A critical analysis of the capacity of South African non-executive directors : a model for best practice in South Africa
- Authors: Vandiar, Theroshen
- Date: 2015
- Subjects: Auditing , Corporate governance , Business ethics
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/54643 , uj:16243
- Description: Abstract: Over the last century, significant events have occurred in commerce that shaped the way in which business is conducted and companies managed. The well-known global scandals of the 21st century reopened the debate about mechanisms of responsibility, accountability and governance in business. Specifically, focus shifted to non-executive directors with an expectation for them to represent the best interest of the stakeholders. Research emphasised that the shareholders and individuals, who are potential investors, look to non-executive directors to restore confidence in a troubled market environment. This is also applicable in the South African context, specifically since the country is in a unique era after introducing majority rule democracy in 1994. South Africa needs strong economic growth to address the imbalance in wealth distribution and alleviate poverty. Economic growth is a prerequisite for political and social stability. A prerequisite for economic growth is improved performance of a strong, healthy and sound business sector. Good business is premised on optimal governance performance of the boards of directors of companies. This study therefore investigates the profile of non-executive directors in South Africa, since the majority of the board of directors is constituted by them. It takes into account the added dimension of BEE policies and the requirements of the King III report on corporate governance. The objective of the study is to develop a model of an ideal non-executive director in South Africa. This was done through a comprehensive literature study of directors and empirical testing at large listed companies in South Africa. The outcome of this study is a model that identifies and quantifies the importance of attributes constituting the ideal non-executive director in South Africa. It also makes recommendations relating to best practice non-executive directorships in South Africa. The findings make a valuable contribution to the existing body of knowledge, since it is the first dedicated analysis of the requirements and attributes of South African non-executive directors. This will allow for a means upon which companies can assess potential candidates for non-executive directorships and identify potential shortcomings of existing non-executive directors, which could be addressed by means of training/orientation programs. , D.Phil. (Auditing)
- Full Text:
- Authors: Vandiar, Theroshen
- Date: 2015
- Subjects: Auditing , Corporate governance , Business ethics
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/54643 , uj:16243
- Description: Abstract: Over the last century, significant events have occurred in commerce that shaped the way in which business is conducted and companies managed. The well-known global scandals of the 21st century reopened the debate about mechanisms of responsibility, accountability and governance in business. Specifically, focus shifted to non-executive directors with an expectation for them to represent the best interest of the stakeholders. Research emphasised that the shareholders and individuals, who are potential investors, look to non-executive directors to restore confidence in a troubled market environment. This is also applicable in the South African context, specifically since the country is in a unique era after introducing majority rule democracy in 1994. South Africa needs strong economic growth to address the imbalance in wealth distribution and alleviate poverty. Economic growth is a prerequisite for political and social stability. A prerequisite for economic growth is improved performance of a strong, healthy and sound business sector. Good business is premised on optimal governance performance of the boards of directors of companies. This study therefore investigates the profile of non-executive directors in South Africa, since the majority of the board of directors is constituted by them. It takes into account the added dimension of BEE policies and the requirements of the King III report on corporate governance. The objective of the study is to develop a model of an ideal non-executive director in South Africa. This was done through a comprehensive literature study of directors and empirical testing at large listed companies in South Africa. The outcome of this study is a model that identifies and quantifies the importance of attributes constituting the ideal non-executive director in South Africa. It also makes recommendations relating to best practice non-executive directorships in South Africa. The findings make a valuable contribution to the existing body of knowledge, since it is the first dedicated analysis of the requirements and attributes of South African non-executive directors. This will allow for a means upon which companies can assess potential candidates for non-executive directorships and identify potential shortcomings of existing non-executive directors, which could be addressed by means of training/orientation programs. , D.Phil. (Auditing)
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A critical analysis of the social and ethics committe function when it is monitoring the company's activities in respect of corruption
- Authors: Njokweni, Penelope Nomhle
- Date: 2019
- Subjects: Social responsibility of business , Business ethics , Corruption
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/413800 , uj:34874
- Description: Abstract: The aim of this dissertation was to assess the effectiveness of the social and ethics committee when carrying out its function specifically focused on the function to prevent and report corruption with its current formulation and accounting structures. An empirical component was explored in which different companies‟ social and ethics committee reports were investigated in order to assess the effectiveness of the committee. The sample reports were evaluated against guidelines published by the CIPC. Observations made from the study is that it is important for the committee to monitor and report on all six criteria contained in the published guidelines of the CIPC on their report, as the criteria are inter-linked with each other. The lack of independence and accounting structure of the committee threatens its effectiveness, it is for this reason why the legislator should consider codifying some of the principles recommended by the King Code. If the committee is to combat corruption and/or report any company activities that are not in line with the Act and regulation 43, especially bribery and corruption, it needs to function independently and needs to be allowed to report contravention of the Act and any corrupt activities to the regulator and police where necessary. The Public Finance Management Act, Prevention and Combating of Corrupt Activities Act, the King Code and the JSE listing requirements are useful supplementary mechanisms that the committee can utilise in their effort to reduce or prevent corruption in companies It is important to give the committee the right mandate and clear terms of reference to allow it to function independently and objectively, in order to effectively fulfil its function. It is also important to ensure that the committee works effectively given its role which is to protect the company‟s social responsibility and non-financial aspect of the business. , LL.M. (Corporate Law)
- Full Text:
- Authors: Njokweni, Penelope Nomhle
- Date: 2019
- Subjects: Social responsibility of business , Business ethics , Corruption
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/413800 , uj:34874
- Description: Abstract: The aim of this dissertation was to assess the effectiveness of the social and ethics committee when carrying out its function specifically focused on the function to prevent and report corruption with its current formulation and accounting structures. An empirical component was explored in which different companies‟ social and ethics committee reports were investigated in order to assess the effectiveness of the committee. The sample reports were evaluated against guidelines published by the CIPC. Observations made from the study is that it is important for the committee to monitor and report on all six criteria contained in the published guidelines of the CIPC on their report, as the criteria are inter-linked with each other. The lack of independence and accounting structure of the committee threatens its effectiveness, it is for this reason why the legislator should consider codifying some of the principles recommended by the King Code. If the committee is to combat corruption and/or report any company activities that are not in line with the Act and regulation 43, especially bribery and corruption, it needs to function independently and needs to be allowed to report contravention of the Act and any corrupt activities to the regulator and police where necessary. The Public Finance Management Act, Prevention and Combating of Corrupt Activities Act, the King Code and the JSE listing requirements are useful supplementary mechanisms that the committee can utilise in their effort to reduce or prevent corruption in companies It is important to give the committee the right mandate and clear terms of reference to allow it to function independently and objectively, in order to effectively fulfil its function. It is also important to ensure that the committee works effectively given its role which is to protect the company‟s social responsibility and non-financial aspect of the business. , LL.M. (Corporate Law)
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A critical investigation of the utilisation of the active consumer stakeholder concept among South African brand leaders.
- Shapiro, Benjamin Joshua Nell
- Authors: Shapiro, Benjamin Joshua Nell
- Date: 2013-06-06
- Subjects: Business ethics , Branding (Marketing)--South Africa , Social responsibility of business
- Type: Thesis
- Identifier: uj:7579 , http://hdl.handle.net/10210/8446
- Description: M.A. (Marketing Communication) , In this study it is argued that the consumer has evolved and grown into a force that is no longer passive, taking the actions of its brands for granted. They ask questions, challenge and are inherently active, a state of being that is accelerated, facilitated and aided by the Internet and social media. This active stakeholder concept is operationally defined as the pressure exerted by informed consumers to hold brands and organisations responsible and accountable for the well-being of society and the environment, beyond the maximisation of profit, and to expect such entities to be responsive to and in dialogue with consumers as stakeholders of brands and organisations. It is questioned, at the same time, to what extent South African brand leaders have stayed current and informed with regard to this new breed of active consumer stakeholder, and whether Corporate Social Responsibility practices are not often used as a smokescreen to ‘greenwash’ actions. The study aimed to address the research problem by linking the key concepts of corporate social responsibility, stakeholder theory, normative stakeholder theory, corporate social responsiveness, stakeholder activism, stakeholder communication and accountability in an attempt to ascertain to what extent the active consumer stakeholder concept has taken root in strategic communication activities of 50 brand leaders in the country, and to develop a measuring instrument for brands to evaluate to what extent they are attuned to the active consumer stakeholder concept. The research methodology made use of reliability tests and cluster analyses, themes were established based on an extensive literature review. Ultimately, the tool was comprised of a series of Likert-type questions, a ranking question and three open-ended questions which added depth to the other elements of the tool. The findings indicate a lack of congruence, within the sphere of South African brand leaders, with regards to the notion of the active consumer stakeholder. However, they also suggest an assimilation, and move to congruence, through a connection between the nuances that exist at both ends of the stakeholder continuum i.e. shareholder theory and stakeholder theory. Doing good will ultimately be equated with making money.
- Full Text:
- Authors: Shapiro, Benjamin Joshua Nell
- Date: 2013-06-06
- Subjects: Business ethics , Branding (Marketing)--South Africa , Social responsibility of business
- Type: Thesis
- Identifier: uj:7579 , http://hdl.handle.net/10210/8446
- Description: M.A. (Marketing Communication) , In this study it is argued that the consumer has evolved and grown into a force that is no longer passive, taking the actions of its brands for granted. They ask questions, challenge and are inherently active, a state of being that is accelerated, facilitated and aided by the Internet and social media. This active stakeholder concept is operationally defined as the pressure exerted by informed consumers to hold brands and organisations responsible and accountable for the well-being of society and the environment, beyond the maximisation of profit, and to expect such entities to be responsive to and in dialogue with consumers as stakeholders of brands and organisations. It is questioned, at the same time, to what extent South African brand leaders have stayed current and informed with regard to this new breed of active consumer stakeholder, and whether Corporate Social Responsibility practices are not often used as a smokescreen to ‘greenwash’ actions. The study aimed to address the research problem by linking the key concepts of corporate social responsibility, stakeholder theory, normative stakeholder theory, corporate social responsiveness, stakeholder activism, stakeholder communication and accountability in an attempt to ascertain to what extent the active consumer stakeholder concept has taken root in strategic communication activities of 50 brand leaders in the country, and to develop a measuring instrument for brands to evaluate to what extent they are attuned to the active consumer stakeholder concept. The research methodology made use of reliability tests and cluster analyses, themes were established based on an extensive literature review. Ultimately, the tool was comprised of a series of Likert-type questions, a ranking question and three open-ended questions which added depth to the other elements of the tool. The findings indicate a lack of congruence, within the sphere of South African brand leaders, with regards to the notion of the active consumer stakeholder. However, they also suggest an assimilation, and move to congruence, through a connection between the nuances that exist at both ends of the stakeholder continuum i.e. shareholder theory and stakeholder theory. Doing good will ultimately be equated with making money.
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A sociological case study of the relationship between organisational trust and whistleblowing in the workplace
- Authors: Binikos, Elli
- Date: 2008-05-12T13:22:50Z
- Subjects: Whistleblowing management , Business ethics , Trust
- Type: Thesis
- Identifier: uj:7060 , http://hdl.handle.net/10210/359
- Description: Whistleblowing is a form of pro-social behaviour that occurs when a current or former employee reports organisational wrongdoing to any authority that is able to implement corrective action. While models of whistleblowing indicate that a number of social factors may influence an employee’s decision to blow the whistle, very little cognisance is given to the role of organisational trust in such situations. Since whistleblowing situations often pose problems for whistleblowers, organisational trust becomes an important facilitator for the decision to blow the whistle. This study explores whether organisational trust is an influencing social factor that may facilitate whistleblowing. It is found that organisational trust plays a significant role in decisions to blow the whistle. It shows in particular that when organisational trust exists, employees are more likely to blow the whistle, and secondly, that whistleblowing is more likely to take place internally rather than externally. Further, this study shows that in the absence of trust employees will not report organisational wrongdoing, although this finding also suggests that other social factors may impact on the decision not to blow the whistle. This dissertation argues that understanding the relationship between the two phenomena provides greater insight into how organisational trust may affect whistleblowing. , Prof. Tina Uys Dr. Neville Bews
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- Authors: Binikos, Elli
- Date: 2008-05-12T13:22:50Z
- Subjects: Whistleblowing management , Business ethics , Trust
- Type: Thesis
- Identifier: uj:7060 , http://hdl.handle.net/10210/359
- Description: Whistleblowing is a form of pro-social behaviour that occurs when a current or former employee reports organisational wrongdoing to any authority that is able to implement corrective action. While models of whistleblowing indicate that a number of social factors may influence an employee’s decision to blow the whistle, very little cognisance is given to the role of organisational trust in such situations. Since whistleblowing situations often pose problems for whistleblowers, organisational trust becomes an important facilitator for the decision to blow the whistle. This study explores whether organisational trust is an influencing social factor that may facilitate whistleblowing. It is found that organisational trust plays a significant role in decisions to blow the whistle. It shows in particular that when organisational trust exists, employees are more likely to blow the whistle, and secondly, that whistleblowing is more likely to take place internally rather than externally. Further, this study shows that in the absence of trust employees will not report organisational wrongdoing, although this finding also suggests that other social factors may impact on the decision not to blow the whistle. This dissertation argues that understanding the relationship between the two phenomena provides greater insight into how organisational trust may affect whistleblowing. , Prof. Tina Uys Dr. Neville Bews
- Full Text:
An analysis of the development, status and functioning of audit committees at large listed companies in South Africa
- Authors: Marx, Benjamin
- Date: 2010-04-12T10:24:23Z
- Subjects: Auditing , Audit committees , Business ethics , Corporate governance , Financial statements
- Type: Thesis
- Identifier: uj:6774 , http://hdl.handle.net/10210/3184
- Description: D.Comm. , Accurate, credible and reliable financial reporting is critical for the effective functioning of the world’s capital markets and the protection of the interests of stakeholders, who rely on such information for their decision making. All the well- known corporate collapses of the 21st century have in common fraudulent financial reporting, unscrupulous management practices and the fact that they all had audit committees consisting of well-known and respected people. This state of events highlighted the fact that audit committees should not merely exist as window-dressing, but should be effective in their functioning. Audit committees will thus only be of value if they are properly constituted, are functioning effectively and if their role is clearly understood by all the parties concerned. This study’s research problem was to analyse the effective functioning of audit committees in the modern business environment, and the study aimed to investigate the factors and events that impact on the development, status and effective functioning of audit committees at large listed companies in South Africa. This was done through a comprehensive literature study of the factors impacting on audit committees and the empirical testing thereof at the largest listed companies in South Africa. The study found that audit committees are well established, properly constituted, have the authority and resources to effectively discharge their responsibilities and consist of members who act independently and who have the right mix of appropriate experience, financial literacy and financial expertise amongst their members. The audit committee’s role was found to be generally well understood and supported by the board and the Chief Financial Officers. It was further found that the audit committees are effective in discharging their oversight responsibilities on the board’s behalf, with the only real exception being their effectiveness regarding IT-related aspects. However, audit committee reporting in annual reports was found to be of a poor standard and did not reflect the iii actual workings and effectiveness of the committee. It was also found that the audit committee’s perceived responsibilities are evolving and that audit committee members’ legal liabilities are increasing. The research findings make a valuable contribution to the existing body of knowledge on current audit committee practices and developments. The study also outlines new responsibilities for future audit committees, as well as aspects that should be addressed in future legislation, regulations, corporate governance codes and best practice standards for audit committees.
- Full Text:
- Authors: Marx, Benjamin
- Date: 2010-04-12T10:24:23Z
- Subjects: Auditing , Audit committees , Business ethics , Corporate governance , Financial statements
- Type: Thesis
- Identifier: uj:6774 , http://hdl.handle.net/10210/3184
- Description: D.Comm. , Accurate, credible and reliable financial reporting is critical for the effective functioning of the world’s capital markets and the protection of the interests of stakeholders, who rely on such information for their decision making. All the well- known corporate collapses of the 21st century have in common fraudulent financial reporting, unscrupulous management practices and the fact that they all had audit committees consisting of well-known and respected people. This state of events highlighted the fact that audit committees should not merely exist as window-dressing, but should be effective in their functioning. Audit committees will thus only be of value if they are properly constituted, are functioning effectively and if their role is clearly understood by all the parties concerned. This study’s research problem was to analyse the effective functioning of audit committees in the modern business environment, and the study aimed to investigate the factors and events that impact on the development, status and effective functioning of audit committees at large listed companies in South Africa. This was done through a comprehensive literature study of the factors impacting on audit committees and the empirical testing thereof at the largest listed companies in South Africa. The study found that audit committees are well established, properly constituted, have the authority and resources to effectively discharge their responsibilities and consist of members who act independently and who have the right mix of appropriate experience, financial literacy and financial expertise amongst their members. The audit committee’s role was found to be generally well understood and supported by the board and the Chief Financial Officers. It was further found that the audit committees are effective in discharging their oversight responsibilities on the board’s behalf, with the only real exception being their effectiveness regarding IT-related aspects. However, audit committee reporting in annual reports was found to be of a poor standard and did not reflect the iii actual workings and effectiveness of the committee. It was also found that the audit committee’s perceived responsibilities are evolving and that audit committee members’ legal liabilities are increasing. The research findings make a valuable contribution to the existing body of knowledge on current audit committee practices and developments. The study also outlines new responsibilities for future audit committees, as well as aspects that should be addressed in future legislation, regulations, corporate governance codes and best practice standards for audit committees.
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Business ethics for general practitioners in private practice based in Gauteng
- Authors: Hughes, David Ian
- Date: 2009-06-09T08:04:50Z
- Subjects: Business ethics
- Type: Thesis
- Identifier: uj:8455 , http://hdl.handle.net/10210/2617
- Description: M.B.A.
- Full Text: false
- Authors: Hughes, David Ian
- Date: 2009-06-09T08:04:50Z
- Subjects: Business ethics
- Type: Thesis
- Identifier: uj:8455 , http://hdl.handle.net/10210/2617
- Description: M.B.A.
- Full Text: false
Conceptualising organisational ethics talks
- Authors: Schwartzel, Janet
- Date: 2009-04-28T07:15:00Z
- Subjects: Business ethics , Moral and ethical aspects of organizational behavior
- Type: Thesis
- Identifier: uj:8310 , http://hdl.handle.net/10210/2439
- Description: D.Litt. et Phil. , The moral tone and ethical consciousness of an organisation are often reflected in everyday spoken discourse. Discourse (both written and verbal) sends a message about how an organisation does business. Ethical discourse, in turn, sends a message about the ‘right’ and ‘wrong’ way of conducting business, which helps people make better decisions. When business related ethical issues are openly and honestly discussed it propels ethical awareness which in turn may inspire responsible action. Ethical awareness increases responsiveness and sensitivity to ethical issues, as well as enhanced ethical decision-making. The notion of “moral” talk in organisations, i.e. talking about ethics, or organisational “ethics talk” (OET), has however, been scantily addressed in business ethics research and literature (the exception being the work of Waters and Bird in the late 1980s). It can be postulated that OET may be a powerful vehicle for the institutionalisation of ethics in the organisations. For it to be utilised optimally, it has to be placed under theoretical scrutiny before it can be applied in organisational ethics management initiatives. The primary objective of this research was to design an appropriate conceptual framework from which to develop a substantive model for (OET) in an attempt to clarify the concept and its components. A qualitative methodology with grounded theory as a research strategy was employed to develop the substantive model. Eight ethics experts (N=8) were purposively selected to partake as research participants, chosen because of their knowledge, education and experience in the field of business ethics. The research participants’ perceptions, experience and understanding of OET were explored to develop the substantive model. The primary data collection method was semi-structured interviews, which generated rich and descriptive data. The data was systematically analysed using grounded x theory. An in-depth literature review was undertaken following the fieldwork. This was integrated with results of the data analysis once the theoretical directions had become clear. Member checking was executed throughout the research process and a focus group was conducted to verify interpretations and substantiate the initial OET model. The outcomes of the focus group discussion resulted in the drafting of the final model for OET. Based on the findings, OET was defined as intra-organisational spoken or written articulation that reflects the consideration of the ethical interests of (a) the ‘self’ (e.g. organisation, the well being of its members in particular context), and (b) the ‘other’ (e.g. other internal and external stakeholders, other organisations, society). The central elements of the model consist of the following themes: enabling contextual factors, potential catalysts, barriers to OET and effects thereof, categorisation of OET, forms of OET, purposive and unintentional OET, motivations for OET and resulting effects (i.e. outcome versus no outcome).
- Full Text:
- Authors: Schwartzel, Janet
- Date: 2009-04-28T07:15:00Z
- Subjects: Business ethics , Moral and ethical aspects of organizational behavior
- Type: Thesis
- Identifier: uj:8310 , http://hdl.handle.net/10210/2439
- Description: D.Litt. et Phil. , The moral tone and ethical consciousness of an organisation are often reflected in everyday spoken discourse. Discourse (both written and verbal) sends a message about how an organisation does business. Ethical discourse, in turn, sends a message about the ‘right’ and ‘wrong’ way of conducting business, which helps people make better decisions. When business related ethical issues are openly and honestly discussed it propels ethical awareness which in turn may inspire responsible action. Ethical awareness increases responsiveness and sensitivity to ethical issues, as well as enhanced ethical decision-making. The notion of “moral” talk in organisations, i.e. talking about ethics, or organisational “ethics talk” (OET), has however, been scantily addressed in business ethics research and literature (the exception being the work of Waters and Bird in the late 1980s). It can be postulated that OET may be a powerful vehicle for the institutionalisation of ethics in the organisations. For it to be utilised optimally, it has to be placed under theoretical scrutiny before it can be applied in organisational ethics management initiatives. The primary objective of this research was to design an appropriate conceptual framework from which to develop a substantive model for (OET) in an attempt to clarify the concept and its components. A qualitative methodology with grounded theory as a research strategy was employed to develop the substantive model. Eight ethics experts (N=8) were purposively selected to partake as research participants, chosen because of their knowledge, education and experience in the field of business ethics. The research participants’ perceptions, experience and understanding of OET were explored to develop the substantive model. The primary data collection method was semi-structured interviews, which generated rich and descriptive data. The data was systematically analysed using grounded x theory. An in-depth literature review was undertaken following the fieldwork. This was integrated with results of the data analysis once the theoretical directions had become clear. Member checking was executed throughout the research process and a focus group was conducted to verify interpretations and substantiate the initial OET model. The outcomes of the focus group discussion resulted in the drafting of the final model for OET. Based on the findings, OET was defined as intra-organisational spoken or written articulation that reflects the consideration of the ethical interests of (a) the ‘self’ (e.g. organisation, the well being of its members in particular context), and (b) the ‘other’ (e.g. other internal and external stakeholders, other organisations, society). The central elements of the model consist of the following themes: enabling contextual factors, potential catalysts, barriers to OET and effects thereof, categorisation of OET, forms of OET, purposive and unintentional OET, motivations for OET and resulting effects (i.e. outcome versus no outcome).
- Full Text:
Corporate governance: the ethical shortfall within the business practice
- Authors: Kotsis, Aristidis
- Date: 2010-10-28T08:57:01Z
- Subjects: Corporate governance , Business ethics
- Type: Thesis
- Identifier: uj:6947 , http://hdl.handle.net/10210/3457
- Description: M.Comm. , Corporate governance has become a heated topic of debate when meetings arise and new legislation is drafted. It is also a means to mould new ways of doing business as more and more businessmen are found to be committing irregularities in their actions. Fraud has become rife with over 30 000-fraud cases reported annually. Where will it end and how to curb this? Within this study, a comparison is drawn between corporate governance and ethics. The interrelationship between the two is noted and compared. The differences are brought forward and similarities discussed. The study tries to define ethics and corporate governance. It then moves on to establish which are the principles of corporate governance. This is followed by an evaluation of ethics and corporate governance. Finally, recommendations are made to make corporate governance more effective. These are hard questions but ones, which need answering. The study concerns itself with the study of corporate governance and ethics. Corporate governance is not merely a theoretical tool but one, which needs to be practiced. The question concerning the fact that ethics is synonymous to corporate governance is questioned and answered. In question are the definitions of ethics and corporate governance. Each is defined but the realisation that there is more than one definition of each, which is widely used, is debated. Each definition brings its own problems but also proves that it is vital to the whole. Definitions are usually one-liners, which instil an author’s point of view. To complement each definition further elaborance is made. Each of these further defining statements are discussed and compared to the definitions. A comparison is sought and the purpose of these elaborances is discussed. The principles of corporate governance are documented and later discussed in detail. Comparisons with ethics are drawn and the principles are later discussed with practical examples to serve as guidelines and examples. The driving principles of corporate governance and the King report are debated and transparency proves to be the driving factor over and above all other principles. Within the study, it becomes apparent that corporate governance is only essential in big business. Small to medium business is left out. Why should this be? Another provocative question reviewed is the question of whether corporate governance is essential or not. Why all this fuss over a theoretical report. However, to discuss corporate governance without ethics is like using only half measures in a teacup. Defining ethics is easy but the real study comes forth when the true essence of what is ethics is debated. Morality is a factor but the inner soul’s consciousness of what is right or wrong is discussed. The laws of human nature serve all. The scales can be tipped either way if the price is perceived high enough. The rights and obligations of ethics are questioned together with the director’s responsibilities in determining the ethical climate in business.
- Full Text:
- Authors: Kotsis, Aristidis
- Date: 2010-10-28T08:57:01Z
- Subjects: Corporate governance , Business ethics
- Type: Thesis
- Identifier: uj:6947 , http://hdl.handle.net/10210/3457
- Description: M.Comm. , Corporate governance has become a heated topic of debate when meetings arise and new legislation is drafted. It is also a means to mould new ways of doing business as more and more businessmen are found to be committing irregularities in their actions. Fraud has become rife with over 30 000-fraud cases reported annually. Where will it end and how to curb this? Within this study, a comparison is drawn between corporate governance and ethics. The interrelationship between the two is noted and compared. The differences are brought forward and similarities discussed. The study tries to define ethics and corporate governance. It then moves on to establish which are the principles of corporate governance. This is followed by an evaluation of ethics and corporate governance. Finally, recommendations are made to make corporate governance more effective. These are hard questions but ones, which need answering. The study concerns itself with the study of corporate governance and ethics. Corporate governance is not merely a theoretical tool but one, which needs to be practiced. The question concerning the fact that ethics is synonymous to corporate governance is questioned and answered. In question are the definitions of ethics and corporate governance. Each is defined but the realisation that there is more than one definition of each, which is widely used, is debated. Each definition brings its own problems but also proves that it is vital to the whole. Definitions are usually one-liners, which instil an author’s point of view. To complement each definition further elaborance is made. Each of these further defining statements are discussed and compared to the definitions. A comparison is sought and the purpose of these elaborances is discussed. The principles of corporate governance are documented and later discussed in detail. Comparisons with ethics are drawn and the principles are later discussed with practical examples to serve as guidelines and examples. The driving principles of corporate governance and the King report are debated and transparency proves to be the driving factor over and above all other principles. Within the study, it becomes apparent that corporate governance is only essential in big business. Small to medium business is left out. Why should this be? Another provocative question reviewed is the question of whether corporate governance is essential or not. Why all this fuss over a theoretical report. However, to discuss corporate governance without ethics is like using only half measures in a teacup. Defining ethics is easy but the real study comes forth when the true essence of what is ethics is debated. Morality is a factor but the inner soul’s consciousness of what is right or wrong is discussed. The laws of human nature serve all. The scales can be tipped either way if the price is perceived high enough. The rights and obligations of ethics are questioned together with the director’s responsibilities in determining the ethical climate in business.
- Full Text:
Corporate social responsibility practices in portfolio firms
- Authors: Waweru, A.N.
- Date: 2019
- Subjects: Social responsibility of business , Business ethics
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/414085 , uj:34910
- Description: Abstract: Corporate Social Responsibility (CSR) is a topic of global discussion that is ongoing. Firms are increasingly encouraged to practise CSR as part of their strategic initiatives. The encouragement is to transition from a single bottom line perspective to a triple bottom line that includes the environment, and social and economic metrics. There is scant academic literature on CSR practices in private equity firms and portfolio firms. The aim of this study is to investigate CSR practices in portfolio firms. The study used a qualitative research method that involved 12 participants at senior management level from portfolio firms managed by two private equity companies. Non-probability sampling was used to select the participants in the study. In-depth semi-structured telephonic interviews were conducted for data collection which were recorded and transcribed with approval from the participants. The data was subsequently analysed using qualitative content analysis. The findings have revealed that portfolio firms undertake CSR practices, with the majority of the firms engaging in philanthropic activities in their communities. The CSR practices include early childhood education, charitable giving such as sports sponsorships, socio-economic development of communities and provision of healthcare and wellness programmes. The findings have also revealed that private equity firms are not involved in the decision making of CSR activities undertaken by portfolio firms. In addition, the findings have revealed that implementation of CSR practices is either done internally in the portfolio firms or through partnerships through contractual agreements. The challenges faced during implementation of CSR are lack of funding, lack of time, lack of CSR prioritisation and lack of specialised CSR skills. , M.Com. (Business Management)
- Full Text:
- Authors: Waweru, A.N.
- Date: 2019
- Subjects: Social responsibility of business , Business ethics
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/414085 , uj:34910
- Description: Abstract: Corporate Social Responsibility (CSR) is a topic of global discussion that is ongoing. Firms are increasingly encouraged to practise CSR as part of their strategic initiatives. The encouragement is to transition from a single bottom line perspective to a triple bottom line that includes the environment, and social and economic metrics. There is scant academic literature on CSR practices in private equity firms and portfolio firms. The aim of this study is to investigate CSR practices in portfolio firms. The study used a qualitative research method that involved 12 participants at senior management level from portfolio firms managed by two private equity companies. Non-probability sampling was used to select the participants in the study. In-depth semi-structured telephonic interviews were conducted for data collection which were recorded and transcribed with approval from the participants. The data was subsequently analysed using qualitative content analysis. The findings have revealed that portfolio firms undertake CSR practices, with the majority of the firms engaging in philanthropic activities in their communities. The CSR practices include early childhood education, charitable giving such as sports sponsorships, socio-economic development of communities and provision of healthcare and wellness programmes. The findings have also revealed that private equity firms are not involved in the decision making of CSR activities undertaken by portfolio firms. In addition, the findings have revealed that implementation of CSR practices is either done internally in the portfolio firms or through partnerships through contractual agreements. The challenges faced during implementation of CSR are lack of funding, lack of time, lack of CSR prioritisation and lack of specialised CSR skills. , M.Com. (Business Management)
- Full Text:
Die menslike hulpbronpraktisyn as fasiliteerder van etiese gedrag in organisasies
- Authors: Van Vuuren, Leon J.
- Date: 2012-09-11
- Subjects: Business ethics , Personnel management , Personnel directors
- Type: Thesis
- Identifier: http://ujcontent.uj.ac.za8080/10210/388276 , uj:9945 , http://hdl.handle.net/10210/7342
- Description: D.Comm. , South African organisations seem to do very little to enhance business ethics, nor do they seem to promote employees' ethical behaviour. The possibility that the human resource management (HRM) practitioner may act as facilitator of organisational ethical behaviour was proposed as a possible solution to the aforementioned problem. This possibili~y was formulated in the form of a research question. An interdisciplinary approach which consisted of the fields of business ethics and industrial psychology, with the latter being operationalised as human resource management (HRM), was applied as theoretical foundation. It was also decided to utilise a literature study as research method. The analysis was conducted at the micro level, i.e. the intra-organisational level of business ethics analysis. The type of ethical analysis chosen for this purpose was descriptive ethics. An exploration of the importance of business ethics, and the necessity to do something about it, yielded, the following findings amongst others: empirical proof that ethics is also good business exists, it is a cost-effective option to invest in morality, and the cost of immorality is frighteningly high. It was also found that it is indeed possible to learn ethical behaviour in an organisational setting. This may be accomplished as a result of the reciprocity of social interaction which presupposes moral learning. The aspects that determine ethical behaviour in organisations were categorised as individual, external environmental and organisational determinants. Managerial interventions which can be applied at the strategic and systems levels to facilitate ethical behaviour and to create an ethical organisational culture, were identified and described. An analysis of the nature and role of the HRM function in organisations, as well as a critical exploration of the question relating to the possible role of the HRM practitioner being the most suitable candidate to assume responsibility for managing ethics in organisations, revealed that the practitioner does indeed have such a role. HRM practitioners have a responsibility for human ethical behaviour, by virtue of their knowledge of and functional involvement with human behaviour in the organisational setting. It was further determined that the HRM practitioner features as the most prominent contender to facilitate ethical behaviour in the organisation. HRM practitioners may use the principle of stewardship as the main source of energy in the establishment of an ethical orientation to enable them to facilitate ethical organisational behaviour at the strategic, systems and operational levels. Should the HRM practitioner assume such a role, a number of attitudinal, competence and accountability implications may apply. In addition to this, several factors that may inhibit the optimal fulfillment of this "new" role were identified, e.g. generic factors, factors specific to the HRM profession as well as factors unique to the South African situation. The most significant finding of this research endeavour was that despite their existing high workload, HRM practitioners are the suitable candidates to act as business ethics functionaries, e.g. as organisational ethics officers. This finding remains valid irrespective of the possibilities that this may only be a temporary• role and that practitioners may not necessarily embrace this role without reservation. The role was explained by means of a descriptive model. It is shown in the model how certain determinants (as inputs), can be transformed by practitioners possessing a specific orientation and attributes, to produce certain outcomes, which may be typified as characteristics of an ethical organisation. This transformation is executed despite the presence of some inhibiting factors.
- Full Text:
- Authors: Van Vuuren, Leon J.
- Date: 2012-09-11
- Subjects: Business ethics , Personnel management , Personnel directors
- Type: Thesis
- Identifier: http://ujcontent.uj.ac.za8080/10210/388276 , uj:9945 , http://hdl.handle.net/10210/7342
- Description: D.Comm. , South African organisations seem to do very little to enhance business ethics, nor do they seem to promote employees' ethical behaviour. The possibility that the human resource management (HRM) practitioner may act as facilitator of organisational ethical behaviour was proposed as a possible solution to the aforementioned problem. This possibili~y was formulated in the form of a research question. An interdisciplinary approach which consisted of the fields of business ethics and industrial psychology, with the latter being operationalised as human resource management (HRM), was applied as theoretical foundation. It was also decided to utilise a literature study as research method. The analysis was conducted at the micro level, i.e. the intra-organisational level of business ethics analysis. The type of ethical analysis chosen for this purpose was descriptive ethics. An exploration of the importance of business ethics, and the necessity to do something about it, yielded, the following findings amongst others: empirical proof that ethics is also good business exists, it is a cost-effective option to invest in morality, and the cost of immorality is frighteningly high. It was also found that it is indeed possible to learn ethical behaviour in an organisational setting. This may be accomplished as a result of the reciprocity of social interaction which presupposes moral learning. The aspects that determine ethical behaviour in organisations were categorised as individual, external environmental and organisational determinants. Managerial interventions which can be applied at the strategic and systems levels to facilitate ethical behaviour and to create an ethical organisational culture, were identified and described. An analysis of the nature and role of the HRM function in organisations, as well as a critical exploration of the question relating to the possible role of the HRM practitioner being the most suitable candidate to assume responsibility for managing ethics in organisations, revealed that the practitioner does indeed have such a role. HRM practitioners have a responsibility for human ethical behaviour, by virtue of their knowledge of and functional involvement with human behaviour in the organisational setting. It was further determined that the HRM practitioner features as the most prominent contender to facilitate ethical behaviour in the organisation. HRM practitioners may use the principle of stewardship as the main source of energy in the establishment of an ethical orientation to enable them to facilitate ethical organisational behaviour at the strategic, systems and operational levels. Should the HRM practitioner assume such a role, a number of attitudinal, competence and accountability implications may apply. In addition to this, several factors that may inhibit the optimal fulfillment of this "new" role were identified, e.g. generic factors, factors specific to the HRM profession as well as factors unique to the South African situation. The most significant finding of this research endeavour was that despite their existing high workload, HRM practitioners are the suitable candidates to act as business ethics functionaries, e.g. as organisational ethics officers. This finding remains valid irrespective of the possibilities that this may only be a temporary• role and that practitioners may not necessarily embrace this role without reservation. The role was explained by means of a descriptive model. It is shown in the model how certain determinants (as inputs), can be transformed by practitioners possessing a specific orientation and attributes, to produce certain outcomes, which may be typified as characteristics of an ethical organisation. This transformation is executed despite the presence of some inhibiting factors.
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Ethical business behaviour in the pharmaceutical industry
- Authors: Andhee-Shah, Neel
- Date: 2016
- Subjects: Business ethics , Pharmaceutical industry - Moral and ethical aspects
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/225637 , uj:22793
- Description: Abstract: Over the past few years South Africa has made great strides in following its European and American counterparts, and has managed to develop highly effective models for the regulation of the pharmaceutical industry (Laban, 2003). There has also been media coverage in the international press about pharmaceutical companies being fined for unethical business practices (Evans, 2009; Kelton, 2012). In recent times the South African economy, like the rest of the world, has been under financial pressure due to the global financial crisis and local market pressures. This has led to a decline in many of the sectors, including the healthcare sector. The research aims to examine the effect that business ethics and ethical principles have as a success factor for business within the South African pharmaceutical sector. The main purpose of the research was to determine whether ethical business behaviour in the pharmaceutical business environment is a success factor to sustainable business. The research explored whether or not managers drive ethical behaviour within the pharmaceutical companies in the pursuit of driving sales targets. The researcher embarked on this research as he observed through his tenure as an employee in some multi national and local pharmaceutical companies that not all decisions within these organisations were founded on ethical principles. The research applied qualitative exploration methodology as the investigative tool with a purposefully selected sample of managers from within the pharmaceutical industry and healthcare practitioners who have direct dealings with the pharmaceutical industry The research focuses on what the driving forces are for business ethics in the South African pharmaceutical industry and whether ethical business behaviour in the South African pharmaceutical business environment was a success factor to sustainable business. The study concludes by re-iterating the researcher’s initial thoughts on the influence of the various role players on ethical business success and provides good grounding for further research into business practices within the South African pharmaceutical industry as success factors. A key finding from the research suggests that ethical leadership has an influence of the ethical course a company and its employees embark on; and as leaders the senior management within companies can have both... , M.Com. (Business Management)
- Full Text:
- Authors: Andhee-Shah, Neel
- Date: 2016
- Subjects: Business ethics , Pharmaceutical industry - Moral and ethical aspects
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/225637 , uj:22793
- Description: Abstract: Over the past few years South Africa has made great strides in following its European and American counterparts, and has managed to develop highly effective models for the regulation of the pharmaceutical industry (Laban, 2003). There has also been media coverage in the international press about pharmaceutical companies being fined for unethical business practices (Evans, 2009; Kelton, 2012). In recent times the South African economy, like the rest of the world, has been under financial pressure due to the global financial crisis and local market pressures. This has led to a decline in many of the sectors, including the healthcare sector. The research aims to examine the effect that business ethics and ethical principles have as a success factor for business within the South African pharmaceutical sector. The main purpose of the research was to determine whether ethical business behaviour in the pharmaceutical business environment is a success factor to sustainable business. The research explored whether or not managers drive ethical behaviour within the pharmaceutical companies in the pursuit of driving sales targets. The researcher embarked on this research as he observed through his tenure as an employee in some multi national and local pharmaceutical companies that not all decisions within these organisations were founded on ethical principles. The research applied qualitative exploration methodology as the investigative tool with a purposefully selected sample of managers from within the pharmaceutical industry and healthcare practitioners who have direct dealings with the pharmaceutical industry The research focuses on what the driving forces are for business ethics in the South African pharmaceutical industry and whether ethical business behaviour in the South African pharmaceutical business environment was a success factor to sustainable business. The study concludes by re-iterating the researcher’s initial thoughts on the influence of the various role players on ethical business success and provides good grounding for further research into business practices within the South African pharmaceutical industry as success factors. A key finding from the research suggests that ethical leadership has an influence of the ethical course a company and its employees embark on; and as leaders the senior management within companies can have both... , M.Com. (Business Management)
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Ethical reputation as a decision-making factor in Generation Y job seekers’ organisational choice
- Van der Merwe, Rensché Maria
- 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:
- 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.
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Ethics management : a challenge to public service in South Africa
- Authors: Nethonzhe, Thonzhe Alpheus
- Date: 2015-09-22
- Subjects: Business ethics , Business ethics - South Africa
- Type: Thesis
- Identifier: uj:14167 , http://hdl.handle.net/10210/14610
- Description: M.A. , Today's public managers in the South African public service face complex ethical dilemmas, often having to weigh personal and professional values against current opinion and the law. In the climate of increasing concern over ethical conduct in public service, they should adhere to ethics management. Research for this dissertation indicates that ethics in the public service is poorly managed. It is the responsibility of the public managers to ensure that ethical values, such as efficiency, honesty and integrity, to name just a few, are instilled in their subordinates from the first day of their appointment. Public managers are doers and deciders ...
- Full Text:
- Authors: Nethonzhe, Thonzhe Alpheus
- Date: 2015-09-22
- Subjects: Business ethics , Business ethics - South Africa
- Type: Thesis
- Identifier: uj:14167 , http://hdl.handle.net/10210/14610
- Description: M.A. , Today's public managers in the South African public service face complex ethical dilemmas, often having to weigh personal and professional values against current opinion and the law. In the climate of increasing concern over ethical conduct in public service, they should adhere to ethics management. Research for this dissertation indicates that ethics in the public service is poorly managed. It is the responsibility of the public managers to ensure that ethical values, such as efficiency, honesty and integrity, to name just a few, are instilled in their subordinates from the first day of their appointment. Public managers are doers and deciders ...
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Factors that facilitate trustworthiness of managers in the organisation
- Authors: Kgarimetsa, Tebogo Samuel
- Date: 2012-06-07
- Subjects: Leadership , Organizational effectiveness , Leadership - Moral and ethical aspects , Business ethics , Organizational behaviour - Moral and ethical aspects , Industrial management - Moral and ethical aspects , Trust
- Type: Mini-Dissertation
- Identifier: uj:8702 , http://hdl.handle.net/10210/5055
- Description: M.Comm. , Global recession, competitiveness and technological growth have resulted in the transformation of work. Organisations continued to realign themselves and shed jobs in response to these changes, job security came under threat, and the employer employee trust gap continued to widen. Uncertainties occurred and these uncertainties occurred due to the transformation programmes that leaders of organisations have embarked on to adapt to the economic pressures from the external environment. The employees found themselves vulnerable as the processes unfolded, and the trustworthiness and credibility of managers was questioned by most employees. Organisations however do not have a common understanding of which factors facilitate trustworthiness of managers within the organisation, how the workplace understands trustworthiness, and the extent to which the trustworthiness of managers exists. The premise of this research was to determine the extent to which the facilitators of trustworthiness exist, and to explore what the employees in the work place regard as trustworthiness. The positive existence of the facilitators of trustworthiness that were determined indicated that the immediate subordinates of the managers in the organisation see their managers to be trustworthy. The workplace regarded openness and fulfilment of the promises as important factors that facilitate trustworthiness. In addition, the employees held similar understanding with regard to the theory of trustworthiness on the description of benevolence and personality characteristics. With regard to other factors that facilitate trustworthiness, i.e. openness, integrity, competency, and history of interactions, the gap was identified between the description of the theory and the workplace understanding of the facilitators of trustworthiness.
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- Authors: Kgarimetsa, Tebogo Samuel
- Date: 2012-06-07
- Subjects: Leadership , Organizational effectiveness , Leadership - Moral and ethical aspects , Business ethics , Organizational behaviour - Moral and ethical aspects , Industrial management - Moral and ethical aspects , Trust
- Type: Mini-Dissertation
- Identifier: uj:8702 , http://hdl.handle.net/10210/5055
- Description: M.Comm. , Global recession, competitiveness and technological growth have resulted in the transformation of work. Organisations continued to realign themselves and shed jobs in response to these changes, job security came under threat, and the employer employee trust gap continued to widen. Uncertainties occurred and these uncertainties occurred due to the transformation programmes that leaders of organisations have embarked on to adapt to the economic pressures from the external environment. The employees found themselves vulnerable as the processes unfolded, and the trustworthiness and credibility of managers was questioned by most employees. Organisations however do not have a common understanding of which factors facilitate trustworthiness of managers within the organisation, how the workplace understands trustworthiness, and the extent to which the trustworthiness of managers exists. The premise of this research was to determine the extent to which the facilitators of trustworthiness exist, and to explore what the employees in the work place regard as trustworthiness. The positive existence of the facilitators of trustworthiness that were determined indicated that the immediate subordinates of the managers in the organisation see their managers to be trustworthy. The workplace regarded openness and fulfilment of the promises as important factors that facilitate trustworthiness. In addition, the employees held similar understanding with regard to the theory of trustworthiness on the description of benevolence and personality characteristics. With regard to other factors that facilitate trustworthiness, i.e. openness, integrity, competency, and history of interactions, the gap was identified between the description of the theory and the workplace understanding of the facilitators of trustworthiness.
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Factors that impact on whistle-blowing at a financial institution
- Authors: Britz, Ben
- Date: 2013-07-11
- Subjects: Whistle blowing , Financial institutions - Corrupt practices - Prevention , Financial institutions - Moral and ethical aspects , Business ethics
- Type: Thesis
- Identifier: uj:7601 , http://hdl.handle.net/10210/8468
- Description: M.Com. (Business Management) , South Africa as a country is struggling with the impact and consequences of fraud and corruption. This problem is driven by mostly white-collar crime and organisational wrongdoing. One of the largest banks in the country is losing in excess of R200m per annum as a result of internal fraud and corruption. This study aims to investigate the factors that influence whistleblowing as a measure to remediate this problem. For the sake of this study, whistle-blowing is defined as the reporting of illegal, immoral or illegitimate practices to people or institutions that can correct these wrongdoings. If the employees and the organisation better understand the drivers that promote effective whistleblowing, it could in turn help to expose these wrongdoings and thereby limit the negative impact on the organisational stakeholders and society in general. The research method used was quantitative, aimed at discovering patterns and/or causal relationships that could shed light on the factors that impact whistle-blowing. This study applied statistical methods to critically test the research results. The statistical analysis highlighted some of the key variables that influence the determinants of whistle-blowing. These findings revealed trust, knowledge, character and situation as the key variables that correlate to whistle-blowing determinants. It rejected motives, prevention, gender, level of education and employment duration as whistle-blowing determinants. The study concludes by providing recommendations to both the organisation and the prospective whistle-blower in this regard.
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- Authors: Britz, Ben
- Date: 2013-07-11
- Subjects: Whistle blowing , Financial institutions - Corrupt practices - Prevention , Financial institutions - Moral and ethical aspects , Business ethics
- Type: Thesis
- Identifier: uj:7601 , http://hdl.handle.net/10210/8468
- Description: M.Com. (Business Management) , South Africa as a country is struggling with the impact and consequences of fraud and corruption. This problem is driven by mostly white-collar crime and organisational wrongdoing. One of the largest banks in the country is losing in excess of R200m per annum as a result of internal fraud and corruption. This study aims to investigate the factors that influence whistleblowing as a measure to remediate this problem. For the sake of this study, whistle-blowing is defined as the reporting of illegal, immoral or illegitimate practices to people or institutions that can correct these wrongdoings. If the employees and the organisation better understand the drivers that promote effective whistleblowing, it could in turn help to expose these wrongdoings and thereby limit the negative impact on the organisational stakeholders and society in general. The research method used was quantitative, aimed at discovering patterns and/or causal relationships that could shed light on the factors that impact whistle-blowing. This study applied statistical methods to critically test the research results. The statistical analysis highlighted some of the key variables that influence the determinants of whistle-blowing. These findings revealed trust, knowledge, character and situation as the key variables that correlate to whistle-blowing determinants. It rejected motives, prevention, gender, level of education and employment duration as whistle-blowing determinants. The study concludes by providing recommendations to both the organisation and the prospective whistle-blower in this regard.
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Industrial Psychology : goodness of fit? Fit for goodness?
- Authors: Van Vuuren, Leon J.
- Date: 2008-10-20T08:55:57Z
- Subjects: Industrial psychology , Capitalism , Goodness-of-fit tests , Integrity , Business ethics
- Type: Inaugural
- Identifier: uj:14884 , http://hdl.handle.net/10210/1254
- Description: Inaugural lecture--Dept. of Industrial Psychology, University of Johannesburg, 6 November 2006 , This paper represents a critical reflection on the relevance of industrial psychology. Against a historical-developmental background of the discipline, the inquiry questions its goodness of fit, i.e. its contribution to organisation and society. It is found that the fit is limited to its relevance for inwardly focused organisational behaviour due to its endorsement of the instrumental (strategic) motives of organisations that subscribe to an owner/shareholder agenda. Industrial psychology’s potential fit for goodness is explored with a view to enhance its relevance in an era of goodness. Scientific and practical interaction between industrial psychology and business ethics is suggested to facilitate movement away from a descriptive approach. The heuristics of reflection, resolve, research and resources are suggested to facilitate movement towards a normative (multiple stakeholder) paradigm aimed at broad based goodness and sustainability. Lastly, the potential risks inherent to an application of the heuristics are accounted for.
- Full Text:
- Authors: Van Vuuren, Leon J.
- Date: 2008-10-20T08:55:57Z
- Subjects: Industrial psychology , Capitalism , Goodness-of-fit tests , Integrity , Business ethics
- Type: Inaugural
- Identifier: uj:14884 , http://hdl.handle.net/10210/1254
- Description: Inaugural lecture--Dept. of Industrial Psychology, University of Johannesburg, 6 November 2006 , This paper represents a critical reflection on the relevance of industrial psychology. Against a historical-developmental background of the discipline, the inquiry questions its goodness of fit, i.e. its contribution to organisation and society. It is found that the fit is limited to its relevance for inwardly focused organisational behaviour due to its endorsement of the instrumental (strategic) motives of organisations that subscribe to an owner/shareholder agenda. Industrial psychology’s potential fit for goodness is explored with a view to enhance its relevance in an era of goodness. Scientific and practical interaction between industrial psychology and business ethics is suggested to facilitate movement away from a descriptive approach. The heuristics of reflection, resolve, research and resources are suggested to facilitate movement towards a normative (multiple stakeholder) paradigm aimed at broad based goodness and sustainability. Lastly, the potential risks inherent to an application of the heuristics are accounted for.
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Institutionalising ethics in organisations: the role of mentoring.
- Goosen, X., Van Vuuren, L.J.
- Authors: Goosen, X. , Van Vuuren, L.J.
- Date: 2005
- Subjects: Institutionalisation , Business ethics , Ethical behaviour , Ethics processes
- Type: Article
- Identifier: uj:6472 , http://hdl.handle.net/10210/1484
- Description: The phenomenon exists that organisations do not do much to ensure the institutionalisation of business ethics in general, and more specifically, to facilitate employees’ ethical behaviour. The possibility that mentoring may be utilised as a vehicle to institutionalise corporate ethical practices is proposed as a possible solution to the aforementioned problem. By means of a qualitative study, interviews were conducted to determine whether mentoring is used to institutionalise business ethics, and if not, how it can be utilised. An integrated model of mentoring in the institutionalisation of business ethics was generated. It highlighted the compatibility of the mentoring- and institutionalisation of ethics processes. The implications are discussed.
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- Authors: Goosen, X. , Van Vuuren, L.J.
- Date: 2005
- Subjects: Institutionalisation , Business ethics , Ethical behaviour , Ethics processes
- Type: Article
- Identifier: uj:6472 , http://hdl.handle.net/10210/1484
- Description: The phenomenon exists that organisations do not do much to ensure the institutionalisation of business ethics in general, and more specifically, to facilitate employees’ ethical behaviour. The possibility that mentoring may be utilised as a vehicle to institutionalise corporate ethical practices is proposed as a possible solution to the aforementioned problem. By means of a qualitative study, interviews were conducted to determine whether mentoring is used to institutionalise business ethics, and if not, how it can be utilised. An integrated model of mentoring in the institutionalisation of business ethics was generated. It highlighted the compatibility of the mentoring- and institutionalisation of ethics processes. The implications are discussed.
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Media-reported corporate governance transgressions in broad-based black economic empowerment deals in the South African mining sector
- Authors: Thomas, Adèle
- Date: 2014
- Subjects: Corporate governance , Business ethics , Mining sector - South Africa , Black economic empowerment - South Africa , Mining industry - Corrupt practices - South Africa
- Type: Article
- Identifier: uj:5501 , ISSN 09763600 , http://hdl.handle.net/10210/13665
- Description: The study explored the nature of publically identified corporate governance transgressions relating to deals designed to promote black economic empowerment (BEE) at 22 South African mining companies. A review of South African English language newspaper articles was undertaken for the period 1 January 2010 to 31 December 2011. Reported transgressions were assessed against a framework developed from relevant codes and legislation. Political interference/nepotism/fronting was the most-cited category of behaviour promoting governance transgressions, followed by fraud/ structuring of controversial BEE deals, and mismanagement/negligence. Public concern about governance of BEE deals in the mining sector and, accordingly, about the contribution of BEE to the broad socio-economic upliftment of historically disadvantaged South Africans, is highlighted.
- Full Text:
- Authors: Thomas, Adèle
- Date: 2014
- Subjects: Corporate governance , Business ethics , Mining sector - South Africa , Black economic empowerment - South Africa , Mining industry - Corrupt practices - South Africa
- Type: Article
- Identifier: uj:5501 , ISSN 09763600 , http://hdl.handle.net/10210/13665
- Description: The study explored the nature of publically identified corporate governance transgressions relating to deals designed to promote black economic empowerment (BEE) at 22 South African mining companies. A review of South African English language newspaper articles was undertaken for the period 1 January 2010 to 31 December 2011. Reported transgressions were assessed against a framework developed from relevant codes and legislation. Political interference/nepotism/fronting was the most-cited category of behaviour promoting governance transgressions, followed by fraud/ structuring of controversial BEE deals, and mismanagement/negligence. Public concern about governance of BEE deals in the mining sector and, accordingly, about the contribution of BEE to the broad socio-economic upliftment of historically disadvantaged South Africans, is highlighted.
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On the ethical conduct of business organisations : a comparison between South African and Polish business management students
- Goldman, Geoff, Bula, Piotr, Fudalinski, Janusz, Bounds, Maria
- Authors: Goldman, Geoff , Bula, Piotr , Fudalinski, Janusz , Bounds, Maria
- Date: 2012
- Subjects: Business ethics , University students - South Africa , University students - Poland
- Type: Article
- Identifier: uj:5416 , ISSN 1817-7417 , http://hdl.handle.net/10210/10965
- Description: This study explores the opinions of Polish and South African management students regarding the ethical conduct exhibited by organisations specific to their respective home countries. Through the use of a survey, primary data were collected via a self-administered questionnaire. Non-probability sampling in the form of a quota sample was employed, and a target of 250 respondents was pursued at a South African and a Polish university respectively. The data were subjected to SPSS. The findings showed that students in South Africa and Poland have little faith in organisations perceived to be conducting business in an ethical fashion. Interesting similarities and differences in Polish and South African opinion were also identified.
- Full Text:
- Authors: Goldman, Geoff , Bula, Piotr , Fudalinski, Janusz , Bounds, Maria
- Date: 2012
- Subjects: Business ethics , University students - South Africa , University students - Poland
- Type: Article
- Identifier: uj:5416 , ISSN 1817-7417 , http://hdl.handle.net/10210/10965
- Description: This study explores the opinions of Polish and South African management students regarding the ethical conduct exhibited by organisations specific to their respective home countries. Through the use of a survey, primary data were collected via a self-administered questionnaire. Non-probability sampling in the form of a quota sample was employed, and a target of 250 respondents was pursued at a South African and a Polish university respectively. The data were subjected to SPSS. The findings showed that students in South Africa and Poland have little faith in organisations perceived to be conducting business in an ethical fashion. Interesting similarities and differences in Polish and South African opinion were also identified.
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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:
- 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
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