An assessment of change readiness prior to significant organisational change
- Authors: Bedser, Mark Bernard
- Date: 2013
- Subjects: Organization change -- South Africa -- Case studies Eskom (Firm) -- Management , ADKAR model
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:716 , http://hdl.handle.net/10962/d1001870
- Description: This research paper is broken up into three sections, namely an evaluation report, a literature review and research methodology. The evaluation report section is the assessment of the current state of change readiness within the Eskom Contact Centre’s based upon what the literature on change readiness prescribes. The timing of the change readiness assessment is just prior to significant organisational change. The organisational change that was about to be initiated by the organisation was initiated from the boardroom of the most senior echelons of the organisation, and was directed in a top down approach, being a strategic organisational change. The change is deemed to be critical to the organisation being able to meet its long term strategic and sustainability objectives. A critical examination of the literature explored the meaning of change readiness, the importance of it and explained the consequences for organisations that commit to transformational agendas without being ready. Key concepts such as such resistance to change and organisational inertia are described and differentiated from change readiness. The ADKAR change model and its change readiness assessment instrument were used due to the organisations preference for the model. The ADKAR model formed the framework for the analyses of the data, the discussion of the results and the recommendations to the organisation. The research conducted was quantitative in nature; a questionnaire was distributed to the employees of the seven Eskom Contact centre sites around the country through an email. A slightly modified version of the ADKAR change readiness questionnaire was sent via email with an on-line questionnaire link on it; and questions on individual readiness for change were used to assess the level of readiness of the employees. Most of the descriptive and inferential statistics were analysed with the use of Excel (version, 2010), with Factor Analysis being done in research showed that: - The factors as proposed by the ADKAR change readiness assessment questionnaire (i.e. Awareness, Desire, Knowledge, Ability and Reinforcement) are not different enough to be considered as independent factors for this data set. Based on factor analysis, the factors were subsequently amended from five to three, namely Readiness, Opportunity Realisation and Uncertainty. - The Contact Centre employees were somewhat ready for change. - The Contact Centres needed to focus on all amended ADKAR factors in order to improve the readiness of the department. - The readiness levels in response to the roll out were more or less uniform. The study shows that given Eskom’s preference for the ADKAR model, future research within Eskom should therefore be conducted more circumspectly with respect to ascertaining the validity of the ADKAR factors. The study also makes mention that future work and/or research will need to be conducted, specifically on the readiness of the organisation itself, in order to improve the probability of transformational success. The ADKAR assessment is a people focused assessment and therefore focuses only on the readiness of the individual. Factors such as the adequacy of the current state of resources within the organisation, which incorporate aspects such as infrastructure, technology and staffing, will also need to be assessed to make a more holistic statement of change readiness. A concise review of the literature is incorporated into the Evaluation Report of Section 1 to underpin the study. In Section 2 a more extensive review of the literature is presented. Similarly, the design of the research is discussed in more detail in Section 3 to both describe and justify the appropriateness of the research methodology, and to give a detailed account of the way in which the research was carried out.
- Full Text:
- Date Issued: 2013
- Authors: Bedser, Mark Bernard
- Date: 2013
- Subjects: Organization change -- South Africa -- Case studies Eskom (Firm) -- Management , ADKAR model
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:716 , http://hdl.handle.net/10962/d1001870
- Description: This research paper is broken up into three sections, namely an evaluation report, a literature review and research methodology. The evaluation report section is the assessment of the current state of change readiness within the Eskom Contact Centre’s based upon what the literature on change readiness prescribes. The timing of the change readiness assessment is just prior to significant organisational change. The organisational change that was about to be initiated by the organisation was initiated from the boardroom of the most senior echelons of the organisation, and was directed in a top down approach, being a strategic organisational change. The change is deemed to be critical to the organisation being able to meet its long term strategic and sustainability objectives. A critical examination of the literature explored the meaning of change readiness, the importance of it and explained the consequences for organisations that commit to transformational agendas without being ready. Key concepts such as such resistance to change and organisational inertia are described and differentiated from change readiness. The ADKAR change model and its change readiness assessment instrument were used due to the organisations preference for the model. The ADKAR model formed the framework for the analyses of the data, the discussion of the results and the recommendations to the organisation. The research conducted was quantitative in nature; a questionnaire was distributed to the employees of the seven Eskom Contact centre sites around the country through an email. A slightly modified version of the ADKAR change readiness questionnaire was sent via email with an on-line questionnaire link on it; and questions on individual readiness for change were used to assess the level of readiness of the employees. Most of the descriptive and inferential statistics were analysed with the use of Excel (version, 2010), with Factor Analysis being done in research showed that: - The factors as proposed by the ADKAR change readiness assessment questionnaire (i.e. Awareness, Desire, Knowledge, Ability and Reinforcement) are not different enough to be considered as independent factors for this data set. Based on factor analysis, the factors were subsequently amended from five to three, namely Readiness, Opportunity Realisation and Uncertainty. - The Contact Centre employees were somewhat ready for change. - The Contact Centres needed to focus on all amended ADKAR factors in order to improve the readiness of the department. - The readiness levels in response to the roll out were more or less uniform. The study shows that given Eskom’s preference for the ADKAR model, future research within Eskom should therefore be conducted more circumspectly with respect to ascertaining the validity of the ADKAR factors. The study also makes mention that future work and/or research will need to be conducted, specifically on the readiness of the organisation itself, in order to improve the probability of transformational success. The ADKAR assessment is a people focused assessment and therefore focuses only on the readiness of the individual. Factors such as the adequacy of the current state of resources within the organisation, which incorporate aspects such as infrastructure, technology and staffing, will also need to be assessed to make a more holistic statement of change readiness. A concise review of the literature is incorporated into the Evaluation Report of Section 1 to underpin the study. In Section 2 a more extensive review of the literature is presented. Similarly, the design of the research is discussed in more detail in Section 3 to both describe and justify the appropriateness of the research methodology, and to give a detailed account of the way in which the research was carried out.
- Full Text:
- Date Issued: 2013
An assessment of community partnerships with Amadlelo Agri in the Keiskammahoek dairy: A case of Amahlathi Local Municipality
- Authors: Hlobongwana, Vukile
- Date: 2019
- Subjects: Agricultural development projects -- South Africa -- Eastern Cape , Agriculture -- Economic aspects , Rural development -- South Africa -- Eastern Cape , Farms, Small -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/40150 , vital:35821
- Description: The study is based on partnerships between a rural agricultural community of South Africa and a private dairy company based in the Eastern Cape Province. The Department of Rural Development took an initiative to revitalise all the schemes inherited from the former homelands. Although profits earned from agriculture tend not to be immediate but rather gradual, the advancement of agriculture stimulates economic activity in other sectors. Amadlelo Agri in partnership with the communities and Government have turned this into a multi- million-rand profitable business. The challenge is how to replicate the model to operate on a large scale. The current setup has its pitfalls, and these include cutting of fences and allowing village animals to graze in the pastures belonging to the Dairy. To ensure that the study was well articulated and to assess and address those challenges, the project utilised a case study inquiry of the Amahlathi local municipality in the specific partnership of Amadlelo Agri and the Keiskammahoek community in shared milk ownership initiative. Primary data was collected using simple mixed methods research approach to 8 community members as the instrument was more aligned to the qualitative nature of the inquiry. Gathered data was organised and cleaned manually for analysis. Following the review and discussion of the findings the main findings that the study observed in the assessment of the benefits of community partnerships or sharedownerships are as follows: female and youths are not participating in such types of programmes; contradiction exists between participants regarding the objectives of the initiative; there is a lack of clarity from the developer side with regards to the type of shared ownership initiative; farmers lack the know-how of appropriately handling funds, strategic planning and marketing skills; partnerships are very influential in the creation of work culture and coordination in the community; resource endowment is a crucial factor hindering small scale farmers; and farmers’ training, development and update is lacking consistency. Recommendations put emphasis on ensuring that training is consistent and rigorous to ensure that the community will gain experience of the value of the project which can motivate and ensure that protection is improved by the same community members due to sense of ownership.
- Full Text:
- Date Issued: 2019
- Authors: Hlobongwana, Vukile
- Date: 2019
- Subjects: Agricultural development projects -- South Africa -- Eastern Cape , Agriculture -- Economic aspects , Rural development -- South Africa -- Eastern Cape , Farms, Small -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/40150 , vital:35821
- Description: The study is based on partnerships between a rural agricultural community of South Africa and a private dairy company based in the Eastern Cape Province. The Department of Rural Development took an initiative to revitalise all the schemes inherited from the former homelands. Although profits earned from agriculture tend not to be immediate but rather gradual, the advancement of agriculture stimulates economic activity in other sectors. Amadlelo Agri in partnership with the communities and Government have turned this into a multi- million-rand profitable business. The challenge is how to replicate the model to operate on a large scale. The current setup has its pitfalls, and these include cutting of fences and allowing village animals to graze in the pastures belonging to the Dairy. To ensure that the study was well articulated and to assess and address those challenges, the project utilised a case study inquiry of the Amahlathi local municipality in the specific partnership of Amadlelo Agri and the Keiskammahoek community in shared milk ownership initiative. Primary data was collected using simple mixed methods research approach to 8 community members as the instrument was more aligned to the qualitative nature of the inquiry. Gathered data was organised and cleaned manually for analysis. Following the review and discussion of the findings the main findings that the study observed in the assessment of the benefits of community partnerships or sharedownerships are as follows: female and youths are not participating in such types of programmes; contradiction exists between participants regarding the objectives of the initiative; there is a lack of clarity from the developer side with regards to the type of shared ownership initiative; farmers lack the know-how of appropriately handling funds, strategic planning and marketing skills; partnerships are very influential in the creation of work culture and coordination in the community; resource endowment is a crucial factor hindering small scale farmers; and farmers’ training, development and update is lacking consistency. Recommendations put emphasis on ensuring that training is consistent and rigorous to ensure that the community will gain experience of the value of the project which can motivate and ensure that protection is improved by the same community members due to sense of ownership.
- Full Text:
- Date Issued: 2019
An assessment of factors affecting distribution models: an FMCG perspective
- Reshalin, Kumesh Sivaram Jay
- Authors: Reshalin, Kumesh Sivaram Jay
- Date: 2013
- Subjects: Business logistics , Delivery of goods , Shipment of goods
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8907 , http://hdl.handle.net/10948/d1021024
- Description: The Fast Moving Consumer Goods (FMCG) industry in South Africa is now more than ever, facing a new era with strong competition and a need for innovative and sustainable distribution strategies to remain competitive in the market. Organisations are continuously searching for ways to increase their competitiveness and sustainability as markets change and develop, so do the strategies used to enter them. Organisations must therefore be able to choose the most effective approach to enter markets in order to remain competitive. Recent approaches require organisations to identify innovative distribution methods to meet consumer needs due to a considerable increase in competition, which makes it very difficult for organisations to differentiate their products solely on the basis of cost or quality. The research problem addressed in this study comprised an assessment of factors affecting distribution models from an FMCG perspective. This necessitated a comprehensive literature review of the various definitions, trends impacting on distribution as well as investigating the status relating to distribution models. Strategies and attributes of successful distribution models were evaluated to determine an effective distribution model to assist the organisation in challenging competition. The researcher found that a significant number of authors have suggested the following key attributes for a successful distribution model, namely operational excellence, performance management, strategic partnership, technology drivers, and relationship marketing. An empirical study was conducted after the appropriate measuring instrument was developed. The purpose of the measuring instrument was to validate the literature findings, identify the rank importance of the identified attributes and to evaluate the extent to which these factors are provided for in the organisation, based on the points above. The present study assessed innovation at Coca-Cola Fortune (Pty) Ltd., a local FMCG firm in an effort to develop a distribution model that would be successful for the company. The study comprised a sample of 40 Official Coca-Cola Distributors which form part of the distribution model of Coca-Cola Fortune (Pty) Ltd. Questionnaires were sent to each of the 40 Official Coca-Cola Distributors and a response rate of 100 percent was obtained. The major findings indicated that the respondents agreed with the literature in respect of the important attributes of a successful distribution model. Overall the majority of the respondents identified the distribution model between Coca-Cola Fortune and the Official Coca-Cola Distributors as a successful distribution model. The literature findings together with the empirical study findings resulted in the development of a strategic model to maintain a successful and competitive distribution model. The current investigation highlighted the overall perception of Coca-Cola Fortune’s distribution model and the importance of having a successful model. To sustain this distribution model the organisation must maintain the key attributes of a successful distribution model as identified in the literature to ensure competitiveness, sustainability and meeting changing consumer demands.
- Full Text:
- Date Issued: 2013
- Authors: Reshalin, Kumesh Sivaram Jay
- Date: 2013
- Subjects: Business logistics , Delivery of goods , Shipment of goods
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8907 , http://hdl.handle.net/10948/d1021024
- Description: The Fast Moving Consumer Goods (FMCG) industry in South Africa is now more than ever, facing a new era with strong competition and a need for innovative and sustainable distribution strategies to remain competitive in the market. Organisations are continuously searching for ways to increase their competitiveness and sustainability as markets change and develop, so do the strategies used to enter them. Organisations must therefore be able to choose the most effective approach to enter markets in order to remain competitive. Recent approaches require organisations to identify innovative distribution methods to meet consumer needs due to a considerable increase in competition, which makes it very difficult for organisations to differentiate their products solely on the basis of cost or quality. The research problem addressed in this study comprised an assessment of factors affecting distribution models from an FMCG perspective. This necessitated a comprehensive literature review of the various definitions, trends impacting on distribution as well as investigating the status relating to distribution models. Strategies and attributes of successful distribution models were evaluated to determine an effective distribution model to assist the organisation in challenging competition. The researcher found that a significant number of authors have suggested the following key attributes for a successful distribution model, namely operational excellence, performance management, strategic partnership, technology drivers, and relationship marketing. An empirical study was conducted after the appropriate measuring instrument was developed. The purpose of the measuring instrument was to validate the literature findings, identify the rank importance of the identified attributes and to evaluate the extent to which these factors are provided for in the organisation, based on the points above. The present study assessed innovation at Coca-Cola Fortune (Pty) Ltd., a local FMCG firm in an effort to develop a distribution model that would be successful for the company. The study comprised a sample of 40 Official Coca-Cola Distributors which form part of the distribution model of Coca-Cola Fortune (Pty) Ltd. Questionnaires were sent to each of the 40 Official Coca-Cola Distributors and a response rate of 100 percent was obtained. The major findings indicated that the respondents agreed with the literature in respect of the important attributes of a successful distribution model. Overall the majority of the respondents identified the distribution model between Coca-Cola Fortune and the Official Coca-Cola Distributors as a successful distribution model. The literature findings together with the empirical study findings resulted in the development of a strategic model to maintain a successful and competitive distribution model. The current investigation highlighted the overall perception of Coca-Cola Fortune’s distribution model and the importance of having a successful model. To sustain this distribution model the organisation must maintain the key attributes of a successful distribution model as identified in the literature to ensure competitiveness, sustainability and meeting changing consumer demands.
- Full Text:
- Date Issued: 2013
An assessment of factors that impact on the performance of Cisco Academies: the South African situation
- Authors: Kudyachete, Gratitude
- Date: 2012
- Subjects: Information technology -- Economic aspects -- South Africa , Software-defined networking (Computer network technology)
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8789 , http://hdl.handle.net/10948/d1014720
- Description: Information and Communication Technology (ICT) is a catalyst for economic development and has been seen to provide new business opportunities and a source of competitive advantage. The acute ICT skills gap in South Africa is widely acknowledged. Such a shortage has cost the South African economy dearly, resulting in the government adopting a multi-pronged approach to the problem. The various interventions have yielded limited success leaving room for other players to contribute to the solution. The Cisco Academy programme, executed through the establishment of Cisco Academies in educational institutions, is a professional education programme focused on the provision of computer networking skills and other basic information technology technical skills. Its comprehensive approach has seen it playing a complementary role to those of the government and other stakeholders. This study focused on the factors that affect Cisco Academy performance. The primary objective was to improve the academic performance of the Cisco Academies in South Africa. More specifically the study assessed the effect of instructor quality, use of technology tools, multi-culture needs, motivation, supporting infrastructure and accessibility on academy performance. The sample consisted of 166 respondents from five Cisco Academies in South Africa. Techniques such as multiple regression analysis, two sample t-tests and analysis of variance were employed on the empirical data. It was established that instructor quality and use of technology tools were the significant determinants of academy performance. It was also established that the Cisco Academy programme is making a significant contribution towards addressing the ICT skills shortage. A number of recommendations are made for the government, Cisco Academies and Cisco systems itself. Recommendations for future research are also provided.
- Full Text:
- Date Issued: 2012
- Authors: Kudyachete, Gratitude
- Date: 2012
- Subjects: Information technology -- Economic aspects -- South Africa , Software-defined networking (Computer network technology)
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8789 , http://hdl.handle.net/10948/d1014720
- Description: Information and Communication Technology (ICT) is a catalyst for economic development and has been seen to provide new business opportunities and a source of competitive advantage. The acute ICT skills gap in South Africa is widely acknowledged. Such a shortage has cost the South African economy dearly, resulting in the government adopting a multi-pronged approach to the problem. The various interventions have yielded limited success leaving room for other players to contribute to the solution. The Cisco Academy programme, executed through the establishment of Cisco Academies in educational institutions, is a professional education programme focused on the provision of computer networking skills and other basic information technology technical skills. Its comprehensive approach has seen it playing a complementary role to those of the government and other stakeholders. This study focused on the factors that affect Cisco Academy performance. The primary objective was to improve the academic performance of the Cisco Academies in South Africa. More specifically the study assessed the effect of instructor quality, use of technology tools, multi-culture needs, motivation, supporting infrastructure and accessibility on academy performance. The sample consisted of 166 respondents from five Cisco Academies in South Africa. Techniques such as multiple regression analysis, two sample t-tests and analysis of variance were employed on the empirical data. It was established that instructor quality and use of technology tools were the significant determinants of academy performance. It was also established that the Cisco Academy programme is making a significant contribution towards addressing the ICT skills shortage. A number of recommendations are made for the government, Cisco Academies and Cisco systems itself. Recommendations for future research are also provided.
- Full Text:
- Date Issued: 2012
An assessment of female and management perceptions of factors moderating leadership mobility at Logistic (PTY) LTD
- Authors: Rippon, Marion Magdelyn
- Date: 2018
- Subjects: Transformational leadership Leadership in women
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/17897 , vital:28480
- Description: Senior management positions at a South African-based logistics company Logistic (Pty) Ltd (pseudonym) are predominantly occupied by males which led to the primary question: why are females not better represented at senior levels within the organisation and why do promotion into these senior managerial positions appears difficult? The objective of this study was to determine factors impacting female advancement and to develop strategies based on identified influencing factors. Based on an interpretivist paradigm, the study used a phenomenological approach which was based on an appreciative enquiry research to understand experiences perceived and interpreted by individuals within the organisation. Various findings emerged in terms of the research questions of how management perceive and support female advancement, the perception of barriers experienced by females and the perception of the potential of the organisation promoting females in terms of providing an enabling environment. Findings which were not conducive to female advancement were identified as non-supporting organisational culture due to the inherent history of the organisation, tokenism by trying to rectify the phenomenon, transparent barriers experienced by females trying to ascend the corporate ladder and the lack of a pool of suitable candidates in the junior levels of the organisation which could be caused by the industry in which the organisation does business. Conclusions surrounding organisational intentions and actions were reached, which included recommendations for progressing towards the goals as agreed by the Commission for Employment Equity (CEE) and its strategic and sectoral stakeholders.
- Full Text:
- Date Issued: 2018
- Authors: Rippon, Marion Magdelyn
- Date: 2018
- Subjects: Transformational leadership Leadership in women
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/17897 , vital:28480
- Description: Senior management positions at a South African-based logistics company Logistic (Pty) Ltd (pseudonym) are predominantly occupied by males which led to the primary question: why are females not better represented at senior levels within the organisation and why do promotion into these senior managerial positions appears difficult? The objective of this study was to determine factors impacting female advancement and to develop strategies based on identified influencing factors. Based on an interpretivist paradigm, the study used a phenomenological approach which was based on an appreciative enquiry research to understand experiences perceived and interpreted by individuals within the organisation. Various findings emerged in terms of the research questions of how management perceive and support female advancement, the perception of barriers experienced by females and the perception of the potential of the organisation promoting females in terms of providing an enabling environment. Findings which were not conducive to female advancement were identified as non-supporting organisational culture due to the inherent history of the organisation, tokenism by trying to rectify the phenomenon, transparent barriers experienced by females trying to ascend the corporate ladder and the lack of a pool of suitable candidates in the junior levels of the organisation which could be caused by the industry in which the organisation does business. Conclusions surrounding organisational intentions and actions were reached, which included recommendations for progressing towards the goals as agreed by the Commission for Employment Equity (CEE) and its strategic and sectoral stakeholders.
- Full Text:
- Date Issued: 2018
An assessment of industrial development zones in growing SMMEs: the East London industrial development zone case
- Authors: Tinta, Akhona Nelisa
- Date: 2017
- Subjects: Small business -- South Africa -- East London -- Growth Economic development -- South Africa -- East London , Industrial development projects -- South Africa -- East London Business enterprises
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/21427 , vital:29516
- Description: The small, medium and micro enterprises sector in South Africa is critical in addressing poverty, job creation and social instability inherited by the democratic government. The transformation of the economy has seen various pieces of legislation being enacted in order to promote a favourable environment for the growth of the SMME sector. As such, instruments such as the Industrial Development Zones were put in place to facilitate investment, create jobs and promote exports with one of the main objectives to grow the SMME sector. In this study, the case of the East London Industrial Development Zone (ELIDZ) in supporting the growth of the SMME sector in economic growth and addressing socio-economic challenges was analysed. The exploratory qualitative research methodology was used in the study. Structured questionnaires and a semi-structured interview guide were used to collect data from the 49 identified participants and an Executive Management representative from the ELIDZ in order to present the data obtained precisely. The study recommends that an integrated model of SMME growth by the private and public sector be developed in ensuring that there are clear expectations on the determinants of growth for the sector. In addition, the Buffalo City Metropolitan Municipality must have in place a consolidated database of SMMEs in order for the private and public institutions to elect the SMMEs which can be participants in their SMME development programmes.
- Full Text:
- Date Issued: 2017
- Authors: Tinta, Akhona Nelisa
- Date: 2017
- Subjects: Small business -- South Africa -- East London -- Growth Economic development -- South Africa -- East London , Industrial development projects -- South Africa -- East London Business enterprises
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/21427 , vital:29516
- Description: The small, medium and micro enterprises sector in South Africa is critical in addressing poverty, job creation and social instability inherited by the democratic government. The transformation of the economy has seen various pieces of legislation being enacted in order to promote a favourable environment for the growth of the SMME sector. As such, instruments such as the Industrial Development Zones were put in place to facilitate investment, create jobs and promote exports with one of the main objectives to grow the SMME sector. In this study, the case of the East London Industrial Development Zone (ELIDZ) in supporting the growth of the SMME sector in economic growth and addressing socio-economic challenges was analysed. The exploratory qualitative research methodology was used in the study. Structured questionnaires and a semi-structured interview guide were used to collect data from the 49 identified participants and an Executive Management representative from the ELIDZ in order to present the data obtained precisely. The study recommends that an integrated model of SMME growth by the private and public sector be developed in ensuring that there are clear expectations on the determinants of growth for the sector. In addition, the Buffalo City Metropolitan Municipality must have in place a consolidated database of SMMEs in order for the private and public institutions to elect the SMMEs which can be participants in their SMME development programmes.
- Full Text:
- Date Issued: 2017
An assessment of opportunities for implementing lean management in the healthcare supply chain of selected clinics in the East London area
- Authors: Beja, Fezekile Sydwell
- Date: 2013
- Subjects: Lean manufacturing -- Management , Business logistics -- South Africa -- East London , Medical care -- South Africa -- East London
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8899 , http://hdl.handle.net/10948/d1020958
- Description: When the current South African government came into power two decades ago they inherited a fragmented health care system whose main focus was on the tertiary care level. The strategy of the current government was to re-focus the whole health care system and prioritize primary health care system. That included setting up district health care systems and building primary health care centres in the areas within the communities in order to make health care accessible to everybody. Due to financial difficulties the majority of the people staying in these communities solely depend on these clinics as they cannot afford to buy health care services in the private sector. The study seeks to assess the current medication supply chain to these clinics with a view of coming up with recommendations that, when implemented, will ensure that the supply of medication by the clinics is able to meet the demands of their patients. Lean management is a system that was started in the manufacturing sector and because of its success there it was later adopted by the service industry. Lean is a system that seeks to eliminate all forms of waste and improve the quality of the service rendered to the satisfaction of the customer/patient. Literature review and discussion of lean implementation is discussed extensively. The findings of the study are presented, analyzed and discussed. In these findings it is noted that the system is functioning very well but there are challenges in these clinics that need to be addressed. Recommendations of how lean management can be implemented successfully to optimize the functioning of the current system are discusse The permission received from the Department of Health to conduct this study came with contractual obligations that the researcher promised to honour. One of those requirement stated clearly that the findings of the study should not be published anywhere without the permission of the Department (see addendums A & C). It is under that premise that the researcher wants to bring this to the attention of the relevant university departments, with the hope of ensuring that this contractual obligation is honoured.
- Full Text:
- Date Issued: 2013
- Authors: Beja, Fezekile Sydwell
- Date: 2013
- Subjects: Lean manufacturing -- Management , Business logistics -- South Africa -- East London , Medical care -- South Africa -- East London
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8899 , http://hdl.handle.net/10948/d1020958
- Description: When the current South African government came into power two decades ago they inherited a fragmented health care system whose main focus was on the tertiary care level. The strategy of the current government was to re-focus the whole health care system and prioritize primary health care system. That included setting up district health care systems and building primary health care centres in the areas within the communities in order to make health care accessible to everybody. Due to financial difficulties the majority of the people staying in these communities solely depend on these clinics as they cannot afford to buy health care services in the private sector. The study seeks to assess the current medication supply chain to these clinics with a view of coming up with recommendations that, when implemented, will ensure that the supply of medication by the clinics is able to meet the demands of their patients. Lean management is a system that was started in the manufacturing sector and because of its success there it was later adopted by the service industry. Lean is a system that seeks to eliminate all forms of waste and improve the quality of the service rendered to the satisfaction of the customer/patient. Literature review and discussion of lean implementation is discussed extensively. The findings of the study are presented, analyzed and discussed. In these findings it is noted that the system is functioning very well but there are challenges in these clinics that need to be addressed. Recommendations of how lean management can be implemented successfully to optimize the functioning of the current system are discusse The permission received from the Department of Health to conduct this study came with contractual obligations that the researcher promised to honour. One of those requirement stated clearly that the findings of the study should not be published anywhere without the permission of the Department (see addendums A & C). It is under that premise that the researcher wants to bring this to the attention of the relevant university departments, with the hope of ensuring that this contractual obligation is honoured.
- Full Text:
- Date Issued: 2013
An assessment of organisational change at S.P. Metal Forgings Uitenhage
- Authors: Whittal, Daryl James
- Date: 2014
- Subjects: Organizational change , Organizational effectiveness
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:9388 , http://hdl.handle.net/10948/d1017559
- Description: The intention of this study was to investigate how organisational change was implemented at S.P. Metal Forgings Uitenhage, what the outcomes of the changes were and the effect on the organisational culture. In order to achieve this goal, the following actions were taken: · A literature study was conducted of various texts relating to organizational change and the associated topics with the intention to identify strategies and techniques to aid the successful implementation of organisational change. · An interview was held with the managing director of S.P. Metal Forgings to aid in understanding the need for organisational change at this particular facility and to have insight into how he implemented the changes. · A self administered questionnaire was distributed amongst a number of employees. The survey covered all levels of the organisation, from machine operators to departmental managers, to provide a comprehensive picture of how the employees viewed the changes and associated topics. The questionnaire requested responses from the respondents regarding their demographical details and their individual opinions regarding the organisational change, which covered the lead up to the changes and the manner in which the changes were made. The questionnaire also included sections covering change outcomes, which measured the success of the change efforts and lastly organisational culture on site at the time of the study. The results from the literature study showed that there are a number of accepted change models which can be adopted when implementing change. These models assist in driving the organisational change. The empirical study revealed that for the changes implemented at S.P. Metal Forgings Uitenhage, a change model was not adopted and that a number of vitally important areas associated with the change efforts were inadequately addressed. The organisational changes were introduced on this particular site with the intention of minimizing the loss situation and re-establishing the organisation as a profit generating entity. The empirical study showed a number of positive outcomes associated with the changes but also highlighted areas of concern and points which can be improved. The culture found within an organisation influences the organisation in many ways which include the ability of the organisation to accept change and the ease of implementing new procedures and equipment. The culture also influences the daily operations of a manufacturing facility such as this one. The study revealed that the respondents are not driven to perform at their best as a result of the lack of recognition which they receive and that the relationship between employees and management can improve. It was concluded that organisational change is not easy to introduce and that it needs to be well planned and executed. Change requires transformational leaders, a clear vision, an analysis and well-thought out and properly implemented actions.
- Full Text:
- Date Issued: 2014
- Authors: Whittal, Daryl James
- Date: 2014
- Subjects: Organizational change , Organizational effectiveness
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:9388 , http://hdl.handle.net/10948/d1017559
- Description: The intention of this study was to investigate how organisational change was implemented at S.P. Metal Forgings Uitenhage, what the outcomes of the changes were and the effect on the organisational culture. In order to achieve this goal, the following actions were taken: · A literature study was conducted of various texts relating to organizational change and the associated topics with the intention to identify strategies and techniques to aid the successful implementation of organisational change. · An interview was held with the managing director of S.P. Metal Forgings to aid in understanding the need for organisational change at this particular facility and to have insight into how he implemented the changes. · A self administered questionnaire was distributed amongst a number of employees. The survey covered all levels of the organisation, from machine operators to departmental managers, to provide a comprehensive picture of how the employees viewed the changes and associated topics. The questionnaire requested responses from the respondents regarding their demographical details and their individual opinions regarding the organisational change, which covered the lead up to the changes and the manner in which the changes were made. The questionnaire also included sections covering change outcomes, which measured the success of the change efforts and lastly organisational culture on site at the time of the study. The results from the literature study showed that there are a number of accepted change models which can be adopted when implementing change. These models assist in driving the organisational change. The empirical study revealed that for the changes implemented at S.P. Metal Forgings Uitenhage, a change model was not adopted and that a number of vitally important areas associated with the change efforts were inadequately addressed. The organisational changes were introduced on this particular site with the intention of minimizing the loss situation and re-establishing the organisation as a profit generating entity. The empirical study showed a number of positive outcomes associated with the changes but also highlighted areas of concern and points which can be improved. The culture found within an organisation influences the organisation in many ways which include the ability of the organisation to accept change and the ease of implementing new procedures and equipment. The culture also influences the daily operations of a manufacturing facility such as this one. The study revealed that the respondents are not driven to perform at their best as a result of the lack of recognition which they receive and that the relationship between employees and management can improve. It was concluded that organisational change is not easy to introduce and that it needs to be well planned and executed. Change requires transformational leaders, a clear vision, an analysis and well-thought out and properly implemented actions.
- Full Text:
- Date Issued: 2014
An assessment of Organisational Culture at an Information and Technology Company during a period of change
- Authors: Nzimande, Prosper Thelumusa
- Date: 2018
- Subjects: Organizational change , Corporate culture Organization -- Research Customer relations
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/22935 , vital:30150
- Description: Orientation: Change is inevitable, yet many organisational change efforts are not successful due to the culture of the organisation not supporting change. As a result,change objectives are not met and employees are left with a poor change experience. Research objective: The main objective of the study was therefore to determine the extent to which the organisational culture of a selected South African Information, Communication and Technology (ICT) organisation was ready for change, and supported goal alignment, team work, a customer focus and employee talent optimisation to attain desired Change Outcomes. Research design: The study adopted a quantitative method using a random sample method and survey as the data collecting instrument, which was administered to employees at a selected ICT organisation. Factor analysis resulted in a refinement of the initial cultural elements investigated. Main findings/results: The results revealed that the ICT organisation did reflect a customer orientation, change readiness, collaboration for continuous improvement and an environment that enabled performance, but that there was room for improvement. The results indicated that the respondents had doubts about whether the Change Outcomes were attained. All the cultural factors correlated positively with each other and positively correlated with Change Outcomes. A significant positive link was found between Collaboration for Continuous Innovation and Change Outcomes. Practical/managerial implications: Organisational change requires much effort from senior leaders, managers and employees and it is therefore more likely that, during change, attention will be focused on operational changes rather than on organisational culture. However, the study demonstrated that culture in general is very important, as it influences behaviour and provides identity to employees, and that culture is especially important during a period of change. During a period of change, culture can either enhance or hinder change. In addition, change often implies a change in culture. The study showed that during a period of change, team work is very important and that opportunities must be created for sharing ideas, collaboration and stretching goals, thus for innovation, and for finding better ways to serve customers.
- Full Text:
- Date Issued: 2018
- Authors: Nzimande, Prosper Thelumusa
- Date: 2018
- Subjects: Organizational change , Corporate culture Organization -- Research Customer relations
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/22935 , vital:30150
- Description: Orientation: Change is inevitable, yet many organisational change efforts are not successful due to the culture of the organisation not supporting change. As a result,change objectives are not met and employees are left with a poor change experience. Research objective: The main objective of the study was therefore to determine the extent to which the organisational culture of a selected South African Information, Communication and Technology (ICT) organisation was ready for change, and supported goal alignment, team work, a customer focus and employee talent optimisation to attain desired Change Outcomes. Research design: The study adopted a quantitative method using a random sample method and survey as the data collecting instrument, which was administered to employees at a selected ICT organisation. Factor analysis resulted in a refinement of the initial cultural elements investigated. Main findings/results: The results revealed that the ICT organisation did reflect a customer orientation, change readiness, collaboration for continuous improvement and an environment that enabled performance, but that there was room for improvement. The results indicated that the respondents had doubts about whether the Change Outcomes were attained. All the cultural factors correlated positively with each other and positively correlated with Change Outcomes. A significant positive link was found between Collaboration for Continuous Innovation and Change Outcomes. Practical/managerial implications: Organisational change requires much effort from senior leaders, managers and employees and it is therefore more likely that, during change, attention will be focused on operational changes rather than on organisational culture. However, the study demonstrated that culture in general is very important, as it influences behaviour and provides identity to employees, and that culture is especially important during a period of change. During a period of change, culture can either enhance or hinder change. In addition, change often implies a change in culture. The study showed that during a period of change, team work is very important and that opportunities must be created for sharing ideas, collaboration and stretching goals, thus for innovation, and for finding better ways to serve customers.
- Full Text:
- Date Issued: 2018
An assessment of own revenue management for financial sustainability of the Eastern Cape municipalities
- Authors: Majikijela, Vuyolwethu
- Date: 2018
- Subjects: Revenue management , Municipal government -- South Africa -- Eastern Cape , Municipal government -- South Africa -- Eastern Cape -- Finance , Municipal government -- South Africa -- Eastern Cape -- Cost effectiveness , Municipal services -- Finance
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/61445 , vital:28027
- Description: The purpose of the research is to assess the financial viability of municipalities in the Eastern Cape. Municipalities that are not financially viable and sustainable will always struggle to deliver basic services to communities. Without sound financial management systems, municipalities will be forced to discontinue their operations. Municipalities, particularly small and rural ones, are not self-sufficient thus cost benefit theory emphasises that municipality must adopt cost recovery revenue management. The application of cost recovery revenue management requires that municipalities take into account internal and external revenue management challenges that will be factored on user charges. Cost recovery also requires governance to lead the process through capacitation, transparency and communication with all stakeholders. This research highlights that municipalities in the province have not matured to a level wherein they are able to adopt cost recovery revenue management because of prevalent external revenue management challenges caused by high unemployment rate in the province and the slow economic growth. Municipalities in the province are thus financially unsustainable. This research therefore proposes that a phase in approach to cost recovery should be adopted in line with the changes in unemployment and economic growth. Increased transparency and consultation with intergovernmental relations should also be promoted to enable financial sustainability of municipalities in the province.
- Full Text:
- Date Issued: 2018
- Authors: Majikijela, Vuyolwethu
- Date: 2018
- Subjects: Revenue management , Municipal government -- South Africa -- Eastern Cape , Municipal government -- South Africa -- Eastern Cape -- Finance , Municipal government -- South Africa -- Eastern Cape -- Cost effectiveness , Municipal services -- Finance
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/61445 , vital:28027
- Description: The purpose of the research is to assess the financial viability of municipalities in the Eastern Cape. Municipalities that are not financially viable and sustainable will always struggle to deliver basic services to communities. Without sound financial management systems, municipalities will be forced to discontinue their operations. Municipalities, particularly small and rural ones, are not self-sufficient thus cost benefit theory emphasises that municipality must adopt cost recovery revenue management. The application of cost recovery revenue management requires that municipalities take into account internal and external revenue management challenges that will be factored on user charges. Cost recovery also requires governance to lead the process through capacitation, transparency and communication with all stakeholders. This research highlights that municipalities in the province have not matured to a level wherein they are able to adopt cost recovery revenue management because of prevalent external revenue management challenges caused by high unemployment rate in the province and the slow economic growth. Municipalities in the province are thus financially unsustainable. This research therefore proposes that a phase in approach to cost recovery should be adopted in line with the changes in unemployment and economic growth. Increased transparency and consultation with intergovernmental relations should also be promoted to enable financial sustainability of municipalities in the province.
- Full Text:
- Date Issued: 2018
An assessment of perceptions of lean opportunities in hospital management
- Authors: Labuschagne, Gertruida
- Date: 2013
- Subjects: Lean manufacturing -- Management , Hospitals -- Waste minimization , Hospitals -- Administration
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8777 , http://hdl.handle.net/10948/d1012958
- Description: This is a quantitative study. The primary research objective is to investigate the importance of hospital management’s involvement when implementing lean elements in healthcare. In reality, incidents and quality problems are prime reasons why healthcare leaders are calling for redesign in healthcare delivery and systems. This paper presents a proposal for developing a lean culture in healthcare facilities equipped with managers who will be able to drive the implementation of lean elements from the top down, making use of multidisciplinary teams, including physicians, to deliver value-added services. This study ultimately endeavors to indicate the importance of management, multidisciplinary teams and physician involvement in implementing lean principles in healthcare successfully. “If we keep doing what we’re doing, we’re going to keep getting what we’re getting.” – Stephen Covey. The reasons why lean management is a particularly important strategy in healthcare currently, includes the following: •The need to reduce waste in healthcare cost; •The need to improve quality and on-time processes; •Fast-paced technological changes; •Ever-increasing patient expectations; and •The need to standardise processes and systems to get the high-quality results anticipated (Chalice, 2010).
- Full Text:
- Date Issued: 2013
- Authors: Labuschagne, Gertruida
- Date: 2013
- Subjects: Lean manufacturing -- Management , Hospitals -- Waste minimization , Hospitals -- Administration
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8777 , http://hdl.handle.net/10948/d1012958
- Description: This is a quantitative study. The primary research objective is to investigate the importance of hospital management’s involvement when implementing lean elements in healthcare. In reality, incidents and quality problems are prime reasons why healthcare leaders are calling for redesign in healthcare delivery and systems. This paper presents a proposal for developing a lean culture in healthcare facilities equipped with managers who will be able to drive the implementation of lean elements from the top down, making use of multidisciplinary teams, including physicians, to deliver value-added services. This study ultimately endeavors to indicate the importance of management, multidisciplinary teams and physician involvement in implementing lean principles in healthcare successfully. “If we keep doing what we’re doing, we’re going to keep getting what we’re getting.” – Stephen Covey. The reasons why lean management is a particularly important strategy in healthcare currently, includes the following: •The need to reduce waste in healthcare cost; •The need to improve quality and on-time processes; •Fast-paced technological changes; •Ever-increasing patient expectations; and •The need to standardise processes and systems to get the high-quality results anticipated (Chalice, 2010).
- Full Text:
- Date Issued: 2013
An assessment of personnel accountability within manufacturing at Continental Tyre South Africa
- Authors: Liebenberg, Johann
- Date: 2007
- Subjects: Continental Tyre South Africa (Firm) , Responsibility -- South Africa , Self-management (Psychology) , Integrity
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8569 , http://hdl.handle.net/10948/741 , Continental Tyre South Africa (Firm) , Responsibility -- South Africa , Self-management (Psychology) , Integrity
- Description: South Africa as a country producing certain commodities is experiencing profound changes as a result of globalisation. Globalisation refers to the sourcing of goods from locations around the world to take advantage of national differences in the cost and quality of factors of production, such as labour, energy, land and capital. By doing this, companies hope to lower their overall cost structure and improve the quality or functionality of their product offering, thereby allowing them to compete more effectively. To remain competitive in a global environment, having personnel who are accountable for what they have control over, can help revitalise the business character, strengthen the global competitiveness of corporations, heighten innovation, improve the quality of products and services produced by companies’ world wide, and increase the responsiveness of organisations to the needs and wants of customers. Continental Tyre South Africa (CTSA) is a local and global supplier of tyres, and the global sourcing for tyres by sales divisions, requires CTSA to remain competitive on price in the global market. The overall purpose of the research was to assess the current level of personnel accountability on all levels within manufacturing at CTSA and to formulate recommendations to address the shortfalls identified through the research. The research methodology for this study comprised of the following steps: Firstly, the contextual elements that define accountability were researched; Secondly, the appropriate research methodology techniques were researched and applied. The current level of accountability was assessed in an empirical study which involved completing a questionnaire during structured interviews with respondents; and Thirdly, the data obtained from the questionnaires were analysed showing some areas of accountability, but shortfalls in other areas. The final step of this study entailed the formulation of recommendations to address the shortfalls identified in the different levels and elements of accountability namely: Responsibility, Ability, Means, Authority and Measurement.
- Full Text:
- Date Issued: 2007
- Authors: Liebenberg, Johann
- Date: 2007
- Subjects: Continental Tyre South Africa (Firm) , Responsibility -- South Africa , Self-management (Psychology) , Integrity
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8569 , http://hdl.handle.net/10948/741 , Continental Tyre South Africa (Firm) , Responsibility -- South Africa , Self-management (Psychology) , Integrity
- Description: South Africa as a country producing certain commodities is experiencing profound changes as a result of globalisation. Globalisation refers to the sourcing of goods from locations around the world to take advantage of national differences in the cost and quality of factors of production, such as labour, energy, land and capital. By doing this, companies hope to lower their overall cost structure and improve the quality or functionality of their product offering, thereby allowing them to compete more effectively. To remain competitive in a global environment, having personnel who are accountable for what they have control over, can help revitalise the business character, strengthen the global competitiveness of corporations, heighten innovation, improve the quality of products and services produced by companies’ world wide, and increase the responsiveness of organisations to the needs and wants of customers. Continental Tyre South Africa (CTSA) is a local and global supplier of tyres, and the global sourcing for tyres by sales divisions, requires CTSA to remain competitive on price in the global market. The overall purpose of the research was to assess the current level of personnel accountability on all levels within manufacturing at CTSA and to formulate recommendations to address the shortfalls identified through the research. The research methodology for this study comprised of the following steps: Firstly, the contextual elements that define accountability were researched; Secondly, the appropriate research methodology techniques were researched and applied. The current level of accountability was assessed in an empirical study which involved completing a questionnaire during structured interviews with respondents; and Thirdly, the data obtained from the questionnaires were analysed showing some areas of accountability, but shortfalls in other areas. The final step of this study entailed the formulation of recommendations to address the shortfalls identified in the different levels and elements of accountability namely: Responsibility, Ability, Means, Authority and Measurement.
- Full Text:
- Date Issued: 2007
An assessment of strategies used to retain nurses in selected hospitals in the Nelson Mandela Metropolitan Municipal area
- Authors: Zweni, Sisilo Sylvia
- Date: 2005
- Subjects: Employee retention -- South Africa -- Nelson Mandela Metropole , Nurses -- South Africa -- Nelson Mandela Metropole , Labor turnover -- South Africa -- Nelson Mandela Metropole
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:9260 , http://hdl.handle.net/10948/147 , Employee retention -- South Africa -- Nelson Mandela Metropole , Nurses -- South Africa -- Nelson Mandela Metropole , Labor turnover -- South Africa -- Nelson Mandela Metropole
- Description: The harsh realities currently facing public hospitals such as budget cuts, understaffing and poor working conditions, have resulted in nurses experiencing low morale and finding it increasingly difficult to stay in the public health sector. The obvious targeting of South African nurses by recruitment agencies with job offers to work overseas is causing a massive skills’ drain that the country cannot afford. The situation is further compounded by the fact that the government is freezing posts of those nurses who have resigned. Consequently, nurses who are currently working in these hospitals have to cope with unreasonable workloads. Public hospitals are nowadays faced with the challenge of delivering quality health care within the constraints of gross staff shortages, and an increasingly competitive global health environment. The main objective of this study was to identify strategies that can be implemented by hospitals in order to reduce turnover, thereby enhancing retention of staff. Interviews were conducted with the matrons-in-charge of the hospitals under study to investigate strategies that are in place to improve retention. Secondary data regarding staff turnover in the hospitals under study was collected and analysed. It emerged that there are no concrete strategies in place to lower turnover. Hospitals are indeed experiencing staff turnover and posts that were vacated by those nurses that have resigned are frozen. The literature survey revealed three strategies that can be utilised to retain employees, namely, motivation strategies, effective leadership strategies and human resources strategies. Based on various literature reviews, it was concluded that the three strategies are interrelated. The empirical survey was conducted at the three selected hospitals, to determine the extent to which the retention strategies identified in the literature survey are being utilised. All three are invariably used in the hospitals. It is evident that the leadership behaviour in these hospitals affects the level of motivation of employees. The extent to which some of the human resources strategies are utilised invariably leads to low morale and dissatisfaction among employees. Lastly, research findings were assessed with the aim of drawing conclusions so that appropriate recommendations could be made. Recommendations focused on the retention strategies that can be implemented to boost morale of employees and enhance retention.
- Full Text:
- Date Issued: 2005
- Authors: Zweni, Sisilo Sylvia
- Date: 2005
- Subjects: Employee retention -- South Africa -- Nelson Mandela Metropole , Nurses -- South Africa -- Nelson Mandela Metropole , Labor turnover -- South Africa -- Nelson Mandela Metropole
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:9260 , http://hdl.handle.net/10948/147 , Employee retention -- South Africa -- Nelson Mandela Metropole , Nurses -- South Africa -- Nelson Mandela Metropole , Labor turnover -- South Africa -- Nelson Mandela Metropole
- Description: The harsh realities currently facing public hospitals such as budget cuts, understaffing and poor working conditions, have resulted in nurses experiencing low morale and finding it increasingly difficult to stay in the public health sector. The obvious targeting of South African nurses by recruitment agencies with job offers to work overseas is causing a massive skills’ drain that the country cannot afford. The situation is further compounded by the fact that the government is freezing posts of those nurses who have resigned. Consequently, nurses who are currently working in these hospitals have to cope with unreasonable workloads. Public hospitals are nowadays faced with the challenge of delivering quality health care within the constraints of gross staff shortages, and an increasingly competitive global health environment. The main objective of this study was to identify strategies that can be implemented by hospitals in order to reduce turnover, thereby enhancing retention of staff. Interviews were conducted with the matrons-in-charge of the hospitals under study to investigate strategies that are in place to improve retention. Secondary data regarding staff turnover in the hospitals under study was collected and analysed. It emerged that there are no concrete strategies in place to lower turnover. Hospitals are indeed experiencing staff turnover and posts that were vacated by those nurses that have resigned are frozen. The literature survey revealed three strategies that can be utilised to retain employees, namely, motivation strategies, effective leadership strategies and human resources strategies. Based on various literature reviews, it was concluded that the three strategies are interrelated. The empirical survey was conducted at the three selected hospitals, to determine the extent to which the retention strategies identified in the literature survey are being utilised. All three are invariably used in the hospitals. It is evident that the leadership behaviour in these hospitals affects the level of motivation of employees. The extent to which some of the human resources strategies are utilised invariably leads to low morale and dissatisfaction among employees. Lastly, research findings were assessed with the aim of drawing conclusions so that appropriate recommendations could be made. Recommendations focused on the retention strategies that can be implemented to boost morale of employees and enhance retention.
- Full Text:
- Date Issued: 2005
An assessment of the capability of the Eastern Cape Tourism Board to cope with change
- Authors: Mona, Nomkhita Princess
- Date: 2004
- Subjects: Eastern Cape Tourism Board Tourism -- South Africa -- Eastern Cape Organizational change -- South Africa -- Eastern Cape -- Case studies
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:812 , http://hdl.handle.net/10962/d1007683
- Description: This study set out to examine whether the Eastern Cape Tourism Board (ECTB) had the capability to cope with change. The tourism industry is very dynamic and for the organization to survive, it must be able to adapt itself in a constantly changing environment. The research question was derived from a study done by Human and Horwitz (1992), in which they examined how South African companies cope with change. They developed a model and a questionnaire to measure the capabilities of coping with change. Their model and questionnaire were based on the following four dimensions: strategic orientation, control orientation, social focus and institutional focus. This model classified organizations into four types, namely: the Boardroom organization, the Technocracy organization, the Hardhat organization as well as the Missionary organization. These typologies are discussed in Chapter 2. A modified version of the Human and Horwitz questionnaire was used to conduct this research. The original questionnaire has 32 items, and the questionnaire used in this study has the same number of items. The modification was done to nine questions, to ensure that they were of specific relevance to the organization being researched. The questions were slightly modified taking care to ensure that they still fit within the original dimensions measured by Human and Horwitz (1992). The questionnaires were distributed within the organization, particularly to those employees in the Tourism section, as the organization also had a Conservation section. The Conservation section was excluded due to the fact that a policy decision had already been taken to separate the two sections, thereby creating two organizations. When the questionnaires were returned, they were analyzed using 'Statistica' , a computerized statistics program. The results showed that the ECTB does not have the capability to cope with change as it lacked the critical strategic orientation that Human and Horwitz (1992) suggest is a key requirement for coping. The profile of the organization showed that the ECTB could be classified as primarily being a Technocracy organization, and secondarily a 'Hardhat' organization. (See details in Chapter 4). Human and Horwitz (1992) suggest that an organization to be able to cope with change, must be a 'hybrid' of these four types. The implications of these results suggest that the organization is lacking in the dynamism brought about by having a strategic orientation. Human and Horwitz argue that the profile of an organization coping well with change should show a 'balance' in terms of orientation (strategic orientation and control orientation). The ECTB's profile does not show this balance, and can therefore be said not to have the capability to cope with change. The results of the profile are discussed in Chapter 4.
- Full Text:
- Date Issued: 2004
- Authors: Mona, Nomkhita Princess
- Date: 2004
- Subjects: Eastern Cape Tourism Board Tourism -- South Africa -- Eastern Cape Organizational change -- South Africa -- Eastern Cape -- Case studies
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:812 , http://hdl.handle.net/10962/d1007683
- Description: This study set out to examine whether the Eastern Cape Tourism Board (ECTB) had the capability to cope with change. The tourism industry is very dynamic and for the organization to survive, it must be able to adapt itself in a constantly changing environment. The research question was derived from a study done by Human and Horwitz (1992), in which they examined how South African companies cope with change. They developed a model and a questionnaire to measure the capabilities of coping with change. Their model and questionnaire were based on the following four dimensions: strategic orientation, control orientation, social focus and institutional focus. This model classified organizations into four types, namely: the Boardroom organization, the Technocracy organization, the Hardhat organization as well as the Missionary organization. These typologies are discussed in Chapter 2. A modified version of the Human and Horwitz questionnaire was used to conduct this research. The original questionnaire has 32 items, and the questionnaire used in this study has the same number of items. The modification was done to nine questions, to ensure that they were of specific relevance to the organization being researched. The questions were slightly modified taking care to ensure that they still fit within the original dimensions measured by Human and Horwitz (1992). The questionnaires were distributed within the organization, particularly to those employees in the Tourism section, as the organization also had a Conservation section. The Conservation section was excluded due to the fact that a policy decision had already been taken to separate the two sections, thereby creating two organizations. When the questionnaires were returned, they were analyzed using 'Statistica' , a computerized statistics program. The results showed that the ECTB does not have the capability to cope with change as it lacked the critical strategic orientation that Human and Horwitz (1992) suggest is a key requirement for coping. The profile of the organization showed that the ECTB could be classified as primarily being a Technocracy organization, and secondarily a 'Hardhat' organization. (See details in Chapter 4). Human and Horwitz (1992) suggest that an organization to be able to cope with change, must be a 'hybrid' of these four types. The implications of these results suggest that the organization is lacking in the dynamism brought about by having a strategic orientation. Human and Horwitz argue that the profile of an organization coping well with change should show a 'balance' in terms of orientation (strategic orientation and control orientation). The ECTB's profile does not show this balance, and can therefore be said not to have the capability to cope with change. The results of the profile are discussed in Chapter 4.
- Full Text:
- Date Issued: 2004
An assessment of the challenges and successes experienced when implementing the six sigma methodology in Continental Tyre South Africa
- Authors: Kanakana, Mukundeleli Grace
- Date: 2006
- Subjects: Six sigma (Quality control standard) , Total quality control , Total quality management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8553 , http://hdl.handle.net/10948/531 , Six sigma (Quality control standard) , Total quality control , Total quality management
- Description: Globalisation has opened up international markets for South African companies, but has also introduced competition in the domestic market. As a result, South African organisations are forced to attain global efficiency levels if they are to compete on the world market as well as maintain their domestic market share. Organisations have to come with creative methods that can enhance their competitiveness, one of them being the Six Sigma. Six Sigma is a measurement-based strategy that focuses on process improvement and variation reduction as a means towards performance improvement. The methodology has a reputation of success, however a number of organisations believe that the methodology is not relevant to their specific competitive needs. Six Sigma is seen as another continuous improvement tool applicable to first world country organisations which will fade away with time. The study was undertaken to find out challenges and successes of implementing a Six Sigma methodology at Continental Tyre SA. The findings of the study revealed that the experience of implementing Six Sigma methodology at Continental Tyre SA is similar to those experienced by first world organisations. It is concluded that Six Sigma methodology can improve organisation processes and yield financial benefits irrespective of organisation location or background. However, organisations must follow a systematic guideline when implementing the methodology. The study provides recommendations on how Continental Tyre SA can align their strategy in order to achieve organisational objectives. The following recommendations were made: Roll out Six Sigma to support departments; Align the strategy to address critical success factors; Improve project turnover time and measure the success on financial savings and number of projects completed.
- Full Text:
- Date Issued: 2006
- Authors: Kanakana, Mukundeleli Grace
- Date: 2006
- Subjects: Six sigma (Quality control standard) , Total quality control , Total quality management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8553 , http://hdl.handle.net/10948/531 , Six sigma (Quality control standard) , Total quality control , Total quality management
- Description: Globalisation has opened up international markets for South African companies, but has also introduced competition in the domestic market. As a result, South African organisations are forced to attain global efficiency levels if they are to compete on the world market as well as maintain their domestic market share. Organisations have to come with creative methods that can enhance their competitiveness, one of them being the Six Sigma. Six Sigma is a measurement-based strategy that focuses on process improvement and variation reduction as a means towards performance improvement. The methodology has a reputation of success, however a number of organisations believe that the methodology is not relevant to their specific competitive needs. Six Sigma is seen as another continuous improvement tool applicable to first world country organisations which will fade away with time. The study was undertaken to find out challenges and successes of implementing a Six Sigma methodology at Continental Tyre SA. The findings of the study revealed that the experience of implementing Six Sigma methodology at Continental Tyre SA is similar to those experienced by first world organisations. It is concluded that Six Sigma methodology can improve organisation processes and yield financial benefits irrespective of organisation location or background. However, organisations must follow a systematic guideline when implementing the methodology. The study provides recommendations on how Continental Tyre SA can align their strategy in order to achieve organisational objectives. The following recommendations were made: Roll out Six Sigma to support departments; Align the strategy to address critical success factors; Improve project turnover time and measure the success on financial savings and number of projects completed.
- Full Text:
- Date Issued: 2006
An assessment of the environmental compliance monitoring capacity of the Department of Minerals and Energy, Eastern Cape
- Authors: Watkins, Deidre Ann
- Date: 2009
- Subjects: South Africa. Dept. of Mineral and Energy Affairs Mines and mineral resources -- South Africa -- Eastern Cape Mineral industries -- South Africa -- Eastern Cape Mineral industries -- Social aspects -- South Africa -- Eastern Cape Mineral industries -- Environmental aspects -- South Africa -- Eastern Cape Mines and mineral resources -- Social aspects -- South Africa -- Eastern Cape Mines and mineral resources -- Environmental aspects -- South Africa -- Eastern Cape Environmental auditing -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:728 , http://hdl.handle.net/10962/d1003848
- Description: One of the greatest challenges facing the world today is integrating industrial activities such as mining with environmental integrity and social concerns. Monitoring is fundamental to environmental management, both to assess the adherence to standards and to allow environmental managers to learn from practical experiences. However, a problem arises when the regulatory authorities cannot keep up with their mandate of enforcement and compliance monitoring. This research examined how the Department of Minerals and Energy (DME) implements the concept of sustainable development in the mining sector of the Eastern Cape (EC) and, more specifically, the extent to which the Mine Environmental Management (MEM) section is able to effectively monitor compliance of mining operations with environmental legislation. This was the first systematic compilation of statistical data for the DME, and presents the first study in the EC regional office in terms of environmental sustainability. Results indicate that there has been a sustained increase in mining activity over the past three years, possibly as a result of the boom in the construction industry and the accelerated road maintenance and improvement programmes in the Eastern Cape. Mining applications received by the DME have increased by 47% from 2006 to 2007 (January-May) and by a further 100% from 2007 to 2008. In addition to the increasing number of mining concerns being established, 98 mining concerns will need to apply for the conversion of their old order rights to new order rights by the 1st May 2009. Mining in the province is predominantly small scale with mining permits (mined areas less than 1.5Ha) making up 52.3% of all applications, with larger mining concerns contributing 29.3% and prospecting contributing the remaining 18.4%. In terms of compliance inspections, the EC regional office is required to conduct 120 environmental compliance inspections annually in terms of contributing to sustainable development. The MEM section exceeded this target since 2003. However, when the number of operational mines is considered, 120 inspections per year equates to one mine being visited, on average once every four years (based on 2008 data). Based on projected figures (number of compliance audits and number of operational mines) for 2009, the DME’s target of 150 inspections for 2009/10 combined with the limited staff D. Watkins – MBA Dissertation 2008 capacity will, at best, mean that mines would be inspected once in seven years. However, the target of 150 inspections will not actually even cover the expected number of EMP evaluation inspections. This has serious implications in terms of regulating the compliance of the mining concerns with their EMPR’s. The low level of compliance monitoring can be directly related to staff capacity and logistics problems at the regional office as well as provincial targets being based on staff capacity rather than the number of operational mines. Thus, considering potential environmental damage associated with mining operations and the capacity constraints of the MEM to conduct frequent compliance audits, it is likely that mining operations will have negative implications for sustainable development in the region. Currently there are many challenges facing the DME in terms of contributing positively to sustainability in the mining sector and there is a need to base future actions on the idea of continuous improvement and ultimately progress.
- Full Text:
- Date Issued: 2009
- Authors: Watkins, Deidre Ann
- Date: 2009
- Subjects: South Africa. Dept. of Mineral and Energy Affairs Mines and mineral resources -- South Africa -- Eastern Cape Mineral industries -- South Africa -- Eastern Cape Mineral industries -- Social aspects -- South Africa -- Eastern Cape Mineral industries -- Environmental aspects -- South Africa -- Eastern Cape Mines and mineral resources -- Social aspects -- South Africa -- Eastern Cape Mines and mineral resources -- Environmental aspects -- South Africa -- Eastern Cape Environmental auditing -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:728 , http://hdl.handle.net/10962/d1003848
- Description: One of the greatest challenges facing the world today is integrating industrial activities such as mining with environmental integrity and social concerns. Monitoring is fundamental to environmental management, both to assess the adherence to standards and to allow environmental managers to learn from practical experiences. However, a problem arises when the regulatory authorities cannot keep up with their mandate of enforcement and compliance monitoring. This research examined how the Department of Minerals and Energy (DME) implements the concept of sustainable development in the mining sector of the Eastern Cape (EC) and, more specifically, the extent to which the Mine Environmental Management (MEM) section is able to effectively monitor compliance of mining operations with environmental legislation. This was the first systematic compilation of statistical data for the DME, and presents the first study in the EC regional office in terms of environmental sustainability. Results indicate that there has been a sustained increase in mining activity over the past three years, possibly as a result of the boom in the construction industry and the accelerated road maintenance and improvement programmes in the Eastern Cape. Mining applications received by the DME have increased by 47% from 2006 to 2007 (January-May) and by a further 100% from 2007 to 2008. In addition to the increasing number of mining concerns being established, 98 mining concerns will need to apply for the conversion of their old order rights to new order rights by the 1st May 2009. Mining in the province is predominantly small scale with mining permits (mined areas less than 1.5Ha) making up 52.3% of all applications, with larger mining concerns contributing 29.3% and prospecting contributing the remaining 18.4%. In terms of compliance inspections, the EC regional office is required to conduct 120 environmental compliance inspections annually in terms of contributing to sustainable development. The MEM section exceeded this target since 2003. However, when the number of operational mines is considered, 120 inspections per year equates to one mine being visited, on average once every four years (based on 2008 data). Based on projected figures (number of compliance audits and number of operational mines) for 2009, the DME’s target of 150 inspections for 2009/10 combined with the limited staff D. Watkins – MBA Dissertation 2008 capacity will, at best, mean that mines would be inspected once in seven years. However, the target of 150 inspections will not actually even cover the expected number of EMP evaluation inspections. This has serious implications in terms of regulating the compliance of the mining concerns with their EMPR’s. The low level of compliance monitoring can be directly related to staff capacity and logistics problems at the regional office as well as provincial targets being based on staff capacity rather than the number of operational mines. Thus, considering potential environmental damage associated with mining operations and the capacity constraints of the MEM to conduct frequent compliance audits, it is likely that mining operations will have negative implications for sustainable development in the region. Currently there are many challenges facing the DME in terms of contributing positively to sustainability in the mining sector and there is a need to base future actions on the idea of continuous improvement and ultimately progress.
- Full Text:
- Date Issued: 2009
An assessment of the impact of organisational restructuring on the morale of employees at a selected financial institution
- Authors: Zweni, Tembela
- Date: 2004
- Subjects: Organizational change , Employee morale , Financial institutions -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:9267 , http://hdl.handle.net/10948/204 , Organizational change , Employee morale , Financial institutions -- South Africa
- Description: Rising global competition, the influence of advances in information technology and the re-engineering of business processes are some of the imperatives that force organisations to restructure their businesses. In South Africa, the situation is even more compelling, with the recent democratisation of the country that requires companies to implement certain restructuring programmes designed to empower previously disadvantaged individuals. Organisational restructuring is therefore inevitable for any organisation. These changes, however, do affect organisations and employees. Employees become insecure, confused about their jobs, and therefore less productive. To the extent that change can adversely affect both organisations and employees, it becomes critical that organisations should implement it carefully, if they are to survive. To achieve this, requires managers to fully understand drivers of change, the possible consequences of change on both organisation and employees, and to take appropriate actions. The main objective of this study was to identify possible approaches that organisations can pursue in implementing restructuring without adversely affecting the employees. The practical context chosen was an organisation that had recently implemented organisational restructuring. The research methodology for this study entailed the conducting of an intensive study of the relevant literature, to determine what the theory reveals in respect of restructuring strategies that can assist organisations in effectively implementing the restructuring process. Dissertations, theses, research reports and journals were consulted, in an attempt to formulate a theoretical basis for this study. The contemporary literature reveals that there are various strategies that organisations can employ to effectively restructure their organisations with minimal adverse influence on employees. The restructuring organisations should ensure that employees are genuinely involved in the process at the iv outset. The desired changes and the benefits thereof, should be clearly and consistently communicated to the employees at the beginning of the restructuring process. An empirical study was then conducted at the chosen organisation that had recently embarked on an organisational restructuring. The focal point of the empirical study was to determine how this organisation had implemented its restructuring process. The main purpose was to establish the impact that this restructuring had on the morale and motivation of the employees. The final step of this study included an assessment of the findings. This was done so that suitable conclusions could be drawn and appropriate recommendations made. The conclusions revolved around the effects of restructuring on the employees of this organisation. The focus of the recommendations was on what approaches the restructuring organisations should follow to successfully and effectively implement the restructuring process, without adversely affecting the employees.
- Full Text:
- Date Issued: 2004
- Authors: Zweni, Tembela
- Date: 2004
- Subjects: Organizational change , Employee morale , Financial institutions -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:9267 , http://hdl.handle.net/10948/204 , Organizational change , Employee morale , Financial institutions -- South Africa
- Description: Rising global competition, the influence of advances in information technology and the re-engineering of business processes are some of the imperatives that force organisations to restructure their businesses. In South Africa, the situation is even more compelling, with the recent democratisation of the country that requires companies to implement certain restructuring programmes designed to empower previously disadvantaged individuals. Organisational restructuring is therefore inevitable for any organisation. These changes, however, do affect organisations and employees. Employees become insecure, confused about their jobs, and therefore less productive. To the extent that change can adversely affect both organisations and employees, it becomes critical that organisations should implement it carefully, if they are to survive. To achieve this, requires managers to fully understand drivers of change, the possible consequences of change on both organisation and employees, and to take appropriate actions. The main objective of this study was to identify possible approaches that organisations can pursue in implementing restructuring without adversely affecting the employees. The practical context chosen was an organisation that had recently implemented organisational restructuring. The research methodology for this study entailed the conducting of an intensive study of the relevant literature, to determine what the theory reveals in respect of restructuring strategies that can assist organisations in effectively implementing the restructuring process. Dissertations, theses, research reports and journals were consulted, in an attempt to formulate a theoretical basis for this study. The contemporary literature reveals that there are various strategies that organisations can employ to effectively restructure their organisations with minimal adverse influence on employees. The restructuring organisations should ensure that employees are genuinely involved in the process at the iv outset. The desired changes and the benefits thereof, should be clearly and consistently communicated to the employees at the beginning of the restructuring process. An empirical study was then conducted at the chosen organisation that had recently embarked on an organisational restructuring. The focal point of the empirical study was to determine how this organisation had implemented its restructuring process. The main purpose was to establish the impact that this restructuring had on the morale and motivation of the employees. The final step of this study included an assessment of the findings. This was done so that suitable conclusions could be drawn and appropriate recommendations made. The conclusions revolved around the effects of restructuring on the employees of this organisation. The focus of the recommendations was on what approaches the restructuring organisations should follow to successfully and effectively implement the restructuring process, without adversely affecting the employees.
- Full Text:
- Date Issued: 2004
An assessment of the knowledge processing environment in an organisation : a case study
- Authors: Vlok, Daniël
- Date: 2004
- Subjects: Rhodes University (East London) -- Information Technology Department Knowledge management Organizational behavior Organizational learning Information storage and retrieval systems
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:721 , http://hdl.handle.net/10962/d1003806
- Description: Knowledge Management is associated with organisational initiatives in response to the demands of a knowledge-based economy in which the potential value of knowledge as a source for competitive advantage is recognised. However, the lack of a common understanding about knowledge itself, its characteristics and how it is constructed has led to diverse approaches about how to "manage" it. This study presents a critical overview of traditional and contemporary KM approaches. The main focus of this study was to discover and apply a suitable methodology for assessing an organisation's knowledge processing environment. This includes an analysis of the current practices and behaviours of people within the organisation relating to the creation of new knowledge and integrating such knowledge into day-to-day work. It also includes inferring from the above practices those policies and programmes that affect knowledge outcomes. This research makes extensive use of the Knowledge Life Cycle (KLC) framework and the Policy Synchronisation Method (PSM) developed by advocates of the New Knowledge Management movement. A case study approach was followed using a range of data collection methods, which included personal interviews, a social network survey and focus group discussions. The selected case is the small IT department at the East London campus of Rhodes University. Evidence from the case suggests that the knowledge processing environment within the IT department is unhealthy. The current knowledge processing practices and behaviours are undesirable and not geared towards the creation of new knowledge and the integration of such knowledge within the business processes of the IT department. There is little evidence of individual and organisational learning occurring and the problem solving process itself is severely hampered by dysfunctional knowledge practices. The study concludes that the above state of affairs is a reflection of the quality and appropriateness of policies and programmes in the extended organisation. Equally, the local definition of rules, procedures and the execution thereof at a business unit level is mostly lacking. The study illustrates that a systematic assessment of the knowledge processing environment provides the organisation with a sound baseline from where knowledge-based interventions can be launched.
- Full Text:
- Date Issued: 2004
- Authors: Vlok, Daniël
- Date: 2004
- Subjects: Rhodes University (East London) -- Information Technology Department Knowledge management Organizational behavior Organizational learning Information storage and retrieval systems
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:721 , http://hdl.handle.net/10962/d1003806
- Description: Knowledge Management is associated with organisational initiatives in response to the demands of a knowledge-based economy in which the potential value of knowledge as a source for competitive advantage is recognised. However, the lack of a common understanding about knowledge itself, its characteristics and how it is constructed has led to diverse approaches about how to "manage" it. This study presents a critical overview of traditional and contemporary KM approaches. The main focus of this study was to discover and apply a suitable methodology for assessing an organisation's knowledge processing environment. This includes an analysis of the current practices and behaviours of people within the organisation relating to the creation of new knowledge and integrating such knowledge into day-to-day work. It also includes inferring from the above practices those policies and programmes that affect knowledge outcomes. This research makes extensive use of the Knowledge Life Cycle (KLC) framework and the Policy Synchronisation Method (PSM) developed by advocates of the New Knowledge Management movement. A case study approach was followed using a range of data collection methods, which included personal interviews, a social network survey and focus group discussions. The selected case is the small IT department at the East London campus of Rhodes University. Evidence from the case suggests that the knowledge processing environment within the IT department is unhealthy. The current knowledge processing practices and behaviours are undesirable and not geared towards the creation of new knowledge and the integration of such knowledge within the business processes of the IT department. There is little evidence of individual and organisational learning occurring and the problem solving process itself is severely hampered by dysfunctional knowledge practices. The study concludes that the above state of affairs is a reflection of the quality and appropriateness of policies and programmes in the extended organisation. Equally, the local definition of rules, procedures and the execution thereof at a business unit level is mostly lacking. The study illustrates that a systematic assessment of the knowledge processing environment provides the organisation with a sound baseline from where knowledge-based interventions can be launched.
- Full Text:
- Date Issued: 2004
An assessment of the level of performance management in Mnquma local municipality
- Authors: Hermanus, Nosipo Albertina
- Date: 2013
- Subjects: Performance -- Management , Municipal government -- South Africa -- Eastern Cape , Municipal government -- South Africa -- Evaluation
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/6509 , vital:21098
- Description: Mnquma Local Municipality is located in the South Eastern part of the Eastern Cape Province. This category B municipality falls under the jurisdiction of the Amathole District Municipality (ADM) and comprises of an amalgamation of the former Butterworth, Ngqamakhwe and Centane TRC’s, Mnquma Municipality shares borders with three other local municipalities i.e. Mbhashe, Intsika Yethu and Great Kei Municipalities. In previous years this municipality was surrounded by violence, maladministration and mismanagement of funds. In 2009, Mnquma municipality received a disclaimer audit opinion. The bases for disclaimer are: - Consumer debtors who were disclosed at R13, 4 million on the face of the statement of financial positions and to the annual financial statements; and this amount did not agree with debtor’s age analysis; - Auditor-General was unable to confirm the exact amount of debtors removed from the accounting system; - Limitations placed on the scope of work and municipal records not permitting the application of alternative audit procedures; - Trade Creditors not supported by adequate documentation and supplier reconciliations did not have adequate alternative system of ensuring that all goods and services received prior to year-end, not paid but were accrued; and number of items that were recorded incorrectly. “The municipality adopted the PMS framework by March 2008. It was implemented and Councillors played a pivotal role in the implementation, monitoring and evaluation of theIDP. Cluster meetings set and received performance reports on quarterly basis. Directorates produced monthly performance reports and submitted them to the Executive management and the Executive Mayor respectively. The PMS was cascaded down to lower levels. Managers reporting to Directors had signed Accountability Agreements, while employees below signed Performance promises. It should be stated that there were some challenges on the implementation process. The Framework was implemented for the first time and institution was in a learning curve”. (N. Pakade: 2009). The municipal manager agreed that the institution was in a learning curve even though he commended the good work of councillors, it is not all councillors who know exactly what they are supposed to be doing in monitoring the municipal performance management systems. This has been proved by areas which still do not have electricity, roads and some no running clean water. There were some improvements in 2010 Financial Statements because the municipality received an unqualified audit opinion, but the in- fighting amongst councilors still existing that affect municipal performance in regard to provide local communities with basic needs. The irregular expenditure continued to be incurred where two different security companies were appointed by Executive Mayor and Municipal Speaker to prevent each other in entering the municipal premises because of disagreements about the reappointment of the municipal manager. Mnquma municipality does not have an Executive Mayor due to councilors who fired the mayor. The Mnquma councilors’ in fighting affects local communities in a negative way that contributes to municipal bad performance.
- Full Text:
- Date Issued: 2013
- Authors: Hermanus, Nosipo Albertina
- Date: 2013
- Subjects: Performance -- Management , Municipal government -- South Africa -- Eastern Cape , Municipal government -- South Africa -- Evaluation
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/6509 , vital:21098
- Description: Mnquma Local Municipality is located in the South Eastern part of the Eastern Cape Province. This category B municipality falls under the jurisdiction of the Amathole District Municipality (ADM) and comprises of an amalgamation of the former Butterworth, Ngqamakhwe and Centane TRC’s, Mnquma Municipality shares borders with three other local municipalities i.e. Mbhashe, Intsika Yethu and Great Kei Municipalities. In previous years this municipality was surrounded by violence, maladministration and mismanagement of funds. In 2009, Mnquma municipality received a disclaimer audit opinion. The bases for disclaimer are: - Consumer debtors who were disclosed at R13, 4 million on the face of the statement of financial positions and to the annual financial statements; and this amount did not agree with debtor’s age analysis; - Auditor-General was unable to confirm the exact amount of debtors removed from the accounting system; - Limitations placed on the scope of work and municipal records not permitting the application of alternative audit procedures; - Trade Creditors not supported by adequate documentation and supplier reconciliations did not have adequate alternative system of ensuring that all goods and services received prior to year-end, not paid but were accrued; and number of items that were recorded incorrectly. “The municipality adopted the PMS framework by March 2008. It was implemented and Councillors played a pivotal role in the implementation, monitoring and evaluation of theIDP. Cluster meetings set and received performance reports on quarterly basis. Directorates produced monthly performance reports and submitted them to the Executive management and the Executive Mayor respectively. The PMS was cascaded down to lower levels. Managers reporting to Directors had signed Accountability Agreements, while employees below signed Performance promises. It should be stated that there were some challenges on the implementation process. The Framework was implemented for the first time and institution was in a learning curve”. (N. Pakade: 2009). The municipal manager agreed that the institution was in a learning curve even though he commended the good work of councillors, it is not all councillors who know exactly what they are supposed to be doing in monitoring the municipal performance management systems. This has been proved by areas which still do not have electricity, roads and some no running clean water. There were some improvements in 2010 Financial Statements because the municipality received an unqualified audit opinion, but the in- fighting amongst councilors still existing that affect municipal performance in regard to provide local communities with basic needs. The irregular expenditure continued to be incurred where two different security companies were appointed by Executive Mayor and Municipal Speaker to prevent each other in entering the municipal premises because of disagreements about the reappointment of the municipal manager. Mnquma municipality does not have an Executive Mayor due to councilors who fired the mayor. The Mnquma councilors’ in fighting affects local communities in a negative way that contributes to municipal bad performance.
- Full Text:
- Date Issued: 2013
An assessment of the nature and implementation of markerting strategies of selected Eastern Cape Non-Government Organisations
- Authors: Madinda, Ncumisa
- Date: 2013
- Subjects: Non-governmental organizations -- South Africa -- Eastern Cape , Branding (Marketing) -- South Africa -- Eastern Cape , Economic assistance -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8849 , http://hdl.handle.net/10948/d1020114
- Description: This dissertation is an assessment of the nature and implementation of marketing strategies of selected Eastern Cape non-government organisations. Poverty alleviation and service delivery remain the major focus of the South African government, after nineteen years of democracy (post-apartheid era). One of the civil societies that is key in working with the government in alleviating poverty and looking after the interests of the poor and marginalised individuals within the society is non-government organisations (NGOs). NGOs are organisations that are voluntary, independent, not-for-profit, and not self-serving in aims and related values. In August 1995, NGOs moved very quickly to establish the South African NGO Coalition (Sangoco). This was as a result of the Non-Profit Organisations Act 1997. Government reorganised the political environment for NGOs. They were provided with access to the fourth chamber of the National Economic Labour and Development Council, - the country's premier corporatist-style consensus-building agency, - on condition that such representation occurs through a single body. Sangoco now serves as a representative umbrella body for approximately 6,000 affiliated NGOs. Sangoco's primary role is that of advancing the interests of the poor. It is also concerned with developing an enabling environment for the NGO sector and providing an arena for mutual monitoring. Even though the Non-Profit Organisations Act opened the doors for NGOs to raise funds freely and also obtain allowances from the government, the bureaucratisation and commercialisation of NGOs made it almost impossible to access these funds, hence, most NGOs today are closing down. A literature review was conducted to determine what theory reveals about strategic marketing for profit organisations. Furthermore, how the marketing principles that are used in businesses can be implemented to ensure sustainability of non-profit organisations. The empirical study was conducted through questionnaires and interviews with the management of the NGOs. In Chapter 4 of this study findings are presented and in Chapter 5 recommendations are made. Further studies can be conducted to determine some of the areas that the NGOs can improve on, in order to run an effective and efficient non-profit organization.
- Full Text:
- Date Issued: 2013
- Authors: Madinda, Ncumisa
- Date: 2013
- Subjects: Non-governmental organizations -- South Africa -- Eastern Cape , Branding (Marketing) -- South Africa -- Eastern Cape , Economic assistance -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8849 , http://hdl.handle.net/10948/d1020114
- Description: This dissertation is an assessment of the nature and implementation of marketing strategies of selected Eastern Cape non-government organisations. Poverty alleviation and service delivery remain the major focus of the South African government, after nineteen years of democracy (post-apartheid era). One of the civil societies that is key in working with the government in alleviating poverty and looking after the interests of the poor and marginalised individuals within the society is non-government organisations (NGOs). NGOs are organisations that are voluntary, independent, not-for-profit, and not self-serving in aims and related values. In August 1995, NGOs moved very quickly to establish the South African NGO Coalition (Sangoco). This was as a result of the Non-Profit Organisations Act 1997. Government reorganised the political environment for NGOs. They were provided with access to the fourth chamber of the National Economic Labour and Development Council, - the country's premier corporatist-style consensus-building agency, - on condition that such representation occurs through a single body. Sangoco now serves as a representative umbrella body for approximately 6,000 affiliated NGOs. Sangoco's primary role is that of advancing the interests of the poor. It is also concerned with developing an enabling environment for the NGO sector and providing an arena for mutual monitoring. Even though the Non-Profit Organisations Act opened the doors for NGOs to raise funds freely and also obtain allowances from the government, the bureaucratisation and commercialisation of NGOs made it almost impossible to access these funds, hence, most NGOs today are closing down. A literature review was conducted to determine what theory reveals about strategic marketing for profit organisations. Furthermore, how the marketing principles that are used in businesses can be implemented to ensure sustainability of non-profit organisations. The empirical study was conducted through questionnaires and interviews with the management of the NGOs. In Chapter 4 of this study findings are presented and in Chapter 5 recommendations are made. Further studies can be conducted to determine some of the areas that the NGOs can improve on, in order to run an effective and efficient non-profit organization.
- Full Text:
- Date Issued: 2013