Factors affecting the career advancement of black women in a selected manufacturing firm in Gauteng
- Authors: Netnou, Zola Nomzamo Joan
- Date: 2018
- Subjects: Women in the professions -- South Africa -- Gauteng , Career development , Women -- Employment -- Economical aspects , Sex role in the work environment , Sexual division of labor
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/33578 , vital:32889
- Description: Career advancement is viewed as an important element of job satisfaction and employee retention, however the gender differences observed in the workplace globally mean that there is gender inequality even in career growth. With South Africa’s long history of discrimination, career advancement disparities are observed along racial and gender lines. The current study’s focus is on the factors affecting the career advancement of a group of black women working for a selected manufacturing firm in Gauteng. The study highlights the importance of both the individual and the organisation in driving career advancement and asserts that there are self-driven and employer-driven factors affecting the career growth of black women employed by the selected firm. The primary objective of this study was to investigate and analyse factors affecting the career advancement of South African black African women (hereafter referred to as black women) employed by the manufacturing company. After a comprehensive literature study, three self-driven factors (pre-career choices, career capital development and attitude towards gender discrimination) and three employer-driven factors (mentorship opportunities, organisational leadership and organisational culture) were identified as factors affecting career advancement. These were subsequently empirically tested. A quantitative research paradigm was adopted for this study. The sample chosen was the entire population of black women employed by the business in question. Using the survey research method, a structured questionnaire was distributed resulting in an 85% response rate. Cronbach’s alpha was employed to test the reliability or internal consistency of the research instruments, resulting in the minimum acceptable level of 0.70 being met. The data collected were subjected to statistical analyses using simple regression analysis, one-factor Anova and descriptive statistics. The simple regression analysis revealed that pre-career choices had a statistically significant positive influence on career advancement. Furthermore, the findings suggest a link between education and employability, as the majority of the respondents (53%) possessed tertiary qualifications. Although no empirical evidence was found to support the influence of the other five factors on career advancement, the use of descriptive statistics revealed clear differences brought about by variations in education, such as the significantly higher levels of career capital for respondents with post-graduate qualifications in comparison to the total sample. The findings of this study informed the recommendations made to promote the career advancement of the black women employed by the selected firm. These were recommendations for individuals to enhance their career capital through education and the pursuit of career goals, and for the organisation to support career development with a conducive environment that values all employees and affords them equal opportunities for growth.
- Full Text:
- Date Issued: 2018
- Authors: Netnou, Zola Nomzamo Joan
- Date: 2018
- Subjects: Women in the professions -- South Africa -- Gauteng , Career development , Women -- Employment -- Economical aspects , Sex role in the work environment , Sexual division of labor
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/33578 , vital:32889
- Description: Career advancement is viewed as an important element of job satisfaction and employee retention, however the gender differences observed in the workplace globally mean that there is gender inequality even in career growth. With South Africa’s long history of discrimination, career advancement disparities are observed along racial and gender lines. The current study’s focus is on the factors affecting the career advancement of a group of black women working for a selected manufacturing firm in Gauteng. The study highlights the importance of both the individual and the organisation in driving career advancement and asserts that there are self-driven and employer-driven factors affecting the career growth of black women employed by the selected firm. The primary objective of this study was to investigate and analyse factors affecting the career advancement of South African black African women (hereafter referred to as black women) employed by the manufacturing company. After a comprehensive literature study, three self-driven factors (pre-career choices, career capital development and attitude towards gender discrimination) and three employer-driven factors (mentorship opportunities, organisational leadership and organisational culture) were identified as factors affecting career advancement. These were subsequently empirically tested. A quantitative research paradigm was adopted for this study. The sample chosen was the entire population of black women employed by the business in question. Using the survey research method, a structured questionnaire was distributed resulting in an 85% response rate. Cronbach’s alpha was employed to test the reliability or internal consistency of the research instruments, resulting in the minimum acceptable level of 0.70 being met. The data collected were subjected to statistical analyses using simple regression analysis, one-factor Anova and descriptive statistics. The simple regression analysis revealed that pre-career choices had a statistically significant positive influence on career advancement. Furthermore, the findings suggest a link between education and employability, as the majority of the respondents (53%) possessed tertiary qualifications. Although no empirical evidence was found to support the influence of the other five factors on career advancement, the use of descriptive statistics revealed clear differences brought about by variations in education, such as the significantly higher levels of career capital for respondents with post-graduate qualifications in comparison to the total sample. The findings of this study informed the recommendations made to promote the career advancement of the black women employed by the selected firm. These were recommendations for individuals to enhance their career capital through education and the pursuit of career goals, and for the organisation to support career development with a conducive environment that values all employees and affords them equal opportunities for growth.
- Full Text:
- Date Issued: 2018
The development of a post-settlement support framework agricultural land reform projects in South Africa
- Authors: Newborn, Ryan Oscar
- Date: 2018
- Subjects: Land reform -- South Africa , Land tenure -- South Africa Agricultural development projects -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/32883 , vital:32384
- Description: After the fall of the Apartheid regime in 1994, South Africa was presented with a myriad of reform challenges that originated due to a segregational rule. Distribution of land to those who were previously disadvantaged would become and is increasingly becoming a major challenge that the African National Congress (ANC) led government would need to address. Land reform progress and performance has become a key indicator of the African National Congress’ ability to govern after more than two decades as the majority party. The African National Congress led Government of South Africa proposed a target to redistribute thirty percent of agricultural land which was owned by the white minority by the year 2014, however as of 2012, only seven percent had been redistributed with an estimated ninety percent of the farms redistributed to black farmers no longer in commercial production (Lund, 2012). Numerous factors have been attributed to land reform failure in South Africa, including but not limited to, settlement support after receiving the land. Broadly speaking, the processes leading of land reform is categorised into two fundamental categories namely; pre-settlement project fundamentals or criteria and secondly postsettlement support. The lack of or inadequate post-settlement support systems and programs is identified as a major constraint to land reform success. This research effort is aimed at gaining an understanding of what exactly the post-settlement support programs and targeted intervention are and designing an appropriate support framework that aims to reduce land reform failures and ultimately contributing to land reform success, a more inclusive rural economy and a food secure South Africa. Lumet and Qualm quote Hall in their 2012 research as saying, “Land reform has become heavy on political rhetoric and short on detail.” Whilst the ANC led government has ended the ‘willing buyer willing seller’ policy and is looking to introduce other policies to expedite land reform settlements, a significant void exists in the detail regarding post-settlement support of land reform beneficiaries to ensure success and to maintain the productivity of the reformed farms. This study aims at creating a post-settlement support framework which will add some detail as described as lacking above. Ten research questions were formulated in which the answers to the questions collectively provide insight into the post-settlement support systems required for enhanced success. The research questions are not all directly related to the post-settlement function, but also speak to other factors that need to be adequately addressed for the post-settlement function to be framed successfully. The literature review aimed at providing a backdrop to the history of land reform policies, the success and failures thereof, but more importantly it sets the scene in which an efficient post-settlement support framework must prevail. According to the interpretivist paradigm, it is assumed “that social reality is in our minds, and is subjective and multiple” (Collis & Hussey, 2009). Social reality is therefore affected by the act of investigating it. The research involves an inductive process with a view to providing an interpretive understanding of social phenomena within a particular context” (Collis & Hussey, 2009). The research effort uses an exploratory case study method. This selected method was the best approach to use to achieve the research objectives, to answer the research questions, and to test the listed propositions. The purposeful sampling unit in this study refers to land reform projects which have been in existence for five years or longer since settlement. These black emerging farmers or farmer groups are beneficiaries of the South African governments’ land reform programme and they are therefore also beneficiaries of the post-settlement support functions. Purposeful sampling involves identifying and selecting individuals or groups of individuals that are especially knowledgeable about or experienced with a phenomenon of interest while Spradley (1979) notes the importance of availability and willingness to participate, and the ability to communicate experiences and opinions in an articulate, expressive and reflective manner.
- Full Text:
- Date Issued: 2018
- Authors: Newborn, Ryan Oscar
- Date: 2018
- Subjects: Land reform -- South Africa , Land tenure -- South Africa Agricultural development projects -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/32883 , vital:32384
- Description: After the fall of the Apartheid regime in 1994, South Africa was presented with a myriad of reform challenges that originated due to a segregational rule. Distribution of land to those who were previously disadvantaged would become and is increasingly becoming a major challenge that the African National Congress (ANC) led government would need to address. Land reform progress and performance has become a key indicator of the African National Congress’ ability to govern after more than two decades as the majority party. The African National Congress led Government of South Africa proposed a target to redistribute thirty percent of agricultural land which was owned by the white minority by the year 2014, however as of 2012, only seven percent had been redistributed with an estimated ninety percent of the farms redistributed to black farmers no longer in commercial production (Lund, 2012). Numerous factors have been attributed to land reform failure in South Africa, including but not limited to, settlement support after receiving the land. Broadly speaking, the processes leading of land reform is categorised into two fundamental categories namely; pre-settlement project fundamentals or criteria and secondly postsettlement support. The lack of or inadequate post-settlement support systems and programs is identified as a major constraint to land reform success. This research effort is aimed at gaining an understanding of what exactly the post-settlement support programs and targeted intervention are and designing an appropriate support framework that aims to reduce land reform failures and ultimately contributing to land reform success, a more inclusive rural economy and a food secure South Africa. Lumet and Qualm quote Hall in their 2012 research as saying, “Land reform has become heavy on political rhetoric and short on detail.” Whilst the ANC led government has ended the ‘willing buyer willing seller’ policy and is looking to introduce other policies to expedite land reform settlements, a significant void exists in the detail regarding post-settlement support of land reform beneficiaries to ensure success and to maintain the productivity of the reformed farms. This study aims at creating a post-settlement support framework which will add some detail as described as lacking above. Ten research questions were formulated in which the answers to the questions collectively provide insight into the post-settlement support systems required for enhanced success. The research questions are not all directly related to the post-settlement function, but also speak to other factors that need to be adequately addressed for the post-settlement function to be framed successfully. The literature review aimed at providing a backdrop to the history of land reform policies, the success and failures thereof, but more importantly it sets the scene in which an efficient post-settlement support framework must prevail. According to the interpretivist paradigm, it is assumed “that social reality is in our minds, and is subjective and multiple” (Collis & Hussey, 2009). Social reality is therefore affected by the act of investigating it. The research involves an inductive process with a view to providing an interpretive understanding of social phenomena within a particular context” (Collis & Hussey, 2009). The research effort uses an exploratory case study method. This selected method was the best approach to use to achieve the research objectives, to answer the research questions, and to test the listed propositions. The purposeful sampling unit in this study refers to land reform projects which have been in existence for five years or longer since settlement. These black emerging farmers or farmer groups are beneficiaries of the South African governments’ land reform programme and they are therefore also beneficiaries of the post-settlement support functions. Purposeful sampling involves identifying and selecting individuals or groups of individuals that are especially knowledgeable about or experienced with a phenomenon of interest while Spradley (1979) notes the importance of availability and willingness to participate, and the ability to communicate experiences and opinions in an articulate, expressive and reflective manner.
- Full Text:
- Date Issued: 2018
Strategies for loan default reduction and management among SMMEs: the Old Mutual Masisizane Fund case study
- Authors: Ngcai, Sipho
- Date: 2018
- Subjects: Credit -- Management , Loans -- South Africa Small business -- Finance Small business -- Management New business enterprises -- Management Microfinance -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/33693 , vital:32968
- Description: The primary research objective of this study was to determine strategies for reducing loan defaulting and bad debts among the MF loan clients. The study was premised on the crucial significance of SMMEs in social and economic development. The study focused on MF with the aim of deciphering the factors that constrain loan recipients from servicing their loans leading to defaulting and bad debt. The research endeavors to contribute towards improving the ability of DFIs in general to recover loans while building the capacity of small businesses to become sustainable. The study adopted a qualitative approach and targeted eight (8) MF staff members responsible for loan administration and 15 MF loan recipients. In-depth interviews were conducted with the respondents. The interviews were transcribed and the data analysed through content analysis. The findings were aggregated in pre-determined themes as well as around emerging themes and sub-themes. The findings indicate that most MF loan recipients are identified through referrals from current and past clients, and other stakeholders; MF has a comprehensive and systematic loan application process; and MF provides support services to loan recipients. The findings also indicate that loan recipients default on payments because they lack financial management skills; sudden or sustained changes in the market; natural disasters, especially drought; and generally poor business management acumen. Other reasons for loan defaulting were caused by delays in funds disbursement by MF, ineffective monitoring mechanisms and approval of business enterprises that are not viable. The following recommendations were made: streamline the loan application process to increase effectiveness and efficiency; introduce an online loan application portal to complement and upgrade the current application process; deploy sector specialists when performing due diligence; provide business loans and grants in parallel in order to grow SMMEs while satisfying developmental needs; extend client site visits to include group meetings to facilitate peer learning and skills transfer; create a suite of capacity building and training support services for loan recipients; and develop a community of practice for DFIs to facilitate networking and information sharing.
- Full Text:
- Date Issued: 2018
- Authors: Ngcai, Sipho
- Date: 2018
- Subjects: Credit -- Management , Loans -- South Africa Small business -- Finance Small business -- Management New business enterprises -- Management Microfinance -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/33693 , vital:32968
- Description: The primary research objective of this study was to determine strategies for reducing loan defaulting and bad debts among the MF loan clients. The study was premised on the crucial significance of SMMEs in social and economic development. The study focused on MF with the aim of deciphering the factors that constrain loan recipients from servicing their loans leading to defaulting and bad debt. The research endeavors to contribute towards improving the ability of DFIs in general to recover loans while building the capacity of small businesses to become sustainable. The study adopted a qualitative approach and targeted eight (8) MF staff members responsible for loan administration and 15 MF loan recipients. In-depth interviews were conducted with the respondents. The interviews were transcribed and the data analysed through content analysis. The findings were aggregated in pre-determined themes as well as around emerging themes and sub-themes. The findings indicate that most MF loan recipients are identified through referrals from current and past clients, and other stakeholders; MF has a comprehensive and systematic loan application process; and MF provides support services to loan recipients. The findings also indicate that loan recipients default on payments because they lack financial management skills; sudden or sustained changes in the market; natural disasters, especially drought; and generally poor business management acumen. Other reasons for loan defaulting were caused by delays in funds disbursement by MF, ineffective monitoring mechanisms and approval of business enterprises that are not viable. The following recommendations were made: streamline the loan application process to increase effectiveness and efficiency; introduce an online loan application portal to complement and upgrade the current application process; deploy sector specialists when performing due diligence; provide business loans and grants in parallel in order to grow SMMEs while satisfying developmental needs; extend client site visits to include group meetings to facilitate peer learning and skills transfer; create a suite of capacity building and training support services for loan recipients; and develop a community of practice for DFIs to facilitate networking and information sharing.
- Full Text:
- Date Issued: 2018
Performance assessment of infrastructure and housing contractors in Buffalo City
- Ngqinambi, Thomakazi Thobeka
- Authors: Ngqinambi, Thomakazi Thobeka
- Date: 2018
- Subjects: Performance standards , Construction industry -- South Africa -- Management Contractors' operations Organizational effectiveness
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/33682 , vital:32964
- Description: It is evident that contractors in Buffalo City Metro Municipality are not successfully executing the projects appropriately. The effects can be a result of factors contributing to poor performance. Expenditure trends tell a frightening story in relation to the performance of the contractors as the main spenders on capital and operating project budgets. The municipality is faced with projects that have time and cost overruns, poor project implementation and total abandonment. There is no proper performance measurement instrument in place; as a result, the council struggles to terminate poor performing contractors. This study focuses on key performance indicators that can be employed by the municipality to measure performance of contractors and evaluate progress. Also this study outlined the factors affecting contractor performance during construction so as to understand the effects of these factors on the performance. A questionnaire was utilised to collect information from construction stakeholders. In order for contractors to improve their overall performance, focus should be on construction time and cost. Clients must improve on speed of decision-making during construction.
- Full Text:
- Date Issued: 2018
- Authors: Ngqinambi, Thomakazi Thobeka
- Date: 2018
- Subjects: Performance standards , Construction industry -- South Africa -- Management Contractors' operations Organizational effectiveness
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/33682 , vital:32964
- Description: It is evident that contractors in Buffalo City Metro Municipality are not successfully executing the projects appropriately. The effects can be a result of factors contributing to poor performance. Expenditure trends tell a frightening story in relation to the performance of the contractors as the main spenders on capital and operating project budgets. The municipality is faced with projects that have time and cost overruns, poor project implementation and total abandonment. There is no proper performance measurement instrument in place; as a result, the council struggles to terminate poor performing contractors. This study focuses on key performance indicators that can be employed by the municipality to measure performance of contractors and evaluate progress. Also this study outlined the factors affecting contractor performance during construction so as to understand the effects of these factors on the performance. A questionnaire was utilised to collect information from construction stakeholders. In order for contractors to improve their overall performance, focus should be on construction time and cost. Clients must improve on speed of decision-making during construction.
- Full Text:
- Date Issued: 2018
Developing an integrated model to improve effectiveness of asset maintenance management systems for FMCG organisations in South Africa
- Authors: Njezula, Azola
- Date: 2018
- Subjects: Maintenance -- Management , Plant maintenance -- South Africa -- Management Total productive maintenance
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/22868 , vital:30113
- Description: Maintenance has traditionally been viewed by organisations as negatively affecting profitability and productivity. It is also often viewed as fixing things when they are broken, non-value adding, unpredictable, and never a positive contributor to a company’s overall effectiveness. For this reason organisations are constantly seeking proactive maintenance strategies that will turn around this traditional view of maintenance. These strategies will also help organisations gain competitive advantage, and improve productivity and profitability. In the fast-moving consumer goods (FMCG) industry, maintenance is under increasing pressure from the regulatory bodies in terms of safety and quality regulations that are getting stringent. The pressure for FMCG organisations is to produce products that are cleaner, safer, and greener, with minimal or no consumer complaints. There is also a need for environmental sustainability, reduction in waste, and effective usage of energy, water, and materials. The maintenance team is instrumental in these reductions and in ensuring regulatory compliance. As legislated by the South African government authorities, it is compulsory for FMCG organisations to comply with regulations. These regulations are designed to safeguard consumer health and safety. The focus of the regulations is throughout the value chain of the business for transparent record keeping. The current study investigated how to improve the effectiveness of maintenance management systems for FMCG organisations. The effectiveness was compared to best maintenance management practices that literature provides. The name of the company used for the research will not be disclosed for confidentiality reasons, and it will be called ‘Selected FMCG’ for the purpose of the study. The company is a chocolate making factory based in East London. This study aims to identify the problems facing the maintenance management system within the factory. The best practices that literature provides for maintenance were used to develop an effective asset maintenance management system for Selected FMCG.
- Full Text:
- Date Issued: 2018
- Authors: Njezula, Azola
- Date: 2018
- Subjects: Maintenance -- Management , Plant maintenance -- South Africa -- Management Total productive maintenance
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/22868 , vital:30113
- Description: Maintenance has traditionally been viewed by organisations as negatively affecting profitability and productivity. It is also often viewed as fixing things when they are broken, non-value adding, unpredictable, and never a positive contributor to a company’s overall effectiveness. For this reason organisations are constantly seeking proactive maintenance strategies that will turn around this traditional view of maintenance. These strategies will also help organisations gain competitive advantage, and improve productivity and profitability. In the fast-moving consumer goods (FMCG) industry, maintenance is under increasing pressure from the regulatory bodies in terms of safety and quality regulations that are getting stringent. The pressure for FMCG organisations is to produce products that are cleaner, safer, and greener, with minimal or no consumer complaints. There is also a need for environmental sustainability, reduction in waste, and effective usage of energy, water, and materials. The maintenance team is instrumental in these reductions and in ensuring regulatory compliance. As legislated by the South African government authorities, it is compulsory for FMCG organisations to comply with regulations. These regulations are designed to safeguard consumer health and safety. The focus of the regulations is throughout the value chain of the business for transparent record keeping. The current study investigated how to improve the effectiveness of maintenance management systems for FMCG organisations. The effectiveness was compared to best maintenance management practices that literature provides. The name of the company used for the research will not be disclosed for confidentiality reasons, and it will be called ‘Selected FMCG’ for the purpose of the study. The company is a chocolate making factory based in East London. This study aims to identify the problems facing the maintenance management system within the factory. The best practices that literature provides for maintenance were used to develop an effective asset maintenance management system for Selected FMCG.
- Full Text:
- Date Issued: 2018
A framework for financing public transport infrastructure in South Africa
- Authors: Nobaza, Lwazi Bruce
- Date: 2018
- Subjects: Local transit -- South Africa -- Finance , Urban transportation -- South Africa -- Finance Transportation and state -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/22703 , vital:30059
- Description: South African cities are faced with still challenges of economic and spatial exclusion due to the legacy of apartheid, growing need for housing opportunities, high transport costs, long commuting times between work and home, and poor integration of different modes of public transport. Although there is a strong association between public transport infrastructure investment and socio-spatial transformation, the current backlog of public transport infrastructure and the inability of public funds to address such backlog inhibit spatial transformation and socio-economic integration. Notably, public transport has a potential to expedite spatial transformation and social integration and also stimulate the economy but it is still underfunded. There are numerous alternative and innovative mechanisms that are applied internationally, that can help with financing of public transport infrastructure financing, but few or none have been applied in a South African context. The purpose of this study is to explore alternative funding mechanisms and provide a conceptual framework for that will ensure availability of finances that are critical for financing public transport infrastructure in South Africa. Literature review provides international best practices in the financing of public transport infrastructure that can be replicated in South Africa. This resulted in the identification of six independent variables, namely government funding, external financing, public private partnerships, risk management, property value capture and institutional environment and two intervening variables, namely feasibility and viability. These variables were then utilised to develop a conceptual framework with suggested hypotheses on the financing of public transport infrastructure in South Africa. Primary data was then statistically analysed to test the proposed conceptual framework and hypothesised relationships. The empirical study provides little evidence of significant relationships between dependent variables of the study, namely perceived success of financing public transport infrastructure in South Africa and the independent and intervening variables. However, the study highlights that feasibility and financial viability are preconditions for sustainable investments into public transport infrastructure. These can be only achieved in an investment climate with a conducive policy and legislative framework that does not only protect interests of various investors but also utilises government funding to leverage private sector finance. This will ensure that long term objectives spatial transformation of urban areas is achieved.
- Full Text:
- Date Issued: 2018
- Authors: Nobaza, Lwazi Bruce
- Date: 2018
- Subjects: Local transit -- South Africa -- Finance , Urban transportation -- South Africa -- Finance Transportation and state -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/22703 , vital:30059
- Description: South African cities are faced with still challenges of economic and spatial exclusion due to the legacy of apartheid, growing need for housing opportunities, high transport costs, long commuting times between work and home, and poor integration of different modes of public transport. Although there is a strong association between public transport infrastructure investment and socio-spatial transformation, the current backlog of public transport infrastructure and the inability of public funds to address such backlog inhibit spatial transformation and socio-economic integration. Notably, public transport has a potential to expedite spatial transformation and social integration and also stimulate the economy but it is still underfunded. There are numerous alternative and innovative mechanisms that are applied internationally, that can help with financing of public transport infrastructure financing, but few or none have been applied in a South African context. The purpose of this study is to explore alternative funding mechanisms and provide a conceptual framework for that will ensure availability of finances that are critical for financing public transport infrastructure in South Africa. Literature review provides international best practices in the financing of public transport infrastructure that can be replicated in South Africa. This resulted in the identification of six independent variables, namely government funding, external financing, public private partnerships, risk management, property value capture and institutional environment and two intervening variables, namely feasibility and viability. These variables were then utilised to develop a conceptual framework with suggested hypotheses on the financing of public transport infrastructure in South Africa. Primary data was then statistically analysed to test the proposed conceptual framework and hypothesised relationships. The empirical study provides little evidence of significant relationships between dependent variables of the study, namely perceived success of financing public transport infrastructure in South Africa and the independent and intervening variables. However, the study highlights that feasibility and financial viability are preconditions for sustainable investments into public transport infrastructure. These can be only achieved in an investment climate with a conducive policy and legislative framework that does not only protect interests of various investors but also utilises government funding to leverage private sector finance. This will ensure that long term objectives spatial transformation of urban areas is achieved.
- Full Text:
- Date Issued: 2018
A review of the re-structuring of the Nelson Mandela Academic Hospital through the change management approach
- Authors: Nodikida, Mzulungile
- Date: 2018
- Subjects: Organizational change -- Case studies , Organizational change -- Management , Reengineering (Management) -- South Africa -- Mthatha , Leadership -- South Africa -- Mthatha , Organizational behavior -- South Africa -- Mthatha , Corporate culture -- South Africa -- Mthatha , Nelson Mandela Academic Hospital
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/58339 , vital:27236
- Description: The research used a change management approach to analyze the restructuring of the Nelson Mandela Academic Hospital from a tertiary to a central hospital. The study was underpinned by two objectives. Firstly, to analyze the restructuring of the Nelson Mandela Academic Hospital from a tertiary to a "central" hospital using the Core Elements Framework of change management developed by Antwi and Kale (2014). Secondly, to use the knowledge gained through literature review combined with the experiences of the managers at Nelson Mandela Academic Hospital to inform future healthcare reforms in general and particularly in the restructuring of hospitals. The Core Elements Framework by Antwi and Kale (2014) identifies six fundamental change elements from both emergent and planned change management approaches. The six elements are regarded by theorists from the two different schools of thought i.e. emergent change and planned change as key for successful change. The Core Elements Framework by Antwi and Kale, (2014) demonstrates the strength of not viewing the two approaches to change management as mutually exclusive but as complementing each other when the other is falling short. The study identified the following: ■ The change was prompted by clearly identifiable external factors more than internal factors. ■ There was notable lack of organizational harmony which may have negatively impacted the change process. ■ The Private Public Partnership (PPP) funding model which was aimed at delivering the central hospital collapsed, after a study discovered that it benefited the private sector more than the public sector. ■ There was no proper consultation of major stakeholders for preparation of the change. ■ Resources in all material forms were not made available for the change to take off, this means that there was no organizational capacity to execute the change. The study draws the conclusion that lack of organizational capacity, organizational harmony and a proper consultation process for stakeholders are the main reasons why the restructuring of the Nelson Mandela Academic Hospital is not yielding the desired results. The study recommends that organizations should implement a multidimensional approach for any change initiative to be successful and that organizations must ensure the availability of the necessary resources when embarking on change.
- Full Text:
- Date Issued: 2018
- Authors: Nodikida, Mzulungile
- Date: 2018
- Subjects: Organizational change -- Case studies , Organizational change -- Management , Reengineering (Management) -- South Africa -- Mthatha , Leadership -- South Africa -- Mthatha , Organizational behavior -- South Africa -- Mthatha , Corporate culture -- South Africa -- Mthatha , Nelson Mandela Academic Hospital
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/58339 , vital:27236
- Description: The research used a change management approach to analyze the restructuring of the Nelson Mandela Academic Hospital from a tertiary to a central hospital. The study was underpinned by two objectives. Firstly, to analyze the restructuring of the Nelson Mandela Academic Hospital from a tertiary to a "central" hospital using the Core Elements Framework of change management developed by Antwi and Kale (2014). Secondly, to use the knowledge gained through literature review combined with the experiences of the managers at Nelson Mandela Academic Hospital to inform future healthcare reforms in general and particularly in the restructuring of hospitals. The Core Elements Framework by Antwi and Kale (2014) identifies six fundamental change elements from both emergent and planned change management approaches. The six elements are regarded by theorists from the two different schools of thought i.e. emergent change and planned change as key for successful change. The Core Elements Framework by Antwi and Kale, (2014) demonstrates the strength of not viewing the two approaches to change management as mutually exclusive but as complementing each other when the other is falling short. The study identified the following: ■ The change was prompted by clearly identifiable external factors more than internal factors. ■ There was notable lack of organizational harmony which may have negatively impacted the change process. ■ The Private Public Partnership (PPP) funding model which was aimed at delivering the central hospital collapsed, after a study discovered that it benefited the private sector more than the public sector. ■ There was no proper consultation of major stakeholders for preparation of the change. ■ Resources in all material forms were not made available for the change to take off, this means that there was no organizational capacity to execute the change. The study draws the conclusion that lack of organizational capacity, organizational harmony and a proper consultation process for stakeholders are the main reasons why the restructuring of the Nelson Mandela Academic Hospital is not yielding the desired results. The study recommends that organizations should implement a multidimensional approach for any change initiative to be successful and that organizations must ensure the availability of the necessary resources when embarking on change.
- Full Text:
- Date Issued: 2018
Improving tax compliance of small businesses through effective communication
- Authors: Nontshinga, Chuma Zintle
- Date: 2018
- Subjects: Small business -- Taxation , Taxpayer compliance -- Communication Taxation Communication in law
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/22902 , vital:30127
- Description: The small business sector is growing rapidly worldwide. It has been noted that the small business sector plays a vital role in the social as well as the economic development of the country. However this has brought about some challenges with regards to tax compliance. Within the Eastern Cape there is a vast difference in customer base, with some taxpayers being illiterate the non-compliance challenge becomes rather a critical focus. The limited tax knowledge within the small business sector as well as the complex tax language has contributed to small businesses being tax non-compliant. It is for this reason that this study became apparent. The primary objective of this study is to identify the variables to improve tax compliance for the small business segment by investigating the determinants of effective communication. More specifically this study will investigate the influence of communication channels, communication frequency, Information Technology Communication and tax education on tax compliance. To achieve the primary objective of this study, secondary and primary research was undertaken. The positivistic research methodology was adopted as relationships were tested as well as it emphasised the quantification of the data collected and analysed. Four determinants of effective communication (Communication Channels, Communication Frequency, Information Technology Communication and Tax Education) served as the independent variables, while Perceived Success of Tax Compliance served as the dependent variable. The majority of respondents were females with a 61% representation and males represented 39% of the responds. Most respondents were between the ages of 36 and 45 years, the age group profile depicts the diversity of the maturity levels within the respondents. From the descriptive statistics it was observed that the majority of the respondents agreed that their businesses were tax compliant. For the independent variables, the reported average mean values ranged from 3.03 to 3.97 with the highest mean value being reported for the variable of Tax Education and the lowest score reported for Communication Frequency. In accordance with the literature review and the findings from the empirical data obtained and analysed in this study, it can be concluded that tax compliance is a function of many variables. The study has revealed that the determinants of effective communication that were identified as independent variables have an impact on the perceived success of tax compliance. In other words, an increase in the independent variable will lead to an increase in the level of tax compliance.
- Full Text:
- Date Issued: 2018
- Authors: Nontshinga, Chuma Zintle
- Date: 2018
- Subjects: Small business -- Taxation , Taxpayer compliance -- Communication Taxation Communication in law
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/22902 , vital:30127
- Description: The small business sector is growing rapidly worldwide. It has been noted that the small business sector plays a vital role in the social as well as the economic development of the country. However this has brought about some challenges with regards to tax compliance. Within the Eastern Cape there is a vast difference in customer base, with some taxpayers being illiterate the non-compliance challenge becomes rather a critical focus. The limited tax knowledge within the small business sector as well as the complex tax language has contributed to small businesses being tax non-compliant. It is for this reason that this study became apparent. The primary objective of this study is to identify the variables to improve tax compliance for the small business segment by investigating the determinants of effective communication. More specifically this study will investigate the influence of communication channels, communication frequency, Information Technology Communication and tax education on tax compliance. To achieve the primary objective of this study, secondary and primary research was undertaken. The positivistic research methodology was adopted as relationships were tested as well as it emphasised the quantification of the data collected and analysed. Four determinants of effective communication (Communication Channels, Communication Frequency, Information Technology Communication and Tax Education) served as the independent variables, while Perceived Success of Tax Compliance served as the dependent variable. The majority of respondents were females with a 61% representation and males represented 39% of the responds. Most respondents were between the ages of 36 and 45 years, the age group profile depicts the diversity of the maturity levels within the respondents. From the descriptive statistics it was observed that the majority of the respondents agreed that their businesses were tax compliant. For the independent variables, the reported average mean values ranged from 3.03 to 3.97 with the highest mean value being reported for the variable of Tax Education and the lowest score reported for Communication Frequency. In accordance with the literature review and the findings from the empirical data obtained and analysed in this study, it can be concluded that tax compliance is a function of many variables. The study has revealed that the determinants of effective communication that were identified as independent variables have an impact on the perceived success of tax compliance. In other words, an increase in the independent variable will lead to an increase in the level of tax compliance.
- Full Text:
- Date Issued: 2018
Improving the implementation and sustainability of corporate performance management at Amatola Water Board
- Authors: Ntungwana, Sabelo
- Date: 2018
- Subjects: Organizational effectiveness , Organizational effectiveness -- Measurement Performance -- Management Performance -- Measurement
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/33736 , vital:33012
- Description: In the last century, researchers have studied how performance management systems could be applied effectively to achieve both financial and non-financial performance. This approach was a direct response to the need for strategic measurement systems to measure the performance of the organisation. As a results, various approaches were developed. And Amatola Water Board opted to adopt the Balanced Scorecard as its strategic measurement system. It contains outcome measures and the performance drivers of outcomes, linked together in connectedness relationships, and thus aims to be a proactive control system. Furthermore, the balanced scorecard is developed for use not only as a strategic measurement system but also as a strategic control system. Its purpose enables the departmental and personal goals to be aligned to the organisational strategy. The purpose of this research study was to first examine the extent to which there is a connectedness relationship between strategic performance and business performance. Secondly, the research study examined the extent to which the strategy is understood by all in the organisation. Thirdly, the study also examined the extent to which the performance management system is consistently applied. Finally, the study examined the extent to which performance is recognised and rewarded. Lastly, the research study discusses the empirical results and suggests some improvements to the performance measurement and management system. The researcher chose a quantitative approach to conduct the study. The quantitative approach was influenced by the positivistic research paradigm. A simple random sampling technique was used due to its probability that each unit in the population has an equal chance of being included in the sample. And a questionnaire was used as a data collection instrument. The instrument was anchored to a five (5) point Likert scale the Likert scale required the respondents to indicate their level of agreement with the statement. The statements ranged from strongly disagree to strongly agree. And the data collection instrument consisted of Thirty Five (35) questions. Regarding the pilot study, it was however not conducted for this research. The researcher acknowledged that a pilot study helps the researcher to determine how the questions are interpreted and understood by the respondents, but also indicated that it is only due to limited resources that the researcher omitted to conduct a pilot study. One Hundred and Thirty (130) questionnaires were distributed and one hundred and twenty seven (127) were returned achieving a response rate of ninety six (96) percent. And both Statistical® and SPSS® programmes were utilised for extraction of data for recognised reliability and validity. The research study revealed that Amatola Water has a performance measurement and management policy and it is being implemented. However, the study also revealed that communication and involvement is limited to management and lower level employees are not involved in the process from the beginning. The study showed evidence of lack of training for line management on how to properly execute and administer the performance measurement and management system effectively and successfully. And the analysis indicates lack of understanding of the contents of the shareholder’s compact and organisational strategy by lower level employees. Finally, the researcher made recommendations regarding the improvements in the implementation of the performance measurement and management system. And more recommendations are made regarding the participation of lower level employees in strategic direction and performance of the organization.
- Full Text:
- Date Issued: 2018
- Authors: Ntungwana, Sabelo
- Date: 2018
- Subjects: Organizational effectiveness , Organizational effectiveness -- Measurement Performance -- Management Performance -- Measurement
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/33736 , vital:33012
- Description: In the last century, researchers have studied how performance management systems could be applied effectively to achieve both financial and non-financial performance. This approach was a direct response to the need for strategic measurement systems to measure the performance of the organisation. As a results, various approaches were developed. And Amatola Water Board opted to adopt the Balanced Scorecard as its strategic measurement system. It contains outcome measures and the performance drivers of outcomes, linked together in connectedness relationships, and thus aims to be a proactive control system. Furthermore, the balanced scorecard is developed for use not only as a strategic measurement system but also as a strategic control system. Its purpose enables the departmental and personal goals to be aligned to the organisational strategy. The purpose of this research study was to first examine the extent to which there is a connectedness relationship between strategic performance and business performance. Secondly, the research study examined the extent to which the strategy is understood by all in the organisation. Thirdly, the study also examined the extent to which the performance management system is consistently applied. Finally, the study examined the extent to which performance is recognised and rewarded. Lastly, the research study discusses the empirical results and suggests some improvements to the performance measurement and management system. The researcher chose a quantitative approach to conduct the study. The quantitative approach was influenced by the positivistic research paradigm. A simple random sampling technique was used due to its probability that each unit in the population has an equal chance of being included in the sample. And a questionnaire was used as a data collection instrument. The instrument was anchored to a five (5) point Likert scale the Likert scale required the respondents to indicate their level of agreement with the statement. The statements ranged from strongly disagree to strongly agree. And the data collection instrument consisted of Thirty Five (35) questions. Regarding the pilot study, it was however not conducted for this research. The researcher acknowledged that a pilot study helps the researcher to determine how the questions are interpreted and understood by the respondents, but also indicated that it is only due to limited resources that the researcher omitted to conduct a pilot study. One Hundred and Thirty (130) questionnaires were distributed and one hundred and twenty seven (127) were returned achieving a response rate of ninety six (96) percent. And both Statistical® and SPSS® programmes were utilised for extraction of data for recognised reliability and validity. The research study revealed that Amatola Water has a performance measurement and management policy and it is being implemented. However, the study also revealed that communication and involvement is limited to management and lower level employees are not involved in the process from the beginning. The study showed evidence of lack of training for line management on how to properly execute and administer the performance measurement and management system effectively and successfully. And the analysis indicates lack of understanding of the contents of the shareholder’s compact and organisational strategy by lower level employees. Finally, the researcher made recommendations regarding the improvements in the implementation of the performance measurement and management system. And more recommendations are made regarding the participation of lower level employees in strategic direction and performance of the organization.
- Full Text:
- Date Issued: 2018
The role of enterprise risk management in the success of South African short-term insurance companies
- Authors: Ntwana, Lwandile
- Date: 2018
- Subjects: Risk management -- South Africa , Insurance companies -- South Africa Insurance -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/33758 , vital:33015
- Description: Short-term insurance companies, though they are in a business of managing risks for other companies; they themselves are vulnerable to different types of risks in their operation. The pressure from the Financial Services Board and the ratings agencies has also added to the risk management burden faced by short-term insurance companies. For this study four generic types of risks were identified as the key risks each insurance company needs to focus on in order to ensure success and survival in their operations. Implementation of enterprise risk management framework has thus become a necessity for every short-term insurance company in order to effectively mitigate the complex risks brought by the ever-changing business environment. The purpose of this study was to evaluate the significance of the relationship between enterprise risk management and the success and survival of the companies in the short-term insurance industry in order to develop and implement strategies to manage risks effectively. This study specifically looked at these types of risks: operational risks, financial risks, market risks and reputational risks; and these have been identified as generic risks that can be used as a guide for companies who intend implementing an enterprise risk management framework. An empirical study was conducted using a population of 45 short-term insurance companies who operate in South Africa; and for this study a response rate of 53% was achieved. The methodology adopted in the study included the research design, research methods and test for tests for validity and reliability. The results were analysed and discussed. The key findings from the empirical study indicated that, there is a relationship between operational risk, market risk and reputational risk; and the success and survival of short-term insurance companies in South Africa. Secondary literature also emphasised the importance of enterprise risk management on the success and survival of short-term insurance companies in South Africa. Adoption and implementation of enterprise risk management remains vital for short-term insurance companies in South Africa as a tool to help manage the very complex risks facing the industry on daily basis.
- Full Text:
- Date Issued: 2018
- Authors: Ntwana, Lwandile
- Date: 2018
- Subjects: Risk management -- South Africa , Insurance companies -- South Africa Insurance -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/33758 , vital:33015
- Description: Short-term insurance companies, though they are in a business of managing risks for other companies; they themselves are vulnerable to different types of risks in their operation. The pressure from the Financial Services Board and the ratings agencies has also added to the risk management burden faced by short-term insurance companies. For this study four generic types of risks were identified as the key risks each insurance company needs to focus on in order to ensure success and survival in their operations. Implementation of enterprise risk management framework has thus become a necessity for every short-term insurance company in order to effectively mitigate the complex risks brought by the ever-changing business environment. The purpose of this study was to evaluate the significance of the relationship between enterprise risk management and the success and survival of the companies in the short-term insurance industry in order to develop and implement strategies to manage risks effectively. This study specifically looked at these types of risks: operational risks, financial risks, market risks and reputational risks; and these have been identified as generic risks that can be used as a guide for companies who intend implementing an enterprise risk management framework. An empirical study was conducted using a population of 45 short-term insurance companies who operate in South Africa; and for this study a response rate of 53% was achieved. The methodology adopted in the study included the research design, research methods and test for tests for validity and reliability. The results were analysed and discussed. The key findings from the empirical study indicated that, there is a relationship between operational risk, market risk and reputational risk; and the success and survival of short-term insurance companies in South Africa. Secondary literature also emphasised the importance of enterprise risk management on the success and survival of short-term insurance companies in South Africa. Adoption and implementation of enterprise risk management remains vital for short-term insurance companies in South Africa as a tool to help manage the very complex risks facing the industry on daily basis.
- Full Text:
- Date Issued: 2018
An assessment of Organisational Culture at an Information and Technology Company during a period of change
- Authors: Nzimande, Prosper Thelumusa
- Date: 2018
- Subjects: Organizational change , Corporate culture Organization -- Research Customer relations
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/22935 , vital:30150
- Description: Orientation: Change is inevitable, yet many organisational change efforts are not successful due to the culture of the organisation not supporting change. As a result,change objectives are not met and employees are left with a poor change experience. Research objective: The main objective of the study was therefore to determine the extent to which the organisational culture of a selected South African Information, Communication and Technology (ICT) organisation was ready for change, and supported goal alignment, team work, a customer focus and employee talent optimisation to attain desired Change Outcomes. Research design: The study adopted a quantitative method using a random sample method and survey as the data collecting instrument, which was administered to employees at a selected ICT organisation. Factor analysis resulted in a refinement of the initial cultural elements investigated. Main findings/results: The results revealed that the ICT organisation did reflect a customer orientation, change readiness, collaboration for continuous improvement and an environment that enabled performance, but that there was room for improvement. The results indicated that the respondents had doubts about whether the Change Outcomes were attained. All the cultural factors correlated positively with each other and positively correlated with Change Outcomes. A significant positive link was found between Collaboration for Continuous Innovation and Change Outcomes. Practical/managerial implications: Organisational change requires much effort from senior leaders, managers and employees and it is therefore more likely that, during change, attention will be focused on operational changes rather than on organisational culture. However, the study demonstrated that culture in general is very important, as it influences behaviour and provides identity to employees, and that culture is especially important during a period of change. During a period of change, culture can either enhance or hinder change. In addition, change often implies a change in culture. The study showed that during a period of change, team work is very important and that opportunities must be created for sharing ideas, collaboration and stretching goals, thus for innovation, and for finding better ways to serve customers.
- Full Text:
- Date Issued: 2018
- Authors: Nzimande, Prosper Thelumusa
- Date: 2018
- Subjects: Organizational change , Corporate culture Organization -- Research Customer relations
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/22935 , vital:30150
- Description: Orientation: Change is inevitable, yet many organisational change efforts are not successful due to the culture of the organisation not supporting change. As a result,change objectives are not met and employees are left with a poor change experience. Research objective: The main objective of the study was therefore to determine the extent to which the organisational culture of a selected South African Information, Communication and Technology (ICT) organisation was ready for change, and supported goal alignment, team work, a customer focus and employee talent optimisation to attain desired Change Outcomes. Research design: The study adopted a quantitative method using a random sample method and survey as the data collecting instrument, which was administered to employees at a selected ICT organisation. Factor analysis resulted in a refinement of the initial cultural elements investigated. Main findings/results: The results revealed that the ICT organisation did reflect a customer orientation, change readiness, collaboration for continuous improvement and an environment that enabled performance, but that there was room for improvement. The results indicated that the respondents had doubts about whether the Change Outcomes were attained. All the cultural factors correlated positively with each other and positively correlated with Change Outcomes. A significant positive link was found between Collaboration for Continuous Innovation and Change Outcomes. Practical/managerial implications: Organisational change requires much effort from senior leaders, managers and employees and it is therefore more likely that, during change, attention will be focused on operational changes rather than on organisational culture. However, the study demonstrated that culture in general is very important, as it influences behaviour and provides identity to employees, and that culture is especially important during a period of change. During a period of change, culture can either enhance or hinder change. In addition, change often implies a change in culture. The study showed that during a period of change, team work is very important and that opportunities must be created for sharing ideas, collaboration and stretching goals, thus for innovation, and for finding better ways to serve customers.
- Full Text:
- Date Issued: 2018
Exploring an operational strategy for South African electron microscopy facilities
- Authors: Olivier, Ezra Jacobus
- Date: 2018
- Subjects: Electron microscopy , Production management -- South Africa Strategic planning -- South Africa Performance -- Management -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/34465 , vital:33383
- Description: Electron microscopy is a versatile and widely used technique in the fields of physical and biological sciences. It is a strategic enabling resource needed for innovative science and technology research to occur in the areas of nanotechnology developments. The availability of these resources worldwide are typically seen within dedicated shared electron microscopy research facilities due to the costs and operational support required in acquisition and operation of these instruments. A consequence of this is that these facilities require carefully designed operational management approaches. One of the pertinent questions within the electron microscopy community of South Africa is if electron microscopy core facilities in the country could be judged successful in the execution of their operations. Some concerns related to the skills present at these facilities as well as the management philosophy of these facilities have been raised. This study aims to investigate these factors within an South African context. In the current study, a combination of the quantitative and qualitative research paradigms was used. A survey was conducted amongst South African electron microscopy core facility users to measure their level of satisfaction and needs related to electron microscopy core facilities in South Africa. Furthermore, insights where gathered from experienced managers of electron microscopy core facilities nationally and internationally using a case study based approach. The findings were combined and compared to identify the critical factors needed to optimise the operational approaches of electron microscopy facilities in South Africa and to develop a standardised approach in judging a facility’s performance. The study provided valuable insights as to the level of satisfaction present within the electron microscopy community of South Africa related to the use of electron microscopy core facilities in the country. It also yielded important information regarding the areas where the highest need for improvement lies. The outcome of the study provides a standardized approach to the operations of electron microscopy research facilities in South Africa and their performance evaluation. A possible limitation to the study is the population sample used for the survey. The survey was completed by existing electron microscopy core facility users in South Africa. However, the experiences and needs of less frequent or potential new users of such facilities were not probed. Thus, the developed strategy may lack factors related to growing the field in South Africa if the needs of inexperienced users are not taken into account.
- Full Text:
- Date Issued: 2018
- Authors: Olivier, Ezra Jacobus
- Date: 2018
- Subjects: Electron microscopy , Production management -- South Africa Strategic planning -- South Africa Performance -- Management -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/34465 , vital:33383
- Description: Electron microscopy is a versatile and widely used technique in the fields of physical and biological sciences. It is a strategic enabling resource needed for innovative science and technology research to occur in the areas of nanotechnology developments. The availability of these resources worldwide are typically seen within dedicated shared electron microscopy research facilities due to the costs and operational support required in acquisition and operation of these instruments. A consequence of this is that these facilities require carefully designed operational management approaches. One of the pertinent questions within the electron microscopy community of South Africa is if electron microscopy core facilities in the country could be judged successful in the execution of their operations. Some concerns related to the skills present at these facilities as well as the management philosophy of these facilities have been raised. This study aims to investigate these factors within an South African context. In the current study, a combination of the quantitative and qualitative research paradigms was used. A survey was conducted amongst South African electron microscopy core facility users to measure their level of satisfaction and needs related to electron microscopy core facilities in South Africa. Furthermore, insights where gathered from experienced managers of electron microscopy core facilities nationally and internationally using a case study based approach. The findings were combined and compared to identify the critical factors needed to optimise the operational approaches of electron microscopy facilities in South Africa and to develop a standardised approach in judging a facility’s performance. The study provided valuable insights as to the level of satisfaction present within the electron microscopy community of South Africa related to the use of electron microscopy core facilities in the country. It also yielded important information regarding the areas where the highest need for improvement lies. The outcome of the study provides a standardized approach to the operations of electron microscopy research facilities in South Africa and their performance evaluation. A possible limitation to the study is the population sample used for the survey. The survey was completed by existing electron microscopy core facility users in South Africa. However, the experiences and needs of less frequent or potential new users of such facilities were not probed. Thus, the developed strategy may lack factors related to growing the field in South Africa if the needs of inexperienced users are not taken into account.
- Full Text:
- Date Issued: 2018
A framework to enhance the appreciation and motivation of employees in an automotive factory
- Authors: Parsons, Paul Benjamin
- Date: 2018
- Subjects: Employee motivation , Work ethic Incentive awards Employees|xRating of Motor vehicle industry -- Psychological aspects
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/23059 , vital:30402
- Description: Manufacturing in South Africa is constantly under pressure to produce more for less, and the automotive industry is no exception. Well known initiatives like “just-in-time” (JIT) manufacturing; “flexible manufacturing systems” (FMS); and “lean manufacturing”, are some of the strategies that manufacturing adopted to increase productivity. Due to the comparative extremely high capital investments that need to be spent before a single unit is built, manufacturing can only be competitive by exploring economics of scale; in doing this, manufacturers recoup capital outflow and start showing profit. Should this require that an employee be treated in the same way: used as an input into the production process? Human capital theory has been around for many decades, proclaiming that employees are more than just labourers. Gone are the days when work was an exchange between labour and money. Both parties demand more from each other. Employers want more commitment, efficiency and flexibility; employees, on the other hand, want more autonomy, purpose and appreciation. Employees are a company‟s biggest assets if treated and motivated correctly. Employee motivation is not a new concept – theorists and likeminded people have tried to dissect and understand the topic over millennia. It seems, however, that whenever a theory is formulated people‟s perception changes (almost like trying to hit a moving target). Some theorists claim that a totally new rule set is required to motivate employees in the information age. The bottom line seems to be that in order for companies to gain advantage from human capital, the area-specific motivational environment needs to be understood. Only when this is accomplished, can policies and incentives be aligned, resulting in a more committed, efficient and flexible employee. It is therefore imperative for an employer to understand both what motivates his or her employees, and what these employees recognise as appreciation.
- Full Text:
- Date Issued: 2018
- Authors: Parsons, Paul Benjamin
- Date: 2018
- Subjects: Employee motivation , Work ethic Incentive awards Employees|xRating of Motor vehicle industry -- Psychological aspects
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/23059 , vital:30402
- Description: Manufacturing in South Africa is constantly under pressure to produce more for less, and the automotive industry is no exception. Well known initiatives like “just-in-time” (JIT) manufacturing; “flexible manufacturing systems” (FMS); and “lean manufacturing”, are some of the strategies that manufacturing adopted to increase productivity. Due to the comparative extremely high capital investments that need to be spent before a single unit is built, manufacturing can only be competitive by exploring economics of scale; in doing this, manufacturers recoup capital outflow and start showing profit. Should this require that an employee be treated in the same way: used as an input into the production process? Human capital theory has been around for many decades, proclaiming that employees are more than just labourers. Gone are the days when work was an exchange between labour and money. Both parties demand more from each other. Employers want more commitment, efficiency and flexibility; employees, on the other hand, want more autonomy, purpose and appreciation. Employees are a company‟s biggest assets if treated and motivated correctly. Employee motivation is not a new concept – theorists and likeminded people have tried to dissect and understand the topic over millennia. It seems, however, that whenever a theory is formulated people‟s perception changes (almost like trying to hit a moving target). Some theorists claim that a totally new rule set is required to motivate employees in the information age. The bottom line seems to be that in order for companies to gain advantage from human capital, the area-specific motivational environment needs to be understood. Only when this is accomplished, can policies and incentives be aligned, resulting in a more committed, efficient and flexible employee. It is therefore imperative for an employer to understand both what motivates his or her employees, and what these employees recognise as appreciation.
- Full Text:
- Date Issued: 2018
The impact of the ISO 9001:2015 on organisational change in South African organisations
- Authors: Pearson, Dean Warren
- Date: 2018
- Subjects: Organizational change -- South Africa , Organizational effectiveness -- South Africa Organizational behavior -- South Africa Leadership -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/34476 , vital:33384
- Description: In order for organisations to grow and maintain their competitive advantage, change has become the norm. Quality management systems are increasingly being deployed as a means to maintain this advantage, and enhance the quality of product and service offerings. The implementation of the latest publication of ISO9001:2015 requires organisations to have a more holistic overview and understanding of leadership requirements, planning as well as the organisational context they operate in. A positivistic research paradigm, with a quantitative, explorative and deductive approach was used to conduct the study. The study explored the requirements of change in organisations implementing the latest publication of ISO9001:2015 within the Nelson Mandela Metropolitan area. It aimed at exploring the relationship between selected demographic variables, and the variables of the study. Lastly, the relationship between organisational context, planning and leadership (independent variables) and organisational change (dependent variable) were explored. The sample comprised of 81 organisations that were based in the Eastern Cape having their quality management systems based on the ISO9001 structure. A structured questionnaire with a Cronbach‘s alpha of more than 0.8 was used to collect data and distributed to lower, middle and upper level managers within these selected organisations. The empirical results indicated that the variables under study were prevalent in the organisations currently ISO9001 certified and in the process of implementing the latest version of the standard. However, the sizes of the studied organisations were found to present the most noteworthy differences, highlighting the current and future requirements for successful organisational change. Recommendations related to the findings were made for managers, as well as for research, and industry. Ethical principles were maintained throughout the study.
- Full Text:
- Date Issued: 2018
- Authors: Pearson, Dean Warren
- Date: 2018
- Subjects: Organizational change -- South Africa , Organizational effectiveness -- South Africa Organizational behavior -- South Africa Leadership -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/34476 , vital:33384
- Description: In order for organisations to grow and maintain their competitive advantage, change has become the norm. Quality management systems are increasingly being deployed as a means to maintain this advantage, and enhance the quality of product and service offerings. The implementation of the latest publication of ISO9001:2015 requires organisations to have a more holistic overview and understanding of leadership requirements, planning as well as the organisational context they operate in. A positivistic research paradigm, with a quantitative, explorative and deductive approach was used to conduct the study. The study explored the requirements of change in organisations implementing the latest publication of ISO9001:2015 within the Nelson Mandela Metropolitan area. It aimed at exploring the relationship between selected demographic variables, and the variables of the study. Lastly, the relationship between organisational context, planning and leadership (independent variables) and organisational change (dependent variable) were explored. The sample comprised of 81 organisations that were based in the Eastern Cape having their quality management systems based on the ISO9001 structure. A structured questionnaire with a Cronbach‘s alpha of more than 0.8 was used to collect data and distributed to lower, middle and upper level managers within these selected organisations. The empirical results indicated that the variables under study were prevalent in the organisations currently ISO9001 certified and in the process of implementing the latest version of the standard. However, the sizes of the studied organisations were found to present the most noteworthy differences, highlighting the current and future requirements for successful organisational change. Recommendations related to the findings were made for managers, as well as for research, and industry. Ethical principles were maintained throughout the study.
- Full Text:
- Date Issued: 2018
The relationship between authentic leadership and employee performance
- Authors: Petzer, Liane
- Date: 2018
- Subjects: Authentic leadership , Positive psychology , Employee motivation -- South Africa , Employees -- Attitudes , Job satisfaction -- South Africa , Employees -- Rating of -- South Africa , Financial services industry -- South Africa
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/59467 , vital:27613
- Description: The impact of a leader on his or her followers has been a topic of much research and therefore organizations, including the financial services sector in South Africa, are placing more and more emphasis on what this leadership construct looks like. Research suggests that Authentic Leadership might be a new kind of leadership approach that the world is looking for. This study aims to establish the possible relationship between an authentic leader and the impact the leader’s behaviour has on the performance of his or her employee. The study further attempts to establish if satisfaction can play a mediating role in the relationship between authentic leadership and the performance of an employee. The research used two established research instruments, namely the Authentic Leadership Questionnaire (ALQ), as well as a section of Freese and Schalk’s (2008) psychological contract questionnaire relating to satisfaction specifically. Respondents were also requested to indicate their most recent performance rating. The study was conducted within the financial sector based in the Eastern and Southern Cape with a total population of 1077 employees across all business units, job grades, race, age, education and gender. The study established a significant positive relationship between authentic leadership and employee performance. A further significant positive relationship was established between authentic leadership and satisfaction. However, no relationship could be established between satisfaction and performance, thereby indicating that satisfaction was not a mediator of the relationship between authentic leadership and employee performance. In conclusion, recommendations for management practice and for further research are made.
- Full Text:
- Date Issued: 2018
- Authors: Petzer, Liane
- Date: 2018
- Subjects: Authentic leadership , Positive psychology , Employee motivation -- South Africa , Employees -- Attitudes , Job satisfaction -- South Africa , Employees -- Rating of -- South Africa , Financial services industry -- South Africa
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/59467 , vital:27613
- Description: The impact of a leader on his or her followers has been a topic of much research and therefore organizations, including the financial services sector in South Africa, are placing more and more emphasis on what this leadership construct looks like. Research suggests that Authentic Leadership might be a new kind of leadership approach that the world is looking for. This study aims to establish the possible relationship between an authentic leader and the impact the leader’s behaviour has on the performance of his or her employee. The study further attempts to establish if satisfaction can play a mediating role in the relationship between authentic leadership and the performance of an employee. The research used two established research instruments, namely the Authentic Leadership Questionnaire (ALQ), as well as a section of Freese and Schalk’s (2008) psychological contract questionnaire relating to satisfaction specifically. Respondents were also requested to indicate their most recent performance rating. The study was conducted within the financial sector based in the Eastern and Southern Cape with a total population of 1077 employees across all business units, job grades, race, age, education and gender. The study established a significant positive relationship between authentic leadership and employee performance. A further significant positive relationship was established between authentic leadership and satisfaction. However, no relationship could be established between satisfaction and performance, thereby indicating that satisfaction was not a mediator of the relationship between authentic leadership and employee performance. In conclusion, recommendations for management practice and for further research are made.
- Full Text:
- Date Issued: 2018
The sustainability of emerging black construction companies: potential threats
- Authors: Pietersen, Nolitha
- Date: 2018
- Subjects: South Africa -- Construction Industry Development Board , Construction contracts -- South Africa Sustainable development -- South Africa Business enterprises, Black -- South Africa Blacks -- South Africa -- Economic conditions
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/22979 , vital:30260
- Description: Construction plays an important role in South Africa’s socio-economic development. The Construction Industry Development Board (CIDB) was therefore developed in terms of the CIDB Act 38 0f 2000 and its reason for establishment is to lead the construction industry stakeholders in construction development. Some of the responsibilities of the CIDB is to ensure that there is skills development and transformation in the industry. On the delivery of infrastructure assets for the benefit of the ordinary citizens of South Africa, there are frequent challenges that contractors tend to experience. Such challenges include a wide range of compliance protocols such as tax compliance issues. The limited knowledge of taxation often result in understatement of income culminating in taxation audits and ultimately significant penalties and unexpected taxation liabilities. Other critical areas include successful project management of projects including proper costing and scheduling of project activities. The extent of this problem is evident in the number of terminations of contracts of such service providers, where some of them have even been blacklisted on the National Treasury Database of restricted service providers prohibiting them from doing any business with government for a stipulated period. The primary objective of the study was to investigate the factors that contribute to threatening the sustainability of black owned emerging construction companies. In order to gain an understanding of the problems that contractors face that pose a threat to their sustainability, questionnaires will be distributed to contractors and reviews by interview will be conducted. A qualitative study was therefore conducted. The relationships between the skills set of the contractors, the type of work they have for example, government and/or private sector work, methods of funding projects, periods of receiving payments, SARS compliance requirements and how these factors interrelate with each other was investigated. The causal effect/relationship of each of these on the sustainability of the contractors was determined. This study involves a case study approach and a qualitative research design. A multiple-case study method was selected to broaden the understanding of the phenomenon under of the study. The two black-owned construction companies used as the subjects for this study were selected on the basis that they would enable this research to determine what factors play a role and what threats are to their sustainability, in spite of the government support programs. The interpretivism approach was used as a means of describing what factors posed threats to the sustainability of emerging black construction companies. The aim of this study was not to test any hypothesis but to rather explore and gain an in-depth understanding of the construction industry, the role of the government and to understand what factors affect the emerging black construction companies to a point of point threats to their sustainability. The results of this study indicate that a wide range of challenges tend to hamper development and progress of emerging construction companies. Some of these challenges include poor employee retention strategies where very little emphasis is placed on the value of people. Workplace training through formal learnership or artisan programs are non-existent and a formalised role is required in this regard. Performance management is hardly measured or monitored in the business which has a direct impact on prospective growth. Cash flow is a critical challenge in the business and the study finds that financial management administrative skills are lacking. Financial management administration is linked to cash flow management and cash flow projections. The study also contributes to emerging theories such as business planning in relation to sustainable growth and innovation of SMEs.
- Full Text:
- Date Issued: 2018
- Authors: Pietersen, Nolitha
- Date: 2018
- Subjects: South Africa -- Construction Industry Development Board , Construction contracts -- South Africa Sustainable development -- South Africa Business enterprises, Black -- South Africa Blacks -- South Africa -- Economic conditions
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/22979 , vital:30260
- Description: Construction plays an important role in South Africa’s socio-economic development. The Construction Industry Development Board (CIDB) was therefore developed in terms of the CIDB Act 38 0f 2000 and its reason for establishment is to lead the construction industry stakeholders in construction development. Some of the responsibilities of the CIDB is to ensure that there is skills development and transformation in the industry. On the delivery of infrastructure assets for the benefit of the ordinary citizens of South Africa, there are frequent challenges that contractors tend to experience. Such challenges include a wide range of compliance protocols such as tax compliance issues. The limited knowledge of taxation often result in understatement of income culminating in taxation audits and ultimately significant penalties and unexpected taxation liabilities. Other critical areas include successful project management of projects including proper costing and scheduling of project activities. The extent of this problem is evident in the number of terminations of contracts of such service providers, where some of them have even been blacklisted on the National Treasury Database of restricted service providers prohibiting them from doing any business with government for a stipulated period. The primary objective of the study was to investigate the factors that contribute to threatening the sustainability of black owned emerging construction companies. In order to gain an understanding of the problems that contractors face that pose a threat to their sustainability, questionnaires will be distributed to contractors and reviews by interview will be conducted. A qualitative study was therefore conducted. The relationships between the skills set of the contractors, the type of work they have for example, government and/or private sector work, methods of funding projects, periods of receiving payments, SARS compliance requirements and how these factors interrelate with each other was investigated. The causal effect/relationship of each of these on the sustainability of the contractors was determined. This study involves a case study approach and a qualitative research design. A multiple-case study method was selected to broaden the understanding of the phenomenon under of the study. The two black-owned construction companies used as the subjects for this study were selected on the basis that they would enable this research to determine what factors play a role and what threats are to their sustainability, in spite of the government support programs. The interpretivism approach was used as a means of describing what factors posed threats to the sustainability of emerging black construction companies. The aim of this study was not to test any hypothesis but to rather explore and gain an in-depth understanding of the construction industry, the role of the government and to understand what factors affect the emerging black construction companies to a point of point threats to their sustainability. The results of this study indicate that a wide range of challenges tend to hamper development and progress of emerging construction companies. Some of these challenges include poor employee retention strategies where very little emphasis is placed on the value of people. Workplace training through formal learnership or artisan programs are non-existent and a formalised role is required in this regard. Performance management is hardly measured or monitored in the business which has a direct impact on prospective growth. Cash flow is a critical challenge in the business and the study finds that financial management administrative skills are lacking. Financial management administration is linked to cash flow management and cash flow projections. The study also contributes to emerging theories such as business planning in relation to sustainable growth and innovation of SMEs.
- Full Text:
- Date Issued: 2018
Happiness in the South African engineering industry
- Authors: Poorun, Andrew
- Date: 2018
- Subjects: Job satisfaction -- South Africa , Engineering -- Employment -- South Africa Corporate culture -- South Africa Happiness -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/23120 , vital:30430
- Description: Happiness, or what is commonly referred to as subjective well-being, is under investigation worldwide across many different sectors as it influences individuals, the organisation and society. Although researchers and lay people often define happiness as life satisfaction or a sense of wellbeing, literature also defines happiness as positive subjective experiences. Research confirms that an increase in individual happiness is advantageous to the individual and it enables societies to function better, thereby supporting the notion to incorporate aspects of happiness when formulating economic policy. Many countries around the world have identified happiness as a key factor influencing economic growth and citizen wellness. Countries are taking steps to measure their success as a society – from not only how much the economy grows – but also from how much their lives are improved, not only from standard of living, but also from quality of life. Engineering is a profession in which scientific knowledge and mathematical ability are practised applying sound judgement to develop ways to benefit humankind. South Africa has a major shortage of qualified engineers. The Engineering Council of South Africa reported that South Africa only has one engineer per 3 166 of the population, whereas other countries like Brazil has 227, Australia has 455 and Chile has 681. The best investment any country can therefore make for its future prospects is in education in the engineering field. It is imperative that people are attracted to engineering careers and that they are retained in this profession. Improving the happiness levels of engineers will assist in the attraction and retention of members in the engineering industry. The purpose of engineering and even other technological sciences is very important for both past and future economic performance. Without the appropriate people in these careers, the economic success, securities and scientific leadership will decrease. Traditional market-based measures alone do not provide an adequate portrayal of quality of life. The focus of economic measurement should change from production toward people’s well-being or happiness. Most happiness research focuses on countries, which enables comparisons. This study focuses on happiness levels of South African engineers. Previous work has explored other professions, such as physiotherapists, veterinarians and employees in the financial sector. The primary data were collected from the sample of 686 engineers by means of an on-line questionnaire. The questionnaire was designed from literature and using extracts from similar happiness studies questionnaires. A pilot study was conducted amongst engineers working in Port Elizabeth, South Africa. An email containing a Universal Resource Link (URL) to the questionnaire was sent to the listed email addresses of the Engineering Council of South Africa. A representative sample of 395 respondents participated in the study who fully completed all sections of the questionnaire. A proposed conceptual model was compiled and tested using exploratory factor analysis, confirmatory factor analysis and structural equation modelling. The results of the study indicate that the factors Workplace influence, workplace relationships, Work-life balance and Purpose load onto the factor, Work Satisfaction. The factors Work satisfaction, Optimism, Leisure, S.A. Pride, Classism and Trust determine the happiness of engineers in South Africa. The results of this study further indicate that engineers in South Africa are generally happy and that they rate workplace relationships highly. Engineers generally have little faith in the government, the South African court system and the South African education system. This study is the first of its kind conducted in South Africa and makes a valuable contribution in understanding the happiness of engineers.
- Full Text:
- Date Issued: 2018
- Authors: Poorun, Andrew
- Date: 2018
- Subjects: Job satisfaction -- South Africa , Engineering -- Employment -- South Africa Corporate culture -- South Africa Happiness -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/23120 , vital:30430
- Description: Happiness, or what is commonly referred to as subjective well-being, is under investigation worldwide across many different sectors as it influences individuals, the organisation and society. Although researchers and lay people often define happiness as life satisfaction or a sense of wellbeing, literature also defines happiness as positive subjective experiences. Research confirms that an increase in individual happiness is advantageous to the individual and it enables societies to function better, thereby supporting the notion to incorporate aspects of happiness when formulating economic policy. Many countries around the world have identified happiness as a key factor influencing economic growth and citizen wellness. Countries are taking steps to measure their success as a society – from not only how much the economy grows – but also from how much their lives are improved, not only from standard of living, but also from quality of life. Engineering is a profession in which scientific knowledge and mathematical ability are practised applying sound judgement to develop ways to benefit humankind. South Africa has a major shortage of qualified engineers. The Engineering Council of South Africa reported that South Africa only has one engineer per 3 166 of the population, whereas other countries like Brazil has 227, Australia has 455 and Chile has 681. The best investment any country can therefore make for its future prospects is in education in the engineering field. It is imperative that people are attracted to engineering careers and that they are retained in this profession. Improving the happiness levels of engineers will assist in the attraction and retention of members in the engineering industry. The purpose of engineering and even other technological sciences is very important for both past and future economic performance. Without the appropriate people in these careers, the economic success, securities and scientific leadership will decrease. Traditional market-based measures alone do not provide an adequate portrayal of quality of life. The focus of economic measurement should change from production toward people’s well-being or happiness. Most happiness research focuses on countries, which enables comparisons. This study focuses on happiness levels of South African engineers. Previous work has explored other professions, such as physiotherapists, veterinarians and employees in the financial sector. The primary data were collected from the sample of 686 engineers by means of an on-line questionnaire. The questionnaire was designed from literature and using extracts from similar happiness studies questionnaires. A pilot study was conducted amongst engineers working in Port Elizabeth, South Africa. An email containing a Universal Resource Link (URL) to the questionnaire was sent to the listed email addresses of the Engineering Council of South Africa. A representative sample of 395 respondents participated in the study who fully completed all sections of the questionnaire. A proposed conceptual model was compiled and tested using exploratory factor analysis, confirmatory factor analysis and structural equation modelling. The results of the study indicate that the factors Workplace influence, workplace relationships, Work-life balance and Purpose load onto the factor, Work Satisfaction. The factors Work satisfaction, Optimism, Leisure, S.A. Pride, Classism and Trust determine the happiness of engineers in South Africa. The results of this study further indicate that engineers in South Africa are generally happy and that they rate workplace relationships highly. Engineers generally have little faith in the government, the South African court system and the South African education system. This study is the first of its kind conducted in South Africa and makes a valuable contribution in understanding the happiness of engineers.
- Full Text:
- Date Issued: 2018
Espoused and actual employee value proposition (EVP) at the SPAR Group - Eastern Cape (SPAR EC)
- Authors: Prins, Alveno
- Date: 2018
- Subjects: Employee retention -- South Africa -- Eastern Cape , Employee motivation -- South Africa -- Eastern Cape Personnel management -- South Africa -- Eastern Cape Supermarkets -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/23001 , vital:30291
- Description: Globally there is a shortage of talent with organisations facing the challenge of attracting, engaging and retaining top talent. It has therefore become a priority for any organisation to ensure, that the offer made to attract talent, extends beyond a salary. The Employee Value Proposition (EVP) is a strategic tool that could be used to ensure that the offer made to employees is indeed an offer of value, considering both extrinsic and intrinsic attributes; therefore, ensuring the attraction, engagement and retention of talent. All organisations have an EVP, whether documented or not; however, the effectiveness thereof should be questioned. This was the aim of this study, namely, to assess whether a gap exists between the espoused and actual employee value proposition at the SPAR Group – Eastern Cape (SPAR EC). The study used an existing questionnaire to collect data from a sample of 150 respondents. The questionnaire was adapted to align to the company and industry studied and aimed to answer the following questions: To what extent did employees expect to find, both intrinsic and extrinsic EVP characteristics in the company? How important were these intrinsic and extrinsic EVP characteristics to attract employees to the organisation? In addition, to what extent did employees experience the expected intrinsic and extrinsic EVP characteristics in the organisation? These questions formed the essence of the study, using expectation, importance and experience as categories to distinguish the perceptions of respondents. The data was analysed using descriptive and inferential statistics. The results indicated that a gap does indeed exist between the espoused and actual EVP at SPAR EC. EVP attributes associated with people and their advancement, such as personal and career development opportunities, recognition provided to employees for exceptional performance, work-life balance and the level of involvement and empowerment of employees, were experienced to a lower extent in the organisation, when compared to the respondents’ level of expectation and how important they deem these attributes. It was therefore recommended that SPAR EC focus on these attributes, as employees determine for themselves the extent to which they experience “value” in organisations. Employees who view their organisations' EVP to be of less value are likely to withdraw, by either not contributing or by resigning from the organisation altogether (Heger, 2007).
- Full Text:
- Date Issued: 2018
- Authors: Prins, Alveno
- Date: 2018
- Subjects: Employee retention -- South Africa -- Eastern Cape , Employee motivation -- South Africa -- Eastern Cape Personnel management -- South Africa -- Eastern Cape Supermarkets -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/23001 , vital:30291
- Description: Globally there is a shortage of talent with organisations facing the challenge of attracting, engaging and retaining top talent. It has therefore become a priority for any organisation to ensure, that the offer made to attract talent, extends beyond a salary. The Employee Value Proposition (EVP) is a strategic tool that could be used to ensure that the offer made to employees is indeed an offer of value, considering both extrinsic and intrinsic attributes; therefore, ensuring the attraction, engagement and retention of talent. All organisations have an EVP, whether documented or not; however, the effectiveness thereof should be questioned. This was the aim of this study, namely, to assess whether a gap exists between the espoused and actual employee value proposition at the SPAR Group – Eastern Cape (SPAR EC). The study used an existing questionnaire to collect data from a sample of 150 respondents. The questionnaire was adapted to align to the company and industry studied and aimed to answer the following questions: To what extent did employees expect to find, both intrinsic and extrinsic EVP characteristics in the company? How important were these intrinsic and extrinsic EVP characteristics to attract employees to the organisation? In addition, to what extent did employees experience the expected intrinsic and extrinsic EVP characteristics in the organisation? These questions formed the essence of the study, using expectation, importance and experience as categories to distinguish the perceptions of respondents. The data was analysed using descriptive and inferential statistics. The results indicated that a gap does indeed exist between the espoused and actual EVP at SPAR EC. EVP attributes associated with people and their advancement, such as personal and career development opportunities, recognition provided to employees for exceptional performance, work-life balance and the level of involvement and empowerment of employees, were experienced to a lower extent in the organisation, when compared to the respondents’ level of expectation and how important they deem these attributes. It was therefore recommended that SPAR EC focus on these attributes, as employees determine for themselves the extent to which they experience “value” in organisations. Employees who view their organisations' EVP to be of less value are likely to withdraw, by either not contributing or by resigning from the organisation altogether (Heger, 2007).
- Full Text:
- Date Issued: 2018
The readiness of the South African private and public sector for the fourth industrial revolution
- Authors: Putzier, Mark Ludwig
- Date: 2018
- Subjects: Technology and civilization , Sustainable development Artificial intelligence Industrial revolution
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/17422 , vital:28332
- Description: The exponential growth of technology over the past few years led to it being given prime slot at the World Economic Forum held in Davos in January 2016, with Forum founder and executive chairman Klaus Schwab coining this potentially disruptive phenomenon as the ‘Fourth Industrial Revolution’. Since then, the term Fourth Industrial Revolution (FIR) has gained ever increasing relevance and importance. Schwab (2016) emphasised that the world is on the edge of “a technological revolution that will fundamentally alter the way we live, work and relate to one another”; and that in the pure “scale, scope and complexity, the transformation will be unlike anything humankind has experienced before”. What is certain is that the FIR is predicted by many to impact significantly on jobs in the world as robotics; automation and artificial intelligence become more prolific. This shift will have a direct bearing on South Africa as well. With the challenges facing the country, such as infrastructure constraints, frequent industrial actions, rising costs and shortages of skills, the loss of further jobs should be of concern for government and the private sector alike. The outcomes of the in-depth analysis of future studies practice and theory in this research study give credence to the argument that the manner in which planning for the future of the FIR in the South African context is taking place requires profound adjustments. The development of fresh insight through the application of futures studies is essential to this planning process, as is progressively evidenced in the tendency for present day business to make collaborative decisions and strategies that are founded on and informed by futures studies. This research has tried to gain insight into the possible future of the FIR in South Africa through the creation of four scenarios towards 2035. These are outlined as follows: The Fifth Element, which is the ‘best case’ scenario, to which the country aspires; Terminator, the ‘worst case’ scenario, in which everything goes bad; The Matrix, the outlier future based on a surprising, disruptive, emerging issue; and The Day the Earth Stood Still, in which no change takes place, making it ‘business as usual’. The research furthermore endeavoured to discover the preferred future for the FIR in a South African context, as a basis for the Future Vision of the FIR in South Africa towards 2035. All through this study, Inayatullah’s (2008) pillars of futures studies were applied as a guide in mapping the present and future, further deepening and broadening the future through the development of scenarios, and, finally, transforming the future by narrowing it down to the preferred. It is up to the South African public and private sectors to determine which path is to be followed in the decisions surrounding the embrace and acceptance of the FIR as the country moves towards progress and sustainable development. Through a novel and innovative methodology, the creation of an atmosphere of trust, and the sharing of purpose, values and benefits, a national Future Vision of the FIR in South Africa towards 2035 is attainable. All stakeholders have to commit to working in co-operative partnerships, with government, society, local communities and labour striding boldly together into a world of technological, commercial, environmental and social innovation.
- Full Text:
- Date Issued: 2018
- Authors: Putzier, Mark Ludwig
- Date: 2018
- Subjects: Technology and civilization , Sustainable development Artificial intelligence Industrial revolution
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/17422 , vital:28332
- Description: The exponential growth of technology over the past few years led to it being given prime slot at the World Economic Forum held in Davos in January 2016, with Forum founder and executive chairman Klaus Schwab coining this potentially disruptive phenomenon as the ‘Fourth Industrial Revolution’. Since then, the term Fourth Industrial Revolution (FIR) has gained ever increasing relevance and importance. Schwab (2016) emphasised that the world is on the edge of “a technological revolution that will fundamentally alter the way we live, work and relate to one another”; and that in the pure “scale, scope and complexity, the transformation will be unlike anything humankind has experienced before”. What is certain is that the FIR is predicted by many to impact significantly on jobs in the world as robotics; automation and artificial intelligence become more prolific. This shift will have a direct bearing on South Africa as well. With the challenges facing the country, such as infrastructure constraints, frequent industrial actions, rising costs and shortages of skills, the loss of further jobs should be of concern for government and the private sector alike. The outcomes of the in-depth analysis of future studies practice and theory in this research study give credence to the argument that the manner in which planning for the future of the FIR in the South African context is taking place requires profound adjustments. The development of fresh insight through the application of futures studies is essential to this planning process, as is progressively evidenced in the tendency for present day business to make collaborative decisions and strategies that are founded on and informed by futures studies. This research has tried to gain insight into the possible future of the FIR in South Africa through the creation of four scenarios towards 2035. These are outlined as follows: The Fifth Element, which is the ‘best case’ scenario, to which the country aspires; Terminator, the ‘worst case’ scenario, in which everything goes bad; The Matrix, the outlier future based on a surprising, disruptive, emerging issue; and The Day the Earth Stood Still, in which no change takes place, making it ‘business as usual’. The research furthermore endeavoured to discover the preferred future for the FIR in a South African context, as a basis for the Future Vision of the FIR in South Africa towards 2035. All through this study, Inayatullah’s (2008) pillars of futures studies were applied as a guide in mapping the present and future, further deepening and broadening the future through the development of scenarios, and, finally, transforming the future by narrowing it down to the preferred. It is up to the South African public and private sectors to determine which path is to be followed in the decisions surrounding the embrace and acceptance of the FIR as the country moves towards progress and sustainable development. Through a novel and innovative methodology, the creation of an atmosphere of trust, and the sharing of purpose, values and benefits, a national Future Vision of the FIR in South Africa towards 2035 is attainable. All stakeholders have to commit to working in co-operative partnerships, with government, society, local communities and labour striding boldly together into a world of technological, commercial, environmental and social innovation.
- Full Text:
- Date Issued: 2018
An assessment of female and management perceptions of factors moderating leadership mobility at Logistic (PTY) LTD
- Authors: Rippon, Marion Magdelyn
- Date: 2018
- Subjects: Transformational leadership Leadership in women
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/17897 , vital:28480
- Description: Senior management positions at a South African-based logistics company Logistic (Pty) Ltd (pseudonym) are predominantly occupied by males which led to the primary question: why are females not better represented at senior levels within the organisation and why do promotion into these senior managerial positions appears difficult? The objective of this study was to determine factors impacting female advancement and to develop strategies based on identified influencing factors. Based on an interpretivist paradigm, the study used a phenomenological approach which was based on an appreciative enquiry research to understand experiences perceived and interpreted by individuals within the organisation. Various findings emerged in terms of the research questions of how management perceive and support female advancement, the perception of barriers experienced by females and the perception of the potential of the organisation promoting females in terms of providing an enabling environment. Findings which were not conducive to female advancement were identified as non-supporting organisational culture due to the inherent history of the organisation, tokenism by trying to rectify the phenomenon, transparent barriers experienced by females trying to ascend the corporate ladder and the lack of a pool of suitable candidates in the junior levels of the organisation which could be caused by the industry in which the organisation does business. Conclusions surrounding organisational intentions and actions were reached, which included recommendations for progressing towards the goals as agreed by the Commission for Employment Equity (CEE) and its strategic and sectoral stakeholders.
- Full Text:
- Date Issued: 2018
- Authors: Rippon, Marion Magdelyn
- Date: 2018
- Subjects: Transformational leadership Leadership in women
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/17897 , vital:28480
- Description: Senior management positions at a South African-based logistics company Logistic (Pty) Ltd (pseudonym) are predominantly occupied by males which led to the primary question: why are females not better represented at senior levels within the organisation and why do promotion into these senior managerial positions appears difficult? The objective of this study was to determine factors impacting female advancement and to develop strategies based on identified influencing factors. Based on an interpretivist paradigm, the study used a phenomenological approach which was based on an appreciative enquiry research to understand experiences perceived and interpreted by individuals within the organisation. Various findings emerged in terms of the research questions of how management perceive and support female advancement, the perception of barriers experienced by females and the perception of the potential of the organisation promoting females in terms of providing an enabling environment. Findings which were not conducive to female advancement were identified as non-supporting organisational culture due to the inherent history of the organisation, tokenism by trying to rectify the phenomenon, transparent barriers experienced by females trying to ascend the corporate ladder and the lack of a pool of suitable candidates in the junior levels of the organisation which could be caused by the industry in which the organisation does business. Conclusions surrounding organisational intentions and actions were reached, which included recommendations for progressing towards the goals as agreed by the Commission for Employment Equity (CEE) and its strategic and sectoral stakeholders.
- Full Text:
- Date Issued: 2018