Doctoral Degrees (Graduate School of Business and Leadership)

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"A critical assessment of the impact of interventions to stimulate the establishment and growth rates of SMEs in the formal sector in KwaZulu-Natal,
(2008) Smorfitt, William Robert.
South Africa is a country in a state of flux. It has many problems
An investigation into the mortality rate of small businesses, with particular reference to fuel retailers within the Republic of South Africa.
(2007) Singh, Ramchunder.
The impact of change and transformation on small businesses has compelled them to face a multitude of new challenges. The successful application of the selected strategies depends largely on an understanding of the predisposing and prevailing business dynamics and variables that impacts on their profitability, continued sustainability and future growth. There is increased attention that is focused on the turnover factor of small business in South Africa and this gives added need for extensive qualitative and quantitative analysis. International experience suggests that small businesses are a pervasive feature of the economic landscape in the developed world. The intensity and growing proportions of small business failure in South Africa is alarming. The problem not only presents management with new dilemmas, but also presents a challenge to researchers who are faced with the task of identifying through rational and scientifically valid processes, the underlying causes of the high failure rate amongst small businesses. Previous studies suggest that government regulations and franchised business have proven to be successful due to the infrastructure support offered by the franchisor. Since retail service station dealers operate within a highly regulated industry and within a franchised environment, this study examines the reasons for failure and success within the Retail Fuel Industry sector in South Africa. It was anticipated that there are a number of factors that influence success and failure from both within and outside the control of the fuel entrepreneur. While some researchers have identified gender, education levels and age as critical success factors, others suggested that management factors and occupational experience are key drivers. The fuel retail industry is regulated and seeks to reward efficiency through a retail fuel margin. This study provides new insights and important clues concerning the failure amongst fuel retailers. The closure of the business did not result in the physical disappearance of the establishment but rather in a transfer to new ownership. The purpose of this study is to conduct a more in-depth and comprehensive qualitative research using the case study methodology, which will investigate the causal factors that lead to the high mortality rate of fuel retailers in South Africa. The non-fuel aspect of the business comprises the shops and quick service restaurants and presents another dynamic to fuel retailing. This was investigated to fully address the research question. The case study analysis also attempted to quantify the level of support that franchisees received. There was sufficient evidence from the research findings to nullify the rival proposition that success and failure of fuel retailers was only a function of sales and volume. The case study evidence supported the research proposition that the reasons for failure and success were due to factors other than size. The 47% per annum failure rate recorded in the study was attributed to a number of factors from both within and outside the control of the fuel entrepreneur. While gender, education levels and age were not found to be critical success factors, the ability to manage the key components of target costs was critical. The management of manpower costs and the efficient application thereof was found to be the most significant variable in the cost build up and differentiated successful and failed retailers. There was also evidence of substantial imposed costs from both the regulatory environment and the franchisor. The monthly adjustment of fuel prices had an impact on working capital and generally resulted in net stock price losses. Both these variables were not factored into the calculation of the retail fuel margin resulting in the understating of the true costs. The loose regulatory environment also marginalised the fuel retailer. It was found that the oil companies optimised their fuel delivery regimes at the expense of the small business owner through the automatic replenishment system of wet stocks, controlled through a central ordering system. While, wet stock control mechanism was in place for the fuel business, the non-fuel business received limited support for stock and shrinkage management. The case study evidence also supported the retailers view on the inadequate level of business support and training. This was an important finding and such poor orientation negatively influenced the quality of the due diligence checks and business valuation. In many cases, the budgeting was optimistic with little or no recourse for remedial action leading to eventual failure. Statistical analysis indicated that the two groups differed significantly with regard to the mean difference between Shop sales and Budgeted Shop sales. It appears that in the case of the success group that the shop sales mean was much higher than budgeted mean, while in the case of the failure group the mean was lower than budgeted mean. Failure to achieve the shop budgets did contribute to failure. Important recommendations are made based on the case study findings. This includes the establishment of a central training unit, an industry valuation model and a more relevant regulatory regime aimed at removing the imbalances between the oil company and the retailer in terms of delivery and payment methodology.
Export promotion for small and medium sized enterprises in Eritrea with focus on information provision, financing and network of main factors.
(2005) Ghebretensae, Biniam Teclezion.; Thomson, Elza.
The aim of this study was to evaluate the export promotion services of Eritrea according to the theories presented in chapter two and come up with recommendation suitable to the Eritrean case. It was found that national export promotion policies would not provide any benefits or lead to increased exports if they are not supported by export promotion policies and programmes at the industrial and enterprise level. Although the Eritrea's national economic policy states 'it is aimed for export-oriented growth', nothing has been done to upgrade the competitiveness of SMEs or increase their exports. The main reason is the unavailability of the export promotion programmes and policies at the industrial and enterprise level. The elements of export promotion services include information provision and export finance assistance. Export information is crucial to the growth of exports of SMEs. Export finance is aimed at providing the financial and insurance needs of exporting firms. The main goals of Export Promotion are to contribute to overall economic improvement of a country, and the subsequent increase for the standard of living of the population. This is achieved through increased export of the country's products. SMEs in Eritrea are facing many interrelated problems. Given their great contribution to the economy and the opportunities available in the world market, motivating them through export promotion and other services could be the best way to make them competitive. In this regard the following three points are recommended as the best ways of enhancing the competitiveness of SMEs. First the Ministry of Trade and Industry (MTI) should have to have a general policy framework as well as programs specifically designed for SMEs development, which could serve as a general framework and a reference for policies and development efforts targeting SMEs. Second the MTI should establish and implement a strategy for SMEs export promotion aimed at increasing the SMEs export through the provision of necessary services. Finally firms themselves should also develop more responsive and proactive management, skilled labour, advanced equipment, and efficient production and marketing plans in order to withstand competition at home and abroad.
Exploring the intellectual capital contribution to company performance in South Africa.
(2003) Firer, Steven Ronald.; Stainbank, Lesley June.
Since returning from virtual obscurity following the demise of apartheid in 1994, South Africa has endured eight years of aggressive transition across nearly all aspects of its social, political and economic infrastructure. Historically recognised for its underlying wealth of natural resources, recent efforts in South Africa have sought to develop the nation's intellectual capabilities and productivity. To establish South Africa's advancement in respect its transition, the primary objective of this research study is to empirically investigate whether a firm 's intellectual capital can explain organisational performance. Findings from this research study will assist to determine if South African companies appear to continue to rely on traditional business practices and perceptions, that is a reliance on natural resources for wealth creation, or are shifting toward a greater reliance on intellectual capital factors of production in determining company performance. The contribution of intellectual capital to company performance in the South African economy was examined using three different models. Model I - part A was designed to establish the decisive business resource in creating wealth in the South African economy? Model I - part B, Model 2 and Model 3 are proposed on the premise of the Resource Based Theory of the Firm in that, company performance is a function of the organisation's ability to acquire and deploy resources (intellectual capital) in such a way to develop a sustainable competitive advantage. Model I - part B, Model 2 and Model 3 were designed to empirically investigate the relationship between a company's intellectual capital and performance. Company performance was examined in three dimensions: productivity, profitability, and market valuation. The primary explanatory independent variable of the analysis was intellectual capital performance. For Model 1 part B and Model 2 a within industry analysis was designed. Two groups of companies were defined for contrasting multiple regression analysis using the different performance measures defined as the dependent variables. Group membership was determined by the company's primary source of value creation. The low-knowledge base group derives its value from raw resource (material) extraction, fixed capital investment and the efforts of physical labour. The high knowledge-base group derives its value exclusively from the efforts of people (human capital) and the collective routine systems, processes and information within the organisation (structural capital). For Model 3 an analysis was carried out across industries and proposed, that certain industries rely more heavily upon the use of knowledge and intellectual capital in producing a company's goods or services. Model 1, empirical results suggested that the dominant business resource in the South African economy is physical and not human capital or structural capital. These results imply that South Africa has not yet manifested the primary characteristics of the Knowledge Economy. Model 2, empirical results indicated only one significant positive relationship, between intellectual capital performance and profitability. This applied to the high and low knowledgebase group. This finding indicated that the appropriate management and measurement of intellectual capital would improve company profitability. Model 3, empirical results did not . support the hypothesis, that the knowledge-base of an industry had a positive effect on the relationship between intellectual capital performance and company performance. Overall, the empirical findings, based on correlation and linear multiple regression analysis indicates, that the contribution of intellectual capital to company performance are informative, but mixed. In general, empirical findings on the one hand suggest that although physical capital is the dominant business resource in the South African economy, the more intensive a company manages and measures its intellectual capital, improved in profitability can result. On the other hand intellectual capital performance does not have a positive influence on productivity in a company nor does it have a positive influence on analysts or investors. As a result, despite efforts to improve its intellectual capital base the business environment and market in South Africa still appears to place greater weight to corporate performance based on physical capital assets.
The challenges and implications of corporate re-branding : a case study of amalgamated beverage industries (ABI).
(2006) Phiri, Maxwell Agabu.; Poovalingam, Kasthuri.
This thesis aims to address the issues of corporate re-branding in the context of marketing strategy and general strategic management. The research for the thesis was conducted in Pietermaritzburg and the surrounding areas where the Amalgamated Beverage Industries (ABI) depot distributes the Coca-Cola brands and other alternative beverages. ABI distributes non-alcoholic beverages that are produced under the trademark of Coca-Cola to the wholesalers and retailers in the Pietermaritzburg Central Business District (CBD) and the surrounding townships and settlements. ABI embarked on a re-branding campaign that resulted in the redesigning of the company logo. From a strategic management point of view, new business strategies that are formulated aim at finding ways that will keep a company trading profitably for a long time. The re-branding process of ABI has resulted in a change of attitudes of both employees and management towards its customers. The overall aim of the thesis was to investigate the impact of re-branding on the profitability of the company ABI. The results of the thesis reveal that other variables play a role in promoting the profitability of a company. The investigation, through a comprehensive field and secondary survey, used both qualitative and qantitative methods in its data collection. Finally, the thesis has examined the implications of re-branding on the purchasing trends of ABI' s customers after having been exposed to the new ABI image and new culture of conducting business. It has been established after analysing both the primary and secondary data that it is not demonstrably obvious that when a company re-brands its logo or image, that customers will purchase more products, hence increasing the financial value of the company. It is the final conclusion and recommendation of this thesis that before engaging in a costly re-branding exercise, senior management should conduct proper market research as to whether the exercise will add financial value to the company.
Developing a mentorship tool to improve work performance.
(2002) Mashilo, Keitokile Hope.; Thomson, Elza.
The purpose of the study was to find out if there is a mentorship tool available to guide mentorship after merger; determine effective mentoring techniques for improving work performance; and develop an appropriate mentorship model for improving work performance within tertiary institution . The main challenge is that the National Department of Education started a process of merging institutions of Higher Education. A number of tools that will help to support these mergers are lacking. The case study used was based on an in-depth analysis of events and programmes culminating from the merger of the two institutions. The Durban Institute of Technology in KwaZulu-Natal was identified and selected because it is the first institution to result in a merger. The documents selected provide the greatest amount of data and the researcher knows which documents deserve more attention than others. The following data sources were selected: Technikon Natal and M L Sultan Technikon merger documentation of 26 March 2002; Department of Education National Plan for Higher Education of 2001 and Andersen's Climate Survey Report on the Durban Institute of Technology of 2002. The theory behind this mentoring tool is Maslow's Hierarchy of Needs. Maslow's view of human needs in the work place is described as self-actualization . This theory of human needs guided the development of the mentorship tool. This is because employees who are mentored will achieve job performance expected of them. Although a well implemented mentoring programme can help with retention of staff, an institution needs to be aware that it may foster an individual's growth faster. Mentoring affects self-confidence and sense of marketability among employees and may thus cause an increase in market vulnerability.
The perceptions of management and workers on worker participation programmes.
(1995) Mokgoro, Ellen Moakohi.; Thomson, Elza.
The main objective of this study was to investigate different forms of worker participation programmes and their implementation in selected countries including South Africa. Another objective was to study perceptions of managers and workers on forms of participation at two mining companies in South Africa, namely Vaal Reefs and Ergo Mines. The two mines were selected because they had dissimilar characteristics which would affect attitudes differently. Vaal Reefs Mine had a well established trade union movement whereas Ergo Mine was not very strongly unionised. The study focused on a comparison between the attitudes of managers and supervisors toward worker participation, at both mines. At Ergo Mine there was no statistically significant difference between the mean scores of managers and supervisors on a large number of variables which was not the case at Vaal Reefs Mine. The results seem to indicate that at Vaal Reefs, supervisors tended to identify with workers on the shop-floor. Workers at Ergo Mine seemed to prefer direct forms of participation whereas the workers at Vaal Reefs Mine seemed to want to participate in management decision through trade union representation and other forms of indirect participation. The main conclusion was that the form of worker participation in a particular environment depends to a large extent, on historical and prevailing conditions.
The effect of organisational differences in ownership, control and structure on employee perceptions of participation and empowerment : an analysis of these phenomena in relation to the operational costs of two labour intensive South African companies.
(2007) Simpson, Gary Owen.; Coldwell, David A. L.; Stainbank, Lesley June.
This study investigates the relationships between ownership, control, organisational structure and company operational costs. The workers’ perceptions of participation (financial and decision-making) and empowerment are measured between two labour intensive factories with different ownership structures. The first factory (Kopano) has a workforce that shares equity ownership, or holds proprietary title. It is significant to note that the Kopano workers share in the ownership of the manufacturing section only, and not the upstream activities (mining, etc.), nor the downstream activities (despatch, selling, marketing, etc.). Accordingly, the Kopano owner-workers concentrate on manufacturing only. Employees at the second factory (Lawley) have no equity stake; they do not hold proprietary title and are “normal” salaried employees. The hypotheses seek to identify differences between the two factories, relative to the worker’s sense of participation (financial and decision-making) and empowerment. The rationale is that the workers who hold proprietary title (Kopano) should have a greater sense of financial participation, decision-making participation and empowerment than the workers (Lawley) who do not hold proprietary title. This is tested via questionnaires at both factories and the results obtained strongly support the hypotheses. Given the abovementioned findings, the study then seeks to establish that there will be greater savings in operational costs at Kopano factory (where the workers hold equity title) compared to Lawley (where the workers are not involved in ownership participation). The rationale behind this hypothesis is that operational costs at Kopano should be lower than the operational costs at Lawley (because of the different ownership positions). An analysis of operational costs between factories supports this argument. The study finally seeks to establish a strong balance of probability that the results obtained are because of the different ownership structures. This is confirmed using Mill’s Method of Difference. However, identified weaknesses with this analytical tool suggest that conclusive declaration to this end be the subject of future research.
The effective management of social change in the South African pharmaceutical industry.
(2007) Kriel, Gustav Peter.; Coldwell, David A. L.
The purpose of the study was to find causality for poor social change in the pharmaceutical industry in South Africa. Top, middle, and lower-level management respondents, including the CEOs, were studied in 11 pharmaceutical manufacturing companies. Human resources managers selected the participants randomly in such a way as to ensure a 60%-40% split between affirmees and non-affirmees. Participants responded to three questionnaires: the leadership questionnaire to determine if effective or appropriate leadership styles were being used with the respondents given their levels of readiness (ability and willingness to do the required tasks), the organisational climate questionnaire to determine what areas of the companies needed improvement, and the social change questionnaire to determine the problematic aspects of social change within the companies. Participants completed the questionnaires during a designated 45-minute period in their respective company headquarters. A clinical psychologist was in attendance to answer any questions. Prior to participating, respondents received cover letters, and the psychologist provided detailed explanations of the study. The main findings were (a) a mismatch in leadership style in affirmee-led organisations that was normally problematic; (b) differences in existing organisations compared to desired organisations; and (c) problems in the dimensions of support and attitude toward change in the mismatch group, which was the affirmee-led organisations. The conclusion was that, although external factors should be the drivers for transformation and also affect leadership style, leaders must be able to adapt their style to fit the readiness level of their followers. In addition, a proposed model for transformation in the pharmaceutical industry, based on the findings from the study and the literature review, was presented.
Impact of skills development training on employee motivation, perceptions of organizational climate and individual performance.
(2009) Naong, Matsidiso Nehemia.; Coldwell, David A. L.
There is a huge skills shortage in South Africa which impacts negatively on its worldwide competitiveness. Since the advent of democracy, the South African government has been faced with the challenge of addressing one of the major legacies of apartheid; namely, the dire skills shortage affecting the majority of the citizens of this country. This legacy of apartheid has a direct correlation with the economic performance of the country. Various intervention strategies to remedy this socioeconomic situation were explored, resulting in the birth of various Skills Development Acts, which will have far-reaching consequences for all sectors of the South African economy. Skills transfer is at the centre of all these Acts. The impact of training on the ‘bottom-line’ has always been the concern for most business organisations, not only in South Africa, but the world over. However, the focus for most of these business organisations, in terms of strategic human resource development, has arguably, focused mainly on middle management and top management. The most fundamental and underlying hypothesis of this study therefore, is to highlight the difference in production brought by lower-level management of these business organisations as a consequence of training opportunities offered to them. The actual implementation of production targets occurs at this level of management. Thus, it is the researcher’s contention that focuses and endeavours to improve productivity through strategic human resource development, need to consider lower-level employees as a critical part of this strategic mission. The empirical objectives of this thesis were firstly, to validate the four questionnaires used in this study namely, the Motivation/Job Satisfaction Questionnaire (JDI); the Organisational Climate Questionnaire (LSOCQ); the Effectiveness of Training Questionnaire and the Self-rated Performance Questionnaire for employees in selected organisations in South Africa. Secondly, it was to determine the reliability of the above mentioned constructs. Thirdly, the aim was to determine differences between employee motivation and job satisfaction and organisational climate levels of various demographic groups. Fourthly, it was to assess the relationship between the three variables namely, motivation and job satisfaction, organisational climate and effectiveness of training; and lastly, to determine whether effectiveness of training can predict employee motivation and job satisfaction and perception of organisational climate. A pre-post longitudinal study, following a form of quasi-experimental research comparable pre-test post-test one group design (Cooper & Schindler, 2000:405; Shaughnessy & Zechmeister, 1997), with a random sample of (N = 604 pre-; and N = 526 post-) of lower level employees in five selected companies across sectors in South Africa was used. All the questionnaires, that is those previously validated namely, the Job Description Index Questionnaire (JDI); Litwin and Stringer’s (1968) Organisational Climate Questionnaire (LSOCQ); Self-rated Performance (SELFPERF); and the one constructed and validated namely, the Effectiveness of Training Questionnaire (EFFTRA) were based on Kirkpatrick’s (1976) framework for the evaluation of a training programme and a demographic questionnaire which were administered. Descriptive statistics were used to describe the measuring instruments in terms of frequency distribution tables and summary statistics namely the mean and standard deviation. Cronbach’s alpha coefficients were used to describe the reliability of the measuring instruments. Exploratory factor analysis with a Varimax rotation was used to determine the validity of the constructs of motivation/job satisfaction, organisational climate and effectiveness of training and Cronbach coefficient alpha was used to establish the reliability of the same constructs. Hypothesis testing was conducted to look for significant differences between constructs across both pre and post sample groups. Pearson correlation coefficients were used to determine the relationship between the measuring instruments. Regression analyses were used to develop possible significant models in line with the objectives of the study. The results revealed that all constructs used were both valid and reliable, supported by both the literature research and the empirical findings of this study. For example this study provided a significant contribution in that it developed a valid and reliable measuring instrument in the form of the effectiveness of a training questionnaire. In addition, significant differences within constructs (namely, motivation/job satisfaction and organisational climate) across both pre and post groups were identified specifically in regard to certain demographics namely different organisations, gender, age, home language and race. Also significant differences were found between the levels of both motivation/job satisfaction and organisational climate constructs of employees in terms of skilled/semi-skilled groups and qualification levels in particular. It is also worth noting that, one of the study’s most significant findings revealed that those employees that received more training are more motivated and have an increased perception about their organisational climate than those who received less or no training at all. Therefore, the two core variables of this research (namely, motivation/job satisfaction and organisational climate) are both influenced by skilled/semi-skilled groups as well as the amount of training received. Finally, the results also revealed significant relationships between the constructs of motivation/job satisfaction, organisational climate and effectiveness of training. A few interesting regression models were also developed. The first and second models respectively showed that effectiveness of training was strongly influenced by motivation/job satisfaction and in the case of the second model by organizational climate. A third model also revealed that motivation/job satisfaction could be well modelled by the independent variables of self performance, organizational climate and effectiveness of training and a forth showed that organizational climate could be well modelled from the independent variables of self performance, motivation/job satisfaction and effectiveness of training. In conclusion, the significance and limitations of the research are discussed, followed by recommendations for organisations and for future research.
Towards a management approach for sustainable social development programmes for orphans in southern Africa : application of systems theory.
(2010) Dzirikure, Manasa.; Allen, Garth James.; Pillay, Kribendiren.
The study explored transforming social development project management practice into delivering sustainable benefits for orphans in Zimbabwe, in particular and more generally, in southern Africa. The endemic failures to deliver basic services to vulnerable children despite increased efforts necessitated this enquiry. Applying multiple research methods in combination, namely, guided story-telling and interviews, document review and media tracking, and practitioner-experiential-action-research (PEAR), the study confirmed that orphans in Zimbabwe lived under conditions of extreme deprivation and vulnerability (EDV). Management of service delivery for orphans was dependent on unpredictable short-term donor funding, undermined by a hostile ‘adult-world’ and political environment, bad governance, poverty, and AIDS. Public service delivery and social welfare system in Zimbabwe had collapsed, marred by corruption. Programmes were not informed by an accurate understanding of orphans and their desperate carers. Social development intents were not practiced. The situation was conducive to “corrupting” the otherwise “spiritual” - responsible, astute and ambitious child. Within such a milieu, traditional project management designed for ordered situations became inappropriate. Based on new understanding of orphans and their service delivery milieu derived from research findings, I propose a systems-oriented project management framework based on “pluralism”, “holism”, “totality” and “experiential learning”. The framework takes a multi-paradigmatic approach to solving complex problems of vulnerable children, mixing positivist, interpretive, emancipatory and postmodern systems ideas. The framework requires a balancing of morality and scientific empiricism in order to attain sustainable child development. In this regard, the thesis proposes ‘moral capabilities’ and additional project management knowledge suitable to the challenges of orphans in southern Africa. The systems approach promotes comprehensive delivery of basic needs of orphans, and continuous improvement of their long term holistic development. According to the framework, success of projects is measured by accrued benefits from the perspective of orphans, and not that of service providers. For its application, the framework adapts the project-spiral cycle, replacing the project life-cycle, recognizing that the needs of orphans go beyond single short-term project cycles. The spiral cycle builds on the strengths of conscious-experiential-learning in service delivery, and on dialogue and collective consensus with poor communities targeted by service delivery management systems.
A study of the attitudinal and behavioural dimensions of Indian consumers to brand loyalty.
(1993) Brijball Parumasur, Sanjana.; Thomson, Elza.
This study examines the attitudinal and behavioural dimensions of Indian consumers, in the Chatsworth area, to brand loyalty. A survey was undertaken in the designated area and data for the investigation was obtained from a sample of 237 households, drawn by means of the stratified random sampling technique. The data was qualitatively and quantitatively analysed using numerous descriptive and inferential statistical techniques. The findings indicate that Indian consumers are more brand loyal to food than to non-food products. This result reflects that the type of merchandise involved and the relative strength of brands have an important influence on brand loyalty. Furthermore, Indians are rational buyers, who evaluate the cost and benefits of products, and increasingly consider the purchases of house brands as opposed to branded products. The determinants of brand loyalty for products in general. was found to be quality, whilst the main product evalutation criteria for food items is freshness, followed by nutritional value. The majority of consumers do not base their judgement of quality on price. Finally, non-brand loyal buyers assign higher ratings to product attributes on most of the specific products studied, than brand loyal consumers.
Guidelines for the development of comprehensive marketing policies for municipal electricity undertakings, with particular emphasis on load management.
(1986) Breytenbach, Christiaan Joseph.; Venter, Joop.
It is expected that South Africa will have to construct as much generating capacity in the next five years as has been constructed over the past 50 years. Industrialization and urbanization dictates that the larger portion of this increase will be required in the supply areas under the control of Municipal Electricity Undertakings, which means that these undertakings will have to anticipate rapid growth in their infrastructures. This will put a tremendous strain on their resources of revenue, materials and labour, and it is obvious that comprehensive and co-ordinated policies are required to be developed to enable these undertakings to deliver the electrical energy to the final consumers at the lowest possible cost. The Electricity Undertaking is a business organization with unusually difficult managerial problems in all its functional areas. Its personnel are adversely affected by the vast area of supply and by the resulting difficulty of direct supervision and control. The capital cost of electrical equipment is high, and there may be a tendency to reduce the initial cost by ignoring the long term costs associated with the selection of equipment. Electricity pricing is very difficult, as electricity is not a uniform product. The consumption patterns of the consumers causes severe peaking of loads to occur, resulting in very low utilization )f the capital equipment involved, and which can threaten to overload existing networks. These problems are compounded by the fact that the undertaking is a monopoly and as such is not driven by the free-market motivating forces, such as a profit motive and the constant need to improve to meet competition. There is thus no motive to seek optimum solutions to the many problems. It is shown that the Load Factor is an indication of the efficient use of scarce resources, and that it is similar to measurements of profitability, such as Return-on-Investment, etc. It is therefore possible to replace the missing drive for profit and product improvement by the need to constantly improve the load factor. By making this the main objective of the undertaking many of the stated problems are put in their correct perspective. Maintenance becomes important, as power failures adversely affect the load factor. More care is exercised in equipment selection, as long term energy losses are taken into account. Electricity pricing and its effect on consumer consumption patterns becomes important. The concerted effort to improve the load factor is referred to as load management. Due to the tremendous increase in electricity consumption which is expected over the next decade it is certain that load management will play an ever increasing role. Load Management is defined as the sustained attempt at modifying the load curve. Soft load management refers to pricing policies and incentive schemes designed to induce users to shift their loads .out of the peak periods. Hard load management physically switches customer loads. This thesis examines the results obtainable from various methods of load management including off-peak incentive tariffs, on-peak-reduction rebates, the use of current limiters, peak load reduction by means of voltage reduction and remote control of water heater cylinders. It is shown that whereas Sasolburg saves around R7S0 000.00 p.a. and Randburg saves over Rl,5-million p.a.,other towns such as Pretoria and Pietermaritzburg find their geyser control systems ineffective, and are phasing them out. It has hitherto not been possible to determine the actual savings which would result from the installation of a geyser control system, or to determine the optimum number of controlled geysers. The result was that some undertakings would install a control system at considerable expense which resulted in minimal savings, while other towns forego the opportunity to save hundreds of thousands of rands in reduced demand charges. In this thesis, the author develops a feasibility study model which permits the system load curve to be analysed and the viability of a geyser control system to be determined. The model was tested against the controlled and uncontrolled load curves of Somerset West, and was found to be accurate. It was shown that a geyser control scheme is a very viable proposition for those undertakings where the feasibility study shows a contribution of more than 0,5 KVA per geyser towards peak load reduction. This forms the basic guideline for the selection of an appropriate form of load mangement, and guidelines are presented to develop supporting policies in all fields of the undertakings' functions. In order to facilitate correct decision-making and to assist in the development of comprehensive policies, a database of concepts and models is presented in the various fields and various misconceptions are dicussed. The guidelines have been applied by several electricity undertakings. By using the Feasibility Study Model it was shown that the proposed installation of 4000 geyser control units at Oudtshoorn, at a cost of over RI-million, was not viable. The Feasibility Study Model permits the savings to be calculated for different numbers of geysers and it was shown that the system saturates at about 1500 controlled geysers. By reduci ng the number of controlled geysers to around 1500 the installation cost will be reduced by about R500 000.00 and the system will show a net operating savings , " of RI05 540.00 in the first year, increasing as ESCOM increases its tariffs. The application of these principles conceivably prevented the needless expenditure of RI-million on a system that would have run at an operating loss of over R17 000.00 p.a. The feasibility study model was applied to the Stanger load curve to determine the correct selection of load management. The results indicate excellent response to geyser control, and showed that a system controlling 2500 geysers, costing R498 500.00 would show a gross savings of R297 000.00 in the first year, rising to RSI0 000.00 within 5 years if ESCOM increases its tariff by 10% p.a. Based on these results and recommendations the Department of Finance gave ad hoc approval to the Borough of Stanger for the additional expenditure in the current financial year to install the control equipment. The guidelines indicated a similar result for Tongaat, where the gross savings would be R360 000.00 in the first year, increasing to R637 680.00 within 5 years if ESCOM increases its tariff by 10% p.a. The estimated cost of the control equipment is R493 649.00. In complete contrast, the feasibility studies for geyser control undertaken on the Ballito load curve showed a contribution of less than 0,5 KVA per geyser, which indicated that the alternative forms of load management should be implemented. The results are contained in the case studies.
A comparison of management style before and after retrenchment.
(2012) Bester, Willem.; Kader, Abdulla Dawood.
While there is an abundance of literature on models of coping with the loss of employment, the present study adopts the more particular focus of a study by Ribton-Turner and De Bruin who investigate stressors and support relating to unemployed mid-career adults. In their study, Ribton-Turner and De Bruin interviewed six individuals who had lost their employment, and suggested that a potential area for further research would be to investigate whether the re-employed person returns to his or her previous state of functioning and whether the experience of ongoing stress scars the affected individual. Does the mid-life adult return to his or her emotional and mental state prior to this experience of unemployment? The method of data collection consisted of 16 phenomenological, qualitative interviews with upper management. In the interviews the participants were asked to tell their story of being unemployed and to share their most critical experiences of the past months. The participants were asked how this experience of retrenchment had changed their subsequent way of management. A criterion for selecting interviewees was that they should have been re-employed for at least for six months. In conclusion the interviewed managers said that their management style had become more compassionate and they tend to have a new, enriched view on family life. Some of the managers reported that they experience difficulty in building a trust relationship with their respective new employers and tend to be over committed in fear of going through a retrenchment. The management style of these re-employed managers can appropriately be described as servant-leadership management style.
A study of land reform and its impact in the Greater Letaba Local Municipality of the Mopani District in the Limpopo Province.
(2013) Malahlela, Tebogo.; Mubangizi, Betty Claire.
Since the dawn of democracy in South Africa, numerous land reform projects have been approved by the Minister of Rural Development and Land Reform. This dissertation focuses on the Greater Letaba Local Municipality in the Limpopo Province of South Africa. The study seeks to establish the extent to which land redistribution contributes to community development and poverty reduction in the Greater Letaba Local Municipality. In addition, the study evaluates the extent to which public administration processes and functions impact on the objectives of the Land Redistribution Programme. To achieve the research objectives, this study adopted a qualitative and quantitative approach. Using appropriate sampling techniques, the study sample was selected from land reform beneficiaries, traditional authorities, municipal council members and government officials in the Departments of Agriculture and of Rural Development and Land Reform. The major finding of this research is that the land reform policy needs to be reviewed, particularly the willing buyer willing seller programme. There is also a need for monitoring and evaluation on public projects, including the land redistribution projects. This was evident when some redistribution projects collapsed. It was noted that the land reform projects did not provide adequate income to the beneficiaries. Most of the land redistribution projects lacked the aftercare services. In the end, it can be mentioned that the department can enhance its land redistribution process by engaging stakeholders such as, non-governmental organisations, private institutions and municipalities. The conclusions and recommendations indicate that there is a need for capacity building among beneficiaries to further the programme’s objectives. Furthermore, public administration processes in implementation of this programme ought to be based on a sound all-inclusive planning process. Such a process should be acutely aware of the importance of aftercare service in all land redistribution projects. Aftercare services should include such control measures such as inspection, auditing and regular reporting on project performance. This study may be valuable to all stakeholders that have an interest in fundamental social change in rural areas. These are, notably, the Department of Rural Development and Land Reform; the Department of Agriculture; non-governmental organisations (NGOs) and rural-based municipalities.
Action strategies for enhancing the implementation of performance improvement initiatives within the health sector in Botswana.
(2013) Kachingwe, Lasting Ketsile.; Allen, Garth James.; Pillay, Kribendiren.
This study investigates the extent to which performance improvement initiatives are efficiently and effectively implemented in the Botswana health sector. The study is prompted by numerous public complaints through various media, the results of customer satisfaction surveys that lowly rated the delivery of health services, and the acknowledgement by public officials that the provision of services, particularly health services, left a lot to be desired. The perceived under-performance in the delivery of health services to the public was in spite of the significant health sector expenditure that is in line with the Governments‟ efforts to prioritise the improvement of the health status of the nation and the introduction of performance improvement initiatives. The study assesses the evidential base for sustaining a three-fold hypothesis, that is: performance improvement initiatives were imposed in a top-down manner in the Botswana health sector with the noble belief that they were valuable in contributing towards the achievement of the goals of Vision 2016; there is limited knowledge on the part of the health workers at the operational level regarding the usefulness of the performance improvement initiatives and this contributes to their low uptake of the initiatives in Botswana health sector; and the frequency of complaints by health services consumers is a reflection of the poor quality of health services provided in the health sector in Botswana. The perceptions of staff and patients regarding the quality indicators of efficiency, effectiveness, empowerment and equity were examined. Data collection was triangulated through the use of different data collection methods and the collection of data from different sources such as self-administered questionnaires for senior management in the Ministry of Health, in-depth interviews of health workers and consumers of health services in the form of patients and Focus Group Discussions for community members. The health facilities under study in the public sector were stratified according to the level of operation with systematic sampling used to select hospitals from each level. The conclusions of the study, based on the empirical work, is that although the staff proved to be knowledgeable of the existence of the performance improvement initiatives, there was a moderate effectiveness of the initiatives in the public health sector with a higher success rate in the private health sector. The efficiency with which the initiatives were implemented was compromised by the perceived internal inequities and poor conditions of service as well as low remuneration packages for health sector staff. The consumers of health services indicated their satisfaction with the equitable distribution of services. There were weaknesses in the empowerment mechanisms for both health workers and consumers of health services. The findings revealed inadequacies in the implementation of the initiatives. Positive results were noted for the empowerment of employees through their participation in the planning for health services delivery. Recommendations include: the need to strengthen the community interface with health service providers; the inculcation into health workers of values that prioritise the interests of clients; the involvement of all stakeholders in planning; and the contextualisation of the performance improvement initiatives.
"The minimisation of the liquidation of viable banking institutions in Zimbabwe's banking sector".
(2011) Madondo, Cecil.; Kader, Abdulla Dawood.
The Zimbabwe banking sector seems to have almost recovered from the banking crisis of 2003/2006, in a very difficult social, economic and political environment. More than 20 banking institutions were placed under liquidation during the crisis. The rapid rehabilitation can be attributed largely to the corrective measures under the Reserve Bank of Zimbabwe’s active monetary reforms from January 2004, competent top management teams and credible shareholders in most of the banking institutions. The researcher maintains, however, that it is of paramount importance for the banking sector to implement a second stage of bank restructuring characterised by a market-based system, the application of forward-looking criteria to the system of Regular Banking Restructuring, and, thirdly, effective corporate governance structures. It can be deduced that by the beginning of 2007 the pace of reform had diminished, reflecting the effects of the prevailing social, economic and political turbulence. In addition, other factors, namely, under-capitalisation, ineffective corporate governance structures, shortages of cash and foreign exchange and a dwindling economy, have continued to threaten the viability of a number of banks. In this situation the Reserve Bank of Zimbabwe, on behalf of the government, is urged to launch a second round of banking reforms. Two years after the banking crisis, fundamental questions still linger over whether future actions will be based on market mechanisms, or whether bank restructuring reforms will continue. Yet, based on its experience of having overcome the banking crisis, in the teeth of an annual rate of inflation of 231 million per cent (31 July 2008), immeasurably the highest in the world, Zimbabwe can contribute vital practical and up-to-date bank restructuring methodology ideas to countries such as United States, Europe and, indeed, the global financial market generally. The main objectives of this qualitative research project are as follows: o To establish the major causes of liquidation or collapse of banks during 2003/2006. o To determine how some banks survived, while others of similar size collapsed during the period of study. o To make a contribution to the field by providing practical and effective solutions, in order to minimize the effects of past collapses and forestall similar failures of viable institutions in the banking sector in the future. o To investigate how corporate governance principles and market-based, regular banking restructuring could be applied in practice, in order to minimize the liquidation of viable institutions. o To determine what measures ought to be taken regarding bank insolvencies in Zimbabwe. In this regard, Chapter One offers an introduction with historical background. Chapter Two presents a survey of relevant literature, focusing on corporate governance and bank restructuring, relating to theoretical, practical and methodological issues. The final part of the literature survey covers problems identified by the researcher. Chapter Three details the conducting of the field work, and the strategies and methods of data collection. The samples fall into three categories: first, banks that were placed under liquidation, second, banks that were restructured and third, banks that remained financially sound during the crisis. Chapter Four covers results of field research and qualitative analysis of data. In this chapter the researcher addresses all of the research questions set out in the beginning. Reports are presented with tables of numerical data, graphs or quotes from the interviews and other sources to enhance the discussion of results. Chapter Five covers interpretation and discussion of findings. Early data analysis is applied in order to make preliminary connections between different strands of information. Chapter Six presents the conclusion, with recommendations and notes on the contribution of the study to the field under discussion. Conclusions are naturally based on the findings of the research, and from these flow the recommendations. The emphasis here is on recommendations that are as practical and achievable as possible. Finally, a number of areas that, in the researcher’s opinion, call for further research are suggested, in order to expand the body of knowledge in general and to develop the search for further practical banking solutions in particular.
An assessment of the effectiveness and efficiency of the strategic and operational management of the Makana Municipality, Grahamstown : a total quality management and business excellence approach.
(2006) Naidoo, Pravine.; Reddy, Purshottama Sivanarain.
In South Africa, companies and organisations are now operating within the global marketplace. Various authors writing on organisational effectiveness state that, in the last decade, many organizations have come to appreciate that total quality management (TQM) principles will enable them to become and remain competitive in both home and international markets. In many of these markets, quality and its continuous improvement are now qualifying criteria. TQM not only leads to increased productivity, higher standards, improved systems and procedures, improved motivation and increased customer satisfaction, but also to lower costs and bottom-line savings. The aim of this research study was to ascertain whether the strategic and operational management of the Makana Municipality in Grahamstown was effectively and efficiently leading and managing the institution in accordance with the principles of TQM, measured according to the international benchmark of business excellence. The practical and fundamental importance of this research study, therefore, lies in its evaluation of whether the Municipality's systems, processes, policies and procedures are in alignment with the principles of customer orientation, continuous improvement, process orientation, utilisation of business process re-engineering tools, promotion of accountability and measurement of services. This is vital, if the Makana Municipality, in Grahamstown is to deliver a world-class service in an effective and efficient manner. From an empirical research investigation by way of a survey of a cross-section of municipal employees, it was found that there are indeed challenges facing the organization with respect to the principles of TQM, such as education and training, a culture of process-orientation, communication, customer satisfaction, culture and values, and performance measurement. An Integrated Model for Total Quality Management and Business Excellence for Local Government has been proposed and an Action Plan for the introduction of TQM and business excellence within the Municipality has been devised for implementation.Making quality happen requires not only commitment, but also competence in the mechanics of TQM. Crucial early stages will comprise establishment of the appropriate organisation structure, teamwork and training, including information about quality costs and quality systems. The launch of quality improvement requires a balanced, three-pronged approach, through systems, teams and tools. A strategic implementation framework will allow the integration of TQM into the strategy of the organisation through an understanding of the core business processes and involvement of people. This will lead through -process analysis, selfassessment and benchmarking to identifying opportunities for improvement, including people development. The process opportunities will be prioritised into continuous improvement, re-engineering and re-design. Performance-based measurement will determine progress, and feedback to the strategic framework.
Employee performance management and development within the regional hospitals in the KwaZulu-Natal Department of Health.
Zondi, Wellington Bonginkosi.; Nzimakwe, Thokozani Ian.
The research was conducted within the Regional hospitals of the KwaZulu-Natal Department of Health. The study was motivated by the fact that regional hospitals provide specialised public health services yet are perceived by the general public to be struggling in the area of service delivery, motivating the question of whether their performance is being properly managed or not. The research involved 439 respondents from 8 of the 14 Regional Hospitals in the KwaZulu-Natal Province. The research instrument that was used was a self-administered questionnaire comprising 35 questions arranged in the form of a Likert Scale. The literature review provides an overview of the status core within the health sector in general, but specifically about the Regional hospitals of the KZN Department of Health. The literature highlights the challenges faced by these hospitals and also provides the legislative framework within which hospitals have to operate. There is a discussion on the theoretical overview of what performance management and development as a process entails. This touches on the components of performance management such as performance planning, performance appraisals, performance monitoring, reward systems and so forth. The research design that was employed by the researcher is clearly indicated and discusses a variety of research methods that were considered before the quantitative method was deemed the most appropriate. It also gives clarity on how the research instrument was constructed. Data that was collected was analysed and presented. The findings and the recommendations from this study are provided. Findings, in the main, reveal gross unaccountability by most public servants. Underlying causes of include the fact that some positions are political appointments as opposed to appointments based on competency. Another element is the fact that salary increases tend to be the same across the board, irrespective of one’s performance. A complete overhaul of the Employee Performance Management and Development System is recommended. Findings also reveal that, in some cases, performance agreements have not been signed by the employees. This needs to be improved since performance agreements spell out the key performance areas of the employees as well as the time frames within which such performance has to be achieved. The findings also revealed that in some cases where the staff signed their performance agreements, they did so without any prior consultation. It is recommended that there be an addendum that staff signs to confirm that they were given a chance to prepare themselves prior to signing their performance agreements. The study revealed that while, in the main, it seemed like management had conducted the performance management and development of their subordinates correctly, there is clear evidence that there is room for improvement in all the variables that were posed during this study. It is therefore recommended that a competency centre in which supervisors and managers are trained in the process of performance management and development be established within the KwaZulu-Natal Department of Health. The study further recommends that the strategy that is used to implement the Batho Pele principles must reflect the unique nature of the Regional hospitals. The study also recommends that a deliberate culture change be brought about within the Regional hospitals. The study further recommends that the KwaZulu-Natal Department of Health come up with a strategy to encourage its employees to participate in research on issues relating to their performance and development. The study was concluded, with the limitations of the study, which included among others time and budget constraints as well as reluctance on the part of Government employees to participate in the study, taken into account and recorded.
Workplace harassment and its impact on staff performance: a case study of a South African Higher Education Institution.
(2013) Ngwane, Knowledge Siyabonga.; Dassah, Maurice Oscar.
Higher education institutions (HEIs) face many challenges that arise both from the external environment and from their internal structures. They have to comply with the Constitution of South Africa and employment legislation. This case study of a South African higher education institution addressed the very sensitive issue of workplace harassment and its impact on staff performance. The central objective of this research was to explore the nature and extent of harassment and its impact on performance of staff at a selected HEI. The literature review drew heavily on secondary data. Empirical data was collected by means of a questionnaire. The total population of the selected HEI permanent staff (both academic and academic support) was 1 319 in 2012. All were potential participants, and a sample of 200 respondents was purposefully selected for the study that included management, academic and nonacademic staff. To ensure the sample was fairly representative of the HEI staff demographics and for an eventual that the respondents’ views broadly reflect those of the academic and non-academic staff, and management, a stratified random sampling method was used for this study. The study findings supported the conclusion that workplace harassment has impact on staff performance in a South African higher education institution. A systemic approach was outlined to address workplace harassment. The study also highlighted several factors as important determinants of workplace harassment and its impact on staff performance at the selected HEI. It is hoped that findings and recommendations of this research will assist in establishing procedures to be used in dealing with workplace harassment; organising a range of professional assistance which will help other organisations; and developing a workplace harassment policy for the HEI. All in all, by paying attention to the stated recommendations and implementing them, all stakeholders at the selected HEI will ensure that workplace harassment and its impact on staff performance will be handled accordingly. It is anticipated that this study will provide useful strategies for South African organisations on how to protect their employees from workplace harassment.

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