Browsing by Author "Kharsany, Khadija."
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Item The deregulation of the South African telecommunications environment.(2006) Rose-Tite, Phillippa.; Kharsany, Khadija.The intention of this document is to discuss the deregulation of the telecommunications environment in South Africa, focusing specifically on the introduction of the Second Network Operator and its relationship with Telkom and the market. The aims of this research include an evaluation of whether or not competition can occur when Telkom is the provider of a portion of the fixed line equipment as well as a competitor to the Second Network Operator. In addition to this an evaluation will also be undertaken of whether or not the consumer will ultimately benefit from increased service levels, as well as decreased cost once the Second Network Operator is offering services to the consumer. The research methodology employed is that of Case Study Analysis. The reason being that this method allows for a large amount of relative data to be chosen for the study (using Purposive sampling techniques), and this can then be analysed on a subjective basis, using comparisons as well as models such as the PEST, and Porter's Five Forces. Ultimately the study recommends that without a strong regulator, deregulation is pointless as the incumbent provider is exceptionally powerful both financially and politically and will not hesitate to engage in unfair practices should it feel that those practices may benefit their position. To this end it is recommended that ICASA play an active role in the pricing of the local loop access as well as the pricing of interconnections between the parties. It further recommends that Neotel follow a strategy of strong customer focus as well as strong technological focus.Item The dynamic effect and implication of retrenchment on existing staff in Durban Telkom.(2019) Mthembu, Lorencia Finciwe.; Kharsany, Khadija.Retrenchment has become a common practise utilized to improve organisational performance. Although retrenchments have increasingly become part of standard managerial strategies in organisations, their efficacy in increasing the efficiency of organisations remains unclear. Normally, retrenchment is aimed at improving organisational performance through increasing productivity, cutting costs and increasing competitive advantage. In certain instances, retrenchments have indeed proved effective in fulfilling these objectives. However there is a growing number of studies that seem to suggest that retrenchment results in an insignificant improvement and in some cases a decline in organisational performance. The aim of this study was to examine the effect of retrenchment on survivor employees’ job satisfaction, commitment, mental and physical well-being and ultimately their job performance at Telkom Durban. A qualitative research method with an interpretivism approach was adopted for this study. The respondents for the study were 12 and were selected using non-probability sampling. Questionnaires were used as data collection instruments. The questionnaires covered various aspects including biographical information of the respondents, their job commitment, the retrenchment process, personal experiences pro and prior retrenchment and their retrenchment coping mechanisms. A pilot study was undertaken to ensure reliability and validity of the research instrument. The data obtained from the questionnaires was restructured, coded and analysed. The findings of this study showed that Telkom survivor employees were affected by retrenchment, emotionally, mentally and physically. The emotional and mental states experienced by survivors were predominantly negative and include anger, fear, uncertainty, worry, shock, sadness and disappointment. Although the survivors used various coping mechanisms to deal with their feelings and emotions, the organisation did very little in ensuring the survivors coped. This resulted in a reduction in productivity, loss of trust for top management and a decline in job commitment. The study could not conclusively determine the impact of retrenchment on the overall profitability of the company as the respondents had conflicting views on the matter. Based on the research and literature findings, it is recommended that retrenching organisations develop strong communication systems, provide support to retrenchment survivors and ultimately create a conducive organisational climate.Item "The future growth strategy of MBSA Consulting in South Africa in the light of its BEE status."(2006) Mpuhlu, Kwezi.; Kharsany, Khadija.; Challenor, Robin Martin.The study is concerned with evaluating the growth strategy of MBSA Consulting which is primarily aligned to the key principles of Black Economic Empowerment (BEE). As a black owned company practising in the field of civil engineering consulting, there is strong competition from both established companies and other BEE companies. The literature review included the general overview of South African legislation and regulation related to BEE and has also revisited the academic framework in the field of strategic management. According to the findings of the study, clients of MBSA which are mainly government departments and institutions are generally satisfied with the work of MBSA. However, they felt that MBSA should incorporate non-Historically Disadvantaged Individuals in order for them to compete with established companies which generally are owned and managed by non-HDls. The findings of the study revealed that the employee satisfaction level of MBSA employees is good and that can translate to employee encouragement to stay longer with the firm. Finally, the study concluded that MBSA's growth strategy is feasible and there is potential for this company although the issue of skills shortage in the country remains a problem.Item The impact of rapid organisational change at Richards Bay Minerals (RBM).(2006) Naidoo, Novan.; Kharsany, Khadija.Change is a process that affects everyone and businesses differently and it is constantly happening, whether it be planned or unplanned. The planned change of Mission Directed Work Teams (MDWT) at Richards Bay Minerals (RBM) was implemented from 01 July 2005, and its continuous improvement and mission orientation effect on employees and the performance of the company were vital to improved business success and growth. The effect of change on organisations can be assessed by people's attitudes and outlooks. In the global world of business, companies that cannot adapt to change or implement planned change successfully will be heading for disaster and failure. The ability to react to change and implement change timeously and effectively will determine the difference between success and failure. Change management therefore plays a crucial role in today's fast-paced world of business, and is a vital skill for any manager that wants to succeed beyond expectations. This dissertation describes and evaluates the process of change at RBM during the implementation of MDWT and the change management approach that was adopted. Kurt Lewin's Force Field Analysis (Misselhorn, 2005), semi-structured interviews and statistical analyses showed that MDWT impacted positively on employee attitudes and short-term financial performance, but the management of the change process was short-circuited in a few critical areas and needs to be addressed, especially with regards to involvement of the relevant stakeholders, training requirements and change reinforcement. Although organisations need to adapt to their environment, they tend to feel comfortable operating within the structure, policies and procedures which have been formulated to deal with a range of possible situations. To ensure operational effectiveness, organisations often set up defences against change and prefer to concentrate on the routine things they perform well. It is important, therefore, for management to understand the reasons for, and the nature of, resistance to change and to adopt a clearly defined strategy for the initiation of change. Change management requires maintaining the balance of the socio-technical system that influences the behaviour and attitudes of individuals and groups, and thereby the level of performance and effectiveness within organisations. Successfully managing change is therefore clearly essential for continued economic performance and competitiveness in the tough world of business. It is therefore important that change be managed, because if the pressure to change is ignored, it will eventually become a destructive force that will put the survival of the business in jeopardy.Item A study to test the concept of new protector plus condom variants.(2006) Kusema, Prudence Mandifusa.; Kharsany, Khadija.; Singh, Anesh Maniraj.No abstract available.Item To evaluate the impact of internet technology on the print media and to recommend strategies to Independent Newspapers on the road going forward.(2004) Kharsany, Khadija.; Harrison, William Thomas.The advent of globalisation and technology has had a profound effect on the business environment. This has changed both the manner and speed with which business is conducted globally. Technology has facilitated the expediency and closure of major business deals at the click of a mouse, to comply with the shift in consumer tastes, values and preferences. This paper will focus specifically on the impact that the World Wide Web, the Internet has had on the print media, the latter being narrowed down to newspapers generally and that specifically published by the Independent Newspaper Holdings stable. The literature review will expound the debates of various acclaimed academics. The works of Michael Porter on competitive advantage, Hamel and Prahalad on core competence, issues of leadership and change management by Kotter will be reviewed and the data collected by way of interviews and surveys will be evaluated in support of the findings. Strategic management tools (SWOT, PEST and Porter's Five Forces) will used to examine the strategic and operational environments in which Independent Newspapers is operating. This will be supported by the research findings, which will attempt to make recommendations of the strategies that must be implemented for the sustainability of the Group. Furthermore, since 1994, South Africa has experienced a change in government and its laws have changed causing global and local competition to intensify. Businesses also have to contend with a service quality revolution between consumers and service providers. Following the introduction of new labour laws, the workplace has become diverse in its composition and culture, resulting in workers, shareholders and customers demanding to be included in the decision - making process. Ethics is another key factor, which pervades almost every aspect of business. This code of ethics evolves with changing societal values. This is a primary dimension, which must be taken into account in charting the way forward. The existing code of ethics must be revisited, given the changes that have taken place. It is imperative that this framework be continuously evaluated. Management of all types of organisations has to rethink their approach with regard to their operations, human resources, marketing and the physical environment. This paradigm shift is causing new organisations to emerge, which are more responsive to both their internal and external environments. (Kasirnoglu 2000).