Identifying drivers of corporate social responsibility for community involvement
- Authors: Gwama, Mzwandile Sebastian
- Date: 2013
- Subjects: Social responsibility of business , Corporate governance
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/6597 , vital:21124
- Description: Organisations operate under unpredictable business environments. These business environments can be classified into internal and external environments. The decision taken by organisations to allocate resources for CSR depends on business environments. Organisations have no control of external business environments. Global financial crisis is an example of an external business environment of which organisations have no control over. The event in the business environments can influence the organisation to review its CSR operations. The beneficiaries of the organisation's CSR program get affected by such decision reviews and face even bigger challenges.
- Full Text:
- Date Issued: 2013
- Authors: Gwama, Mzwandile Sebastian
- Date: 2013
- Subjects: Social responsibility of business , Corporate governance
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/6597 , vital:21124
- Description: Organisations operate under unpredictable business environments. These business environments can be classified into internal and external environments. The decision taken by organisations to allocate resources for CSR depends on business environments. Organisations have no control of external business environments. Global financial crisis is an example of an external business environment of which organisations have no control over. The event in the business environments can influence the organisation to review its CSR operations. The beneficiaries of the organisation's CSR program get affected by such decision reviews and face even bigger challenges.
- Full Text:
- Date Issued: 2013
The influence of individual employee performance metrics on a sub-culture in a professional services firm in Durban, South Africa
- Authors: Zvarevashe, Marshall
- Date: 2013
- Subjects: Performance -- Evaluation Corporate culture -- South Africa Organizational effectiveness Leadership Management -- South Africa Organizational behavior -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:714 , http://hdl.handle.net/10962/d1001868
- Description: In today’s fast paced and global economy, competitive advantage is increasingly focused more on organisational behaviours rather than on the traditional tenets of land, labour and capital. Going beyond the traditional, organisations that are best able to get the most and the best out of their people are the ones most likely to perform better. This study aims to build an understanding of how culture is influenced by individual employee performance metrics that are used in an organisation. Previous research has been done in the broad fields of organisational culture and employee performance metrics separately, but no studies were identified in literature that focused on the interaction of the two concepts specifically. Therefore, this study seeks to answer the following research question: How do individual employee performance metrics influence sub-culture in the context of a professional services firm in Durban? This study predominantly focused not on performance at the organisational level, but rather the more granular level of individual employee performance metrics and sub-culture in one of the divisions of a professional services firm. This qualitative study explores the multiple perspectives of reality of ten of the 32 managers in the Advisory division of a professional services organisation, regarding how individual employee performance metrics influence their world view of work, or the way they perceive, think, feel and interact in the world of work. The focus of the study was limited to one department, in one branch of a multinational organisation and focused only on the horizontal layer of the “manager group” within the staff levels. Semi-structured, in-depth and face-to-face interviews were conducted with these managers as a means of gathering and saturating data. Interviewees were identified using a stratified sampling from the group of managers in the Advisory division. Open coding and constant comparison was used to analyse data. Page ii of viii The results of the study show that managers had very varied and complex perceptions of how the individual performance metrics used to assess their performance influence the sub-culture of their world of work. The key findings manifested that misuse and abuse of performance metrics by leaders, leadership bias in respect to recognition, reward and remunerations, the predominant focus of the division on the bottom line and emphasis on success at all cost, and low employee morale were all aspects of performance that impacted on how employees behaved in the division. The effect of these factors on the managers operating in this division was that there were low levels of employee commitment which were experienced through low morale and reduced productivity; managers felt that there was a restriction in the development of their careers, all of which resulted in a disregard to values of the organisation. This study reflects how the reward and recognition system using the balanced scorecard has shifted the focus of the department away from the organisation’s espoused values. This has resulted in various leadership and management questions for the leadership of the division in this study. This research also adds to existing literature that links performance and culture within the organisational context that it goes beyond the prevalent themes in literature which focus on performance at the organisation level. This study focuses on performance at the employee level and in particular in a professional services firm in South Africa. The study has three interrelated sections which are however considered as standalone. The first section is an evaluation report based on the Advisory division of a professional services firm in Durban, South Africa, and consists of a literature review, the methodology followed in conducting the study, results and the discussion thereof. The report also highlights limitations of the study, recommendations and the perceived value of the study. The report ends with a summary in the form of a conclusion. Section 2 comprises a more comprehensive literature review while Section 3 documents the research methodology followed in the study.
- Full Text:
- Date Issued: 2013
- Authors: Zvarevashe, Marshall
- Date: 2013
- Subjects: Performance -- Evaluation Corporate culture -- South Africa Organizational effectiveness Leadership Management -- South Africa Organizational behavior -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:714 , http://hdl.handle.net/10962/d1001868
- Description: In today’s fast paced and global economy, competitive advantage is increasingly focused more on organisational behaviours rather than on the traditional tenets of land, labour and capital. Going beyond the traditional, organisations that are best able to get the most and the best out of their people are the ones most likely to perform better. This study aims to build an understanding of how culture is influenced by individual employee performance metrics that are used in an organisation. Previous research has been done in the broad fields of organisational culture and employee performance metrics separately, but no studies were identified in literature that focused on the interaction of the two concepts specifically. Therefore, this study seeks to answer the following research question: How do individual employee performance metrics influence sub-culture in the context of a professional services firm in Durban? This study predominantly focused not on performance at the organisational level, but rather the more granular level of individual employee performance metrics and sub-culture in one of the divisions of a professional services firm. This qualitative study explores the multiple perspectives of reality of ten of the 32 managers in the Advisory division of a professional services organisation, regarding how individual employee performance metrics influence their world view of work, or the way they perceive, think, feel and interact in the world of work. The focus of the study was limited to one department, in one branch of a multinational organisation and focused only on the horizontal layer of the “manager group” within the staff levels. Semi-structured, in-depth and face-to-face interviews were conducted with these managers as a means of gathering and saturating data. Interviewees were identified using a stratified sampling from the group of managers in the Advisory division. Open coding and constant comparison was used to analyse data. Page ii of viii The results of the study show that managers had very varied and complex perceptions of how the individual performance metrics used to assess their performance influence the sub-culture of their world of work. The key findings manifested that misuse and abuse of performance metrics by leaders, leadership bias in respect to recognition, reward and remunerations, the predominant focus of the division on the bottom line and emphasis on success at all cost, and low employee morale were all aspects of performance that impacted on how employees behaved in the division. The effect of these factors on the managers operating in this division was that there were low levels of employee commitment which were experienced through low morale and reduced productivity; managers felt that there was a restriction in the development of their careers, all of which resulted in a disregard to values of the organisation. This study reflects how the reward and recognition system using the balanced scorecard has shifted the focus of the department away from the organisation’s espoused values. This has resulted in various leadership and management questions for the leadership of the division in this study. This research also adds to existing literature that links performance and culture within the organisational context that it goes beyond the prevalent themes in literature which focus on performance at the organisation level. This study focuses on performance at the employee level and in particular in a professional services firm in South Africa. The study has three interrelated sections which are however considered as standalone. The first section is an evaluation report based on the Advisory division of a professional services firm in Durban, South Africa, and consists of a literature review, the methodology followed in conducting the study, results and the discussion thereof. The report also highlights limitations of the study, recommendations and the perceived value of the study. The report ends with a summary in the form of a conclusion. Section 2 comprises a more comprehensive literature review while Section 3 documents the research methodology followed in the study.
- Full Text:
- Date Issued: 2013
Investigating variables that have impact on annual financial statement audit report outcomes in local government
- Authors: Sigcau, Ntsikelelo
- Date: 2013
- Subjects: Local finance -- South Africa -- Auditing , Finance, Public -- South Africa , Local government -- South Africa -- Finance
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8906 , http://hdl.handle.net/10948/d1021004
- Description: The third sphere of government (Local Government) has been persistently clouded by unfavourable Annual Financial Statement (AFS) audit reports. This results in local government losing credibility and its stakeholders losing confidence in the institutions or municipalities. In-depth analysis of the root cause of this dilemma is an opportunity for the municipality to reorganise its house and redeem its dignity and credibility to its stakeholders through addressing the identified challenges. The importance of the study can be attributed to the need to investigate the root causes of unfavourable audit opinion and recommend possible remedies that can assist municipalities to improve their audit report outcomes which in turn will improve the confidence of its stakeholders. The primary objective of the study was to investigate variables that impact on the audit report outcomes on annual financial statements of the municipalities that are within Alfred Nzo District (AND) Jurisdiction, including Alfred Nzo District Municipality (ANDM). This was achieved through investigating the root causes of the audit report outcomes with specific focus on the relationship that exists between the management role and audit outcomes of the Alfred Nzo District Municipalities. This was measured by the municipality’s leadership, governance, internal controls and human capital management. Convenient sampling was used wherein 150 questionnaires (30 per municipality) were sent out to the selected employees in all the municipalities in the Alfred Nzo District. Out of the questionnaires that were sent out, 103 responses were received. These were analysed to draw findings, conclusion and recommendations. The empirical results of the study revealed that there is strong evidence that leadership, governance and human capital management have a positive influence on the municipality’s AFS audit report outcomes. It also revealed that there is overwhelming evidence that internal controls have a positive influence on the municipality’s AFS audit report outcomes. The study recommends how leadership, governance, internal controls and human capital management must be improved. It also provides future research recommendations to improve this study.
- Full Text:
- Date Issued: 2013
- Authors: Sigcau, Ntsikelelo
- Date: 2013
- Subjects: Local finance -- South Africa -- Auditing , Finance, Public -- South Africa , Local government -- South Africa -- Finance
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8906 , http://hdl.handle.net/10948/d1021004
- Description: The third sphere of government (Local Government) has been persistently clouded by unfavourable Annual Financial Statement (AFS) audit reports. This results in local government losing credibility and its stakeholders losing confidence in the institutions or municipalities. In-depth analysis of the root cause of this dilemma is an opportunity for the municipality to reorganise its house and redeem its dignity and credibility to its stakeholders through addressing the identified challenges. The importance of the study can be attributed to the need to investigate the root causes of unfavourable audit opinion and recommend possible remedies that can assist municipalities to improve their audit report outcomes which in turn will improve the confidence of its stakeholders. The primary objective of the study was to investigate variables that impact on the audit report outcomes on annual financial statements of the municipalities that are within Alfred Nzo District (AND) Jurisdiction, including Alfred Nzo District Municipality (ANDM). This was achieved through investigating the root causes of the audit report outcomes with specific focus on the relationship that exists between the management role and audit outcomes of the Alfred Nzo District Municipalities. This was measured by the municipality’s leadership, governance, internal controls and human capital management. Convenient sampling was used wherein 150 questionnaires (30 per municipality) were sent out to the selected employees in all the municipalities in the Alfred Nzo District. Out of the questionnaires that were sent out, 103 responses were received. These were analysed to draw findings, conclusion and recommendations. The empirical results of the study revealed that there is strong evidence that leadership, governance and human capital management have a positive influence on the municipality’s AFS audit report outcomes. It also revealed that there is overwhelming evidence that internal controls have a positive influence on the municipality’s AFS audit report outcomes. The study recommends how leadership, governance, internal controls and human capital management must be improved. It also provides future research recommendations to improve this study.
- Full Text:
- Date Issued: 2013
Determining the impact of leadership on the success of entrepreneurs
- Authors: Mtshibe, Nomaswazi
- Date: 2013
- Subjects: Leadership , Success in business , Entrepreneurship -- Management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8920 , http://hdl.handle.net/10948/d1021108
- Description: The Eastern Cape Province has been cited as the second poorest province in South Africa. The impact of entrepreneurship on the economy, with respect to socio-economic development, has placed increased pressure on entrepreneurs to operate effectively. Moreover, entrepreneurs are required to adopt and adapt to leadership practices that lead to business success. Business success is largely dependent on the leader. The importance of this study may, thus, be attributed to the need for entrepreneurs to possess the necessary leadership attributes for the efficient running of a business. The primary objective of this study was to improve the success rate of entrepreneurs in the Eastern Cape Province. This was done by determining the impact of selected leadership attributes on the success of entrepreneurs. More specifically, this study investigated how the success of entrepreneurs is influenced by leadership attributes (the dependent variable), namely, leadership style, vision, networking, risk-taking and ethics (the independent variables). In order to achieve the research objectives, the researcher used the inferential statistical approach, specifically, hypothesis testing. The first step was to conduct a literature review on factors that influence entrepreneurs. This entailed the barriers to success, critical success factors, the impact of the SMME sector on the economy, as well as the selected leadership attributes. Secondly, the quantitative research method was used to assess the perceptions of entrepreneurs with regards to the influence of the leadership attributes on their businesses. This was done through an empirical survey, namely a self-administered questionnaire that was distributed to a sample of 100 entrepreneurs who are based in the Eastern Cape Province and have been operating for a minimum of three years. Out of the envisaged 100 respondents, 89 questionnaires were completed (89% response rate). The data obtained from the empirical survey was then analysed statistically and the descriptive statistics were presented by using graphs and tables. The results of the empirical survey revealed that although all the above-mentioned independent variables contribute towards increasing the success rate of entrepreneurs, networking and ethics exert the most significant influence. Based on the findings of the literature review and the results of the empirical survey, this study made recommendations on areas of improvement for entrepreneurs in order to increase their success rate. Suggestions were also made for possible future research.
- Full Text:
- Date Issued: 2013
- Authors: Mtshibe, Nomaswazi
- Date: 2013
- Subjects: Leadership , Success in business , Entrepreneurship -- Management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8920 , http://hdl.handle.net/10948/d1021108
- Description: The Eastern Cape Province has been cited as the second poorest province in South Africa. The impact of entrepreneurship on the economy, with respect to socio-economic development, has placed increased pressure on entrepreneurs to operate effectively. Moreover, entrepreneurs are required to adopt and adapt to leadership practices that lead to business success. Business success is largely dependent on the leader. The importance of this study may, thus, be attributed to the need for entrepreneurs to possess the necessary leadership attributes for the efficient running of a business. The primary objective of this study was to improve the success rate of entrepreneurs in the Eastern Cape Province. This was done by determining the impact of selected leadership attributes on the success of entrepreneurs. More specifically, this study investigated how the success of entrepreneurs is influenced by leadership attributes (the dependent variable), namely, leadership style, vision, networking, risk-taking and ethics (the independent variables). In order to achieve the research objectives, the researcher used the inferential statistical approach, specifically, hypothesis testing. The first step was to conduct a literature review on factors that influence entrepreneurs. This entailed the barriers to success, critical success factors, the impact of the SMME sector on the economy, as well as the selected leadership attributes. Secondly, the quantitative research method was used to assess the perceptions of entrepreneurs with regards to the influence of the leadership attributes on their businesses. This was done through an empirical survey, namely a self-administered questionnaire that was distributed to a sample of 100 entrepreneurs who are based in the Eastern Cape Province and have been operating for a minimum of three years. Out of the envisaged 100 respondents, 89 questionnaires were completed (89% response rate). The data obtained from the empirical survey was then analysed statistically and the descriptive statistics were presented by using graphs and tables. The results of the empirical survey revealed that although all the above-mentioned independent variables contribute towards increasing the success rate of entrepreneurs, networking and ethics exert the most significant influence. Based on the findings of the literature review and the results of the empirical survey, this study made recommendations on areas of improvement for entrepreneurs in order to increase their success rate. Suggestions were also made for possible future research.
- Full Text:
- Date Issued: 2013
Waste management in the pharmaceutical industry : an evaluation report of Dr Reddy's Laboratories
- Authors: Letsitsi, Ezekiel Tebogo
- Date: 2013
- Subjects: Pharmaceutical industry -- Waste disposal -- Case studies Hazardous wastes -- Management -- South Africa Hazardous wastes -- Management -- Law and legislation -- South Africa , Dr Reddy's Laboratories
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:718 , http://hdl.handle.net/10962/d1001872
- Description: The pharmaceutical industry must worry about managing pharmaceutical waste as it poses a health risk to human beings and its presence in the environment can also contribute to loss of biodiversity. Ngwuluka, Ochekpe, and Odumosu (2011: 11259) state that “Pharmaceuticals, though used to treat and manage diseases, are poisons, which justify the growing concerns about their presence in the environment.” Various forms of pharmaceutical waste exist, Ngwuluka et al. (2011) identified the following forms of pharmaceutical waste: Expired dosage forms, non-reworkable formulations, spilled pharmaceuticals, rejected active pharmaceutical ingredients, expired active pharmaceutical ingredients, and wastewater resulting from the water used for process operations during manufacturing and could come from the water used to clean equipment, pipes and floors, and would contain amongst other materials, chemicals and active pharmaceutical ingredients (APIs). A review on the pharmaceutical industry and the progress they have made in environmental management by generating health, safety and environmental programs, preventing pollution, waste minimization, recycling and reusing materials, investing in projects and facilities to ensure environmental sustainability have been established (Berry & Rondinelli, 2000). Dr. Reddy’s Laboratories is an Indian based pharmaceutical company which imports, markets and sells medicines in South Africa. Dr. Reddy’s has plans to set up a manufacturing plant in South Africa. The purpose of this study is to research waste management practices at Dr. Reddy’s plant in India and to draw parallels between India’s and South Africa’s waste legislation. This is to enable Dr. Reddy’s to review all aspects of its waste management systems, in order to revise where necessary and to improve the overall achievement of its waste management objectives in order to become a more sustainable organisation and to meet South African Waste legislation before setting up a plant in South Africa. 3 ii. Objective of the Evaluation Report The purpose of this research is to evaluate and analyse the development and implementation of a waste management system in a pharmaceutical company, specifically Dr. Reddy’s Laboratories. This is primarily to enable the company to review and analyse all aspects of waste management pertaining to pharmaceutical manufacturing and to revise or improve where necessary to ensure adherence to waste regulations as outlined by government. The following research goals have been also been identified: To identify and describe waste management practices at Dr. Reddy’s Laboratories, on the inherent assumption by the researcher that the company has a successful waste management strategy that would need to be reviewed to identify areas of improvement before expanding manufacturing facilities into South Africa. To evaluate, assess and compare similarities and/or differences between the identified South African Legislation for Waste Management with those identified during research conducted at Dr. Reddy’s iii. Importance of the Research Conducted Waste Management is important in that it not only removes from the environment, substances that can be harmful to humans and animals but it also enables an organisation to be more sustainable. According to Seadon (2010: i) “Integrated waste management is considered from a systems’ approach, with a particular emphasis on advancing sustainability”. The study will provide guidance to senior management, shop floor managers and employees who work in Dr. Reddy’s manufacturing plants as well as overall employees at Dr. Reddy’s on how to successfully implement a Waste Management programme to enhance sustainability at the organisation and realise the benefits to the organisation of being more sustainable. Weybrecht (2010) identified the following benefits that companies could gain by adopting sustainable waste management practices: reduced costs, resource preservation, keeping up with legislation, enhanced reputation, business differentiation from competitors, and attraction and retention of quality employees, and customer need satisfaction amongst many other benefits. This research needs to address the gap in analysing waste management practices (with more emphasis on waste treatment, waste minimisation, re-use, recycling and disposal), and implementation and understanding of waste management in the pharmaceutical industry as prior research was done mostly in other chemical industries and not to a large scale in the pharmaceutical industry. South African Waste Legislation, Indian Waste Legislation (as Dr. Reddy’s is based in India), as well as International Pharmaceutical Waste Management Guidelines, and International Pharmaceutical Good Manufacturing Practices provide a framework and benchmark of leading pharmaceutical waste management practices that can guide Dr. Reddy’s Laboratories’ leadership into integrating their waste management practices into their plans of setting up a manufacturing plant in South Africa. 5. Research Methodology This is evaluation research in the form of a case study and the data collection method employed is the conduction of a survey through questionnaires. The evaluation research also involves a document analysis of the organisation’s 2011 and 2012 annual reports, Dr. Reddy’s 2010 Sustainability Report as well as literature compiled by the organisation’s Corporate Communications Division. The research would also include review of existing literature on waste management. v. Structure of Dissertation This dissertation consists of three sections. Section 1: The Evaluation Report The section introduces the research area, provides the objectives of the research, provides contextual background information and describes the rationale for conducting the research. This section further describes Dr. Reddy’s waste management practice as outlined in relevant company documentation; it is also intended to highlight the specific waste management processes that were followed in the formulation and implementation of the waste management strategy. This section further describes the sample and presents the results of the survey, where the results are collated and reviewed in the context of the criteria set in the South African Waste Legislation, Indian Waste Legislation, as well as in International Pharmaceutical Waste Management Guidelines, and International Pharmaceutical Good Manufacturing Practices. The overall findings of this case study suggest that although management at Dr. Reddy’s are satisfied with waste management practices and results achieved at it manufacturing plant, there is however dissatisfaction amongst employees who believe the organisation has not successfully disseminated information and sufficiently trained them on waste management policies, processes and practices. There is therefore a desire amongst employees to be trained and to see the company improve on its waste management processes, this desire is a very important attribute as it indicates that employees at Dr. Reddy understand and are committed to the importance of waste management. Future research should be conducted to measure the legal impact of non-compliance to legislation governing waste management in the pharmaceutical company. Section 2: Literature Review The objective of the literature review is to provide a critical assessment and evaluation of previous research in the field of waste management in general as prior research was done mostly in other industries and not to a large scale in the pharmaceutical industry. The literature review evaluates the key elements of an effective waste management strategy implementation and is followed by a review of literature pertaining to the description of Pharmaceutical waste. Section 3: Research Methodology This section presents a description of how the work in this research was conducted. It presents the research process followed in compiling this case study, represented by the aims and objectives, research methodology and design, data collection techniques and data analysis.
- Full Text:
- Date Issued: 2013
- Authors: Letsitsi, Ezekiel Tebogo
- Date: 2013
- Subjects: Pharmaceutical industry -- Waste disposal -- Case studies Hazardous wastes -- Management -- South Africa Hazardous wastes -- Management -- Law and legislation -- South Africa , Dr Reddy's Laboratories
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:718 , http://hdl.handle.net/10962/d1001872
- Description: The pharmaceutical industry must worry about managing pharmaceutical waste as it poses a health risk to human beings and its presence in the environment can also contribute to loss of biodiversity. Ngwuluka, Ochekpe, and Odumosu (2011: 11259) state that “Pharmaceuticals, though used to treat and manage diseases, are poisons, which justify the growing concerns about their presence in the environment.” Various forms of pharmaceutical waste exist, Ngwuluka et al. (2011) identified the following forms of pharmaceutical waste: Expired dosage forms, non-reworkable formulations, spilled pharmaceuticals, rejected active pharmaceutical ingredients, expired active pharmaceutical ingredients, and wastewater resulting from the water used for process operations during manufacturing and could come from the water used to clean equipment, pipes and floors, and would contain amongst other materials, chemicals and active pharmaceutical ingredients (APIs). A review on the pharmaceutical industry and the progress they have made in environmental management by generating health, safety and environmental programs, preventing pollution, waste minimization, recycling and reusing materials, investing in projects and facilities to ensure environmental sustainability have been established (Berry & Rondinelli, 2000). Dr. Reddy’s Laboratories is an Indian based pharmaceutical company which imports, markets and sells medicines in South Africa. Dr. Reddy’s has plans to set up a manufacturing plant in South Africa. The purpose of this study is to research waste management practices at Dr. Reddy’s plant in India and to draw parallels between India’s and South Africa’s waste legislation. This is to enable Dr. Reddy’s to review all aspects of its waste management systems, in order to revise where necessary and to improve the overall achievement of its waste management objectives in order to become a more sustainable organisation and to meet South African Waste legislation before setting up a plant in South Africa. 3 ii. Objective of the Evaluation Report The purpose of this research is to evaluate and analyse the development and implementation of a waste management system in a pharmaceutical company, specifically Dr. Reddy’s Laboratories. This is primarily to enable the company to review and analyse all aspects of waste management pertaining to pharmaceutical manufacturing and to revise or improve where necessary to ensure adherence to waste regulations as outlined by government. The following research goals have been also been identified: To identify and describe waste management practices at Dr. Reddy’s Laboratories, on the inherent assumption by the researcher that the company has a successful waste management strategy that would need to be reviewed to identify areas of improvement before expanding manufacturing facilities into South Africa. To evaluate, assess and compare similarities and/or differences between the identified South African Legislation for Waste Management with those identified during research conducted at Dr. Reddy’s iii. Importance of the Research Conducted Waste Management is important in that it not only removes from the environment, substances that can be harmful to humans and animals but it also enables an organisation to be more sustainable. According to Seadon (2010: i) “Integrated waste management is considered from a systems’ approach, with a particular emphasis on advancing sustainability”. The study will provide guidance to senior management, shop floor managers and employees who work in Dr. Reddy’s manufacturing plants as well as overall employees at Dr. Reddy’s on how to successfully implement a Waste Management programme to enhance sustainability at the organisation and realise the benefits to the organisation of being more sustainable. Weybrecht (2010) identified the following benefits that companies could gain by adopting sustainable waste management practices: reduced costs, resource preservation, keeping up with legislation, enhanced reputation, business differentiation from competitors, and attraction and retention of quality employees, and customer need satisfaction amongst many other benefits. This research needs to address the gap in analysing waste management practices (with more emphasis on waste treatment, waste minimisation, re-use, recycling and disposal), and implementation and understanding of waste management in the pharmaceutical industry as prior research was done mostly in other chemical industries and not to a large scale in the pharmaceutical industry. South African Waste Legislation, Indian Waste Legislation (as Dr. Reddy’s is based in India), as well as International Pharmaceutical Waste Management Guidelines, and International Pharmaceutical Good Manufacturing Practices provide a framework and benchmark of leading pharmaceutical waste management practices that can guide Dr. Reddy’s Laboratories’ leadership into integrating their waste management practices into their plans of setting up a manufacturing plant in South Africa. 5. Research Methodology This is evaluation research in the form of a case study and the data collection method employed is the conduction of a survey through questionnaires. The evaluation research also involves a document analysis of the organisation’s 2011 and 2012 annual reports, Dr. Reddy’s 2010 Sustainability Report as well as literature compiled by the organisation’s Corporate Communications Division. The research would also include review of existing literature on waste management. v. Structure of Dissertation This dissertation consists of three sections. Section 1: The Evaluation Report The section introduces the research area, provides the objectives of the research, provides contextual background information and describes the rationale for conducting the research. This section further describes Dr. Reddy’s waste management practice as outlined in relevant company documentation; it is also intended to highlight the specific waste management processes that were followed in the formulation and implementation of the waste management strategy. This section further describes the sample and presents the results of the survey, where the results are collated and reviewed in the context of the criteria set in the South African Waste Legislation, Indian Waste Legislation, as well as in International Pharmaceutical Waste Management Guidelines, and International Pharmaceutical Good Manufacturing Practices. The overall findings of this case study suggest that although management at Dr. Reddy’s are satisfied with waste management practices and results achieved at it manufacturing plant, there is however dissatisfaction amongst employees who believe the organisation has not successfully disseminated information and sufficiently trained them on waste management policies, processes and practices. There is therefore a desire amongst employees to be trained and to see the company improve on its waste management processes, this desire is a very important attribute as it indicates that employees at Dr. Reddy understand and are committed to the importance of waste management. Future research should be conducted to measure the legal impact of non-compliance to legislation governing waste management in the pharmaceutical company. Section 2: Literature Review The objective of the literature review is to provide a critical assessment and evaluation of previous research in the field of waste management in general as prior research was done mostly in other industries and not to a large scale in the pharmaceutical industry. The literature review evaluates the key elements of an effective waste management strategy implementation and is followed by a review of literature pertaining to the description of Pharmaceutical waste. Section 3: Research Methodology This section presents a description of how the work in this research was conducted. It presents the research process followed in compiling this case study, represented by the aims and objectives, research methodology and design, data collection techniques and data analysis.
- Full Text:
- Date Issued: 2013
Assessing asset management in the Nelson Mandela Metropolitan Municipality
- Authors: Mahlangabeza, Bukeka
- Date: 2013
- Subjects: Asset management accounts -- South Africa -- Port Elizabeth , Local government -- South Africa -- Port Elizabeth , Strategic planning -- South Africa -- Port Elizabeth , Management -- South Africa -- Port Elizabeth
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8848 , http://hdl.handle.net/10948/d1020108
- Description: Due to scarce financial resources, over-stretched budgets, pressures for service delivery and the dynamic nature of local government, asset management plays a key strategic role in enhancing local municipal functionality and efficiency. Asset management is the management of physical assets, infrastructure, and immoveable assets. It is an evolving discipline that is enhanced by the understanding of asset conditions and performance. It improves decision-making within local government. Every year, local government announces millions of Rands’ worth of assets that are unaccounted for and that go missing in annual reports. It was the purpose of this study to assess the asset management function at the Nelson Mandela Bay Municipality (NMBM). The aim is to improve the management of moveable assets by investigating the following variables: strategic management of assets, knowledge management, governance, leadership, the impact of corruption and skills management. The approach to the study is a qualitative research paradigm with a case study methodology and an interview as a research instrument. The sample chosen comprised people from the top level of municipal management down to municipal asset controllers. The two forms of data that were collected in the study were primary data and secondary data. Primary data was collected from municipal workers and collated together for analysis purposes. Secondary data was gathered from library sources such as journals, books, conference papers, government acts, municipal policies and local newspapers. This data informed the interview questions. The interview strategy was chosen as the best way to conduct the empirical part of this research and was guided by an interview guide. The study found that there are operational defects in the way asset management is organised. This makes the function seem unimportant. The results also indicated a lack of staff members and skills shortages; such as management and computer skills. Indications are that theft, negligence, corruption and carelessness negatively impact the management of assets. Recommendations include the filling of vacant posts, tightening of internal controls, providing the necessary training and improving the asset management. The study makes a contribution to the current body of knowledge.
- Full Text:
- Date Issued: 2013
- Authors: Mahlangabeza, Bukeka
- Date: 2013
- Subjects: Asset management accounts -- South Africa -- Port Elizabeth , Local government -- South Africa -- Port Elizabeth , Strategic planning -- South Africa -- Port Elizabeth , Management -- South Africa -- Port Elizabeth
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8848 , http://hdl.handle.net/10948/d1020108
- Description: Due to scarce financial resources, over-stretched budgets, pressures for service delivery and the dynamic nature of local government, asset management plays a key strategic role in enhancing local municipal functionality and efficiency. Asset management is the management of physical assets, infrastructure, and immoveable assets. It is an evolving discipline that is enhanced by the understanding of asset conditions and performance. It improves decision-making within local government. Every year, local government announces millions of Rands’ worth of assets that are unaccounted for and that go missing in annual reports. It was the purpose of this study to assess the asset management function at the Nelson Mandela Bay Municipality (NMBM). The aim is to improve the management of moveable assets by investigating the following variables: strategic management of assets, knowledge management, governance, leadership, the impact of corruption and skills management. The approach to the study is a qualitative research paradigm with a case study methodology and an interview as a research instrument. The sample chosen comprised people from the top level of municipal management down to municipal asset controllers. The two forms of data that were collected in the study were primary data and secondary data. Primary data was collected from municipal workers and collated together for analysis purposes. Secondary data was gathered from library sources such as journals, books, conference papers, government acts, municipal policies and local newspapers. This data informed the interview questions. The interview strategy was chosen as the best way to conduct the empirical part of this research and was guided by an interview guide. The study found that there are operational defects in the way asset management is organised. This makes the function seem unimportant. The results also indicated a lack of staff members and skills shortages; such as management and computer skills. Indications are that theft, negligence, corruption and carelessness negatively impact the management of assets. Recommendations include the filling of vacant posts, tightening of internal controls, providing the necessary training and improving the asset management. The study makes a contribution to the current body of knowledge.
- Full Text:
- Date Issued: 2013
A study of the factors impacting on the performance of school opernational teams in secondary schools in Nelson Mandela Bay
- Authors: Gibbs, Marilyn Dawn
- Date: 2013
- Subjects: Educational leadership -- South Africa -- Port Elizabeth , Teaching teams -- South Africa -- Port Elizabeth , Teams in the workplace -- South Africa -- Port Elizabeth
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8883 , http://hdl.handle.net/10948/d1020783
- Description: It is critical in this dynamic and changing environment that both the leadership and educators of schools and organisations are well equipped with the skills and knowledge to create high performance teams (HPT). High performance teams can be defined as those highly motivated team players in the organisation or school that maximise their people integrated knowledge, skills and values to a shared purpose or vision of their stakeholders. In this mixed method research an analysis of the whole school operational teams of some secondary schools including all educators, head of departments, administrators and principals was undertaken. Four secondary schools from two quintile groups situated in various areas of the Nelson Mandela Bay Metropolitan were the sampling units and the sample size was eighty one. Both quantitative and qualitative data was collected utilising a carefully constructed questionnaire based on a theoretical conceptual framework of enabling factors for HPT in business contexts. The theoretical framework of the Kenexa High Performance Model was utilised in this study. A questionnaire was constructed based on the factors of the High Performance Work Index (HPW) study done by the Australian Business School. This model was adjusted to utilise factors aligned to those factors within the school operational context. Using other literature references further factors were included into the survey instrument. The School High Performance Work Index (SHPWI) was the dependent variable while the independent variables included organizational commitment, and employee engagement. These were literature based measures and the questionnaire items were taken from previous research studies, thereby allowing construct validity. The other independent variables included Communication, Leadership, Strategic Management, School Organizational Climate, Positive Practices, Conflict Management, Motivation and Trust. A statistical analysis was undertaken on each school’s team response data. Reliability and validity of the constructed questionnaire was shown by using the Kenexa employee engagement index and the Organizational Commitment measure, which were highly correlated with the SHPWI. In literature, high performance teams (HPT) show common patterns in business and in this study it was seen that a number of common factors contributed towards a HPT in school operational teams. In this research study the main enabling factors in whole school operational teams that could lead to the formation of HPT’s involved factors of leadership, communication and motivation. The SHPWI showed a high correlation with employee engagement and organizational commitment. The HPT profile involved innovation (freedom of thinking), employee (educator) engagement, fairness, leadership, learner needs, communication, trust, conflict management, school organizational climate, positive practices, strategic management and motivation. In the correlation between the SHPWI and the independent variables the highest correlation (statistically significant at p < 0.05 N = 81; r > 0. 500) occurred between the School High Performance Index and Leadership (0.822), Communication (0.785) and Motivation (0.766). In the multiple linear regression (MLR) of the results of this study the highest correlations with a value of R2 = 0.774 was obtained with variables of Leadership, Communication, Motivation and Strategic Management factors. Qualitative data was coded and linked with the factors in the quantitative data and the top five factors were selected and summarised for each school. Merged data showed that each school exhibited a different profile of strengths and weaknesses. Recommendations were outlined for each school operational team. Different schools in different quintiles have different needs and gap factors that require improvement. It is therefore imperative that schools analyse their strengths and weaknesses within their school operational teams. This research study aimed therefore to start research on a human resource metric that can be further developed to allow school operational teams to examine and analyze their own HPT profile, so that specific interventions may be implemented.
- Full Text:
- Date Issued: 2013
- Authors: Gibbs, Marilyn Dawn
- Date: 2013
- Subjects: Educational leadership -- South Africa -- Port Elizabeth , Teaching teams -- South Africa -- Port Elizabeth , Teams in the workplace -- South Africa -- Port Elizabeth
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8883 , http://hdl.handle.net/10948/d1020783
- Description: It is critical in this dynamic and changing environment that both the leadership and educators of schools and organisations are well equipped with the skills and knowledge to create high performance teams (HPT). High performance teams can be defined as those highly motivated team players in the organisation or school that maximise their people integrated knowledge, skills and values to a shared purpose or vision of their stakeholders. In this mixed method research an analysis of the whole school operational teams of some secondary schools including all educators, head of departments, administrators and principals was undertaken. Four secondary schools from two quintile groups situated in various areas of the Nelson Mandela Bay Metropolitan were the sampling units and the sample size was eighty one. Both quantitative and qualitative data was collected utilising a carefully constructed questionnaire based on a theoretical conceptual framework of enabling factors for HPT in business contexts. The theoretical framework of the Kenexa High Performance Model was utilised in this study. A questionnaire was constructed based on the factors of the High Performance Work Index (HPW) study done by the Australian Business School. This model was adjusted to utilise factors aligned to those factors within the school operational context. Using other literature references further factors were included into the survey instrument. The School High Performance Work Index (SHPWI) was the dependent variable while the independent variables included organizational commitment, and employee engagement. These were literature based measures and the questionnaire items were taken from previous research studies, thereby allowing construct validity. The other independent variables included Communication, Leadership, Strategic Management, School Organizational Climate, Positive Practices, Conflict Management, Motivation and Trust. A statistical analysis was undertaken on each school’s team response data. Reliability and validity of the constructed questionnaire was shown by using the Kenexa employee engagement index and the Organizational Commitment measure, which were highly correlated with the SHPWI. In literature, high performance teams (HPT) show common patterns in business and in this study it was seen that a number of common factors contributed towards a HPT in school operational teams. In this research study the main enabling factors in whole school operational teams that could lead to the formation of HPT’s involved factors of leadership, communication and motivation. The SHPWI showed a high correlation with employee engagement and organizational commitment. The HPT profile involved innovation (freedom of thinking), employee (educator) engagement, fairness, leadership, learner needs, communication, trust, conflict management, school organizational climate, positive practices, strategic management and motivation. In the correlation between the SHPWI and the independent variables the highest correlation (statistically significant at p < 0.05 N = 81; r > 0. 500) occurred between the School High Performance Index and Leadership (0.822), Communication (0.785) and Motivation (0.766). In the multiple linear regression (MLR) of the results of this study the highest correlations with a value of R2 = 0.774 was obtained with variables of Leadership, Communication, Motivation and Strategic Management factors. Qualitative data was coded and linked with the factors in the quantitative data and the top five factors were selected and summarised for each school. Merged data showed that each school exhibited a different profile of strengths and weaknesses. Recommendations were outlined for each school operational team. Different schools in different quintiles have different needs and gap factors that require improvement. It is therefore imperative that schools analyse their strengths and weaknesses within their school operational teams. This research study aimed therefore to start research on a human resource metric that can be further developed to allow school operational teams to examine and analyze their own HPT profile, so that specific interventions may be implemented.
- Full Text:
- Date Issued: 2013
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
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”.
- Full Text:
- Date Issued: 2013
- 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”.
- Full Text:
- Date Issued: 2013
High-performance organisational assessment : a South African case study
- Hattingh, Christiaan Arnoldus
- Authors: Hattingh, Christiaan Arnoldus
- Date: 2013
- Subjects: Organizational effectiveness -- South Africa -- Measurement , Comparative organization
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8865 , http://hdl.handle.net/10948/d1020249
- Description: A fundamental shift occurred in the global economy during the last three decades and even more so in the period since the 2008 financial crises. As a result of the advancing technology, national economies no longer self-contained entities protected from international competition by geographical distances, times zones, languages barriers, government regulations and culture or business systems. The effect of globalisation has further manifested in the global economic slow-down since 2008, where spending is constrained and consumers have become more discerning in their value considerations. The dual challenge of globalisation of competition and global economic slow-down is increasingly forcing businesses to do some introspection not only in terms of their cost structures, but also in terms of their value propositions in search of sustainable organisational success. Given the limited influence that businesses have over its external environment, an internal perspective is proposed where this problem is approached by means of a high-performance evaluation case study. The aim is to identify constraints that have resulted from more recent responses to market challenges and to establish which interventions to elevate in order to alleviate such constraints. It is proposed that if management and organisational practices that organisations employ in their daily functions affect the discretionary effort that employees contribute, then organisations should be able to gain insight into variations in organisational performance through evaluating and understanding these practices. This treatise focusses on organisational characteristics that drive high performance and propose interventions to enhance the environment for the development of a high performance culture within a single organisation. The research topic fell within the quantitative paradigm with data being collected through the use of a questionnaire. The results were analysed and interpreted to ascertain how current practice aligns with the theory. Recommendations are submitted within the context of the prevailing literature on the subject of high performance organisations and the related high performance characteristics of the organisation as based on the empirical data.
- Full Text:
- Date Issued: 2013
- Authors: Hattingh, Christiaan Arnoldus
- Date: 2013
- Subjects: Organizational effectiveness -- South Africa -- Measurement , Comparative organization
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8865 , http://hdl.handle.net/10948/d1020249
- Description: A fundamental shift occurred in the global economy during the last three decades and even more so in the period since the 2008 financial crises. As a result of the advancing technology, national economies no longer self-contained entities protected from international competition by geographical distances, times zones, languages barriers, government regulations and culture or business systems. The effect of globalisation has further manifested in the global economic slow-down since 2008, where spending is constrained and consumers have become more discerning in their value considerations. The dual challenge of globalisation of competition and global economic slow-down is increasingly forcing businesses to do some introspection not only in terms of their cost structures, but also in terms of their value propositions in search of sustainable organisational success. Given the limited influence that businesses have over its external environment, an internal perspective is proposed where this problem is approached by means of a high-performance evaluation case study. The aim is to identify constraints that have resulted from more recent responses to market challenges and to establish which interventions to elevate in order to alleviate such constraints. It is proposed that if management and organisational practices that organisations employ in their daily functions affect the discretionary effort that employees contribute, then organisations should be able to gain insight into variations in organisational performance through evaluating and understanding these practices. This treatise focusses on organisational characteristics that drive high performance and propose interventions to enhance the environment for the development of a high performance culture within a single organisation. The research topic fell within the quantitative paradigm with data being collected through the use of a questionnaire. The results were analysed and interpreted to ascertain how current practice aligns with the theory. Recommendations are submitted within the context of the prevailing literature on the subject of high performance organisations and the related high performance characteristics of the organisation as based on the empirical data.
- Full Text:
- Date Issued: 2013
An exploratory study on the facilitators of employee engagement in private healthcare
- Authors: Van Jaarsveld, Ryno
- Date: 2013
- Subjects: Employee training personnel , Personnel management , Health services administration
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:9416 , http://hdl.handle.net/10948/d1020874
- Description: The modern workplace continues to transform at a radical and accelerated pace and successful and competitive organisations are able to turn their strategies into action faster, manage their processes more efficiently and maximise their employees’ contribution and commitment (Brewster, Carey, Grobler, Hollard and Wärnick, 2010:5). In addition, Vestal (2009:6) adds that one of the biggest challenges that managers face at the moment, is to find ways to engage employees in the organisation and build a sense of belonging that, hopefully, will support retention and long term commitment. This research study aimed to explore and describe the nature and extent of employee engagement among nursing employees working in private healthcare. This exploration also encompassed five facilitators which are considered to be crucial in the promotion of an engaged workforce. The identified facilitators include: leadership behaviour, working environment, communication, training and development and rewards and recognition. This was attained by using a quantitative, exploratory, descriptive and contextual research approach. A structured questionnaire was used to collect data from nursing employees working in one of the private hospitals in the Nelson Mandela Metropole. From the data, the overall degree of employee engagement was established as well as the significance of the five identified facilitators in employee engagement. Based on the analysed data, guidelines for the advancement of employee engagement are proposed that can assist management in the development of employee engagement practices and strategy formulation.
- Full Text:
- Date Issued: 2013
- Authors: Van Jaarsveld, Ryno
- Date: 2013
- Subjects: Employee training personnel , Personnel management , Health services administration
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:9416 , http://hdl.handle.net/10948/d1020874
- Description: The modern workplace continues to transform at a radical and accelerated pace and successful and competitive organisations are able to turn their strategies into action faster, manage their processes more efficiently and maximise their employees’ contribution and commitment (Brewster, Carey, Grobler, Hollard and Wärnick, 2010:5). In addition, Vestal (2009:6) adds that one of the biggest challenges that managers face at the moment, is to find ways to engage employees in the organisation and build a sense of belonging that, hopefully, will support retention and long term commitment. This research study aimed to explore and describe the nature and extent of employee engagement among nursing employees working in private healthcare. This exploration also encompassed five facilitators which are considered to be crucial in the promotion of an engaged workforce. The identified facilitators include: leadership behaviour, working environment, communication, training and development and rewards and recognition. This was attained by using a quantitative, exploratory, descriptive and contextual research approach. A structured questionnaire was used to collect data from nursing employees working in one of the private hospitals in the Nelson Mandela Metropole. From the data, the overall degree of employee engagement was established as well as the significance of the five identified facilitators in employee engagement. Based on the analysed data, guidelines for the advancement of employee engagement are proposed that can assist management in the development of employee engagement practices and strategy formulation.
- Full Text:
- Date Issued: 2013
An integrated business intelligence model for automotive component manufacturers in South Africa
- Du Plessis, Jacobus van Gend
- Authors: Du Plessis, Jacobus van Gend
- Date: 2013
- Subjects: Business -- Models , Automobile supplies industry
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8757 , http://hdl.handle.net/10948/d1011667 , Business -- Models , Automobile supplies industry
- Description: Organisations face increasing economic pressures from local and global competitors because of changing and increasing customer demands. Demands include improved product quality, flexibility, increasing price competitiveness and attaining higher levels of customer satisfaction. Businesses must have strategic and operational plans in place to combat these pressures to remain competitive. The South African automotive component manufacturing industry is particularly susceptible to such factors. The nature of the industry further lends itself to attracting high levels of political and economic attention, as it is an important contributor to economic growth. Harsh economic conditions pose problems in supply, internal supply and distribution and force organisations to be resourceful to survive. Ninety percent of the world’s information was generated within the last two years, a figure that equates to 2.5 quintillion bytes per day. The proliferation of data sources and the fine level of granularity at which this data is collected, present organisations with new challenges to benefit from this information. Market volatility presents shorter windows of opportunity and demands an unprecedented level of agility from the organisation. Delays in decision making, which is becoming more complicated and complex, cannot be tolerated. Advances in Technology have made it possible and affordable to store vast volumes of data; data that can be manipulated and transformed by any number of technology tools. Business intelligence (BI) provides valuable information to management and decision makers by reducing the latency between business events and the ability to report and act on prior events. This treatise will investigate the business intelligence systems of an automotive component manufacturing company and propose a model to improve BI utilisation. The true name of the company that will be researched will not be disclosed for confidentiality reasons, instead it will be called My Company. Research consists of a preliminary study to identify the problems in the business intelligence system within My Company. Literature reviews of critical success factors for business intelligence systems, maturity models, and characteristics of integrated business intelligence systems, will lead to the development of a proposed integrated business intelligence systems model to improve the current situation at My Company. The major findings of this research are presented as deliverables within each chapter and contribute to the development of the integrated BI systems model for automotive component manufacturing organisations. The major findings are: a list of critical success factors of BI from literature; list identifying gaps between the literature reviewed and the problems identified from the preliminary study conducted; selection of the HP (2009) maturity model as a preferred tool to be incorporated into the proposed model; the evaluation of the proposed integrated BI systems model by means of a case study; and the updated integrated BI systems model.
- Full Text:
- Date Issued: 2013
- Authors: Du Plessis, Jacobus van Gend
- Date: 2013
- Subjects: Business -- Models , Automobile supplies industry
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8757 , http://hdl.handle.net/10948/d1011667 , Business -- Models , Automobile supplies industry
- Description: Organisations face increasing economic pressures from local and global competitors because of changing and increasing customer demands. Demands include improved product quality, flexibility, increasing price competitiveness and attaining higher levels of customer satisfaction. Businesses must have strategic and operational plans in place to combat these pressures to remain competitive. The South African automotive component manufacturing industry is particularly susceptible to such factors. The nature of the industry further lends itself to attracting high levels of political and economic attention, as it is an important contributor to economic growth. Harsh economic conditions pose problems in supply, internal supply and distribution and force organisations to be resourceful to survive. Ninety percent of the world’s information was generated within the last two years, a figure that equates to 2.5 quintillion bytes per day. The proliferation of data sources and the fine level of granularity at which this data is collected, present organisations with new challenges to benefit from this information. Market volatility presents shorter windows of opportunity and demands an unprecedented level of agility from the organisation. Delays in decision making, which is becoming more complicated and complex, cannot be tolerated. Advances in Technology have made it possible and affordable to store vast volumes of data; data that can be manipulated and transformed by any number of technology tools. Business intelligence (BI) provides valuable information to management and decision makers by reducing the latency between business events and the ability to report and act on prior events. This treatise will investigate the business intelligence systems of an automotive component manufacturing company and propose a model to improve BI utilisation. The true name of the company that will be researched will not be disclosed for confidentiality reasons, instead it will be called My Company. Research consists of a preliminary study to identify the problems in the business intelligence system within My Company. Literature reviews of critical success factors for business intelligence systems, maturity models, and characteristics of integrated business intelligence systems, will lead to the development of a proposed integrated business intelligence systems model to improve the current situation at My Company. The major findings of this research are presented as deliverables within each chapter and contribute to the development of the integrated BI systems model for automotive component manufacturing organisations. The major findings are: a list of critical success factors of BI from literature; list identifying gaps between the literature reviewed and the problems identified from the preliminary study conducted; selection of the HP (2009) maturity model as a preferred tool to be incorporated into the proposed model; the evaluation of the proposed integrated BI systems model by means of a case study; and the updated integrated BI systems model.
- Full Text:
- Date Issued: 2013
Employees' perception of engagement and its influence on critical success factors
- Authors: Gardner, Kevin
- Date: 2013
- Subjects: Soft drink industry -- South Africa -- Port Elizabeth , Strategic planning -- Employee participation -- South Africa -- Port Elizabeth
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8891 , http://hdl.handle.net/10948/d1020826
- Description: Increasing competition within the non-alcoholic, ready to drink market (NARTD) in South Africa has intensified the need for soft drink producers to identify ways in which to enhance their competitiveness. One of the most important challenges for organisations operating in this industry is to produce quality products while meeting the needs of customers, at the lowest possible cost. While a number of competitors may rely on various competitive strategies such as lower priced products, it could become increasingly challenging for others to adopt similar approaches without comprising on the quality of their products. In order to remain competitive, organisations may be required to shift their focus onto their employees as a source of competitive advantage. Research has shown that employees provide organisations with sustainable competitive advantage, more specifically, it has shown that engaged employees outperform disengaged employees. The differentiating factor for organisations in the pursuit of competitive advantage would therefore be an engaged workforce. The primary research objective of this study was to investigate employees’ perceptions of engagement within the logistics function at Coca-Cola Fortune Port Elizabeth, as well as its impact on critical success factors. A theoretical overview was conducted to appraise various definitions, engagement models, factors influencing engagement and the impact of engagement on critical success factors. The research highlighted a number of common themes of engagement which includes a reciprocal relationship between the organisation and employees, enthusiasm, involvement and motivation. This research revealed that engaged employees make positive contributions to key business outcomes such as financial performance, productivity and customer satisfaction.An empirical study was conducted by means of a survey with a questionnaire as data collecting tool. The purpose of the structured questionnaire was to validate the findings obtained from the theoretical overview and to assess employees’ perceptions of engagement, engagement factors and the impact of engagement on critical success factors. A sample comprising 112 employees was identified by means of a stratified sampling technique. A 93 per cent response rate was obtained. The key findings of the study indicated that management and employee perceptions of engagement were comparable. It also indicated that corporate communication, employee involvement strategies, relationships with management and HR policies and procedures did influence employee engagement. Furthermore, the study validated the existence of a strong positive relationship between customer satisfaction, employee attendance and productivity – as was found between employee engagement and business success at CCF. The theoretical overview in conjunction with the empirical findings yielded a hypothesised model of employee engagement as presented in Chapter One. This model could provide direction in the organisation’s attempt to improve engagement levels and ultimately in the pursuit of competitive advantage.
- Full Text:
- Date Issued: 2013
- Authors: Gardner, Kevin
- Date: 2013
- Subjects: Soft drink industry -- South Africa -- Port Elizabeth , Strategic planning -- Employee participation -- South Africa -- Port Elizabeth
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8891 , http://hdl.handle.net/10948/d1020826
- Description: Increasing competition within the non-alcoholic, ready to drink market (NARTD) in South Africa has intensified the need for soft drink producers to identify ways in which to enhance their competitiveness. One of the most important challenges for organisations operating in this industry is to produce quality products while meeting the needs of customers, at the lowest possible cost. While a number of competitors may rely on various competitive strategies such as lower priced products, it could become increasingly challenging for others to adopt similar approaches without comprising on the quality of their products. In order to remain competitive, organisations may be required to shift their focus onto their employees as a source of competitive advantage. Research has shown that employees provide organisations with sustainable competitive advantage, more specifically, it has shown that engaged employees outperform disengaged employees. The differentiating factor for organisations in the pursuit of competitive advantage would therefore be an engaged workforce. The primary research objective of this study was to investigate employees’ perceptions of engagement within the logistics function at Coca-Cola Fortune Port Elizabeth, as well as its impact on critical success factors. A theoretical overview was conducted to appraise various definitions, engagement models, factors influencing engagement and the impact of engagement on critical success factors. The research highlighted a number of common themes of engagement which includes a reciprocal relationship between the organisation and employees, enthusiasm, involvement and motivation. This research revealed that engaged employees make positive contributions to key business outcomes such as financial performance, productivity and customer satisfaction.An empirical study was conducted by means of a survey with a questionnaire as data collecting tool. The purpose of the structured questionnaire was to validate the findings obtained from the theoretical overview and to assess employees’ perceptions of engagement, engagement factors and the impact of engagement on critical success factors. A sample comprising 112 employees was identified by means of a stratified sampling technique. A 93 per cent response rate was obtained. The key findings of the study indicated that management and employee perceptions of engagement were comparable. It also indicated that corporate communication, employee involvement strategies, relationships with management and HR policies and procedures did influence employee engagement. Furthermore, the study validated the existence of a strong positive relationship between customer satisfaction, employee attendance and productivity – as was found between employee engagement and business success at CCF. The theoretical overview in conjunction with the empirical findings yielded a hypothesised model of employee engagement as presented in Chapter One. This model could provide direction in the organisation’s attempt to improve engagement levels and ultimately in the pursuit of competitive advantage.
- Full Text:
- Date Issued: 2013
Assessment of local economic development in the O.R. Tambo District Municipality: agriculture and food production
- Nongogo, Mbuyiselo Theophilus
- Authors: Nongogo, Mbuyiselo Theophilus
- Date: 2013
- Subjects: Economic development projects -- South Africa -- Eastern Cape , Community development -- South Africa -- O.R. Tambo District Municipality , Municipal government -- South Africa -- Eastern Cape , Agriculture and state -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8344 , http://hdl.handle.net/10948/d1020761
- Description: Local economic development (LED) is a government policy tool that seeks to build the economic capacity of a local area to improve its economic future and the quality of life for all. Partnerships between the public sector and the private sector are considered to be an important foundation for successful LED planning and implementation. The aim of the study was to assess whether the LED interventions, with specific emphasis on agriculture and food production programmes, are improving the livelihoods of the poor communities within the OR Tambo District Municipality. The researcher used the qualitative and quantitative research methods to collect the data through interviews and questionnaires respectively. Probability and non-probability sampling techniques were employed to identify the research sample from the target population. The researcher sampled the OR Tambo District Municipality as well as all the local municipalities therein. The target population consisted of LED directors, LED and IDP managers as well as LED councillors as respondents. Furthermore, the researcher also sampled other stakeholders that are crucial in LED, namely the Department of Economic Development and Environmental Affairs, the Department of Rural Development and Agrarian Reform and Transformation, the Eastern Cape Department of Local Government and Traditional Affairs, the Department of Social Development and Special Programmes as well as the Ntinga OR Tambo Development Agency. Budgetary constraints and agricultural infrastructure backlogs were identified as the main challenges facing the district. These challenges hinder the effectiveness of implementing sound LED programmes. Consequently, LED benefits are minimal. It is recommended that the municipality develop strategies for income generation to boost its financial viability in order to strengthen its financial capacity, embark on vigorous infrastructure rollout which will have a positive economic impact and open employment opportunities for the local communities. This can be achieved by the strengthening of partnerships and the attraction of private investors in order for the municipality to implement the LED programmes effectively and change the lives of the people in the local area.
- Full Text:
- Date Issued: 2013
- Authors: Nongogo, Mbuyiselo Theophilus
- Date: 2013
- Subjects: Economic development projects -- South Africa -- Eastern Cape , Community development -- South Africa -- O.R. Tambo District Municipality , Municipal government -- South Africa -- Eastern Cape , Agriculture and state -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8344 , http://hdl.handle.net/10948/d1020761
- Description: Local economic development (LED) is a government policy tool that seeks to build the economic capacity of a local area to improve its economic future and the quality of life for all. Partnerships between the public sector and the private sector are considered to be an important foundation for successful LED planning and implementation. The aim of the study was to assess whether the LED interventions, with specific emphasis on agriculture and food production programmes, are improving the livelihoods of the poor communities within the OR Tambo District Municipality. The researcher used the qualitative and quantitative research methods to collect the data through interviews and questionnaires respectively. Probability and non-probability sampling techniques were employed to identify the research sample from the target population. The researcher sampled the OR Tambo District Municipality as well as all the local municipalities therein. The target population consisted of LED directors, LED and IDP managers as well as LED councillors as respondents. Furthermore, the researcher also sampled other stakeholders that are crucial in LED, namely the Department of Economic Development and Environmental Affairs, the Department of Rural Development and Agrarian Reform and Transformation, the Eastern Cape Department of Local Government and Traditional Affairs, the Department of Social Development and Special Programmes as well as the Ntinga OR Tambo Development Agency. Budgetary constraints and agricultural infrastructure backlogs were identified as the main challenges facing the district. These challenges hinder the effectiveness of implementing sound LED programmes. Consequently, LED benefits are minimal. It is recommended that the municipality develop strategies for income generation to boost its financial viability in order to strengthen its financial capacity, embark on vigorous infrastructure rollout which will have a positive economic impact and open employment opportunities for the local communities. This can be achieved by the strengthening of partnerships and the attraction of private investors in order for the municipality to implement the LED programmes effectively and change the lives of the people in the local area.
- Full Text:
- Date Issued: 2013
Improving waste management within selected South African municipalities
- Authors: Saaiman, Lizelle
- Date: 2013
- Subjects: Waste minimization -- Law and legislation -- South Africa , Refuse disposal industry -- South Africa , Recycling (Waste, etc.) -- South Africa , Source reduction (Waste management) -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8790 , http://hdl.handle.net/10948/d1014736
- Description: The essentiality for waste reduction in society is prompted by the depletion of natural resources. Internationally, five waste management strategies have been identified, namely reduction of waste (waste prevention), re-use of waste, recycling of waste, recovery of energy and disposal to landfill. In Polokwane Declaration of September 2001, South Africa’s Department of Environmental Affairs and Tourism committed itself to achieve a 50 percent reduction in the volume of waste generated by 2012 and to be landfilled and have a zero waste plan implemented by 2022. Through the National Waste Management Act, No. 59 of 2008, the South African government also committed itself to provide protection of health, well-being and the environment through measures to avoid and minimise the generation of waste. Even though several policies and legislative documents are available that address waste minimisation and recycling, individual community members are however still reluctant to participate in these activities. This study therefore investigated the current levels of understanding, education and commitment to recycling and waste minimisation in a selected South African community. The target respondents of the study were members of a local church who are representative of the various peoples that reside in the communities serviced by the selected municipality. A convenience sample of 70 participants from that church was selected to complete the questionnaires. Seventy (70) questionnaires were distributed, and all 70 questionnaires were returned. Interviews were also conducted with two managers from the Waste Management Department of the selected municipality. The data analyses conducted, included descriptive statistics and content analysis of the interview transcripts. The empirical results revealed among others that: (1) recycling removal service is limited to pre-selected recyclables; (2) the municipality contributes to local entrepreneurial opportunities; (3) public participation is a pre-requisite in the success of the programmes; (4) participation is determined by convenience; (5) enforcement of legislation assists with compliance; (6) environmental sustainability is supported by environmental concerned consumers; (7) mismatch of opinions around separation at source of generation and (8) continuous education is instrumental in waste management. The main recommendations of the study include: (1) municipalities need to provide exciting and innovative recycling and waste minimisation programmes, continuously; (2) positive attitude and behaviour of all the stakeholders determines the success of waste minimisation and recycling; and (3) society, industry and government need to join forces in ensuring success in waste management. By implementing these recommendations, stakeholders in this field of interest will go a long way in improving waste management in South Africa communities.
- Full Text:
- Date Issued: 2013
- Authors: Saaiman, Lizelle
- Date: 2013
- Subjects: Waste minimization -- Law and legislation -- South Africa , Refuse disposal industry -- South Africa , Recycling (Waste, etc.) -- South Africa , Source reduction (Waste management) -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8790 , http://hdl.handle.net/10948/d1014736
- Description: The essentiality for waste reduction in society is prompted by the depletion of natural resources. Internationally, five waste management strategies have been identified, namely reduction of waste (waste prevention), re-use of waste, recycling of waste, recovery of energy and disposal to landfill. In Polokwane Declaration of September 2001, South Africa’s Department of Environmental Affairs and Tourism committed itself to achieve a 50 percent reduction in the volume of waste generated by 2012 and to be landfilled and have a zero waste plan implemented by 2022. Through the National Waste Management Act, No. 59 of 2008, the South African government also committed itself to provide protection of health, well-being and the environment through measures to avoid and minimise the generation of waste. Even though several policies and legislative documents are available that address waste minimisation and recycling, individual community members are however still reluctant to participate in these activities. This study therefore investigated the current levels of understanding, education and commitment to recycling and waste minimisation in a selected South African community. The target respondents of the study were members of a local church who are representative of the various peoples that reside in the communities serviced by the selected municipality. A convenience sample of 70 participants from that church was selected to complete the questionnaires. Seventy (70) questionnaires were distributed, and all 70 questionnaires were returned. Interviews were also conducted with two managers from the Waste Management Department of the selected municipality. The data analyses conducted, included descriptive statistics and content analysis of the interview transcripts. The empirical results revealed among others that: (1) recycling removal service is limited to pre-selected recyclables; (2) the municipality contributes to local entrepreneurial opportunities; (3) public participation is a pre-requisite in the success of the programmes; (4) participation is determined by convenience; (5) enforcement of legislation assists with compliance; (6) environmental sustainability is supported by environmental concerned consumers; (7) mismatch of opinions around separation at source of generation and (8) continuous education is instrumental in waste management. The main recommendations of the study include: (1) municipalities need to provide exciting and innovative recycling and waste minimisation programmes, continuously; (2) positive attitude and behaviour of all the stakeholders determines the success of waste minimisation and recycling; and (3) society, industry and government need to join forces in ensuring success in waste management. By implementing these recommendations, stakeholders in this field of interest will go a long way in improving waste management in South Africa communities.
- Full Text:
- Date Issued: 2013
Investigating the effectiveness of environmental sustainability initiatives at General Motors South Africa
- Authors: Walsh, Lauren Arlene
- Date: 2013
- Subjects: General Motors Corporation , Sustainable development , Economic development -- Environmental aspects , Industrial management -- Environmental aspects
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8903 , http://hdl.handle.net/10948/d1020996
- Description: There is a consensus globally that climate change is one of the biggest challenges facing operations. Immediate actions are required to reduce the carbon footprint in order for the environment to endure future logistics processes and activities (The National Treasury department of South Africa, 2010). Greenhouse gases (GHGs) are emissions generated from manufacturing processes, distribution networks and treatments processes (Verfaillie and Bidwell, 2000). Companies globally are expected to monitor pollution and focus on reducing the discharge of pollutants. Logistics Managers are therefore pressured to reduce the carbon footprint as it affects the environment and our health. Companies are becoming more concerned with the impact of various activities and processes on the environment. Traditional logistics models, primarily focuses on minimising cost with little focus on the environmental impact and sustaining operations for the future (Sbihi and Eglese, 2009) General Motors (GM) is a multi-national vehicle manufacturer with operations in various countries. GM filed for bankruptcy in 2009 resulting in the formation of the new GM; one of the focus areas was to ensure sustainability which resulted in the introduction of the ‘Sustainability in motion’ program in 2009 (New York Times, 2009). General Motors South Africa (GMSAf) is a vehicle assembler with manufacturing facilities and head offices located in Port Elizabeth. The company is a wholly owned subsidiary of the multinational General Motors Company. The aim of the research is to determine whether a culture that promotes environmentally conscious behaviour exists within employees and their relationships within a team, with management, stakeholders and suppliers. The study will assist in highlighting areas which need improvement to enable the creation of environmentally sustainable initiatives and implementation thereof. The empirical study revealed that the following management commitment, education and training, performance management and participation and involvement were important factors in the effective implementation of an environmental sustainability program.
- Full Text:
- Date Issued: 2013
- Authors: Walsh, Lauren Arlene
- Date: 2013
- Subjects: General Motors Corporation , Sustainable development , Economic development -- Environmental aspects , Industrial management -- Environmental aspects
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8903 , http://hdl.handle.net/10948/d1020996
- Description: There is a consensus globally that climate change is one of the biggest challenges facing operations. Immediate actions are required to reduce the carbon footprint in order for the environment to endure future logistics processes and activities (The National Treasury department of South Africa, 2010). Greenhouse gases (GHGs) are emissions generated from manufacturing processes, distribution networks and treatments processes (Verfaillie and Bidwell, 2000). Companies globally are expected to monitor pollution and focus on reducing the discharge of pollutants. Logistics Managers are therefore pressured to reduce the carbon footprint as it affects the environment and our health. Companies are becoming more concerned with the impact of various activities and processes on the environment. Traditional logistics models, primarily focuses on minimising cost with little focus on the environmental impact and sustaining operations for the future (Sbihi and Eglese, 2009) General Motors (GM) is a multi-national vehicle manufacturer with operations in various countries. GM filed for bankruptcy in 2009 resulting in the formation of the new GM; one of the focus areas was to ensure sustainability which resulted in the introduction of the ‘Sustainability in motion’ program in 2009 (New York Times, 2009). General Motors South Africa (GMSAf) is a vehicle assembler with manufacturing facilities and head offices located in Port Elizabeth. The company is a wholly owned subsidiary of the multinational General Motors Company. The aim of the research is to determine whether a culture that promotes environmentally conscious behaviour exists within employees and their relationships within a team, with management, stakeholders and suppliers. The study will assist in highlighting areas which need improvement to enable the creation of environmentally sustainable initiatives and implementation thereof. The empirical study revealed that the following management commitment, education and training, performance management and participation and involvement were important factors in the effective implementation of an environmental sustainability program.
- Full Text:
- Date Issued: 2013
Identification of the determinants of customer satisfaction with services provided by a selected pension fund agency
- Authors: Mayekiso, Pumza
- Date: 2013
- Subjects: Consumer satisfaction -- South Africa , Customer relations -- Management , Trust companies -- Customer services
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8913 , http://hdl.handle.net/10948/d1021059
- Description: Understanding customers’ views on service quality is important for any business providing service and interested in making sure that they are being responsive to customers. Continuous evaluation of customer satisfaction is an important factor in the service sector. To date, most attempts have focused on what determines customer satisfaction in services rendered by organisations. The primary objective of the current study was to identify the determinants of customer satisfaction with services at Government Employees Pension Fund. The study investigated how customer satisfaction (the dependent variable) is influenced by the different elements, namely service quality, perceived value, and customer expectations, which represented the independent variables. The significance of the study hinges on three area i.e. management, policy makers and stakeholders. The study will also provide a justifiably valid and reliable guide to designing workable service delivery improvement strategies for creating and delivering customer value, achieving customer satisfaction and achieving sustainable business growth of Government Employees Pension Fund. The data collection was made using the questionnaire. A total of 150 questionnaires was distributed and 108 were completed and returned. This translated to a response rate of 72 percent. The empirical results showed that service quality and perceived value have a positive impact on customer satisfaction. On the other hand, the results revealed that customer expectations do not have a positive influence on customer satisfaction.
- Full Text:
- Date Issued: 2013
- Authors: Mayekiso, Pumza
- Date: 2013
- Subjects: Consumer satisfaction -- South Africa , Customer relations -- Management , Trust companies -- Customer services
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8913 , http://hdl.handle.net/10948/d1021059
- Description: Understanding customers’ views on service quality is important for any business providing service and interested in making sure that they are being responsive to customers. Continuous evaluation of customer satisfaction is an important factor in the service sector. To date, most attempts have focused on what determines customer satisfaction in services rendered by organisations. The primary objective of the current study was to identify the determinants of customer satisfaction with services at Government Employees Pension Fund. The study investigated how customer satisfaction (the dependent variable) is influenced by the different elements, namely service quality, perceived value, and customer expectations, which represented the independent variables. The significance of the study hinges on three area i.e. management, policy makers and stakeholders. The study will also provide a justifiably valid and reliable guide to designing workable service delivery improvement strategies for creating and delivering customer value, achieving customer satisfaction and achieving sustainable business growth of Government Employees Pension Fund. The data collection was made using the questionnaire. A total of 150 questionnaires was distributed and 108 were completed and returned. This translated to a response rate of 72 percent. The empirical results showed that service quality and perceived value have a positive impact on customer satisfaction. On the other hand, the results revealed that customer expectations do not have a positive influence on customer satisfaction.
- Full Text:
- Date Issued: 2013
Evaluation of the applicability of Lewin's force field analysis in the implementation of the Financial Sector Charter at Standard Bank
- Authors: Skepe, Siphelo
- Date: 2013
- Subjects: Standard Bank of South Africa Limited (1962- ) Banks and banking -- South Africa Financial services industry -- Law and legislation -- South Africa Black people -- South Africa -- Economic conditions Business enterprises, Black -- South Africa Organizational change -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:804 , http://hdl.handle.net/10962/d1006775
- Description: According to the Financial Sector (FS) Charter, in August 2002, at the NEDLAC Financial Sector Summit, "the financial sector committed itself to the development of a Black Economic Empowerment (BEE) charter. It made this commitment, noting that: "Despite significant progress since the establishment of a democratic government in 1994, South African society remains characterised by racially based income and social services inequalities. This is not only unjust, but inhibits the country's ability to achieve its full economic potential. BEE is a mechanism aimed at addressing inequalities and mobilising the energies of all South Africans. It will contribute towards sustained economic growth, development and social transformation in South Africa. Inequalities also manifest themselves in the country's financial sector. A positive and proactive response from the sector through the implementation of BEE will further unlock the sector's potential, promote its global competitiveness, and enhance its world class status". Parties of the Financial Sector Charter agreed on the seven pillars below: 1) Human resource management - provide resources to develop skills of black people with the aim of increasing black participation in all levels of management in the sector. 2) Procurement policies - implement a targeted procurement strategy to enhance BEE. 3) Enterprise development - improve the level of support provided to BEE companies in all sectors of the economy. This would be achieved through skills transfer, administration and technical support. 4) Access to financial services - provide affordable financial services to the previously disadvantaged groups and making sure financial services are accessible to these groups. 5) Empowerment financing - work closely with government and government financial institutions to increase resources for empowerment financing. 6) Ownership in the financial sector - 25% of shares in each party of the FS Charter should be owned by black people by 2010. 7) Corporate social investrnent (CSI) - Each financial institution will have to spend 0.5% of their after-tax profit on corporate social investment projects. The projects should be targeted at black groups with a strong focus on transformation. The research evaluates the applicability of Lewin's Force Field Analysis (a change management model) in the implementation of the Financial Sector Charter at Standard Bank of South Africa. It attempts to achieve this by looking at how the Financial Sector Charter is being implemented at Standard Bank. The research looks at three main areas: 1) The "context" of the research problem, by seeking to understand Standard Bank's understanding of the FS Charter, the importance of implementing the FS Charter by the bank, the progress made thus far in the FS Charter implementation and comparison to the BEE scorecards of the other three main bank. 2) The "process", i.e. how the FS Charter is implemented in the bank, the driving and restraining forces of successful implementation of the FS Charter and the lessons learnt. 3) The "outcome" , i.e. benefits of implementing the FS Charter and what could be done to ensure that change management processes are successfully implemented. Personal interviews were used to discover other valuable information which was not available on the bank's published documents, and other related sources such as the Financial Sector Charter document. The sample size for the study was ten Standard Bank employees from different areas of the bank who are either senior managers or directors, in the bank. Internal publications available on the Standard Bank intranet such as the bank's employment equity plans, and the bank's sustainability reports from 2004 to 2011 (Standard Bank, 2004-2011) were analysed for the purpose of the study. The researcher also analysed public documents such as the bank's annual financial reports, bank's equity reports and internal publications on related topics of the research question. Lewin's Forces Field Analysis (FFA) points out that in any environment where change is required; there are both driving and restraining forces that influence the implementation of a change programme. The FFA is a valuable change management tool at trying to transform the behaviour of an individual, and this will lead to transformation of groups and, ultimately the organisation. It also helps to establish the balance between the driving and restraining forces of the change programme. Lewin's (1951) theory put forward the idea that change occurs in three stages: the first stage of change is unfreezing; the second stage is moving and lastly, the third stage is refreezing. In the unfreezing stage, the bank's change management initiatives would need to be directed at giving the individuals a desire and motivation to be ready and open about a planned change initiative. This could be achieved by clearly communicating why change is important, benefits of change and the compelling reasons for change. In moving, the bank would need to give support and confidence to the people affected by change in order to start accepting and buying-in to new perspectives, which enable them to realise that change will improve the current situation. In the refreezing stage, the bank would need to ensure that new patterns of behaviour are reinforced. This will ensure that the changes are applied in everyday business, and this helps create a sense of stability, where those affected by change feel comfortable and confident with the new approach of doing things. The research concludes that managers should recognise the sensitivity around transformation, and should always try to ensure that change management initiatives directed at transformation are unifying, fair and transparent. This should be done to avoid a situation where an employee (or prospective employees) and other stakeholders feel under-appreciated or overlooked because of their gender or race. This demands a carefully crafted and implemented change management programme, whose results will not only unify the bank's employees, but also create a competitive edge for the bank. Lewin's Force Field Analysis (FFA) model is a change management tool that could be used to produce such results.
- Full Text:
- Date Issued: 2013
- Authors: Skepe, Siphelo
- Date: 2013
- Subjects: Standard Bank of South Africa Limited (1962- ) Banks and banking -- South Africa Financial services industry -- Law and legislation -- South Africa Black people -- South Africa -- Economic conditions Business enterprises, Black -- South Africa Organizational change -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:804 , http://hdl.handle.net/10962/d1006775
- Description: According to the Financial Sector (FS) Charter, in August 2002, at the NEDLAC Financial Sector Summit, "the financial sector committed itself to the development of a Black Economic Empowerment (BEE) charter. It made this commitment, noting that: "Despite significant progress since the establishment of a democratic government in 1994, South African society remains characterised by racially based income and social services inequalities. This is not only unjust, but inhibits the country's ability to achieve its full economic potential. BEE is a mechanism aimed at addressing inequalities and mobilising the energies of all South Africans. It will contribute towards sustained economic growth, development and social transformation in South Africa. Inequalities also manifest themselves in the country's financial sector. A positive and proactive response from the sector through the implementation of BEE will further unlock the sector's potential, promote its global competitiveness, and enhance its world class status". Parties of the Financial Sector Charter agreed on the seven pillars below: 1) Human resource management - provide resources to develop skills of black people with the aim of increasing black participation in all levels of management in the sector. 2) Procurement policies - implement a targeted procurement strategy to enhance BEE. 3) Enterprise development - improve the level of support provided to BEE companies in all sectors of the economy. This would be achieved through skills transfer, administration and technical support. 4) Access to financial services - provide affordable financial services to the previously disadvantaged groups and making sure financial services are accessible to these groups. 5) Empowerment financing - work closely with government and government financial institutions to increase resources for empowerment financing. 6) Ownership in the financial sector - 25% of shares in each party of the FS Charter should be owned by black people by 2010. 7) Corporate social investrnent (CSI) - Each financial institution will have to spend 0.5% of their after-tax profit on corporate social investment projects. The projects should be targeted at black groups with a strong focus on transformation. The research evaluates the applicability of Lewin's Force Field Analysis (a change management model) in the implementation of the Financial Sector Charter at Standard Bank of South Africa. It attempts to achieve this by looking at how the Financial Sector Charter is being implemented at Standard Bank. The research looks at three main areas: 1) The "context" of the research problem, by seeking to understand Standard Bank's understanding of the FS Charter, the importance of implementing the FS Charter by the bank, the progress made thus far in the FS Charter implementation and comparison to the BEE scorecards of the other three main bank. 2) The "process", i.e. how the FS Charter is implemented in the bank, the driving and restraining forces of successful implementation of the FS Charter and the lessons learnt. 3) The "outcome" , i.e. benefits of implementing the FS Charter and what could be done to ensure that change management processes are successfully implemented. Personal interviews were used to discover other valuable information which was not available on the bank's published documents, and other related sources such as the Financial Sector Charter document. The sample size for the study was ten Standard Bank employees from different areas of the bank who are either senior managers or directors, in the bank. Internal publications available on the Standard Bank intranet such as the bank's employment equity plans, and the bank's sustainability reports from 2004 to 2011 (Standard Bank, 2004-2011) were analysed for the purpose of the study. The researcher also analysed public documents such as the bank's annual financial reports, bank's equity reports and internal publications on related topics of the research question. Lewin's Forces Field Analysis (FFA) points out that in any environment where change is required; there are both driving and restraining forces that influence the implementation of a change programme. The FFA is a valuable change management tool at trying to transform the behaviour of an individual, and this will lead to transformation of groups and, ultimately the organisation. It also helps to establish the balance between the driving and restraining forces of the change programme. Lewin's (1951) theory put forward the idea that change occurs in three stages: the first stage of change is unfreezing; the second stage is moving and lastly, the third stage is refreezing. In the unfreezing stage, the bank's change management initiatives would need to be directed at giving the individuals a desire and motivation to be ready and open about a planned change initiative. This could be achieved by clearly communicating why change is important, benefits of change and the compelling reasons for change. In moving, the bank would need to give support and confidence to the people affected by change in order to start accepting and buying-in to new perspectives, which enable them to realise that change will improve the current situation. In the refreezing stage, the bank would need to ensure that new patterns of behaviour are reinforced. This will ensure that the changes are applied in everyday business, and this helps create a sense of stability, where those affected by change feel comfortable and confident with the new approach of doing things. The research concludes that managers should recognise the sensitivity around transformation, and should always try to ensure that change management initiatives directed at transformation are unifying, fair and transparent. This should be done to avoid a situation where an employee (or prospective employees) and other stakeholders feel under-appreciated or overlooked because of their gender or race. This demands a carefully crafted and implemented change management programme, whose results will not only unify the bank's employees, but also create a competitive edge for the bank. Lewin's Force Field Analysis (FFA) model is a change management tool that could be used to produce such results.
- Full Text:
- Date Issued: 2013
The impact of team emotional intelligence in team decision making at Transnet Port terminals
- Authors: Mtunzini, Samnkelisiwe
- Date: 2013
- Subjects: Teams in the workplace , Emotional intelligence
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8851 , http://hdl.handle.net/10948/d1020121
- Description: Numerous decisions in organisations are made by teams, groups or committees. The need for group decision making is brought about by the increased complexity of many decisions which require specialised knowledge in numerous areas usually not possessed by one person. As such there has also been an inherent recognition that different members bring different contributions and that a marshalling of these contributions enhances decision-making. Most research about how to make teams more effective has focused on identifying the task processes that distinguish the most successful teams - that is specifying the need for collaboration, involvement and commitment to goals. The assumption seems to be that, once identified; these processes can simply be imitated by other teams, with similar effects but it is not the case since they do not take the level of the team’s emotional intelligence into consideration. Emotional intelligence should always be considered in a team setting since teamwork is an inherently social activity and as such emotions play an important role in team processes including decision making. Surprisingly the study of the effects of emotions and emotional intelligence in decision making at group level is a relatively new research avenue. Research indicates that emotional intelligence has been the subject of a significant amount of literature for a number of years. However little has been contributed to how the behaviours associated with emotional intelligence may be practically applied to enhance both individual and group decision-making. Druskat and Wolff (2001a and 2001b) proposed a model for emotional intelligence at the group level. According to their model, groups develop a set of behavioural norms called the Group Emotional Competence Norms (GEC norms) which guide the emotional experience in groups. The proposed model by Druskat and Wolff was used to define and measure group emotional intelligence in this study. The aim of the study was to establish whether there was a relationship between team emotional intelligence and team decision making at Transnet Port Terminal’s Ngqura Container Terminal. The findings of the literature study and the empirical study were combined to evaluate whether team emotional intelligence affected team decision making in the chosen population.The literature study suggested that there was a relationship between team emotional intelligence and team decision making. The empirical study confirmed the relationship between group emotional intelligence and group decision making but failed to confirm whether the chosen population consisted of teams.
- Full Text:
- Date Issued: 2013
- Authors: Mtunzini, Samnkelisiwe
- Date: 2013
- Subjects: Teams in the workplace , Emotional intelligence
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8851 , http://hdl.handle.net/10948/d1020121
- Description: Numerous decisions in organisations are made by teams, groups or committees. The need for group decision making is brought about by the increased complexity of many decisions which require specialised knowledge in numerous areas usually not possessed by one person. As such there has also been an inherent recognition that different members bring different contributions and that a marshalling of these contributions enhances decision-making. Most research about how to make teams more effective has focused on identifying the task processes that distinguish the most successful teams - that is specifying the need for collaboration, involvement and commitment to goals. The assumption seems to be that, once identified; these processes can simply be imitated by other teams, with similar effects but it is not the case since they do not take the level of the team’s emotional intelligence into consideration. Emotional intelligence should always be considered in a team setting since teamwork is an inherently social activity and as such emotions play an important role in team processes including decision making. Surprisingly the study of the effects of emotions and emotional intelligence in decision making at group level is a relatively new research avenue. Research indicates that emotional intelligence has been the subject of a significant amount of literature for a number of years. However little has been contributed to how the behaviours associated with emotional intelligence may be practically applied to enhance both individual and group decision-making. Druskat and Wolff (2001a and 2001b) proposed a model for emotional intelligence at the group level. According to their model, groups develop a set of behavioural norms called the Group Emotional Competence Norms (GEC norms) which guide the emotional experience in groups. The proposed model by Druskat and Wolff was used to define and measure group emotional intelligence in this study. The aim of the study was to establish whether there was a relationship between team emotional intelligence and team decision making at Transnet Port Terminal’s Ngqura Container Terminal. The findings of the literature study and the empirical study were combined to evaluate whether team emotional intelligence affected team decision making in the chosen population.The literature study suggested that there was a relationship between team emotional intelligence and team decision making. The empirical study confirmed the relationship between group emotional intelligence and group decision making but failed to confirm whether the chosen population consisted of teams.
- Full Text:
- Date Issued: 2013
Strategies for reducing presenteeism at primary health care clinics in the Nelson Mandela Metropole
- Mapikela, Nombulelo Jostiphene
- Authors: Mapikela, Nombulelo Jostiphene
- Date: 2013
- Subjects: Industrial hygiene -- South Africa -- Eastern Cape , Labor productivity , Job stress
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/6258 , vital:21061
- Description: Presenteeism is defined as the loss in productivity when workers are on the job, but not performing to their best because of health-related issues. As with absenteeism, presenteeism is considered negative as it results in low levels of productivity and can, in the long term, have high cost implications. The research problem in this study was to identify strategies for reducing health-related presenteeism at primary health care clinics in the Nelson Mandela Metropolitan Municipality. To achieve this goal, the following actions were taken: A literature study was conducted to identify the extent of health related presenteeism at primary health care clinics as well as the management thereof. Strategies that could be utilised to prevent and reduce health-related presenteeism, ensuring that there is an ongoing service delivery in the workplace, were identified. The literature study revealed, amongst others, that those who suffer from emotional and physical stress have difficulty in performing well on the job. By law, employers have responsibilities to provide a safe environment. Hence, companies have to conduct an audit re-examining the health and safety document of the company. In addition, employers must ensure compliance within the current and developing legislative context. A balance between professional and personal demands of every employee should be promoted. In so doing, employees are able to trust their managers to share whatever problem is encountered. A commitment from the company and good management of presenteeism will result in a positive effect on productivity and customer service quality. A questionnaire was developed and administered to primary health care clinic personnel in the Nelson Mandela Metropolitan Municipality. The results from this empirical study revealed that sick or tired employees are less able to work at optimum levels. These employees have the potential to aggravate their illness, resulting in prolonged absence, or infecting their colleagues. In the study, chronic diseases were perceived as prevalent among employees at the health care clinics. It did not appear as if the management of stress received much attention or that an audit has been done to determine the state of health of employees. It is therefore necessary to educate employees about the importance of their wellbeing. Welldesigned jobs and good management can assist in minimising organisational stressors. Employers need to be convinced that investing in the health of their employees is in their best interest from a business perspective. In today’s competitive business world, companies look at maximising both profit and productivity. Hence, employee health plays a fundamental role in the success of companies. In the health care environment, the wellness of nurses will lead to more productive behaviour and better service delivery.
- Full Text:
- Date Issued: 2013
- Authors: Mapikela, Nombulelo Jostiphene
- Date: 2013
- Subjects: Industrial hygiene -- South Africa -- Eastern Cape , Labor productivity , Job stress
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/6258 , vital:21061
- Description: Presenteeism is defined as the loss in productivity when workers are on the job, but not performing to their best because of health-related issues. As with absenteeism, presenteeism is considered negative as it results in low levels of productivity and can, in the long term, have high cost implications. The research problem in this study was to identify strategies for reducing health-related presenteeism at primary health care clinics in the Nelson Mandela Metropolitan Municipality. To achieve this goal, the following actions were taken: A literature study was conducted to identify the extent of health related presenteeism at primary health care clinics as well as the management thereof. Strategies that could be utilised to prevent and reduce health-related presenteeism, ensuring that there is an ongoing service delivery in the workplace, were identified. The literature study revealed, amongst others, that those who suffer from emotional and physical stress have difficulty in performing well on the job. By law, employers have responsibilities to provide a safe environment. Hence, companies have to conduct an audit re-examining the health and safety document of the company. In addition, employers must ensure compliance within the current and developing legislative context. A balance between professional and personal demands of every employee should be promoted. In so doing, employees are able to trust their managers to share whatever problem is encountered. A commitment from the company and good management of presenteeism will result in a positive effect on productivity and customer service quality. A questionnaire was developed and administered to primary health care clinic personnel in the Nelson Mandela Metropolitan Municipality. The results from this empirical study revealed that sick or tired employees are less able to work at optimum levels. These employees have the potential to aggravate their illness, resulting in prolonged absence, or infecting their colleagues. In the study, chronic diseases were perceived as prevalent among employees at the health care clinics. It did not appear as if the management of stress received much attention or that an audit has been done to determine the state of health of employees. It is therefore necessary to educate employees about the importance of their wellbeing. Welldesigned jobs and good management can assist in minimising organisational stressors. Employers need to be convinced that investing in the health of their employees is in their best interest from a business perspective. In today’s competitive business world, companies look at maximising both profit and productivity. Hence, employee health plays a fundamental role in the success of companies. In the health care environment, the wellness of nurses will lead to more productive behaviour and better service delivery.
- Full Text:
- Date Issued: 2013