Online community portals for enhanced alumni networking
- Authors: Barnard, Zenia
- Date: 2008-08-13T12:18:49Z
- Subjects: Web portals , Selective dissemination of information , Universities and colleges mergers , Relationship marketing , Customer relations , Corporate image , Alumni and alumnae , University of Johannesburg
- Type: Thesis
- Identifier: uj:7650 , http://hdl.handle.net/10210/851
- Description: A university’s alumnus grouping is one of its most valuable assets in terms of its potential financial, strategic and social contribution towards the credibility and longevity of the institution. The goodwill and support of a primary stakeholder grouping such as the alumni is crucial to the aspirations of a Higher Education institution wanting to prosper in a fast-changing and highly competitive market. Alumni members have the capacity to assist in strategically positioning a tertiary institution as a market leader in the South African Higher Education Sector (SAHES) by means of representation on the institutional council and their involvement in networking, lifelong learning, career services, mentoring, fundraising and community development activities. In light of the restructuring and transformation that this sector has undergone since 1994, building and maintaining valuable relationships with alumni stakeholders of tertiary institutions in South Africa has become a new and more difficult challenge. The integrated network approach of relationship management could give an institution the opportunity to create a win-win situation for all stakeholders involved. Information technology has had a significant impact on the power structure and relationship between organisations and their publics, stakeholders and the media. It has become extremely difficult for organisations to define and segment these audiences as, for example, Internet audiences are widely spread across geographical, cultural, and economic boundaries. This makes the packaging and dissemination of information a much more challenging task, as information needs to be generic enough to be commonly understood, but should also be personalised in such a way that it still addresses the different audience segmentations effectively. However, the identification and profiling of target audiences is critical for successful information dissemination, as this knowledge will guide the information managers within organisations in compiling relevant (to the target audiences) content and packaging the information in a way that is most suitable to the needs and resources of the targeted group. At the core of developing an alumni network is a secure database with an interactive Web-based platform allowing the alumni management teams and members to disseminate and share relevant information freely. According to a research project (the first phase of a longitudinal study) about disseminating information to UJ alumni, 98,2% of the respondents indicated that they wanted to have contact with the UJ Alumni Relations Office (Barnard, Rensleigh & Niemann, 2005). The majority of respondents, 86,7%, indicated that they preferred to receive the information via electronic mail or from the website. The research findings indicated that the UJ alumni stakeholder group is part of a privileged section of the South African population in the global and national digital divide. Thus, the alumni management of UJ had the opportunity to explore and use the information-sharing options offered by online and digital technologies. This research project forms the second phase of the ongoing research project in an attempt to discard the “one-size-fits-all” notion with regard to information sharing with the alumni stakeholders of tertiary institutions in South Africa. The aim of this research project is to determine the extent to which an online community portal could manage the information needs of alumni stakeholders in the SAHES, using the alumni of the University of Johannesburg as a case study. Establishing an online (virtual) community Web portal for UJ alumni will support a customised approach in terms of information content, dissemination, context and commerce. An online community environment will offer alumni opportunities to re-establish contact with peers and nurture relationships with one another through frequent social interaction (chat). Such a facility would allow and encourage conversations that are of value to all stakeholders, as these communities can exist beyond the boundaries of location and time. They foster not only the potential to promote business-to-business (B2B) and business-to-consumer (B2C), but also consumer-to-consumer (C2C) interaction and could even exploit the possibilities of human-resource placements. The research consisted of an extensive literature review followed by a quantitative empirical survey and a qualitative discussion forum. The purpose of the literature review was to establish a theoretical framework in order to lay a solid foundation from which the empirical research was conducted. The different components of the research problem were discussed as well as possible variables that could influence the research problem. The restructuring of the South African Higher Education Sector was investigated, with specific focus on the University of Johannesburg and its alumni stakeholder group, taking an in-depth look into the value that an alumni stakeholder group holds for an institution. The management of alumni information needs was discussed, using Web-technology as focal point. Online community portals were defined, emphasising the benefits that this information tool could have for Higher Education alumni. As part of the quantitative study, an empirical survey was conducted in April 2006 among the alumni of the University of Johannesburg to determine their information needs concerning an online community portal, and the content required of such an online community model. A total number of 10 380 questionnaires was distributed to graduates of the University of Johannesburg at the Autumn Graduation ceremonies. The questionnaire consisted of four sections, namely Section A: Biographical Information, Section B: Online Activities, Section C: Alumni Information Services and Section D: Alumni Community Needs. In total, 1 703 questionnaires were completed and returned by these graduates to the UJ Alumni Relations Office. In addition, a qualitative discussion forum was conducted among 35 alumni management representatives from fourteen SAHES institutions during August 2006. The representatives indicated how information was disseminated electronically to alumni target audiences and their opinions towards alumni online community portals were tested. The research results indicated that an online community portal, could manage, to a great extent, the information needs of alumni in the South African Higher Education Sector (UJ alumni case study). Consequently, a prototype was proposed for an online community portal for SAHES alumni that would have a significant impact on the information and communication methods used to build alumni networks, for the benefit of both the alumni stakeholders and the Higher Education institutions in South Africa. Although the alumni of the University of Johannesburg served as a case study for this research project, the proposed prototype could be tailored to the needs of other alumni organisations throughout the South African Higher Education Sector. In terms of inter-institutional collaboration, this research project offers an opportunity to liaise and share information with other alumni organisations of the SAHES. This could result in successfully identifying a best practice model for managing the information needs of alumni stakeholder groups of tertiary institutions in developing countries, which is significantly different from the philanthropic approach to these stakeholder groups in first world countries. As a result, the employment sector of Higher Education institutions in South Africa could gain from the research outcomes, as the proposed prototype will offer an ICT and Web-based solution which could be applied for the mutual benefit of the relevant stakeholder groups and the institutions. , Prof. Chris Rensleigh
- Full Text:
The basics of corporate brand management in South Africa
- Authors: Mahlatji, L. M.
- Date: 2008-08-25T06:27:24Z
- Subjects: Corporations , Corporate image , Business names
- Type: Thesis
- Identifier: uj:3665 , http://hdl.handle.net/10210/904
- Description: The study views a corporate brand as more than just an outward manifestation of an organisation (its name, logo and visual presentation), or as an organising proposition that helps to shape an organisation’s value and culture and guide the organisation’s processes that generate and support value creation (Bickerton, 2001:43). Corporate brands are adored by stakeholders and organisations alike the world over because they provide enormous value to their organisations by differentiating their organisations from competitors, bestowing added value on products and services and contributing to a firm’s margins. According to Balmer (1995:30) the Catholic Church and ancient universities are regarded as representing “the apotheosis of corporate brand management, because, the two institutions have been astute in knowing what, how and when to change whilst preserving their core identity”. The study focused on these “apotheoses” to use as benchmarks for interrogating the approaches to corporate brand management in South Africa. In so doing, the study examines the nature, characteristics, importance and management practices of corporate brands in the South African market by confirming the meaning of corporate brands, the meaning of corporate brand management and the benefits provided by the adoption of a corporate brand strategy. The study also focused on the relationship between corporate brands and product brands; it identified stakeholder saliency and the process of corporate brand management. There were two reasons for undertaking this study. The first was to add to the body of empirical research in the area of corporate brand management, as empirical studies are few and far in between in thi s area, and the second to examine how organisations in South Africa manage their corporate brands. The study therefore involved a twostage process; the first phase was a detailed review of the literature on corporate brands to establish the current body of knowledge on corporate brand management. The second phase consisted of primary research, used to test the output of the literature review. A total of 41 online questionnaires dealing with the subject matter were completed by individuals responsible for the management of corporate brands in various organisations. The study’s findings cannot be generalised to the population of interest, owing to the size of the sample. Nevertheless, the findings confirmed that corporate brand management consists of a parallel process that requires management of a corporate brand internally while ensuring that it is relevant and meets stakeholders’ expectations, thus creating a positive reputation. Some of the findings contradicted the existing literature, for instance: • Although more respondents confirmed that a corporate brand must consist of a name and logo, the related mean score was relatively low (see Chapter 5 section C). • Secondly, contrary to what the literature suggests, based on the responses a corporate brand is not seen as an explicit formal written agreement between an organisation and its key stakeholders (see Chapter 5 section B). • Furthermore, corporate brands were not seen to offer reduced advertising and marketing costs (see Chapter 5 section B). • There was also a definite response to the responsibi l i t y of a chief executive officer (CEO) in terms of managing a corporate brand. The respondents made it clear that the responsibility of managing a corporate brand does not lie with CEO only (Chapter 5 section C). , Mr. H.B. Kruger
- Full Text:
Exploring and describing the identity of a South African organisation
- Authors: Carstens, Natasha
- Date: 2009-03-31T09:22:06Z
- Subjects: Corporate image , Corporate culture
- Type: Thesis
- Identifier: uj:8236 , http://hdl.handle.net/10210/2348
- Description: M.Phil. , Organisations and organisational actions have a profound influence on the lives of modern day citizens. This influence is most often recognised and the magnitude felt when these organisations cease to exist, which is occurring with increasing frequency. Literature related to this occurrence increasingly suggests that a strong organisation identity is paramount to organisational sustainability. Organisation identity per se has been largely under researched in organisations, literature and research with the majority of organisational work on the phenomenon having been conducted in the public relations and marketing domains. In terms of literature and research, the knowledge base is largely limited to conceptual debates with very few empirical studies aimed at building theory and advancing the existing knowledge on the subject. This perceived lack of empirical research and critical study of organisation identity can probably be attributed to its ambiguous nature, the lack of a strong theoretical base and the debate surrounding the conceptualisation of identity as being stable versus being fluid. The purpose of the current study was to confirm, empirically, the presence of identity in an organisation and then to detect the changes, if any, that have taken place in the organisation's identity over time. A brief literature review was undertaken to set the context for the study and to provide a basis from which to commence with the study. The notions of individual identity, social identity, corporate image, corporate identity, corporate branding and organisational culture were reviewed in an attempt to distinguish the organisation identity concept from these. For the purpose of providing a context for the study, brief attention was also directed to the different intellectual traditions on organisation identity, the existing empirical studies and the challenges associated with studying the phenomenon. In order to arrive at an informed research question, it was concluded that organisation identity is concerned with the organisation as entity and that organisation identity is a x socially-constructed, sub-conscious phenomenon which becomes salient during periods of change. Furthermore, organisation identity refers to who and what the organisation is and refers to those features of the organisation that are core, distinctive and enduring. Based on the ambiguous nature of the organisation identity phenomenon and the fact that it is tacitly held and is constructed over time by the individuals that experience it, it was concluded that the phenomenon lends itself to qualitative research. The study was approached from within the knowledge framework provided by the classical school of thought on organisation identity which views organisation identity as being those features which the members of the organisation believe to be core, distinctive and enduring. Use was made of an open-ended, self administered questionnaire, which included two different techniques. The questionnaire required of respondents to describe the organisation's answer to the question "Who am I?" using the Twenty Statements Test as well as to describe the organisation through the use of a metaphor and to provide reasons for choosing a specific metaphor for both the past and the present. The research setting chosen was an English primary school and the questionnaire was administered to all the employees of the organisation (86 in total). A total of 54 responses were received and the data subsequently analysed. Use was made of open coding and the development of themes and the data was scrutinised to identify themes and categories of interest. Relevant quotes as used by respondents and which were illustrative of a specific theme were then utilised to describe the most prominent themes. Statements that were closely related were included as part of the same theme, where applicable. When viewing the current study against the background of the classical definition of organisation identity, an argument was made for the future omission of the "core" feature and the inclusion of the unifying nature of organisation identity. When operationalising identity as being the organisation's distinctive features as presented in xi terms of the answer to the question "Who am I?" it was once again apparent that this is a valid means of determining and surfacing organisation identity. The organisational sense-of-identity was confirmed by the fact that some respondents made specific reference to identity. The data was viewed using these conceptualisations of identity and it was concluded that the organisation did posses an identity and that changes had taken place in this identity over time albeit not fundamental in nature. Attention was also devoted to the dynamic nature of organisation identity and the links between identity and the organisational life cycle stage as well as the effect of size on organisation identity. Based on the findings, it was argued that the time has come to rigorously study organisation identity as a phenomenon in its own right and to further the empirical knowledge base of the field in order to inform theory development. The study concluded that organisation identity has significant implications for the management of the school and indeed for other organisations where similar situations prevail. It was argued that the management of the organisation should take action to harness the advantages of the relatively strong identity of the organisation as a means of competitive advantage. In the final instance it was concluded that organisation identity might prove to be the answer to ensuring organisational longevity in a world characterised by organisational demise.
- Full Text:
The relationship between the sense of organisation identity and change resilience
- Authors: Ebrahim, Yasmeen
- Date: 2012-06-05
- Subjects: Corporate image , Organizational change
- Type: Mini-Dissertation
- Identifier: uj:2438 , http://hdl.handle.net/10210/4897
- Description: M.Phil. , Orientation: By all accounts, the pace and frequency of organisational change initiatives are intensifying. However, dismal success rates for implementing change initiatives with their substantially harmful consequences for employees and organisations continue to dominate, suggesting that the usefulness of traditional change management approaches is waning. Purpose: The purpose of this study was to explore the relatedness of organisation identity and change resilience - attributes that are presumed to enhance organisational change capacity. Motivation for the study: Both organisation identity and change resilience are novel constructs that were independently identified as potentially stabilising and enabling factors during organisational change. A focus on these constructs may indicate a further and potentially powerful area to develop organisational change capacity and improve the implementation effectiveness and success of change initiatives.
- Full Text:
The role of internal marketing in building corporate reputation in South African retail banking, particularly ABSA
- Authors: Mokgoatlheng, Jacob Elias
- Date: 2012-06-05
- Subjects: Banks and banking , Corporate image , Communication in organizations , ABSA Bank , Reputation
- Type: Mini-Dissertation
- Identifier: uj:2459 , http://hdl.handle.net/10210/4916
- Description: M.Comm. , Many authors perceive corporate reputation as one of the important intangibles for organisations. It is therefore important that organisations manage corporate reputation effectively. There are several ways by which organisations can build and maintain corporate reputation. One such way is through using internal marketing. This study intends to explore the research problem that is presented in the form of a question. What is the role that internal marketing can play to help Absa as a retail bank in South Africa build its corporate reputation?
- Full Text:
Internal marketing and its role in the corporate brand of a tertiary educational institution
- Authors: Botha, Monray Marsellus
- Date: 2012-06-06
- Subjects: Marketing , Corporate culture , Branding (Marketing) , Marketing management , Corporate image , Branding
- Type: Mini-Dissertation
- Identifier: uj:2533 , http://hdl.handle.net/10210/4988
- Description: M.Comm. , Institutional changes at tertiary educational institutions are an example of change that followed the first democratic elections in 1994. On 31 May 2002, a merger that formed part of the higher education landscape restructuring undertaken by the Department of Education was initiated. The merger entailed that the Technikon Witwatersrand (TWR), the Rand Afrikaans University (RAU) as well as two Vista University campuses situated in Soweto and East Rand merge as one new academic institution. The University of Johannesburg (UJ) was established on 1 December 2005 with over 40 000 full-time students and 2 700 permanent employees. This merger was as a result of the National Plan for Higher Education. Owing to the merger, the UJ had to undertake a major change management initiative. There is a perception that, although the UJ has established its corporate brand, employees are not familiar with the vision, mission and strategic goals set by the corporate brand. Some employees, especially those previously employed by the pre-merger institutions, still refer to these institutions and do not refer to the post-merger institution when they communicate with each other and people from outside. An exploratory research approach using both qualitative and quantitative research was followed in this study. The sample constituted 81 respondents who filled in the computerised questionnaire. The questionnaire consisted of two sections. Section A covered the demographics of the respondents and section B consisted of 37 close-ended questions and three open-ended questions. From the research it is clear that the UJ in fact established this new brand, but that more should be done with regard to proper internalising of the brand. The role of employees in the promotion of the brand and service quality should be revaluated by the UJ in order to overcome the problems currently perceived by employees.
- Full Text:
The relationship between organisation identity and organisational performance
- Authors: Sugreen, Gulshan
- Date: 2012-06-06
- Subjects: Organisation identity , Corporate image , Organisational effectiveness , Success in business
- Type: Thesis
- Identifier: uj:2518 , http://hdl.handle.net/10210/4973
- Description: D. Phil. , Whetten (1985), Dutton and Dukerich (1991) and Van Tonder (1987; 1999; 2004a). Organisation identity is often simply described as the distinctive character of the organisation and more formally defined as the core, unique, enduring and unifying features of the organisation. Labich (1994) argued that it is a central factor in corporate failure, while De Geus (1997) concluded that organisation identity is a critical factor in long-living organisations, but empirical research on organisation identity is exceptionally rare. In particular, the organisation identity–performance relationship, which raises and illuminates the relevance of the organisation identity construct, especially at an applied level and from the perspective of organisational management, has not received formal research attention. The present study was expressly concerned with the relevance of the organisation identity construct and specifically investigated the relationship between organisation identity and organisational performance. It elaborates on an earlier empirical study by Van Tonder (1999), which indicated that organisation identity relates to several critical organisational variables, including organisational culture, institutional focus, lifecycle stage, and organisational performance, and which suggested the relevance of the construct. The present study aimed to isolate and illuminate the key variables of organisation identity and organisational performance in order to study and clarify the relationship between these constructs. Consistent with a growing trend towards non-participation, only three of the organisations that were approached eventually participated in the research. Predominantly quantitative in approach, the study used an adapted organisation identity questionnaire (cf. Van Tonder, 1999) together with an organisational performance questionnaire (the PI or Performance Index) (Spannenberg & Theron, 2002). Results from the 274 respondents revealed that organisation identity – both the ‘fact-of-identity’ and the organisational ‘sense-of-identity’ – are directly and indirectly related to the organisation’s performance. It was concluded that these findings are significant from the perspectives of the construct’s relevance to science, theory confirmation and building and at an applied (organisational managerial) level. The findings and their implications for continued research are discussed.
- Full Text:
The perceived influence of the elements of internal marketing on the brand image of staffing agencies in South Africa
- Authors: Burin, Candice Natalie
- Date: 2012-06-08
- Subjects: Employment agencies - Customer services , Internal marketing , Branding (Marketing) , Corporate culture , Corporate image , Kelly Group (South Africa)
- Type: Thesis
- Identifier: uj:8755 , http://hdl.handle.net/10210/5106
- Description: M.Comm. , The primary objective of the study is to determine the influence of service quality on the perceived relationship between internal marketing and the brand image of the South African staffing brands and staffing subsidiaries of the Kelly Group. The study will further seek to determine how the different elements of internal marketing influence the brand image of employees and clients of selected staffing agencies in South Africa. The elements of internal marketing mix, namely product, price, promotion, distribution, people, processes and physical evidence will be separately observed in terms of their influence on the brand image dimensions, namely brand consistency, brand trust, brand satisfaction and brand commitment. The influence of the dimensions of service quality, namely reliability, responsiveness, assurance and empathy on the dimensions of brand image and the influence of service quality on the elements of internal marketing, will be explored in order to determine the influence of service quality on the relationship between internal marketing and brand image. A framework to manage internal marketing, service quality and brand image in an integrated manner was determined. The conclusion and findings of the study were found to support the objectives of the study, and the results of the statistical analysis were found to accept the hypotheses of the study. Various recommendations for staffing agencies were given, based on the findings of the statistical analysis. These recommendations included the need for staffing agencies to monitor service quality gaps and confirmed that the internal product was highly influential to service quality, and therefore staffing agencies need to provide a competitive internal product to employees. Internal distribution was found to be highly influential towards the responsiveness, assurance and empathy of a service, and therefore staffing agencies need to focus on creating higher levels of internal service quality and teamwork within their organisations. Physical evidence and tangibles were found to be influential regarding the assurance and empathy of service quality and the importance of a modern, open-plan staffing environment and a professional employee dress code were identified. Internal promotion was found to be influential to the responsiveness of a staffing agency’s service, and therefore the need to segment employees to determine how much and how frequently information needs to be communicated to each group of employees was mentioned. The importance of staffing agencies considering the use of new media such as social networking websites, intranets and wikis was identified as most staffing agency employees work at the clients’ premises.
- Full Text:
Organisation identity : an exploratory study.
- Authors: Van Tonder, Christian Louis
- Date: 2012-08-16
- Subjects: Corporate image
- Type: Thesis
- Identifier: uj:2553 , http://hdl.handle.net/10210/6006
- Description: D.Litt. et Phil. , Recent studies have found that the life expectancy of organisations is rapidly declining (currently between 40 and 50 years) and that organisational decline and bankruptcy were increasing at disturbing rates. Equally recent contributions in the popular and business press have suggested that the expensive path to corporate failure could be linked to the "identity" or "corporate identity" of the organisation (more specifically the absence thereof). With the exception of the public relations and advertising perspectives, scant attention has been given to the notion of identity within an organisational context. Moreover, very little scholarly research has been conducted on the subject with much of the available literature written at a fairly superficial level by consultants or executives of advertising agencies. This is largely due to the abstract nature of the concept, the ambiguity surrounding its meaning, and the practice of using the organisation identity concept interchangeably with concepts such as corporate image and corporate identity. The current study set about to investigate and determine the theoretical and practical relevance of the organisation identity concept and argued that conceptual clarity was a prerequisite for exploring its relevance at an empirical level. The literature review commenced with clarification of the meaning and nature of organisation, acknowledging that organisational features (e.g. organisation identity) need to be understood from within the context of the organisation. Organisation theory, psychological perspectives (theory) on organisation, organisational change, organisational performance and new / emerging forms of organisation were subsequently reviewed and a fundamental perspective established as context for considering the concept of organisation identity. The empirical findings of the study were consistent with many of the theoretical assumptions regarding the nature of identity (essentially the organisation's distinctive character, as conveyed by its unique / distinctive, central or core and enduring features). Results furthermore suggest that processes of identity acquisition and the concept of identity crisis may be rewarding avenues for continued research. Conclusions, though constrained by the non-probability (convenience) nature of the research sample, nonetheless confirmed the linkage (and sensitivity) of organisation identity to the more generic life cycle of organisations and organisational change processes. The strong and pervasive relationship of organisation identity with organisational performance indexes has profound implications for the conceptualisation of organisations, their management and survival, and generally the role of leadership. It introduces a hitherto unknown concept into the performance management domain, which, on reflection, suggests that many established managerial routines, and practices may need to be reconsidered. For this research population, it is suggesting that management may comfortably redirect managerial focus, energy, and other resources towards identity establishment, maintenance and/or management with solid prospects for enhancing organisational performance. The latter is applicable regardless of whether performance in this context refers to short or medium term financial or other indicators. It was concluded that if the research findings could be extrapolated to a broader community of organisations, and were acted upon in a concerted manner by management, that the life expectancy of organisations could be significantly extended. This will ensure positive benefits not only to the workforce and those affected by organisations, but also society at large.
- Full Text:
Mediamonitering in die bestuur van korporatiewe beeld
- Authors: Bedeker, F.R.
- Date: 2012-09-04
- Subjects: Corporate image , Corporate image - Management , Corporate image - Marketing
- Type: Thesis
- Identifier: uj:3486 , http://hdl.handle.net/10210/6877
- Description: M.Comm. , Die waarde van hierdie ondersoek hou verband met die bemarking van 'n onderneming en die handhawing van 'n mededingende voordeel deur die projektering van 'n positiewe beeld (Anon., 1995a:92; Bateman & Zeithaml, 1993:75; Caminiti, 1992:50; Kotler & Armstrong, 1991:240). Hierdie aspek neem toe in belangrikheid soos wat die besigheidsmilieu in Suid-Afrika verander, veral wat betref die toetrede van buitelandse maatskappye tot die Suid-Afrikaanse mark.
- Full Text:
Organisational ethical reputation as a decision-making factor in job seekers’ organisational choice
- Authors: Donaldson, Hayley Kathryn
- Date: 2012-10-30
- Subjects: Job hunting - Decision making , Business ethics , Corporate image , Generation Y - Employment
- Type: Mini-Dissertation
- Identifier: uj:10477 , http://hdl.handle.net/10210/7949
- Description: M.Phil. , Little is known regarding the factors that South African Generation Y job seekers consider in choosing an organisation for which to work. The objectives of this study were to construct the mental models held by the research participants with regard to choosing an organisation for which to work, as well as to investigate the extent to which participants consider the ethical reputation of organisations in their organisational choice. The study was approached from a qualitative perspective. Interviews were conducted with ten participants, using the repertory grid technique. Participants were honours and masters students, between the ages of 21 and 32, studying business management at a tertiary institution in Gauteng. It was found that the factors that are considered by contemporary job seekers are exposure to opportunity, personal and career growth and development, reputation, organisational characteristics, recruitment and selection, organisational innovation and entrepreneurship, recognition and rewards, employee-centricity, remuneration and benefits, as well as social awareness. Importantly, the findings suggest that ethics and the ethical reputation of organisations are of little consequence to young, South African job seekers. The findings of this study have a number of academic and practical implications: firstly, they serve to augment the body of literature on the factors considered by job seekers in their choice of an organisation for which to work; secondly, they might allow organisations to tailor their employee value propositions to the demands and priorities of Generation Y job seekers; thirdly, organisations might attempt to give themselves an „edge‟ by marketing themselves to job seekers on the basis of a positive ethical reputation; fourthly, findings suggest that ethics instruction at the tertiary level may have to be modified in order to provide young South Africans with an ethics vocabulary that might allow them to evaluate and express their views on the reputations of organisations; and, finally, these findings mightcreate awareness amongst job seekers and encourage them to be more discerning in their organisational choice. Keywords: ethics, ethical reputation, organisational reputation, organisational choice, repertory grid technique, Generation Y job seekers
- Full Text:
Ethical reputation as a decision-making factor in Generation Y job seekers’ organisational choice
- Authors: Van der Merwe, Rensché Maria
- Date: 2014-05-05
- Subjects: Job hunting - Decision making , Generation Y - Employment , Psychology, Industrial , Corporate image , Business ethics
- Type: Thesis
- Identifier: uj:10932 , http://hdl.handle.net/10210/10505
- Description: M.Com. (Industrial Psychology) , The main objective of this study was to establish whether Generation Y job seekers consider the ethical reputation of organisations in their job-seeking endeavours. Further objectives were to identify whether job seekers from this generational group would, despite their preferences, consider working for any organisation that 1) is prepared to provide them with employment, or 2) offers competitive financial remuneration. A quantitative research study was conducted, utilising a self-developed questionnaire, labelled the Organisational Choice Indicator (OCI). Due to the inherent difficulty of obtaining unbiased responses on sensitive topics, the questionnaire measured respondents’ responses from two perspectives —self-report and non-self-report. The questionnaire was administered using a sample of convenience at a South African-based university (n = 1 992). Exploratory factor analysis was conducted, using principal axis factoring with direct oblimin rotation to facilitate interpretation. One reliable factor was extracted, containing the eight ethics-related items included in the questionnaire, and was labelled Ethical reputation. Three other (non-ethics-related) reliable factors were extracted, namely Organisational characteristics, Opportunities and benefits, and Transformation. Findings show that, although ethical reputation is a factor for consideration, the Opportunities and benefits factor has the highest mean score, and is thus considered more important than any of the other factors when making organisational choices. The analyses of variance showed that the respondents who indicated that they will consider the organisation's ethical reputation as a factor in their decision-making, in turn also admitted that they will work for any organisation that offers them employment. This could be due to the high levels of job scarcity leading to survival ethics. Furthermore, those individuals who indicated that they would consider the ethical reputation of the organisation in their job-seeking endeavours, later indicated that they will not work for any organisation purely because the pay is good. This indicates that these individuals will not work for any organisation, regardless of the financial package being offered, without considering the ethical reputation of the organisation. The four factors that were reliably extracted (Ethical reputation, Organisational characteristics, Opportunities and benefits, and Transformation) were significantly positively inter-correlated. In addition, the findings indicate that respondents tend to respond in a similar manner when reporting on the self and on the non-self.
- Full Text:
Semantiese differensiaal as opnametegniek vir die bepaling van maatskappybeeld
- Authors: Joubert, Johan Pierre Retief
- Date: 2014-06-04
- Subjects: Attitude (Psychology) - Testing , Attitude change , Semantic differential technique , Corporate image
- Type: Thesis
- Identifier: uj:11371 , http://hdl.handle.net/10210/11009
- Description: M.A. (Industrial Psychology) , This study attempted to measure the public image of an organisation, and to determine the applicability of a Semantic Differential scale for use in telephone surveys. The public image of an organisation plays an important role in the success of that organisation, as the environment continually provides inputs in the form of favourable or unfavourable actions towards the organisation. It is also important for management to know the public's image of that organisation, and which scales and surveys can be used in the determination of that image. Data were collected from two random samples of N = 220 and N = 190 whites respectively. The first sample's image of Company X was measured with a Likert type mail questionnaire. The second sample's image of Company X was measured using a Semantic Differential type telephone questionnaire. The data was then analysed using parametric statistics. Results on both the Likert scale and semantic differential indicated that the white public exhibited relatively favourable attitudes towards Company X, Afrikaans speakers were, on the whole, more positive towards Company X, than English sneakers. Only two aspects of the public image namely the utilization of employees, and employer - employee relations, were evaluated negatively.
- Full Text:
Bridging the gap between image projected by an oil company and the reputation held by community stakeholders
- Authors: Ralehoko, K. , Oksiutycz-Munyawiri, A. , Maleho, L.
- Date: 2018
- Subjects: Corporate social investment , Environmental sustainability , Corporate image
- Language: English
- Type: Conference proceedings
- Identifier: http://hdl.handle.net/10210/278911 , uj:29939 , Citation: Ralehoko, K., Oksiutycz-Munyawiri, A. & Maleho, L. 2018. Bridging the gap between image projected by an oil company and the reputation held by community stakeholders.
- Description: Abstract: The study analyses the gap between the corporate social investments (CSI) projected by a petroleum company, and the community expectations about the company’s CSI and consequently on the impact these perceptions have on the company’s reputation among these stakeholders. Two-step qualitative research design was used for this study. During the first stage of content analysis of a sample of news releases about the company’s CSI initiatives, available on the company’s website were analysed to identify how the company projects its CSI identity. In the second stage, three focus groups were conducted with the community members to identify the community perceptions about the company’s CSI initiatives and their impact on the company’s reputation among the community. Data collected from the study revealed that the CSI initiatives implemented were effective in contributing to the social transformation; however, the organisation did not address the local community’s concerns regarding environmental concerns. Communicating CSI image effectively can assist in building a company’s reputation and developing a positive perception from the stakeholders, which can result in a good organisational reputation. The value of the study is to understand the impact of communicating CSI to stakeholders has inbuilding perceptions of the organisation in a community where the oil company operates. For ethical purpose, the authors used a pseudonym to disguise the name of the organization and host community.
- Full Text:
Organisational reputation in the wake of service delivery related stakeholder activism : a local government perspective
- Authors: Shale, Thotoane
- Date: 2019
- Subjects: Community activists - South Africa , Municipal services - South Africa , Corporate image
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/421338 , uj:35910
- Description: Abstract: Municipalities face community activists because of poor service delivery, poor communication and accountability, which results in weak relationships with these communities. In turn, this poses a reputation risk for municipalities. Therefore, this research explores how community activism affects the reputation of municipalities by investigating how community activism is enacted in response to failures in municipal service delivery; exploring how activist communities affected by service delivery issues pose municipal reputation risk and studying how municipalities can mitigate this risk. To explore the impact of community activism on reputation; the conceptual framework composing of community activism, reputation risk and reputation risk mitigation, as well as the theoretical framework consisting of stakeholder and situational crisis communication theories and the impressional approach to reputation, were studied through a literature review. Data was gathered using semi-structured interviews with communicators from selected Northern Cape municipalities and thematically analysed using Braun’s six-phase framework. The study revealed that the use of complaints shared through letters, or memorandums, complaints or suggestion boxes or media; protests, marches, denial of access to public facilities, vandalism and rates withholding comprised some of the ordinary means of community activism within selected municipalities. Visual activism is rare in the province, while communities having private meetings with municipal leaders seems unique to the Northern Cape. The reputation risk posed by these forms of activism enactment includes loss of integrity for the municipality and its leadership as perceived by local communities and other stakeholders and further perceptions that the municipality is failing to deliver services. Municipalities could mitigate this reputation risk through several tactics that this study suggests, and it further recommends that future researchers test these tactics. , M.A. (Strategic Communication)
- Full Text:
Precursors and outcome of satisfaction in business-to-business relationship building: an information communication technology industry perspective in South Africa
- Authors: Hlefana, Mpho , Roberts-Lombard, Mornay , Stiehler-Mulder, E.
- Date: 2020
- Subjects: B2B , Corporate image , Customisation
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/426280 , uj:36558 , Hlefana, M., Roberts-Lombard, M. & Stiehler-Mulder, B.E., 2020, ‘Precursors and outcome of satisfaction in business-to-business relationship building: An information communication technology industry perspective in South Africa’, Acta Commercii 20(1), a777. https://doi.org/10.4102/ac. v20i1.777
- Description: Abstract: Orientation: To secure a competitive business position, mobile business service providers need to explore the factors that, in predicting customer loyalty, will enable them to focus marketing efforts on improving their current customer management strategy, ultimately leading to enhanced satisfaction...
- Full Text: