Masters Degrees (Management)

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Administration of municipal bus transport with specific reference to the Durban City Council.
(1991) Moodley, Dayalan.; Reddy, Purshottama Sivanarain.
No abstract available.
Adoption of responsible and sustainable management practices by SMEs in Pietermaritzburg, KwaZulu-Natal.
(2019) Khumalo, Ayanda.; Madondo, Mfazo Cliford.
Globally, every organisation is measured by its adoption of responsible and sustainable management practices. However, the adoption of responsible and sustainable management practices by SMEs in South Africa is under-researched. The adoption of these practices enhances organisations’ performance. The research objective of this study was to explore the adoption of responsible and sustainable management practices by SMEs in Pietermaritzburg, KwaZulu-Natal, South Africa, by exploring the perceptions and the challenges confronting SMEs owner-managers in executing these practices. An integrative review of literature was used to explore the SMEs’ adoption of responsible and sustainable management. A mixed methods research approach was adopted utilizing the exploratory sequential mixed methods design. Thus, data were collected using two phases the qualitative and the quantitative phase sequentially from a sample size of ninety-one (91) SMEs owner-managers in Pietermaritzburg, KwaZulu-Natal. Data analysis was done in two phases. Firstly, the qualitative data sets were analysed using the thematic analysis technique to that inform the collection and analysis of the quantitative data sets using descriptive and inferential statistical analyses. The research findings show that SMEs in Pietermaritzburg, KwaZulu-Natal, South Africa, are not adopting the responsible and sustainable practices. Therefore, this study concludes that SMEs should adopt and implement these practices in a similar manner as large corporates. This dissertation contributes to the research in the field of SMEs and responsible and sustainable management. It further challenges some SME owners-managers in Pietermaritzburg to adopt and embrace responsible and sustainable management practices.
Adoption of smartphone etiquette in the workplace in service-based business: the case of National Botanical Gardens in Pietermaritzburg, South Africa.
(2021) Zondi, Mbusowakhe Philington.; Phiri, Maxwell Agabu.; Bamata, Nkombe Herman.
In recent decades, smartphones have grown in popularity. Their growth has left the trail of indisputable proof of both improving and disrupting the workplace. Studies also suggest that users may develop addictions at work, which is caused by smartphone applications and the way they constantly increase user engagement. While good smartphone usage has beneficial impacts, bad usage has a negative impact on job efficiency in a business. The selected service-based business has implemented the usage of smartphones in the workplace to facilitate communication and access to current business platforms to improve service delivery. However, it is unclear how smartphones are managed at the workplace to ensure that they fulfil their primary function. It is a management responsibility to figure out how much time is wasted, owing to a lack of mechanisms to track smartphone usage. Smartphones have made corporate management much more complicated because managers have to manage, not only production but also the additional distractions that might stymie production if not properly controlled. It is unclear whether implementing smartphone etiquette in service-based businesses could serve as a guide for managing smartphones in the workplace. The smartphone conundrum in the workplace, warrants to be investigated to ascertain the extent of use, the impact on productivity and profitability. And finally, to address approaches to manage the smartphones in the workplace. As a result, this study aimed to investigate if the adoption of specific smartphone etiquette approaches that can be used to improve productivity and profitability in service-based business. The case of the National Botanical Garden in Pietermaritzburg, South Africa. This study adopted the interpretivism paradigm as a philosophical guide to understand the views of the participants. The study employed the qualitative research approach to deeply understand the phenomenon of the smartphones in service-based businesses. A case study research design was used as the architectural backbone of the research to enhance the correctness of the findings. The target population of the study was the customer service employees of the selected service-based business. A sample of 267 was drawn from the 1,000 in the study population through purposive and convenience sampling techniques. Semi-structured interviews and focus groups were used to collect data from 199 customer services respondents. Thematic analysis was used to analyse data. The findings of the study revealed that smartphones have a high negative impact towards productivity and profitability in service-based business. This signified the importance of adopting the ‘smartphone etiquette approaches’ to manage the smartphones in the workplace. The findings of this study are valuable to service-based business managers as a basis for improving employees and business performance. The company's main goal is to increase its profit margins. Management can improve its performance by focusing on some elements that have a beneficial impact on a company's profitability, such as productivity through proper management of smartphone use in the workplace and reducing time used on non-work-related activities. This research is a significant step forward in comprehending the difficulties surrounding the influence of smartphones on business productivity and profitability in South Africa.
Analysis of gender role socialisation influence on perception of leadership style of males and females.
(2009) Nwokeiwu, Johnson.; Gani, Abdul Sattar.; Perumal, Sadhasivan.
Many women have taken up higher positions in their companies in recent times both in South Africa and all over the world. Many more women are taking professional courses and will definitely find a place in the leadership position in the big companies (Sekaran, et al. 1992). As a result there is big change and there will be more changes in the demography of labour force. These changes make it essential that leaders understand how to capture the synergy for the emerging diverse group of employees. The best and brightest workers, whom we all seek, are coming out of a labour pool that is increasingly made of women. The aspirations of women have been changing dramatically as a result of civil rights movement and women movements and South Africa is a good example of the countries in the world where women have better opportunities of leading big organisations (Watson, et al. 2004). The inclusion of women in the leadership position of many companies has aroused the interest to investigate if there is a difference in the way women and men lead. This is important because the role of leadership and the style of leadership have been identified as the primary factors in determining organisational performance and competitiveness (Rechardson, et al. 2008). A major part of this study discussed and analysed the leadership style differences of men and women leaders. The study also took into cognisance of the importance of agents of socialisation such as the family (husband and wife), the media, religion and education on gender role in the society. We discussed the gender role ascribed to male and female in the society and how this has influenced the perception of their leadership styles. Males and females received different orientation from the media, religion, schools and colleges on how men and women suppose to behave. And how these orientations influence perception, interaction, and ultimately the leadership styles is an interesting area of study and somewhat more difficult to define (Rechardson, et al. 2008). A review of such differences serves as a starting point in the study of gender differences in behaviour and in the leadership styles; and why women may offer unique strengths essential to healthy growth and operation in an organization. The results of this study did not show much difference in the leadership styles of men and women leaders but there are a few differences in the leadership dimensions of the transformational and transactional leadership style. The Asian female leaders score higher in charisma than their male counterpart. Within positions female frontline (supervisors) scored higher on motivation (idealised influence), while the male middle managers scored higher on task oriented leadership behaviour. However insignificant the differences may be, it is wise to mention that women scored slightly higher than men in the leadership styles traditionally ascribed to women. For example, the results of table 26 show women leaders scored slightly higher than men in the participative/democratic and transformational leadership styles and they equally scored slightly higher in some dimensions of transformational leadership, intellectually stimulating, charisma, and motivation. Men scored slightly higher in autocratic, transactional and delegate leadership styles. Men also scored slightly higher in other dimensions like management by exemption and task oriented behaviours.
Analysis of the implementation of performance management and development system: a case study of department of arts and culture in KwaZulu-Natal.
(2017) Ndlovu, Sikhumbuzo Michael.; Mutereko, Sybert.
Studies have shown that employees must be involved in the whole cycle of Performance Management. This view draws upon Locke‟s conceptualization of goal-setting theory in which employees and supervisors in a workplace should set objectives that need to be achieved during the performance cycle. Unfortunately, studies have shown that employees are not involved in the performance planning and setting of their performance targets. This study has sought to explore the implementation of Performance Management in the Department of Arts and Culture in KwaZulu-Natal (DAC-KZN). Drawing on the pragmatism philosophy, the study has employed a mixed-method approach which involved in-depth interviews (six), documentary analysis and survey methods (83 questionnaires) to elicit the views of workers on the implementation of Performance Management in the DAC-KZN. Through documentary analysis, this study has established that there are proper and systematic procedures for Performance Management. However, data gleaned from interviews and surveys show that such procedures are not adhered to. Workers are often excluded from the planning and setting of goals. The quarterly reviews that are meant to assess progress are rarely performed. Training needs that are identified through Performance Management are rarely addressed. A further analysis has revealed that the central tendency is evident when supervisors give performance scores, with most workers being given average scores and few scores being above the average, which adversely affects their motivation. These findings have critical implications for human resources managers in the public sector. The consequence of this is that there is a need to balance the tensions between time constraints and proper Performance Management by involving workers in the whole cycle of Performance Management.
Analysis of the service quality of a private tertiary institution : the case of Damelin College.
(2012) Martin, Lynelle Cerene.; Phiri, Maxwell Agabu.
The study focuses on the service quality of Damelin College in Pietermaritzburg. Damelin College strives to ensure that students extract every promising benefit their courses. Damelin College aims at being a provider of quality, learner -focused education. The various opinions and attitudes of students regarding the service quality at Damelin College is investigated using questionnaires. This study covers the service quality aspects of private tertiary institutions. Data for the study was collected at Damelin College using a random sample of two hundred participants. The service quality of Damelin is discussed in detail as well as the theory of quality dimensions. The significance of service quality for tertiary institutions is a major aspect and all students need to receive the most appropriate form of respect and understanding. The high commercialized fees that students pay needs to be equate to the standard of the education that they receive. In relation to the problem statement, the research objectives are as follows: 1. To measure the impact of the service quality in private tertiary institutions. 2. To undertake an empirical analysis of the linkage between private tertiary institutions. 3. To investigate what aspects contribute to the choice of a private institution in which to study. 4. To determine how service quality influences where to study. Private institutions, who want to gain a competitive edge, may need to begin searching for effective ways to attract, retain and foster strong relationships with students. The service quality dimensions are tangibility, responsiveness, reliability, assurance, empathy, overall service quality and student satisfaction.
Application of critical systems thinking within Telkom (SA) performance management systems.
(2000) Jaca, Reginald Siyabulela.; Petkov, Doncho.
This dissertation explores the applicability of the Critical System Thinking (CST) methodology known as Total Systems Intervention (TSI) version one to the complex problems related to the practice of the Performance Management System at Telkom SA. As a point of departure, this research provides a historical analysis of a non-systemic management approach - Business Process Reengineering (BPR) and several uni-demensional hard and soft systems approaches and their contributions to the emergence and development of CST. It is argued that, given the messy and ill-structured problems that emerge as a result of the implementation of Performance Management Systems (PMS) at Telkom, a pluralist problem solving methodology such as TSI is the appropriate methodology applicable to the problem under concern.
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.
The application of systems thinking in formulating a sustainable development agenda for Illovo Sugar Ltd.'s Sezela business.
(2005) Campbell, Mark.; Taylor, Robert Gordon.
Ever since the 2002 World Summit on Sustainable Development in Johannesburg, the quest for 'sustainability' has gained increased prominence on the business landscape. The King Report on Corporate Governance has further heightened awareness of social and environmental considerations which had previously been overlooked, thus broadening the business agenda beyond meeting the needs of owners and shareholders. Within the South African context, transformation imperatives have placed additional obligations on our businesses, requiring a change in corporate attitudes and business practices. Thus, in today's business climate, where companies compete globally for customers as well as talent, where reputation is as important as financial outcome, and where social and environmental risks have become key business dynamics, companies are increasingly being called to account, by a broader range of stakeholders, across a far wider spectrum of activities and operations. The dissertation reflects on the complexity of developing an inclusive and participatory approach to understanding the dimensions of sustainability and developing a sustainable development agenda for IlIovo Sugar Sezela business. The study presents an opportunity to apply systems thinking to consider the various perspectives and worldviews of the participating stakeholders, and to promote democratic decision-making in formulating possibilities. In this regard, it is imperative that the inquiry involves the use of methodologies appropriate to the structure and nature of the organisation, and that the outcome of the inquiry involves a 'product' that is owned by the organisation.
The application of the viable systems model to the Durban Institute of Technology Library.
(2006) Mkhize, Thandeka F.
Most institutions of higher learning in South Africa have had to merge because of the directive from the Department of Education enacted in the Higher Education Act of 1997, which aimed at restructuring the higher education sector. Academic libraries as departments within these institutions also had to merge as their parent organisations merged. The Durban Institute of Technology (DIT) became the first merged institution of higher learning in the country. The purpose of this study is to diagnose whether the merged DIT libraries are viable. This is tested by using the Viable Systems Model (VSM), which is based on cybernetic principles. This research project is meant to give a holistic view of the viability of the DIT libraries. Members of the library staff were asked through an interview process what their views were about the library. The interviews were semi-structured and were conducted individually so as to elicit detailed information from library staff about the library, its processes, procedures, structure and management. Observation and document analysis were also used to gather further information relevant to the study. The study concluded that the library does not have enough resources and there is confusion amongst members of the library staff about what the library goals are. Although the library does not have a single image and culture it is very active and is well represented in the Library and Information Services structures and within the DIT.
The application of Viable System Model(VSM) in the context of establishing, maintaining and restoring a Culture of Learning, Teaching and Service (COLTS) in a school : an organizational setting.
(2001) Nhlabathi, Zandile Florence.; Taylor, Robert Gordon.
The establishment, restoration, enhancement and maintenance of the Culture of Learning, Teaching and Service (COLTS) in a school, remains a precondition for a successful Education System. Colts aims at restoring functionality in the schools with the view to improve the quality of learning and teaching activities. The COLTS campaign programmes were launched in February 1997 by the then President Mandela, to promote a culture of learning, teaching and service in every institution in the country. From the National to Circuit level the focus is directly or indirectly devoted to the Culture of Learning, Teaching and Service in a school. The Culture of Learning, Teaching and Service promotes the idea that it is the duty of educators to teach and of learners to learn. The question is how Learning, Teaching and Service structures, processes ensure viability with the application of a Viable System Model (VSM) in a school The Viable System Model is a powerful diagnostic tool to promote viability in an organization. Therefore, the Viable System Model is applied as a methodology for understanding structures and processes of learning and teaching in a school. The application of a Viable System Model in the context of learning and teaching is used as a consistent intervention tool to develop the organizational competence. The application of a Viable System Model as an intervention tool in managing the Culture of Learning, Teaching and Service becomes a powerful learning experience or challenge for schools. The core business of any school organization is learning and teaching; thus its mechanisms for identity and viability determine survival and success. This demands that the learning and teaching programmes or approaches need to adapt to the changing environment and the new approaches require a new way of thinking, research and learning. Therefore, the Viable System Model is applied as a methodology that is capable of improving performance in a school as an organization. It is used as a diagnostic tool to check the culture of learning, teaching and service structures and processes to ensure viability and effectiveness. The culture of learning, teaching and service context explores the usefulness of VSM in dealing with complex situations in the organization. The aim is to use a Viable System Model to improve synergy between learning and teaching autonomy of parts and the whole school. It is hoped that the usefulness a of Viable System Model in the culture of learning, teaching and service context will develop a school's competence. The restoration of COLTS is a challenge to both the Education System and school community. The VSM is applied at different levels of COLTS to make specific recommendations, taking into consideration the internal and external environment. The VSM theory is used to pinpoint the various systemic or structural constraints within and outside the school. For schools to succeed as adaptive goal-seeking entity, they need understanding and application of VSM. The relevance of VSM theory such as the idea of recursion, cybernetic principles and arrangement of functions at different levels provide organizations with flexibility they need to survive in complex changing environments. Through the application of a Viable System Model, schools are encouraged to learn and understand how change unfolds through circular patterns of interaction rather than linear patterns. The discord or common faults, constraints and harmonising elements in the COLTS scenario reveal that the relationship between school and the environment should be understood as ongoing processes that need to be maintained. Therefore, the COLTS activities should meet the business idea of the organization and the principles of viability. To achieve learning and development in COLTS context, schools need to practice new behaviour skills and integrate new skills into new ways of thinking and doing. The school has to seize the opportunities created by the process of using a Viable System Model as a tool for maintaining COLTS in school. In conclusion, personal living model and the Toulmin Argument Model are included as part of systematic management, reflection and learning experiences. The models are a self-reflective process of how I can deal with COLTS issue in my organization which becomes an on - going process for personal and school as an organization to develop into new thinking horizons in COLTS context.
Applying lean principles in craft brewing to improve quality and reduce costs : two KwaZulu-Natal case studies.
(2018) Mahlangu, Sindisiwe.; Salisbury, Roger Hans Theodore.
A significant number of companies around the world have implemented lean methodologies in order to remain competitive. Although these were initially developed for large manufacturing companies, the principles that serve as a foundation for these methodologies are, arguably, also applicable to small companies. The proposed research will focus on small craft breweries in the KwaZulu-Natal province of South Africa to determine if they too can benefit from implementing practices that are based on lean principles. The world’s craft brewing industry is well-established and growing rapidly. Most of the beer brewed in South Africa is mass-produced at comparatively low cost. Craft beer brewed by smaller scale breweries is relatively more expensive to produce and consumers have to accept trade-offs between the perceived better quality and higher cost of craft beer. In order to gain and maintain market share, craft brewers need to produce quality beer whilst reducing production costs. The objectives of this study were threefold. Firstly, it sought to identify appropriate assessment tools that may be used to measure waste in craft breweries. Secondly, to identify and measure any sources of waste that may occur in craft breweries. Lastly, to determine if and how craft brewers can introduce lean methodologies based on lean principles in their production processes in order to improve quality and reduce costs. The study was guided by lean theory. The principles derived from this directed the deployment of lean tools and practices to implement lean production methodologies. Lean theory argues that lean methodologies, if implemented correctly, will yield positive results for all firms in all industries. A multi-case study approach was used, supported by five data collection instruments; direct observations, participant observations, documents & records and semi-structured interviews. A convergent, parallel, mixed methods design was used as this allowed both qualitative and quantitative data to be gathered, analysed and then merged to interpret the findings and results. The data was analysed using content analysis with NVivo software. The main findings of this study indicate that: 1. Lean tools, like the Lean Assessment Tool, which consists of several lean improvement programmes and tools (e.g. setup time reduction, visual controls) may be used to assess waste in craft breweries. 2. The sources of wastes and inefficiencies which were identified from the case studies relate to inventory, overproduction, waiting time, unnecessary transporting, processing waste, inefficient work methods, product defects and underutilised human resources. 3. Identifying lean tools and programmes that the company can implement under its current production capabilities is a key success factor in becoming a lean organisation. 4. Having a step by step implementation model which is clear to follow will help companies to implement lean production. 5. To produce good quality beer, the ingredients used must be of good quality. Also, close monitoring of the brewing processes, times and temperatures is essential. 6. The current challenges in the craft beer industry include high levels of competition from the mainstream beer producing giants, distribution problems, maintaining consistent quality and developing effective marketing plans in a highly contested market. The study was concluded by discussing the implications of these findings for theory and literature, as well as for practitioners. Recommendations, specific for these case studies were provided and areas for future research suggested.
Applying systems thinking and action research to improve a problematic situation on a large project.
(2004) Lang, Harold Allen.
Formal project management methodologies and processes play a vital role in organisations that run large complex projects and programmes. Is it possible that these methodologies and processes can end up defeating the purpose for which they are introduced? Can these methodologies actually cause projects to fail by becoming the focus of attention? If so, what can be done to reverse this bizarre situation? This study intends to give some insights into these complex questions. Methodologies that are not usually used in such environments are applied to a particular messy situation on a project in an attempt to bring about some relief. The events took place in a conservative, rapidly changing and highly politicised organisation that had embarked on a programme comprising many large interdependent projects that needed to be implemented in an aggressive time frame. A particular large and complex project was running into trouble due to, in no small measure, the strict enforcement of onerous project management procedures. The project team was becoming demoralised and very stressed, which aggravated the situation further. Project managers usually adopt a "hard" approach to making changes. The aim of this research is to see whether using a "softer" approach in the environment described above could alleviate the situation. In this study, systems thinking and action research form the core of the multi-methodological approach to understanding the problem situation and identifying appropriate interventions to bring about improvements. Given the culture of the organisation concerned, will the application of these methodologies improve the situation by bringing the project back on track and improve staff morale? Other concepts that play a role in this study include complexity theory and the learning organisation that are deemed essential to the understanding of the holistic picture. 111 "This we know. The earth does not belong to us; we belong to the earth. This we know. All things are connected like the blood that unites one family. All things are connected. Whatever befalls the earth befalls the sons and the daughters of the earth. We did not weave the web of life; we are merely a strand in it. Whatever we do to the web, we do to ourselves." (Chief Seattle)
Assessing brand growth of the South African students congress membership at the University of KwaZulu-Natal.
(2018) Mbambo, Sithembiso.; Beharry-Ramraj, Andrisha.
Assessing human resource policies on performance using monitoring and evaluation tools in Durban Transnet National Port Authority.
(2018) Khanyile, Thulile.; Nzimakwe, Thokozani Ian.
Human Resources policies have been playing a character in Durban Transnet National Port Authority institutions for many years. Performance has been one of the critical issues in many organisations. Monitoring and Evaluation remains the significance factor in assessing Human Resource policies into operative institutions that provides on the objectives of Transnet. The main objective of the study was to analyse the role of evaluations of HR Policies in the Durban Transnet National Port Authority. Further the aim was to determine the monitoring of HR policies for improved results and performance in the Durban Transnet National Port Authority, and evaluate the planning for improvements of HR policies in the Durban Transnet National Port Authority. This study used a qualitative method. This approach enabled the researcher to explore concepts in more depth with the research participants and to hear them talk about issues that affect them. Unstructured interviews were employed as they favour lengthy responses and can provide a holistic understanding of the respondents’ views pertaining to the research topic. Thematic analysis was deemed suitable for qualitative data analysis because the technique allowed for concise organisation and detailed description of collected data. The findings of the study indicated that the interpretation of HR policies has not improved, there is no consultation other stakeholders within the organisation before policies are developed. All HR personnel including line managers to be clear with all HR policies so that correct information will be cascaded down, and line managers to take responsibility and be ready to be corrected of changes. As part of the recommendations, the study suggested that there must be a monitoring and evaluation team or specialists in place for line managers and HR to meet regularly to discuss their concerns about the implementation of the HR policies as well to oversee the effectiveness of monitoring and evaluation in an organisation. It is recommended that inductions need to take place where these concerns can be addressed under the supervision of an external facilitator. The emphasis in monitoring is on checking progress towards the achievement of an objective. A good monitoring system will thus give warning, early on in the implementation of a course of action that the end goal will be reached as planned. Keywords: Monitoring, evaluation, human resources, policies, performance, planning, improvements.
Assessing managerial competencies of small enterprises in Okhahlamba Local Municipality.
(2021) Nene, Lindani Rodgers.; Nzimakwe, Thokozani Ian.
Small Micro and Medium Entreprises (SMMEs) are amongst the programmes that were unveiled by government just after first democratic elections in 1994. They were identified by a government as the essential tool to address some socio-economic challenges such as poverty eradication, unemployment and SMMEs were also tipped as a vital tool to address the high level of economic inequalities in the society. In the past 25 years government has initiated number of programmes to support SMMEs, however the failure rate of small businesses is very high especial those SMMEs that are based in rural areas. This study intended to assess the managerial competencies amongst the SMMEs that are based in Okhahlamba Local Municipality. The main objective of the study was to assess whether the SMMEs ownersmanagers do have adequate skills to manage their businesses successfully. The literature looked at all SMMEs support structures, legislations, factors that lead to SMMEs failure and also looked at five managerial competencies in relation to the management of small businesses. The literature revealed that the failure of SMMEs can be attributed to the lack of managerial competencies to its owners-managers. The simple random sampling was used to sample the respondents in this study. A total of 120 questionnaires were distributed to SMMEs ownersmanagers and total of 116 questionnaires were collected from the respondents. The data was analysed using Statistical Package for Social Science (SPSS), hence the descriptive and inferential statistics were used to analysed the data. The key finding was that SMMEs ownersmanagers are aware of managerial competencies that they should have, but the majority of them seem to be lacking these managerial competencies. The study revealed that those SMMEs owners-managers with formal qualifications after matric they seem to be doing well in their business as compared to those who do not have formal qualifications. The study recommended that the Okhahlamba Local Municipality and other agencies that are involved in the SMMEs development should pay more attention on assisting these small businesses owners-managers to develop managerial skills. A close mentorship is also recommended particularly those SMMEs that has been operational for less than two years.
Assessing the effectiveness of the employee wellness programme on administrative staff at the University of KwaZulu-Natal (Westville Campus)
(2020) Dube, Othembele.; Ntombela, Lungile Londiwe.
Employees are said to be the heart of any organisation. It is argued that employers may benefit from employee wellness programmes to enhance productivity, reduce employee absenteeism and lower the costs of insurance and compensation. This particular study aims to assess the effectiveness of the current employee wellness programme in use at the University of KwaZulu- Natal, based on the Holistic Wellness and the Logic models developed by Els and de la Rey (2006), Das, Petruzzello as well as Ryan (2014), respectively. Els and de la Rey (2006) developed the Holistic Wellness Model as a form of reference for the construction of a valid and reliable inventory that assesses the wellness of employees within South African organisations. In order to understand how the existing Employee Wellness Programme has positively impacted on employees, this research study adopted a quantitative research approach utilising selfadministered, closed-ended questionnaires which were completed by 248 administrative staff on the Westville campus. The reliability and validity of the measuring instruments used in the study were tested using factor analysis and Cronbach’s alpha, respectively. Both descriptive and inferential statistics were used to process the data. The findings of the study indicated that the respondents are aware of the existence of the EWP and perceive it as a necessity. Furthermore, the findings indicated that respondents are not utilising the EWP; hence, they are not benefitting from it. One recommendation arising from the study is that UKZN may benefit from increasing their efforts in promoting the EWP to employees, and increasing the visibility of the programme across the five campuses. Furthermore, the majority of the respondents (64.4%) indicated that rewarding their participation in the EWP would encourage them to participate. Rewards should be used as an initial attraction to motivate individuals to participate in the programme. Arising from the study, it is recommended that the university regularly monitor and evaluate the programme in order to determine the effectiveness of the programme and introduce improvements. The other recommendation of the study is to promote the programme through the provision of rewards for participation.
Assessing the impact of absenteeism policies on service delivery in the Umgungundlovu District Municipality in KwaZulu-Natal.
(2019) Muthwa, Emmanuel Xolani.; Majola, Brian Kwazi.
According to Occupational Care South Africa (OCSA), absenteeism costs the South African economy between R12 and R16 billion annually. Therefore, absenteeism is a significant concern for the economy locally and globally. However, the policies developed around absenteeism in municipalities and their impact on service delivery are not well understood. Thus, the study investigated the impact of absenteeism policies on service delivery at uMgungundlovu District Municipality (UMDM). Two conceptual models were used to structure the problem under investigation in this study, namely, the Steers and Rhodes’ “Process Model” Theory, and the Grönroos service quality model. The former was used for the analysis of data related to absenteeism, while the later was used for analyses of information on service delivery. This study has opted for a qualitative approach, structured interviews were distributed to forty-four respondents. Content analysis as an analysis strategy was employed in this study. Interestingly, the study finding reveals that working conditions and environment; work overload or pressure, and; leadership style are the main causes of absenteeism at UMDM. It also reveals that the policies developed around the problems of absenteeism at UMDM are good and they are enough to minimise absenteeism. However, the internal mechanisms to implement, monitor and evaluate the policies are very fragile. The study, therefore recommends that the consistency in policies implementation, monitoring and, evaluation should be geared-up; the policies be work-shopped more regularly; also, the employer should ensure that the working conditions and environment are improved, and; the motivational incentive is provided for employees who are punctual and regular at work.
Assessing the influence of e-learning on the performance of healthcare professionals: a case study of UKZN-NORHED collaboration.
(2017) Oluwadele, Oluwaseun Deborah.; Mutinta, Given Chigaya.
HIV/AIDS, tuberculosis and some other antibiotic resistant infections are the top causes of morbidity in South Africa and sub-Saharan Africa generally. There is dire need to carefully examine cross-disciplinary approaches to combat the burden of diseases in South Africa and other sub-Saharan African countries. One of such approaches is e-learning. This study assesses the influence of e-learning on the individual and organizational performance of Healthcare Professionals by adopting a descriptive and exploratory approach. This study adopted a purely qualitative case study approach because it sought to understand the problem relative to existing contexts especially since there exist very few body of knowledge in this domain. The census non-probability sampling technique was used to select participants for the study with thoughtful consideration of the size limitation of the case-study to allow for exhaustive inclusion. In-depth semi-structured interview was conducted amongst seven (7) healthcare professionals who took a pure e-learning module; Antimicrobial Stewardship and conservancy in Africa. The study revealed that in sub-Saharan Africa, e-learning could be used to strengthen the capacity of HCPs to combat the high burden of diseases if attention is paid to the alignment between the learning task demands of the e-learning module and the technological infrastructures provided to enable the accomplishment of such learning tasks, while adapting the learning process to cater for the individual diversity and contextual limitations of HCPs. Participants felt that there existed a solid task-technology fit between the task requirements of the module and the learning management system technology (UKZN Moodle). The program accommodated HCPs’ individual and contextual diversities. Therefore, their individual and organizational performance were enhanced. HCP were satisfied with the program and acquired the set of knowledge and skills which helped them to pass the module. Both practicing clinical physicians and non-practicing clinical physicians could transfer the knowledge and skills acquired to their daily clinical/work practices. Knowledge transfer to practice was revealed to have benefitted HCPs work organizations in diverse ways. Furthermore, HCPs acquired technological skills which they stated to have been of benefit to them and their work organizations even much more than the module content knowledge and skills which they acquired. This study is an eye opener to the potentials and challenges of e-learning in medical education in South Africa, and other sub-Saharan African countries.
An assessment of healthcare leadership competencies at Busamed Gateway Private Hospital in Umhlanga.
(2017) Govender, Leeshalan.; Naidoo, Vannie.
Scholars argue that there is a need to for healthcare managers/supervisors to be talented in management if they are to effectively deal with today’s increasing complicated healthcare environment. Managers/supervisors should work in such a way that they show measurable results and effectiveness to put into practice management operations informed by credible evidence on management. On the other hand, academic and professional programmes are underscoring the need for managers/supervisors to acquire competencies that would make them effective in their workplace. Even then, it remains unknown the competencies of healthcare managers/supervisors in the South African healthcare including managers/supervisors at the Busamed Gateway Private Hospital. Thus, this study was conducted to determine the competencies of healthcare managers/supervisors as a lack of appropriate competencies among healthcare managers/supervisors may be the cause of some of the healthcare challenges faced by the Busamed Gateway Private Hospital. A case study research design was used to guide the study. A quantitative research methodology was used to underpin the study, and census sampling was used to select twenty-four respondents. Data was collected using a questionnaire. Data was analysed with SPSS version 24.0. Generally, findings indicate that managers/supervisors at the Busamed Gateway Private Hospital believe to have communication and relationship management, professionalism, leadership, knowledge of the healthcare system and business skills competencies. However, with regards to communication/relationship management competencies the study indicates that managers/supervisors do not show negotiation competencies. There is a need therefore for managers/supervisors to explore the principles of seeking mutual benefit with employees as this key to a successful leadership in hospitals. With regards professionalism competencies managers/supervisors are strong in ethical and health profession competencies than in other competencies. There is a need for managers/supervisors to consider all professional competencies as important in hospital operation. Findings on healthcare environment competencies show that improving the health system competence is not prioritised, as results managers/supervisors do not have the freedom to implement whole scale changes to the health care system. There is a need to revisit the hospital regulations and laws to allow leaders to be creative and innovative. The study found that leaders lack competencies to organise employees and resources that are critical in the process of delivering health care services. Thus, systems for the management of employees within the hospital should be revisited to maximise employee performance. On leadership competencies, the study found that managers/supervisors do not believe to have mutual trust competencies. Therefore, managers/supervisors lack skills to promote workplace trust. There is a need to run programmes to specifically teach employees on the importance of relationships between internal stakeholders and external stakeholders. This is important because the foundation of all relationships is trust. Without parties trusting each other it will be hard for stakeholders to come to an agreement or consensus on issues affecting the hospital.