A leadership model for South Africa’s infrastructure-related State-owned Enterprises
- Authors: Notununu, Fezile
- Date: 2024-04
- Subjects: Government business enterprises -- South Africa , Construction industry , Leadership -- South Africa
- Language: English
- Type: Doctoral theses , text
- Identifier: http://hdl.handle.net/10948/64750 , vital:73885
- Description: The objective of this research was to create a leadership model designed specifically to address the challenges faced by South Africa's infrastructure-related, state-owned enterprises. Both Eskom and Transnet are currently experiencing leadership crises, which might be further exacerbated by the global economic difficulties. Through an initial literature review it became evident that there was a knowledge gap regarding leadership within South Africa's state-owned enterprises. Consequently, it was crucial to conduct an extensive analysis of leadership styles to ensure effective infrastructure management for these state-owned enterprises. The primary aim of this study was to propose a leadership model that would be suitable for South Africa's infrastructure-related, state-owned enterprises. To achieve this objective, the relationship between effective leadership and perceived success in infrastructure development was explored, as well as the relationship between effective planning and perceived success in infrastructure development within these enterprises. Additionally, the connection between leadership training and perceived success in infrastructure development was investigated in the study. Quantitative research methods were employed to address these research objectives. The data for this study were collected through an online survey, with a total of 335 respondents from South Africa. Descriptive statistics and structural equation modelling (SEM) were used for analysis, using SPSS AMOS 29 Software. The findings of the study indicated a significant positive relationship between effective management and perceived success in infrastructure development for state-owned enterprises. However, the results regarding the relationship between effective planning and perceived success were not statistically significant, as the p-value exceeded 0.05. Based on the outcomes of the study, appropriate and meaningful recommendations have been provided regarding the leadership model necessary for effective infrastructure management in South Africa's infrastructure-related, state-owned enterprises. , Thesis (PhD) -- Faculty of Engineering, the Built Environment and Technology, School of Built Environment and Civil Engineering, 2024
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- Date Issued: 2024-04
- Authors: Notununu, Fezile
- Date: 2024-04
- Subjects: Government business enterprises -- South Africa , Construction industry , Leadership -- South Africa
- Language: English
- Type: Doctoral theses , text
- Identifier: http://hdl.handle.net/10948/64750 , vital:73885
- Description: The objective of this research was to create a leadership model designed specifically to address the challenges faced by South Africa's infrastructure-related, state-owned enterprises. Both Eskom and Transnet are currently experiencing leadership crises, which might be further exacerbated by the global economic difficulties. Through an initial literature review it became evident that there was a knowledge gap regarding leadership within South Africa's state-owned enterprises. Consequently, it was crucial to conduct an extensive analysis of leadership styles to ensure effective infrastructure management for these state-owned enterprises. The primary aim of this study was to propose a leadership model that would be suitable for South Africa's infrastructure-related, state-owned enterprises. To achieve this objective, the relationship between effective leadership and perceived success in infrastructure development was explored, as well as the relationship between effective planning and perceived success in infrastructure development within these enterprises. Additionally, the connection between leadership training and perceived success in infrastructure development was investigated in the study. Quantitative research methods were employed to address these research objectives. The data for this study were collected through an online survey, with a total of 335 respondents from South Africa. Descriptive statistics and structural equation modelling (SEM) were used for analysis, using SPSS AMOS 29 Software. The findings of the study indicated a significant positive relationship between effective management and perceived success in infrastructure development for state-owned enterprises. However, the results regarding the relationship between effective planning and perceived success were not statistically significant, as the p-value exceeded 0.05. Based on the outcomes of the study, appropriate and meaningful recommendations have been provided regarding the leadership model necessary for effective infrastructure management in South Africa's infrastructure-related, state-owned enterprises. , Thesis (PhD) -- Faculty of Engineering, the Built Environment and Technology, School of Built Environment and Civil Engineering, 2024
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- Date Issued: 2024-04
Barriers faced by women in public sector leadership roles
- Authors: Khoza, Zelda
- Date: 2024-04
- Subjects: Women construction workers -- South Africa -- Management , Construction industry -- South Africa -- Management , Leadership -- South Africa , Equality
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/64599 , vital:73770
- Description: This research aims to analyse barriers that hinder women from occupying senior leadership posi-tions and to identify strategies that can be utilised to enable women to be appointed in these posi-tions at Transnet. The study identifies implementable strategies to assist women who aspire to be part of senior leadership and face barriers that hinder them from progressing to leadership posi-tions. The research adopts a pragmatic research paradigm, including quantitative and qualitative meth-ods, to explain the barriers associated with women advancing to leadership positions within the company. The data was collected through survey questionnaires and in-depth interviews. The analysis indicates that women are still under-represented in Transnet, even though efforts are being made to close this gap. Ineffective implementation of policies, due to lack of facilitating roles by HRM and line managers as expected, and lack of required support from the organisation play a significant role in creating barriers hindering senior leadership positions. The research findings can inform Human Resource Management (HRM) about the need for effec-tive implementation of policies and intensified monitoring to address the identified barriers that hin-der women from occupying senior leadership positions. Transnet should foster an organisational culture to build solid connections and engage diverse stakeholders to increase their impact and access to resources and drive positive organisational change. Transnet can leverage these find-ings to develop programmes and initiatives that support women’s career advancement and skills development. With these findings, Transnet should consider implementing strategies that provide flexible working conditions. Lastly, these findings aid Transnet in providing mentorship to women as a valuable leadership opportunity in the organisation. This study contributes to the existing literature on barriers that hinder women from occupying sen-ior leadership positions within organisations. The study also provides vital insights into the rolling out of women’s development programmes and the encouragement they bring. It offers implications for future research, policy changes, professional practices, and strategies to assist women in lead-ership positions. , Thesis (MSc) -- Faculty of Engineering, the Built Environment and Technology, School of Built Environment and Civil Engineering, 2024
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- Date Issued: 2024-04
- Authors: Khoza, Zelda
- Date: 2024-04
- Subjects: Women construction workers -- South Africa -- Management , Construction industry -- South Africa -- Management , Leadership -- South Africa , Equality
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/64599 , vital:73770
- Description: This research aims to analyse barriers that hinder women from occupying senior leadership posi-tions and to identify strategies that can be utilised to enable women to be appointed in these posi-tions at Transnet. The study identifies implementable strategies to assist women who aspire to be part of senior leadership and face barriers that hinder them from progressing to leadership posi-tions. The research adopts a pragmatic research paradigm, including quantitative and qualitative meth-ods, to explain the barriers associated with women advancing to leadership positions within the company. The data was collected through survey questionnaires and in-depth interviews. The analysis indicates that women are still under-represented in Transnet, even though efforts are being made to close this gap. Ineffective implementation of policies, due to lack of facilitating roles by HRM and line managers as expected, and lack of required support from the organisation play a significant role in creating barriers hindering senior leadership positions. The research findings can inform Human Resource Management (HRM) about the need for effec-tive implementation of policies and intensified monitoring to address the identified barriers that hin-der women from occupying senior leadership positions. Transnet should foster an organisational culture to build solid connections and engage diverse stakeholders to increase their impact and access to resources and drive positive organisational change. Transnet can leverage these find-ings to develop programmes and initiatives that support women’s career advancement and skills development. With these findings, Transnet should consider implementing strategies that provide flexible working conditions. Lastly, these findings aid Transnet in providing mentorship to women as a valuable leadership opportunity in the organisation. This study contributes to the existing literature on barriers that hinder women from occupying sen-ior leadership positions within organisations. The study also provides vital insights into the rolling out of women’s development programmes and the encouragement they bring. It offers implications for future research, policy changes, professional practices, and strategies to assist women in lead-ership positions. , Thesis (MSc) -- Faculty of Engineering, the Built Environment and Technology, School of Built Environment and Civil Engineering, 2024
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- Date Issued: 2024-04
Evaluation of leadership stimulus on employee intrinsic motivation in the Transnet locomotive maintenance business at Swartkops
- Authors: Mdluli, Ignatius Mlanza
- Date: 2024-04
- Subjects: Leadership -- South Africa , Intrinsic motivation , Employee motivation , Transnet
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/65164 , vital:74039
- Description: This research evaluated the leadership styles' stimulus on employee intrinsic motivation, focusing on the Transnet Locomotive Maintenance Business in Swartkops as there are leadership and motivation challenges in the organisation. Furthermore, the study explored the stimulus of three distinct leadership styles which are transactional, transformational and charismatic leadership on employees' levels of intrinsic motivation. The primary objective was to explore how these leadership styles nurtured or hindered the internal drive of employees, contributing to the organisation's overall performance. A qualitative research approach was used in the study. Semi-structured interviews were employed to collect insights from participants within the Transnet Locomotive Maintenance Business in Swartkops. Ten participants were selected using purposive selection. Thematic analysis was used to analyse the collected data, revealed patterns and connections between leadership styles and intrinsic motivation outcomes. The study unearthed that transactional leadership, often linked with reward-based approaches, unfavourably stimulated intrinsic motivation for most participants. Conversely, transformational leadership emerged as a potent positive force, constructively stimulating the intrinsic motivation of most employees. Charismatic leadership, known for its persuasive and emotionally engaging attributes, presented a mixed picture, constructively and destructively stimulating intrinsic motivation; therefore, the outcomes of this research have implications for leadership development, organisational strategy and employee engagement practices. The study recommends a transformational leadership style, emphasising inspiration, empowerment and a shared vision, and this enhances employees' intrinsic motivation and, consequently, organisational performance. , Thesis (MBA) -- Faculty of Business and Economic Sciences, Business School, 2024
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- Date Issued: 2024-04
- Authors: Mdluli, Ignatius Mlanza
- Date: 2024-04
- Subjects: Leadership -- South Africa , Intrinsic motivation , Employee motivation , Transnet
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/65164 , vital:74039
- Description: This research evaluated the leadership styles' stimulus on employee intrinsic motivation, focusing on the Transnet Locomotive Maintenance Business in Swartkops as there are leadership and motivation challenges in the organisation. Furthermore, the study explored the stimulus of three distinct leadership styles which are transactional, transformational and charismatic leadership on employees' levels of intrinsic motivation. The primary objective was to explore how these leadership styles nurtured or hindered the internal drive of employees, contributing to the organisation's overall performance. A qualitative research approach was used in the study. Semi-structured interviews were employed to collect insights from participants within the Transnet Locomotive Maintenance Business in Swartkops. Ten participants were selected using purposive selection. Thematic analysis was used to analyse the collected data, revealed patterns and connections between leadership styles and intrinsic motivation outcomes. The study unearthed that transactional leadership, often linked with reward-based approaches, unfavourably stimulated intrinsic motivation for most participants. Conversely, transformational leadership emerged as a potent positive force, constructively stimulating the intrinsic motivation of most employees. Charismatic leadership, known for its persuasive and emotionally engaging attributes, presented a mixed picture, constructively and destructively stimulating intrinsic motivation; therefore, the outcomes of this research have implications for leadership development, organisational strategy and employee engagement practices. The study recommends a transformational leadership style, emphasising inspiration, empowerment and a shared vision, and this enhances employees' intrinsic motivation and, consequently, organisational performance. , Thesis (MBA) -- Faculty of Business and Economic Sciences, Business School, 2024
- Full Text:
- Date Issued: 2024-04
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