The effective and efficient management school fees : implications for the provision of quality education
- Authors: Mestry, Raj
- Date: 2020
- Subjects: Budgets , Class size , Management
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/463937 , uj:41422 , Citation: Mestry, R. 2020. The effective and efficient management school fees : implications for the provision of quality education.
- Description: Abstract: The Amended National Norms and Standards for School Funding (ANNSSF) policy of 2006 introduced a funding model to address equity in public schooling. Schools are ranked into one of five quintiles of which quintile 1 represents the poorest schools and quintile 5 the most affluent. The ANNSSF policy proposes that the state provide more funding for recurrent resources to poorer schools (quintiles 1, 2 and 3) than to quintiles 4 and 5 schools. Since affluent schools receive reduced state funding, school governing bodies (SGBs) are obliged to supplement state funding if they wish to continue providing quality education and improving learner achievement. Although intensive fundraising initiatives and sponsorships are viable solutions, the declining South African economy has prompted corporates to apply austerity measures such as limiting sponsorships to schools. Thus, SGBs are compelled to charge parents school fees as a means of supplementing state subsidies. In the study reported on here, we used qualitative research with an interpretivist paradigm to explore how SGBs manage school fees to sustain the provision of quality education. The findings reveal that, if school fees are effectively and efficiently managed, SGBs can continue employing additional staff above the post provisioning norms, reduce class sizes and procure state-of-the-art resources, resulting in high learner achievement.
- Full Text:
- Authors: Mestry, Raj
- Date: 2020
- Subjects: Budgets , Class size , Management
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/463937 , uj:41422 , Citation: Mestry, R. 2020. The effective and efficient management school fees : implications for the provision of quality education.
- Description: Abstract: The Amended National Norms and Standards for School Funding (ANNSSF) policy of 2006 introduced a funding model to address equity in public schooling. Schools are ranked into one of five quintiles of which quintile 1 represents the poorest schools and quintile 5 the most affluent. The ANNSSF policy proposes that the state provide more funding for recurrent resources to poorer schools (quintiles 1, 2 and 3) than to quintiles 4 and 5 schools. Since affluent schools receive reduced state funding, school governing bodies (SGBs) are obliged to supplement state funding if they wish to continue providing quality education and improving learner achievement. Although intensive fundraising initiatives and sponsorships are viable solutions, the declining South African economy has prompted corporates to apply austerity measures such as limiting sponsorships to schools. Thus, SGBs are compelled to charge parents school fees as a means of supplementing state subsidies. In the study reported on here, we used qualitative research with an interpretivist paradigm to explore how SGBs manage school fees to sustain the provision of quality education. The findings reveal that, if school fees are effectively and efficiently managed, SGBs can continue employing additional staff above the post provisioning norms, reduce class sizes and procure state-of-the-art resources, resulting in high learner achievement.
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Context and strategy : managing Sanlam for and in change, 1945-2013
- Adri, Drotskie, Verhoef, Grietjie
- Authors: Adri, Drotskie , Verhoef, Grietjie
- Date: 2019
- Subjects: Context , Sustainability , Management
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/403430 , uj:33807 , Citation: Adri, D. & Verhoef, G. 2019. Context and strategy : managing Sanlam for and in change, 1945-2013. Vol. 13(1), pp. 23-36, 14 January, 2019. DOI: 10.5897/AJBM2018.8682 , ISSN: 1993-8233
- Description: Abstract: Business sustainability of corporations a hundred years old, is not a regular occurrence in Africa. A qualitative historical study of the development of an insurance company succeeding on the trajectory of adapting to challenging context constitutes the core of this study. The historical analysis illustrates the role of social context, international political economy and management agency in negotiating a successful company to overcome contextual constraints. The South African Life Assurance Company (Sanlam) arrived at the end of the Second World War in 1945 with a basic business strategy focusing on sustaining its growth since 1918. Dynamic contextual changes mandated strategic management changes in the business focus, empowerment strategy and strategic vision of the company. This article explains how management responded to change, relying on international management practices to secure a century of African business success.
- Full Text:
- Authors: Adri, Drotskie , Verhoef, Grietjie
- Date: 2019
- Subjects: Context , Sustainability , Management
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/403430 , uj:33807 , Citation: Adri, D. & Verhoef, G. 2019. Context and strategy : managing Sanlam for and in change, 1945-2013. Vol. 13(1), pp. 23-36, 14 January, 2019. DOI: 10.5897/AJBM2018.8682 , ISSN: 1993-8233
- Description: Abstract: Business sustainability of corporations a hundred years old, is not a regular occurrence in Africa. A qualitative historical study of the development of an insurance company succeeding on the trajectory of adapting to challenging context constitutes the core of this study. The historical analysis illustrates the role of social context, international political economy and management agency in negotiating a successful company to overcome contextual constraints. The South African Life Assurance Company (Sanlam) arrived at the end of the Second World War in 1945 with a basic business strategy focusing on sustaining its growth since 1918. Dynamic contextual changes mandated strategic management changes in the business focus, empowerment strategy and strategic vision of the company. This article explains how management responded to change, relying on international management practices to secure a century of African business success.
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Leadership challenges associated with the management of Generation Y employees : a proposed theoretical model
- Hewitt, L. M. M., Ukpere, Wilfred I.
- Authors: Hewitt, L. M. M. , Ukpere, Wilfred I.
- Date: 2012
- Subjects: Management , Leadership , Generation Y , Gen-Yers , Motivation , Entrepreneurial orientation
- Type: Article
- Identifier: uj:5861 , ISSN 1993-8233 , http://hdl.handle.net/10210/7958
- Description: This paper acknowledges that Generation Y (Gen-Yers), who have grown up in a world of convenience and easy access to information, are more complex to lead and to understand than generations before them. Gen-Yers have entered the labour market at a time when the current labour force is aging in the world and in South Africa. Gen-Yers are working with forty to sixty-year-olds and in some cases supervising employees old enough to be their parents. If unhappy with work circumstances Gen-Yers change careers fast, thus creating frustration for employers struggling to retain and recruit talented high-performers. According to the report for the Future of Small Business Management (2007) issued by the Institute for the Future (IFTF) based in California which has forecasted emerging trends affecting the global marketplace for 40 years, Gen-Yers, will emerge as the most entrepreneurial generation ever in the next decade. These highly independent individuals will rather be small business owners or freelancers and will choose not to work for large corporations. What are the leadership challenges facing South African companies when they engage with Gen-Yers? Firstly, this paper explores the concept Gen-Yers, as discussed in the theory. Secondly the paper further explores possible conflicting areas between current leadership practices and Gen-Yers. The paper concludes by supporting the value that Gen-Yers can bring to companies and suggests some practices that can be adopted by leadership to engage and motivate them and at the same time ensure that their companies stay ahead of competitors by keeping Gen-Yers motivated to stay in their employment. A theoretical model is suggested for testing Gen-Yers tenure of employment relationship.
- Full Text:
- Authors: Hewitt, L. M. M. , Ukpere, Wilfred I.
- Date: 2012
- Subjects: Management , Leadership , Generation Y , Gen-Yers , Motivation , Entrepreneurial orientation
- Type: Article
- Identifier: uj:5861 , ISSN 1993-8233 , http://hdl.handle.net/10210/7958
- Description: This paper acknowledges that Generation Y (Gen-Yers), who have grown up in a world of convenience and easy access to information, are more complex to lead and to understand than generations before them. Gen-Yers have entered the labour market at a time when the current labour force is aging in the world and in South Africa. Gen-Yers are working with forty to sixty-year-olds and in some cases supervising employees old enough to be their parents. If unhappy with work circumstances Gen-Yers change careers fast, thus creating frustration for employers struggling to retain and recruit talented high-performers. According to the report for the Future of Small Business Management (2007) issued by the Institute for the Future (IFTF) based in California which has forecasted emerging trends affecting the global marketplace for 40 years, Gen-Yers, will emerge as the most entrepreneurial generation ever in the next decade. These highly independent individuals will rather be small business owners or freelancers and will choose not to work for large corporations. What are the leadership challenges facing South African companies when they engage with Gen-Yers? Firstly, this paper explores the concept Gen-Yers, as discussed in the theory. Secondly the paper further explores possible conflicting areas between current leadership practices and Gen-Yers. The paper concludes by supporting the value that Gen-Yers can bring to companies and suggests some practices that can be adopted by leadership to engage and motivate them and at the same time ensure that their companies stay ahead of competitors by keeping Gen-Yers motivated to stay in their employment. A theoretical model is suggested for testing Gen-Yers tenure of employment relationship.
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Leadership competencies for managing diversity
- Visagie, Jan, Linde, Herman, Havenga, Werner
- Authors: Visagie, Jan , Linde, Herman , Havenga, Werner
- Date: 2011
- Subjects: Management , Symbolic interactionism , Diversity management , Leadership style , Cronbach alpha values
- Type: Article
- Identifier: uj:5838 , ISSN 1854-6935 , http://hdl.handle.net/10210/7868
- Description: The new understanding of diversity involves more than increasing the number of different identity groups on the payroll. An important proposal is that the experience of diversity in an organisation results from pervasive styles of management. This article dealt with the specific paradigms of diversity management and leadership style theory used to address the research problem in the empirical study, namely ‘Is diversity management experience related to leadership styles or competencies?’ The models of diversity and inclusion indicators are used to examine the experience of diversitymanagement. The population of this study into the experience of diversity management is two thousand six hundred and sixty nine (2669) respondents. Leadership styles were obtained from four hundred and forty (440) leaders. The Cronbach alpha values were determined in order to indicate internal validity and reliability.
- Full Text:
- Authors: Visagie, Jan , Linde, Herman , Havenga, Werner
- Date: 2011
- Subjects: Management , Symbolic interactionism , Diversity management , Leadership style , Cronbach alpha values
- Type: Article
- Identifier: uj:5838 , ISSN 1854-6935 , http://hdl.handle.net/10210/7868
- Description: The new understanding of diversity involves more than increasing the number of different identity groups on the payroll. An important proposal is that the experience of diversity in an organisation results from pervasive styles of management. This article dealt with the specific paradigms of diversity management and leadership style theory used to address the research problem in the empirical study, namely ‘Is diversity management experience related to leadership styles or competencies?’ The models of diversity and inclusion indicators are used to examine the experience of diversitymanagement. The population of this study into the experience of diversity management is two thousand six hundred and sixty nine (2669) respondents. Leadership styles were obtained from four hundred and forty (440) leaders. The Cronbach alpha values were determined in order to indicate internal validity and reliability.
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The experience of work circumstances and stress: a profile of flight engineers in a labour dispute.
- Authors: Visser, D. , Van Staden, F.
- Date: 1992
- Subjects: Flight engineers , Management , Organisational effectivenes
- Type: Article
- Identifier: uj:5700 , http://hdl.handle.net/10210/2947
- Description: Items from standardized tests as well as structured and semi-structured questionnaires were used to compile a profile of flight engineers involved in a labour dispute. Pertinent views of spouses were also measured. The subjects were found to be committed to their careers and identified with the goals of the company. However, the possibility of redundance was related to distrust in management, depression, anxiety, psychosomatic stress symptoms, and lowered experience of general well-being, strained family life and impaired relations with their spouses. The findings provoke concern about the possible effects on in-flight safety and organizational effectiveness.
- Full Text:
- Authors: Visser, D. , Van Staden, F.
- Date: 1992
- Subjects: Flight engineers , Management , Organisational effectivenes
- Type: Article
- Identifier: uj:5700 , http://hdl.handle.net/10210/2947
- Description: Items from standardized tests as well as structured and semi-structured questionnaires were used to compile a profile of flight engineers involved in a labour dispute. Pertinent views of spouses were also measured. The subjects were found to be committed to their careers and identified with the goals of the company. However, the possibility of redundance was related to distrust in management, depression, anxiety, psychosomatic stress symptoms, and lowered experience of general well-being, strained family life and impaired relations with their spouses. The findings provoke concern about the possible effects on in-flight safety and organizational effectiveness.
- Full Text:
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