Browsing by Author "Hardman, Stanley George."

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The acceleration of quality education in rural schools through systemic curriculum management : a practitioner researcher perspective.
(2011) Sambo, Dlelwane John.; Hardman, Stanley George.
I used Soft Systems Methodology (SSM), a practitioner research methodology to foster organisational learning in poor performing schools. School Management Teams (SMTs) have a role to play in accelerating the delivery of quality education through sound management of curriculum. A closer analysis of learner performance, departmental conference discussions and school visit reports in poor performing schools in Sabie and White Hazy Circuits highlighted some of the crucial issues that informed this study. Ten schools from the two circuits were identified for the study and curriculum management discussions were held with individual and groups of SMT members in their respective schools. The participative nature of SSM provided the opportunity to initiate further debates and discussions that enabled SMT members to understand the nature of management problems and developed intervention strategies that included SMT conferences, circuit-based SMT workshops and SMT functionality support visits. The SMT functionality visits were ongoing programmes in the two circuits. The purpose of these programmes was to identify and propose solutions to poor performance challenges resulting from dysfunctional and ineffective SMT members. The intervention sessions provided a platform for the sharing of good practices regarding instructional leadership and curriculum management to provide quality learning. Using SSM in the intervention sessions enabled SMT members to put in place curriculum management systems, develop monitoring programmes and account for learner performance. During SMT support visits programmes to support SMT members in adhering to their annual management plans, effective use of curriculum management tools, quality reporting and implementing school-based teacher development programmes would be monitored. Monthly reporting developed by consolidating reports by individual education specialists served as indicators about the state of management of curricula in the schools.
The application of systems thinking as applied to corporate communication.
(2003) Jordan, Graham.; Hardman, Stanley George.
P & 0 Grindrod Logistics (Pty) Ltd (POGL) was the focus of study over a period of two years and served as the learning field for the systemic appreciation of complex problem resolution. Organisational conversation and communication surfaced as an issue within the organisation during this period of research and served as the system of interest (SOl) warranting further appreciation and understanding. This paper surfaces an understanding of the complex and emergent issues and dilemmas of the SOl through a process of generative learning, using systems thinking and a brief theoretical understanding of communication, as a multimethodological paradigm. The reflective approach was to gain knowledge and understanding of the SOl and then to subject the knowledge claims to validation. Various worldviews emerged, as to the causes and reasons for non-communication. This required the surfacing of personal issues and experiences, an understanding of emotions, appreciation for other's points of view, values, knowledge, perceptions, beliefs and ethics of the staff at POGL. A systemic appreciation facilitated the emergence and understanding of behaviours of the people, specifically as regards the leadership style and the knowledge-power position of that management style. During my research, my observation was that organisational conversations were limited to these issues, void of any strategic value or vision content. In most job functions including managerial positions, authority levels, empowerment, innovation, and creativity, was replaced with a command style leadership. People lived in fear of reprisal and did as they were told. Retrenchments and restrictions on capital expenditure, equipment maintenance and general day to day running costs, further limited team building, personal and organisational learning, by removing responsibility and authority and relocating this to the Executive Team. The absence of a communicated vision negatively affected commitment, productivity decreased, and focus and energy was lost. A culture of non-communication, namely, distrust, emotions, disrespect, and credibility, emerged as barriers to effective communication and were noted as concerns of the people. The proposed intervention is the creation of a learning organisation, with the purposeful construction of a strategy to enhance and maximise organisational learning. The process is designed as systems starting with leadership development, progressing through strategic conversation, a system to improve communication, recognition, reward and performance management systems and staff and management development. The overall objective is to improve organisational effectiveness. The intervention has developed as a generative learning process, ie the reflections of the two-year research process and the additional reflections and learnings from this paper. This was a conscious attempt to improve competitiveness, productivity and innovation, to understand uncertainties and the need for learning in order to improve adaptability and efficiency during these times of change and uncertainty in POGL. As evidenced from the literary review of systems thinking and the application to the issues in this organisation, we are dealing with a complex and dynamic environment. 'Learning enables a quicker and more effective response to this environment, increases information sharing, communication, understanding, increases the level of energy and excitement in individuals and the quality of decisions made in organisations.' (April, 2000:49) The whole process requires a culture change for the organisation and will take time. However, I am of the opinion that the inclusion of staff in organisational decision making complemented with staff development will improve innovation and creativity and promote a sustainable organisation. People desire to be part of a community, where expansive thinking is encouraged and recognition and reward part of the process of building trust and respect; where the people talk to one another, learn from each other in ongoing dialogue, exchange advice, coach and mentor each other. Success is in teamwork, personal mastery, a shared vision and developing leaders capable of dealing with the complexities of the present and the future. The five learning disciplines, namely, systems thinking, personal mastery, team building , mental models and shared vision are seen in this paper as a foundation and enhance aspiration, reflective conversation and understanding complexity. (April , 2000:52) Jack Welch, formerly of General Electric, quoted in April (2000:50) said of learning: 'Our behaviour is driven by a fundamental core belief: The desire and the ability of an organisation to continually learn from any source - and to rapidly convert this learning into action - is its ultimate competitive advantage.'
Application of systems thinking in evaluating the efficacy of whistle-blowing policy in the contact centre department : Eskom Eastern Region.
(2005) Masuku, Jabulani.; Hardman, Stanley George.
Workplace corruption is a serious problem in South Africa which threatens to undermine our hard earned democracy. The devastating effects of workplace corruption are immeasurable and can lead to a major downfall of the sound economic development that people of this country have achieved. Awarding of tenders to incompetent and ill-prepared tenderers, recruiting and unfairly appointing unqualified candidates, contravening Health and Safety laws and endangering lives of the public are but few of the examples of corrupt activities that individuals and organizations commit. Disclosure of information about organizational malpractice is known as whistle-blowing. Individual employees are usually the first ones to know if any wrongdoing is taking place. It is choices that these individuals make which determine whether wrongdoing continues unnoticed or is exposed early enough. Whistle-blowing has been identified as an important tool that can assist organizations to detect internal problems and ultimately stop them before they become an emergency. In an effort to promote a culture of whistle-blowing, South Africa has developed legislation which seeks to address the problem of workplace corruption. The Protected Disclosures Act (No. 26 of 2000), otherwise known as the 'Whistle-blowers Act' makes provisions in terms of which employees in both the public and private sector who disclose information of corrupt conduct by their employers of fellow employees, are protected from occupational detriment. Eskom has its own whistle-blowing policy which in line with the requirements of the Protected Disclosures Act, seeks to address the problem of corruption within the organization. However, the increasing level of workplace corruption since the adoption of the Whistle-blowing policy seems to be alarming in the Eastern region. Certain Eskom departments in the Eastern Region, particularly the Contact Center, have lost a significant number of their staff to dismissals as a result of corruption and fraud. This is an indication that Eskom has committed itself as to be a corrupt free organization. However dismissing corrupt individuals cannot always be the best solution as it often has devastating effects to the organization in the long run. The application of Systems thinking tools, particularly the diagrams has been used in the study in order to uncover the underlying issues resulting to observed symptoms around whistle-blowing. Using a systematic approach this study investigated the views of managerial employees, non managerial employees and trade union leaders with regard to efficacy of the whistle-blowing policy in the Eastern Region. Managerial employees who were interviewed showed relative lack of understanding of the whistle-blowing policy and implications thereof. Non managerial workers who were interviewed during the course of this study also showed fear and preoccupation about saving their jobs rather than risk losing their careers by being conquerors of corruption. The findings further showed that organizational culture seems to concentrate mainly on understanding customer needs. This practice indicates that externally generated change takes precedence over proactive internal development. As Eskom is driven by the need to adapt to its ever-changing environment (in order to survive) this reduces the focus on internal developments, that is, creating the environment that is conducive for whistle-blowing to flourish. There does not seem to be effective mechanisms in place that could facilitate the disclosure of organizational misconduct in such a manner that it would benefit both individual (employees) disclosing wrongdoing and Eskom. Unintended consequences of dismissals seem also to be overlooked. The research concludes by recommending the greater use of the policy. This would entail intervention by top management, vigorous awareness campaigns and demystification of whistle-blowing.
Assessing government's role in the promotion of co-operatives as strategic intervention to accelerate socio-economic transformation.
(2012) Mntambo, Boyce Sithasakhe.; Hardman, Stanley George.
The new democratic government inherited huge socio-economic backlogs caused by the racially-based apartheid system which denied the black majority access to educational and economic opportunities that would have enhanced their quality of life as was the case with their fellow white compatriots. Since 1994 the new government has introduced numerous legislative measures to address these imbalances. This included the establishment of frameworks to promote black economic empowerment through a combination of programmes that were believed to be appropriate to draw more historically disenfranchised communities into the mainstream of the economy. The Redistribution and Development Programme (RDP) was initially introduced and later replaced with a macro-economic policy in 1996, the Growth, Employment and Redistribution (GEAR) that favoured free market and limited state intervention in private business. The RDP was believed, mainly by civil organizations and trade unions, to be the practical blue print to level the socio-economic playing fields for a post-apartheid society (Knight 2006). However, GEAR with a target of 400 000 jobs created each year only amassed criticism from the governing party’s alliance partners that felt it led to job losses whilst its proponents believed it was growing the economy and reducing the budget deficit and inflation. Trade unions further blamed GEAR for `breeding jobless growth’ that benefited capitalist markets at the expense of the poor and workers. The introduction of Accelerated and Shared Growth Initiative of South Africa (ASGISA) directed at reducing unemployment and poverty by half in 2014 coincided with the promotion of co-operatives as an alternative sector that could be pursued with gusto to fast-track societal transformation that had partly stagnated as claims of growing poverty and joblessness were loudly expressed. While not entirely replacing GEAR, the ASGISA strategy was to reinvigorate the economy through accelerated and shared growth and development, as stated by former President, Thabo Mbeki in his State of the Nation Address in 2006. Further, government at national level re-activated the concept of co-operatives and KwaZulu-Natal embraced this approach with enthusiasm as it was seen as a solution to the ineffective SMME programme. Held in 2003 the Presidential Growth and Development Summit acknowledged the need to mobilize co-operatives to fast-track job creation to scale down poverty levels. This resulted in the transfer of co-operatives function from the national Department of Agriculture to the Department of Trade and Industry – with the latter given the mandate of widening the co-operatives scope to include various sectors of the economy through various forms of co-operatives (Philip 2003 and Satgar 2007) as opposed to the historical focus on agricultural-based enterprises. This dissertation attempts to reveal whether the mobilization of communities to consider entering the business world through co-operatives has been a success or not. It will seek to unravel and confirm several factors believed to be influential in the collapse or success of co-operatives, especially in KwaZulu-Natal following the promulgation of the National Co-operative Development Act of 2005. The study is therefore structured into five chapters – with chapter one setting the tone for the project by drawing on the history of the co-operatives sector generally and in South Africa specifically. Chapter two locates co-operatives in the general and economic literature which is essential in enhancing and broadening the theoretical public understanding and appreciation of the role of co-operatives in the province’s and the country’s economy. Chapter three is a demonstration of the methods or approaches employed in undertaking this investigative project while chapter four and five respectively provide the analytical overview of various pieces of information gathered from three sets of questionnaires designed for co-operatives, government officials and co-operatives experts – and the conclusive discussion of the findings and recommended approaches to the development and promotion of co-operatives in KwaZulu-Natal and the country as a whole.
Competencies to increase the effectiveness of the labour relations officer.
(2005) Maharaj, Paresh Athmanand.; Hardman, Stanley George.
In the nineties, the new political dispensation in South Africa ushered in an era where power and relationship structures of government would be people centered. Section 23 of the Constitution provides for fair labour practices, and subsequent employment laws gives effect to these constitutional rights. Laws introduced new structures and procedures that required greater cooperation. This required a change in mental models, while transcending past unfair labour practices and moving towards more harmonious relationships. Labour Relations is a relatively closed system, because the rule of law is specific about the outcome of a particular action. The Labour Relations Officer is only required to mechanically apply the legislation and policies when providing guidance and support in the organisation. The success of the Labour Relations Officer may be measured by the degree to which they make themselves redundant; that is the extent to which policies, structures, systems and processes instituted and the advice given, allow other managers and supervisors to manage their people on their own. While the transactional role and competencies for Human Resources practice are easy to define, the substantive issues like labour relations are less clear and there is no consistency in the manner in which labour relations is structured, practiced and managed. Prior to the new employment laws, government departments operated on a staff rotation system. Employees were placed in labour relations through the rotation and placement exercise. As a result Labour Relations was staffed with administrators without the appropriate qualifications, skills and experience. Labour Relations is located within the Human Resources Section in the Government Departments in KwaZulu Natal. At the commencement of this study I was employed by the Provincial Department of Housing as an Assistant Manager. The employer and employee relationship was poor, and this was evident by the number of grievances and disputes. Advice was not provided timeously by Labour Relations and advice was also not accepted by management, thereby resulting in disputes. Unions complained that they were not consulted on matters of mutual interest and Labour Relations was accused of being rigid around employment issues. Labour Relations Officials were also viewed as being "partial" because they actively participated in the discipline and arbitration process. The Department of Housing fell under the jurisdiction of the General Public Service Sectoral Bargaining Council, and even collective bargaining was entrenched in the "us and them " mentality. Issues for negotiation were on the agenda for months as the parties were not willing to compromise. The purpose of this study is to explore the emerging set of competencies for Labour Relations Officers operating within the General Public Service Sectoral Bargaining Chamber in KwaZulu- Natal. Competencies refer to the set of knowledge, skills, abilities and behavior. This qualitative study was undertaken through conversation interviews with Labour Relations Officers, employees and unionists that operate within the jurisdiction of the Bargaining Chamber. The intention of this study is to add value to the practice of labour relations, by assisting Labour Relations Officers to re-invent themselves as the champions of transformation. Furthermore this research would be of value to labour relation's and Human Resource Management staff and students. NOTE: 1. For the purpose of this study the title of Labour Relations Officer and Labour Relations Practitioner are taken to mean the same thing. 2. Reference to the Labour Relations Officer in this study is in the masculine.
The development, implementation and certification of SANS ISO 9001:2000 within five of the sections of the Industry Association Resource Centre (IARC)
(2005) Clark, Craig Bernard.; Hardman, Stanley George.
This research paper presents a systems and process approach into the development, implementation and certification of ISO 9001:2000 within the Industry Association Resource Centre, (IARC) formally known as Distribution Technology (DT). There is currently no formal Quality Management System (QMS) applied within the bounds of IARC. ISO 9001 :2000 is one such system that is to be implemented to ensure that the products and or services as generated by IARC meet the customers expectations and within the required time frame. Due to the restructuring of the EDI and disbanding of Distribution, DT was relocated from the disbanding Distribution division and incorporated into the R & S division. In doing so DT was restructured and the name changed to IARC. This meant that Risk Management a previous section within DT was moved out and three new sections, Standardisation, Information Centre and the Electricity Supply Industry - Geographic Information System were incorporated into IARC. The three new sections had previously been with R & S and were already ISO 9001 :2000 certified. IARC is currently split into eight sections namely; • Technology Development, Power Plant, • Technology Development, Control Plant, • Engineering Processes, • Technical Training, • Pre-Paid Development, • Technology Standardisation, • Information Services and • Electricity Supply Industry - Geographic Information System. There is also however a Corporate Consulting Service supplied by IARC. IARC is further spread throughout the country and thus has multiple offices namely; • Megawatt Park (Johannesburg) • Menlyn Park (Pretoria) • New Germany (Durban) • Brakenfel (Cape Town) • Simmerpan (Germiston) • East London • Klerksdorp • George. As can be seen from above IARC is a department that is multi skilled and spread through out the country hence the importance of implementing a quality management system. A method of developing and implementing ISO 9001 :2000 within IARC will be discussed. This research paper will further only involve five of the sections within IARC as three of the sections as stated above have already achieved ISO 9001 :2000 certification.. Thus the five sections that form part of this research paper are; • Technology Development, Power Plant, • Technology Development, Control Plant, • Engineering Processes, • Technical Training and • Pre-Paid Development. The sections within IARC have in the past worked in isolation from each other and thus have built up their own reporting systems to which they adhere to. It is thus recommended to involve the relevant staffthroughout the entire IARC and to ensure that they fully understand the benefits that can be achieved with certification. It is further important to understand that extensive training be undertaken throughout IARC during the process to educate all staff.
The effectiveness of the earned value management system : a case for local economic development projects.
(2013) Ngcobo, Hloniphani Jackson.; Hardman, Stanley George.
The purpose of this study was to explore monitoring and evaluation (M&E) of the public sector and to determine whether local economic development (LED) projects can be monitored and evaluated using project control techniques such as earned value management method (EVM). This study provides insight into institutionalization of monitoring and evaluation (M&E) within the context of assessing public sector development programmes and projects. Based on the deductive reasoning from international experience, EVM is critical for periodic monitoring of a project or programme to generate adequate information for assessment of performance of an organization. The government is the main role player in local economic development, especially local government. The study was exploratory and employed qualitative methods to elicit information from the respondents whom were mainly the public sectors employees. The purposive sampling technique was employed to undertake In-depth interviews with the selected respondents from different spheres of government in KwaZulu Natal. The study found that an effective monitoring and evaluation system was paramount to assess if the government was achieving its strategic goal. The study also found that the public sector has challenges of monitoring and evaluation. There was no system of M&E and it was undertaken haphazardly and poorly coordinated. LED was found to be poorly conceptualized or understood with no LED M&E plans at municipal level. A conclusion is that EVM is effective for monitoring and evaluating development projects including LED projects.
Empowering disadvantaged businesses through LED projects: a practitioner's approach.
(2014) Farisani, Tshililo Ruddy.; Hardman, Stanley George.
This thesis has been written in the context of Local Economic Development (LED). LED is recognized as a process that requires a number of role players which include government, business institutions and ordinary people representing themselves as various organizations and as individuals. From all these groups of role players, the focus of this study is on the group of business institutions, particularly small businesses from disadvantaged groups. The aim of this study has been to investigate theoretical and practical ways that small business owners in disadvantaged communities can contribute to their own business development and that of their fellows within a framework of LED. The purpose has been twofold and synergistic – to consider both empowerment and the creation of an enabling support framework. The primary goals of this study are job creation, poverty alleviation and ultimately economic development of the disadvantaged areas through the leadership of local small business owners. This study has been conducted using a qualitative research method, drawing on interviews, focus groups and learning journal as tools of data collection. This study highlighted some information from disadvantaged small businesses in squatter camps/slums that could be useful to the development of LED in Durban and in extension to the development of LED in the country. Such information drawn from the disadvantaged small business groups can be useful to the whole country because of the similar challenges faced by disadvantaged small business groups in other major towns and cities in South Africa. Such challenges are mostly around inequality and uneven economic development in different race groups, especially amongst black South Africans. Findings revealed that people from disadvantaged areas lack education and business skills and that the businesses within these areas are mostly informal and are desperately in need of finance. This study has shown that small businesses in disadvantaged areas have no formal structures in place and are not in a position to help each other financially. However, small businesses in disadvantaged areas have been found to be capable of helping each other to overcome other issues such as crime and disorder that have a negative impact on their viability. This study has shown that other role players are wary of coming into disadvantaged communities to help with investment that will bring about job creation, poverty eradication and economic development because of the crime and general disorder that prevails in disadvantaged communities. This study concludes by emphasizing the need for small business owners in disadvantaged communities to take a leading role in the fight against any issue that dissuades other role players from the outside. In conclusion it is also noted that the leadership role to be assumed by the small business within the disadvantaged areas cannot be effective without the full commitment from the government, business institutions and ordinary community members found in that locality.
Empowering disadvantaged businesses through LED projects: a practitioner's approach.
(2014) Farisani, Tshililo Ruddy.; Hardman, Stanley George.
This thesis has been written in the context of Local Economic Development (LED). LED is recognized as a process that requires a number of role players which include government, business institutions and ordinary people representing themselves as various organizations and as individuals. From all these groups of role players, the focus of this study is on the group of business institutions, particularly small businesses from disadvantaged groups. The aim of this study has been to investigate theoretical and practical ways that small business owners in disadvantaged communities can contribute to their own business development and that of their fellows within a framework of LED. The purpose has been twofold and synergistic – to consider both empowerment and the creation of an enabling support framework. The primary goals of this study are job creation, poverty alleviation and ultimately economic development of the disadvantaged areas through the leadership of local small business owners. This study has been conducted using a qualitative research method, drawing on interviews, focus groups and learning journal as tools of data collection. This study highlighted some information from disadvantaged small businesses in squatter camps/slums that could be useful to the development of LED in Durban and in extension to the development of LED in the country. Such information drawn from the disadvantaged small business groups can be useful to the whole country because of the similar challenges faced by disadvantaged small business groups in other major towns and cities in South Africa. Such challenges are mostly around inequality and uneven economic development in different race groups, especially amongst black South Africans. Findings revealed that people from disadvantaged areas lack education and business skills and that the businesses within these areas are mostly informal and are desperately in need of finance. This study has shown that small businesses in disadvantaged areas have no formal structures in place and are not in a position to help each other financially. However, small businesses in disadvantaged areas have been found to be capable of helping each other to overcome other issues such as crime and disorder that have a negative impact on their viability. This study has shown that other role players are wary of coming into disadvantaged communities to help with investment that will bring about job creation, poverty eradication and economic development because of the crime and general disorder that prevails in disadvantaged communities.
An evaluation of the impact of the government of South Africa's intervention carried out between 2001 and 2004 to accelerate racial transformation in the advertising and media industry.
(2010) Ndebele, Sibusiso Derrick.; Hardman, Stanley George.
The purpose of this study was to examine the claimed racism and lack of transformation in the advertising, marketing and communications industry based on the plenary hearings that were held in parliament in November 2001 to October 2004. The main aims of this dissertation included the exploration of national media communications industry paths in respect of the transformation agenda and the provision of systematic analysis for a smooth transition to real transformation. This study could therefore be classified as being located within the interpretive school of social science (Silverman, 1993), and a mixture of methodologies was appropriate. Using a multiple case study approach, this dissertation particularly focuses on the alleged resistance of this industry to transformation, which sparked the journalists, media owners, the government and non- government organisations to set their focus on how the communications industry conducted their business. The Department of Communications and the Government Communication and Information System (both determined to be catalysts and not meddlers) took the initiative to establish a task force to put together an Indaba of all interested parties and anyone who had even the most remote interest in the issue regarding the claims that the industry was still immersed in the old apartheid mentality. The South African media and communications industry is a world-class industry. In the context of a global industry of over $300 billion in which the USA accounts for 42%, Japan for 11%, UK for 4.5% and SA for 0.3%, SA has distinguished itself when it comes to measuring its creative product against its global peers. In the four major international advertising festivals, SA is invariably in the top 10 best performing countries in the world (Ikalafeng & Warsop, 2002). It was therefore imperative to investigate such claims because it appeared as if the industry was diverting from the national agenda of transformation. Data was collected from three sources (policy documents, expert interviews and industry case studies) using two main tools. These were the face-to-face interviews and web-data mining. The data collected assisted in drawing the conclusions and to form both inductive and deductive reasoning about the research subject. As this study locates the issue of transformation within the corporate social investment (CSI) framework the researcher also had to put the two (transformation and corporate citizenship) in context. By gathering available primary and secondary data this dissertation therefore tries to find answers empirically to explore the issue of perceived or actual lack of transformation in media and how these impact on the individual and organisations. The findings are consistent with other research showing that even though significant strides have been made there is still a long way to go before we can truly claim that the industry is truly representative of the South African demographics.
Examining the socio-economic impacts of mining on the livelihoods of Amajuba District mining communities.
(2015) Ngobese, Sihlangu Sixtus.; Hardman, Stanley George.
The Amajuba District is among one of the major coal mining regions in South Africa, where the mining activities are limited mainly to coal and quarry. Altogether 11 mining rights had been issued in the district as at 2013, with six operational and five pending. The Dannhauser and Emadlangeni local municipalities are hosts to large mining operations in the district, but surprisingly both fall among the most impoverished municipalities in the province and the country as a whole. While mining activities are regulated with the purpose of ensuring that they play a significant role in improving the socio-economic conditions of the communities in which they operate, there is little evidence to suggest that this mandate has been implemented in the Amajuba District. The current practices and state of affairs in the mining sector within the district do not suggest properly coordinated and legislatively-compliant socio-economic development. This study seeks to reveal and understand the gap that exists between the good intentions of the social and labour plans submitted by the mining corporates when applying for mining rights, and the poor socio-economic development levels that exist in the mining communities of the Amajuba District. The objective of the study is to establish whether the socio-economic development initiatives led by the mines actually do improve the livelihoods of the mining communities and if they are aligned to the development agenda of the local government. In order to understand the mismatch that exists between the social and labour plans and the current appalling socio-economic conditions of the mining communities, the study utilised qualitative research methods for collecting relevant data. Using multi-stage sampling methods, community members’ names were clustered and randomly selected to participate in the study. In-depth interviews and focus group discussions were used to collect data. The interviews were guided by a set of themes that the study aimed to explore. In this case, the themes were around mining and beneficiation of the mining communities. The findings suggested that there was room for improvement and corporate commitment from the mining companies, and that it is crucial to ensure a balance is struck between the needs of the communities and the companies’ needs. The key characteristic that makes ‘mining-led development’ look bad is its inability to meet the communities’ expectations satisfactorily. Mining corporates should address the developmental challenges hindering effective linkages between them and the communities they ought to be serving, as that will have the potential to unlock a sustained corporate mining business in the long-term. The study revealed that it is imperative to recognize that mining entities play a vital role in the national trade flow, and that there is a growing pressure for them to position themselves as uplifters of communities’ welfare as part of their social contribution in line with the Mining Charter’s proclamations. The recommendations also emphasize business practices such as assessments of communities’ satisfaction, which should be conducted regularly to ensure that the relationship between the communities and mining entities stays strong. Finally, alignment with local government initiatives was highlighted as being a crucial aspect of mining-led development.
Exercising leadership in a dynamic context : the interface between political and administrative leadership.
(2011) Naidoo, Nerusha.; Hardman, Stanley George.
The legislatures of South Africa are responsible for passing laws, exercising oversight over the executive arm of government and ensuring that the public is involved in the legislative processes of government. Arguably, the legislatures are the vanguard of democracy as it is in the legislatures that the public is represented through their public representatives. Accordingly, to ensure that the legislature is effective, it must be effectively led by both the political leadership as well as the administrative leadership at an institutional level. . The study focused on the leadership issues in relation to the Speakers and Secretaries in the legislative sector, whilst at the same time considering the impact of various portfolios and leadership positions in relation to addressing impediments or support for leadership The study was conducted under a qualitative research paradigm and considered leadership qualities of political leaders and administrative leaders in the legislatures of South Africa and the constitutional, legislative and operational environment in relation to whether it was conducive to exercising effective leadership within legislatures. The research showed that the environment is turbulent and leadership has developed organically in the legislatures, with political leaders being elected into positions and administrative leaders being appointed into positions. Administrative leaders are reliant on political leaders for setting institutional policy, whilst arguably; administrative leaders are responsible for implementing policy. Findings revealed that there exists some disconnect between the understanding of the roles and functions between the two groups exercising leadership in the legislature and the mechanisms and structures that are utilized to do so. Findings revealed that theories of leadership have been exercised by default rather than design, but that the political leadership displays a large capacity for consultation on issues whilst administrative leaders display a largely mechanistic approach and on average, do not display an understanding of political nuances that impact on administrative decisions. Findings revealed that leadership is an emerging concept with a distributed form of leadership as well as an informal delegated form of leadership amongst political leaders which in instances impacts on the administrative leadership of the legislature. Findings exposed barriers, which negatively impacted on political and administrative leaders’ motivation to perform effectively at a leadership level. These barriers included the lack of a proper legislative framework that clarifies roles and functions of specific office bearers and enables the legislature to act independently of the executive. In addition, budgetary constraints as well as party politics impacts largely on the leadership roles in the legislature. Recommendations include, inter alia, passage of legislation that addresses the separation of powers and recognizes the role of the legislature, continuous emphasis of leadership roles and functions to transform political organizations and participants in the sector by deepening understanding of leadership at all levels.
An exploration of the management and leadership system in a public health hospital in Durban.
(2018) Reimers, Robert August.; Hardman, Stanley George.
This is a study on the leadership of health care in a South African Government hospital using systems thinking and specifically Critical Systems Heuristics (CSH) as the key methodology. The aim of the study was to determine whether a deeper understanding of managers and clinicians underlying values and motivators which supported their decision making, could serve as a platform for improving their working relationship towards better health outcomes. Government hospitals are not functioning optimally. Millennium Development Goals have been missed, staff morale is poor, patient care is sub optimal. Instead of exploring conventional management solutions, this study interrogates systemic issues of the working relationship between managers and clinicians. A purposive sampling method was used to select ten key decision makers, five managers and five clinicians, at Wentworth hospital in Kwa-Zulu Natal. In depth interviews were done using a semi-structured questionnaire. Data was compared and synthesised into known systems models. Results showed that each group assigned different levels of importance to sub systems within the overall system. Managers focused more on the pragmatic facts of what is now, while clinicians were focussed more on future possibilities for improvements. This revealed sources of frustration with the decision-making process and identified potential conflict resulting from their different views. Results also indicate that the District Health Office and Provincial Health Department exercise considerable direct control over the hospital decision making system, contrary to the intention of the Government Health Policy Framework. It is recommended that the two groups engage each other from a values perspective with new understanding of underlying motivators and perspectives of what is primary and secondary for each, and to adopt a learning approach which encourages co-operative decision making. Similarly, the DOH need to be engaged on how they can facilitate full use of existing expertise of these two groups instead of imposing unwanted and unhelpful decisions on them. Additional research with a larger sample of hospitals is recommended to test suggested improvements in the system. A systems thinking approach to the interface between DOH and hospitals is also recommended.
Exploring an alternative partnership for managing problematic behaviour among learners in secondary schools in Chatsworth.
(2009) Hoosen, Naseem Banu.; Hardman, Stanley George.
The research focused on an alternative partnership as an intervention strategy with regard to addressing problematic learner behaviour within the broader system and takes into account that there are practitioners who are experts with specialized knowledge and pooling of such resources would lessen the burden on those currently involved. The current position is that when a learner is considered to be presenting with challenging behaviour, the policies and referral procedures of the Department of Education deem it necessary that the learner is referred to the Department of Social Development, which is mandated to provide statutory services to children up to age 18years. The research strategy focused on the challenges in the current partnership between the respective departments through the collection of data from educators and social workers. A review of policies and procedures that address problematic behaviour among children under the age of 18 years was also undertaken with the objective of identifying gaps and challenges posed in their implementation when addressing learner behaviour. While the research focused on the partnership between the Department of Social Development and the Department of Education in the management of learner behaviour, an alternative partnership was implemented as part of an „action research‟ project and which includes other Departments, Non Governmental Organizations and Community Based Organizations thereby adopting a holistic approach in addressing problematic learner behaviour. Critical Systems Thinking and its metamethodology of Critical Systems Practice, utilizing Soft Systems Methodology as the dominant method of data collection, influence it. Semi-structured interviews were conducted with Educators from five schools and focus group discussions held with Social Services Practitioners to identify an effective partnership while engaging in continuous learning. An analysis of the responses revealed that the notion of a community of practice prevailing within the Department of Social Development can be extended to include other Social Workers who are experts in their respective fields of service, other professionals and Educators, all of whom have the common goal of uplifting humanity. The research, based on a core competence partnership approach, revealed that it is possible to implement the Integrated Service Delivery Model to the problem situation giving effect to its purposes, one of which is to develop and empower vulnerable groups in society, in this instance, learners at secondary schools as well as their parents thereby regenerating sound morals and values.
Exploring innovation in the department of correctional services : a complex adaptive systems approach.
(2011) Ngubane, Amon Thuthukani.; Hardman, Stanley George.
This study used a complex adaptive systems approach to explore innovations geared towards the rehabilitation of offenders in the Department of Correctional Services. It examined how innovations came about in view of the complex adaptive nature of the department, which is defined as a complex system with agents having various schema and mental models. It used complex adaptive systems approach as a lens through which to view the emergence of correctional innovations. This was achieved through a multi-methodical qualitative research approach to data collection, using interviews and documentary data to unpack public sector innovation, with the Correctional Services‟ Service Delivery Improvement directorate as a unit of analysis. This study further explored the compatibility of the five bedrock principles of a complex adaptive system and how such principles have shaped the emergence of innovations in a public sector organization where all innovative efforts are geared towards the improvement of service delivery as opposed to profit-making for competitive advantage, as is often the case with the profit-making sectors. In view of the dynamic and nonlinearity nature of organizational systems, the use of a complex adaptive systems perspective provided this study with a pivotal tool to analyse innovation as an emergent property of a complex adaptive system rather than as a carefully planned organizational element emanating from either strategic planning or research and development initiatives of an organization. This is further strengthened by the lack of employment of complexity science in public sector organizations like Correctional Services in particular. The study sought to achieve ground-breaking work in using complex adaptive systems perspective in innovation within the Department of Correctional Services, a terrain that has not been ventured into before. It was seen to be of crucial significance to explore innovation using complex adaptive systems and to adopt a paradigm that was initially designed for the natural sciences, and has been adopted by profit-making organizations and cascaded to the non-profit making sector as represented by the Department Correctional Services.
Growth at the Sinomlando Centre for Oral History and Memory Work in Africa : power partnerships and policies.
(2012) Madondo, Mfazo Cliford.; Hardman, Stanley George.
Employees‟ perceptions regarding the role of powerful partners in developing the managerial leadership of small and recipient organisations are vital, given the research developments regarding partnerships. This research has focused on the power that governs the relationships between large and self-governing funding organisations and dependent recipient organisations. The emergence of developing managerial leadership, linked to powerful partnership systems, appears to be a vital field for research in the developed world. For instance, this is evident in the United States of America but not in Africa, especially in the sub-Saharan region. Partnership is simply conceived of as a relationship between one or more NGOs, and in such a relationship, power is understood as being one partner having the ability to influence another partner, or other partners, to do what they would otherwise not do. Intentional and observable power between organisations often results in a diverse and complex managerial leadership and organisational life for small and recipient organisations. In this regard, the recipient partner organisations striving for leadership, management- and organisational growth, and change, commonly struggle with internal and external power influences embedded in powerful partnerships. Sub-Saharan Africa‟s, especially South Africa‟s, development NGOs and funding partnerships are not an exception to this challenge. This dissertation is an embryonic qualitative but objective enquiry into managers‟ and employees‟ perceptions regarding the influences of donors and the University of KwaZulu-Natal on growth at the Sinomlando Centre for Oral History and Memory Work in Africa. The research adopted the narrative and interpretive paradigm, combined with the qualitative methods of data collection and analysis. Three data collection methods were used: 1) archival; 2) face-to-face interviews; and 3) participant observation. The Sinomlando Centre is an organisation originally conceived as a research and community development entity, based at the University of KwaZulu-Natal, South Africa. While existing within, and depending on the University, the Centre predominantly relies on international funding partnerships. This environment is solely driven by the founding director, who steers the organisation towards its full cognisance. It is this very environment that inspired the question of employees‟ perceptions regarding the influence of these powerful partnerships, in augmenting leadership and management at the Sinomlando Centre. This research project draws on library-, internet-, and archival searches to explore concepts pertaining to: systems and systems thinking; behaviour and learning in organisations; leadership and management development, and power and partnerships. This research harnesses the findings generated from the interviews and participant observation studies, with the academic studies linked to these concepts. This is done in order to discuss and highlight the fact that the employees at the Sinomlando Centre think and confirm that the donors, the Director, and the University, are all systems that influence their organisation. The research found that the University, the donors, and the leadership, are all system structures that limit the Sinomlando Centre‟s organisational and leadership growth. Thus, in consideration of the existence of the Sinomlando Centre within the University, the dependence on foreign funding partnerships, and the reliance on the Director, this dissertation concludes that developing managerial leadership can be possible only if the organisation considers: 1) re-positioning itself and self-organisation within its environment of existence; 2) openness to change-management; and 3) widening internal opportunities for managing powerful partnerships.
"The hand is the cutting edge of the mind" : the role of the service partner in service learning.
(2004) Bruzas, Clive Anthony.; Hardman, Stanley George.
This study explores the role of the service partner in service learning. The reason for choosing this topic is its relevance to one emerging model of service learning in South Africa (that of a three-fold partnership approach), as well as its relevance to my own life and work in the "service sector". Given my own passionate engagement with service learning since 1999, and my participation in the CHESP programme as a service partner, I chose to use a process of modified heuristic inquiry for my research. This approach acknowledges the experience of the researcher as an integral (if not central) part of the research, and allows the voice of the researcher to be heard clearly throughout the unfolding research process. It also allows the voices of others who have an intimate involvement with the research topic to be heard, hence my engagement with others through both individual and focus group interviews. Heuristic inquiry also encourages the presentation of findings in the form of a "creative synthesis", which may take different (usually artistic) forms. For the synthesis of my findings, I created a palimpsest, a painting in mixed media which incorporates the dimensions of both space and time, thus allowing me to express visually my emerging understandings of the role of the service partner over the course of my engagement in the CHESP programme. The creation of the palimpsest also allowed me to engage with an aesthetic way of knowing. Central to the presentation of my findings (in both visual and narrative form), has been the idea of "new ways of knowing", initially brought to my attention by Richard Bawden during the CHESP Leadership Capacity Building Programme (LCBP). I have drawn extensively on the four types of knowing presented during the LCBP: propositional; practical; experiential; and inspirational, and have related these to my deepening understanding of the role of the service partner and associated questions. In the final chapter I suggest ways in which service partners may better prepare themselves to play a more meaningful role in both service learning and in the facilitation of services, and briefly consider my own future role in service learning.
ICT and service delivery integration at the Thusong Centres.
(2012) Matsena, Portia.; Hardman, Stanley George.
Service delivery integration, quality and satisfaction are key concepts that need not only be understood by companies, but by government too. For customers or consumers to stay loyal to a brand or company, they need to be satisfied with the product or service. Similarly to most citizens in any country their party loyalty is derived from the services rendered by the ruling party at that time. The performance of the government is continuously assessed by citizens and dissatisfaction leads to unintended strikes. South Africa is a constitutional state with rules, laws, checks and balances. Every year government spends billions of rand on providing a better life for our people. In the 2009/10 fiscal year, the budget for government spending was R773 billion. It therefore becomes very important for government to know how to measure the quality of the services they offer and assess the impact of the investment, especially infrastructure investment such as ICT. For government to stay relevant and continue to surpass the needs of its customers or citizens, it will require a framework that will reduce duplication of services, support integration of services, and improve the performance of the public service and ICT plays a vital role in achieving. The main purpose of this research is to find out how ICT can better be deployed to ensure service delivery integration; the focus of it being at the Thusong Centres. The research does not seek to assess the quality of service offered, but aims to assess whether government can achieve service delivery integration through ICT.
An impact assessment of a capacity development programme in a historically disadvantaged institution : a reflective study.
(2002) Dwayi, Valindawo Medicine.; Hardman, Stanley George.
Against the backdrop of the challenges that confront our business organizations today, it seems that the concept of organizational learning has passed the sell-by date. Against the backdrop of entrenched underdevelopment in certain sectors of our communities, the inadequacy of the necessary structures to deal with these challenges, and the lack of required competencies for systemic development, challenges are posed on the Higher Education Sector, in general, and the so-called Historically Disadvantaged Institutions, in particular, for their role to alleviate the prevailing situation. With organization development as a strategy, the study employed the models of impact assessment and sustainable development to reflect and evaluate the Tertiary Education Linkages Project (TELP) programme on Academic Development at the Eastern Cape Technikon. The research study was aimed at assessing the extent to which the Technikon responded to the programme especially on issues of impact and sustainable development. The action research study, designed and conducted parallel to programme management, would also reveal issues of practice-theory both in organization development, the intervention strategy, and in academic development, the field of practice. The study yielded the following 3 major outcomes: The value of ensuring impact and sustainability development in the capacity development efforts that are characterizing HDls. The value of academic development as the mechanism for enhancing organizational learning in the higher education sector. The value of organization development in capacitating the institutions of higher learning to deal with the challenges of transformation. The following constituted the main conclusions: Against the background of structural and historical challenges that confront Historically Disadvantaged Institutions today, intervention strategies should promote the critical and the humanistic issues of awareness, emancipation, action, self-determination, autonomy, and social responsibility. There is an urgent need for demonstrable and visible leadership at all performance levels for sustaining the results of organizational interventions.
Impact of land restitution on local economic development.
(2012) Sedumedi, Elijah.; Hardman, Stanley George.
International practice in newly achieved independence has been that land ownership be rectified through a programme of Land Reform. South Africa’s case is therefore no exception to that practice. In the South African case land reform involves transferring land from White owners to Black owners who lost the right to ownership under the Apartheid political dispensation. The South African programme set a target of achieving the transfer of 30% of White owned land by 2014. Noble as it sounds, this goal appears to be unachievable if what was delivered up to 2011 is anything to go by. At the end of the first 10 years only 2.4% was registered as transferred. Despite announcements of reviews on what was done in the past there is very little guarantee that the set goal can be attained in 2014. This document has looked at “the impact of land restitution on local economic development”. Through the application of Action Research within the Systems approach which is a qualitative methodology, the researcher looked at three levels in which impact can be tested. A global view was taken, followed by a national view and lastly isolating a Restitution farm/village as a case study. The village is called Molote City in the District of Bojanala in the North West Province. The study went into finding out whether there was any impact-positive or negative on the economy of this village’s locality and similarly in other localities throughout the country where the programme was implemented. Other parts of the world were briefly studied for the same purpose. The countries included in the study are; Japan, Zimbabwe, Namibia, Bulgaria, Brazil. Countries like Tanzania and Kenya were mentioned in passing. The study was more detailed in its research processes at case study level as stakeholders were interviewed and their responses duly recorded as part of the findings. Information about land reform in other parts of the world was largely collected through literature review. This research work led to a number of findings that should form part of land restitution review process. Based on reports from diverse sources it has been reliably established that restitution programme in South Africa had a negative impact on local economic development. What came out clear is that the programme displaced whatever was contributing towards sustaining local economies but failed to provide alternative avenues towards the continuation of this economic sustenance. Two major categories of challenges have been recorded as policy and implementation strategy. A very long list of sub-categories that need attention are outlined with elaborate recommendations that would turn the programme around if adopted amongst other efforts. South Africans are not alone in this type of situation as all the countries whose programmes were studied except for Zimbabwe did not get it right the first time. The most important thing at the moment is to regard the lessons learned as crucial in building the second generation programme which must also be regarded as part of the second socio-economic transition.