A study on technology adoption in agriculture in the Eastern Cape
- Authors: Keevy, Christine
- Date: 2019
- Subjects: Agricultural implements -- Economic aspects -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/48628 , vital:41054
- Description: arrival of the Fourth Industrial Revolution has brought with it a vast array of new technologies that can be applied across many industries and various applications, to help solve many of the social, economic and environmental issues the world faces. However, it also heralds in an unprecedented rate of change. The agricultural industry is expected to be heavily affected by new technology. As they are run by smaller management teams they may need support from organisations to introduce technologies. The study aims to identify drivers and barriers to technology adoption in agriculture through a conceptual model based on the Technology Adoption Model, Diffusion of Innovation Theory, and a Technology-Organisation-Environment Model, along with a thorough industry analysis. The study obtained quantitative data from 59 respondents from the Eastern Cape farming community. The key findings include the identification of Perceived Usefulness and Industry Pressures as the variables with a significant driving influence on the intention to adopt new technologies. However, Perceived Ease of Use, Employee Knowledge and External Support Structures were found to have a negative relationship with the adoption of technology. It has been interpreted that improvements in these areas may enable farmers to adopt technology more easily but that farmers feel sufficient pressure to make them adopt technology despite the complexities and lack of required internal skills or external support. Due to the low number of respondents, it is not possible to infer the findings on the larger population of farmers. The findings can therefore only be used as exploratory findings which need to be verified in focus groups, with farmers, before any action is taken. However, the findings in the study can be used to aid the definition of frameworks for further studies and the development of action plans to support farmers in the adoption of technology.
- Full Text:
- Date Issued: 2019
A study to analyse the organisational wellness present in a Port Elizabeth-based pharmaceutical company with the intent of developing and implementing an organisational wellness programme
- Authors: Sam, Nerine Carmel
- Date: 2005
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:10929 , http://hdl.handle.net/10948/185
- Description: South African employees have found a wide range of stressors prevalent in their working experience. The impact of these stressors on the lives of the employees adversely affects the organisational effectiveness of any organisation. The 21st century business world has become more stressful and risky because of the daily workplace demands, coupled with internal competitive challenges, placed on employees. The effect of this stress on employees is seen in an increase in absenteeism, a loss in employee productivity, increased insurance premiums, reduced workforce efficiency and an increase in training and employment costs. As a result, organisations are compelled to commit their management team to ensuring their employees health and wellness. This can be achieved through the implementation of a structured wellness programme or policy. This study's intention, forming the main problem, was to determine the wellness programmes that would be required by the pharmaceutical company, Bodene (Pty) Ltd, in order to enhance, maintain and develop its organisational wellness. This resulted in the development of a wellness programme. The approach taken to resolve this problem began with an intensive literature survey to determine the critical wellness factors that literature indicated as necessary for employees to be successful and happy in their work environments and outside of them. This was followed by an empirical study undertaken within the Small Volume Parenteral department of the organisation. The study was undertaken by the administration of a structured employee questionnaire to blue collar workers and a select number of middle managers in order to determine the level of wellness present amongst the employees. In addition, a structured management questionnaire was administered to the Sister-on-site and the Industrial Relations manager in order to determine whether any wellness programmes currently existed within the organisation, the extent to which they had been implemented, the extent to which they are successful within the organisation and the role, if any, that management play in actively promoting employee wellness. Among the main findings, on the negative side, the study revealed that employees within the department are close-lipped when it comes to revealing information of a personal nature. This has resulted in a difficulty in assessing their sexual and financial wellness, in particular. With regards to management, findings revealed that the employees felt that there is not enough trust between the employee and management. It was also indicated that management is not as open as possible with the employees. In addition, employees indicated that they felt that there was a lack of communication among team members as well as various forms of discrimination existing in the organisation. On the positive side, the study has indicated that a respect for all cultures exists within the organisation. It has also indicated that a minimal amount of conflict is experienced between superiors and subordinates and that the majority of employees feel a sense of belonging within the organisation. Findings from the literature survey undertaken and the empirical study done within the organisation were integrated and a coherent organisational wellness programme was developed. The organisational wellness programme has been recommended to the management of Bodene (Pty) Ltd. If the programme is considered viable, it will be implemented within the organisation.
- Full Text:
- Date Issued: 2005
A study to determine the degree to which the HIV/AIDS pandemic is being addressed at DaimlerCrysler, South Africa
- Authors: Strydom, Kariena
- Date: 2004
- Subjects: AIDS (Disease) -- South Africa , AIDS (Disease) -- Patients -- Employment -- South Africa , Automobile industry and trade -- South Africa -- East London
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:10882 , http://hdl.handle.net/10948/186 , AIDS (Disease) -- South Africa , AIDS (Disease) -- Patients -- Employment -- South Africa , Automobile industry and trade -- South Africa -- East London
- Description: The aim of this research project was to determine the effectiveness of DaimlerChrysler South Africa’s efforts in addressing the HIV/AIDS pandemic. The devastating impacts of the HIV/AIDS pandemic have already been felt at the workplace as without further successful interventions, HIV/AIDS mortality at DaimlerChrysler South Africa (DCSA) was expected to peak in 2006. Investment in HIV/AIDS programmes has been proposed as good business practice. The DCSA HIV/AIDS Workplace Programme was thus established to limit the impact and consequences of the HIV/AIDS pandemic on its workers, their families and surrounding communities. The empirical survey, comprising a questionnaire, examined the attitude and perception of employees regarding the effectiveness of the DCSA HIV/AIDS Workplace Programme. The findings of the empirical survey corresponded with the findings of the literature survey in concluding that the DCSA HIV/AIDS Workplace Programme has been successful in effectively addressing the HIV/AIDS pandemic. A few aspects of the Workplace Programme need attention and recommendations have been made in order to contribute to the lowering of HIV/AIDS prevalence rates at DaimlerChrysler South Africa.
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- Date Issued: 2004
A study to determine the factors to improve group and team effectiveness in Transnet Engineering
- Authors: Ngwenya, Sandile Goodwill
- Date: 2013
- Subjects: Teams in the workplace , Organizational effectiveness
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8877 , http://hdl.handle.net/10948/d1020626
- Description: Teams have increasingly become the means for completing tasks in many organisations, and organisations have turned to teams as a better way to use employee talents. Many South African companies have established work teams to solve both complex and minor problems, and some companies’ performance has increased due to the implementation of work teams. The fact that organisations are using teams does not necessarily mean they are always effective, there are many factors that contribute to team effectiveness in an organisation, and these factors need to be identified and managed properly so that the team can remain effective and produce the results that are expected. Management of most companies is unaware of the factors that contribute to group and team effectiveness, and most teams are ineffective because of the lack of focus on the factors that improve group and team effectiveness. This is the reason or objective why this study was conducted at Transnet Engineering, to identify the factors that are critical to improving team effectiveness. The researcher conducted a literature review in order to determine the factors that improve group and team effectiveness. Some of the factors deal with organisational culture, motivation (monetary and non-monetary motivation), diversity in teams, size of teams, formulation of teams, team leadership, team goals, team structures, team member training, trust in teams, etc. An empirical study with the use of a questionnaire was also conducted to determine the perceptions that supervisors, superintendents, foremen and managers have at Transnet Engineering with regards to factors that improve group and team effectiveness. The research instrument was grouped into five categories; organisational context, individual context, team context, management support and team effectiveness. More than 50 percent of the respondents agreed with the organisational and individual context factors that were tested, around 75 percent of the respondents agreed with team context factors that were tested, almost 60 percent of respondents agreed with management support factors, and more than 60 percent of respondents indicated that their teams are effective. Although there is general agreement between most factors identified in the literature study and the empirical study, the following will need more focus: Offering of team resources Leadership support from executive committee members (EXCO) Proper reward and recognition systems Conducting research to identify employee satisfaction levels Team development Diversity management Talent management Team size
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- Date Issued: 2013
A study towards the implementation of a fire service operational structure in the Eden District Municipality area
- Authors: Van Rooyen, Zanda
- Date: 2005
- Subjects: Fire departments -- South Africa -- Western Cape , Eden District Municipality (Western Cape, South Africa) , Fire prevention -- South Africa -- Western Cape , Fire stations -- South Africa -- Western Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8597 , http://hdl.handle.net/10948/408 , Fire departments -- South Africa -- Western Cape , Eden District Municipality (Western Cape, South Africa) , Fire prevention -- South Africa -- Western Cape , Fire stations -- South Africa -- Western Cape
- Description: The Eden District Municipality (EDM) is a local authority whose area of responsibility covers the Garden Route and also includes the Klein Karoo. The boundaries are from Storms River in the east, to Swellendam in the west and the Swartberg Mountains in the north. The EDM covers a very big area with seven big municipalities to consider and work with. Five of the municipalities, Langeberg, Mossel Bay, Knysna, George and Oudtshoorn have their own fire fighting services. The EDM fire fighting serves mainly the rural area. This is very costly due to the large distance required to travel to a fire, whereas the local municipalities are operating in their own towns. The new municipal boundaries include the rural areas, but the municipalities cannot service the rural areas because they do not as yet charge rates in the rural areas and therefore there is no revenue for the fire fighting service. They operate on the basis of verbal working agreements that make coordination of fire fighting very difficult. The fire fighting functions of the EDM as a category C municipality and the local municipalities as category B municipalities have been specified in the Municipal Structure Act. The allocation (division) of functions and powers relating to fire fighting service between the district municipality and local municipalities as determined by the Municipal Structure Act (Act 117 of 1998) has not been done. Due to the lack of invested capital, the resources are in a bad state. Some of the services have no capacity to attend to chemical fires or hazardous substance emergencies. Internationally, private fire fighting services can be contracted by government departments. These private fire fighting services are very large and the areas that they serve are extensive. These services have their own personnel structures functioning in an organisational structure that serves them well. These private services are very cost-effective and can therefore offer reasonable rates. Based on an investigation of various fire fighting services and different structures, the proposed structure for fire fighting in the EDM area will be a combination of structures. The diverse nature of the area will make the location of a sectoral structure and extension of its capacity difficult, and several factors that will impact on an new structure must be kept in mind. If all works well it will be relatively easy to achieve the five operations performance objectives envisaged for restructuring namely quality, speed, dependability, flexibility and cost.
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- Date Issued: 2005
A survey of customer satisfaction, expectations and perceptions as a measure of service quality in SANBS
- Authors: Mququ, Mpumzi H
- Date: 2006
- Subjects: South African National Blood Service Consumer satisfaction Customer services -- Quality control Customer services -- Rating of Blood banks -- Quality control -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:767 , http://hdl.handle.net/10962/d1003888
- Description: The purpose of the study is to evaluate the service quality that the SANBS provides to its customers, by measuring customers’ perceptions and their expectations of service quality provided by the supplier of blood transfusion services. The organization that is used for this study is the South African National Blood Service (SANBS). Specifically the study seeks to: 1. Determine the extent to which customers are satisfied or not satisfied with the service they receive from the SANBS using the ten-dimensional format of SERVQUAL model, modified to the specific service quality requirements of the blood transfusion service industry. 2. Establish customers’ perceptions of the service they receive using a multiple-item scale (SERVQUAL) for measuring consumer perceptions of service quality. 3. Establish customers’ expectations of the service, and compare them to their perceptions of the service they currently receive. The comparison is made along each service quality dimension, across different parts of same service on a geographical basis, and across different customer groups on a customer category (or type) basis. 4. Recommend implementation of appropriate service quality performance improvement procedures where necessary. Study design and methods: The data for the study came from the SANBS’ customer perception and expectation survey conducted in 2005. Questionnaires were sent out to hospitals that use products and services provided by the SANBS in the Eastern Cape and KwaZulu-Natal Provinces of South Africa. The questionnaire was based on the multiple-item SERVQUAL model for measuring consumer perceptions of service quality, modified and tailored to specific service quality requirements of the blood transfusion service industry. Questionnaires were sent out to 113 (69.3%) hospitals out of a total of 163 blood-utilizing hospitals in the two provinces. Of the 113 hospitals, 92 (81.4%) responded, with questionnaires rendered unusable. The final sample size is 88 and is included in the final study database. The data is analyzed by comparing different parts of the service on a geographical basis namely KwaZulu-Natal and Eastern Cape zones. The data is also analyzed by comparing different customer groups namely the Rural State Hospitals, the Urban State Hospitals and Private Hospitals. Results: The result confirms the research (alternative) hypothesis (H1 : μ1 ≠ μ2), and rejects Ho. The overall expectations ratings are higher than the perceptions ratings, and the KwaZulu-Natal expectations ratings are higher than the Eastern Cape ratings. The expectations of private hospitals and rural state hospitals have a higher rating than that of urban state hospitals and the perceptions of private and urban state hospitals have a higher rating than that of rural state hospitals. The largest service quality gap is the accessibility dimension which relates specifically to approachability and ease with which customers can access staff at different levels of the organization by e-mail, and includes accessing of knowledgeable blood bank personnel and medical staff of SANBS, but may also relate to the distance of hospitals from the nearest blood bank, all of which are situated in urban state hospitals. The mean difference for accessibility is the highest followed by the understanding customer mean difference. The mean differences for the other dimension categories are significantly less than that of the largest two dimensions, but not significantly different amongst themselves. The mean difference for rural state hospitals is the largest followed by private hospitals and urban state hospitals. The mean difference for rural state hospitals is greater than that for urban state hospitals in both zones, but the mean difference for private hospitals is greater in KwaZulu-Natal than in the Eastern Cape. The dimension means of differences for rural state hospitals are greater than that for urban state hospitals. According to the correlations between expectations and perceptions for different dimensions, there is a weak or no linear relationship between expectations and perceptions. Conclusion: This empirical study supports the literature on the provision of service quality, and concludes that there is a statistically significant difference or gap between the services offered by the SANBS as perceived by its customers, and the expectations of its customers. The study substantiates the need for management of blood transfusion services to take into account customer perceptions of service quality and their expectations, and upon identification of gaps, to implement appropriate service quality improvement processes, rather than take a one sided view of their (SANBS’) own perception of service quality.
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- Date Issued: 2006
A survey of employee preferences in the design of a performance management system
- Authors: Keshave, Hiten
- Date: 2016
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:863 , http://hdl.handle.net/10962/d1021180
- Description: This thesis begins with an introduction to performance management and the intended aim and objective of the research. Thereafter literature findings relative to performance management and performance management systems are discussed. In the review of literature, three processes that could be implemented in a performance management system were highlighted, namely; (1) the planning process, (2) the monitoring and development process, and (3) an annual summative and feedback process. Performance management functions deemed important to employees during each process of the performance management system were identified and discussed. Subsequent to the literature review, the research methodology was described and involved the implementation of quantitative research within a post-positivist paradigm in the form of a close-ended survey questionnaire. Analysis of the data involved a gap analysis and needs analysis. The gap analysis study was based on the opinion of management respondents in comparison to the opinion of non-management respondents. Results of the gap analysis were determined based on the calculation of an importance score for each sub-group. The needs analysis study was based on the overall opinion of all respondents, and results were determined based on the calculation of an overall importance score. In light of the literature review that was conducted to inform the questionnaire design, the survey results supported the literature review of each discussed performance management function with no evident contradictions. The results of the gap analysis and needs analysis were satisfactorily met for each performance management function. On the basis of these findings, it was assumed that all the performance management functions identified in the literature are important and could be implemented in the design of a performance management system. The results highlighted the importance of a performance plan and development plan to underpin the performance management system.
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- Date Issued: 2016
A survey of organizational culture and organizational performance in a manufacturing company
- Authors: Dom, Veliswa Virginia
- Date: 2018
- Subjects: Corporate culture -- South Africa -- Eastern Cape , Organizational behavior -- South Africa -- Eastern Cape , Factories -- South Africa -- Eastern Cape , Analysis of variance , Shift systems -- South Africa -- Eastern Cape , Employees -- Rating of -- South Africa -- Eastern Cape , Competing Values Framework (CVF)
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/61861 , vital:28069
- Description: The purpose of this research was to explore the relationship between organizational culture and organizational performance in a manufacturing company. This company supplies metal products to the motor vehicle manufacturing industry, where the quality and quantity of parts produced is of paramount importance, since the buyers of these products are quality conscious. The organization has three production shifts that rotate each week. Anecdotal observations are that irrespective of the time that a shift operates over the course of the month, the different shifts tend to perform at different levels in terms of quality and quantity of output. This study therefore sought to investigate if these differences between shifts are statistically significant, and if so, whether these shifts also have differences in organizational culture. Components of organizational culture include values, norms, beliefs, attitudes, principles and expectations that give the organization a unique personality and differentiate it from other organizations. While the literature indicates that qualitative or quantitative approaches can be used in organizational culture research, this research adopted the quantitative approach, making use of the Competing Values Framework (CVF). The CVF is a four-category organizational culture typology established by Cameron and Quinn (2006). The framework is based on two dimensions: stability or flexibility of the organization, and external or internal focus. In this research, the CVF was used as a measurement tool to evaluate organizational culture. In order to determine differences in organizational culture between shifts, a survey was undertaken (N=138) which measured employee perceptions pertaining to the existing organizational culture of each of the three production shifts at the company. Secondly, differences in performance between the shifts were examined by using the performance data for a three-month period for each shift in terms of quantity and quality. This data was obtained from the management of the production process at the company. Statistical analysis was done using ANOVA to analyse the differences between the shifts. The findings indicated that the dominant existing organizational culture at the company under investigation is a clan culture. Furthermore, there is a statistically significant difference between the cultures of all the three shifts at the manufacturing company. The results also indicated that there is a statistically significant difference in the quantity and quality of production between the three shifts. In conclusion, the research indicated there are differences in culture and in performance, but given the nature of the data, it was not possible to statistically analyse the relationship between shift culture and performance. However, it is conceivable that cultural differences between shifts may be contributing to performance differences. With regards to further research, it is recommended that this research be extended to other branches of the manufacturing company in other regions, in order to determine whether there are any significant differences in culture and performance between these branches and their shifts. Research could also be extended to other South African organizations to create a sufficiently large sample of shift and/or business units, so as to be able to do statistical analysis of the relationship between culture and performance.
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- Date Issued: 2018
A survey of staff turnover and retention in the Eastern Cape Department of Agriculture, Ukhahlamba District
- Authors: Msomi, Mzwandile William
- Date: 2010
- Subjects: Eastern Cape (South Africa) -- Department of Agriculture -- Ukhahlamba District Eastern Cape (South Africa) -- Department of Agriculture -- Officials and employees -- Turnover Labor turnover -- South Africa -- Eastern Cape Employee retention -- South Africa -- Eastern Cape Industrial relations -- South Africa -- Eastern Cape Government employees -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:726 , http://hdl.handle.net/10962/d1003846
- Description: The aim of this research was to understand the main factors that explain turnover and retention at DOA Ukhahlamba District and to recommend to the District and Provincial management the appropriate strategy for retaining staff. To be able to achieve this aim, the following research objectives have been visited, namely: a) turnover trends, b) analysis of primary and external turnover factors and c) primarily retention factors. Data for analysing turnover trends was collected from the 2004 to 2007 DPSA and DOA annual reports. Primary data on labour turnover and retention factors was collected from 41 employees across different sections at DOA Ukhahlamba District by means of a questionnaire survey. The data was analysed using statistical methods, including frequency distribution, chi-square test and Pearson product-moment correlation. The findings have revealed that there is no clear pattern of turnover trends at DOA and DPSA, and DOA percentage turnover figures are low in comparison with those of the DPSA. In terms of organizational-specific factors, the top three primary turnover factors were identified, namely: a) communication within the organisation, b) leadership and the organisation and participation in decision making. The research results further revealed that communication within the organization had a significant impact with regard to race, but division, location, and grades did not. With regard to the external factors, research results identified the following most important external labour turnover factors arranged according to their importance, namely: lack of availability and quality of health care services and infrastructural development; lack of available sport and recreation facilities; crime in the area and people living in the neighbourhood; lack of educational opportunities available for the family, and geographic location of place of employment. The findings further revealed the top three retention factors, were strongly significantly correlated to each other, namely: resource availability, use of discretion in handling customer complaints, and the impact of the job on society. These are positively related to intention to stay. The implications these results to the management would require the review of the organisational Human Resource Management Policy and the introduction of Attraction and Retention Policy because at present its is non existence at DOA Eastern Cape. Research limitations: the study did not fully explore ethnicity when analysing the communication within the organisation as a labour turnover factor despite having an organisation that is diverse in nature, future academic research should focus more on labour turnover at management level and moderating variables to external labour turnover factors as there is little research done in this area. The factors identified for labour turnover and retention should be treated with caution as it may not be applicable to all sector Departments in the Eastern Cape and may be limited to Ukhahlamba District due to its geographic location. This study will contribute to the body of knowledge as it will serve as a guide to Eastern Cape DOA and other sector Departments in choosing factors to consider when designing their retention strategy in order to reduce labour turnover. To the academic researchers, the first three primary retention factors identified in the survey have not been seen before, grouped and rated amongst the top three retention factors which therefore means that the management support becomes more important than looking more on salary package as the first priority factor as revealed by most of the research literature consulted (Gustafson, 2002; Mobley, 1982; Mobley, 1979; Herzberg, 2003). This shows that labour turnover and retention factors will not be the same to all organisations, the location of the business and surrounding environment should be considered carefully when designing the appropriate policy and retention strategy of the organisation.
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- Date Issued: 2010
A survival strategy for an existing municipal caravan park in Gordon's Bay, Cape Town
- Authors: Snyders, Heinrich Werner
- Date: 2006
- Subjects: Camp sites, facilities, etc. -- South Africa -- Cape Town -- Management , Trailer camps -- South Africa -- Cape Town -- Management , Public utilities -- South Africa -- Cape Town -- Management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8759 , http://hdl.handle.net/10948/607 , Camp sites, facilities, etc. -- South Africa -- Cape Town -- Management , Trailer camps -- South Africa -- Cape Town -- Management , Public utilities -- South Africa -- Cape Town -- Management
- Description: Camping and caravanning is practiced by a segment of the population in South Africa. Various articles in the caravan and outdoor life magazine published in South Africa have indicated that municipal caravan parks are not providing the same facilities and service as was provided in the past .With this background the hypothesis was established as being, the facilities at municipal caravan parks such as Hendon Park are deteriorating due to lack of government commitment and funds. The objectives of this research was determined as being whether (1) it is economically viable for the municipality to continue to utilise the existing land as a caravan park or, (2) it is more beneficial to the taxpayer for the municipality to sell the prime land to a developer or, (3) it is in the best interest of the municipality and /or the community to sell the property to a private company for upgrading the facilities to meet campers requirements The scope of the investigation was determined and includes questionnaires to campers, as well as interview’s with various stakeholders. The researcher also considered various management strategies suggested by strategist David, Fry, Lambert and Stock and Massey that could be used by Hendon Park management to enhance the operation of the Caravan Park under their control and thus a suggested management strategy was compiled. A specific window period to gather the information was decided as being the Easter Holiday period as this was the period that all caravan parks in Cape Town are at full capacity and thus this was the best opportunity to gather the information as the target (campers) would be camping in great numbers. Finally the results was analysed and a conclusion was drawn. Specific recommendations were then proposed by the researcher to be implemented by the staff of Hendon caravan park.
- Full Text:
- Date Issued: 2006
A sustainability assessment of the Inxuba Yethemba local municipality
- Authors: Van Lingen, Matthew
- Date: 2017
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/7056 , vital:21213
- Description: The aim of this research was to assess the sustainability of the Inxuba Yethemba local municipality with the goal that policy-makers would use the assessment recommendations to improve their decision-making. The United Nations Indicators for Sustainable Development framework (3rd Edition) was chosen to carry out the assessment because of its indicator selection and methodology for distinguishing which indicators were relevant or irrelevant for the assessment (United Nations, 2007). If an indicator showed that the situation was improving, it was assumed to help with the overall sustainability of the area (Hedayati-Moghadam, Eskandar Seidayi and Nouri, 2014; and United Nations, 2007). The indicators for environmental sustainability showed that the area is on an environmentally sustainable path (Du Toit, 2017; United Nations, 2007). While the indicators for social sustainability showed that the living standards of the population (measured by poverty, housing, and access to electricity amongst others) had increased which is a good indication for social sustainability. The indicators for education and labour productivity showed the opposite (CHDM a, 2012; CHDM a, 2014; United Nations, 2007). The indicators for the economy showed that the economy was not growing which is not a good indication for economic sustainability (CHDM a, 2012; CHDM a, 2014; United Nations, 2007). The recommendation to policy-makers is that developing labour productivity through education and skills training is the most important area to improve, and compiling regular sustainability assessments will improve their decision making. Another recommendation is that, because 65% of the households rely on the social grant (CHDM b, 2014) this cannot be withdrawn in the short term. Furthermore, if inflation were to develop into hyperinflation, the value of the social grants would deteriorate (Market Insight South Africa, 2016). A recommendation to policy makers is that more data collection is needed in order to do proper sustainability assessments. Overall, the municipality cannot be classified as sustainable mainly on account of the poor education system, high levels of unemployed and unskilled labour, and the social, and economic dependence that the municipality has on government spending.
- Full Text:
- Date Issued: 2017
A sustainable franchise venture framework for new franchises in South Africa
- Authors: George, Karen Jean
- Date: 2017
- Subjects: Franchises (Retail trade) -- South Africa New business enterprises -- South Africa , New business enterprises -- Management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/47948 , vital:40455
- Description: This paper proposes a franchise framework to gain better insight into identifying sustainable future franchise business ventures in South Africa. Many studies have confirmed that worldwide franchises offer more sustainable business growth for entrepreneurs and a higher success rate for start-up businesses, yet the problem persists of franchise failures and there are inconclusive reasons for these failures. By developing a franchise framework, the study aimed to contribute to possible solutions of South Africa’s high unemployment, as well as its poor performance in terms of entrepreneurial activity and economic development. The study proposed methods for improving the chances of success with franchise selection for franchisees through developing a franchise framework with specific emphasis on the sustainability of the business. By applying the proposed framework, the prospective franchisee could apply this framework in determining whether a particular franchise would provide a sound investment. Design/Methodology/Approach – A literature study was followed up with a case study research approach. The context was singular, namely the franchise restaurant industry in South Africa. Semi-structured interview questionnaires and recorded interviews were undertaken with embedded multiple units of analyses based on feedback from franchise industry experts, franchisees and a franchisor who owns restaurant franchises. The case study research explored the factors that contributed to the successful franchising business model of selected Spur Corporation Ltd. restaurant franchises, located in the Western Cape Province of South Africa. Key success factors, which were necessary to maintain and establish a sustainable franchise that has competitive edge over its competitors, were explored in this research.
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- Date Issued: 2017
A talent management framework for the South African renewable energy sector
- Authors: Hare, Brent
- Date: 2017
- Subjects: Renewable energy sources -- South Africa -- Personnel management Personnel management -- South Africa , Manpower planning -- South Africa Employee selection -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/15912 , vital:28290
- Description: Since the publication of the White Paper on energy Policy of 1998, South Africa has taken off on a new trajectory of sustainability. The South African government have identified that the renewable energy sector will play a critical role in advancing and improving the energy sector. They envisage that the sector will contribute to the development of a green economy and the creation of meaningful employment for all South Africans. With the renewable energy sector of South Africa being dependent on skills, many of which are pertinent for the success of the sector, sufficient skilled workers are required to provide a service to the growing sector. Upon engaging with individuals employed in the sector and embarking on the research it became apparent that there was a lack of a talent management framework for the sector. Talent management represents a means for companies to develop and sustain talent pipelines thereby creating a competitive advantage. Globally executives across the employment spectrum admit that they have challenges in building a strong talent pipeline. The South African Renewable Energy Sector (SARES) is not exempt from this reality, where it has been well documented that South Africa is struggling with a skills shortage. This makes it difficult to grow and develop a fledgling sector. The purpose of this treatise was to evaluate the need for a talent management framework for the South African Renewable Energy Sector. To evaluate this, a literature review was performed on concepts relating to the development of a talent management framework specifically for the sector. These concepts or independent variables were, engineering skills, competence, knowledge worker, policies supporting RE development as well as training and development. The talent management framework relied on ring fencing the study around the knowledge worker, by correlating the definition of an engineer to that of a knowledge worker. The results show that despite the proclamation made by the South African government that South Africa is geared to supply the skills required for SARES. The research found a need for educational institutes to produce more knowledge workers. The results of this research study showed that despite the low positive correlation between the five independent variables, being, engineering skills, competence, knowledge worker, policies supporting RE development they would still provide those responsible for recruitment and talent management with a platform to be able to develop a working talent management strategy. There is a need for the development of a suitable talent management framework, which would allow the sector to manage elements of talent management such as recruitment and retention of knowledge workers. The proposed talent management framework can be used to assist in consolidating the present recruitment practises as well as being used to develop a talent management strategy for the sector.
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- Date Issued: 2017
A teaching case study of the strategic alignment of business strategy and information technology strategy at Nedbank
- Authors: Tsoaeli, Tebalo
- Date: 2013
- Subjects: Nedbank Banks and banking -- South Africa Business planning Information technology
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:720 , http://hdl.handle.net/10962/d1001883
- Description: In today’s business world, a lot of organizations are investing heavily in Information Technology (IT) in order to develop a competitive edge. According to Loukis, Sapounas and Milionis (2009:85) “firms all over the world make significant investments in IT aiming to increase their efficiency and effectiveness”. According to Cline and Guynes (2001:10), “during the last 30 years, IT has become an increasingly integral part of business operations”. Most of the times, organizations fail to get real value from the investments made in IT. This is mainly due to the fact that organizations fail to realize the value brought about by aligning IT strategy with Business strategy. Hu and Huang (2004:60) state that “each year organizations invest in IT to improve their competitive advantage and ultimately their business performance; however, more often than not, the anticipated benefits of IT investments fail to materialize due to misalignment of or lack of alignment, between the business and IT strategies”. Henderson and Venkatraman (1999:475) emphasize that “alignment is a desired state for organizations investing in IT that is not always achieved, as it often entails a radical change in the way managers consider IT”. It is through the alignment of IT strategy and Business strategy that organizations are able to realize the value brought about by investing in IT. Papp (2001:20)illustrates that “misalignment can cause problems with not only the development and integration of business and IT strategies, but can actually prevent IT from being fully leveraged to its maximum potential within an organization”. An organization that realizes the value of aligning IT strategy and Business strategy is able to develop a competitive advantage over its competitors. According to Daneshvar and Ramesh (2010:1) “each organization is aware of the special effects, benefits and implication of IT in business performance and also its capacity in building sustainable competitive advantages”.
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- Date Issued: 2013
A teaching case study on the effect of growth on organisational leadership and culture at hardware warehouse as the organisation grew from one store to 18 stores
- Authors: Mfabane, Masiwakhe
- Date: 2014
- Subjects: Corporate culture -- South Africa -- Case studies , Leadership -- South Africa -- Case studies , Management -- South Africa -- Case studies , Hardware stores -- South Africa -- Management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:829 , http://hdl.handle.net/10962/d1013008
- Description: From summary:The main objective of this research study was to write up a teaching case study, based on Greiner’s (1998) model of organisational development, outlining what effect the growth of Hardware Warehouse had on the leadership and culture of the organisation. The study is a teaching case study in the form of “a descriptive case focusing on presenting a description of past events and decisions” (Cappel and Schwager, 2002: 289).
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- Date Issued: 2014
A training and development model for successors in a family business : case study
- Authors: Ward, Graham
- Date: 2010
- Subjects: Family-owned business enterprises
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8600 , http://hdl.handle.net/10948/1559 , Family-owned business enterprises
- Description: Family businesses constitute between forty five and ninety percent of gross domestic product world wide. Research shows that within the next five years over fifty percent of executives will retire, highlighting the significance of successful family business successions. Family businesses founded in the “baby-boom” era are of immediate concern to researchers who are working to understand the dynamics around the succession process and ultimately the criteria preventing or enhancing successful successions. The purpose of this study was to better understand the development of successors in family businesses. A detailed literature study was conducted on family businesses and in particular the factors which both positively and negatively affect family business successions. A single case study approach was used to test whether six dynamic variables applied to this case or not. Three sibling brother successors, a sibling sister and their parents were each separately interviewed and the interviews voice recorded. They were asked questions which could be later analysed and used to uphold or negate whether the six dynamic variables applicable to successful family business succession were upheld or rejected. The data was meticulously analysed and similar answers grouped together. Answers which varied from the norm were reported separately. It was found that in all six of the propositions the responses received from the case study respondents upheld the propositions. Thus, families businesses seeking succession, may well understand and take action regarding the six dynamic variables relating to successful family business successions
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- Date Issued: 2010
Achieving more cost-effective implementation of an Eastern Cape Thicket Rehabilitation project
- Authors: Gusha, Samora Mkuseli
- Date: 2012
- Subjects: Project management -- Cost effectiveness , Cost control , Activity-based costing
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/6214 , vital:21056
- Description: The study was looking at achieving more cost-effective implementation of the Eastern Cape Thicket Rehabilitation Project. Project management has been identified as a key for a proper implementation of any kind of work. For project management to be effective, individual learning and development of project managers is of paramount importance. An improved communication process is vital, that clearly specifies objectives if any success will be achieved. A proper and structural way of addressing change is a need, so that no unnecessary delays are experienced. A need is there for processes to be streamlined to avoid duplications as they are unnecessary costs. Employees need to be given an opportunity to have their ideas looked at, a way of testing if they really have been empowered. The important thing is that their views must speak to the standards of the project. Reductions in costs are a must for more communities to benefit in the project. Continuous improvement is the way forward.
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- Date Issued: 2012
Achieving successful implementation of lean manufacturing control systems, to achieve world class status, at Ford Motor Componay of Southern Africa
- Authors: Govender, Shawn Prakash
- Date: 2002
- Subjects: Ford Motor Company of South Africa , Automobile industry and trade -- Management , Automobile industry and trade -- South Africa , Manufacturing industries -- Management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:10909 , http://hdl.handle.net/10948/75 , Ford Motor Company of South Africa , Automobile industry and trade -- Management , Automobile industry and trade -- South Africa , Manufacturing industries -- Management
- Description: Ford Motor Company embarked on a new engine programme, called the Rocam Engine Programme, in the year 2001. This engine was developed specifically for the European market. The customer demand rate was small initially, but ramped up slowly over time. During the low production volume period, this engine was introduced into the local market to test the publics’ response. The response was overwhelmingly positive. The local market grew considerably in a short space of time. During the same time-period, the European customer demand increased, unexpectedly, by approximately 60 percent. The additional production volume placed an enormous amount of pressure on the Engine Plant facility. Two of the production lines in particular, were taking huge strain. These lines were not producing the demand quantities, and the product quality levels were dropping quickly. The research project is based purely on the lean manufacturing principles and philosophies. The aim of the study is to identify the deficiencies on these two production lines, thereby allowing corrective action to be taken. The research methodology comprised of the following steps: · A literature study was performed to give the reader a better understanding of the principles and philosophies of lean manufacturing. · A second literature study was also performed to get a better understanding of the continuous improvement philosophies of lean manufacturing. · A current state map, which depicts the existing situation on the line, was developed for both production lines. The existing situation was then compared to the fundamental principles and philosophies of a lean manufacturer. In this way the deficiencies were highlighted to management. Several recommendations were made regarding the data obtained in the study. The key ones are as follows: · First-line management needs to be trained and coached into managing their business by using quality, cost and delivery as the key performance metrics. They also have to be trained in team dynamics. This will promote cross-functional brainstorming and problem solving sessions. · The accurate collection and processing of base-measurement data should be treated as cardinal, and road shows by production personnel should be presented every week to top management. This will ensure that data is regularly collected and corrective action is continually taken to improve the current situation. Operating personnel needs to be trained in this discipline. Management needs to be serious about implementing lean production principles by enforcing these road shows. · The objectives of Kaizen, production management and the supporting departments (including maintenance and MP&L) ought to be the same in the interest of maximum productivity i.e. leaning towards world class. · First-line management must develop formal structured plans that will rectify the current on-line situation. Plans must include medium to longterm objective setting. Senior management need to coach the first-line management in this discipline. · Few production systems can be implemented without the necessary infrastructure conducive to supporting it. An infrastructure where production gets involved and takes ownership (policy deployment with regards to lines of communication and responsibility between Area Managers, Production Coordinators, Team Leaders and contractors) is what is required. Lean manufacturing deficiencies on the two production lines have been identified. A detailed implementation plan, which needs to be developed by the Ford Production System department, needs to be given to management. This plan needs to address the identified deficiencies in a timely manner that will assist in the Engine Plant meeting their production targets.
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- Date Issued: 2002
Action research on leadership style, and relationships in an East London law firm
- Authors: Stoltz, Tania
- Date: 2008
- Subjects: Action research Law offices Leadership Law firms--South Africa--East London Law offices--South Africa--East London
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:798 , http://hdl.handle.net/10962/d1004592
- Description: "Good leadership springs from a genuine passion for the work and a genuine concern for other people. Great Leaders are people who love what they do and want to share that love with others. " (Daft, 2005:20). During an informal discussion with my husband Hugo Daniels, the leader in this Action Research Case Study, it became apparent that lawyers do not attend a single module or complete a single subject during their formal training at university to obtain their law degree that is related to the field of leadership and how to lead, inspire and motivate followers. The discussion centered on the problems the leader was experiencing in his East London law firm, problems he believed to be as a result of his lack of knowledge in the field of leadership. And so this research project began. It was obvious from the start that to intervene in the firm in order to bring about change would need the participation of everyone in the firm. The first step towards facilitating change would be to change the leadership style of the director of the firm. He would be required to gain knowledge in the field of leadership and the effects that different leadership styles have on followers. At the same time staff's perception of the current leadership style would have to be determined, as well as the desired style for their leader. The research process could then begin, based on the needs expressed by the staff and with participation from all levels in the firm. The case involved 27 members of staff made up of three heads of departments, twenty three general staff members and the leader. Data was gathered through formal interviews with the leader and the heads of departments, as well as from personal journals kept by two heads of departments and the leader. General staff members were first asked to complete The Productive Practice Survey (Hall 1987) to determine their perceptions of the current leadership style in the firm and what they thought they needed from their leader if the firm is to move forward. The Productive Practice Survey (Hall 1987) was not used with the intention of gathering quantitative data, but rather as a means of gathering information of staff's perception in general while ensuring anonymity, so as to facilitate a discussion during a feedback session. The Productive Survey's (Hall 1987) content and working is explained in further detail in Chapter 3 on page 44. Initially participants were skeptical of the process and used the survey as a medium to lash out against the firm and Hugo Daniels as a leader, leaving no room for suggestions for improvement, an "it is what it is" approach. During the feedback session general staff members became more open when they realized that change would benefit them, as changes would be suggested by them and implemented with their participation. They became less reluctant about change and provided valuable input during the session. All participants understood that this Participatory Action Research intervention was only the beginning of change in the firm and the sustainability of the changes rests on the firm as a whole, and working towards it would be a continuous process not ending with the Participatory Action Research process.
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- Date Issued: 2008
Adapting retail business models for the petroleum industry
- Authors: Tait, Hennie Leon
- Date: 2009
- Subjects: Petroleum products -- Prices , Petroleum industry and trade -- South Africa , Petroleum industry and trade -- Economic aspects -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8689 , http://hdl.handle.net/10948/1110 , Petroleum products -- Prices , Petroleum industry and trade -- South Africa , Petroleum industry and trade -- Economic aspects -- South Africa
- Description: Deregulation as an open market system is likely to be implemented in the Petroleum industry of South Africa. To secure the success of the retail petroleum industry by means of business and job opportunities one has to investigate the current evolution of the industry and what factors will have a measurable impact on the retail petroleum industry.
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- Date Issued: 2009