Aspekte van finansiële bestuur wat fokus op waardetoevoeging en produktiwiteitsverhoging
- Authors: Booysen, Dawid Jacobus Louw
- Date: 2015-03-18
- Subjects: Industrial management , Business enterprises - Finance
- Type: Thesis
- Identifier: http://ujcontent.uj.ac.za8080/10210/369386 , uj:13467 , http://hdl.handle.net/10210/13501
- Description: M.Com. (Business Management) , Please refer to full text to view abstract
- Full Text:
- Authors: Booysen, Dawid Jacobus Louw
- Date: 2015-03-18
- Subjects: Industrial management , Business enterprises - Finance
- Type: Thesis
- Identifier: http://ujcontent.uj.ac.za8080/10210/369386 , uj:13467 , http://hdl.handle.net/10210/13501
- Description: M.Com. (Business Management) , Please refer to full text to view abstract
- Full Text:
Building and validating a competency model delivered by a corporate university
- Authors: Brits, David Wilhelmus
- Date: 2013-07-10
- Subjects: Industrial management , Success in business , Competency-based educational tests
- Type: Thesis
- Identifier: uj:7600 , http://hdl.handle.net/10210/8466
- Description: D.Phil. (Leadership in Performance & Change) , Over the past four to five years, the role of central banks has grown increasingly important globally in respect of national and international financial and economic stability. The recent financial crises have emphasised the critical role that central banks, in particular their bank supervisors and regulators, could and should play in stabilising the financial sector to curb the potential spread of economic and financial instability internationally. Though many central banks agree on what the core functions of a central bank should be, there is little or no consensus globally about what constitutes a “competent central banker”. It is for this reason that this study was undertaken. More specifically, the study was intended to enable central banks to have a “common language” for describing central banker competencies. A validated central banker competency model could also help to align and create in central banks a common focus on ensuring effective human resources management. Furthermore, there is a need in central banks for an integrated learning and development delivery model which could deliver the critical competencies required by central bankers, in particular the use by central banks of the corporate university model as the principal learning and development delivery mechanism. In this regard, the study discusses the core features that underpin the principles on which most corporate universities are based, namely (a) a learning business driven by and focusing proactively on real-time business needs; (b) the custodian of the intellectual equity of the organisation as expressed in its core organisational competencies and its people’s skills, knowledge and expertise; (c) the seamless merging of learning/teaching and business action into a single, connected process; (d) the adoption of a comprehensive, integrated learning/teaching perspective on the business and its respective role players; and (e) a key enabler to, catalyst of, and institutor of organisation-wide change at the strategic, managerial and operational levels. Against the above background, the two-fold problem statement of the study was, firstly, to develop and validate a central banker competency model for central bankers; and secondly, to identify and assess a suitable learning and development delivery model which could effectively deliver these competencies, and more specifically the suitability of a corporate university in playing this delivery role for central banks.
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- Authors: Brits, David Wilhelmus
- Date: 2013-07-10
- Subjects: Industrial management , Success in business , Competency-based educational tests
- Type: Thesis
- Identifier: uj:7600 , http://hdl.handle.net/10210/8466
- Description: D.Phil. (Leadership in Performance & Change) , Over the past four to five years, the role of central banks has grown increasingly important globally in respect of national and international financial and economic stability. The recent financial crises have emphasised the critical role that central banks, in particular their bank supervisors and regulators, could and should play in stabilising the financial sector to curb the potential spread of economic and financial instability internationally. Though many central banks agree on what the core functions of a central bank should be, there is little or no consensus globally about what constitutes a “competent central banker”. It is for this reason that this study was undertaken. More specifically, the study was intended to enable central banks to have a “common language” for describing central banker competencies. A validated central banker competency model could also help to align and create in central banks a common focus on ensuring effective human resources management. Furthermore, there is a need in central banks for an integrated learning and development delivery model which could deliver the critical competencies required by central bankers, in particular the use by central banks of the corporate university model as the principal learning and development delivery mechanism. In this regard, the study discusses the core features that underpin the principles on which most corporate universities are based, namely (a) a learning business driven by and focusing proactively on real-time business needs; (b) the custodian of the intellectual equity of the organisation as expressed in its core organisational competencies and its people’s skills, knowledge and expertise; (c) the seamless merging of learning/teaching and business action into a single, connected process; (d) the adoption of a comprehensive, integrated learning/teaching perspective on the business and its respective role players; and (e) a key enabler to, catalyst of, and institutor of organisation-wide change at the strategic, managerial and operational levels. Against the above background, the two-fold problem statement of the study was, firstly, to develop and validate a central banker competency model for central bankers; and secondly, to identify and assess a suitable learning and development delivery model which could effectively deliver these competencies, and more specifically the suitability of a corporate university in playing this delivery role for central banks.
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A comparative investigation into the management style and culture of a 2nd wave organisation and a 4th wave organisation
- Authors: Carneiro, H.
- Date: 2010-10-04T08:36:24Z
- Subjects: Organizational change , Management , Industrial management
- Type: Thesis
- Identifier: uj:6917 , http://hdl.handle.net/10210/3428
- Description: M.Comm. , The aim of this research is to determine the difference between Ericsson South Africa and Ericsson Sweden in terms of wave management, leadership and management style, culture and change management. The research proposes to determine what behaviours are exhibited in Ericsson South Africa versus the behaviours exhibited in Ericsson Sweden and how this affects the organisation. This will then be used to provide the management team of Ericsson South Africa with feedback in terms of what the current issues are in the organisation and the proposed changes. A thorough literature study of wave management, leadership and management style, culture and change management was undertaken. The study revealed that there is a distinct difference in 2nd wave and 4th wave organisations in relation to leadership and management, culture and change management. It emphasised that organisations in 4th wave are far more advanced in all the elements which allows the organisations to be very successful. The research was conducted by a using qualitative approach. The benefit of qualitative research is that it allows for a greater understanding of the concept as well as to learn more about the concept. A questionnaire was used which was sent out to employees in Ericsson South Africa and Ericsson Sweden. The data was then analysed which allowed for certain conclusions to be drawn. It raised some pertinent issues that the management team in Ericsson South Africa need to focus on. The research has indicated that currently Ericsson South Africa is a 2nd wave organisation and that the key focus areas for the organisation is the leadership and management style, culture and change management.
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- Authors: Carneiro, H.
- Date: 2010-10-04T08:36:24Z
- Subjects: Organizational change , Management , Industrial management
- Type: Thesis
- Identifier: uj:6917 , http://hdl.handle.net/10210/3428
- Description: M.Comm. , The aim of this research is to determine the difference between Ericsson South Africa and Ericsson Sweden in terms of wave management, leadership and management style, culture and change management. The research proposes to determine what behaviours are exhibited in Ericsson South Africa versus the behaviours exhibited in Ericsson Sweden and how this affects the organisation. This will then be used to provide the management team of Ericsson South Africa with feedback in terms of what the current issues are in the organisation and the proposed changes. A thorough literature study of wave management, leadership and management style, culture and change management was undertaken. The study revealed that there is a distinct difference in 2nd wave and 4th wave organisations in relation to leadership and management, culture and change management. It emphasised that organisations in 4th wave are far more advanced in all the elements which allows the organisations to be very successful. The research was conducted by a using qualitative approach. The benefit of qualitative research is that it allows for a greater understanding of the concept as well as to learn more about the concept. A questionnaire was used which was sent out to employees in Ericsson South Africa and Ericsson Sweden. The data was then analysed which allowed for certain conclusions to be drawn. It raised some pertinent issues that the management team in Ericsson South Africa need to focus on. The research has indicated that currently Ericsson South Africa is a 2nd wave organisation and that the key focus areas for the organisation is the leadership and management style, culture and change management.
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A case study on project initiation, implementation and termination in a heavy industry
- Authors: Cathey, Steve William
- Date: 2011-11-21
- Subjects: Project management , Industrial management
- Type: Thesis
- Identifier: uj:1705 , http://hdl.handle.net/10210/4049
- Description: M.Ing. , The emphasis in this dissertation will thus be to apply a case study to project initiation, implementation and termination theoretical steps and practically apply these steps to a brick making plant environment so as to guide project managers in systematic steps of nmning their own heavy industry project. To familiarise the reader with the following issues is the main objective. Vital components include project planning of works, project time and cost control, monitoring and control of designed work, monitoring and control of on and off-site work, quality control and expediting operational commissioning. These issues will be discussed under the abovementioned headings of project initiation, implementation and tennination. The appendices contain a practical application and set format that could be used to run a project of small scale and adjusted to suite larger projects. The format and plmming tools of the case study has been developed by the author and is free to be used if so needed.
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- Authors: Cathey, Steve William
- Date: 2011-11-21
- Subjects: Project management , Industrial management
- Type: Thesis
- Identifier: uj:1705 , http://hdl.handle.net/10210/4049
- Description: M.Ing. , The emphasis in this dissertation will thus be to apply a case study to project initiation, implementation and termination theoretical steps and practically apply these steps to a brick making plant environment so as to guide project managers in systematic steps of nmning their own heavy industry project. To familiarise the reader with the following issues is the main objective. Vital components include project planning of works, project time and cost control, monitoring and control of designed work, monitoring and control of on and off-site work, quality control and expediting operational commissioning. These issues will be discussed under the abovementioned headings of project initiation, implementation and tennination. The appendices contain a practical application and set format that could be used to run a project of small scale and adjusted to suite larger projects. The format and plmming tools of the case study has been developed by the author and is free to be used if so needed.
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'n Teoretiese beskouing van die bedingingsmagrol van verbruikers as komponent van die mededingende voordeelmodel van Porter
- Authors: Coetzer, Gerbadus Johannes
- Date: 1995
- Subjects: Strategic planning - South Africa , Industrial management , Customer services - South Africa - Management
- Language: Afrikaans
- Type: Masters Thesis
- Identifier: http://hdl.handle.net/10210/21153 , uj:16117
- Description: Abstract: Please refer to full text to view abstract , M.Com. (Business Management)
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- Authors: Coetzer, Gerbadus Johannes
- Date: 1995
- Subjects: Strategic planning - South Africa , Industrial management , Customer services - South Africa - Management
- Language: Afrikaans
- Type: Masters Thesis
- Identifier: http://hdl.handle.net/10210/21153 , uj:16117
- Description: Abstract: Please refer to full text to view abstract , M.Com. (Business Management)
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An engagement model for collaborative outsourcing relationships
- Delport, Reinet, Mkhwanazi, Sipho
- Authors: Delport, Reinet , Mkhwanazi, Sipho
- Date: 2015
- Subjects: Logistics - Management , Contracting out , Industrial management
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/55463 , uj:16294
- Description: Abstract: The modern world represents a turbulent and ever-changing environment. Business organisations strive to achieve efficient and effective logistics management processes within the value chain and increasingly appreciate the need for logistics specialists or expert partners to support their value chain or supply chain activities. Thus, the consideration of outsourcing non-core activities in the value chain has become paramount to organisations, with the ambition to optimise organisational structure towards sustainable competitive advantage. This is a business need which Logistics Service Providers (LSPs) have grasped over the years, and resultantly, have expanded their service offering in supply chain activities. Simultaneously, collaborative relationships between LSPs and their clients have become vital to achieve successful delivery of supply chain activities. The rationale of the study was to provide guidance on how collaborative relationships in an outsourced logistics function can be achieved both strategically and operationally. The aim of the study was to determine the foundation - associated key elements which enable optimal value from relationships between an LSP and its clients. The study was conducted on Imperial Logistics (IL), a division of Imperial Group (Proprietary) Limited. The key objectives of the study were to: i) provide guidance on an optimal strategic engagement model for a collaborative relationship in outsourcing, including suggesting a suitable performance measurement tool to measure such a relationship, and ii) to consider how well the current operational status quo in IL aligns to the engagement model. The study was conducted using a mixed-method approach; quantitative data , M.Com. (Business Management)
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- Authors: Delport, Reinet , Mkhwanazi, Sipho
- Date: 2015
- Subjects: Logistics - Management , Contracting out , Industrial management
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/55463 , uj:16294
- Description: Abstract: The modern world represents a turbulent and ever-changing environment. Business organisations strive to achieve efficient and effective logistics management processes within the value chain and increasingly appreciate the need for logistics specialists or expert partners to support their value chain or supply chain activities. Thus, the consideration of outsourcing non-core activities in the value chain has become paramount to organisations, with the ambition to optimise organisational structure towards sustainable competitive advantage. This is a business need which Logistics Service Providers (LSPs) have grasped over the years, and resultantly, have expanded their service offering in supply chain activities. Simultaneously, collaborative relationships between LSPs and their clients have become vital to achieve successful delivery of supply chain activities. The rationale of the study was to provide guidance on how collaborative relationships in an outsourced logistics function can be achieved both strategically and operationally. The aim of the study was to determine the foundation - associated key elements which enable optimal value from relationships between an LSP and its clients. The study was conducted on Imperial Logistics (IL), a division of Imperial Group (Proprietary) Limited. The key objectives of the study were to: i) provide guidance on an optimal strategic engagement model for a collaborative relationship in outsourcing, including suggesting a suitable performance measurement tool to measure such a relationship, and ii) to consider how well the current operational status quo in IL aligns to the engagement model. The study was conducted using a mixed-method approach; quantitative data , M.Com. (Business Management)
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Exploring the understanding of strategic management by the proprietors of small and medium engineering companies in Polokwane city of Limpopo province
- Authors: Ezomo, Odion Taiwo
- Date: 2019
- Subjects: Engineering firms - South Africa - Limpopo - Management , Industrial management , Strategic planning
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/424687 , uj:36328
- Description: Abstract: Strategic management is a mainstay to every organization and can be adapted for the effective management of Small Medium Engineering (SME) companies. The area of interest of this study was to explore the understanding of the proprietors of SME companies in Polokwane city of Limpopo province about the use of strategic management principles in the operation of their organizations. It was primed by three objectives, firstly, to investigate the understanding and use of strategic management principles by the proprietors of SME companies in Polokwane city; secondly, to determine the impact of the application of strategic management principles on the progress or otherwise of SME companies. Thirdly, to understand the perception of the proprietors of SME companies on their knowledge of strategic management. To achieve these objectives, a structured questionnaire was sent to 155 respondents, proprietors of SME industries and 149 usable questionnaires were returned and acknowledged. This gave a response rate of approximately 96%. Statistical software SPSS (version 22) was used to analyse the quantitative data and results was represented on the frequency tables and figures. The exploratory factors analysis was adopted in order to explore the connections between the variables responded to in the questionnaire. The outcome of the analysis facilitated the identification of the most essential factors or variables and provision of group name for the associated variables. The Cronbach alpha was used to test the internal consistency of the empirical factors and were found satisfactory. The study established that proprietors’ knowledge and competence in management skills are means of growing SME companies, development of knowledge skills is key in the impact of application of strategic management principles needed for developing SME industries. Furthermore, the knowledge of strategic management principles is used to resolve business problems and offer significant benefits for SME industries. Therefore, the study recommended that proprietors of SME companies should embrace strategic management principles by investing sufficient resources to boost the holistic development of the capacity of their employee, in order to support the growth of SME companies. , M.Ing. (Engineering Management)
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- Authors: Ezomo, Odion Taiwo
- Date: 2019
- Subjects: Engineering firms - South Africa - Limpopo - Management , Industrial management , Strategic planning
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/424687 , uj:36328
- Description: Abstract: Strategic management is a mainstay to every organization and can be adapted for the effective management of Small Medium Engineering (SME) companies. The area of interest of this study was to explore the understanding of the proprietors of SME companies in Polokwane city of Limpopo province about the use of strategic management principles in the operation of their organizations. It was primed by three objectives, firstly, to investigate the understanding and use of strategic management principles by the proprietors of SME companies in Polokwane city; secondly, to determine the impact of the application of strategic management principles on the progress or otherwise of SME companies. Thirdly, to understand the perception of the proprietors of SME companies on their knowledge of strategic management. To achieve these objectives, a structured questionnaire was sent to 155 respondents, proprietors of SME industries and 149 usable questionnaires were returned and acknowledged. This gave a response rate of approximately 96%. Statistical software SPSS (version 22) was used to analyse the quantitative data and results was represented on the frequency tables and figures. The exploratory factors analysis was adopted in order to explore the connections between the variables responded to in the questionnaire. The outcome of the analysis facilitated the identification of the most essential factors or variables and provision of group name for the associated variables. The Cronbach alpha was used to test the internal consistency of the empirical factors and were found satisfactory. The study established that proprietors’ knowledge and competence in management skills are means of growing SME companies, development of knowledge skills is key in the impact of application of strategic management principles needed for developing SME industries. Furthermore, the knowledge of strategic management principles is used to resolve business problems and offer significant benefits for SME industries. Therefore, the study recommended that proprietors of SME companies should embrace strategic management principles by investing sufficient resources to boost the holistic development of the capacity of their employee, in order to support the growth of SME companies. , M.Ing. (Engineering Management)
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Die bestuur en opleiding van SABS ISO 9000 reeks
- Authors: Gerber, Gert Robert Stephen
- Date: 2014-05-08
- Subjects: Industrial management , Competition, International - Case studies , Quality of products - South Africa - Management
- Type: Thesis
- Identifier: uj:10941 , http://hdl.handle.net/10210/10514
- Description: With the lifting of sanctions, South African businesses are faced with a new challenge to compete against their international counterparts on the international and domestic markets. Competing on the international markets is dependant on conforming to a recognised quality management system standard such as ISO 9000 (ISO International Standards Organisation). The South African equivalent for this standard is SABS ISO 9000. (SABS - South African Bureau of Standards). It is thus important for South African companies to conform to the requirements of the recognised quality management system and to deliver quality goods by adopting a quality improvement plan. The subject of quality has been studied and put into effect the early 1950's. The four most well known gurus on this subject are Deming, Juran, Crosby and Ishikawa. All of them have different philosophies on how to implement quality. Deming has developed fourteen points for management; Juran concentrated on the planning for quality based on the needs of the customers; Crosby has been the father of the cost of quality, but has since changed his stance to the cost of non-eonformity; Ishikawa, a student of Deming, has developed the cause and effect diagram for determining the root cause of problems. The importance of the above is to evaluate the organisation to determine the .quality needs and then to adopt a philosophy which can be used. The quality needs of an organisation can be determined by means of this diagram. Based on these results a usable philosophy can be adopted. The implementation of quality and a quality management system should take place simultaneously. Both these systems are dependant on each other for successful functioning. Both should be managed as a unit to ensure total quality management. The implementation of a total quality management system is a four step process. These steps are: 1. Awakening 2. Involvement, 3. Commitment, 4. Ownership. The different aspects of the implementation of quality and a quality management system must be addressed in each of the above steps to ensure the success of the quality management system. An important aspect which needs to be addressed when implementing quality management system, is training. This should take place during each of the above mentioned steps. Training for quality is related to on-the-job training and training with regard to new technology. Training for a quality management system should be directed to the development of quality documentation such as procedures and work instructions.
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- Authors: Gerber, Gert Robert Stephen
- Date: 2014-05-08
- Subjects: Industrial management , Competition, International - Case studies , Quality of products - South Africa - Management
- Type: Thesis
- Identifier: uj:10941 , http://hdl.handle.net/10210/10514
- Description: With the lifting of sanctions, South African businesses are faced with a new challenge to compete against their international counterparts on the international and domestic markets. Competing on the international markets is dependant on conforming to a recognised quality management system standard such as ISO 9000 (ISO International Standards Organisation). The South African equivalent for this standard is SABS ISO 9000. (SABS - South African Bureau of Standards). It is thus important for South African companies to conform to the requirements of the recognised quality management system and to deliver quality goods by adopting a quality improvement plan. The subject of quality has been studied and put into effect the early 1950's. The four most well known gurus on this subject are Deming, Juran, Crosby and Ishikawa. All of them have different philosophies on how to implement quality. Deming has developed fourteen points for management; Juran concentrated on the planning for quality based on the needs of the customers; Crosby has been the father of the cost of quality, but has since changed his stance to the cost of non-eonformity; Ishikawa, a student of Deming, has developed the cause and effect diagram for determining the root cause of problems. The importance of the above is to evaluate the organisation to determine the .quality needs and then to adopt a philosophy which can be used. The quality needs of an organisation can be determined by means of this diagram. Based on these results a usable philosophy can be adopted. The implementation of quality and a quality management system should take place simultaneously. Both these systems are dependant on each other for successful functioning. Both should be managed as a unit to ensure total quality management. The implementation of a total quality management system is a four step process. These steps are: 1. Awakening 2. Involvement, 3. Commitment, 4. Ownership. The different aspects of the implementation of quality and a quality management system must be addressed in each of the above steps to ensure the success of the quality management system. An important aspect which needs to be addressed when implementing quality management system, is training. This should take place during each of the above mentioned steps. Training for quality is related to on-the-job training and training with regard to new technology. Training for a quality management system should be directed to the development of quality documentation such as procedures and work instructions.
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Factors influencing Business-to-Business loyalty at a mobile services provider
- Authors: Hlefana, Mpho Sophia
- Date: 2017
- Subjects: Customer loyalty , Customer relations - Management , Industrial management , Mobile Telephone Networks
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/272091 , uj:28951
- Description: M.Com. (Business Management) , Abstract: Customer Relationship Management (CRM) is an integral tool for maintaining long-term relationships with customers. Customers’ continual engagement with the organisation is dependent upon their satisfaction with the quality of the rendered service. In a Business-to-Business (B2B) environment, this usually means satisfying multiple stakeholders as B2B transactions involve more than one individual. Satisfying customers means that the service provider meets or exceeds customer expectations. We measure these outcomes by assessing how customers perceive the organisation’s image, the quality of services provided, the level of customisation of the service, whether they think they receive returns, and whether they trust the service provider. When customers are satisfied with the afore-mentioned assessment tools, they are likely to continue to engage with the service provider, demonstrating loyalty. This research’s aim is to determine the influence that the factors of corporate image, service quality, perceived value, customisation and trust have on customer satisfaction, and how all ultimately enhance customer loyalty at a mobile service provider. The research gathered data from MTN Business customers who had purchased and made use of MTN Business solutions and services. Although studies have been conducted on the proposed factors of corporate image, service quality, perceived value, customisation, trust, their influence on customer satisfaction and ultimately on customer loyalty, no research appears to have been conducted exploring the influence of these factors on a mobile service provider in South Africa. The study makes use of the positivistic research paradigm. Through this research paradigm, the researcher could interpret social interactions of business customer relationships with MTN Business South Africa. The methodological approach is descriptive and quantitative in nature. Data was gathered by means of a self-administered questionnaire, and distributed to a sample of 500 MTN Business customers. Seven response categories ranging from “strongly disagree” to “strongly agree” were used for respondents to indicate their level of agreement or disagreement with a set of statements, and measured using the Likert Scale. Non-probability sampling was used as the researcher selected elements to be included in the study from a customer database. The sample drawn from the MTN Business database focuses on customer billing. The researcher made use of judgement sampling to select sample emblements. SPSS version 22 was used to analyse the data and produced statistical reports from which results were interpreted and conclusions drawn. Simple regression analysis was used to determine whether the independent variables (corporate image, service quality, perceived value, customisation and trust), the intervening variable (customer satisfaction) and the dependent variable (customer loyalty) were correlated. These variables were all tested in previous studies by Tu, Li and Chih (2011); Bojei, Julian, Wel and Ahmed (2013); Roberts-...
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- Authors: Hlefana, Mpho Sophia
- Date: 2017
- Subjects: Customer loyalty , Customer relations - Management , Industrial management , Mobile Telephone Networks
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/272091 , uj:28951
- Description: M.Com. (Business Management) , Abstract: Customer Relationship Management (CRM) is an integral tool for maintaining long-term relationships with customers. Customers’ continual engagement with the organisation is dependent upon their satisfaction with the quality of the rendered service. In a Business-to-Business (B2B) environment, this usually means satisfying multiple stakeholders as B2B transactions involve more than one individual. Satisfying customers means that the service provider meets or exceeds customer expectations. We measure these outcomes by assessing how customers perceive the organisation’s image, the quality of services provided, the level of customisation of the service, whether they think they receive returns, and whether they trust the service provider. When customers are satisfied with the afore-mentioned assessment tools, they are likely to continue to engage with the service provider, demonstrating loyalty. This research’s aim is to determine the influence that the factors of corporate image, service quality, perceived value, customisation and trust have on customer satisfaction, and how all ultimately enhance customer loyalty at a mobile service provider. The research gathered data from MTN Business customers who had purchased and made use of MTN Business solutions and services. Although studies have been conducted on the proposed factors of corporate image, service quality, perceived value, customisation, trust, their influence on customer satisfaction and ultimately on customer loyalty, no research appears to have been conducted exploring the influence of these factors on a mobile service provider in South Africa. The study makes use of the positivistic research paradigm. Through this research paradigm, the researcher could interpret social interactions of business customer relationships with MTN Business South Africa. The methodological approach is descriptive and quantitative in nature. Data was gathered by means of a self-administered questionnaire, and distributed to a sample of 500 MTN Business customers. Seven response categories ranging from “strongly disagree” to “strongly agree” were used for respondents to indicate their level of agreement or disagreement with a set of statements, and measured using the Likert Scale. Non-probability sampling was used as the researcher selected elements to be included in the study from a customer database. The sample drawn from the MTN Business database focuses on customer billing. The researcher made use of judgement sampling to select sample emblements. SPSS version 22 was used to analyse the data and produced statistical reports from which results were interpreted and conclusions drawn. Simple regression analysis was used to determine whether the independent variables (corporate image, service quality, perceived value, customisation and trust), the intervening variable (customer satisfaction) and the dependent variable (customer loyalty) were correlated. These variables were all tested in previous studies by Tu, Li and Chih (2011); Bojei, Julian, Wel and Ahmed (2013); Roberts-...
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Systematic innovation : a comprehensive model for business and management with treatment on a South African case
- Authors: Krüger, Louis L.S.J.
- Date: 2019
- Subjects: Industrial management , Information technology - Management , Business enterprises , Continuous improvement process
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/413098 , uj:34789
- Description: Abstract: This thesis addresses innovation of business and management with the purpose of advancing innovation in South Africa. A Design Science Research methodology is utilised to evaluate the current knowledge base of business and management innovation and construct a high level model for Management Innovation that pertains to all management areas of business including technology and innovation management. This thesis evaluates Learn-by-Experimentation (Trial and Error), Van Gundy’s Structured Creative Processes and Mann’s model constructed in practice. The Learn-by-Experimentation is a methodology only suited for physical innovation. The Structured Creative Processes are found to be of a generic nature which is not suitable for Innovation of Business and Management. Mann’s model is a projection of TRIZ onto business and management that addresses a subset of the business areas. The literature study in this thesis showed the identification of innovation opportunities was explicitly addressed by Van Gundy and implicitly treated by Mann. The “General Internet Access” for South Africans, as envisioned in the National Development Plan to stimulate economic growth, has been analysed for systematic innovation potential and did not render the desired outcome. The NDP will require further development to enable systematic innovation. In the course of this research a spiral innovation model for systematic business and management is developed through intensive literature analysis to cover the identified gaps. The model consists of the following steps: 1. Identification 2. Analysis and Definition 3. Select Approach 4. Create Potential Solutions 5. Verify and Validate Solutions 6. Implement the best Verified and Validated Solution with the idea to converge towards an Ideal Final Result. The results of this study is a contribution to the knowledge base of business and management innovation. , D.Ing. (Engineering Management)
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- Authors: Krüger, Louis L.S.J.
- Date: 2019
- Subjects: Industrial management , Information technology - Management , Business enterprises , Continuous improvement process
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/413098 , uj:34789
- Description: Abstract: This thesis addresses innovation of business and management with the purpose of advancing innovation in South Africa. A Design Science Research methodology is utilised to evaluate the current knowledge base of business and management innovation and construct a high level model for Management Innovation that pertains to all management areas of business including technology and innovation management. This thesis evaluates Learn-by-Experimentation (Trial and Error), Van Gundy’s Structured Creative Processes and Mann’s model constructed in practice. The Learn-by-Experimentation is a methodology only suited for physical innovation. The Structured Creative Processes are found to be of a generic nature which is not suitable for Innovation of Business and Management. Mann’s model is a projection of TRIZ onto business and management that addresses a subset of the business areas. The literature study in this thesis showed the identification of innovation opportunities was explicitly addressed by Van Gundy and implicitly treated by Mann. The “General Internet Access” for South Africans, as envisioned in the National Development Plan to stimulate economic growth, has been analysed for systematic innovation potential and did not render the desired outcome. The NDP will require further development to enable systematic innovation. In the course of this research a spiral innovation model for systematic business and management is developed through intensive literature analysis to cover the identified gaps. The model consists of the following steps: 1. Identification 2. Analysis and Definition 3. Select Approach 4. Create Potential Solutions 5. Verify and Validate Solutions 6. Implement the best Verified and Validated Solution with the idea to converge towards an Ideal Final Result. The results of this study is a contribution to the knowledge base of business and management innovation. , D.Ing. (Engineering Management)
- Full Text:
Die ontleding van die tendense vir handhaafbare groei by geselekteerde ondernemings
- Authors: Louw, Tobie
- Date: 2014-05-08
- Subjects: Industrial management , Strategic planning - South Africa - Case studies
- Type: Thesis
- Identifier: uj:10984 , http://hdl.handle.net/10210/10557
- Description: M.Com. (Business Management) , The fact that growth is important for the survival of a business cannot be contradicted. It is however, necessary to plan the growth of a business and to keep it within the means of the business. To measure this growth in a meaningful manner, poses a problem. Various definitions for the ideal growth rate, referred to as sustainable growth, do exist. In essence it is the ability of the company to grow without any negative effects on the resources of the company. In managerial and financial literature, models on the aspect of sustainable growth have been developed. In this study these models have been critically analysed and applied to eleven companies quoted on the J.S.E. A comparison of the results, derived from these models, were made and it was found that there were substantial differences in the proposed growth rates. None of these models mentioned, allowed for the effect of inflation. An additional model was developed to eliminate the effect of inflation on growth. The principle of this model was to calculate the growth necessary to maintain business activities at the same levels. All funds in excess of, the financing needed to maintain current activity levels, were available for expansion and growth. This new proposed model was also applied to the same companies for the years investigated. The results were compared and the calculated growth rates from the existing models were not indicative of the real situation, regarding the after inflation growth potential of the companies. It was obvious in the results of the new model, that much less funds were available for growth. Should a company exceeds this proposed level of growth, the company is actually depleting the existing resources and become more dependent on additional borrowed funds. Investors and managers can use this model as a mechanism to predict, plan, manage and monitor the sustainable growth of a business.
- Full Text:
- Authors: Louw, Tobie
- Date: 2014-05-08
- Subjects: Industrial management , Strategic planning - South Africa - Case studies
- Type: Thesis
- Identifier: uj:10984 , http://hdl.handle.net/10210/10557
- Description: M.Com. (Business Management) , The fact that growth is important for the survival of a business cannot be contradicted. It is however, necessary to plan the growth of a business and to keep it within the means of the business. To measure this growth in a meaningful manner, poses a problem. Various definitions for the ideal growth rate, referred to as sustainable growth, do exist. In essence it is the ability of the company to grow without any negative effects on the resources of the company. In managerial and financial literature, models on the aspect of sustainable growth have been developed. In this study these models have been critically analysed and applied to eleven companies quoted on the J.S.E. A comparison of the results, derived from these models, were made and it was found that there were substantial differences in the proposed growth rates. None of these models mentioned, allowed for the effect of inflation. An additional model was developed to eliminate the effect of inflation on growth. The principle of this model was to calculate the growth necessary to maintain business activities at the same levels. All funds in excess of, the financing needed to maintain current activity levels, were available for expansion and growth. This new proposed model was also applied to the same companies for the years investigated. The results were compared and the calculated growth rates from the existing models were not indicative of the real situation, regarding the after inflation growth potential of the companies. It was obvious in the results of the new model, that much less funds were available for growth. Should a company exceeds this proposed level of growth, the company is actually depleting the existing resources and become more dependent on additional borrowed funds. Investors and managers can use this model as a mechanism to predict, plan, manage and monitor the sustainable growth of a business.
- Full Text:
Measuring leader reputation within the South African business context : a study in two financial industry organisations
- Lumadi, Ndamulelo Innocentia
- Authors: Lumadi, Ndamulelo Innocentia
- Date: 2015-05-06
- Subjects: Leadership , Industrial management , Leadership - Executive management
- Type: Thesis
- Identifier: uj:13591 , http://hdl.handle.net/10210/13734
- Description: M.A. (Strategic Communication) , In today’s increasingly competitive business environments, one of the greatest challenges that continue to face organisations extends beyond financial performance, market share, and attracting and retaining employees and customers, to now include the reputation of the individual that heads up or leads the organisation – in most instances the Chief Executive Officer (CEO). The leader’s reputation has become increasingly important for a number of reasons, one of which includes customers making purchasing and contracting decisions based on the reputation of the CEO and no longer on the products and services offered by organisations only. It is no surprise then that leaders who have a solid leadership stature, reputation or ‘personal brand’, attract more customers. The CEO’s reputation impacts on all aspects of organisational existence – from internal communication to branding, from customer service to the external image and reputation and media exposure. The aim of this study was to develop a measurement scale with which to measure leader reputation in the South African business context by using two high profile organisations in the financial industry. In order to do so, a conceptually relevant set of leader reputation criteria were developed from a comprehensive review of available literature. Eight key dimensions of leader reputation were developed, which served as the framework for measuring leader reputation within the South African business context, namely; Individual Accountability, People Alignment, Brand Citizenship, Communication Competence, People Management, Personal Charisma, Ethical Leadership and Adaptability. This study adopted a quantitative research design which used a survey questionnaire, descriptive analysis and multivariate research techniques. The survey questionnaire was completed by 122 respondents from two financial industry organisations. The results of the statistical analysis suggest that the survey questionnaire was a reliable and valid instrument, and that there are very few differences between various subsets (based on biographical data) of the sample.
- Full Text:
- Authors: Lumadi, Ndamulelo Innocentia
- Date: 2015-05-06
- Subjects: Leadership , Industrial management , Leadership - Executive management
- Type: Thesis
- Identifier: uj:13591 , http://hdl.handle.net/10210/13734
- Description: M.A. (Strategic Communication) , In today’s increasingly competitive business environments, one of the greatest challenges that continue to face organisations extends beyond financial performance, market share, and attracting and retaining employees and customers, to now include the reputation of the individual that heads up or leads the organisation – in most instances the Chief Executive Officer (CEO). The leader’s reputation has become increasingly important for a number of reasons, one of which includes customers making purchasing and contracting decisions based on the reputation of the CEO and no longer on the products and services offered by organisations only. It is no surprise then that leaders who have a solid leadership stature, reputation or ‘personal brand’, attract more customers. The CEO’s reputation impacts on all aspects of organisational existence – from internal communication to branding, from customer service to the external image and reputation and media exposure. The aim of this study was to develop a measurement scale with which to measure leader reputation in the South African business context by using two high profile organisations in the financial industry. In order to do so, a conceptually relevant set of leader reputation criteria were developed from a comprehensive review of available literature. Eight key dimensions of leader reputation were developed, which served as the framework for measuring leader reputation within the South African business context, namely; Individual Accountability, People Alignment, Brand Citizenship, Communication Competence, People Management, Personal Charisma, Ethical Leadership and Adaptability. This study adopted a quantitative research design which used a survey questionnaire, descriptive analysis and multivariate research techniques. The survey questionnaire was completed by 122 respondents from two financial industry organisations. The results of the statistical analysis suggest that the survey questionnaire was a reliable and valid instrument, and that there are very few differences between various subsets (based on biographical data) of the sample.
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Managing changeover waste in manufacturing plants when using single minute exchange of dies
- Authors: Madhav, Rushil
- Date: 2016
- Subjects: Lean manufacturing , Production management , Industrial management , Process control
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/213270 , uj:21127
- Description: Abstract: The research aimed to determine how single minute exchange of dies (SMED) is implemented in practice when considering the critical success factors (CSFs) of lean. It also aimed to determine what effect these factors had on waste generated within changeover processes and the possible savings that could be generated when considering these factors during the implementation of SMED. Six case studies across two production lines were conducted in order to investigate the importance and the impact of considering the CSFs of lean when implementing SMED in an organization. It helped determine that the CSFs of lean form a part of SMED’s implementation process and its prerequisites. The consideration and presence of the CSFs are critical and the analysis conducted between the two production lines indicated that these factors influence the implementation process of SMED. These factors also have a direct impact on the waste and helped manage the levels of wastes, which in turn reduced the costs of changeovers. It provided practical guidelines that integrated the soft and technical areas to achieve a fully integrated management and manufacturing system that resulted in efficient changeover processes. The result ultimately provides organizations with the required flexibility to satisfy customers as changeovers can take place more frequently with better quality, reasonable delivery periods, affordable rates, smaller lot/batch sizes and lower inventory levels. , M.Ing. (Engineering Management)
- Full Text:
- Authors: Madhav, Rushil
- Date: 2016
- Subjects: Lean manufacturing , Production management , Industrial management , Process control
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/213270 , uj:21127
- Description: Abstract: The research aimed to determine how single minute exchange of dies (SMED) is implemented in practice when considering the critical success factors (CSFs) of lean. It also aimed to determine what effect these factors had on waste generated within changeover processes and the possible savings that could be generated when considering these factors during the implementation of SMED. Six case studies across two production lines were conducted in order to investigate the importance and the impact of considering the CSFs of lean when implementing SMED in an organization. It helped determine that the CSFs of lean form a part of SMED’s implementation process and its prerequisites. The consideration and presence of the CSFs are critical and the analysis conducted between the two production lines indicated that these factors influence the implementation process of SMED. These factors also have a direct impact on the waste and helped manage the levels of wastes, which in turn reduced the costs of changeovers. It provided practical guidelines that integrated the soft and technical areas to achieve a fully integrated management and manufacturing system that resulted in efficient changeover processes. The result ultimately provides organizations with the required flexibility to satisfy customers as changeovers can take place more frequently with better quality, reasonable delivery periods, affordable rates, smaller lot/batch sizes and lower inventory levels. , M.Ing. (Engineering Management)
- Full Text:
Sustainable supply chain initiatives in reducing greenhouse gas emissions
- Authors: Makan, Hemisha
- Date: 2017
- Subjects: Industrial management , Greenhouse gas mitigation , Greenhouse gases - Environmental aspects , Business logistics
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/246234 , uj:25521
- Description: M.Com. (Business Management) , Abstract: A radical change in the global economy has resulted in a paradigm shift whereby the supply chain has evolved from a traditional simple supply chain to one that is filled with complexities and uncertainties. Five forces, namely globalisation, technological advancements, empowered consumers, organisational consolidation and government regulations have driven this reformation within the supply chain. As a result, organisations within the supply chain have been forced to re-engineer their processes and strategies in order to remain competitive and operative. This change has created an over-production of products and hence an imbalance between demand and supply. With the increased production, there has also been an upsurge in the movement of goods by different modes of transportation, particularly within the road freight industry. The increase in road freight transportation has resulted in an escalation in the emission of greenhouse gases (GHG) into the atmosphere, resulting in climate change. The adverse effects of these gases have intensified concerns of various stakeholders, consumers and society and as a consequence organisations have been pressurised to implement sustainable supply chain initiatives to reduce GHG emissions. Hence, the objective of this study is to establish a framework of sustainable supply chain initiatives in reducing GHG emissions within the road freight transport industry. The sub-objectives are to identify different drivers that led to the adoption of sustainable supply chain initiatives in reducing GHG emissions; to identify the effectiveness of these sustainable supply chain initiatives in reducing GHG emissions; and to determine the benefits and challenges realised when implementing sustainable supply chain initiatives in reducing GHG emissions. The conceptual framework for this research is derived from the literature review which was used to construct the questionnaire, used in the collection of the empirical data for this research. The data from the self-administered questionnaire was analysed by using SPSS software package installed by a consultant from Statkon. The results of the findings demonstrate that organisations are placed under enormous pressure to implement sustainable practices. The top three drivers identified within this study are pressure from consumer and brand protection; pressure from top management; and cost...
- Full Text:
- Authors: Makan, Hemisha
- Date: 2017
- Subjects: Industrial management , Greenhouse gas mitigation , Greenhouse gases - Environmental aspects , Business logistics
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/246234 , uj:25521
- Description: M.Com. (Business Management) , Abstract: A radical change in the global economy has resulted in a paradigm shift whereby the supply chain has evolved from a traditional simple supply chain to one that is filled with complexities and uncertainties. Five forces, namely globalisation, technological advancements, empowered consumers, organisational consolidation and government regulations have driven this reformation within the supply chain. As a result, organisations within the supply chain have been forced to re-engineer their processes and strategies in order to remain competitive and operative. This change has created an over-production of products and hence an imbalance between demand and supply. With the increased production, there has also been an upsurge in the movement of goods by different modes of transportation, particularly within the road freight industry. The increase in road freight transportation has resulted in an escalation in the emission of greenhouse gases (GHG) into the atmosphere, resulting in climate change. The adverse effects of these gases have intensified concerns of various stakeholders, consumers and society and as a consequence organisations have been pressurised to implement sustainable supply chain initiatives to reduce GHG emissions. Hence, the objective of this study is to establish a framework of sustainable supply chain initiatives in reducing GHG emissions within the road freight transport industry. The sub-objectives are to identify different drivers that led to the adoption of sustainable supply chain initiatives in reducing GHG emissions; to identify the effectiveness of these sustainable supply chain initiatives in reducing GHG emissions; and to determine the benefits and challenges realised when implementing sustainable supply chain initiatives in reducing GHG emissions. The conceptual framework for this research is derived from the literature review which was used to construct the questionnaire, used in the collection of the empirical data for this research. The data from the self-administered questionnaire was analysed by using SPSS software package installed by a consultant from Statkon. The results of the findings demonstrate that organisations are placed under enormous pressure to implement sustainable practices. The top three drivers identified within this study are pressure from consumer and brand protection; pressure from top management; and cost...
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Die belangrikheid en rol van korporatiewe identiteit vir 'n motorvervaardiger
- Authors: Mans-Combrinck, M
- Date: 2014-08-27
- Subjects: Industrial management , Automobile industry and trade - Management
- Type: Thesis
- Identifier: uj:12175 , http://hdl.handle.net/10210/11917
- Description: M.Com. (Business Management) , Please refer to full text to view abstract
- Full Text:
- Authors: Mans-Combrinck, M
- Date: 2014-08-27
- Subjects: Industrial management , Automobile industry and trade - Management
- Type: Thesis
- Identifier: uj:12175 , http://hdl.handle.net/10210/11917
- Description: M.Com. (Business Management) , Please refer to full text to view abstract
- Full Text:
Identification of stakeholders in the capital project life cycle for a state owned enterprise
- Authors: Maphanga, Penny
- Date: 2018
- Subjects: Engineering - Management , Industrial management , Project management , Technological innovations - Management
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/393703 , uj:32584
- Description: Abstract : The aim of this study was to identify stakeholders in Capital projects and to assess the process of identification of stakeholders in capital projects. The stakeholder identification process was assessed throughout the stages of a project cycle in a State Owned Enterprises (SOE). The research followed a case study approach and it was conducted in a bulk water supplier SOE. The study found that identification of stakeholders is a known phenomenon in the organization however it has not fully matured. This study has also formed a foundation for academics who want to study and advance stakeholder identification within the SOE environment. It has thus recommended that the organization advance their stakeholder identification processes to ensure that project delays due to unhappy stakeholders is minimized. The advantage of proper stakeholder identification is that it will minimize project variations and improve projects completion time as stakeholder identification will be part of the organization project management processes. , M.Phil. (Engineering Management)
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- Authors: Maphanga, Penny
- Date: 2018
- Subjects: Engineering - Management , Industrial management , Project management , Technological innovations - Management
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/393703 , uj:32584
- Description: Abstract : The aim of this study was to identify stakeholders in Capital projects and to assess the process of identification of stakeholders in capital projects. The stakeholder identification process was assessed throughout the stages of a project cycle in a State Owned Enterprises (SOE). The research followed a case study approach and it was conducted in a bulk water supplier SOE. The study found that identification of stakeholders is a known phenomenon in the organization however it has not fully matured. This study has also formed a foundation for academics who want to study and advance stakeholder identification within the SOE environment. It has thus recommended that the organization advance their stakeholder identification processes to ensure that project delays due to unhappy stakeholders is minimized. The advantage of proper stakeholder identification is that it will minimize project variations and improve projects completion time as stakeholder identification will be part of the organization project management processes. , M.Phil. (Engineering Management)
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Environmental and social reporting as a tool for dialogue with stakeholders in the Highveld region
- Authors: Mboshane, Makoma Maureen
- Date: 2010-11-09T06:24:19Z
- Subjects: Industrial management , Corporate governance , Business communication , Social responsibility of business
- Type: Mini-Dissertation
- Identifier: http://ujcontent.uj.ac.za8080/10210/369839 , uj:6955 , http://hdl.handle.net/10210/3464
- Description: M.Comm. , Challenges to businesses have become ever more complex and unpredictable in a fast changing and globalised world. Businesses continuously have to find ways to respond to pressing challenges that were not on the agenda in the past two decades. The traditional stakeholder base has broadened and includes diverse groups of interested parties inside and outside the boundaries of business. The business imperative is now the ability to balance the conflicting demands of its various stakeholders. Businesses are anxious to protect their reputation and to comply with legislation, however, growing stakeholder activism signals emerging gaps or barriers between organisational methods and stakeholder expectations. Broader stakeholder engagement and collaboration to find a win-win solution to these concerns, while valuing stakeholder relationships is key to unlocking value in today’s ramified network based economy. Businesses need to establish meaningful collaborative communication with stakeholders. The possibility to enter into dialogue and advocate greater transparency and information disclosure per stakeholder group is highly recommended. It is also recommended that business consider a shift from stakeholder management to stakeholder collaboration practices.
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- Authors: Mboshane, Makoma Maureen
- Date: 2010-11-09T06:24:19Z
- Subjects: Industrial management , Corporate governance , Business communication , Social responsibility of business
- Type: Mini-Dissertation
- Identifier: http://ujcontent.uj.ac.za8080/10210/369839 , uj:6955 , http://hdl.handle.net/10210/3464
- Description: M.Comm. , Challenges to businesses have become ever more complex and unpredictable in a fast changing and globalised world. Businesses continuously have to find ways to respond to pressing challenges that were not on the agenda in the past two decades. The traditional stakeholder base has broadened and includes diverse groups of interested parties inside and outside the boundaries of business. The business imperative is now the ability to balance the conflicting demands of its various stakeholders. Businesses are anxious to protect their reputation and to comply with legislation, however, growing stakeholder activism signals emerging gaps or barriers between organisational methods and stakeholder expectations. Broader stakeholder engagement and collaboration to find a win-win solution to these concerns, while valuing stakeholder relationships is key to unlocking value in today’s ramified network based economy. Businesses need to establish meaningful collaborative communication with stakeholders. The possibility to enter into dialogue and advocate greater transparency and information disclosure per stakeholder group is highly recommended. It is also recommended that business consider a shift from stakeholder management to stakeholder collaboration practices.
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Exploring the elements and dynamics of transformational change
- Authors: Mdletye, Mbongeni Andile
- Date: 2013-05-01
- Subjects: Transformational change , Industrial management , Problem solving , Theory of constraints (Management) , Decision trees - Computer programs
- Type: Thesis
- Identifier: uj:7501 , http://hdl.handle.net/10210/8359
- Description: D.Phil. (Leadership in Performance and Change) , The desire for organisational competitiveness as a result of factors such as the changing and increasing needs of customers, deregulation, the globalisation of the economy and work, the increasing competition due to globalisation, the need to control costs and increase efficiency, as well as the fast pace of technological advancement, has compelled organisations to embark on changes that take place at a fast and ever-increasing rate. However, it was noted that organisations are not at all succeeding in implementing and institutionalising change initiatives effectively. There is a high failure rate in the implementation of transformational change efforts, and this is attributed to the fact that managers are not well-equipped to deal with challenges associated with the implementation of transformational changes in organisations. As a result of the high failure rate in change implementation, there had been a number of empirical studies conducted, which investigated reasons behind this low success rate. Unfortunately very few studies have focused on the human side of transformational change. Most of the researches have dwelt more on the technical side of change. This quantitative study was then conducted in order to identify and explore the elements and dynamics of transformational change, which can be regarded as constituting the human dimension of transformational change. Specifically, the main objective of this study was to determine the extent to which the elements and dynamics of transformational change (that is, perceptions, reactions, experiences, personal impact, and organisational impact) relate to the status of the change process. This research adopted a two-pronged approach, which incorporated a literature study first, and thereafter an empirical study. The literature study contextualised the elements and dynamics of transformational change within the Correctional Services environment. An overview of transformational change in the Department of Correctional Services was also provided. Based on the results of the literature study, a theoretical model, which hypothesised the relationships between perceptions and experience on one side, and the status of change on the other, was developed and empirically tested. The empirical data was collected by means of two survey questionnaires – one for correctional officials and the other for offenders, which were administered to 1000 correctional officials and 500 offenders. Methodologically, the study was guided by an exploratory, survey, descriptive, correlational and explanatory research designs, which were underpinned by ontological and epistemological perspectives. All completed and returned questionnaires were computed to analyse the responses of the respondents. The results of the analysis of data showed that the DCS change was characterised by positive perceptions; positive, negative and introspective-anxious experiences; negative responses in terms of emotional reactions and resistance; negative personal impact at intrapersonal and interpersonal levels; and positive organisational impact as the key aspects of the elements and dynamics of transformational change. The discussion in this thesis revolves around the above-named elements and dynamics of transformational change. Through performing exploratory and confirmatory factor analyses, a three-factor measurement model which encompassed perception, experience and the status of change, was identified and confirmed. The structural equation modelling found that both perceptions and experiences were the predictors of the status of change.
- Full Text:
- Authors: Mdletye, Mbongeni Andile
- Date: 2013-05-01
- Subjects: Transformational change , Industrial management , Problem solving , Theory of constraints (Management) , Decision trees - Computer programs
- Type: Thesis
- Identifier: uj:7501 , http://hdl.handle.net/10210/8359
- Description: D.Phil. (Leadership in Performance and Change) , The desire for organisational competitiveness as a result of factors such as the changing and increasing needs of customers, deregulation, the globalisation of the economy and work, the increasing competition due to globalisation, the need to control costs and increase efficiency, as well as the fast pace of technological advancement, has compelled organisations to embark on changes that take place at a fast and ever-increasing rate. However, it was noted that organisations are not at all succeeding in implementing and institutionalising change initiatives effectively. There is a high failure rate in the implementation of transformational change efforts, and this is attributed to the fact that managers are not well-equipped to deal with challenges associated with the implementation of transformational changes in organisations. As a result of the high failure rate in change implementation, there had been a number of empirical studies conducted, which investigated reasons behind this low success rate. Unfortunately very few studies have focused on the human side of transformational change. Most of the researches have dwelt more on the technical side of change. This quantitative study was then conducted in order to identify and explore the elements and dynamics of transformational change, which can be regarded as constituting the human dimension of transformational change. Specifically, the main objective of this study was to determine the extent to which the elements and dynamics of transformational change (that is, perceptions, reactions, experiences, personal impact, and organisational impact) relate to the status of the change process. This research adopted a two-pronged approach, which incorporated a literature study first, and thereafter an empirical study. The literature study contextualised the elements and dynamics of transformational change within the Correctional Services environment. An overview of transformational change in the Department of Correctional Services was also provided. Based on the results of the literature study, a theoretical model, which hypothesised the relationships between perceptions and experience on one side, and the status of change on the other, was developed and empirically tested. The empirical data was collected by means of two survey questionnaires – one for correctional officials and the other for offenders, which were administered to 1000 correctional officials and 500 offenders. Methodologically, the study was guided by an exploratory, survey, descriptive, correlational and explanatory research designs, which were underpinned by ontological and epistemological perspectives. All completed and returned questionnaires were computed to analyse the responses of the respondents. The results of the analysis of data showed that the DCS change was characterised by positive perceptions; positive, negative and introspective-anxious experiences; negative responses in terms of emotional reactions and resistance; negative personal impact at intrapersonal and interpersonal levels; and positive organisational impact as the key aspects of the elements and dynamics of transformational change. The discussion in this thesis revolves around the above-named elements and dynamics of transformational change. Through performing exploratory and confirmatory factor analyses, a three-factor measurement model which encompassed perception, experience and the status of change, was identified and confirmed. The structural equation modelling found that both perceptions and experiences were the predictors of the status of change.
- Full Text:
Complexity factors affecting the duration of research and development projects
- Authors: Molepo, P.M.
- Date: 2018
- Subjects: Project management - Research , Engineering - Management , Technological complexity , Industrial management
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/393908 , uj:32611
- Description: Abstract : Research and development (R&D) plays an important role in the development of the economy. Organisations are encouraged to strive for innovative ways to survive due to worldwide competition, constant changes of customer needs and technological advancements. Today R&D projects are fast becoming the core business of many organisations and are used to increase profitability and growth. These projects have a time based competition and fast technological development. Therefore, the time it takes to get an innovation into the market becomes a very significant and critical index of global competition. Despite being the core business of many organisations, R&D projects are beset with time and cost overrun and thus are terminated before achieving the objectives. These projects are characterised by high uncertainties and complex properties. As a result, organisations are faced with the challenges of effectively managing these projects. The core objective of this study is to identify the complexities of the R&D project management process and their impact on project duration. This research study is executed through literature review and a single case study conducted on the R&D team in an engineering organisation. The case study was conducted using questionnaires and interviews. The questionnaires were sent to the R&D technical specialists whereas the interviews were conducted with the managers. Literature review identified eight sources of R&D project complexity as technological, organisational, intraorganisational, technical, development, marketing, dynamic and uncertainty. Under each complexity, there are different factors contributing to the source of project complexity. In terms of the impact the complexity has on project duration; the results show that lack of competent resources is the main reason why projects end up delayed. Again, the change in project scope involves addition of project activities to the project, requiring more time to complete the project. The main findings of the research show that the R&D technical specialists and the managers have different perspectives regarding the factors that contribute to R&D project complexity. According to the technical specialists, changes in process management and scope variation are the highest complexity contributors. However, the results from interviews with the managers indicate that lack of top management support is the cause of complexities in projects. Although the identified list of R&D complexity factors might differ depending on the project type and industry, the results of this research will benefit the project managers of R&D ... , M.Phil. (Engineering Management)
- Full Text:
- Authors: Molepo, P.M.
- Date: 2018
- Subjects: Project management - Research , Engineering - Management , Technological complexity , Industrial management
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/393908 , uj:32611
- Description: Abstract : Research and development (R&D) plays an important role in the development of the economy. Organisations are encouraged to strive for innovative ways to survive due to worldwide competition, constant changes of customer needs and technological advancements. Today R&D projects are fast becoming the core business of many organisations and are used to increase profitability and growth. These projects have a time based competition and fast technological development. Therefore, the time it takes to get an innovation into the market becomes a very significant and critical index of global competition. Despite being the core business of many organisations, R&D projects are beset with time and cost overrun and thus are terminated before achieving the objectives. These projects are characterised by high uncertainties and complex properties. As a result, organisations are faced with the challenges of effectively managing these projects. The core objective of this study is to identify the complexities of the R&D project management process and their impact on project duration. This research study is executed through literature review and a single case study conducted on the R&D team in an engineering organisation. The case study was conducted using questionnaires and interviews. The questionnaires were sent to the R&D technical specialists whereas the interviews were conducted with the managers. Literature review identified eight sources of R&D project complexity as technological, organisational, intraorganisational, technical, development, marketing, dynamic and uncertainty. Under each complexity, there are different factors contributing to the source of project complexity. In terms of the impact the complexity has on project duration; the results show that lack of competent resources is the main reason why projects end up delayed. Again, the change in project scope involves addition of project activities to the project, requiring more time to complete the project. The main findings of the research show that the R&D technical specialists and the managers have different perspectives regarding the factors that contribute to R&D project complexity. According to the technical specialists, changes in process management and scope variation are the highest complexity contributors. However, the results from interviews with the managers indicate that lack of top management support is the cause of complexities in projects. Although the identified list of R&D complexity factors might differ depending on the project type and industry, the results of this research will benefit the project managers of R&D ... , M.Phil. (Engineering Management)
- Full Text:
Incentive schemes : driving the right behaviour amongst staff translated into improved business performance
- Authors: Morrison, Yoliswa Thando
- Date: 2015
- Subjects: Incentive awards , Incentives in industry , Industrial management
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/55334 , uj:16281
- Description: Abstract: Staff incentive schemes have become increasingly popular in influencing staff to perform more efficiently in the interests of the organisations for which they work. Research has proven that recognition and incentive programmes are indeed a powerful and effective tool for enhancing company performance and profits, contributing to the fact that companies that implement such incentive schemes perform significantly better than their peers who do not have such schemes. Staff incentive schemes however tend to fall short when it comes to driving the right behaviour amongst the staff for whom it is meant for. Gaining a competitive edge in the banking sector is very challenging, given that the South African banking industry is a highly competitive industry and many of the major banks offer similar services and products, making it difficult to distinguish themselves from the competition. Offering exceptional customer service to clients has increasingly become the only way in which banks can differentiate and distinguish themselves from their competitors. The incentive scheme at Absa was implemented in order to drive exceptional customer service. Excellent customer service should benefit the business as a whole with improvements in key measures such as profit and customer acquisition. However, there are various factors such as administrative flaws, industry conditions, as well as the composition of the incentive scheme itself, which may render the scheme ineffective if these are not carefully considered. A mixed-method approach was taken in conducting the research, including quantitative inputs from Absa’s data repository, and qualitative inputs from the research questionnaire. The research found that branch staff opined very strongly about the need to influence the design of the incentive; entry criteria should be more achievable, staff PD ratings not being used as a qualifying criterion, and that management should ensure that the communication around the incentive scheme is always consistent across the entire branch network. The research concludes with recommendations of considerations to be made for future incentive schemes to be implemented. , M.Com. (Business Management)
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- Authors: Morrison, Yoliswa Thando
- Date: 2015
- Subjects: Incentive awards , Incentives in industry , Industrial management
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/55334 , uj:16281
- Description: Abstract: Staff incentive schemes have become increasingly popular in influencing staff to perform more efficiently in the interests of the organisations for which they work. Research has proven that recognition and incentive programmes are indeed a powerful and effective tool for enhancing company performance and profits, contributing to the fact that companies that implement such incentive schemes perform significantly better than their peers who do not have such schemes. Staff incentive schemes however tend to fall short when it comes to driving the right behaviour amongst the staff for whom it is meant for. Gaining a competitive edge in the banking sector is very challenging, given that the South African banking industry is a highly competitive industry and many of the major banks offer similar services and products, making it difficult to distinguish themselves from the competition. Offering exceptional customer service to clients has increasingly become the only way in which banks can differentiate and distinguish themselves from their competitors. The incentive scheme at Absa was implemented in order to drive exceptional customer service. Excellent customer service should benefit the business as a whole with improvements in key measures such as profit and customer acquisition. However, there are various factors such as administrative flaws, industry conditions, as well as the composition of the incentive scheme itself, which may render the scheme ineffective if these are not carefully considered. A mixed-method approach was taken in conducting the research, including quantitative inputs from Absa’s data repository, and qualitative inputs from the research questionnaire. The research found that branch staff opined very strongly about the need to influence the design of the incentive; entry criteria should be more achievable, staff PD ratings not being used as a qualifying criterion, and that management should ensure that the communication around the incentive scheme is always consistent across the entire branch network. The research concludes with recommendations of considerations to be made for future incentive schemes to be implemented. , M.Com. (Business Management)
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