- Date: 2004
- Subjects: Banks and banking -- South Africa Banks and banking -- Customer services -- South Africa Home banking services -- South Africa Electronic funds transfers -- South Africa Web sites -- Design
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:811 , http://hdl.handle.net/10962/d1007667
- Description: The use of the Web to carry out business on the Internet has become a viable option in all business sectors, and Internet banking in South Africa is no exception. The nature of business on the Internet in South Africa and the World is investigated. The extent of Internet banking in South Africa is ascertained and the expectations and perceived problems of online bankers are discussed. The importance of Human Computer Interface and Web Interface Design for successful business is promoted with a discussion of their guidelines and principles. Web Evaluation techniques and Tools are assessed and The "Gartner" Web evaluation tool is selected to evaluate the three bank Web sites. The results of the evaluation indicate that there are several generally well implemented design criteria used by all of the banks while some criteria are not implemented at all. Each bank is discussed individually to identify strong and weak features of their Web site design. Essential aspects of Web design have been proposed for inclusion during the design of "online" Banking Web sites.
- Full Text:
- Date Issued: 2004
An evaluation of a motor retail organisation's lead management system
- Authors: Waddell, Alda
- Date: 2012
- Subjects: Barloworld Motor Retail Automobile industry and trade -- South Africa Product management -- South Africa Automobiles -- Marketing -- South Africa Internet marketing -- South Africa Consumer behavior -- South Africa Customer services -- South Africa Automobile dealers -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:779 , http://hdl.handle.net/10962/d1003900
- Description: This research was motivated by the lack of systems and methodologies in the automotive retail business sector to adequately monitor and analyse prospective customers' behaviours as a basis for developing sales. The objective of this research was to determine if lead scoring would indeed represent a good investment of time and resources for Barloworld Motor Retail. The real value for Barloworld Motor Retail is in the proven methodology for properly managing leads and the sales process. Lead scoring should have sales teams more focused because of the qualified opportunities. The sales cycle can also be efficiently managed from introduction to closure. What is Lead Scoring? In short, lead scoring identifies or measures the value of a lead to determine to which extent a lead could result in a sale. The aim of the lead scoring process is to gather as much information as possible from the prospective customer. Once information has been acquired, it is important to hand over the hot leads to sales while the warm and cold leads remain with marketing to be nurtured. A lead is a potential customer who wants to learn more about what a company has to offer, and who has acknowledged having a requirement or need that a company could help satisfy. Where this position is coupled with elements of the ideal or desired customer profile, a meaningful lead definition emerges. When a salesperson receives a lead as depicted in Figure 1, the decision must be made as to whether to promote the lead into an opportunity or recycle it back to marketing. The crucial determination would be whether the prospect is ready to enter a buying cycle, or not. Figure 1 also illustrates the lead scoring "evaluation" process. The researcher used the Barloworld Automotive www.mywheels.co.za Webpage to obtain information for this research project. The results obtained from this measurement were compared with the results obtained from other marketing initiatives and practices in the automotive industry to describe the value of lead scoring. This research is undertaken under two main headings, namely marketing and evaluating a lead management system by introducing lead scoring. In reference to marketing, Albee (2010) says that lead scoring is based on marketing that can automate the ability to know exactly when the leads in the nurturing program are sales ready and then transition them to the sales force without delay. Chekitan and Schultz (2005), introduced the notion of SIVA which stands for Solution, Information, Value, and Access. This is basically the four p's of the marketing mix, namely product, promotion, price and placement Kotler (2000) renamed and reworded to provide a customer focus. Marketing managers use this model to generate the best possible response from the target market by blending four or more combinations in the best way. The elements of the marketing mix are all controllable variables. The marketing mix can be adjusted on a frequent basis to meet the changing needs of the target market and the other dynamics of the marketing environment. The study of internet consumer behaviour is a fundamental part of the gathering of information related to lead scoring. To an extent it is also relevant to the formulation of a leads nurturing model that will positively influence buyer perceptions and help to trigger the purchase decision. With regard to the purchasing of motor vehicles, consumers will seldom make a purchase decision without personal exposure by way of sensory explanation (look, feel and touch). Internet marketing connects the physically remote consumer with the product benefits through a process of abstract positioning, and focuses on obtaining "hits" from consumers who are competent and enabled to make a positive purchase decision. Internet marketing refers to the strategies that companies use to market their products or services online. The marketing concept remains the guiding concept for companies wishing to design and implement an effective leads scoring system. Lead scoring is the process that involves the following activities: • Lead identification; • Lead collection and consolidation; • Predictive analysis of lead scoring; • Lead nurturing; • Lead distribution.
- Full Text:
- Date Issued: 2012
- Authors: Waddell, Alda
- Date: 2012
- Subjects: Barloworld Motor Retail Automobile industry and trade -- South Africa Product management -- South Africa Automobiles -- Marketing -- South Africa Internet marketing -- South Africa Consumer behavior -- South Africa Customer services -- South Africa Automobile dealers -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:779 , http://hdl.handle.net/10962/d1003900
- Description: This research was motivated by the lack of systems and methodologies in the automotive retail business sector to adequately monitor and analyse prospective customers' behaviours as a basis for developing sales. The objective of this research was to determine if lead scoring would indeed represent a good investment of time and resources for Barloworld Motor Retail. The real value for Barloworld Motor Retail is in the proven methodology for properly managing leads and the sales process. Lead scoring should have sales teams more focused because of the qualified opportunities. The sales cycle can also be efficiently managed from introduction to closure. What is Lead Scoring? In short, lead scoring identifies or measures the value of a lead to determine to which extent a lead could result in a sale. The aim of the lead scoring process is to gather as much information as possible from the prospective customer. Once information has been acquired, it is important to hand over the hot leads to sales while the warm and cold leads remain with marketing to be nurtured. A lead is a potential customer who wants to learn more about what a company has to offer, and who has acknowledged having a requirement or need that a company could help satisfy. Where this position is coupled with elements of the ideal or desired customer profile, a meaningful lead definition emerges. When a salesperson receives a lead as depicted in Figure 1, the decision must be made as to whether to promote the lead into an opportunity or recycle it back to marketing. The crucial determination would be whether the prospect is ready to enter a buying cycle, or not. Figure 1 also illustrates the lead scoring "evaluation" process. The researcher used the Barloworld Automotive www.mywheels.co.za Webpage to obtain information for this research project. The results obtained from this measurement were compared with the results obtained from other marketing initiatives and practices in the automotive industry to describe the value of lead scoring. This research is undertaken under two main headings, namely marketing and evaluating a lead management system by introducing lead scoring. In reference to marketing, Albee (2010) says that lead scoring is based on marketing that can automate the ability to know exactly when the leads in the nurturing program are sales ready and then transition them to the sales force without delay. Chekitan and Schultz (2005), introduced the notion of SIVA which stands for Solution, Information, Value, and Access. This is basically the four p's of the marketing mix, namely product, promotion, price and placement Kotler (2000) renamed and reworded to provide a customer focus. Marketing managers use this model to generate the best possible response from the target market by blending four or more combinations in the best way. The elements of the marketing mix are all controllable variables. The marketing mix can be adjusted on a frequent basis to meet the changing needs of the target market and the other dynamics of the marketing environment. The study of internet consumer behaviour is a fundamental part of the gathering of information related to lead scoring. To an extent it is also relevant to the formulation of a leads nurturing model that will positively influence buyer perceptions and help to trigger the purchase decision. With regard to the purchasing of motor vehicles, consumers will seldom make a purchase decision without personal exposure by way of sensory explanation (look, feel and touch). Internet marketing connects the physically remote consumer with the product benefits through a process of abstract positioning, and focuses on obtaining "hits" from consumers who are competent and enabled to make a positive purchase decision. Internet marketing refers to the strategies that companies use to market their products or services online. The marketing concept remains the guiding concept for companies wishing to design and implement an effective leads scoring system. Lead scoring is the process that involves the following activities: • Lead identification; • Lead collection and consolidation; • Predictive analysis of lead scoring; • Lead nurturing; • Lead distribution.
- Full Text:
- Date Issued: 2012
An evaluation of and comparison between job satisfaction levels of first-line supervisors and middle-level managers in the Nelson Mandela Metropolitan area
- Authors: Xiphu, Lizeka Cynthia
- Date: 2003
- Subjects: Job satisfaction -- South Africa -- Port Elizabeth , Supervisors -- Job satisfaction , Middle managers -- Job satisfaction
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:10881 , http://hdl.handle.net/10948/166 , Job satisfaction -- South Africa -- Port Elizabeth , Supervisors -- Job satisfaction , Middle managers -- Job satisfaction
- Description: South African organizations operate in a changing environment. The ultimate criterion of organisational effectiveness is whether the organisation survives in its environment. Political, social, technological and economic changes constantly challenge businesses to adopt new approaches in this strive for survival. These challenges affect the roles, and possibly the job satisfaction levels of first-line supervisors and middle-level managers. In this paper, the writer aimed to study and compare job satisfaction levels of first-line supervisors and middle-level managers in the Nelson Mandela Metropolitan area. The effects of job satisfaction, or the lack thereof must be clearly identifiable to the top managers. These can either be positive or negative. In the case of positive effects, managers must strive to maintain the conditions that contribute to the positive effects of job satisfaction. In the study it was observed that middle-level managers scored higher and therefore they had higher overall job satisfaction levels than first-line supervisors. The job satisfaction levels of the first-line supervisors are found to be lower in all the areas that were stated as factors affecting job satisfaction. These areas were the personality job fit, the job content, the job context, the organisational environment and the macro environment. The companies therefore have a task of improving the job satisfaction levels in these areas. The writer recommends that organisations in the Nelson Mandela Metropolitan area take a closer look at the job satisfaction levels of their first-line supervisors. These managers' job satisfaction levels need to be improved from being just satisfactory to being excellent. It is mentioned in the theoretical study that firstline supervisors are very important in organisations, as they are the link between upper management and the employees. Their roles are multi-faceted as they have important functions to fulfil in the operation and ultimately success of the organization.
- Full Text:
- Date Issued: 2003
- Authors: Xiphu, Lizeka Cynthia
- Date: 2003
- Subjects: Job satisfaction -- South Africa -- Port Elizabeth , Supervisors -- Job satisfaction , Middle managers -- Job satisfaction
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:10881 , http://hdl.handle.net/10948/166 , Job satisfaction -- South Africa -- Port Elizabeth , Supervisors -- Job satisfaction , Middle managers -- Job satisfaction
- Description: South African organizations operate in a changing environment. The ultimate criterion of organisational effectiveness is whether the organisation survives in its environment. Political, social, technological and economic changes constantly challenge businesses to adopt new approaches in this strive for survival. These challenges affect the roles, and possibly the job satisfaction levels of first-line supervisors and middle-level managers. In this paper, the writer aimed to study and compare job satisfaction levels of first-line supervisors and middle-level managers in the Nelson Mandela Metropolitan area. The effects of job satisfaction, or the lack thereof must be clearly identifiable to the top managers. These can either be positive or negative. In the case of positive effects, managers must strive to maintain the conditions that contribute to the positive effects of job satisfaction. In the study it was observed that middle-level managers scored higher and therefore they had higher overall job satisfaction levels than first-line supervisors. The job satisfaction levels of the first-line supervisors are found to be lower in all the areas that were stated as factors affecting job satisfaction. These areas were the personality job fit, the job content, the job context, the organisational environment and the macro environment. The companies therefore have a task of improving the job satisfaction levels in these areas. The writer recommends that organisations in the Nelson Mandela Metropolitan area take a closer look at the job satisfaction levels of their first-line supervisors. These managers' job satisfaction levels need to be improved from being just satisfactory to being excellent. It is mentioned in the theoretical study that firstline supervisors are very important in organisations, as they are the link between upper management and the employees. Their roles are multi-faceted as they have important functions to fulfil in the operation and ultimately success of the organization.
- Full Text:
- Date Issued: 2003