An investigation of green marketing opportunities at BOS Ice Tea
- Authors: Ciesielski, Adrian Adam
- Date: 2016
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:864 , http://hdl.handle.net/10962/d1021246
- Description: The research addresses the marketing activities of BOS Ice Tea, a South African company, and whether they are reflective and grounded within their marketing activities. By analysing public data and interviewing the founding partners, Richard Bowsher and Grant Rushmere, the findings where compared against the marketing paradigms of Ottoman (1999) and the green marketing practices of Gittell et al. (2012). It was determined that the company engages in green activities, but does not communicate them clearly. Further, where the company did promote organic rooibos and sustainability, their actions were not reflective of these behaviours from an academic point of view. Thus, there was the potential for green washing. The research concludes with suggestions for a 4P’s green marketing framework, and comments on areas that need clarity.
- Full Text:
- Date Issued: 2016
- Authors: Ciesielski, Adrian Adam
- Date: 2016
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:864 , http://hdl.handle.net/10962/d1021246
- Description: The research addresses the marketing activities of BOS Ice Tea, a South African company, and whether they are reflective and grounded within their marketing activities. By analysing public data and interviewing the founding partners, Richard Bowsher and Grant Rushmere, the findings where compared against the marketing paradigms of Ottoman (1999) and the green marketing practices of Gittell et al. (2012). It was determined that the company engages in green activities, but does not communicate them clearly. Further, where the company did promote organic rooibos and sustainability, their actions were not reflective of these behaviours from an academic point of view. Thus, there was the potential for green washing. The research concludes with suggestions for a 4P’s green marketing framework, and comments on areas that need clarity.
- Full Text:
- Date Issued: 2016
The relationship between culture, commitment and performance in a South African electricity utility
- Authors: Pittorino, Leonardo Andres
- Date: 2009
- Subjects: Eskom (Firm) -- Employees South Africa. Electricity Supply Commission Corporate culture -- South Africa -- Research Management -- South Africa -- Research Organization -- South Africa -- Research Employees -- South Africa -- Research
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:757 , http://hdl.handle.net/10962/d1003878
- Description: The Electricity Distribution Industry (EDI) in South Africa is in the process of restructuring into six Regional Electricity Distributors (REDs). This would entail the merging of the national electricity utility, Eskom Distribution with municipalities to consolidate skills and to improve on efficiencies. This integration would involve the assimilation of not only physical assets but also various organisational cultures into a separate organisation responsible for supplying electricity services within its designated geographical area. A separate challenge facing Eskom is an intensive capital expansion program to increase generation capacity which will require a committed workforce to execute. Organisational culture has been regarded as leading to greater productivity and generating commitment to the values and philosophies of the organisation. The purpose of the research was to determine whether there was a significant relationship between the organisational culture, organisational commitment and employee performance in Eskom Southern Region. In order to achieve this purpose a survey was undertaken (N=83) which measured perceptions regarding the existing organisational culture, preferred organisational culture as well as organisational commitment. Performance rating scores were linked to each respondent and were obtained from the performance management process of Eskom Southern Region. The main findings of this research can be summarised as follows: • The dominant existing organisational culture in Eskom Southern Region is the power culture, while the dominant preferred organisational culture is the achievement culture. • There is a significant organisational culture gap between the existing and the preferred organisational culture in Eskom Southern Region. • The dominant organisational commitment within Eskom Southern Region is affective commitment together with normative commitment. • The findings related to the employee performance include: o A slight but significant negative relationship was measured between the existing achievement culture and employee performance. o No significant relationships were measured between the preferred cultures and employee performance. o No significant relationships were measured between the organisational commitment scales and employee performance. • The findings pertaining to the relationship between organisational culture and organisational commitment can be stated as follows: o A significant positive linear relationship between the existing achievement culture and affective commitment was measured. A strong, significant negative linear relationship between the existing power culture and the affective commitment was also measured. o No significant relationships were measured between the preferred organisational cultures and organisational commitment. o The organisational culture gap has a significant effect on the organisational commitment of employees. • The findings pertaining to the relationship between the biographical variables and the organisational culture, organisational commitment and employee performance can be stated as follows: o There exists a strong significant relationship between the years of service and the existing organisational culture scales. o No significant relationships exist between the preferred organisational culture scales and any of the biographical variables. There was a common agreement across all respondents on the preferred organisational culture. o A significant relationship was found between organisational commitment and the number of people supervised. o A slight but significant positive linear relationship between the age of respondents and employee performance ratings was measured. It can therefore be concluded that the type of organisational culture has a significant impact on the level of affective commitment of the employees within Eskom Southern Region. No significant positive relationship was found between organisational commitment and organisational performance in Eskom Southern Region.
- Full Text:
- Date Issued: 2009
- Authors: Pittorino, Leonardo Andres
- Date: 2009
- Subjects: Eskom (Firm) -- Employees South Africa. Electricity Supply Commission Corporate culture -- South Africa -- Research Management -- South Africa -- Research Organization -- South Africa -- Research Employees -- South Africa -- Research
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:757 , http://hdl.handle.net/10962/d1003878
- Description: The Electricity Distribution Industry (EDI) in South Africa is in the process of restructuring into six Regional Electricity Distributors (REDs). This would entail the merging of the national electricity utility, Eskom Distribution with municipalities to consolidate skills and to improve on efficiencies. This integration would involve the assimilation of not only physical assets but also various organisational cultures into a separate organisation responsible for supplying electricity services within its designated geographical area. A separate challenge facing Eskom is an intensive capital expansion program to increase generation capacity which will require a committed workforce to execute. Organisational culture has been regarded as leading to greater productivity and generating commitment to the values and philosophies of the organisation. The purpose of the research was to determine whether there was a significant relationship between the organisational culture, organisational commitment and employee performance in Eskom Southern Region. In order to achieve this purpose a survey was undertaken (N=83) which measured perceptions regarding the existing organisational culture, preferred organisational culture as well as organisational commitment. Performance rating scores were linked to each respondent and were obtained from the performance management process of Eskom Southern Region. The main findings of this research can be summarised as follows: • The dominant existing organisational culture in Eskom Southern Region is the power culture, while the dominant preferred organisational culture is the achievement culture. • There is a significant organisational culture gap between the existing and the preferred organisational culture in Eskom Southern Region. • The dominant organisational commitment within Eskom Southern Region is affective commitment together with normative commitment. • The findings related to the employee performance include: o A slight but significant negative relationship was measured between the existing achievement culture and employee performance. o No significant relationships were measured between the preferred cultures and employee performance. o No significant relationships were measured between the organisational commitment scales and employee performance. • The findings pertaining to the relationship between organisational culture and organisational commitment can be stated as follows: o A significant positive linear relationship between the existing achievement culture and affective commitment was measured. A strong, significant negative linear relationship between the existing power culture and the affective commitment was also measured. o No significant relationships were measured between the preferred organisational cultures and organisational commitment. o The organisational culture gap has a significant effect on the organisational commitment of employees. • The findings pertaining to the relationship between the biographical variables and the organisational culture, organisational commitment and employee performance can be stated as follows: o There exists a strong significant relationship between the years of service and the existing organisational culture scales. o No significant relationships exist between the preferred organisational culture scales and any of the biographical variables. There was a common agreement across all respondents on the preferred organisational culture. o A significant relationship was found between organisational commitment and the number of people supervised. o A slight but significant positive linear relationship between the age of respondents and employee performance ratings was measured. It can therefore be concluded that the type of organisational culture has a significant impact on the level of affective commitment of the employees within Eskom Southern Region. No significant positive relationship was found between organisational commitment and organisational performance in Eskom Southern Region.
- Full Text:
- Date Issued: 2009
Exploratory study : how do Somali shop owners (SSO) succeed in running businesses in Soweto : a South African perspective
- Authors: Mokitlane, Ofentse Clifford
- Date: 2014
- Subjects: Business enterprises, Foreign -- South Africa , Small business -- Management , Small business -- South Africa , Foreign workers -- South Africa , Employment in foreign countries , Entrepreneurship -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:842 , http://hdl.handle.net/10962/d1015653
- Description: This is a qualitative study which seeks to understand how Somali shop owners run successful businesses in the township of Soweto in South Africa. This research report has three sections, namely (1) the academic paper which comprises a shortened literature review, the research method, findings, and the discussion; (2) an extended literature review and (3) the research methodology. It is important to mention that these three sections are related and not necessarily stand-alone sections. Despite the hostilities faced by the Somali shop owners from the host communities in South Africa, it is notable that they are successful, small-sized entrepreneurs in most townships of South Africa (SA). Previous research on Somalis has predominantly focused on their assimilation into the societies in their host countries, and on how they are led into self-employment because of the unfavourable labour markets in the host country. In this vein, there is a need to understand how they run successful businesses in the townships of SA. This study seeks to answer the following research question: How Do Somali Shop Owners Succeed in Running Businesses in Soweto, South Africa (SA)? In pursuit of answers to the above research question, this study was confined to three locations in Soweto, namely Orlando West, Chiawelo and Rockville which have a relatively high number of Somali entrepreneurs who have been in operation for longer than three years. This qualitative study explored the multiple perspectives of reality of Somali shop owners. Purposively, 14 Somali shop owners were identified initially using purposive sampling. Subsequently, theoretical sampling was used to identify Somali shop owners who were interviewed regarding how they successfully run their businesses in the locations of Orlando West, Chiawelo and Rockville in the township of Soweto. A total of eighteen semi-structured, in-depth and face-to-face interviews were conducted with these shop owners as a means of gathering data to the point of saturating their perspectives. Data collection ceased when new perspectives were no longer evident as interviewees were being repetitive. Open-coding and constant comparison was used to analyse the data. The findings of the study show that ethnicity plays a predominant role in the success of the Somali shop owners. The intra-ethnic networks and trust-based support systems are pivotal to how Somali shop owners run successful businesses in Soweto. The key findings manifested showed that various forms of support came from Somali communities, family and fellow countrymen which were also central to their success. Another key finding showed that Somali shop owners run their businesses by complementing, rather than predominantly competing with the other local businesses, which ultimately differentiates them in this way. The study also revealed that responsiveness to local customer needs by enhancing the value of their business to the locality is also characteristic of how Somali shop owners build customer loyalty. This study contributes to our understanding of how Somali entrepreneurs conduct successful businesses in a hostile host country. The findings have implications for business development training and programmes which support immigrant entrepreneurs. The findings may also be extended to inform how business development programmes would be designed to equally support local entrepreneurs.
- Full Text:
- Date Issued: 2014
- Authors: Mokitlane, Ofentse Clifford
- Date: 2014
- Subjects: Business enterprises, Foreign -- South Africa , Small business -- Management , Small business -- South Africa , Foreign workers -- South Africa , Employment in foreign countries , Entrepreneurship -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:842 , http://hdl.handle.net/10962/d1015653
- Description: This is a qualitative study which seeks to understand how Somali shop owners run successful businesses in the township of Soweto in South Africa. This research report has three sections, namely (1) the academic paper which comprises a shortened literature review, the research method, findings, and the discussion; (2) an extended literature review and (3) the research methodology. It is important to mention that these three sections are related and not necessarily stand-alone sections. Despite the hostilities faced by the Somali shop owners from the host communities in South Africa, it is notable that they are successful, small-sized entrepreneurs in most townships of South Africa (SA). Previous research on Somalis has predominantly focused on their assimilation into the societies in their host countries, and on how they are led into self-employment because of the unfavourable labour markets in the host country. In this vein, there is a need to understand how they run successful businesses in the townships of SA. This study seeks to answer the following research question: How Do Somali Shop Owners Succeed in Running Businesses in Soweto, South Africa (SA)? In pursuit of answers to the above research question, this study was confined to three locations in Soweto, namely Orlando West, Chiawelo and Rockville which have a relatively high number of Somali entrepreneurs who have been in operation for longer than three years. This qualitative study explored the multiple perspectives of reality of Somali shop owners. Purposively, 14 Somali shop owners were identified initially using purposive sampling. Subsequently, theoretical sampling was used to identify Somali shop owners who were interviewed regarding how they successfully run their businesses in the locations of Orlando West, Chiawelo and Rockville in the township of Soweto. A total of eighteen semi-structured, in-depth and face-to-face interviews were conducted with these shop owners as a means of gathering data to the point of saturating their perspectives. Data collection ceased when new perspectives were no longer evident as interviewees were being repetitive. Open-coding and constant comparison was used to analyse the data. The findings of the study show that ethnicity plays a predominant role in the success of the Somali shop owners. The intra-ethnic networks and trust-based support systems are pivotal to how Somali shop owners run successful businesses in Soweto. The key findings manifested showed that various forms of support came from Somali communities, family and fellow countrymen which were also central to their success. Another key finding showed that Somali shop owners run their businesses by complementing, rather than predominantly competing with the other local businesses, which ultimately differentiates them in this way. The study also revealed that responsiveness to local customer needs by enhancing the value of their business to the locality is also characteristic of how Somali shop owners build customer loyalty. This study contributes to our understanding of how Somali entrepreneurs conduct successful businesses in a hostile host country. The findings have implications for business development training and programmes which support immigrant entrepreneurs. The findings may also be extended to inform how business development programmes would be designed to equally support local entrepreneurs.
- Full Text:
- Date Issued: 2014
A case study describing factors perceived to be impacting staff satisfaction amongst health care professionals at the East London Hospital complex
- Authors: Galo, Luntu
- Date: 2012
- Subjects: Medical personnel -- Job satisfaction -- South Africa -- Case studies Medical personnel -- Job stress -- South Africa -- Case studies Medical personnel -- South Africa -- Attitudes -- Case studies Hospitals -- South Africa -- Administration Health services administration -- South Africa Health planning -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:784 , http://hdl.handle.net/10962/d1003905
- Description: This thesis was born from a concern the researcher had with regard to negative reports in the media emanating from 4 babies that died at Cecilia Makiwane Hospital Peadiatric ICU unit due to power supply failure. The most significant of these negative reports was in 2007 when the Daily Dispatch ran a series of articles regarding what they termed avoidable deaths over the last 14 years. The ease with which staff communicated with the media together with the high absenteeism rate and high turnover was a cause for concern. When the researcher analysed the history of the problem, it immerged from the respondents’ responses that the rationalistion process undertaken by the Eastern Cape Department of Health (ECDoH) was a significant root cause to the problem. The literature review focused on three areas viz.: Organisational Culture, Organisational Change, Foundations of Satisfaction. This focus was used to confine the problem to a manageable project but secondly each of the aspects are interwoven. Routledge (2010) notes that culture is the reflection of the values advocated by a founder or leader by way of his/her day to day actions. This is done by the leader creating a perception or viewpoint that assists the employees to achieve the organisation’s mission, vision and goals. In any organisation change is a constant and it needs to be effectively managed. With government institutions like the East London Hospital Complex (ELHC) directives come from the top and are implemented by an unprepared and untrained leadership and management cadre and clear communication of vision and objective of the desired outcomes never happens. The aim of the research was to: describe the existing Organisational Culture present at ELHC (Perform an organisational diagnosis); describe the impact of change (rationalisation) and to analyze why there was such a high staff turnover. It is clear from the results of the survey conducted that significant dissatisfaction prevailed relating to how the institution was managed. Dissatisfaction amongst the health professionals was general but also specific to the following: leadership and management issues, fairness, remuneration and lack of resources. The recommendations therefore focused on developing management and leadership within the proposal of Dubrin’s model (2001).
- Full Text:
- Date Issued: 2012
- Authors: Galo, Luntu
- Date: 2012
- Subjects: Medical personnel -- Job satisfaction -- South Africa -- Case studies Medical personnel -- Job stress -- South Africa -- Case studies Medical personnel -- South Africa -- Attitudes -- Case studies Hospitals -- South Africa -- Administration Health services administration -- South Africa Health planning -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:784 , http://hdl.handle.net/10962/d1003905
- Description: This thesis was born from a concern the researcher had with regard to negative reports in the media emanating from 4 babies that died at Cecilia Makiwane Hospital Peadiatric ICU unit due to power supply failure. The most significant of these negative reports was in 2007 when the Daily Dispatch ran a series of articles regarding what they termed avoidable deaths over the last 14 years. The ease with which staff communicated with the media together with the high absenteeism rate and high turnover was a cause for concern. When the researcher analysed the history of the problem, it immerged from the respondents’ responses that the rationalistion process undertaken by the Eastern Cape Department of Health (ECDoH) was a significant root cause to the problem. The literature review focused on three areas viz.: Organisational Culture, Organisational Change, Foundations of Satisfaction. This focus was used to confine the problem to a manageable project but secondly each of the aspects are interwoven. Routledge (2010) notes that culture is the reflection of the values advocated by a founder or leader by way of his/her day to day actions. This is done by the leader creating a perception or viewpoint that assists the employees to achieve the organisation’s mission, vision and goals. In any organisation change is a constant and it needs to be effectively managed. With government institutions like the East London Hospital Complex (ELHC) directives come from the top and are implemented by an unprepared and untrained leadership and management cadre and clear communication of vision and objective of the desired outcomes never happens. The aim of the research was to: describe the existing Organisational Culture present at ELHC (Perform an organisational diagnosis); describe the impact of change (rationalisation) and to analyze why there was such a high staff turnover. It is clear from the results of the survey conducted that significant dissatisfaction prevailed relating to how the institution was managed. Dissatisfaction amongst the health professionals was general but also specific to the following: leadership and management issues, fairness, remuneration and lack of resources. The recommendations therefore focused on developing management and leadership within the proposal of Dubrin’s model (2001).
- Full Text:
- Date Issued: 2012
Broadening the tax base: a case for the informal real estate sector in Zambia
- Authors: Siame, Chilengwe George
- Date: 2010
- Subjects: Real property and taxation -- Zambia Tax administration and procedure -- Zambia Rental housing -- Taxation -- Law and legislation -- Zambia Informal sector (Economics) -- Taxation -- Law and legislation -- Zambia
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:732 , http://hdl.handle.net/10962/d1003852
- Description: The main objective of the study was to analyze the potential tax collection from the informal rental housing market in Zambia, using household level rental housing data collected for the Lusaka Urban District by the Central Statistical Office (CSO) as a basis for computation and extrapolation to the national level. This data was used to analyze household monthly expenditure on housing (rent), the total number of households in rented accommodation, and the tax regime applicable on rental income, to estimate the potential tax revenue that could be realized from this emerging sector. The estimates indicate that about K9.7 billion revenue could be collected on income from rental housing in Lusaka Urban District alone and a total of K83 billion nationally per annum. This represents about 0.4 percent of the country’s GDP in 2007. Compliance needs to be improved and legislation revised to ensure that the landlords are compelled to remit tax to the Zambia Revenue Authority. The current legislation makes enforcement and compliance difficult as it places the statutory tax burden on tenants, who are very mobile. It is, therefore, recommended that the landlord is made responsible for the payment of taxes due on rental income and that any compliance requirements be enforced against the real estate/property that is generating the income. This study also examines the performance of the presumptive taxation regime in Zambia The study uses data from the Zambia Revenue Authority on revenue collection from presumptive taxes which were introduced to capture income from the informal sectors. The presumptive taxes already introduced in Zambia include: base tax, advance income tax and turnover tax for minibuses and taxi operators. To analyze the performance of the presumptive tax regime, the study utilizes data on imports made by those not registered for taxes, to estimate how much revenue could be generated by imposing a 3 percent turnover tax on the value of their imports at importation. The analysis shows that the Zambia Revenue Authority increased revenue collection from K5.3 billion in 2004 to K33.5 billion in 2007. This improvement in revenue collection is far below the potential, however, which is estimated at over K501 billion on imports of unregistered traders alone. To collect this revenue and expand the tax base, the tax authority needs to improve the administration of advance income tax on unregistered importers, and raise the advance income tax rate to a level where the importer is indifferent between paying the advance tax at the border and paying turnover tax inland.
- Full Text:
- Date Issued: 2010
- Authors: Siame, Chilengwe George
- Date: 2010
- Subjects: Real property and taxation -- Zambia Tax administration and procedure -- Zambia Rental housing -- Taxation -- Law and legislation -- Zambia Informal sector (Economics) -- Taxation -- Law and legislation -- Zambia
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:732 , http://hdl.handle.net/10962/d1003852
- Description: The main objective of the study was to analyze the potential tax collection from the informal rental housing market in Zambia, using household level rental housing data collected for the Lusaka Urban District by the Central Statistical Office (CSO) as a basis for computation and extrapolation to the national level. This data was used to analyze household monthly expenditure on housing (rent), the total number of households in rented accommodation, and the tax regime applicable on rental income, to estimate the potential tax revenue that could be realized from this emerging sector. The estimates indicate that about K9.7 billion revenue could be collected on income from rental housing in Lusaka Urban District alone and a total of K83 billion nationally per annum. This represents about 0.4 percent of the country’s GDP in 2007. Compliance needs to be improved and legislation revised to ensure that the landlords are compelled to remit tax to the Zambia Revenue Authority. The current legislation makes enforcement and compliance difficult as it places the statutory tax burden on tenants, who are very mobile. It is, therefore, recommended that the landlord is made responsible for the payment of taxes due on rental income and that any compliance requirements be enforced against the real estate/property that is generating the income. This study also examines the performance of the presumptive taxation regime in Zambia The study uses data from the Zambia Revenue Authority on revenue collection from presumptive taxes which were introduced to capture income from the informal sectors. The presumptive taxes already introduced in Zambia include: base tax, advance income tax and turnover tax for minibuses and taxi operators. To analyze the performance of the presumptive tax regime, the study utilizes data on imports made by those not registered for taxes, to estimate how much revenue could be generated by imposing a 3 percent turnover tax on the value of their imports at importation. The analysis shows that the Zambia Revenue Authority increased revenue collection from K5.3 billion in 2004 to K33.5 billion in 2007. This improvement in revenue collection is far below the potential, however, which is estimated at over K501 billion on imports of unregistered traders alone. To collect this revenue and expand the tax base, the tax authority needs to improve the administration of advance income tax on unregistered importers, and raise the advance income tax rate to a level where the importer is indifferent between paying the advance tax at the border and paying turnover tax inland.
- Full Text:
- Date Issued: 2010
Investigating the relationship between sustainability and farmer decision-making: a qualitative study of maize farmers in Mpumalanga, South Africa
- Authors: Grewar, Robert
- Date: 2011
- Subjects: Sustainable agriculture -- Research -- South Africa Agriculture -- South Africa -- Decision making Corn -- Research -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:785 , http://hdl.handle.net/10962/d1003906
- Description: The goal of the research paper was to understand the complex relationship between the issue of sustainability and maize farmers’ decision-making processes. The aim is to shed light on the realities experienced by maize farmers in terms of how sustainability impacts on the decisions they make and how the decisions they make impact on sustainability. The importance of the research lies in the current state of affairs in the world in terms of the current economic recession, overpopulation, dire poverty and hunger, and the poor state of the environment. If humankind is to continue its existence on Earth in a happy, healthy world, something is going to have to give. In order for this to happen, people need to start grappling with the concept of sustainability. Focusing on sustainability as a whole is likely to end in despair. However, breaking the problem down into its component pieces will allow people to influence the particular sector in which they operate. It is therefore imperative for research into sustainability to be undertaken in all sectors of society and the economy. Agriculture presents an excellent research area due to its intrinsic link with the environment, society and the economy. Agriculture and its wellbeing is inextricably tied to environmental health. Healthy plants and animals will not grow in unhealthy conditions. Society is to a large degree dependent on agriculture for food, agriculture therefore has a significant impact on social order and function. Agriculture is one of the primary contributors to GDP, particularly in poor and developing nations. As a result, agriculture has an important role to play in ensuring economic sustainability. In order to engage with sustainability from an agricultural perspective it was decided to engage on the farmer-level. Gaining an understanding of their reality in terms of what motivates their decisions is key to understanding the relationship between agriculture and sustainability. Three maize farmers in Mpumalanga, South Africa, were interviewed with the aim of collecting qualitative data and then analysing the data using thematic analysis. The methodology employed enabled the researcher to uncover patterns in the data that constituted themes across the interviews. The following themes emerged: Theme 1: Economic factors are the primary decision driver. This is primarily due to the extent of the financial risk experienced by farmers as a result of market risk, production risk, finance risk, and rising input costs. This results in economic considerations superseding environmental or social concerns in farmers’ decisions. This has a negative impact on the overall sustainability of the farming operation. Theme 2: There has been a decrease in the number of family-run farms. This is attributable to a number of factors including economic failure, fear of loss of land due to land-reform policies, as well as crime. Family-run farms tend to have a greater focus on sustainability due to the vested interest in the next generation taking over the farm. The corporate farming operations that are taking over the farms tend to be more focussed on short-term gains in order to satisfy shareholders. Theme 3: Mechanisation is preferable to manual labour. There has been an alarming decrease in the number of labourers employed on farms. Farmers say this is due to two factors. Firstly, machines are more efficient than labour. Secondly, restrictive labour laws have made famers less keen to employ people. The net effect of these two factors is that unemployment is rising. This has negative consequences for society, the economy, and the environment. Theme 4: Farmers believe they do very little environmental damage. This results in decisions being made that do not consider environmental wellbeing other than soil health. This is because farmers see healthy soil as an integral input that optimises economic performance. Farmers tend to prioritise economic factors in their decisions more than environmental or social factors. This results in an unsustainable perspective. The only ways in which this is likely to change is if the financial risk associated with agriculture is decreased, or if farmers are given financial incentive to change their ways. In order to deal with this issue it is necessary for further research to be conducted. Research needs to be conducted to confirm the results of this study. It is important to know whether the results pertain only to maize farmers in Mpumalanga or whether most farmers in South Africa, and indeed the world, face similar problems. Research should also be conducted to propose policies or procedures to reduce financial risk in agriculture. Research should focus on reducing market risk and reducing input costs, possibly via subsidisation.
- Full Text:
- Date Issued: 2011
- Authors: Grewar, Robert
- Date: 2011
- Subjects: Sustainable agriculture -- Research -- South Africa Agriculture -- South Africa -- Decision making Corn -- Research -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:785 , http://hdl.handle.net/10962/d1003906
- Description: The goal of the research paper was to understand the complex relationship between the issue of sustainability and maize farmers’ decision-making processes. The aim is to shed light on the realities experienced by maize farmers in terms of how sustainability impacts on the decisions they make and how the decisions they make impact on sustainability. The importance of the research lies in the current state of affairs in the world in terms of the current economic recession, overpopulation, dire poverty and hunger, and the poor state of the environment. If humankind is to continue its existence on Earth in a happy, healthy world, something is going to have to give. In order for this to happen, people need to start grappling with the concept of sustainability. Focusing on sustainability as a whole is likely to end in despair. However, breaking the problem down into its component pieces will allow people to influence the particular sector in which they operate. It is therefore imperative for research into sustainability to be undertaken in all sectors of society and the economy. Agriculture presents an excellent research area due to its intrinsic link with the environment, society and the economy. Agriculture and its wellbeing is inextricably tied to environmental health. Healthy plants and animals will not grow in unhealthy conditions. Society is to a large degree dependent on agriculture for food, agriculture therefore has a significant impact on social order and function. Agriculture is one of the primary contributors to GDP, particularly in poor and developing nations. As a result, agriculture has an important role to play in ensuring economic sustainability. In order to engage with sustainability from an agricultural perspective it was decided to engage on the farmer-level. Gaining an understanding of their reality in terms of what motivates their decisions is key to understanding the relationship between agriculture and sustainability. Three maize farmers in Mpumalanga, South Africa, were interviewed with the aim of collecting qualitative data and then analysing the data using thematic analysis. The methodology employed enabled the researcher to uncover patterns in the data that constituted themes across the interviews. The following themes emerged: Theme 1: Economic factors are the primary decision driver. This is primarily due to the extent of the financial risk experienced by farmers as a result of market risk, production risk, finance risk, and rising input costs. This results in economic considerations superseding environmental or social concerns in farmers’ decisions. This has a negative impact on the overall sustainability of the farming operation. Theme 2: There has been a decrease in the number of family-run farms. This is attributable to a number of factors including economic failure, fear of loss of land due to land-reform policies, as well as crime. Family-run farms tend to have a greater focus on sustainability due to the vested interest in the next generation taking over the farm. The corporate farming operations that are taking over the farms tend to be more focussed on short-term gains in order to satisfy shareholders. Theme 3: Mechanisation is preferable to manual labour. There has been an alarming decrease in the number of labourers employed on farms. Farmers say this is due to two factors. Firstly, machines are more efficient than labour. Secondly, restrictive labour laws have made famers less keen to employ people. The net effect of these two factors is that unemployment is rising. This has negative consequences for society, the economy, and the environment. Theme 4: Farmers believe they do very little environmental damage. This results in decisions being made that do not consider environmental wellbeing other than soil health. This is because farmers see healthy soil as an integral input that optimises economic performance. Farmers tend to prioritise economic factors in their decisions more than environmental or social factors. This results in an unsustainable perspective. The only ways in which this is likely to change is if the financial risk associated with agriculture is decreased, or if farmers are given financial incentive to change their ways. In order to deal with this issue it is necessary for further research to be conducted. Research needs to be conducted to confirm the results of this study. It is important to know whether the results pertain only to maize farmers in Mpumalanga or whether most farmers in South Africa, and indeed the world, face similar problems. Research should also be conducted to propose policies or procedures to reduce financial risk in agriculture. Research should focus on reducing market risk and reducing input costs, possibly via subsidisation.
- Full Text:
- Date Issued: 2011
Developing a lean and green manufacturing plan for the newspaper printing industry - considering the Rising Sun Printers
- Authors: Maharaj, Avish
- Date: 2016
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:867 , http://hdl.handle.net/10962/d1021249
- Description: This research is focused on lean and green manufacturing using a printing company in South Africa as a case study focusing on their printing division. The reason for addressing the printing division of the company was to develop a lean and green manufacturing plan to address the concerns of resource utilisation and waste disposal in the printing division. The research looked at the concept of lean and green individually as well as together and by analysing the relationship between the two concepts. The outcome was that environmental “green” waste is embedded in the seven types of lean waste which is overproduction, waiting, transport, inappropriate processing, unnecessary inventory, unnecessary motion and waste due to defects (Moreira, Alves and Sousa, 2010 cited in Pampanelli, Found and Bernardes, 2014). It was found that the company under consideration had not been familiar with these concepts but learnt and understood the value it could bring to the company. The research concludes with the plan using the 5S tool to reduce the seven types of waste linked to lean and green manufacturing.
- Full Text:
- Date Issued: 2016
- Authors: Maharaj, Avish
- Date: 2016
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:867 , http://hdl.handle.net/10962/d1021249
- Description: This research is focused on lean and green manufacturing using a printing company in South Africa as a case study focusing on their printing division. The reason for addressing the printing division of the company was to develop a lean and green manufacturing plan to address the concerns of resource utilisation and waste disposal in the printing division. The research looked at the concept of lean and green individually as well as together and by analysing the relationship between the two concepts. The outcome was that environmental “green” waste is embedded in the seven types of lean waste which is overproduction, waiting, transport, inappropriate processing, unnecessary inventory, unnecessary motion and waste due to defects (Moreira, Alves and Sousa, 2010 cited in Pampanelli, Found and Bernardes, 2014). It was found that the company under consideration had not been familiar with these concepts but learnt and understood the value it could bring to the company. The research concludes with the plan using the 5S tool to reduce the seven types of waste linked to lean and green manufacturing.
- Full Text:
- Date Issued: 2016
A study of current and potential future commuter transportation requirements in Kagiso township
- Authors: Lefutso, David
- Date: 2005
- Subjects: Commuters -- South Africa -- Gauteng Urban transportation -- South Africa -- Gauteng Urban transportation -- South Africa -- Gauteng -- Planning
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:765 , http://hdl.handle.net/10962/d1003886
- Description: This study is intended to unpack the current and potential future commuter transport requirements in Kagiso Township within the context of transport planning and the ongoing transformation of the transport sector in South Africa. In order to meet the above challenges, it was felt that an investigation of the socio-economic profile of transport users in Kagiso Township was required, which would be indicative of potential needs and requirements in terms of current and future travel infrastructure. This study is significant, as it considers the impact of socio-economic factors and transport interactions by fully examining the impact of accessibility, urban development patterns, local mobility and planning. Mogale City’s Kagiso Township was selected for in-depth study because it has seen one of the highest urbanization rates in Gauteng Province, with people from all over Gauteng relocating to this suburb, either buying relatively moderately priced housing via mortgaging or, alternatively, trying to gain access to government low-cost housing. The study investigates the connection between socio-economic characteristics of a local population (inter alia, age, gender, household size, and vehicles per household, employment status and income) and their transport requirements (travel demand forecasting), within an urban transport context. Socio-economic characteristics of a population are important in transport demand forecasting because there is a general belief in transport planning that the predisposition to travel and trip generation vary with the characteristics of the traveller. A travel demand forecasting model by Bussière and Rice (1999) is used for the purposes of simulating existing and future travel patterns. The forecasted household mobility and needs of commuters in Kagiso Township are compared with current municipal plans to see whether such plans are realistic and can address existing needs. The evaluation of the current municipal plans is included to test the responsiveness of public policy and practice towards the needs of the affected local community. This evaluation extracted information on whether the relevant municipality has identified the problems and issues affecting the local community of Kagiso Township. In addition, it assessed whether the municipality has identified possible solutions to these problems and issues and whether it has prioritised any projects to improve transportation in Kagiso Township.
- Full Text:
- Date Issued: 2005
- Authors: Lefutso, David
- Date: 2005
- Subjects: Commuters -- South Africa -- Gauteng Urban transportation -- South Africa -- Gauteng Urban transportation -- South Africa -- Gauteng -- Planning
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:765 , http://hdl.handle.net/10962/d1003886
- Description: This study is intended to unpack the current and potential future commuter transport requirements in Kagiso Township within the context of transport planning and the ongoing transformation of the transport sector in South Africa. In order to meet the above challenges, it was felt that an investigation of the socio-economic profile of transport users in Kagiso Township was required, which would be indicative of potential needs and requirements in terms of current and future travel infrastructure. This study is significant, as it considers the impact of socio-economic factors and transport interactions by fully examining the impact of accessibility, urban development patterns, local mobility and planning. Mogale City’s Kagiso Township was selected for in-depth study because it has seen one of the highest urbanization rates in Gauteng Province, with people from all over Gauteng relocating to this suburb, either buying relatively moderately priced housing via mortgaging or, alternatively, trying to gain access to government low-cost housing. The study investigates the connection between socio-economic characteristics of a local population (inter alia, age, gender, household size, and vehicles per household, employment status and income) and their transport requirements (travel demand forecasting), within an urban transport context. Socio-economic characteristics of a population are important in transport demand forecasting because there is a general belief in transport planning that the predisposition to travel and trip generation vary with the characteristics of the traveller. A travel demand forecasting model by Bussière and Rice (1999) is used for the purposes of simulating existing and future travel patterns. The forecasted household mobility and needs of commuters in Kagiso Township are compared with current municipal plans to see whether such plans are realistic and can address existing needs. The evaluation of the current municipal plans is included to test the responsiveness of public policy and practice towards the needs of the affected local community. This evaluation extracted information on whether the relevant municipality has identified the problems and issues affecting the local community of Kagiso Township. In addition, it assessed whether the municipality has identified possible solutions to these problems and issues and whether it has prioritised any projects to improve transportation in Kagiso Township.
- Full Text:
- Date Issued: 2005
A survey of employee preferences in the design of a performance management system
- Authors: Keshave, Hiten
- Date: 2016
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:863 , http://hdl.handle.net/10962/d1021180
- Description: This thesis begins with an introduction to performance management and the intended aim and objective of the research. Thereafter literature findings relative to performance management and performance management systems are discussed. In the review of literature, three processes that could be implemented in a performance management system were highlighted, namely; (1) the planning process, (2) the monitoring and development process, and (3) an annual summative and feedback process. Performance management functions deemed important to employees during each process of the performance management system were identified and discussed. Subsequent to the literature review, the research methodology was described and involved the implementation of quantitative research within a post-positivist paradigm in the form of a close-ended survey questionnaire. Analysis of the data involved a gap analysis and needs analysis. The gap analysis study was based on the opinion of management respondents in comparison to the opinion of non-management respondents. Results of the gap analysis were determined based on the calculation of an importance score for each sub-group. The needs analysis study was based on the overall opinion of all respondents, and results were determined based on the calculation of an overall importance score. In light of the literature review that was conducted to inform the questionnaire design, the survey results supported the literature review of each discussed performance management function with no evident contradictions. The results of the gap analysis and needs analysis were satisfactorily met for each performance management function. On the basis of these findings, it was assumed that all the performance management functions identified in the literature are important and could be implemented in the design of a performance management system. The results highlighted the importance of a performance plan and development plan to underpin the performance management system.
- Full Text:
- Date Issued: 2016
- Authors: Keshave, Hiten
- Date: 2016
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:863 , http://hdl.handle.net/10962/d1021180
- Description: This thesis begins with an introduction to performance management and the intended aim and objective of the research. Thereafter literature findings relative to performance management and performance management systems are discussed. In the review of literature, three processes that could be implemented in a performance management system were highlighted, namely; (1) the planning process, (2) the monitoring and development process, and (3) an annual summative and feedback process. Performance management functions deemed important to employees during each process of the performance management system were identified and discussed. Subsequent to the literature review, the research methodology was described and involved the implementation of quantitative research within a post-positivist paradigm in the form of a close-ended survey questionnaire. Analysis of the data involved a gap analysis and needs analysis. The gap analysis study was based on the opinion of management respondents in comparison to the opinion of non-management respondents. Results of the gap analysis were determined based on the calculation of an importance score for each sub-group. The needs analysis study was based on the overall opinion of all respondents, and results were determined based on the calculation of an overall importance score. In light of the literature review that was conducted to inform the questionnaire design, the survey results supported the literature review of each discussed performance management function with no evident contradictions. The results of the gap analysis and needs analysis were satisfactorily met for each performance management function. On the basis of these findings, it was assumed that all the performance management functions identified in the literature are important and could be implemented in the design of a performance management system. The results highlighted the importance of a performance plan and development plan to underpin the performance management system.
- Full Text:
- Date Issued: 2016
Evaluating social media participation for successful marketing and communication by selected private game reserves, Eastern Cape, South Africa
- Authors: Booth, Tara
- Date: 2013
- Subjects: Social media -- Economic aspects , Online social networks -- Economic aspects , Game reserves -- South Africa -- Eastern Cape -- Marketing , Internet marketing -- Economic aspects , Social media -- Marketing , Tourism -- Marketing , Communication in management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:843 , http://hdl.handle.net/10962/d1015692
- Description: Social media has become one of the defining features of the technological advances known as Web 2.0. As social media has increased in popularity, so businesses are expected to participate. Social media platforms enable businesses to widely broadcast a message as well as interact directly with individual customers. Customers are also able to interact directly with one another and share information and reviews about products and services offered. This suits the tourism industry particularly well. Internationally, research has shown that individuals use social media and other online tools to research potential holiday destinations. In addition social media is used during travel to share snapshots and commentary as well as after travel, through reviews and recommendations on platforms such as TripAdvisor. However, few studies have investigated how tourism destinations use social media to attract new clients and retain existing clients. Very little research has been done on tourism and social media in South Africa despite the importance of this industry to Gross Domestic Product (GDP). This study focused on four-star establishments within the photographic wildlife tourism industry in the Eastern Cape of South Africa. An initial survey of social media participation was carried out within the framework set out by Chan and Guillet (2011); this was then followed up with interviews with selected managers. Results showed that, in general, Private Game Reserves (PGRs) had embraced social media as a communication and marketing platform; despite concerns raised about the lack of control over content as well as poor understanding of the influence social media might have on the bottom line. TripAdvisor, Facebook and Twitter were the most commonly used platforms due to management familiarity with the platform and their ease of use. Few lodges utilised blogs or content sites such as YouTube and management cited time commitments associated with this type of platform as a reason for non-participation. However, although most PGRs or lodges had a profile on social media, this did not always mean active participation. Frequently, lodges began updating but gradually stopped after a few months. It was noted however that only one of the lodges interviewed retained an individual whose sole responsibility was social media; generally lodges did not feel that a dedicated person was necessary. This may result in a lack of time available on the part of the individual responsible or simply be a case of not understanding the platform or how to use it effectively. However, none of the PGRs with poor social media participation responded to interview requests and therefore it was not possible to determine the reasons for their poor participation. Among those lodges that actively participated, most succeed in retaining fans and followers through consistent posting of relevant and interesting content as well as customised responses that encouraged fans or followers’ interaction. However, there did not appear to be any evidence of using social media to learn about fans and followers in order to better customise the lodge offerings. This may not be necessary in this type of industry as PGRs sell a specific product and have a limited ability to customise offerings. In addition, there may be other sources of market information which lodges prefer to use. Special offers, competitions and promotions had limited success on social media. Generally, lodges used social media to promote links to a dedicated competition or promotions page. In conclusion, the managers interviewed felt strongly that social media had made a measureable impact on the tourism industry and was a channel that was here to stay. Further research around the best practice and most effective use will enable PGRs to develop and maintain effective strategies for social media participation.
- Full Text:
- Date Issued: 2013
- Authors: Booth, Tara
- Date: 2013
- Subjects: Social media -- Economic aspects , Online social networks -- Economic aspects , Game reserves -- South Africa -- Eastern Cape -- Marketing , Internet marketing -- Economic aspects , Social media -- Marketing , Tourism -- Marketing , Communication in management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:843 , http://hdl.handle.net/10962/d1015692
- Description: Social media has become one of the defining features of the technological advances known as Web 2.0. As social media has increased in popularity, so businesses are expected to participate. Social media platforms enable businesses to widely broadcast a message as well as interact directly with individual customers. Customers are also able to interact directly with one another and share information and reviews about products and services offered. This suits the tourism industry particularly well. Internationally, research has shown that individuals use social media and other online tools to research potential holiday destinations. In addition social media is used during travel to share snapshots and commentary as well as after travel, through reviews and recommendations on platforms such as TripAdvisor. However, few studies have investigated how tourism destinations use social media to attract new clients and retain existing clients. Very little research has been done on tourism and social media in South Africa despite the importance of this industry to Gross Domestic Product (GDP). This study focused on four-star establishments within the photographic wildlife tourism industry in the Eastern Cape of South Africa. An initial survey of social media participation was carried out within the framework set out by Chan and Guillet (2011); this was then followed up with interviews with selected managers. Results showed that, in general, Private Game Reserves (PGRs) had embraced social media as a communication and marketing platform; despite concerns raised about the lack of control over content as well as poor understanding of the influence social media might have on the bottom line. TripAdvisor, Facebook and Twitter were the most commonly used platforms due to management familiarity with the platform and their ease of use. Few lodges utilised blogs or content sites such as YouTube and management cited time commitments associated with this type of platform as a reason for non-participation. However, although most PGRs or lodges had a profile on social media, this did not always mean active participation. Frequently, lodges began updating but gradually stopped after a few months. It was noted however that only one of the lodges interviewed retained an individual whose sole responsibility was social media; generally lodges did not feel that a dedicated person was necessary. This may result in a lack of time available on the part of the individual responsible or simply be a case of not understanding the platform or how to use it effectively. However, none of the PGRs with poor social media participation responded to interview requests and therefore it was not possible to determine the reasons for their poor participation. Among those lodges that actively participated, most succeed in retaining fans and followers through consistent posting of relevant and interesting content as well as customised responses that encouraged fans or followers’ interaction. However, there did not appear to be any evidence of using social media to learn about fans and followers in order to better customise the lodge offerings. This may not be necessary in this type of industry as PGRs sell a specific product and have a limited ability to customise offerings. In addition, there may be other sources of market information which lodges prefer to use. Special offers, competitions and promotions had limited success on social media. Generally, lodges used social media to promote links to a dedicated competition or promotions page. In conclusion, the managers interviewed felt strongly that social media had made a measureable impact on the tourism industry and was a channel that was here to stay. Further research around the best practice and most effective use will enable PGRs to develop and maintain effective strategies for social media participation.
- Full Text:
- Date Issued: 2013
The relationship between leadership and internal customer satisfaction within a motor manufacturing company in Gauteng
- Authors: Samuel, Glen
- Date: 2005
- Subjects: Automobile industry and trade -- Employees -- South Africa -- Gauteng Automobile industry and trade -- Customer services -- South Africa -- Gauteng Job satisfaction Customer services -- Management Industrial relations -- South Africa -- Gauteng Employee morale Personnel management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:758 , http://hdl.handle.net/10962/d1003879
- Description: This research investigates the relationship between leadership and internal customer satisfaction, also called employee satisfaction in this document. The research is conducted within an automotive manufacturer situated in the province of Gauteng, South Africa. The Service Profit Chain forms the foundation on which this research is based as it suggests that the various factors within the service delivery system of an organisation ultimately affect the success of an organisation. From the Service Profit Chain, it is established that a factor that affects employee satisfaction is the leadership within the organisation. The Full Range Leadership Development Theory provides the backbone for analysing the leadership style of each manager by using the Multifactor Leadership Questionnaire. The company’s employee satisfaction model provides the theoretical construct against which the employee satisfaction of the managers’ subordinates is measured using the company’s employee satisfaction questionnaire. Information was gathered from the managers who rated their leadership styles as they perceived it; and from their respective subordinates who rated the managers’ leadership style as they perceived it and also their satisfaction as employees as they perceived it. Data obtained from each instrument, for the respective managers, was then statistically analysed. The reliability of the data could not be proved for some of the factors of the 2 research instruments. However, this research found a statistically significant relationship between transformational leadership and some factors of employee satisfaction, albeit a weak relationship. The null hypothesis was rejected and the alternate hypothesis accepted. A statistically significant relationship exists between leadership style and employee satisfaction levels within an automotive manufacturing organisation.
- Full Text:
- Date Issued: 2005
- Authors: Samuel, Glen
- Date: 2005
- Subjects: Automobile industry and trade -- Employees -- South Africa -- Gauteng Automobile industry and trade -- Customer services -- South Africa -- Gauteng Job satisfaction Customer services -- Management Industrial relations -- South Africa -- Gauteng Employee morale Personnel management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:758 , http://hdl.handle.net/10962/d1003879
- Description: This research investigates the relationship between leadership and internal customer satisfaction, also called employee satisfaction in this document. The research is conducted within an automotive manufacturer situated in the province of Gauteng, South Africa. The Service Profit Chain forms the foundation on which this research is based as it suggests that the various factors within the service delivery system of an organisation ultimately affect the success of an organisation. From the Service Profit Chain, it is established that a factor that affects employee satisfaction is the leadership within the organisation. The Full Range Leadership Development Theory provides the backbone for analysing the leadership style of each manager by using the Multifactor Leadership Questionnaire. The company’s employee satisfaction model provides the theoretical construct against which the employee satisfaction of the managers’ subordinates is measured using the company’s employee satisfaction questionnaire. Information was gathered from the managers who rated their leadership styles as they perceived it; and from their respective subordinates who rated the managers’ leadership style as they perceived it and also their satisfaction as employees as they perceived it. Data obtained from each instrument, for the respective managers, was then statistically analysed. The reliability of the data could not be proved for some of the factors of the 2 research instruments. However, this research found a statistically significant relationship between transformational leadership and some factors of employee satisfaction, albeit a weak relationship. The null hypothesis was rejected and the alternate hypothesis accepted. A statistically significant relationship exists between leadership style and employee satisfaction levels within an automotive manufacturing organisation.
- Full Text:
- Date Issued: 2005
The relationship between job satisfaction and absenteeism : a study of the shop floor workers in a motor manufacturing plant
- Authors: Mashonganyika, Oswald
- Date: 2004
- Subjects: Job satisfaction -- South Africa -- Eastern Cape Absenteeism (Labor) -- South Africa -- Eastern Cape Automobile industry and trade -- South Africa -- Eastern Cape -- Employees Industrial relations -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:809 , http://hdl.handle.net/10962/d1007518
- Description: This research hypothesises a statistical positive significant correlation between job satisfaction and absenteeism among the shop floor workers of a motor manufacturing plant in the impoverished province of the Eastern Cape in South Africa. According to the literature review, two schools of thought exist that argue on the nature of the relationship. One believes that absence from work is in some way a natural consequence of job dissatisfaction, i.e. arguing for a job satisfaction-absenteeism relationship. The second one argues for a no relationship, arguing that absence is a result of habitual behaviour and or behaviours influenced by socioeconomic factors such as poverty that affect the employees' ability and pressure to attend work. A sample of 150 workers was randomly selected from the 2500 shop floor workers. The Job Descriptive Index (lDI) questionnaires were used to measure the satisfaction index of the workers. The absence statistics for the sample workers were gathered from the organisation's Human Resources department and statistical tests for correlation and regression were conducted on the two variables - lDI and absence data. Contrary to the expectations of the study, the results showed that overall job satisfaction and absenteeism were not correlated. It concluded that the job dissatisfaction theory of absenteeism is empirically unsupportable and alternative conceptualisations of absence contributors and potentially fruitful research strategies are discussed.
- Full Text:
- Date Issued: 2004
- Authors: Mashonganyika, Oswald
- Date: 2004
- Subjects: Job satisfaction -- South Africa -- Eastern Cape Absenteeism (Labor) -- South Africa -- Eastern Cape Automobile industry and trade -- South Africa -- Eastern Cape -- Employees Industrial relations -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:809 , http://hdl.handle.net/10962/d1007518
- Description: This research hypothesises a statistical positive significant correlation between job satisfaction and absenteeism among the shop floor workers of a motor manufacturing plant in the impoverished province of the Eastern Cape in South Africa. According to the literature review, two schools of thought exist that argue on the nature of the relationship. One believes that absence from work is in some way a natural consequence of job dissatisfaction, i.e. arguing for a job satisfaction-absenteeism relationship. The second one argues for a no relationship, arguing that absence is a result of habitual behaviour and or behaviours influenced by socioeconomic factors such as poverty that affect the employees' ability and pressure to attend work. A sample of 150 workers was randomly selected from the 2500 shop floor workers. The Job Descriptive Index (lDI) questionnaires were used to measure the satisfaction index of the workers. The absence statistics for the sample workers were gathered from the organisation's Human Resources department and statistical tests for correlation and regression were conducted on the two variables - lDI and absence data. Contrary to the expectations of the study, the results showed that overall job satisfaction and absenteeism were not correlated. It concluded that the job dissatisfaction theory of absenteeism is empirically unsupportable and alternative conceptualisations of absence contributors and potentially fruitful research strategies are discussed.
- Full Text:
- Date Issued: 2004
The relationship between organisational culture and financial performance: an exploratory study in a selected financial institution in South Africa
- Authors: Swanepoel, Sybel
- Date: 2010
- Subjects: Corporate culture -- South Africa Financial institutions -- South Africa Banks and banking -- South Africa Economic development -- South Africa Organizational behavior -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:760 , http://hdl.handle.net/10962/d1003881
- Description: This research investigates the relationship between organisational culture and financial performance in a selected financial services institution in South Africa. The banking sector as part of the financial services industry contributes to economic growth in the economy. The banking sector in South Africa is highly concentrated, but also highly competitive. It is important for banks to retain their competitiveness and increased global competition places further pressure on banks to perform financially in order to satisfy the demands of shareholders. The literature reviewed and previous studies both suggest that organisational culture is an important variable that influences organisational performance. For purposes of this research, organisational performance will be measured in terms of financial performance. The concepts of organisational culture and financial performance are discussed and a questionnaire based on Hall’s (1988) theory of organisational competence is used to determine the strength of the levels of the dimensions of competence as indicators of organisational culture within the selected financial institution. The financial performance of the branches within the organisation is determined by calculating certain selected financial performance ratios, namely cost-to-income ratio, cumulative leverage and contribution per employee. A correlation analysis is conducted in order to establish whether there is a statistically significant relationship between organisational culture and financial performance. A conclusion is drawn that there is a statistically significant relationship between the organisational culture and the financial performance of the branches of the selected institution and recommendations are made as to how financial performance can be improved by strengthening the dimensions of competence as indicators of organisational culture. These recommendations include specific actions that can be taken by leaders to improve commitment, collaboration and creativity.
- Full Text:
- Date Issued: 2010
- Authors: Swanepoel, Sybel
- Date: 2010
- Subjects: Corporate culture -- South Africa Financial institutions -- South Africa Banks and banking -- South Africa Economic development -- South Africa Organizational behavior -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:760 , http://hdl.handle.net/10962/d1003881
- Description: This research investigates the relationship between organisational culture and financial performance in a selected financial services institution in South Africa. The banking sector as part of the financial services industry contributes to economic growth in the economy. The banking sector in South Africa is highly concentrated, but also highly competitive. It is important for banks to retain their competitiveness and increased global competition places further pressure on banks to perform financially in order to satisfy the demands of shareholders. The literature reviewed and previous studies both suggest that organisational culture is an important variable that influences organisational performance. For purposes of this research, organisational performance will be measured in terms of financial performance. The concepts of organisational culture and financial performance are discussed and a questionnaire based on Hall’s (1988) theory of organisational competence is used to determine the strength of the levels of the dimensions of competence as indicators of organisational culture within the selected financial institution. The financial performance of the branches within the organisation is determined by calculating certain selected financial performance ratios, namely cost-to-income ratio, cumulative leverage and contribution per employee. A correlation analysis is conducted in order to establish whether there is a statistically significant relationship between organisational culture and financial performance. A conclusion is drawn that there is a statistically significant relationship between the organisational culture and the financial performance of the branches of the selected institution and recommendations are made as to how financial performance can be improved by strengthening the dimensions of competence as indicators of organisational culture. These recommendations include specific actions that can be taken by leaders to improve commitment, collaboration and creativity.
- Full Text:
- Date Issued: 2010
Towards sustainable municipalities : an evaluation of sustainability integration in Elundini Local Municipality strategy
- Authors: Sokutu, Nonkuselo
- Date: 2014
- Subjects: Municipal government -- South Africa -- Eastern Cape , Strategic planning -- South Africa -- Eastern Cape , Sustainability -- South Africa -- Eastern Cape , Sustainable development -- South Africa -- Eastern Cape , Sustainable development -- Social aspects -- South Africa -- Eastern Cape , Sustainable development -- Environmental aspects -- South Africa -- Eastern Cape , Sustainable development -- Economic aspects -- South Africa -- Eastern Cape , Environmental impact analysis -- South Africa -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:830 , http://hdl.handle.net/10962/d1013018
- Description: This research study evaluated and assessed the extent to which strategic management processes integrated economic, environmental and social sustainability elements in the fiveyear strategy (2012) of Elundini Local Municipality (ELM). The study focused on three areas of strategic management, that is, environmental analysis, strategic direction and strategy formulation. The study also looked at possible reasons for sustainability integration in ELM strategy or lack thereof and also recommended possible solutions. The literature reviewed revealed that there was adequate basis for municipalities to integrate sustainable development in their strategies even though sustainability was noted as an evolving, complex and changing phenomenon. Local Agenda 21 principles, national legislative & policy framework, regulations and other relevant guidelines were found to be adequate for municipalities to develop credible sustainability strategies. The objectives of the study were achieved by data collected through the review of existing literature; the review of ELM Five Year Strategy (2012-2017); and SIAT-based questionnaires that were filled in by ELM employees. The results of the study showed that economic and social sustainability activities were identified most in the ELM strategy compared to environmental sustainability. The study then mainly recommended the review of the current strategy in order to improve all areas of strategy formulation; introduction of Economic, Social and Environmental sustainability – Strengths, Weaknesses, Opportunities and Threats (ESEs-SWOT) for internal analysis as an improvement of SWOT analysis; introduction of Sustainability Integration and Strategic Management Framework (SISMF) as an improvement to existing framework.
- Full Text:
- Date Issued: 2014
- Authors: Sokutu, Nonkuselo
- Date: 2014
- Subjects: Municipal government -- South Africa -- Eastern Cape , Strategic planning -- South Africa -- Eastern Cape , Sustainability -- South Africa -- Eastern Cape , Sustainable development -- South Africa -- Eastern Cape , Sustainable development -- Social aspects -- South Africa -- Eastern Cape , Sustainable development -- Environmental aspects -- South Africa -- Eastern Cape , Sustainable development -- Economic aspects -- South Africa -- Eastern Cape , Environmental impact analysis -- South Africa -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:830 , http://hdl.handle.net/10962/d1013018
- Description: This research study evaluated and assessed the extent to which strategic management processes integrated economic, environmental and social sustainability elements in the fiveyear strategy (2012) of Elundini Local Municipality (ELM). The study focused on three areas of strategic management, that is, environmental analysis, strategic direction and strategy formulation. The study also looked at possible reasons for sustainability integration in ELM strategy or lack thereof and also recommended possible solutions. The literature reviewed revealed that there was adequate basis for municipalities to integrate sustainable development in their strategies even though sustainability was noted as an evolving, complex and changing phenomenon. Local Agenda 21 principles, national legislative & policy framework, regulations and other relevant guidelines were found to be adequate for municipalities to develop credible sustainability strategies. The objectives of the study were achieved by data collected through the review of existing literature; the review of ELM Five Year Strategy (2012-2017); and SIAT-based questionnaires that were filled in by ELM employees. The results of the study showed that economic and social sustainability activities were identified most in the ELM strategy compared to environmental sustainability. The study then mainly recommended the review of the current strategy in order to improve all areas of strategy formulation; introduction of Economic, Social and Environmental sustainability – Strengths, Weaknesses, Opportunities and Threats (ESEs-SWOT) for internal analysis as an improvement of SWOT analysis; introduction of Sustainability Integration and Strategic Management Framework (SISMF) as an improvement to existing framework.
- Full Text:
- Date Issued: 2014
Organisational culture and leadership competencies in ABSA Business Bank: Enterprise Business, Gauteng
- Authors: Funani, Simphiwe Vincent
- Date: 2014
- Subjects: ABSA Bank Corporate culture Organizational behavior Leadership Leadership -- Ability testing Business enterprises -- Personnel management Executives -- Training of Organizational effectiveness
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:824 , http://hdl.handle.net/10962/d1011286
- Description: From Integrative summary: This document consists of three sections namely, an evaluation report (section 1), literature review (section 2), and research methodology (section 3). The evaluation report sets out the terms of reference for the research as well as identifying the objectives of the research. It also contains a summary of the literature review section, as well as a research methodology section summary. The literature review section contains a detailed review of the literature used in this study. This section sets out by reviewing existing literature on the topic of leadership, discussing the key elements of organisational culture and includes a short discussion on the typologies of culture. The Competing Values Framework as an organisational culture typology is discussed in greater detail, since it forms the foundation upon which the measurement and data collection tools for this research are founded. The research methodology section explains the research methodology and design employed in this study. This section also addresses some of the ethical considerations for this research, as well as how the researcher addressed them. There is also a brief discussion on the limitations of the research and the application of the results. This research focused on a business unit within Absa Business Bank, named Enterprise Business Gauteng Region, with the aim of investigating the “current organisational culture” in the business unit and the leadership competencies profile of its 11 Sales Managers. This was to provide the basis and departure point for the strategic organisational culture change that the new business unit head would have wanted to effect as the business has a history of non-performance, which the new business unit head aims to change. In order to diagnose the “current organisational culture” type, an organisational culture measurement tool based on the Competing Values Framework was used. The Competing Values Framework is a four-category organisational culture typology developed by Cameron and Quinn. The framework is based on two dimensions, how stable or flexible the organisation is, and how externally or internally focused it is. This framework was also employed to establish the leadership competencies profile of Sales Managers, as observed and experienced by the frontline staff, as well as the “desired organisational culture”, as intended by the new business unit head. Through hypotheses testing, the research revealed a statistically significant difference in perceptions of culture between males and females in the business unit. The perceptions of the female frontline staff about the “current” business unit culture indicated that they find it not to be empowering and less allowing for individuality and risk taking when compared to the male staff. The research also concluded that there is no statistically significant difference between leadership competencies associated with the four categories of the Competing Values Framework in the business unit. Comparisons between the “current” and the “desired” organisational culture revealed a misalignment. The main recommendations to the new business unit head were to get the leadership competencies of the Sales Managers aligned with the “desired organisational culture” state, and drive a purposive organisational culture change effort. To support this culture change, the espoused values of the business unit would need to be aligned to the desired culture state. To address the differences in perceptions of culture between males and females the business unit head would need to be mindful of the greater need to empower women either in their current roles, or by way of promotions to senior roles.
- Full Text:
- Date Issued: 2014
- Authors: Funani, Simphiwe Vincent
- Date: 2014
- Subjects: ABSA Bank Corporate culture Organizational behavior Leadership Leadership -- Ability testing Business enterprises -- Personnel management Executives -- Training of Organizational effectiveness
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:824 , http://hdl.handle.net/10962/d1011286
- Description: From Integrative summary: This document consists of three sections namely, an evaluation report (section 1), literature review (section 2), and research methodology (section 3). The evaluation report sets out the terms of reference for the research as well as identifying the objectives of the research. It also contains a summary of the literature review section, as well as a research methodology section summary. The literature review section contains a detailed review of the literature used in this study. This section sets out by reviewing existing literature on the topic of leadership, discussing the key elements of organisational culture and includes a short discussion on the typologies of culture. The Competing Values Framework as an organisational culture typology is discussed in greater detail, since it forms the foundation upon which the measurement and data collection tools for this research are founded. The research methodology section explains the research methodology and design employed in this study. This section also addresses some of the ethical considerations for this research, as well as how the researcher addressed them. There is also a brief discussion on the limitations of the research and the application of the results. This research focused on a business unit within Absa Business Bank, named Enterprise Business Gauteng Region, with the aim of investigating the “current organisational culture” in the business unit and the leadership competencies profile of its 11 Sales Managers. This was to provide the basis and departure point for the strategic organisational culture change that the new business unit head would have wanted to effect as the business has a history of non-performance, which the new business unit head aims to change. In order to diagnose the “current organisational culture” type, an organisational culture measurement tool based on the Competing Values Framework was used. The Competing Values Framework is a four-category organisational culture typology developed by Cameron and Quinn. The framework is based on two dimensions, how stable or flexible the organisation is, and how externally or internally focused it is. This framework was also employed to establish the leadership competencies profile of Sales Managers, as observed and experienced by the frontline staff, as well as the “desired organisational culture”, as intended by the new business unit head. Through hypotheses testing, the research revealed a statistically significant difference in perceptions of culture between males and females in the business unit. The perceptions of the female frontline staff about the “current” business unit culture indicated that they find it not to be empowering and less allowing for individuality and risk taking when compared to the male staff. The research also concluded that there is no statistically significant difference between leadership competencies associated with the four categories of the Competing Values Framework in the business unit. Comparisons between the “current” and the “desired” organisational culture revealed a misalignment. The main recommendations to the new business unit head were to get the leadership competencies of the Sales Managers aligned with the “desired organisational culture” state, and drive a purposive organisational culture change effort. To support this culture change, the espoused values of the business unit would need to be aligned to the desired culture state. To address the differences in perceptions of culture between males and females the business unit head would need to be mindful of the greater need to empower women either in their current roles, or by way of promotions to senior roles.
- Full Text:
- Date Issued: 2014
A case study of organisational change in an employee wellness company and its effects on job satisfaction and organisational climate
- Authors: Kassiem, Wahib
- Date: 2015
- Subjects: Organizational change -- South Africa -- Case studies
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:844 , http://hdl.handle.net/10962/d1016404
- Description: The modern era has brought the phenomenon of organisational change closer to the average person. With the recent financial crisis placing more strain on businesses, organisations are always under pressure to review their business models in order to deliver a sustainable operational model and as result, hopefully a sustainable competitive advantage. In order to remain competitive, the leadership team has to constantly seek ways of differentiating their organisations from others with similar product offerings. When these changes are initiated, there is no doubt that the leadership gave extensive thought prior to execution. However, their motives are not always clear to their most important constitution, their employees. Often when these changes are implemented, employees believe that they’ve been left out of the decision making process. Furthermore, post change review with employees are also not given enough thought and are often not done. This research used qualitative research methods to establish how employees experience job satisfaction and organisational climate subsequent to changes that transpired within their work environment. Semi-structured interviews and document analysis were used to collect data. The interviews were constructed by expanding upon well-documented quantitative dimensions of these behavioural variables. Questions were developed focusing on these dimensions in line with the changes experienced. The sample consisted of nine employees at an employee wellness organisation in Roodepoort, Gauteng. There is evidence to show that in this short period of two years (May 2012 to June 2014), by implementing various changes, the new leadership has improved the financial viability of the organisation. However, insights from the interviews point to a number of areas where the leadership and management structures have to exert more effort. Communication processes have to be reviewed, especially to lower levels. As there exists limited opportunities for promotion, investigations into expanding existing roles, again at the lower levels may assist in raising job satisfaction levels. Employees felt that support structures are severely lacking when significant changes affecting them are implemented. A climate for innovation and risk taking has to be considered which, if instituted, could aid the organisation in setting the pace for the organisational wellness industry. The structure adopted for this research consists of three sections. Section one follows the evaluation report format, with the literature review and research methodology sections following thereafter. By making use of established literature as a basis, the findings and recommendations are therefore not exclusively applicable to this organisation. Hence other organisations intending similar change initiatives could benefit from this research.
- Full Text:
- Date Issued: 2015
- Authors: Kassiem, Wahib
- Date: 2015
- Subjects: Organizational change -- South Africa -- Case studies
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:844 , http://hdl.handle.net/10962/d1016404
- Description: The modern era has brought the phenomenon of organisational change closer to the average person. With the recent financial crisis placing more strain on businesses, organisations are always under pressure to review their business models in order to deliver a sustainable operational model and as result, hopefully a sustainable competitive advantage. In order to remain competitive, the leadership team has to constantly seek ways of differentiating their organisations from others with similar product offerings. When these changes are initiated, there is no doubt that the leadership gave extensive thought prior to execution. However, their motives are not always clear to their most important constitution, their employees. Often when these changes are implemented, employees believe that they’ve been left out of the decision making process. Furthermore, post change review with employees are also not given enough thought and are often not done. This research used qualitative research methods to establish how employees experience job satisfaction and organisational climate subsequent to changes that transpired within their work environment. Semi-structured interviews and document analysis were used to collect data. The interviews were constructed by expanding upon well-documented quantitative dimensions of these behavioural variables. Questions were developed focusing on these dimensions in line with the changes experienced. The sample consisted of nine employees at an employee wellness organisation in Roodepoort, Gauteng. There is evidence to show that in this short period of two years (May 2012 to June 2014), by implementing various changes, the new leadership has improved the financial viability of the organisation. However, insights from the interviews point to a number of areas where the leadership and management structures have to exert more effort. Communication processes have to be reviewed, especially to lower levels. As there exists limited opportunities for promotion, investigations into expanding existing roles, again at the lower levels may assist in raising job satisfaction levels. Employees felt that support structures are severely lacking when significant changes affecting them are implemented. A climate for innovation and risk taking has to be considered which, if instituted, could aid the organisation in setting the pace for the organisational wellness industry. The structure adopted for this research consists of three sections. Section one follows the evaluation report format, with the literature review and research methodology sections following thereafter. By making use of established literature as a basis, the findings and recommendations are therefore not exclusively applicable to this organisation. Hence other organisations intending similar change initiatives could benefit from this research.
- Full Text:
- Date Issued: 2015
The role of leadership in implementing service delivery initiatives: a case study of Buffalo City Municipality
- Authors: Mthembu, Bhekisisa Jacob
- Date: 2012
- Subjects: Local government -- South Africa -- Buffalo City Municipal services -- Management -- South Africa -- Buffalo City Public administration -- South Africa -- Buffalo City Political leadership -- South Africa -- Buffalo City Buffalo City (South Africa) -- Officials and employees Municipal officials and employees -- South Africa -- Buffalo City Municipal services -- South Africa -- Buffalo -- Citizen participation
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:781 , http://hdl.handle.net/10962/d1003902
- Description: In terms of the South African Government Structure, Local Government is entrusted with the service delivery mandate. Furthermore, Local Government, being the closest sphere of government to the people, is expected to enhance service delivery to the communities within its jurisdiction. Local Government has for the past four years, undergone numerous transformation processes, ranging from Local Authorities, to Transitional Local Councils and to Municipalities. Having mentioned that, Buffalo City Metropolitan Municipality, in particular, has recently acquired metropolitan status, which requires another transformation protocol. At the same time this automatically raises the bar on the service delivery expectations by the communities. In general, Local Government has been extensively supported by the National and Provincial Governments to deliver superior services to communities. This has happened through numerous pieces of legislations such as the Municipal Structures Act 117 of 1998, the Municipal Systems Act 32 of 2000, the Municipal Finance Management Act 56 of 2003 and the Constitution of the Republic of South Africa, act 108 of 1996. In 1997, the South African Government introduced a White Paper on the Transformation of the Public Service. This was to re-emphasis on the performance enhancing role of both the political and administrative leadership in the implementation of service delivery mandates. The need was identified that communities require an assurance that their needs are taken care of by the leadership of the municipalities. It is therefore the role of leadership to ensure effective implementation of service delivery initiatives and to promote a culture of performance among the administrative officials of the municipality. The aim of this study is to critically investigate the role of leadership: A case study of Buffalo City Metropolitan Municipality (BCMM), with the view that BCMM is considered one of the high capacity municipalities within the Eastern Cape Province. During the literature review, it became evident that different people and scholars, dating back in the early 90’s, view leadership in different forms. In sourcing the information for this research, structured interviews were conducted with five Directors, five Executive Mayoral Councillors and five Ward Councillors. The interviews were an extensive consultation process which resulted in over 30 hours of engagement with research participants, with an average of 2 hours per structured interview. A four week period was allocated and effectively utilised for this exercise. The research provides recommendations for further research on other related components of the subject such as the intended role as compared to the current role fulfilled by both administrative and political leadership, and suggested solutions to the current problems in Municipalities, in order to ensure their sustainability within Local Government. The research findings identified the need for the leadership to take the leading role in service delivery initiatives in order to address the service delivery challenges in local government. Political leadership need to enhance the public participation process to ensure the community is on board regarding the progress of their respective projects and planning processes.
- Full Text:
- Date Issued: 2012
- Authors: Mthembu, Bhekisisa Jacob
- Date: 2012
- Subjects: Local government -- South Africa -- Buffalo City Municipal services -- Management -- South Africa -- Buffalo City Public administration -- South Africa -- Buffalo City Political leadership -- South Africa -- Buffalo City Buffalo City (South Africa) -- Officials and employees Municipal officials and employees -- South Africa -- Buffalo City Municipal services -- South Africa -- Buffalo -- Citizen participation
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:781 , http://hdl.handle.net/10962/d1003902
- Description: In terms of the South African Government Structure, Local Government is entrusted with the service delivery mandate. Furthermore, Local Government, being the closest sphere of government to the people, is expected to enhance service delivery to the communities within its jurisdiction. Local Government has for the past four years, undergone numerous transformation processes, ranging from Local Authorities, to Transitional Local Councils and to Municipalities. Having mentioned that, Buffalo City Metropolitan Municipality, in particular, has recently acquired metropolitan status, which requires another transformation protocol. At the same time this automatically raises the bar on the service delivery expectations by the communities. In general, Local Government has been extensively supported by the National and Provincial Governments to deliver superior services to communities. This has happened through numerous pieces of legislations such as the Municipal Structures Act 117 of 1998, the Municipal Systems Act 32 of 2000, the Municipal Finance Management Act 56 of 2003 and the Constitution of the Republic of South Africa, act 108 of 1996. In 1997, the South African Government introduced a White Paper on the Transformation of the Public Service. This was to re-emphasis on the performance enhancing role of both the political and administrative leadership in the implementation of service delivery mandates. The need was identified that communities require an assurance that their needs are taken care of by the leadership of the municipalities. It is therefore the role of leadership to ensure effective implementation of service delivery initiatives and to promote a culture of performance among the administrative officials of the municipality. The aim of this study is to critically investigate the role of leadership: A case study of Buffalo City Metropolitan Municipality (BCMM), with the view that BCMM is considered one of the high capacity municipalities within the Eastern Cape Province. During the literature review, it became evident that different people and scholars, dating back in the early 90’s, view leadership in different forms. In sourcing the information for this research, structured interviews were conducted with five Directors, five Executive Mayoral Councillors and five Ward Councillors. The interviews were an extensive consultation process which resulted in over 30 hours of engagement with research participants, with an average of 2 hours per structured interview. A four week period was allocated and effectively utilised for this exercise. The research provides recommendations for further research on other related components of the subject such as the intended role as compared to the current role fulfilled by both administrative and political leadership, and suggested solutions to the current problems in Municipalities, in order to ensure their sustainability within Local Government. The research findings identified the need for the leadership to take the leading role in service delivery initiatives in order to address the service delivery challenges in local government. Political leadership need to enhance the public participation process to ensure the community is on board regarding the progress of their respective projects and planning processes.
- Full Text:
- Date Issued: 2012
Assessing the performance of the ‘Aquaculture Operation Phakisa Strategy’ implementation from a stakeholder perspective
- Authors: Halley, Keagan Desmond
- Date: 2019
- Subjects: Marine resources -- Government policy -- South Africa , Fishery management -- South Africa , Aquaculture -- South Africa , Aquaculture industry -- South Africa , Operation Phakisa (South Africa)
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/93867 , vital:30964
- Description: The global demand in aquatic products has seen a number of fisheries depleted worldwide through increase fishing pressure and over exploitation. South Africa in itself has 52 fisheries that are being exploited, of which 48% of these fisheries are of concern, either depleted or heavily depleted. Countries around world have now taken on the responsibility to reduce the reliance on capture fisheries and move towards a more sustainable form of ensuring fish supply. A stabilisation of fisheries stock worldwide has seen the rise of aquaculture as alternative activity that would contribute to reducing pressure on the global fisheries stocks while feeding the demand for fish protein. Aquaculture has since almost equaled the capture based fish supply, contributing to 44.1% of the world’s total fisheries products in 2014 (FAO, 2016). Over the last few years the South African government has focused on developing the aquaculture sector through the development of strategies and policies. The most recent strategy launched in 2014 was Operation Phakisa: Unlocking the Economic Potential of South Africa’s Oceans. The approach of Operation Phakisa looked at accelerating the delivery of government development priorities pertaining to the oceans economy, through development of plans and collaboration of delivery through all stakeholders (public and private stakeholders). Operation Phakisa methodology included bringing key stakeholders within academia, private and public sector, as well as civil society organisations to work together and develop strategies with clear targets that would drive the growth of their specific sectors. The year 2017 marked the midway point of the five year strategy implementation time frame, and an opportunity to assess the performance of the strategy implementation. In order to assess performance of the strategy implementation, the strategy implementation framework developed by Okumus (2003) was identified. Okumus (2003) identifies 11 implementation factors and categorizes these into four categories in the strategy implementation process, based on their role and characteristics, namely: Strategic Content (development of strategy), Strategic Context (internal and external context), Operational Process (operational planning, resource allocation, people, communication, and control) and Outcome (results of implementations process) (Okumus, 2003). The research involved the reviewing of documentation based on the strategy implementation as well as facilitated semi-structure interviews with two stakeholder groups. This was to gain an understanding from the stakeholders’ perspective, on whether the Aquaculture Operation Phakisa Strategy (AOPS) is implemented according to Okumus (2003) Strategy Implementation Framework. Two stakeholder groups were interviewed, namely the officials implementing the strategy, and the aquaculture farmers being affected by the strategy implementation. The research found that eight of out of 11 factors from Okumus (2003) Strategy Implementation Framework were identified as being gaps within the implementation of the AOPS. These gaps were identified across all four main categories for strategy implementation (Strategic content, strategic context, operational process and outcomes). They included; strategy development, organisation structure, organisational culture, leadership, resource allocation, people, communication and outcomes. Furthermore, the researcher found that the perception from the officials differed to that of the aquaculture farmers, with the officials observing a more negative perception towards factors pertaining to organisational structure, organisational culture, leadership, resources allocated, people, communication and outcomes. This negative perception was experience towards the DAFF, Branch Fisheries Management as a whole, rather than within the officials own Chief Directorate (CD:AED), responsible for implementing the strategy. The research assisted with understanding the challenges affecting the implementation of the AOPS as well as unpacked strategy implementation in literature. This aided with developing recommendation to assist with enhancing strategy implementation performance of the AOPS. The following recommendation were provided: Change management within DAFF, Branch Fisheries Management; Identify responsible structures and personnel in DAFF, Branch Fisheries Management; Developing communication platforms within DAFF, Branch Fisheries Management; Review of outcomes of AOPS; and Ensure commitment from all at DAFF, Branch Fisheries Management (leadership). The research paper presents a simple method of assessing the strategy implementation process through the use of a strategy implementation framework.
- Full Text:
- Date Issued: 2019
- Authors: Halley, Keagan Desmond
- Date: 2019
- Subjects: Marine resources -- Government policy -- South Africa , Fishery management -- South Africa , Aquaculture -- South Africa , Aquaculture industry -- South Africa , Operation Phakisa (South Africa)
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/93867 , vital:30964
- Description: The global demand in aquatic products has seen a number of fisheries depleted worldwide through increase fishing pressure and over exploitation. South Africa in itself has 52 fisheries that are being exploited, of which 48% of these fisheries are of concern, either depleted or heavily depleted. Countries around world have now taken on the responsibility to reduce the reliance on capture fisheries and move towards a more sustainable form of ensuring fish supply. A stabilisation of fisheries stock worldwide has seen the rise of aquaculture as alternative activity that would contribute to reducing pressure on the global fisheries stocks while feeding the demand for fish protein. Aquaculture has since almost equaled the capture based fish supply, contributing to 44.1% of the world’s total fisheries products in 2014 (FAO, 2016). Over the last few years the South African government has focused on developing the aquaculture sector through the development of strategies and policies. The most recent strategy launched in 2014 was Operation Phakisa: Unlocking the Economic Potential of South Africa’s Oceans. The approach of Operation Phakisa looked at accelerating the delivery of government development priorities pertaining to the oceans economy, through development of plans and collaboration of delivery through all stakeholders (public and private stakeholders). Operation Phakisa methodology included bringing key stakeholders within academia, private and public sector, as well as civil society organisations to work together and develop strategies with clear targets that would drive the growth of their specific sectors. The year 2017 marked the midway point of the five year strategy implementation time frame, and an opportunity to assess the performance of the strategy implementation. In order to assess performance of the strategy implementation, the strategy implementation framework developed by Okumus (2003) was identified. Okumus (2003) identifies 11 implementation factors and categorizes these into four categories in the strategy implementation process, based on their role and characteristics, namely: Strategic Content (development of strategy), Strategic Context (internal and external context), Operational Process (operational planning, resource allocation, people, communication, and control) and Outcome (results of implementations process) (Okumus, 2003). The research involved the reviewing of documentation based on the strategy implementation as well as facilitated semi-structure interviews with two stakeholder groups. This was to gain an understanding from the stakeholders’ perspective, on whether the Aquaculture Operation Phakisa Strategy (AOPS) is implemented according to Okumus (2003) Strategy Implementation Framework. Two stakeholder groups were interviewed, namely the officials implementing the strategy, and the aquaculture farmers being affected by the strategy implementation. The research found that eight of out of 11 factors from Okumus (2003) Strategy Implementation Framework were identified as being gaps within the implementation of the AOPS. These gaps were identified across all four main categories for strategy implementation (Strategic content, strategic context, operational process and outcomes). They included; strategy development, organisation structure, organisational culture, leadership, resource allocation, people, communication and outcomes. Furthermore, the researcher found that the perception from the officials differed to that of the aquaculture farmers, with the officials observing a more negative perception towards factors pertaining to organisational structure, organisational culture, leadership, resources allocated, people, communication and outcomes. This negative perception was experience towards the DAFF, Branch Fisheries Management as a whole, rather than within the officials own Chief Directorate (CD:AED), responsible for implementing the strategy. The research assisted with understanding the challenges affecting the implementation of the AOPS as well as unpacked strategy implementation in literature. This aided with developing recommendation to assist with enhancing strategy implementation performance of the AOPS. The following recommendation were provided: Change management within DAFF, Branch Fisheries Management; Identify responsible structures and personnel in DAFF, Branch Fisheries Management; Developing communication platforms within DAFF, Branch Fisheries Management; Review of outcomes of AOPS; and Ensure commitment from all at DAFF, Branch Fisheries Management (leadership). The research paper presents a simple method of assessing the strategy implementation process through the use of a strategy implementation framework.
- Full Text:
- Date Issued: 2019
Exploring the role of supervisors in developing employee commitment in a Namibian Public Institution from the subordinates’ perspective
- Authors: Daniel, Anna
- Date: 2021
- Subjects: Supervisors -- Namibia -- Case studies , Leadership -- Namibia -- Case studies , Employee motivation -- Namibia -- Case studies , Employee loyalty -- Namibia -- Case studies , Supervision -- Namibia -- Case studies , Management -- Employee participation -- Namibia -- Case studies
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/170770 , vital:41958
- Description: Over the years, scholars have noted the importance of organisations managing the performance of their employees by effectively maintaining their commitment. Hence, l ite rature highlighted that employee s have the potential to be recognised as a source of competitive advantage for an organisation and not a resource of an organisation. The main aim of the study was to explore the role of supervisors in developing employee commitment in a Namibian Public Ins titution from the subordinates’ perspective. The focus of this research was to understand how subordinates were included in decision making and were supported by their supervisors , and on how subordinates received feed b ack on role fulfilment and performance from their supervisors. Furthermore, the study described how subordinates viewed the leadership behaviour of their supervisors and how this i nfluenced employee commitment. The data was collected using qualitative me t hods through semi - structured face - to - face interview s with the subordinates of the selected institution. During this study, a sample of 15 subordinates taken from a population of 266 within the institution’s structure was inte rviewed . The interview quest ion s were based on how supervisors included subordinates in decision making, developed subordinates ’ support and delivered feedback on role and performance. The study used secondary data to determine the level of performance against set targets of the inst itu tion, using the annual performance report of the institution. In addition , the study used the staff access control syste m to determine the work time s of employees Lastly, the study analysed the data regarding staff resignation for the last five years to a ssess the level of staff turnover rate of the institution. The study f ound that the subordinates felt the re should be greater subordinate inclusion in decision making, increased levels of re gular feedback and higher levels of support shown by supervis ors t o subordinates when e xecuting their jobs. The study further highlighted the importance of supervisors to develop the ability of shifting from one leadership style to another depending on the situation at hand. The study reviewed six leadership style s that could influence commitment . Therefore, the study recommend s th at the institution direct its attention towards developing the situational leadership skills of their supervisors and developing their skills to enable them to better harmonise teamwork, increas e regular communication and give regular feedback to their subordinates . The results from this research will be beneficial to public institutions within the region and will, in add ition, enhance the academic body of literature in this field . The s tudy will draw the attention of supervisors to the importance of their behaviour, conduct, and their subsequent impact on employee commitment.
- Full Text:
- Date Issued: 2021
- Authors: Daniel, Anna
- Date: 2021
- Subjects: Supervisors -- Namibia -- Case studies , Leadership -- Namibia -- Case studies , Employee motivation -- Namibia -- Case studies , Employee loyalty -- Namibia -- Case studies , Supervision -- Namibia -- Case studies , Management -- Employee participation -- Namibia -- Case studies
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/170770 , vital:41958
- Description: Over the years, scholars have noted the importance of organisations managing the performance of their employees by effectively maintaining their commitment. Hence, l ite rature highlighted that employee s have the potential to be recognised as a source of competitive advantage for an organisation and not a resource of an organisation. The main aim of the study was to explore the role of supervisors in developing employee commitment in a Namibian Public Ins titution from the subordinates’ perspective. The focus of this research was to understand how subordinates were included in decision making and were supported by their supervisors , and on how subordinates received feed b ack on role fulfilment and performance from their supervisors. Furthermore, the study described how subordinates viewed the leadership behaviour of their supervisors and how this i nfluenced employee commitment. The data was collected using qualitative me t hods through semi - structured face - to - face interview s with the subordinates of the selected institution. During this study, a sample of 15 subordinates taken from a population of 266 within the institution’s structure was inte rviewed . The interview quest ion s were based on how supervisors included subordinates in decision making, developed subordinates ’ support and delivered feedback on role and performance. The study used secondary data to determine the level of performance against set targets of the inst itu tion, using the annual performance report of the institution. In addition , the study used the staff access control syste m to determine the work time s of employees Lastly, the study analysed the data regarding staff resignation for the last five years to a ssess the level of staff turnover rate of the institution. The study f ound that the subordinates felt the re should be greater subordinate inclusion in decision making, increased levels of re gular feedback and higher levels of support shown by supervis ors t o subordinates when e xecuting their jobs. The study further highlighted the importance of supervisors to develop the ability of shifting from one leadership style to another depending on the situation at hand. The study reviewed six leadership style s that could influence commitment . Therefore, the study recommend s th at the institution direct its attention towards developing the situational leadership skills of their supervisors and developing their skills to enable them to better harmonise teamwork, increas e regular communication and give regular feedback to their subordinates . The results from this research will be beneficial to public institutions within the region and will, in add ition, enhance the academic body of literature in this field . The s tudy will draw the attention of supervisors to the importance of their behaviour, conduct, and their subsequent impact on employee commitment.
- Full Text:
- Date Issued: 2021
An evaluation of the City of Johannesburg’s Igoli 2002 programme from 2003 to 2010
- Matebese, Zolani Loyiso Chukwuemeka Bantu, Musengi-Ajulu, Sandra
- Authors: Matebese, Zolani Loyiso Chukwuemeka Bantu , Musengi-Ajulu, Sandra
- Date: 2014
- Subjects: Municipal government -- South Africa -- Johannesburg , Local government -- South Africa -- Johannesburg , Expenditures, Public -- South Africa -- Johannesburg
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:828 , http://hdl.handle.net/10962/d1012949
- Description: Integrative Summary: Municipalities are the third level of government and are responsible for delivery of basic services to citizens. They carry the developmental mandate of government and are often the first point of interaction between government and citizens. Being at the front line of service delivery, the issue of fiscal stability of municipalities and their ability to deliver sustainable services is of grave importance (Carter & Ajam 2003). Unfortunately in a South African context most municipalities are not fiscally sustainable (Roos & Stander 2005). In a study of 142 South African municipalities, it was found that poor collection of outstanding debt and irregular or wasteful expenditure were the biggest causes of fiscal stress (Roos & Stander 2005). In fact, in 2004 the difficulties appear to have reached crisis level (Lubbe & Roussouw 2005). The fiscal situation within municipalities was so bad that the South African Local Government Authority (SALGA) implemented a unit specifically to assist municipalities that were at “crisis point” (Roos & Stander, 2005 p. 165). This research report focuses on the evaluation of Igoli 2002 which was a response to fiscal crisis within the City of Johannesburg metropolitan municipality when in 1997 the City of Johannesburg was declared insolvent. The research evaluated the long term sustainability of the Igoli 2002 programme to determine its success in addressing the issues of fiscal stress and crisis facing the municipality. The research also attempted to assess the applicability of international indicators of fiscal stress and crisis to the City of Johannesburg. The research evaluated the Igoli 2002 programme via a financial condition analysis, against international indicators of fiscal stress and crisis and against a logic framework detailing the goals of the programme. The research found that ultimately, the Igoli 2002 intervention implemented by the City of Johannesburg was successful in improving the fiscal position and sustainability of the City. In addition, indicators from predictive models of fiscal stress and crisis were found to be relevant to the City of Johannesburg.
- Full Text:
- Date Issued: 2014
- Authors: Matebese, Zolani Loyiso Chukwuemeka Bantu , Musengi-Ajulu, Sandra
- Date: 2014
- Subjects: Municipal government -- South Africa -- Johannesburg , Local government -- South Africa -- Johannesburg , Expenditures, Public -- South Africa -- Johannesburg
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:828 , http://hdl.handle.net/10962/d1012949
- Description: Integrative Summary: Municipalities are the third level of government and are responsible for delivery of basic services to citizens. They carry the developmental mandate of government and are often the first point of interaction between government and citizens. Being at the front line of service delivery, the issue of fiscal stability of municipalities and their ability to deliver sustainable services is of grave importance (Carter & Ajam 2003). Unfortunately in a South African context most municipalities are not fiscally sustainable (Roos & Stander 2005). In a study of 142 South African municipalities, it was found that poor collection of outstanding debt and irregular or wasteful expenditure were the biggest causes of fiscal stress (Roos & Stander 2005). In fact, in 2004 the difficulties appear to have reached crisis level (Lubbe & Roussouw 2005). The fiscal situation within municipalities was so bad that the South African Local Government Authority (SALGA) implemented a unit specifically to assist municipalities that were at “crisis point” (Roos & Stander, 2005 p. 165). This research report focuses on the evaluation of Igoli 2002 which was a response to fiscal crisis within the City of Johannesburg metropolitan municipality when in 1997 the City of Johannesburg was declared insolvent. The research evaluated the long term sustainability of the Igoli 2002 programme to determine its success in addressing the issues of fiscal stress and crisis facing the municipality. The research also attempted to assess the applicability of international indicators of fiscal stress and crisis to the City of Johannesburg. The research evaluated the Igoli 2002 programme via a financial condition analysis, against international indicators of fiscal stress and crisis and against a logic framework detailing the goals of the programme. The research found that ultimately, the Igoli 2002 intervention implemented by the City of Johannesburg was successful in improving the fiscal position and sustainability of the City. In addition, indicators from predictive models of fiscal stress and crisis were found to be relevant to the City of Johannesburg.
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- Date Issued: 2014