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A comparative study of leadership, strategic direction and reward on employment perfomance

  • Authors: Gopal, D. M. S
  • Date: 2016
  • Subjects: Leadership , Performance - Evaluation , Performance - Management , Employee motivation , Employees - Rating of , Compensation management , Incentives in industry , Incentive awards
  • Language: English
  • Type: Masters (Thesis)
  • Identifier: http://hdl.handle.net/10210/82434 , uj:18957
  • Description: Abstraction: The consensus from leadership is that for a business to perform there is a need for quality employees. Besides being capable of doing their job well, employees also have to be flexible and capable of adapting to a constantly changing and evolving competitive environment. One of the key tasks of leadership is performance management and this involves many roles which include leading by example, being a compelling and effective communicator as well as being able to partner up and collaborate as stated by Blunt and Jones (1992). The need for staff to perform at their peak consistently is no longer negotiable and the need to retain exceptional performing staff in the financial services sector is of utmost importance (Arnold & Boshoff, 2000). Financial rewards, both variable and fixed, Short Term Incentive Plans (STIP’s) and Long Term Incentive Plans (LTIP’s) are reward schemes used by leadership in the financial services sector with the assumption that it is beneficial to employers (PricewaterhouseCoopers, 2012). This research studied the relationship between employee performance, immediate leadership; strategic direction and reward. The research approach was quantitative in nature using secondary raw data. Statistically analysis was performed using descriptive statistics, Confirmatory factor... , M.Phil.
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A comparative study of performance management systems for Harare and Johannesburg municipalities

  • Authors: Sixpence, Samuel
  • Date: 2021
  • Subjects: Performance - Management , Municipal government - South Africa - Johannesburg , Municipal government - Zimbabwe - Harare
  • Language: English
  • Type: Doctoral (Thesis)
  • Identifier: http://hdl.handle.net/10210/485511 , uj:44133
  • Description: Abstract: This is a comparative study of performance management systems (PMSs) for City of Harare (Harare Municipality) and City of Johannesburg Metropolitan Municipality (JHB Metropolitan Municipality), which are the largest cities in Zimbabwe and South Africa respectively. The two municipalities are similar in that they have both embraced the concept of a PMS, and are still going through the process of perfecting the implementation. However, they differ in that Harare Municipality uses resultsbased management (RBM) and Johannesburg Municipality uses a balanced scorecard (BSC) to manage employee performance. Although both systems are being used in a municipal context, they have different strengths and weaknesses, providing an opportunity to learn through a comparison of the cases. Due to the challenges associated with comparing organisations in different contexts, the study did not seek to make recommendations for best practice, but to inform policy for implementing PMSs. The researcher, as an HR practitioner at a municipality, had the desire to find solutions to current challenges related to PMSs. The current case study followed a qualitative approach. Research participants were designated by use of the purposive sampling, in addition to data gathered from archival records. Data were analysed iteratively using ATLAS.ti. Harare Municipality and Johannesburg Municipality share common encounters, namely, performance culture, failure to involve employees, poor use of digital technology, and weak rewards management. However, both municipalities‘ PMSs have yielded positive results. Harare Municipality‘s RBM improved, as did its culture of measuring performance, knowledge of stakeholder needs, budgeting system, the culture of achieving results, and societal impacts. Johannesburg Municipality‘s BSC results improved, as did strategic planning, balanced performance measures, the PMS legislative framework, and employee commitment. However, at Harare Municipality, the PMS is affected by a lack of a legislative framework for the PMS, poor monitoring and evaluation, an inappropriate governance structure, poor employee buy-in, and financial constraints. At iii Johannesburg Municipality, the PMS is affected by poor communication of strategy, poor BSC training, lack of teamwork, over-emphasis on the financial measures at the expense of non-financial measures, and weak stakeholder consultation. , Ph.D. (Human Resources Management)
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A food-manufacturing manager’s experiences and perceptions of the implementation of an incentive scheme

A performance management system in a warehousing and distribution organisation

  • Authors: Evert, Juanita
  • Date: 2019
  • Subjects: Performance - Management , Warehouses - South Africa - Evaluation , Warehouses - Management
  • Language: English
  • Type: Masters (Thesis)
  • Identifier: http://hdl.handle.net/10210/414944 , uj:35016
  • Description: M.Com. (Leadership, Performance and Change) , Abstract: Orientation: Warehousing and distribution organisations are affected by the current market volatilities, with increased demands on leadership and employees to achieve financial, strategic, and operational objectives. This scenario — together with the potential negative effect of management’s and employees’ perceptions and experiences of organisations’ performance management systems — adversely affects organisations’ and individuals’ performance. Performance management systems as an important human resources function are often subjective, unhelpful, demotivating, and a waste of time by management and employees. Organisations and leadership must ensure employees achieve organisational and individual performance objectives by means of an effective performance management system. Research purpose: The main research objective of the study was to qualify the role and purpose of a performance management system in a warehousing and distribution organisation, within the context of a dynamic business and organisational...
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Aligning business processes to the strategic goals of the organisation

  • Authors: Thobela, Mondlane
  • Date: 2020
  • Subjects: Strategic planning , Business planning , Performance - Management
  • Language: English
  • Type: Masters (Thesis)
  • Identifier: http://hdl.handle.net/10210/417879 , uj:35407
  • Description: Abstract: The aim of this study is to understand the role that business process engineering domain plays in aligning business processes to the strategic goals of the organization. Business processes are characterised by the receipt of input, conversion, and a specific output as required by the need that triggered the process. As a result, the execution of a business process is subject to numerous inefficiencies that prohibit the successful implementation of strategic goals that an organisation is intending to achieve. These inefficiencies could be eliminated by considering best practices that are applied to improve business processes. This study was seeking to understand the relationship between inefficiencies, business process redesign best practices, and process performance indicators. A great deal of work has been developed by various authors in understanding the effects of inefficiencies, and also a great deal of work has been done in studying best practices within business processes. There is also a lot of work done by various authors within different sectors regarding strategic alignment. There are probably few studies that have examined this relationship between inefficiencies, business process redesign best practices, and strategic goals. This study outlined a conceptual research model which consisted of the following factors: Identification of inefficiencies, Classification of inefficiencies, Business process redesign best practices, and Business process outcome. The model basically considers that identification of inefficiencies will lead to proper classification of inefficiencies, and classification of inefficiencies will result in applying an appropriate business process redesign best practice, which will influence the performance indicators that are normally associated with any business process leading to an aligned business process. A survey was conducted at the South African Post Office by distributing a questionnaire where respondents were allowed to rank each question in order to test the proposed research model. The results obtained were then analysed by applying statistical tools and the model was further analysed through the use of partial least square structural equation modelling. The research confirmed that the classification of inefficiencies is an important factor for the selection of an appropriate business process redesign best practice. The research also confirmed that business process redesign best practices that impact flexibility, time, and quality factors are more important in influencing the business process outcome factor leading to an aligned business process. , M.Phil. (Engineering Management)
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An evaluation of a performance management system in identifying training and development gaps in the Sol Plaatje Local Municipality

  • Authors: Selesho, M.E.
  • Date: 2017
  • Subjects: Performance - Management , Personnel management , Employees - Training of , Sol Plaatje Local Municipality
  • Language: English
  • Type: Masters (Thesis)
  • Identifier: http://hdl.handle.net/10210/262209 , uj:27670
  • Description: M.Com. (Business Management) , Abstract: For the past three decades, the performance management system has become a strategic management tool aimed at improving the South African local government sector. Although the performance management system was developed to assist decision makers to bring about important outputs related to core management activities, training and development (including the ability of employees to perform their duties) have been key aspects in defining organisational performance. In addition, authorities acknowledged the importance of investing in employees’ skills and abilities with the primary objective of enhancing performance. The identification of suitable training and development programmes is critical in achieving this objective. The purpose of this study was to establish the perceptions of managers and human resource practitioners in the application of the performance management system as a tool to identify the training requirements of employees in the Sol Plaatje Local Municipality. A qualitative approach was adopted to conduct the study and a purposeful sampling technique was used to select participants. Six employees were interviewed and an open-ended questionnaire was used to gather the data. This study established a significant gap between theoretical understanding and actual implementation of the performance management system in the municipality. This was attributed to fragmented poor planning of the performance management system, a flawed workplace skills development plan, failure to exploit available resources in providing in-house training, and failure to involve relevant stakeholders throughout the entire process. The study recommended an influential role by municipal leaders and encompassing the planning process which will translate into comprehensive implementation of the performance management system.
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CEO pay-performance sensitivity in the South African context

Determining the readiness of the Johannesburg Roads Agency to introduce a performance management system

  • Authors: Hall, Michael Ralph
  • Date: 2014-07-23
  • Subjects: Performance - Management , Roads - Design and construction - South Africa
  • Type: Thesis
  • Identifier: uj:11746 , http://hdl.handle.net/10210/11472
  • Description: M.B.A. , The Johannesburg Roads Agency (JRA) was formed in July 2000 as part of the iGoli 2002 plan for the city. The iGoli 2002 project forms part of the process of transforming local government in Johannesburg from the debt ridden Greater Johannesburg Transitional Metropolitan Council into a sustainable, efficient and effective unicity government that is able to lead the City of Johannesburg (CoJ) to becoming an African world-class city ...
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High performance team coaching : a positive deviant exploration

Identifying enabling management practices for employee engagement

  • Authors: Joubert, Marius
  • Date: 2012-06-05
  • Subjects: Personnel management , Employee motivation , Management - Employee participation , Performance - Management
  • Type: Thesis
  • Identifier: uj:2391 , http://hdl.handle.net/10210/4845
  • Description: M.Phil. , In an interview with Harvard Business review Gary Hamel (Allio, 2009) noted: “Management is the single largest constraint on business performance.” Current management models and practices need to be reviewed because managers do not seem to be able to add significant value to their organisations anymore. In 2007 the Hay group conducted a study and showed that middle managers in the United Kingdom cost the economy approximately £220 billion per annum (Paton, 2007). According to a Towers Perrin Global Workforce study (2007) it showed overall employee engagement in organisations across the world was 21% whilst disengaged employees was 38%. The Towers study further showed that managers are playing an enormous role in the statistics above. The present study focuses on the concept of creating a management value chain for management, to ensure consistent application of enabling management practices in order to contribute to the improvement of employee engagement and ultimately organisational performance.
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Improving the service of a public organisation through operations management

  • Authors: Moundziegou, Paolo Lendeme
  • Date: 2015
  • Subjects: Human services personnel , State governments - Officials and employees - Pensions , Performance - Management , Civil service - In-service training
  • Language: English
  • Type: Masters (Thesis)
  • Identifier: http://hdl.handle.net/10210/233189 , uj:23802
  • Description: M.Tech. (Operations Management) , Abstract: In this 21st century, there is a need for organisations to meet standard customer‘s expectations regardless the sector in which they operate. Some would be tempted to capitalise the link between productivity and customers which looks more like private businesses while others would just maximise their efforts to satisfy a slice of the population who rely on free or almost free services in reference to public organisations. At the end, any type of organisations is striving toward the achievement of corporate objectives and satisfaction of clients‘ concerns. But then the issue with public services is the quality of services which is most of times criticised by the general opinion. The focus of this research is on a public organisation that has the particularity to offer a crucial service to a part of population of a certain age group that seems susceptible and delicate. The study will delve into the realities that pensioners experienced in Libreville, the capital city of Gabon. The purpose of the research is to evaluate the level of service received in public sector and implement new operations management systems in the objective to improve services. The study was conducted at the ‗Fund for pensioners and family benefits of State‘s agent in Libreville which has been created by the State in order to better the management of pensioners and State agent‘s beneficiary of some advantages. The techniques involved in conducted this research were mainly interviews and focus group discussions toward workers of this company. At the same time a questionnaire was handled to pensioners in which they gave their opinion on simple statements. The research assessed the operational performance of the organisation to identify what were the problems and the causes of those bad performances and finally detect the areas in the road to improvements. The study has demonstrated that the company has problems such as unclear authority over employees, reluctance to change, and misunderstanding on the concept of objectives, long procedures and employee motivation. It was also found that the causes for bad performance are multiples like employees lacking experience, unprofessionalism, faulty application and information technology system. The research has then identified areas of operations management that look for ways of improvement. Numerous recommendations have been enumerated for the company and all people involved in this process for them to adopt it in order to ameliorate activities and highlight the goods points of operations management.
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Organisational readiness for introducing a performance management system

  • Authors: Ochurub, Michael , Bussin, Mark , Goosen, Xenia
  • Date: 2012
  • Subjects: Performance - Management , Organizational effectiveness , Compensation management
  • Language: English
  • Type: Article
  • Identifier: http://hdl.handle.net/10210/226692 , uj:22926 , Citation: Ochurub, M., Bussin, M. & Goosen, X. 2012. Organisational readiness for introducing a performance management system. SA Journal of Human Resource Management, 10(1):1-11. http://dx.doi.org/10.4102/sajhrm.v10i1.389. , Citation: Ochurub, M., Bussin, M. & Goosen, X. 2012. Organisational readiness for introducing a performance management system. , ISSN: 2071-078X (online) , ISSN: 1683-7584 (print)
  • Description: Abstract: The successful introduction of performance management systems to the public service requires careful measurement of readiness for change. Research purpose: This study investigated the extent to which employees were ready for change as an indication of whether their organisation was ready to introduce a performance management system (PMS). Motivation for the study: Introducing system changes in organisations depends on positive employee preconditions. There is some debate over whether organisations can facilitate these preconditions. This research investigates change readiness linked to the introduction of a PMS in a public sector organisation. The results add to the growing literature on levels of change readiness. Research design, approach and method: The researchers used a quantitative, questionnaire-based design. Because the organisation was large, the researchers used stratified sampling to select a sample from each population stratum. The sample size was 460, which constituted 26% of the total population. They used a South African change readiness questionnaire to elicit employee perceptions and opinions. Main findings: The researchers found that the organisation was not ready to introduce a PMS. The study identified various challenges and key factors that were negatively affecting the introduction of a PMS. Practical/managerial implications: The intention to develop and introduce performance management systems is generally to change the attitudes, values and approaches of managers and employees to the new strategies, processes and plans to improve productivity and performance. However, pre-existing conditions and attitudes could have an effect. It is essential to ensure that organisations are ready to introduce performance management systems and to provide sound change leadership to drive the process effectively. This study contributes to the body of knowledge about the challenges and factors organisations should consider when they introduce performance management systems. Contribution/value-add: This research adds to the knowledge about aspects of change readiness, change management and introducing change initiatives.
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Performance management and development schemes for office based educators

  • Authors: Setlhare, Michael Olebogeng
  • Date: 2019
  • Subjects: Performance - Management , Performance contracts in education , Teachers - Performance
  • Language: English
  • Type: Masters (Thesis)
  • Identifier: http://hdl.handle.net/10210/414149 , uj:34918
  • Description: Abstract: This study focused on performance management in general, and the Performance Management and Development Scheme for Office-Based Educators (PMDS) in one of the North West Province’s education districts, in particular. The minor dissertation aimed to determine which variables influence effective performance management systems and performance management and development schemes. Moreover, the study aimed to find practical solutions to improving the performance management and development of office-based educators in the North West Province. The study focused on related contextual variables, knowledge of the determinants, theoretical approaches, concepts and trends that influence the role and value of performance management within the framework of the PMDS for Office-Based Educators in the Dr Ruth Segomotsi Mompati Education District of the North West Province. A qualitative research approach was followed. Moreover, research analysis instruments included the triangulation of unobtrusive research techniques and empirical evidence obtained from interviews. The research found that there is no proper monitoring system to ensure that the PMDS is implemented in the district under study. In line with this, the study proposes that education district supervisors who are responsible for the PMDS should receive training to make qualified decisions. Moreover, they should be held accountable with regard to conducting performance appraisals so that office-based educators can meet their objectives. , M.A. (Public Management and Governance)
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Performance management in higher education : critical leadership perspectives for academic heads of department

  • Authors: Seyama, Sadi Elizabeth
  • Date: 2018
  • Subjects: Education, Higher - Management , Performance - Management , College department heads , Total quality management in higher education
  • Language: English
  • Type: Doctoral (Thesis)
  • Identifier: http://hdl.handle.net/10210/474796 , uj:42808
  • Description: Ph.D. (Education Leadership and Management) , Abstract: This thesis explores academics and academic heads of departments’ (HODs) experiences and understanding of the leadership of performance management as enacted by HODs. Following the transformational mandate of higher education in South Africa, higher education institutions (HEIs) have had to demonstrate measurable accountability. Hence performance management was introduced to manage academic staff performance in line with institutional visions and strategic goals as aligned to broader national political goals. This thesis responds to criticisms that the implementation of performance management in HEIs represents a new form of governance that undermines academics’ professional authority in determining the meaning of quality of teaching and research. Of significance is the critique that performance management is a technology of power used as a surveillance tool that serves to control academics and eventually engender self-disciplinary behaviours that subjugate academics’ subjectivity. Within the execution of performance management, HODs are hierarchically positioned to ensure the performance of the rest of the academics. The performance of HEIs is largely dependent on their leadership of the process. Drawing upon the notions of panopticism, governmentality and the dynamic of power-resistance, and using critical performativity as an analytical framework for the study, I adopted a critical social constructionist approach in my case study of academics in South Africa. The study reveals three predominant accounts of critical leadership, namely, conscious leadership, deliberated leadership and resistance leadership. I argue that the interconnectedness of these leadership accounts shaped how academics and HODs made meaning of critical leadership perspectives for HODs in their leadership of performance management. In the South University context, leadership as invited, demanded or authorised by academics, pertains more to HODs creating a humane, harmonious environment where leadership is relational and effected through the continuum of leader-colleague or colleague-colleague and a neutralised power...
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Performance management of academic employees in an engineering faculty

  • Authors: Nyembwe, Kasongo
  • Date: 2014
  • Subjects: Performance - Management , Personnel management , Education, Higher - Employees
  • Language: English
  • Type: Masters (Thesis)
  • Identifier: http://hdl.handle.net/10210/493971 , uj:45127
  • Description: Abstract: In recent years, numerous higher education (HE) institutions worldwide have introduced the performance management (PM) system as a human resource management (HRM) strategy to achieve institutional goals. This study investigated the perceptions and attitudes of academic employees towards the PM system in the Engineering Faculty of a South African university. The study pursued four research objectives: the elucidation of the current understanding of PM system by academic staff, the determination of the academics’ acceptance levels with regard to PM, the identification of the reasons underpinning their perceptions and attitudes towards PM and the determination of possible ways of improving the implementation of the system. To achieve the above objectives, a quantitative paradigm was adopted as the research philosophy. The study was implemented in the form of a census using a web-based questionnaire consisting of 40 five-point Likert scale statements. The statements addressed nine PM themes, namely the meaning of PM, the reasons for PM, the purpose of PM, the emotional responses of academics towards PM, the behavioural reactions of academics towards PM, the PM ease of use, the PM system fairness, the training on PM and the PM system improvement. In addition, the questionnaire collected the demographic information of respondents, specifically their positions and tenures in the faculty. The data analysis of responses obtained by means of descriptive statistics and U-test comparison of two groups of respondents including the respondents who started working at the engineering faculty before the creation of the new university and the ones who were recruited in the faculty afterwards was carried out using the SPSS statistical software. Factor analysis could not however be performed due to the relatively small size of the target population of 113 academics... , M.Com. (Business Management)
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Student affairs practitioners’ perceptions of a performance management process

The consequences of employees' work-based identity

  • Authors: Bothma, Filippus Cornelius
  • Date: 2012-06-07
  • Subjects: Identity (Psychology) , Corporate culture , Performance - Management
  • Type: Thesis
  • Identifier: uj:2545 , http://hdl.handle.net/10210/4999
  • Description: D.Comm. , Work-related identities have a major influence on employee behaviour, as specific identities are evoked in response to certain social situations. As part of a larger research project, this study systematically investigated the relationship between work-based identity and selected subjective and objective work outcomes. Based on the research findings, it can be stated that work-based identity plays an important role in determining employees‟ work outcomes, for example, task performance. These work outcomes are important (e.g., labour turnover and task performance) for organisations, as they have cost implications that impact on the organisation‟s financial bottom line. Research purpose: The primary objective of this study was to investigate whether work-based identity is related to the selected subjective consequences personal alienation, burnout, organisational citizenship behaviour - helping behaviour (H-OCB) and work engagement, and the selected objective consequences turnover intention as a proxy for labour turnover, and task performance. The possible mediation effect that the subjective consequences may have on the relationship between work-based identity and the objective consequences were investigated. It was also investigated whether the selected predictors (including work-based identity with the subjective consequences) can predict turnover intention and task performance. In addition, the possibility of the selected biographical and demographic data having a moderating effect on the relationship between the predictors (i.e. work-based identity and the selected subjective consequences) and objective consequences were investigated.
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The FirstRand Founders’ story : exploring synergistic relationships

  • Authors: Fourie, Christel
  • Date: 2016
  • Subjects: First National Bank of Southern Africa , Performance - Management , Banks and banking - South Africa , Organizational effectiveness - Measurement
  • Language: English
  • Type: Doctoral (Thesis)
  • Identifier: http://hdl.handle.net/10210/82418 , uj:18955
  • Description: Abstract: The study explores and describes the FirstRand founders’ efforts and influence in how a business success story unfolded. The research is driven by a desire to understand what made this story. FirstRand is one of South Africa’s largest and foremost financial services groups. The group is made up of world-class companies such as Rand Merchant Bank, First National Bank and WesBank. Hallmarks of all its companies, present and past, include a track record of innovation, strong values and an ownermanager philosophy. The group’s entrepreneurial history can be traced back to 1977 and the founding partnership of GT Ferreira, Laurie Dippenaar and Paul Harris. Over several decades the founders, together with a stable management team, built the group through a series of strategic acquisitions and mergers. The research question was formulated as: What did the three founders contribute individually and collectively to FirstRand’s success? Accordingly, a qualitative mode of enquiry was adopted and a case study design applied. The data were collected through semi-structured interviews with the founders and key role players such as chief executives, supplemented with other data sources. Data were analysed using narrative analysis. The goal was to describe the research setting comprehensively so as to enable readers to see the case study as the writing of history. The researcher’s insights clustered into four main interpretation themes: firstly, the founders’ partnership and complementarity as a success factor, secondly, how leadership worked in the founders’ eyes, thirdly, the founder-leaders as architects of culture formation and fourthly, how the founders created the conditions for emergence. What these insights mean was explored in the section on sensemaking by drawing links to theory that offer plausible perspectives on the FirstRand story. The study’s findings are relevant in revealing theories-in-use from three of the most highly regarded business leaders. There is no similar example to be found. The study’s key contribution is of a theoretical nature. The researcher’s overall impressions point to the founders having contributed a significant leadership and culture perspective that was lived and time-tested over more than three decades. Herein lie the true value-add and uniquely original contribution from this study. In addition several practical and life lessons came to the fore with possible application to readers’ own situations. The... , D.Phil.
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The impact of cultural differences on construction project performance

  • Authors: Maphosa, Samantha Glenda
  • Date: 2015-06-29
  • Subjects: Project management - South Africa , Construction industry - South Africa - Management , Diversity in the workplace - South Africa , Organizational effectiveness , Performance - Management , Engineering - Management
  • Type: Thesis
  • Identifier: uj:13643 , http://hdl.handle.net/10210/13827
  • Description: M.Ing. (Engineering Management) , Construction project success is the number one goal for every client, stakeholders and for project team members who are involved with construction projects. However, construction projects often exceed the stipulated budget, are completed beyond the scheduled period and are not even to the required quality. Despite its poor record, the construction industry contributes a lot to the country’s economy and as such, it should be ensured that it performs better than it has currently. Besides the technical issues/factors which are a norm for influencing construction project performance, recent studies have shown that other factors relating to people and how they interact in teams may in fact have a significant influence on project performance. Consequently, culture and cultural differences seem to be one of the important issues that need to be dealt with and managed properly if projects are to be successful; given the nature of contracting, where joint ventures and partnerships seem to be prevalent (Kivrak et.al, 2009). Therefore, the purpose of this research was to investigate the impact of cultural differences on construction project performance. Because culture is seen as a ‘soft’ issue, it makes it hard to be measured empirically (Ankrah, 2007), and therefore requires to be assessed through the perceptions of the individuals who operate within that particular culture (Palmer, Cooper and Burns, 2010). Five dimensions of culture, namely: age, gender, race/ethnicity, educational background and organisational culture background were investigated and chosen to be measured against the three traditional project outcomes, namely: time, cost and quality, while taking into account safety and productivity. A questionnaire was issued to 310 participants drawn from construction projects across South Africa, and 109 responses were received, giving a response rate of 35.16%. The study reviewed that the construction industry’s performance is poor and it can also be attributed to differences in individuals’ cultural background because culture affects one’s mind in terms of behaviour and decision making. Findings from the study showed that a relationship existed between culture and project performance, and that cultural differences had an impact on construction project performance.
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The relationship between firm size and performance

  • Authors: Mazhinduka, Tinodiwanashe Adrian
  • Date: 2015
  • Subjects: Business enterprises - Size , Performance - Management , Risk , Financial leverage , Corporate governance
  • Language: English
  • Type: Masters (Thesis)
  • Identifier: http://hdl.handle.net/10210/54656 , uj:16244
  • Description: Abstract: The impact of firm size on performance of a firm has been widely debated. There is the view that large firms are able to outperform smaller competitors because of economies of scale. Harsh economic conditions have, however, led to a number of large firms collapsing. Advocates of small firms have noted that the knowledge of niche markets and unique offerings have allowed small firms to remain competitive. This study investigates whether there exists a relationship between firm size and return on assets. To supplement the size variable, the study also considered control variables associated with firm size to determine how they influence the relationship between firm size and return on assets. The study considered a sample of firms in the Industrial Goods and Services sector listed on the JSE to examine the nature of the relationship between firm size and performance, during the period 2004 to 2013. Market capitalisation was used as measure for firm size and return on assets as a measure of firm performance. The study data was analysed by means of a comparative analysis applying descriptive statistics, correlation analysis and a regression analysis. The findings from the correlation and regression analyses indicate that firm size has no influence on firm performance when the combined sample was investigated. However, the results indicate that for small listed firms, firm size has a moderate positive influence on firm performance. For large firms, firm size has no influence on firm performance. The results of the study will be useful for management to focus their efforts on significant variables that influence return on assets. , M.Com. (Financial Management)
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