Factors influencing motivation of nurse leaders in a private hospital group
- Authors: Breed, Maria
- Date: 2018
- Subjects: Nursing services - Administration , Mentoring in nursing , Leadership , Nurse administrators , Team nursing
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/273487 , uj:29136
- Description: M.Cur. (Nursing Management) , Abstract: The objective of this study was to identify and describe the motivation of nurse leaders. A quantitative, descriptive design and stratified sampling was used. Participants comprised of Unit Managers (n=49) from five hospitals in a Private Hospital group in South Africa. A self administered questionaire was designed by using the Multi Dimensional Work Motivation Scale to collect the data. Data was analysed using the IBM SPSS 22.0 program. The results indicated that the nurse leaders in this study were intrinsically motivated and that Identified and Introjected Regulation had an influence on their motivation. Their motivation was influenced by support, relatedness, autonomy and competence. No relationships were found between motivation and age, years in a management position, gender, qualifications and staff reporting structure. By implication, to understand what motivates nurse leaders and to keep them motivated by providing recommendations to senior nursing and HR management which will enhance their motivation, would have positive patient outcomes, as well as on the success of the organisation.
- Full Text:
- Authors: Breed, Maria
- Date: 2018
- Subjects: Nursing services - Administration , Mentoring in nursing , Leadership , Nurse administrators , Team nursing
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/273487 , uj:29136
- Description: M.Cur. (Nursing Management) , Abstract: The objective of this study was to identify and describe the motivation of nurse leaders. A quantitative, descriptive design and stratified sampling was used. Participants comprised of Unit Managers (n=49) from five hospitals in a Private Hospital group in South Africa. A self administered questionaire was designed by using the Multi Dimensional Work Motivation Scale to collect the data. Data was analysed using the IBM SPSS 22.0 program. The results indicated that the nurse leaders in this study were intrinsically motivated and that Identified and Introjected Regulation had an influence on their motivation. Their motivation was influenced by support, relatedness, autonomy and competence. No relationships were found between motivation and age, years in a management position, gender, qualifications and staff reporting structure. By implication, to understand what motivates nurse leaders and to keep them motivated by providing recommendations to senior nursing and HR management which will enhance their motivation, would have positive patient outcomes, as well as on the success of the organisation.
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Work engagement, psychological meaningfulness and psychological safety : a leadership perspective
- Authors: Dicks, Genevieve
- Date: 2016
- Subjects: Leadership , Leadership - Psychological aspects , Executive ability
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/246177 , uj:25514
- Description: M.Phil. , Abstract: Effective leadership is vital for any organisation as a leader has the power and ability to mould the culture within an organisation. Theory has linked the level of engagement, meaningfulness and psychological safety of employees to the leadership structure within an organisation. Disengaged employees have considerable cost implications for organisations. The aim of this study was to explore the relationship between work engagement, psychological meaningfulness and psychological safety amongst leaders within the workplace. This study further investigated the possible moderating role of job level on psychological meaning and psychological safety on work engagement. Using non-probability sampling, a quantitative, cross-sectional survey design was administered to a sample of individuals from several organisations in the Gauteng province (N = 587). The Utrecht Work Engagement Scale (UWES-9 item), the Psychological Conditions Scale (PCS), the Psychological Meaningfulness Scale (PMS), and Kahn’s method of measuring psychological safety were utilised. Pearson product moment correlation coefficients between work engagement, psychological meaningfulness and psychological safety were determined. Moderated multiple regression analysis was used to determine if the levels of leadership explained variance in the variables measured. In addition, a MANOVA was performed to determine the difference in means between the levels of leadership and work engagement, psychological meaningfulness and psychological safety respectively. Further to this, one-way ANOVA were then conducted for work engagement, psychological meaningfulness and psychological safety with regards to each level of leadership respectively. Results confirmed that a significant positive relationship exists between work engagement and psychological meaningfulness, between work engagement and psychological safety and between psychological meaningfulness and psychological safety respectively. The results...
- Full Text:
- Authors: Dicks, Genevieve
- Date: 2016
- Subjects: Leadership , Leadership - Psychological aspects , Executive ability
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/246177 , uj:25514
- Description: M.Phil. , Abstract: Effective leadership is vital for any organisation as a leader has the power and ability to mould the culture within an organisation. Theory has linked the level of engagement, meaningfulness and psychological safety of employees to the leadership structure within an organisation. Disengaged employees have considerable cost implications for organisations. The aim of this study was to explore the relationship between work engagement, psychological meaningfulness and psychological safety amongst leaders within the workplace. This study further investigated the possible moderating role of job level on psychological meaning and psychological safety on work engagement. Using non-probability sampling, a quantitative, cross-sectional survey design was administered to a sample of individuals from several organisations in the Gauteng province (N = 587). The Utrecht Work Engagement Scale (UWES-9 item), the Psychological Conditions Scale (PCS), the Psychological Meaningfulness Scale (PMS), and Kahn’s method of measuring psychological safety were utilised. Pearson product moment correlation coefficients between work engagement, psychological meaningfulness and psychological safety were determined. Moderated multiple regression analysis was used to determine if the levels of leadership explained variance in the variables measured. In addition, a MANOVA was performed to determine the difference in means between the levels of leadership and work engagement, psychological meaningfulness and psychological safety respectively. Further to this, one-way ANOVA were then conducted for work engagement, psychological meaningfulness and psychological safety with regards to each level of leadership respectively. Results confirmed that a significant positive relationship exists between work engagement and psychological meaningfulness, between work engagement and psychological safety and between psychological meaningfulness and psychological safety respectively. The results...
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Entrepreneurial leadership as a critical success factor in the sustainability of non-governmental organisations
- Authors: Dube, Zakhele V.
- Date: 2019
- Subjects: Entrepreneurship , Leadership , Non-governmental organizations - South Africa
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/292065 , uj:31734
- Description: Abstract: The non-governmental organisation (NGO) sector in South Africa has witnessed an increase in the number of emerging NGOs, particularly within the last decade of democratic dispensation since 1994 and has been perceived as reliable entities that support the government in addressing the socio-economic issues. The nature and composition of NGOs have transformed into a high-paced, highly threatening and increasingly global environment. Economic pressures and increased competition for funding are some of the challenges that have an impact on NGO’s performance and sustainability. The government’s gradual inability to provide high quality public services continues to create a vacuum in the delivery of public services that NGOs strive to fill, and these are some of the main contributing factors resulting in the emergence of NGOs in the developing economies. The study was based on a quantitative methodology. The adopted methodology allowed the researcher to utilise obtained data to explore and examine the relationship between variables and provide responses to the research questions and objectives. A descriptive and correlation research design was adopted, which focused on describing the variables and examine the relationship between the variables. The literature findings of the study indicated that the creation of collaborations and partnerships with multiple stakeholders resulted in the birth of public-private partnership models, which has benefited the NGO sector through improved financial, technical and operational strengthening. Furthermore, the study revealed a strong relationship between Entrepreneurial Leadership, Entrepreneurial Orientation and NGO Sustainability (performance). No evidence was found to support the relationships between Entrepreneurial Leadership and the number of years in the particular organisation, nor was there any evidence found that there is a relationship between Entrepreneurial Leadership and the number of years in the NGO sector. The study also revealed that there was no statistical significant difference between age groups and gender for the Entrepreneurial Leadership scores. , M.Phil. (Management)
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- Authors: Dube, Zakhele V.
- Date: 2019
- Subjects: Entrepreneurship , Leadership , Non-governmental organizations - South Africa
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/292065 , uj:31734
- Description: Abstract: The non-governmental organisation (NGO) sector in South Africa has witnessed an increase in the number of emerging NGOs, particularly within the last decade of democratic dispensation since 1994 and has been perceived as reliable entities that support the government in addressing the socio-economic issues. The nature and composition of NGOs have transformed into a high-paced, highly threatening and increasingly global environment. Economic pressures and increased competition for funding are some of the challenges that have an impact on NGO’s performance and sustainability. The government’s gradual inability to provide high quality public services continues to create a vacuum in the delivery of public services that NGOs strive to fill, and these are some of the main contributing factors resulting in the emergence of NGOs in the developing economies. The study was based on a quantitative methodology. The adopted methodology allowed the researcher to utilise obtained data to explore and examine the relationship between variables and provide responses to the research questions and objectives. A descriptive and correlation research design was adopted, which focused on describing the variables and examine the relationship between the variables. The literature findings of the study indicated that the creation of collaborations and partnerships with multiple stakeholders resulted in the birth of public-private partnership models, which has benefited the NGO sector through improved financial, technical and operational strengthening. Furthermore, the study revealed a strong relationship between Entrepreneurial Leadership, Entrepreneurial Orientation and NGO Sustainability (performance). No evidence was found to support the relationships between Entrepreneurial Leadership and the number of years in the particular organisation, nor was there any evidence found that there is a relationship between Entrepreneurial Leadership and the number of years in the NGO sector. The study also revealed that there was no statistical significant difference between age groups and gender for the Entrepreneurial Leadership scores. , M.Phil. (Management)
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The relationship between path-goal leadership theory and employee engagement
- Authors: Dürr, Erich Johann
- Date: 2019
- Subjects: Management - Employee participation , Employee empowerment , Leadership
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/402831 , uj:33729
- Description: Abstract : Increased globalisation and constant economic turmoil, fuelled by intense business-tobusiness competition, more demanding customers and consumers, continuous and often dramatic changes in technology, and more demanding shareholders, are some of the main drivers determining business focus and strategies. To remain competitive and sustainable, organisations need to focus on and find ways to improve and increase employee retention, productivity and loyalty, while driving customer satisfaction and the organisation’s top and bottom lines. Employee Engagement (also referred to as Work Engagement and used interchangeably in this research study dependent on the author or measure quoted or discussed) is identified as one of the critical drivers of these organisational focus points, with Leadership in turn being one of the key drivers and determinants of Employee Engagement. The key focus of this study was to determine the relationship between Path-Goal Leadership Theory and Employee Engagement, with specific reference to the foodservice industry in South Africa. The study utilised a quantitative methodology, which allowed the researcher to collect quantitative data using cross-sectional surveys by means of structured, self-administered questionnaires. A minimum sample size of n = 250 was sought and obtained. Descriptive statistics, reliability statistics, Exploratory Factor Analysis (EFA), Confirmatory Factor Analysis (CFA), Bivariate Correlation Analysis, T-Tests and Variance Analysis were used to statistically explore the relationship between Path-Goal Leadership Theory and Employee Engagement. Literature findings of the study indicated that there is a relationship between Leadership and Employee Engagement, as well as between the different Path-Goal Leadership Theory Leadership styles (Directive Leadership style, Supportive Leadership style, Participative Leadership and Achievement-Oriented Leadership style) and Employee Engagement. The empirical results of this study supported that all four Path-Goal Leadership Theory Leadership styles do have positive correlations with Employee Engagement, with the Participative Leadership style reflecting a significant strong positive relationship on Employee Engagement. The Achievement-Oriented Leadership style reflected the weakest significant positive relationship with Employee Engagement. , M.Phil. (Personal and Professional Leadership)
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- Authors: Dürr, Erich Johann
- Date: 2019
- Subjects: Management - Employee participation , Employee empowerment , Leadership
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/402831 , uj:33729
- Description: Abstract : Increased globalisation and constant economic turmoil, fuelled by intense business-tobusiness competition, more demanding customers and consumers, continuous and often dramatic changes in technology, and more demanding shareholders, are some of the main drivers determining business focus and strategies. To remain competitive and sustainable, organisations need to focus on and find ways to improve and increase employee retention, productivity and loyalty, while driving customer satisfaction and the organisation’s top and bottom lines. Employee Engagement (also referred to as Work Engagement and used interchangeably in this research study dependent on the author or measure quoted or discussed) is identified as one of the critical drivers of these organisational focus points, with Leadership in turn being one of the key drivers and determinants of Employee Engagement. The key focus of this study was to determine the relationship between Path-Goal Leadership Theory and Employee Engagement, with specific reference to the foodservice industry in South Africa. The study utilised a quantitative methodology, which allowed the researcher to collect quantitative data using cross-sectional surveys by means of structured, self-administered questionnaires. A minimum sample size of n = 250 was sought and obtained. Descriptive statistics, reliability statistics, Exploratory Factor Analysis (EFA), Confirmatory Factor Analysis (CFA), Bivariate Correlation Analysis, T-Tests and Variance Analysis were used to statistically explore the relationship between Path-Goal Leadership Theory and Employee Engagement. Literature findings of the study indicated that there is a relationship between Leadership and Employee Engagement, as well as between the different Path-Goal Leadership Theory Leadership styles (Directive Leadership style, Supportive Leadership style, Participative Leadership and Achievement-Oriented Leadership style) and Employee Engagement. The empirical results of this study supported that all four Path-Goal Leadership Theory Leadership styles do have positive correlations with Employee Engagement, with the Participative Leadership style reflecting a significant strong positive relationship on Employee Engagement. The Achievement-Oriented Leadership style reflected the weakest significant positive relationship with Employee Engagement. , M.Phil. (Personal and Professional Leadership)
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Understanding the role of personal leadership skill in small and medium enterprise resilience
- Authors: Ferreira, Benjamin Philip
- Date: 2018
- Subjects: Small business - Management , Leadership , Organizational effectiveness
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/295825 , uj:32222
- Description: Abstract: Small and medium-sized enterprises (SME’s) play an important role in the economy. In a stable economy, the resilience of SME’s is important. Research on the resilience of organisations as well as personal resilience abound but not much research has been done on the relationship between personal leadership and organisational resilience. The purpose of this study was to explore and describe the personal leadership experience of senior executives within SME’s with regards to ensuring organisational resilience and to develop guidelines to help with personal leadership with regards to ensuring organisational resilience. This study examined personal leadership within the Personal and Professional Leadership (PPL) paradigm and keeping with the social constructionist framework. Data was collected through eight phenomenological interviews with senior executives of SME’s. The data were transcribed and analysed by the researcher and an independent coder using Tesch’s method of open coding. A consensus conversation between the researcher and the independent coder confirmed the findings. The results showed that the personal leadership experience of senior executives within SME’s with regards to ensuring organisational resilience created pressure. In order to handle this, leaders need support on a personal level as well as on an organisational level. On a personal level, leaders experienced the need to be personally resilient to help ensure organisational resilience. With regards to the organisational level, leaders see the need of designing a resilient organisation. Part of designing a resilient organisation is achieved by creating leadership strategies for sustainable organisational resilience. These findings were used to create guidelines and practical actions that can help senior executives within SME’s on a personal leadership level with regards to ensuring organisational resilience. Ways to build personal leadership that supports the ensuring of organisational resilience was proposed. , M.Phil.
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- Authors: Ferreira, Benjamin Philip
- Date: 2018
- Subjects: Small business - Management , Leadership , Organizational effectiveness
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/295825 , uj:32222
- Description: Abstract: Small and medium-sized enterprises (SME’s) play an important role in the economy. In a stable economy, the resilience of SME’s is important. Research on the resilience of organisations as well as personal resilience abound but not much research has been done on the relationship between personal leadership and organisational resilience. The purpose of this study was to explore and describe the personal leadership experience of senior executives within SME’s with regards to ensuring organisational resilience and to develop guidelines to help with personal leadership with regards to ensuring organisational resilience. This study examined personal leadership within the Personal and Professional Leadership (PPL) paradigm and keeping with the social constructionist framework. Data was collected through eight phenomenological interviews with senior executives of SME’s. The data were transcribed and analysed by the researcher and an independent coder using Tesch’s method of open coding. A consensus conversation between the researcher and the independent coder confirmed the findings. The results showed that the personal leadership experience of senior executives within SME’s with regards to ensuring organisational resilience created pressure. In order to handle this, leaders need support on a personal level as well as on an organisational level. On a personal level, leaders experienced the need to be personally resilient to help ensure organisational resilience. With regards to the organisational level, leaders see the need of designing a resilient organisation. Part of designing a resilient organisation is achieved by creating leadership strategies for sustainable organisational resilience. These findings were used to create guidelines and practical actions that can help senior executives within SME’s on a personal leadership level with regards to ensuring organisational resilience. Ways to build personal leadership that supports the ensuring of organisational resilience was proposed. , M.Phil.
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A comparative study of leadership, strategic direction and reward on employment perfomance
- Authors: Gopal, D. M. S
- Date: 2016
- Subjects: Leadership , Performance - Evaluation , Performance - Management , Employee motivation , Employees - Rating of , Compensation management , Incentives in industry , Incentive awards
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/82434 , uj:18957
- Description: Abstraction: The consensus from leadership is that for a business to perform there is a need for quality employees. Besides being capable of doing their job well, employees also have to be flexible and capable of adapting to a constantly changing and evolving competitive environment. One of the key tasks of leadership is performance management and this involves many roles which include leading by example, being a compelling and effective communicator as well as being able to partner up and collaborate as stated by Blunt and Jones (1992). The need for staff to perform at their peak consistently is no longer negotiable and the need to retain exceptional performing staff in the financial services sector is of utmost importance (Arnold & Boshoff, 2000). Financial rewards, both variable and fixed, Short Term Incentive Plans (STIP’s) and Long Term Incentive Plans (LTIP’s) are reward schemes used by leadership in the financial services sector with the assumption that it is beneficial to employers (PricewaterhouseCoopers, 2012). This research studied the relationship between employee performance, immediate leadership; strategic direction and reward. The research approach was quantitative in nature using secondary raw data. Statistically analysis was performed using descriptive statistics, Confirmatory factor... , M.Phil.
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- Authors: Gopal, D. M. S
- Date: 2016
- Subjects: Leadership , Performance - Evaluation , Performance - Management , Employee motivation , Employees - Rating of , Compensation management , Incentives in industry , Incentive awards
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/82434 , uj:18957
- Description: Abstraction: The consensus from leadership is that for a business to perform there is a need for quality employees. Besides being capable of doing their job well, employees also have to be flexible and capable of adapting to a constantly changing and evolving competitive environment. One of the key tasks of leadership is performance management and this involves many roles which include leading by example, being a compelling and effective communicator as well as being able to partner up and collaborate as stated by Blunt and Jones (1992). The need for staff to perform at their peak consistently is no longer negotiable and the need to retain exceptional performing staff in the financial services sector is of utmost importance (Arnold & Boshoff, 2000). Financial rewards, both variable and fixed, Short Term Incentive Plans (STIP’s) and Long Term Incentive Plans (LTIP’s) are reward schemes used by leadership in the financial services sector with the assumption that it is beneficial to employers (PricewaterhouseCoopers, 2012). This research studied the relationship between employee performance, immediate leadership; strategic direction and reward. The research approach was quantitative in nature using secondary raw data. Statistically analysis was performed using descriptive statistics, Confirmatory factor... , M.Phil.
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A qualitative study of leaders’ work identity in outsourced projects
- Authors: Lategan, Liesel
- Date: 2018
- Subjects: Information technology - Contracting out , Information technology - Management , Project management , Leadership
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/293611 , uj:31928
- Description: Abstract: Orientation The study explored the experiences of ten information technology (IT) project- and programme managers who led outsource projects. It explains the complex nature of outsourcing and requirements in leading inter-organisational teams. Implementation of these outsource projects is often concluded with varying degrees of success, and poor results lead to loss of income, reputation, and intellectual property, which impact people’s work identity. The study focused on the roles these leaders have to fulfil, what motivates them, and personal attributes required to deliver successful outcomes. Finally, the strategies and competencies the project- and programme managers developed to form and maintain their work identity are also discussed. Research purpose The purpose of the study was to explore the work identity of leaders working in complex inter-organisational structures through outsource arrangements. Motivation for the study The study was motivated by my own experiences as an IT project- and programme manager leading outsource teams. More specifically, I wanted to explore my observation of leaders having various levels of success in delivering projects. In addition, I was curious about how they managed themselves and what motivated them. Lastly, I wanted to know how they managed team viability within a complex inter-organisational team, creating an environment where team members wanted to work together on future projects. Research design A qualitative grounded theory research design was employed. Convenience- and snowball sampling were used in selecting ten research participants. Data was collected, first, by conducting interviews asking open-ended questions, followed by semi-structured interviews to clarify the participants’ everyday experiences. Finally, the interviews were transcribed and, with the aid of computerised qualitative data analysis software (ATLAS.ti), thematic data analysis was undertaken. Research findings The findings identified seven themes related to leaders building and maintaining their work identities. This informed a conceptual model of leaders’ work identity within an... , M.Phil. (Personal and Professional Leadership)
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- Authors: Lategan, Liesel
- Date: 2018
- Subjects: Information technology - Contracting out , Information technology - Management , Project management , Leadership
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/293611 , uj:31928
- Description: Abstract: Orientation The study explored the experiences of ten information technology (IT) project- and programme managers who led outsource projects. It explains the complex nature of outsourcing and requirements in leading inter-organisational teams. Implementation of these outsource projects is often concluded with varying degrees of success, and poor results lead to loss of income, reputation, and intellectual property, which impact people’s work identity. The study focused on the roles these leaders have to fulfil, what motivates them, and personal attributes required to deliver successful outcomes. Finally, the strategies and competencies the project- and programme managers developed to form and maintain their work identity are also discussed. Research purpose The purpose of the study was to explore the work identity of leaders working in complex inter-organisational structures through outsource arrangements. Motivation for the study The study was motivated by my own experiences as an IT project- and programme manager leading outsource teams. More specifically, I wanted to explore my observation of leaders having various levels of success in delivering projects. In addition, I was curious about how they managed themselves and what motivated them. Lastly, I wanted to know how they managed team viability within a complex inter-organisational team, creating an environment where team members wanted to work together on future projects. Research design A qualitative grounded theory research design was employed. Convenience- and snowball sampling were used in selecting ten research participants. Data was collected, first, by conducting interviews asking open-ended questions, followed by semi-structured interviews to clarify the participants’ everyday experiences. Finally, the interviews were transcribed and, with the aid of computerised qualitative data analysis software (ATLAS.ti), thematic data analysis was undertaken. Research findings The findings identified seven themes related to leaders building and maintaining their work identities. This informed a conceptual model of leaders’ work identity within an... , M.Phil. (Personal and Professional Leadership)
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The identification of common leadership competencies for engineering managers
- Authors: Magada, Tshilidzi
- Date: 2019
- Subjects: Engineering - Management , Engineering - Technological innovations - Management , Core competencies , Leadership
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/297423 , uj:32424
- Description: Abstract: The rate of techno-globalization remains one of the aspects forcing organizations to evaluate their leadership competencies. Organizations now seek leaders who are excellent in the art of leadership and also have the technical acumen to lead the organization in the age of technology. This is even more so in developing countries such as South Africa where technology will play a major role in improving the economic outlook. This global shift has seen the emergence and rise to prominence of degrees such as engineering management and technology management to equip generally technical people with management skills. Engineering management is a discipline that includes the efficient allocation and management of organizational resources to ensure organizational efficiency and competitiveness. It aims to equip engineers with management and leadership skills to act in a leadership role. Engineering managers equipped with adequate leadership competencies assist organizations to greatly increase performance. This study focus area is in the science and art of leadership for engineering managers. In general, the career path of engineers may lead to management activities as a leader of a unit or project. The promotion of an engineer to a management role is primarily driven by their technical performance. This is even truer in the age where technology has become so pervasive and central to organizational competitiveness. However, many engineers struggle to transition to the new role of management due to their penchant need for logical thinking and high dependency on evidence. This study focused on the leadership competencies engineering managers must harness and their importance as perceived by those involved within the engineering related industries. Research has shown that lack of leadership competencies appear to be one common cause of failure when it comes to engineers transitioning into leadership roles. Even though there is a vast literature on the leadership competencies engineers must acquire to be effective leaders, empirical evidence on specific leadership competencies is very limited. This study investigated the 18 specific leadership competencies grouped into three categories; individual (i.e. innate), engineer (i.e... , M.Phil. (Engineering Management)
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- Authors: Magada, Tshilidzi
- Date: 2019
- Subjects: Engineering - Management , Engineering - Technological innovations - Management , Core competencies , Leadership
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/297423 , uj:32424
- Description: Abstract: The rate of techno-globalization remains one of the aspects forcing organizations to evaluate their leadership competencies. Organizations now seek leaders who are excellent in the art of leadership and also have the technical acumen to lead the organization in the age of technology. This is even more so in developing countries such as South Africa where technology will play a major role in improving the economic outlook. This global shift has seen the emergence and rise to prominence of degrees such as engineering management and technology management to equip generally technical people with management skills. Engineering management is a discipline that includes the efficient allocation and management of organizational resources to ensure organizational efficiency and competitiveness. It aims to equip engineers with management and leadership skills to act in a leadership role. Engineering managers equipped with adequate leadership competencies assist organizations to greatly increase performance. This study focus area is in the science and art of leadership for engineering managers. In general, the career path of engineers may lead to management activities as a leader of a unit or project. The promotion of an engineer to a management role is primarily driven by their technical performance. This is even truer in the age where technology has become so pervasive and central to organizational competitiveness. However, many engineers struggle to transition to the new role of management due to their penchant need for logical thinking and high dependency on evidence. This study focused on the leadership competencies engineering managers must harness and their importance as perceived by those involved within the engineering related industries. Research has shown that lack of leadership competencies appear to be one common cause of failure when it comes to engineers transitioning into leadership roles. Even though there is a vast literature on the leadership competencies engineers must acquire to be effective leaders, empirical evidence on specific leadership competencies is very limited. This study investigated the 18 specific leadership competencies grouped into three categories; individual (i.e. innate), engineer (i.e... , M.Phil. (Engineering Management)
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Exploring the influence of line management on the employee’s wellbeing
- Authors: Mathafena, Rose Boitumelo
- Date: 2018
- Subjects: Personnel management , Employees - Mental health , Leadership , Well-being , Employee motivation
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/283369 , uj:30557
- Description: M.Phil. , Abstract: Management practices have far-reaching implications for both employee wellbeing and organisational outcomes such as job satisfaction, performance, absenteeism, employee engagement and employee turnover. Line management plays a pivotal role in the promotion of employee wellbeing. The aim of the study was to explore the influence of line management on employee wellbeing. Employee wellbeing was explored from the perspective of emotional, mental, physical and spiritual dimensions within the workplace context. Line management practices which enable, as well as undermine, employee wellbeing were comprehensively highlighted. A qualitative case study approach was adopted for the study. Semi-structured, face-to-face interviews were conducted to gather primary data. The research participants were purposely selected as per non-probability sampling guidelines. Primary data and secondary data were analysed through both content and thematic data analysis methods. The interpretive paradigm prominently facilitated the analysis and the interpretation of research findings. From the findings, four prominent themes emerged, namely i) practices enhancing wellbeing; ii) practices undermining wellbeing; iii) the impact of wellbeing-enhancing and wellbeing-undermining practices; and iv) best practices to promote wellbeing. The practical contribution of the research pertains to its proposal of guidelines and practices that can be incorporated into management training and development programmes. These programmes aim to improve people management practices in the workplace, while enhancing employee wellbeing. Lastly, the policies, strategies, skills development competencies, and the creation of a culture conducive to wellbeing in the workplace were articulated within the findings. Future research could explore the impact of line management or leadership on employee career wellbeing with regard to career progression and regression.
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- Authors: Mathafena, Rose Boitumelo
- Date: 2018
- Subjects: Personnel management , Employees - Mental health , Leadership , Well-being , Employee motivation
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/283369 , uj:30557
- Description: M.Phil. , Abstract: Management practices have far-reaching implications for both employee wellbeing and organisational outcomes such as job satisfaction, performance, absenteeism, employee engagement and employee turnover. Line management plays a pivotal role in the promotion of employee wellbeing. The aim of the study was to explore the influence of line management on employee wellbeing. Employee wellbeing was explored from the perspective of emotional, mental, physical and spiritual dimensions within the workplace context. Line management practices which enable, as well as undermine, employee wellbeing were comprehensively highlighted. A qualitative case study approach was adopted for the study. Semi-structured, face-to-face interviews were conducted to gather primary data. The research participants were purposely selected as per non-probability sampling guidelines. Primary data and secondary data were analysed through both content and thematic data analysis methods. The interpretive paradigm prominently facilitated the analysis and the interpretation of research findings. From the findings, four prominent themes emerged, namely i) practices enhancing wellbeing; ii) practices undermining wellbeing; iii) the impact of wellbeing-enhancing and wellbeing-undermining practices; and iv) best practices to promote wellbeing. The practical contribution of the research pertains to its proposal of guidelines and practices that can be incorporated into management training and development programmes. These programmes aim to improve people management practices in the workplace, while enhancing employee wellbeing. Lastly, the policies, strategies, skills development competencies, and the creation of a culture conducive to wellbeing in the workplace were articulated within the findings. Future research could explore the impact of line management or leadership on employee career wellbeing with regard to career progression and regression.
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The mediating role of motivation between leadership and public sector performance
- Authors: Mavhungu, Dzivhuluwani
- Date: 2017
- Subjects: Leadership , Transformational leadership , Mediation and conciliation, Industrial , Public administration
- Language: English
- Type: Masters (Thesis)
- Identifier: http://ujcontent.uj.ac.za8080/10210/388955 , http://hdl.handle.net/10210/237749 , uj:24365
- Description: M.Com. , Abstract: Please refer to full text to view abstract
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- Authors: Mavhungu, Dzivhuluwani
- Date: 2017
- Subjects: Leadership , Transformational leadership , Mediation and conciliation, Industrial , Public administration
- Language: English
- Type: Masters (Thesis)
- Identifier: http://ujcontent.uj.ac.za8080/10210/388955 , http://hdl.handle.net/10210/237749 , uj:24365
- Description: M.Com. , Abstract: Please refer to full text to view abstract
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Nurses’ experiences regarding their leadership roles in a private healthcare day clinic in Gauteng
- Mbebwo, Enestine Ngniamekong
- Authors: Mbebwo, Enestine Ngniamekong
- Date: 2019
- Subjects: Nurse administrators - South Africa - Gauteng , Nurse administrators - South Africa - Gauteng - Education , Nursing services - Administration - South Africa - Gauteng , Leadership
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/296799 , uj:32342
- Description: Abstract: Nurses are routinely placed in front-line positions to take on leadership roles with little formal preparation. Nurses who try to balance the dual roles of their specialties as well as leadership roles are likely to encounter conflict or uncertainty, since, while they have received professional clinical training, they may not have been trained in leadership and its concomitant roles. Nurses’ abilities to be shift leaders and to understand their leadership roles will depend not only in their preparation for such leadership roles, but it will also depend on how organisations support and, recognise them in terms of time, resources and personnel. The purpose of this research was to explore and describe nurses’ experiences regarding their leadership roles, and to develop recommendations to enhance the nurses’ leadership roles in a private healthcare day clinic in Gauteng. A qualitative, exploratory, descriptive and contextual research design using a descriptive phenomenological approach was used. A purposive sample of nurses who were in leadership positions (shift leaders) and who were willing to participate in the study was used. Data collection was achieved through in-depth, phenomenological, individual interviews. Data was analysed using Giorgi’s descriptive method of phenomenological data analysis. In order to protect the participants’ rights, the researcher adhered to ethical principles throughout the study. Measures of trustworthiness by ensuring credibility, dependability, confirmability, and transferability were applied throughout the study. The central theme revealed by the study was that participants experienced their leadership roles to be challenging and multifaceted, with the two main themes emerging as follows: leadership roles’ experiences; and emotional experiences related to leadership roles. Recommendations to enhance the nurses’ leadership roles are made, as are recommendations for nursing practice and policy, nursing education, and future nursing research. The evaluation, limitations, conclusion, and reflection of the study are presented in Chapter 4. , M.Cur. (Nursing Management)
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- Authors: Mbebwo, Enestine Ngniamekong
- Date: 2019
- Subjects: Nurse administrators - South Africa - Gauteng , Nurse administrators - South Africa - Gauteng - Education , Nursing services - Administration - South Africa - Gauteng , Leadership
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/296799 , uj:32342
- Description: Abstract: Nurses are routinely placed in front-line positions to take on leadership roles with little formal preparation. Nurses who try to balance the dual roles of their specialties as well as leadership roles are likely to encounter conflict or uncertainty, since, while they have received professional clinical training, they may not have been trained in leadership and its concomitant roles. Nurses’ abilities to be shift leaders and to understand their leadership roles will depend not only in their preparation for such leadership roles, but it will also depend on how organisations support and, recognise them in terms of time, resources and personnel. The purpose of this research was to explore and describe nurses’ experiences regarding their leadership roles, and to develop recommendations to enhance the nurses’ leadership roles in a private healthcare day clinic in Gauteng. A qualitative, exploratory, descriptive and contextual research design using a descriptive phenomenological approach was used. A purposive sample of nurses who were in leadership positions (shift leaders) and who were willing to participate in the study was used. Data collection was achieved through in-depth, phenomenological, individual interviews. Data was analysed using Giorgi’s descriptive method of phenomenological data analysis. In order to protect the participants’ rights, the researcher adhered to ethical principles throughout the study. Measures of trustworthiness by ensuring credibility, dependability, confirmability, and transferability were applied throughout the study. The central theme revealed by the study was that participants experienced their leadership roles to be challenging and multifaceted, with the two main themes emerging as follows: leadership roles’ experiences; and emotional experiences related to leadership roles. Recommendations to enhance the nurses’ leadership roles are made, as are recommendations for nursing practice and policy, nursing education, and future nursing research. The evaluation, limitations, conclusion, and reflection of the study are presented in Chapter 4. , M.Cur. (Nursing Management)
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Validating a leadership model for stimulating innovation
- Authors: Naidoo, S.
- Date: 2016
- Subjects: Creative ability in business - Management , Leadership , Technological innovations - Management , Organizational change , Success in business
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/83137 , uj:19056
- Description: Abstract: The rapid changes and challenges in the macro external context, leading to an emerging new world force organisations to rethink and recalibrate on a continuous basis if they want to become competitive, and in the long term sustainable (Hewitt, 2012). Organisations recurrently mark their call to explore, create and to implement new ideas in order to remain ahead of competitors, generate profits and maintain a competitive global advantage (Slatten & Mehmetoglu, 2011). This necessitates the need amongst organisations to become more innovative; to diversify their products and services; introduce new technology and to pursue new leadership practices (Scott & Bruce, 1994; Zhao, 2005). Employees play a vital role in building an innovative workplace in terms of processes, procedures and functions. Additionally, leaders play a critical role in terms of motivating and triggering employees to accomplish a collective vision of cultivating innovative behaviour. The understanding of influential leadership behaviours and characteristics is therefore crucial in fostering successful innovative behaviour from employees within an organisation (Vroom & Jago, 2007). The aim of the study was to investigate the relationship amongst the leadership latent variables; rewards, resources and leadership vision as encapsulated in de Jong and Den Hartog’s (2007) conceptual framework for stimulating innovation. Understanding the relationship between the latent variables rewards, resources, leadership vision and innovation, allows leadership to be in a position to partially understand what might contribute to the generation and implementation of innovative ideas, thereby increasing innovation. Consequently, leaders can use these findings as managerial tools for stimulating more innovative output and thereby cultivate an innovative culture throughout the organisation. This in turn will lead to competitive high performing organisations... , M.Phil.
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- Authors: Naidoo, S.
- Date: 2016
- Subjects: Creative ability in business - Management , Leadership , Technological innovations - Management , Organizational change , Success in business
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/83137 , uj:19056
- Description: Abstract: The rapid changes and challenges in the macro external context, leading to an emerging new world force organisations to rethink and recalibrate on a continuous basis if they want to become competitive, and in the long term sustainable (Hewitt, 2012). Organisations recurrently mark their call to explore, create and to implement new ideas in order to remain ahead of competitors, generate profits and maintain a competitive global advantage (Slatten & Mehmetoglu, 2011). This necessitates the need amongst organisations to become more innovative; to diversify their products and services; introduce new technology and to pursue new leadership practices (Scott & Bruce, 1994; Zhao, 2005). Employees play a vital role in building an innovative workplace in terms of processes, procedures and functions. Additionally, leaders play a critical role in terms of motivating and triggering employees to accomplish a collective vision of cultivating innovative behaviour. The understanding of influential leadership behaviours and characteristics is therefore crucial in fostering successful innovative behaviour from employees within an organisation (Vroom & Jago, 2007). The aim of the study was to investigate the relationship amongst the leadership latent variables; rewards, resources and leadership vision as encapsulated in de Jong and Den Hartog’s (2007) conceptual framework for stimulating innovation. Understanding the relationship between the latent variables rewards, resources, leadership vision and innovation, allows leadership to be in a position to partially understand what might contribute to the generation and implementation of innovative ideas, thereby increasing innovation. Consequently, leaders can use these findings as managerial tools for stimulating more innovative output and thereby cultivate an innovative culture throughout the organisation. This in turn will lead to competitive high performing organisations... , M.Phil.
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Job level as a moderator between psychological availability and work engagement
- Authors: Noriega Del Valle, Mariella
- Date: 2017
- Subjects: Leadership , Moderation - Psychological aspects , Employees - Psychology
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/237942 , uj:24389
- Description: M.A. (Industrial Psychology) , Abstract: The present research sought to determine whether an individual’s job level moderated the relationship between psychological availability and work engagement. Participants consisted of 742 employees all of which were in leadership positions (high leadership=16.7%, middle leadership=30.5%, little to no leadership=48.8%), working across various financial and public sectors in Gauteng, South Africa. Cross sectional survey data were collected by utilising the Utrecht Work Engagement Scale (UWES) and the psychological availability dimension from the Psychological Conditions Scale(PCS). Correlational analysis and moderated multiple regression analysis were run to test the hypotheses and address the research question on the relationship between job levels, psychological availability and work engagement. Psychological availability was found to be a predictor of work engagement. Correlations were found between job levels and work engagement as well as between job levels and psychological availability. However, job levels did not significantly moderate the relationship between psychological availability and work engagement. The relationship of psychological availability on work engagement was consequently important for all employees across the spectrum.
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- Authors: Noriega Del Valle, Mariella
- Date: 2017
- Subjects: Leadership , Moderation - Psychological aspects , Employees - Psychology
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/237942 , uj:24389
- Description: M.A. (Industrial Psychology) , Abstract: The present research sought to determine whether an individual’s job level moderated the relationship between psychological availability and work engagement. Participants consisted of 742 employees all of which were in leadership positions (high leadership=16.7%, middle leadership=30.5%, little to no leadership=48.8%), working across various financial and public sectors in Gauteng, South Africa. Cross sectional survey data were collected by utilising the Utrecht Work Engagement Scale (UWES) and the psychological availability dimension from the Psychological Conditions Scale(PCS). Correlational analysis and moderated multiple regression analysis were run to test the hypotheses and address the research question on the relationship between job levels, psychological availability and work engagement. Psychological availability was found to be a predictor of work engagement. Correlations were found between job levels and work engagement as well as between job levels and psychological availability. However, job levels did not significantly moderate the relationship between psychological availability and work engagement. The relationship of psychological availability on work engagement was consequently important for all employees across the spectrum.
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Black executive business leaders’ strategies and tactics for accelerated development : implications for coaching
- Authors: Sithole, Zinhle Nomcebo
- Date: 2018
- Subjects: Leadership , Executive ability - South Africa , Executive coaching - South Africa , Executives, Black - South Africa
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/283692 , uj:30606
- Description: M.Phil. , Abstract: The complexity of the legacy issues in South Africa heightens the importance of the development of aspiring business leaders to close the perceived gap of representation at the executive level. Whilst notable progress has been made by South African companies in the skilled, technical, professionally qualified, and specialist occupational spheres, the pace of progress is slower in developing black executives, both men and women, for senior executive positions. Transformation should not be viewed as just a compliance requirement, but as a business imperative, which ought to be attended to urgently within the South African context. This study sought to explore the strategies and tactics that successful black executives employed to enhance their leadership journey to the top. The study used a qualitative research approach in the collection of data and interpretation of findings. It used purposive sampling in the selection of six black executive business leaders from various organisations in South Africa. Using semi-structured interviews, the researcher gained insight into the social realities of the participants, particularly their leadership strategies and tactics, by means of open-ended questions, which were augmented with probing questions when necessary. Thematic analysis was utilised to extract and unpack the five main themes and their associated tactics. Key findings showed that there are factors, which either support or hinder the leadership development of black business executives. On the one hand, the factors, which can accelerate the leadership development of black business executives with the associated implications for coaching, are: capitalising on personal leadership qualities, self-determination, leader‒member exchange, and the role of mentors. On the other hand, the factor, which can impede the leadership development of black executives is the inability to optimise a transformation-resistant organisational. There is a need for a practical intervention to support organisations in their pursuit to achieve equitable representation at their executive level. The leadership strategies and tactics identified in the research can be applied to corporate talent management strategies, for several reasons. First, this process will ensure the availability of black business executives for relevant appointments, providing a research-based context that is informed by the leadership theory and inputs from experienced practitioners. Implications for coaching are amplified and their associated tactics can be built into leadership coaching to accelerate leader progress.
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- Authors: Sithole, Zinhle Nomcebo
- Date: 2018
- Subjects: Leadership , Executive ability - South Africa , Executive coaching - South Africa , Executives, Black - South Africa
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/283692 , uj:30606
- Description: M.Phil. , Abstract: The complexity of the legacy issues in South Africa heightens the importance of the development of aspiring business leaders to close the perceived gap of representation at the executive level. Whilst notable progress has been made by South African companies in the skilled, technical, professionally qualified, and specialist occupational spheres, the pace of progress is slower in developing black executives, both men and women, for senior executive positions. Transformation should not be viewed as just a compliance requirement, but as a business imperative, which ought to be attended to urgently within the South African context. This study sought to explore the strategies and tactics that successful black executives employed to enhance their leadership journey to the top. The study used a qualitative research approach in the collection of data and interpretation of findings. It used purposive sampling in the selection of six black executive business leaders from various organisations in South Africa. Using semi-structured interviews, the researcher gained insight into the social realities of the participants, particularly their leadership strategies and tactics, by means of open-ended questions, which were augmented with probing questions when necessary. Thematic analysis was utilised to extract and unpack the five main themes and their associated tactics. Key findings showed that there are factors, which either support or hinder the leadership development of black business executives. On the one hand, the factors, which can accelerate the leadership development of black business executives with the associated implications for coaching, are: capitalising on personal leadership qualities, self-determination, leader‒member exchange, and the role of mentors. On the other hand, the factor, which can impede the leadership development of black executives is the inability to optimise a transformation-resistant organisational. There is a need for a practical intervention to support organisations in their pursuit to achieve equitable representation at their executive level. The leadership strategies and tactics identified in the research can be applied to corporate talent management strategies, for several reasons. First, this process will ensure the availability of black business executives for relevant appointments, providing a research-based context that is informed by the leadership theory and inputs from experienced practitioners. Implications for coaching are amplified and their associated tactics can be built into leadership coaching to accelerate leader progress.
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Leadership presence as experienced by executive women
- Authors: Sokhela, Bongiwe Z. R.
- Date: 2019
- Subjects: Leadership , Businesswomen , Executive coaching
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/292083 , uj:31736
- Description: MPhil. (Leadership Coaching) , Abstract: This study indicates, through the application of a qualitative methodology to understand the experiences of women executives’ leadership presence, that there are specific areas of focus that executive coaches can put more emphasis on in order to enhance the coaching of executive women leaders, to enable improved leadership effectiveness. A sample of eight executive women was purposefully selected to participate in this study. There was a fair representation of racial demographics. A semi-structured interview process with four broad questions was used to explore how the executive women leaders experience their own leadership presence, with an aim of extrapolating deep meaning from their personal leadership experiences. The thematic analysis of the interviews led to the identification of a set of ten themes that deductively emerged, within the constructivism and interpritivism paradigms, to highlighting key areas of focus in the development of executive women’s leadership presence. The strong emergence of the gender identity consciousness of the participants was one of the core themes that emerged from the data. This finding supports recent literature suggesting the need for gender-sensitive coaching, which is a perspective that is currently underexplored in academic literature. The other common themes included the need to enhance enablers to support the growth of female leaders into executive positions, specifically, areas dealing with expertise, influence, confidence, connecting with others, authenticity, preparedness, effectiveness, and the ability to appear in control and be inspirational. Some of these themes are supported by other leadership presence coaching models investigated in literature. The ten themes were integrated into a pragmatic systems coaching approach, to show the application of these themes in typical coaching conversations. The emergence of specific themes relating to executive women leaders’ presence and the application of these themes into a coaching framework suggest that leadership coaches can begin to demonstrate sensitivity to the developmental needs of women executives. This study therefore advocates for gender-sensitive approaches to coaching, especially in the enhancement of leadership presence of female executives. The study proposes to make contributions to the body of...
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- Authors: Sokhela, Bongiwe Z. R.
- Date: 2019
- Subjects: Leadership , Businesswomen , Executive coaching
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/292083 , uj:31736
- Description: MPhil. (Leadership Coaching) , Abstract: This study indicates, through the application of a qualitative methodology to understand the experiences of women executives’ leadership presence, that there are specific areas of focus that executive coaches can put more emphasis on in order to enhance the coaching of executive women leaders, to enable improved leadership effectiveness. A sample of eight executive women was purposefully selected to participate in this study. There was a fair representation of racial demographics. A semi-structured interview process with four broad questions was used to explore how the executive women leaders experience their own leadership presence, with an aim of extrapolating deep meaning from their personal leadership experiences. The thematic analysis of the interviews led to the identification of a set of ten themes that deductively emerged, within the constructivism and interpritivism paradigms, to highlighting key areas of focus in the development of executive women’s leadership presence. The strong emergence of the gender identity consciousness of the participants was one of the core themes that emerged from the data. This finding supports recent literature suggesting the need for gender-sensitive coaching, which is a perspective that is currently underexplored in academic literature. The other common themes included the need to enhance enablers to support the growth of female leaders into executive positions, specifically, areas dealing with expertise, influence, confidence, connecting with others, authenticity, preparedness, effectiveness, and the ability to appear in control and be inspirational. Some of these themes are supported by other leadership presence coaching models investigated in literature. The ten themes were integrated into a pragmatic systems coaching approach, to show the application of these themes in typical coaching conversations. The emergence of specific themes relating to executive women leaders’ presence and the application of these themes into a coaching framework suggest that leadership coaches can begin to demonstrate sensitivity to the developmental needs of women executives. This study therefore advocates for gender-sensitive approaches to coaching, especially in the enhancement of leadership presence of female executives. The study proposes to make contributions to the body of...
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Enhancing the efficacy of management development programmes through ethical leadership
- Authors: Suleman, A.
- Date: 2018
- Subjects: Management - Study and teaching , Leadership , Corruption- South Africa , Mentoring in business
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/282309 , uj:30409
- Description: M.Com. (Business Management) , Abstract: Corruption is a disease that has plagued countries, eroded the basic fibre of civil society and resulted in millions of rand being lost in wasteful expenditure. The increase in corruption in both South Africa and other African countries should prompt theorists and others alike to find workable solutions to deal with corruption. One such solution is through a focus on ethical education. Theorists have found that through a focus on ethics within education, corruption could likely be decreased and that ethics and ethical leadership education needs to form part of basic, secondary and tertiary education. Ethics should be prominent in postgraduate education as ultimately the graduates of master’s programmes are often the future leaders of business. However, it has also been found that the ways in which ethics is taught must be considered carefully in order to enhance the impact thereof. This study sought to compare and analyse the efficacy and impact of ethical leadership education in the Master’s in Business/Commerce programmes offered by Wits Business School and the University of Johannesburg. This was done by interviewing various stakeholders involved in ethical education in the master’s programme, such as students, academics and industry representatives. Through the interviews it was found that while ethics and ethical leadership do form part of the curriculum of the master’s programmes offered by Wits Business School and the University of Johannesburg, their impact and efficacy are limited. This study therefore proposes several recommendations to these respective universities on ways in which they could enhance the impact and efficacy of ethical education. These recommendations are made in the hope that a renewed focus on ethical leadership within the Master’s in Business/Commerce programmes will result in a decrease in unethical behaviour.
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- Authors: Suleman, A.
- Date: 2018
- Subjects: Management - Study and teaching , Leadership , Corruption- South Africa , Mentoring in business
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/282309 , uj:30409
- Description: M.Com. (Business Management) , Abstract: Corruption is a disease that has plagued countries, eroded the basic fibre of civil society and resulted in millions of rand being lost in wasteful expenditure. The increase in corruption in both South Africa and other African countries should prompt theorists and others alike to find workable solutions to deal with corruption. One such solution is through a focus on ethical education. Theorists have found that through a focus on ethics within education, corruption could likely be decreased and that ethics and ethical leadership education needs to form part of basic, secondary and tertiary education. Ethics should be prominent in postgraduate education as ultimately the graduates of master’s programmes are often the future leaders of business. However, it has also been found that the ways in which ethics is taught must be considered carefully in order to enhance the impact thereof. This study sought to compare and analyse the efficacy and impact of ethical leadership education in the Master’s in Business/Commerce programmes offered by Wits Business School and the University of Johannesburg. This was done by interviewing various stakeholders involved in ethical education in the master’s programme, such as students, academics and industry representatives. Through the interviews it was found that while ethics and ethical leadership do form part of the curriculum of the master’s programmes offered by Wits Business School and the University of Johannesburg, their impact and efficacy are limited. This study therefore proposes several recommendations to these respective universities on ways in which they could enhance the impact and efficacy of ethical education. These recommendations are made in the hope that a renewed focus on ethical leadership within the Master’s in Business/Commerce programmes will result in a decrease in unethical behaviour.
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Next generation leaders’ commitment in family-owned agribusinesses
- Authors: Tjano, Robert Nicky
- Date: 2018
- Subjects: Family-owned business enterprises , Leadership , Entrepreneurship , Agricultural industries
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/272327 , uj:28983
- Description: M.Com. (Business Management) , Abstract: Family businesses all over the world have been widely acknowledged as important drivers of economic development, with approximately 80% of the global gross domestics product (GDP) attributed to these institutions (Poza & Daugherty, 2013). However, in recent times the longevity and sustainability of these businesses have been threatened by a lack of successors (Gomba, 2014). According to Williams, Zorn, Crook and Combs (2013), almost 66% of family businesses fail to transition successfully to the second generation, and a mere 15% survive into the third generation. This transition fails due to, amongst others factors, the readiness and willingness of the founder to let go, readiness and willingness of the successor to take over, and a lack of commitment from the successor (Chrisman, Chua & Sharma, 1998; Lam, 2011; Miller, 2014; Venter, Boshoff & Maas, 2005). Against this background, the present study explored the relationship between entrepreneurial self-efficacy (ESE) and entrepreneurial intentions (EI), and the commitment of the next-generation leaders (NGLs) employed in family-owned agribusinesses. As part of the secondary objectives, the study tested whether the demographic factor (employment position) influenced the commitment of NGLs, whilst also validating whether the data fit the proposed model of NGLs’ commitment. These objectives were in response to scant research on family businesses and the call for more studies on family-owned businesses, especially in developing economies (Lam, 2011; Van der Merwe, 2010). Research design and methodology Through a cross-sectional research survey, a nomothetic positivistic research design was adopted. Self-administered questionnaires were distributed to 450 potential respondents identified as NGLs. Only 125 questionnaires were usable for analysis, hence the call for more studies with larger samples. Owing to the quantitative nature of the study, multi-stage probability sampling was employed to randomly select the respondents from three...
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- Authors: Tjano, Robert Nicky
- Date: 2018
- Subjects: Family-owned business enterprises , Leadership , Entrepreneurship , Agricultural industries
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/272327 , uj:28983
- Description: M.Com. (Business Management) , Abstract: Family businesses all over the world have been widely acknowledged as important drivers of economic development, with approximately 80% of the global gross domestics product (GDP) attributed to these institutions (Poza & Daugherty, 2013). However, in recent times the longevity and sustainability of these businesses have been threatened by a lack of successors (Gomba, 2014). According to Williams, Zorn, Crook and Combs (2013), almost 66% of family businesses fail to transition successfully to the second generation, and a mere 15% survive into the third generation. This transition fails due to, amongst others factors, the readiness and willingness of the founder to let go, readiness and willingness of the successor to take over, and a lack of commitment from the successor (Chrisman, Chua & Sharma, 1998; Lam, 2011; Miller, 2014; Venter, Boshoff & Maas, 2005). Against this background, the present study explored the relationship between entrepreneurial self-efficacy (ESE) and entrepreneurial intentions (EI), and the commitment of the next-generation leaders (NGLs) employed in family-owned agribusinesses. As part of the secondary objectives, the study tested whether the demographic factor (employment position) influenced the commitment of NGLs, whilst also validating whether the data fit the proposed model of NGLs’ commitment. These objectives were in response to scant research on family businesses and the call for more studies on family-owned businesses, especially in developing economies (Lam, 2011; Van der Merwe, 2010). Research design and methodology Through a cross-sectional research survey, a nomothetic positivistic research design was adopted. Self-administered questionnaires were distributed to 450 potential respondents identified as NGLs. Only 125 questionnaires were usable for analysis, hence the call for more studies with larger samples. Owing to the quantitative nature of the study, multi-stage probability sampling was employed to randomly select the respondents from three...
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The relationship between sex roles and preferred leadership
- Authors: Watters, Carrie-Lyn
- Date: 2017
- Subjects: Leadership , Sex role in the work environment
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/246455 , uj:25553
- Description: M.Com. (Industrial Psychology) , Abstract: Leadership contributes to the success or failure of any organisation. Good leaders are often said to be masculine in their leadership style and approach, which resulted in the assertion that sex roles (i.e. masculine, feminine, and androgynous) are an influencing factor in leader preference. The present study’s main aim was to investigate the relationship between sex roles and preferred leaders by testing whether an individual’s self-rated sex role has a relationship with his/her preferred leader’s sex role. The study also aimed to confirm previous research stating that femininity is related to a transformational leadership style, and that masculinity is related to a transactional leadership style. Finally, the study aimed to test whether sex was a moderator of the relationship between masculinity, femininity, or androgyny with a transformational or a transactional leadership style. A convenience, non-probability sampling technique was used, resulting in a sample of 243 respondents from car dealerships within and around Gauteng and Cape Town. The Bem Sex-Role Inventory and the Multifactor Leadership Questionnaire (MLQ-5X) were utilised in this study. Correlational analysis was used to determine whether an individual’s self-rated sex role was related to that of his/her preferred leader, as well as to determine whether femininity, masculinity, or androgyny is related to a transformational or a transactional leadership style. Regression analysis was used to identify whether an individual’s self-rated sex role can predict that of his/her preferred leader, as well as to identify whether a preferred leader sex role can predict a preference for a transformational or a transactional leadership style. Finally, regression analysis was used to determine whether sex had a moderating effect on the relationship between preferred leader sex role and leadership style. Contrary to the stereotype of car dealerships being a male-dominated environment, the findings indicate that, on average, respondents, through self-rating, identified with the feminine sex role, regardless of their sex (i.e. being born a man or a woman). The findings indicate that an individual’s self-...
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- Authors: Watters, Carrie-Lyn
- Date: 2017
- Subjects: Leadership , Sex role in the work environment
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/246455 , uj:25553
- Description: M.Com. (Industrial Psychology) , Abstract: Leadership contributes to the success or failure of any organisation. Good leaders are often said to be masculine in their leadership style and approach, which resulted in the assertion that sex roles (i.e. masculine, feminine, and androgynous) are an influencing factor in leader preference. The present study’s main aim was to investigate the relationship between sex roles and preferred leaders by testing whether an individual’s self-rated sex role has a relationship with his/her preferred leader’s sex role. The study also aimed to confirm previous research stating that femininity is related to a transformational leadership style, and that masculinity is related to a transactional leadership style. Finally, the study aimed to test whether sex was a moderator of the relationship between masculinity, femininity, or androgyny with a transformational or a transactional leadership style. A convenience, non-probability sampling technique was used, resulting in a sample of 243 respondents from car dealerships within and around Gauteng and Cape Town. The Bem Sex-Role Inventory and the Multifactor Leadership Questionnaire (MLQ-5X) were utilised in this study. Correlational analysis was used to determine whether an individual’s self-rated sex role was related to that of his/her preferred leader, as well as to determine whether femininity, masculinity, or androgyny is related to a transformational or a transactional leadership style. Regression analysis was used to identify whether an individual’s self-rated sex role can predict that of his/her preferred leader, as well as to identify whether a preferred leader sex role can predict a preference for a transformational or a transactional leadership style. Finally, regression analysis was used to determine whether sex had a moderating effect on the relationship between preferred leader sex role and leadership style. Contrary to the stereotype of car dealerships being a male-dominated environment, the findings indicate that, on average, respondents, through self-rating, identified with the feminine sex role, regardless of their sex (i.e. being born a man or a woman). The findings indicate that an individual’s self-...
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