Effective use of the business case to enhance the success rate of business / information technology projects
- Authors: Einhorn, Frank
- Date: 2018
- Subjects: Information technology projects , Information technology projects - Management , Project management , Business enterprises , Success in business
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/271762 , uj:28910
- Description: Ph.D. (IT Management) , Abstract: This thesis is about what needs to be in place for the business case to be used effectively in business projects that use information technology (referred to as ITB projects) and hence contribute to their success. Success in this context refers to project success, product success, business success and often also strategic success. The thesis is based largely on a review of representative literature. It outlines the purposes of a business case for individual projects as well as for a portfolio of projects. It shows how sound governance is not only mandated for organisations in South Africa via the King IV provisions, but also contributes to project success. The business case emerges as a key input to such governance. Simply put, the organisation needs to understand the ongoing justification for projects and also to prioritise multiple projects to optimise strategic objectives. The word ‘ongoing’ is important, as literature emphasises that business requirements, which apply to all organisations, including government, are constantly changing. It is found from literature that it is difficult to follow business case processes and that in practice the business case is seldom used effectively throughout the lifetime of the project from inception to benefits realisation. The remainder of the research sought to determine what organisations can do to rectify the situation and enhance their success rate. This was done progressively by getting a better understanding of business case processes and then the information that the processes interact with. The research shows how additional information is needed during planning, execution and benefits realisation. However, knowing the business case processes and the information required is necessary but not sufficient. There are many organisational factors that need to facilitate the effective use of the business case and hence sound governance. Having researched the facilitating factors from literature, a business case effectiveness model is proposed showing how the processes, information and factors combine. The aim of the model is to increase awareness and understanding and hence enable organisations to get value, at acceptable cost, from use of the business case. Field research was then done to assess the presence and importance of the factors and to relate them to the use of business case processes. It was possible to reduce the facilitating factors to eight major factors and to use the major factors to validate the business case effectiveness model.
- Full Text:
- Authors: Einhorn, Frank
- Date: 2018
- Subjects: Information technology projects , Information technology projects - Management , Project management , Business enterprises , Success in business
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/271762 , uj:28910
- Description: Ph.D. (IT Management) , Abstract: This thesis is about what needs to be in place for the business case to be used effectively in business projects that use information technology (referred to as ITB projects) and hence contribute to their success. Success in this context refers to project success, product success, business success and often also strategic success. The thesis is based largely on a review of representative literature. It outlines the purposes of a business case for individual projects as well as for a portfolio of projects. It shows how sound governance is not only mandated for organisations in South Africa via the King IV provisions, but also contributes to project success. The business case emerges as a key input to such governance. Simply put, the organisation needs to understand the ongoing justification for projects and also to prioritise multiple projects to optimise strategic objectives. The word ‘ongoing’ is important, as literature emphasises that business requirements, which apply to all organisations, including government, are constantly changing. It is found from literature that it is difficult to follow business case processes and that in practice the business case is seldom used effectively throughout the lifetime of the project from inception to benefits realisation. The remainder of the research sought to determine what organisations can do to rectify the situation and enhance their success rate. This was done progressively by getting a better understanding of business case processes and then the information that the processes interact with. The research shows how additional information is needed during planning, execution and benefits realisation. However, knowing the business case processes and the information required is necessary but not sufficient. There are many organisational factors that need to facilitate the effective use of the business case and hence sound governance. Having researched the facilitating factors from literature, a business case effectiveness model is proposed showing how the processes, information and factors combine. The aim of the model is to increase awareness and understanding and hence enable organisations to get value, at acceptable cost, from use of the business case. Field research was then done to assess the presence and importance of the factors and to relate them to the use of business case processes. It was possible to reduce the facilitating factors to eight major factors and to use the major factors to validate the business case effectiveness model.
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Constructions of career progression by women leaders in a corporate context
- Authors: Carvalho, Ana
- Date: 2017
- Subjects: Leadership in women , Career development , Success in business
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/246157 , uj:25511
- Description: Ph.D. (Industrial Psychology) , Abstract: In the context of increased representation of women in the job market and the underrepresentation of women at the most senior positions of executive leaders, an understanding of how women leaders in the corporate sphere construe career progression is particularly germane. The aim of this study was to explore women leaders‘ constructions of career progression in a corporate environment from three traditions embedded within the constructionist tradition: personal constructivism, social constructionism, and constructivism grounded in subjective lived experience. To this end the aim was further sub-divided into three sub-aims: (a) to explore women leaders‘ shared (constructed) mental models of the career progress of others in a corporate environment; (b) to explore women leaders‘ collective (―ours‖) co-construction of career progression in a corporate environment and (c) to generate a constructivist grounded theory of women leaders‘ own career progression based on their subjective experiences. Taken together, the study seeks to offer a holistic and in-depth account of the constructions of career progression by women leaders in a corporate environment. A qualitative research design using a case study research strategy was employed in a large financial institution in South Africa. A purposeful sampling consisting of women leaders in lower, middle and senior management positions was utilised. To address the stated aim and sub-aims of the study the research design was formulated and is presented as three sequential research phases, each consisting of an independent but related study. Given the three-phased nature of the study, more than one data collection technique was applied, with data being analysed through qualitative methods. In Phase I, data were collected by means of the repertory grid technique, the methodological application of personal construct theory, and analysed by means of qualitative content analysis and the core-categorising procedure. In Phase II, data were collected using the Appreciative Inquiry method, which included semi-structured paired interviews, small group discussions, plenary discussions and written activities. Data were analysed using a collaborative data analytic approach. In Phase...
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- Authors: Carvalho, Ana
- Date: 2017
- Subjects: Leadership in women , Career development , Success in business
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/246157 , uj:25511
- Description: Ph.D. (Industrial Psychology) , Abstract: In the context of increased representation of women in the job market and the underrepresentation of women at the most senior positions of executive leaders, an understanding of how women leaders in the corporate sphere construe career progression is particularly germane. The aim of this study was to explore women leaders‘ constructions of career progression in a corporate environment from three traditions embedded within the constructionist tradition: personal constructivism, social constructionism, and constructivism grounded in subjective lived experience. To this end the aim was further sub-divided into three sub-aims: (a) to explore women leaders‘ shared (constructed) mental models of the career progress of others in a corporate environment; (b) to explore women leaders‘ collective (―ours‖) co-construction of career progression in a corporate environment and (c) to generate a constructivist grounded theory of women leaders‘ own career progression based on their subjective experiences. Taken together, the study seeks to offer a holistic and in-depth account of the constructions of career progression by women leaders in a corporate environment. A qualitative research design using a case study research strategy was employed in a large financial institution in South Africa. A purposeful sampling consisting of women leaders in lower, middle and senior management positions was utilised. To address the stated aim and sub-aims of the study the research design was formulated and is presented as three sequential research phases, each consisting of an independent but related study. Given the three-phased nature of the study, more than one data collection technique was applied, with data being analysed through qualitative methods. In Phase I, data were collected by means of the repertory grid technique, the methodological application of personal construct theory, and analysed by means of qualitative content analysis and the core-categorising procedure. In Phase II, data were collected using the Appreciative Inquiry method, which included semi-structured paired interviews, small group discussions, plenary discussions and written activities. Data were analysed using a collaborative data analytic approach. In Phase...
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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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A comparison between the mental models of entrepreneurs involved in successful and unsuccessful entrepreneurial activity
- Authors: Le Roux, Suzette Johanna
- Date: 2015
- Subjects: Entrepreneurship , Organizational change , Economic development , Businesspeople , Success in business
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://ujcontent.uj.ac.za8080/10210/374712 , http://hdl.handle.net/10210/82617 , uj:18980
- Description: Abstract:Orientation As an entrepreneur/mentor, I am fascinated by the issue of why some start-up businesses flourish and others struggle to survive. In line with this and in order to increase understanding of entrepreneurial success, there is, as Bakker, Curşeu, and Vermeulen (2007) state, a need for empirical research to be conducted into the thought processes of entrepreneurs during strategic decision-making. In this study I endeavoured to discover why so many businesses fail and, subsequently, find a way to improve the success rate of novice entrepreneurs by exploring the mental models that support their decision-making. Research question The research question that guided the study investigated the differences between the mental models of entrepreneurs involved in successful businesses and those involved in unsuccessful entrepreneurial activity. Research aim and objectives The aim of the study was to explore and describe the concrete experiences and mental models of a small group of entrepreneurs, of which I was one. The following key objectives were identified for the study: To identify the critical elements of the mental models of entrepreneurs involved in successful entrepreneurial activity To ascertain the way in which the mental models of entrepreneurs involved in successful entrepreneurial activity differ from those involved in unsuccessful entrepreneurial activity To suggest interventions that would be appropriate for altering the mental models of entrepreneurs involved in unsuccessful activity so that they resemble the mental models of those involved in successful entrepreneurial activity... , D.Phil.
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- Authors: Le Roux, Suzette Johanna
- Date: 2015
- Subjects: Entrepreneurship , Organizational change , Economic development , Businesspeople , Success in business
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://ujcontent.uj.ac.za8080/10210/374712 , http://hdl.handle.net/10210/82617 , uj:18980
- Description: Abstract:Orientation As an entrepreneur/mentor, I am fascinated by the issue of why some start-up businesses flourish and others struggle to survive. In line with this and in order to increase understanding of entrepreneurial success, there is, as Bakker, Curşeu, and Vermeulen (2007) state, a need for empirical research to be conducted into the thought processes of entrepreneurs during strategic decision-making. In this study I endeavoured to discover why so many businesses fail and, subsequently, find a way to improve the success rate of novice entrepreneurs by exploring the mental models that support their decision-making. Research question The research question that guided the study investigated the differences between the mental models of entrepreneurs involved in successful businesses and those involved in unsuccessful entrepreneurial activity. Research aim and objectives The aim of the study was to explore and describe the concrete experiences and mental models of a small group of entrepreneurs, of which I was one. The following key objectives were identified for the study: To identify the critical elements of the mental models of entrepreneurs involved in successful entrepreneurial activity To ascertain the way in which the mental models of entrepreneurs involved in successful entrepreneurial activity differ from those involved in unsuccessful entrepreneurial activity To suggest interventions that would be appropriate for altering the mental models of entrepreneurs involved in unsuccessful activity so that they resemble the mental models of those involved in successful entrepreneurial activity... , D.Phil.
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Neuro-linguistic programming as a communication tool for management
- Authors: Maisenbacher, Oscar Massimo
- Date: 2014-05-05
- Subjects: Neurolinguistic programming , Communication in management , Success in business
- Type: Thesis
- Identifier: uj:10914 , http://hdl.handle.net/10210/10488
- Description: M.Com. (Business Management) , The outcome of the study was to explore the use of neuro linguistic programming as a communication tool that enhances communication in the workplace, and the results revealed that NLP business communications differ from the usual workplace communications. They involve communications that identify explicit and achievable outcomes, use sensory awareness to notice responses and flexibly alter behaviour to achieve outcomes. Participants were noticing and discovering new awarenesses to their communications, which they didn't realise, were available to them. Participants revealed their learnings about communication, their realities and experiences. The study discusses NLP as a communicative toolbox for business where different tools are used, depending on the context and outcome desired. It is a toolbox that brings flexibility and adaptability to solving problems and enhances our current communicative faculties. NLP as a communication tool for management is unpacked through the four primary functions of management. Communication is seen at the core. The literature reveals how the NLP tools and models can be applied across these communicative contexts: Planning: delivering strategic value with NLP; Organising: building a dynamic organisation with NLP; Leading: mobilising people with NLP; and Controlling: Dealing with change. The study highlights interpersonal and intrapersonal communications. The external communication takes place where managers, employees and the other various business stakeholders communicate with each other (interpersonal), and the internal communication (intrapersonal), within the environment even more important than the external, the manager’s mind. Internal communication plays an important role in the quality of our communications.
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- Authors: Maisenbacher, Oscar Massimo
- Date: 2014-05-05
- Subjects: Neurolinguistic programming , Communication in management , Success in business
- Type: Thesis
- Identifier: uj:10914 , http://hdl.handle.net/10210/10488
- Description: M.Com. (Business Management) , The outcome of the study was to explore the use of neuro linguistic programming as a communication tool that enhances communication in the workplace, and the results revealed that NLP business communications differ from the usual workplace communications. They involve communications that identify explicit and achievable outcomes, use sensory awareness to notice responses and flexibly alter behaviour to achieve outcomes. Participants were noticing and discovering new awarenesses to their communications, which they didn't realise, were available to them. Participants revealed their learnings about communication, their realities and experiences. The study discusses NLP as a communicative toolbox for business where different tools are used, depending on the context and outcome desired. It is a toolbox that brings flexibility and adaptability to solving problems and enhances our current communicative faculties. NLP as a communication tool for management is unpacked through the four primary functions of management. Communication is seen at the core. The literature reveals how the NLP tools and models can be applied across these communicative contexts: Planning: delivering strategic value with NLP; Organising: building a dynamic organisation with NLP; Leading: mobilising people with NLP; and Controlling: Dealing with change. The study highlights interpersonal and intrapersonal communications. The external communication takes place where managers, employees and the other various business stakeholders communicate with each other (interpersonal), and the internal communication (intrapersonal), within the environment even more important than the external, the manager’s mind. Internal communication plays an important role in the quality of our communications.
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Interrelations between business and technology : a case study
- Authors: Tshamano, Tshifhiwa Joshua
- Date: 2014-04-23
- Subjects: Jobs, Steve, 1955-2011 , Strategic planning , Success in business , Apple Computer, Inc.
- Type: Thesis
- Identifier: uj:10815 , http://hdl.handle.net/10210/10322
- Description: M.Ing. (Engineering Management) , The current research investigated the inter-relationship between Steve Jobs and Apple Company. The study looked at Steve if he launched Apple with business orientation. The researcher used Yin’s (1994) single case, holistic design research method and looked at the data gathered from thirty-seven authors. Steve Jobs’ business orientation was measured using Snaddon (2008) business measures. Symbols were used to indicate whether the evidence found from different sources is direct, indirect, negative or if there was no evidence at all. A score that ranged from -1 for negative evidence to +2 for direct evidence was assigned to evidence from each author; then the total score that represented evidence from all thirty- seven authors on each business measure was presented in the results column (see table 4). Based on the total score of each measure, the strength of the relationship was established. The results showed that there was an inter-relationship between Steve Jobs’ business strategy and the Snaddon (2008) business measures. The evidence gathered did not support the hypothesis that Steve Jobs had little business orientation and the conclusion drawn was that Steve was business oriented when he (and his partners) launched Apple Company.
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- Authors: Tshamano, Tshifhiwa Joshua
- Date: 2014-04-23
- Subjects: Jobs, Steve, 1955-2011 , Strategic planning , Success in business , Apple Computer, Inc.
- Type: Thesis
- Identifier: uj:10815 , http://hdl.handle.net/10210/10322
- Description: M.Ing. (Engineering Management) , The current research investigated the inter-relationship between Steve Jobs and Apple Company. The study looked at Steve if he launched Apple with business orientation. The researcher used Yin’s (1994) single case, holistic design research method and looked at the data gathered from thirty-seven authors. Steve Jobs’ business orientation was measured using Snaddon (2008) business measures. Symbols were used to indicate whether the evidence found from different sources is direct, indirect, negative or if there was no evidence at all. A score that ranged from -1 for negative evidence to +2 for direct evidence was assigned to evidence from each author; then the total score that represented evidence from all thirty- seven authors on each business measure was presented in the results column (see table 4). Based on the total score of each measure, the strength of the relationship was established. The results showed that there was an inter-relationship between Steve Jobs’ business strategy and the Snaddon (2008) business measures. The evidence gathered did not support the hypothesis that Steve Jobs had little business orientation and the conclusion drawn was that Steve was business oriented when he (and his partners) launched Apple Company.
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Rising trend in social media usage by women entrepreneurs across the globe to unlock their potentials for business success
- Ukpere, Wilfred I., Slabbert, Andre D, Ukpere, Celestine Lugaye
- Authors: Ukpere, Wilfred I. , Slabbert, Andre D , Ukpere, Celestine Lugaye
- Date: 2014
- Subjects: Women entrepreneurs , Social media , Success in business
- Type: Journal
- Identifier: uj:5460 , ISSN 2039-2117 , http://hdl.handle.net/10210/13436
- Description: Dwindling circulation of traditional media such as television, radio, newspapers and magazines has resulted from the growth of adapting digital technology and tools that involve the internet. The practice of surfing the web 2.0 to obtain real time information instantly, has led to the rise of an ever more connected infrastructure atmosphere globally. Digital marketing and online trading through e-commerce and m-commerce platforms is applied in these interconnected environment; it involves wide variety of approaches, whose success depends on the user-centric and interrelated approach to technology. A new type of media has been enabled with the use of the Internet and the World Wide Web. Marketers are realising the power of the Internet, as a communication platform and a way of following conversation since the past two decades. In marketing, strategy starts on the outside, considering the needs and expectations of the consumer and moving inwards to the root of the brand’s identity, to see where the business can gain advantage and add value. The study of Social Media Platforms and their impact in unlocking the financial success of the women entrepreneurs globally has been widely observed and quite vital to the new generation of gender based ventures that are digitally driven through the use of technology. This type of development through which women adapt and utilise Social Media platforms promotes the creation of a new revolution of modern digital entrepreneurial culture, by changing the female society from a technologically challenged to a technologically savvy one that changes their mind-set from the job seeking culture to embrace a job creating one, through opportunities that are made available by the use of Social Media Platforms and the Internet. Both formal and informal women owned ventures have been observed to adopt social media platforms to grow their communities as a medium for keeping in touch and getting current and ground feedback on products or services from existing and prospective clients.
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- Authors: Ukpere, Wilfred I. , Slabbert, Andre D , Ukpere, Celestine Lugaye
- Date: 2014
- Subjects: Women entrepreneurs , Social media , Success in business
- Type: Journal
- Identifier: uj:5460 , ISSN 2039-2117 , http://hdl.handle.net/10210/13436
- Description: Dwindling circulation of traditional media such as television, radio, newspapers and magazines has resulted from the growth of adapting digital technology and tools that involve the internet. The practice of surfing the web 2.0 to obtain real time information instantly, has led to the rise of an ever more connected infrastructure atmosphere globally. Digital marketing and online trading through e-commerce and m-commerce platforms is applied in these interconnected environment; it involves wide variety of approaches, whose success depends on the user-centric and interrelated approach to technology. A new type of media has been enabled with the use of the Internet and the World Wide Web. Marketers are realising the power of the Internet, as a communication platform and a way of following conversation since the past two decades. In marketing, strategy starts on the outside, considering the needs and expectations of the consumer and moving inwards to the root of the brand’s identity, to see where the business can gain advantage and add value. The study of Social Media Platforms and their impact in unlocking the financial success of the women entrepreneurs globally has been widely observed and quite vital to the new generation of gender based ventures that are digitally driven through the use of technology. This type of development through which women adapt and utilise Social Media platforms promotes the creation of a new revolution of modern digital entrepreneurial culture, by changing the female society from a technologically challenged to a technologically savvy one that changes their mind-set from the job seeking culture to embrace a job creating one, through opportunities that are made available by the use of Social Media Platforms and the Internet. Both formal and informal women owned ventures have been observed to adopt social media platforms to grow their communities as a medium for keeping in touch and getting current and ground feedback on products or services from existing and prospective clients.
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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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Assessment of the critical success factors of joint ventures in the South African construction industry
- Authors: Manitshana, Buhle
- Date: 2013-05-28
- Subjects: Construction industry - Management , Joint ventures - Management , Success in business , Strategic alliances (Business) - Management
- Type: Thesis
- Identifier: uj:7565 , http://hdl.handle.net/10210/8427
- Description: M.Tech. (Construction Management) , The aim of the study was to assessment of the critical success factors of joint ventures in the South African construction industry. The study strived to further establish the benefits and sustainability of contractor joint ventures between established contractors and small and medium contractors in the industry. In undertaking the study, primary data relative to contractor joint ventures was obtained by means of an administered questionnaire to one hundred and twelve (112) contractor representatives in the South African construction industry that had partaken or had an involvement in a joint venture project, to both the established and small and medium contractors. The findings indicate that multiple factors lead to the successfulness of contractor joint ventures, among these however, the main factors found to be efficient planning, commitment, trust, communication and comprehension. Other findings included the main benefits of both emerging and established contractor as well as the factors that can be used to measure the success of joint ventures. The research limitations can be said to include the fact that the study focused only on contractors that had previously taken part in a joint ventures project in Gauteng.
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- Authors: Manitshana, Buhle
- Date: 2013-05-28
- Subjects: Construction industry - Management , Joint ventures - Management , Success in business , Strategic alliances (Business) - Management
- Type: Thesis
- Identifier: uj:7565 , http://hdl.handle.net/10210/8427
- Description: M.Tech. (Construction Management) , The aim of the study was to assessment of the critical success factors of joint ventures in the South African construction industry. The study strived to further establish the benefits and sustainability of contractor joint ventures between established contractors and small and medium contractors in the industry. In undertaking the study, primary data relative to contractor joint ventures was obtained by means of an administered questionnaire to one hundred and twelve (112) contractor representatives in the South African construction industry that had partaken or had an involvement in a joint venture project, to both the established and small and medium contractors. The findings indicate that multiple factors lead to the successfulness of contractor joint ventures, among these however, the main factors found to be efficient planning, commitment, trust, communication and comprehension. Other findings included the main benefits of both emerging and established contractor as well as the factors that can be used to measure the success of joint ventures. The research limitations can be said to include the fact that the study focused only on contractors that had previously taken part in a joint ventures project in Gauteng.
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Entrepreneurial leadership in dynamic markets
- Authors: Davids, John Peter
- Date: 2013-05-01
- Subjects: Entrepreneurship , Leadership , Success in business , Organizational change
- Type: Mini-Dissertation
- Identifier: uj:7490 , http://hdl.handle.net/10210/8349
- Description: M.Comm. (Business Management) , Entrepreneurial Leadership has become an important source of sustainable competitive advantage. The generally dynamic nature of the South African business environment, the low entrepreneurial activity and the high failure rate of small and medium-sized businesses in the country suggest that (i) the importance of Entrepreneurial Leadership is not recognised, (ii) Entrepreneurial Leadership capabilities are insufficient, and (iii) perceptions about the business environment are not clear. The purpose of the study is to explore Entrepreneurial Leadership and its importance in small and medium-sized businesses in South Africa. Using the survey methodology, the empirical study was conducted amongst leaders and managers of small and medium-sized businesses operating in the Johannesburg region. The objectives of the study were to answer the following three research questions: 1. Is Entrepreneurial Leadership regarded as important? 2. Are Entrepreneurial Leadership capabilities exhibited? 3. Is the business environment regarded as dynamic? The findings of this study suggest that: (i) Leaders and managers of small and medium-sized businesses operating in the South African business environment perceive Entrepreneurial Leadership as significantly important. (ii) The perceptions of leaders and managers of small and medium-sized businesses operating in South Africa are that they exhibit Entrepreneurial Leadership capabilities. (iii) Leaders and managers of South African small and medium-sized businesses operating in South Africa appear indifferent about market dynamics.
- Full Text:
- Authors: Davids, John Peter
- Date: 2013-05-01
- Subjects: Entrepreneurship , Leadership , Success in business , Organizational change
- Type: Mini-Dissertation
- Identifier: uj:7490 , http://hdl.handle.net/10210/8349
- Description: M.Comm. (Business Management) , Entrepreneurial Leadership has become an important source of sustainable competitive advantage. The generally dynamic nature of the South African business environment, the low entrepreneurial activity and the high failure rate of small and medium-sized businesses in the country suggest that (i) the importance of Entrepreneurial Leadership is not recognised, (ii) Entrepreneurial Leadership capabilities are insufficient, and (iii) perceptions about the business environment are not clear. The purpose of the study is to explore Entrepreneurial Leadership and its importance in small and medium-sized businesses in South Africa. Using the survey methodology, the empirical study was conducted amongst leaders and managers of small and medium-sized businesses operating in the Johannesburg region. The objectives of the study were to answer the following three research questions: 1. Is Entrepreneurial Leadership regarded as important? 2. Are Entrepreneurial Leadership capabilities exhibited? 3. Is the business environment regarded as dynamic? The findings of this study suggest that: (i) Leaders and managers of small and medium-sized businesses operating in the South African business environment perceive Entrepreneurial Leadership as significantly important. (ii) The perceptions of leaders and managers of small and medium-sized businesses operating in South Africa are that they exhibit Entrepreneurial Leadership capabilities. (iii) Leaders and managers of South African small and medium-sized businesses operating in South Africa appear indifferent about market dynamics.
- Full Text:
Success factors for manufacturing and service industries in Zimbabwe
- Gudukeya, Loice K., Mbohwa, Charles
- Authors: Gudukeya, Loice K. , Mbohwa, Charles
- Date: 2013
- Subjects: Manufacturing industries - Zimbabwe , Service industries - Zimbabwe , Success in business , Industrial engineering
- Type: Article
- Identifier: uj:6163 , ISSN 2010-376X , http://hdl.handle.net/10210/13767
- Description: The paper analyses how Industrial Engineering (IE) ideas may be applied to the Zimbabwean industry and the benefits that can be drawn from this discipline in order to improve the operations in Zimbabwean Industries.
- Full Text:
- Authors: Gudukeya, Loice K. , Mbohwa, Charles
- Date: 2013
- Subjects: Manufacturing industries - Zimbabwe , Service industries - Zimbabwe , Success in business , Industrial engineering
- Type: Article
- Identifier: uj:6163 , ISSN 2010-376X , http://hdl.handle.net/10210/13767
- Description: The paper analyses how Industrial Engineering (IE) ideas may be applied to the Zimbabwean industry and the benefits that can be drawn from this discipline in order to improve the operations in Zimbabwean Industries.
- Full Text:
Die formele sakeplan se bydrae tot sakesukses
- Du Plessis, Stephanus Johannes
- Authors: Du Plessis, Stephanus Johannes
- Date: 2012-10-18
- Subjects: Business planning , Success in business
- Type: Mini-Dissertation
- Identifier: uj:10406 , http://hdl.handle.net/10210/7873
- Description: M.Comm.
- Full Text:
- Authors: Du Plessis, Stephanus Johannes
- Date: 2012-10-18
- Subjects: Business planning , Success in business
- Type: Mini-Dissertation
- Identifier: uj:10406 , http://hdl.handle.net/10210/7873
- Description: M.Comm.
- Full Text:
Factors that will determine and influence organizational success in the year 2000 and beyond : a theoretical view
- Authors: Nel, Marthinus Jakobus
- Date: 2012-09-14
- Subjects: Success in business , Organizational effectiveness
- Type: Thesis
- Identifier: uj:10376 , http://hdl.handle.net/10210/7741
- Description: M.Comm. , This study was conducted with the purpose of illustrating the necessity for and complexity of the process identifying the factors that determine and influence organizational success. Organizations are entering a stage in history where change is the only constant. Authors use words like "earthquake", "revolution", "storm", "turbulence", "future shock", "explosion", "frenzy" and "change spiral" in an attempt to begin to describe what lies ahead for organizations of today. There is no escaping change. The cliché saying, "adapt or die", has never been more relevant than it is now. The type and extent of the changes awaiting organizations could mean either tremendous opportunity or tremendous threat. The shaping of an organization's future implies the successful management of the internal change process needed to fit the organization to its changing environments. The factors that will ensure, or at least positively influence, organizational success must be identified and addressed in a proper manner. The factors present themselves in four dimensions, namely the external environment, the internal environment, the people and the management of the organization. The findings of this research confirm the existence of particular factors in these three dimensions which will determine and definitely influence organization success. These factors range from macro economic trends, like the formation of international trading areas, to the micro redesign of individual jobs to liberate the entrepreneurial potential of people. It highlights the importance of the customer as the most important external factor and the employee as the most important internal factor, both of which are human factors without which there is no activity. The management of organizations has always been a key factor. This research employed in this study showed however that there are several new dimensions coming to the fore that managers will have to take cognizance of, since these aspects will increase their chances of being instrumental in attaining success. These include a need for visionary, strategic thinking, not just strategic planning. Leadership skills, rather than management skills, will also be required as well as an ability to rally people behind them. The general management and functional management functions have therefore all changed in their focus and application. Strategic planning must be replaced by a less ritualistic strategic management process that includes all employees. Participative management must be underpinned by co-ownership schemes. Change management and navigation will become core competency requirements. Marketing management must now involve the whole organization. Information technology must be viewed as a means to an end and not an end in itself. Integrated logistic management must be widely introduced. Human resource management must become a professional support function and production management must be integrated with the rest of the business functions and processes.
- Full Text:
- Authors: Nel, Marthinus Jakobus
- Date: 2012-09-14
- Subjects: Success in business , Organizational effectiveness
- Type: Thesis
- Identifier: uj:10376 , http://hdl.handle.net/10210/7741
- Description: M.Comm. , This study was conducted with the purpose of illustrating the necessity for and complexity of the process identifying the factors that determine and influence organizational success. Organizations are entering a stage in history where change is the only constant. Authors use words like "earthquake", "revolution", "storm", "turbulence", "future shock", "explosion", "frenzy" and "change spiral" in an attempt to begin to describe what lies ahead for organizations of today. There is no escaping change. The cliché saying, "adapt or die", has never been more relevant than it is now. The type and extent of the changes awaiting organizations could mean either tremendous opportunity or tremendous threat. The shaping of an organization's future implies the successful management of the internal change process needed to fit the organization to its changing environments. The factors that will ensure, or at least positively influence, organizational success must be identified and addressed in a proper manner. The factors present themselves in four dimensions, namely the external environment, the internal environment, the people and the management of the organization. The findings of this research confirm the existence of particular factors in these three dimensions which will determine and definitely influence organization success. These factors range from macro economic trends, like the formation of international trading areas, to the micro redesign of individual jobs to liberate the entrepreneurial potential of people. It highlights the importance of the customer as the most important external factor and the employee as the most important internal factor, both of which are human factors without which there is no activity. The management of organizations has always been a key factor. This research employed in this study showed however that there are several new dimensions coming to the fore that managers will have to take cognizance of, since these aspects will increase their chances of being instrumental in attaining success. These include a need for visionary, strategic thinking, not just strategic planning. Leadership skills, rather than management skills, will also be required as well as an ability to rally people behind them. The general management and functional management functions have therefore all changed in their focus and application. Strategic planning must be replaced by a less ritualistic strategic management process that includes all employees. Participative management must be underpinned by co-ownership schemes. Change management and navigation will become core competency requirements. Marketing management must now involve the whole organization. Information technology must be viewed as a means to an end and not an end in itself. Integrated logistic management must be widely introduced. Human resource management must become a professional support function and production management must be integrated with the rest of the business functions and processes.
- Full Text:
Die aard en wese van entrepreneurskap en die belangrikheid daarvan vir sakesukses
- Swanevelder, Suzel Magdalena
- Authors: Swanevelder, Suzel Magdalena
- Date: 2012-08-28
- Subjects: Entrepreneurship , Success in business
- Type: Thesis
- Identifier: uj:3291 , http://hdl.handle.net/10210/6696
- Description: M.Comm. , The purpose of this study is to research certain aspects of entrepreneurship and to highlight the relationships between entrepreneurship and business success. Organisations compete in a highly competitive and constantly changing environment and are becoming increasingly more difficult for them to survive and to succeed. One of the biggest challenges for organisations, if they wish to survive and succeed, is to change constantly and to adapt as quickly as possible to the changing environment. There is ample research which suggests that an entrepreneurial orientation is an important contributor to survival and growth of organisations. Entrepreneurs are seen as heroes of the modern business world. The reason for this is the increase in economic growth and job opportunities which they created. The central role of entrepreneurship is the ongoing need to create something new. Creativity and renewed thinking enable entrepreneurs to survive and to grow. Thus, creativity forms a part of entrepreneurship and without creativity, there can be no successful entrepreneurship. By understanding creativity, one can build the foundation of a very important component for entrepreneurship. Creativity consists of four interdependent components, namely the creative product, the creative person, the creative process and the creative environment. All four of these components are important for development of creativity, but this study will focus on the creative environment. It is important to concentrate on those situations in an organisational climate in which creativity can be stimulated, developed and/or discouraged. Although individuals can be taught to improve their creative abilities, one delivers optimal results in a favourable organisational climate that supports creativity. The organisational climate influences the way individuals communicate, solve problems, make decisions and handle conflict. Further, the organisational climate influences job satisfaction, the motivation of workers, the ability to innovate and the involvement of workers. A creative organisational climate has become a necessity for all organisations to survive and to succeed in the business world.
- Full Text:
- Authors: Swanevelder, Suzel Magdalena
- Date: 2012-08-28
- Subjects: Entrepreneurship , Success in business
- Type: Thesis
- Identifier: uj:3291 , http://hdl.handle.net/10210/6696
- Description: M.Comm. , The purpose of this study is to research certain aspects of entrepreneurship and to highlight the relationships between entrepreneurship and business success. Organisations compete in a highly competitive and constantly changing environment and are becoming increasingly more difficult for them to survive and to succeed. One of the biggest challenges for organisations, if they wish to survive and succeed, is to change constantly and to adapt as quickly as possible to the changing environment. There is ample research which suggests that an entrepreneurial orientation is an important contributor to survival and growth of organisations. Entrepreneurs are seen as heroes of the modern business world. The reason for this is the increase in economic growth and job opportunities which they created. The central role of entrepreneurship is the ongoing need to create something new. Creativity and renewed thinking enable entrepreneurs to survive and to grow. Thus, creativity forms a part of entrepreneurship and without creativity, there can be no successful entrepreneurship. By understanding creativity, one can build the foundation of a very important component for entrepreneurship. Creativity consists of four interdependent components, namely the creative product, the creative person, the creative process and the creative environment. All four of these components are important for development of creativity, but this study will focus on the creative environment. It is important to concentrate on those situations in an organisational climate in which creativity can be stimulated, developed and/or discouraged. Although individuals can be taught to improve their creative abilities, one delivers optimal results in a favourable organisational climate that supports creativity. The organisational climate influences the way individuals communicate, solve problems, make decisions and handle conflict. Further, the organisational climate influences job satisfaction, the motivation of workers, the ability to innovate and the involvement of workers. A creative organisational climate has become a necessity for all organisations to survive and to succeed in the business world.
- Full Text:
The role of familiness in the success and failure of family-business groups.
- Authors: Venter, William Peter
- Date: 2012-08-15
- Subjects: Family-owned business enterprises , Corporate culture , Success in business
- Type: Thesis
- Identifier: uj:9400 , http://hdl.handle.net/10210/5836
- Description: D.Phil. , In both developed and under-developed countries, family businesses are the most prevalent, best-performing and resilient expressions of applied entrepreneurship. Despite this, however, the general impression one gathers from both the academic and the popular literature is a negative one, suggesting that family businesses tend to be fragile, transient of nature, and prone to destructive, internal conflict. Consequently, the positive performances and valuable socio-economic contributions that family businesses do actually generate in global economies, are inadequately acknowledged and largely inconsistent with the negative images that prevail in the bulk of the literature on the subject. Mainstream family-business theory, known as the orthodox approach, regards the family and the business as separate entities. The current study is conducted in opposition to this view, preferring the heterodox approach, which acknowledges family and business as an interrelated, virtually indivisible unit of productive and profitable association between the two constituent parts. In successful family firms, the business and the family seem to be inseparable. This homogeneity is termed a "unified systemic" relationship, and the reciprocal inter-relationship between family and business is regarded by the "systems" school of thought as the leading factor contributing to the generally superior performance of family businesses. Central to the unified, systemic model is the concept of "familiness". This characteristic underpins the co-ordination of the family inter-action with the firm, leading to flexibility, resilience, sustainability and superior performance. The current study does not attempt to deny the difficulties that confront family businesses. This would be unreasonable in the light of an alleged 30-percent-onaverage generation-transition survival rate in family businesses. However, the study has chosen to focus on a more positive view of family-business relationships, acknowledging an inseparable association between the family and the business, and the pro-active management thereof. More specifically, this study investigates the role of familiness in the success and failure of family-business groups in South Africa. Because of the vastness of the field, the study does not attempt to include familybusiness groups on a global scale. For the purposes of the current study, familiness is investigated as the development of, and the relationships formed between, founder capital, family capital and generation capital, leading to family-business-capital-behaviour, as these concepts are defined in the study. To facilitate this investigation, a conceptual model, comprising fourteen different, developmental channels, was created. Collectively, the model represents familiness in all the different phases of growth and advancement of family-business groups (see Familiness Transmission of Capital Model, Figure 2.14, p. 86). In evaluating the model, semi-structured interviews were used to do a qualitative investigation of all fourteen proposed transmission channels. Eight of the most prominent and influential family-business groups in South Africa participated in the study. Family-business groups were specifically chosen for the current study because they are more complex than smaller family businesses and secondly, because it is virtually impossible to gain access to the family-business owners of multinational, multi-billion-rand enterprises. The sample of family-business groups selected for the current study had already achieved successful transitions through their second, third and fourth generations. The results of the current study indicate that the concept of familiness appears to play a vital role in the success or failure of generation-transmission in the eight prominent South African family-business groups investigated. More specifically, it would seem that the systemic inter-relatedness between the family and the business, through the concept of familiness, plays a pivotal role in the various transmission channels that lead not only to the advanced success of family businesses, but also to the successful transition of the business to the succeeding generations of the founding family. The findings of the current study endorse the heterodox view that the family and the business cannot be separated, but should rather be seen as an interactive system with unique, collectable resources. The findings respond to a need created, according to Bornheim (2000:163), by the principal deficiency in the family organisation literature, namely a theory that explains the developmental stages of each generation succession. ii The study concludes that family businesses seem to engender a "soul" into the functioning of such enterprises by means of service leadership in eight areas of operation, identified by means of a conditional matrix, namely: customer-care; social responsibility; culture; innovative behaviour; leadership-by-example; legacy of family ownership; passion for the family business; and the treatment of employees as if they are members of the family. The concept of familiness engendering a "soul" into a business, offers a possible explanation for the superior performance of family businesses when this is compared with the general performance of non-family businesses. Several recommendations and suggestions are offered for further research on the topic.
- Full Text:
- Authors: Venter, William Peter
- Date: 2012-08-15
- Subjects: Family-owned business enterprises , Corporate culture , Success in business
- Type: Thesis
- Identifier: uj:9400 , http://hdl.handle.net/10210/5836
- Description: D.Phil. , In both developed and under-developed countries, family businesses are the most prevalent, best-performing and resilient expressions of applied entrepreneurship. Despite this, however, the general impression one gathers from both the academic and the popular literature is a negative one, suggesting that family businesses tend to be fragile, transient of nature, and prone to destructive, internal conflict. Consequently, the positive performances and valuable socio-economic contributions that family businesses do actually generate in global economies, are inadequately acknowledged and largely inconsistent with the negative images that prevail in the bulk of the literature on the subject. Mainstream family-business theory, known as the orthodox approach, regards the family and the business as separate entities. The current study is conducted in opposition to this view, preferring the heterodox approach, which acknowledges family and business as an interrelated, virtually indivisible unit of productive and profitable association between the two constituent parts. In successful family firms, the business and the family seem to be inseparable. This homogeneity is termed a "unified systemic" relationship, and the reciprocal inter-relationship between family and business is regarded by the "systems" school of thought as the leading factor contributing to the generally superior performance of family businesses. Central to the unified, systemic model is the concept of "familiness". This characteristic underpins the co-ordination of the family inter-action with the firm, leading to flexibility, resilience, sustainability and superior performance. The current study does not attempt to deny the difficulties that confront family businesses. This would be unreasonable in the light of an alleged 30-percent-onaverage generation-transition survival rate in family businesses. However, the study has chosen to focus on a more positive view of family-business relationships, acknowledging an inseparable association between the family and the business, and the pro-active management thereof. More specifically, this study investigates the role of familiness in the success and failure of family-business groups in South Africa. Because of the vastness of the field, the study does not attempt to include familybusiness groups on a global scale. For the purposes of the current study, familiness is investigated as the development of, and the relationships formed between, founder capital, family capital and generation capital, leading to family-business-capital-behaviour, as these concepts are defined in the study. To facilitate this investigation, a conceptual model, comprising fourteen different, developmental channels, was created. Collectively, the model represents familiness in all the different phases of growth and advancement of family-business groups (see Familiness Transmission of Capital Model, Figure 2.14, p. 86). In evaluating the model, semi-structured interviews were used to do a qualitative investigation of all fourteen proposed transmission channels. Eight of the most prominent and influential family-business groups in South Africa participated in the study. Family-business groups were specifically chosen for the current study because they are more complex than smaller family businesses and secondly, because it is virtually impossible to gain access to the family-business owners of multinational, multi-billion-rand enterprises. The sample of family-business groups selected for the current study had already achieved successful transitions through their second, third and fourth generations. The results of the current study indicate that the concept of familiness appears to play a vital role in the success or failure of generation-transmission in the eight prominent South African family-business groups investigated. More specifically, it would seem that the systemic inter-relatedness between the family and the business, through the concept of familiness, plays a pivotal role in the various transmission channels that lead not only to the advanced success of family businesses, but also to the successful transition of the business to the succeeding generations of the founding family. The findings of the current study endorse the heterodox view that the family and the business cannot be separated, but should rather be seen as an interactive system with unique, collectable resources. The findings respond to a need created, according to Bornheim (2000:163), by the principal deficiency in the family organisation literature, namely a theory that explains the developmental stages of each generation succession. ii The study concludes that family businesses seem to engender a "soul" into the functioning of such enterprises by means of service leadership in eight areas of operation, identified by means of a conditional matrix, namely: customer-care; social responsibility; culture; innovative behaviour; leadership-by-example; legacy of family ownership; passion for the family business; and the treatment of employees as if they are members of the family. The concept of familiness engendering a "soul" into a business, offers a possible explanation for the superior performance of family businesses when this is compared with the general performance of non-family businesses. Several recommendations and suggestions are offered for further research on the topic.
- Full Text:
Identity rebuilding for a woman living in an expatriate situation : an auto-ethnographic study
- Authors: Odendaal, Hiltje
- Date: 2012-08-14
- Subjects: Leadership in women , Leadership - Psychological aspects , Success in business , Self-actualization (Psychology) , Women - Identity
- Type: Mini-Dissertation
- Identifier: uj:9235 , http://hdl.handle.net/10210/5683
- Description: M.Phil. , The purpose of this research was to answer the following question: Can PPL (personal and professional leadership) in any way provides an explanation for what happens in the life of an expatriate woman and can it contribute to the reconstruction of the life of a woman living in an expatriate situation? In order to answer the research question, the research was divided into two distinguishable parts. In the first part an examination of the loss of identity the expatriate woman experiences was discussed within the context of the PPL (personal and professional leadership) leadership model. The conclusion reached was that the expatriate woman is left vulnerable and disorientated because of the absence of essential and familiar leadership levels, and her own culture and country. Familiar roles and own identity need to be reshaped. In the second part of the research the rebuilding of a new identity was discussed within the context of the PPL (personal- and professional leadership) dimensional model. This model was explored for its potential in assisting the expatriate woman to understand fundamental dimensions in need of being developed in order to find a sense of purpose, meaning and hope in this time of change. The conclusion was that the PPL dimensional model can be successfully utilised in rebuilding the identity. The importance of this model lies in its fundamental belief that human beings are primarily spiritual beings and that this dimension is the source of the need to serve others, to contribute, to "matter", to make a difference and to have a sense of meaning and purpose. This research was concluding to introduce a PPL leadership model within the context of country and culture with a final conclusion that PPL can both assist in understanding what happened to the expatriate woman and in providing a tool for assisting and planning the identity rebuilding process. This was an auto-ethnographic study.
- Full Text:
- Authors: Odendaal, Hiltje
- Date: 2012-08-14
- Subjects: Leadership in women , Leadership - Psychological aspects , Success in business , Self-actualization (Psychology) , Women - Identity
- Type: Mini-Dissertation
- Identifier: uj:9235 , http://hdl.handle.net/10210/5683
- Description: M.Phil. , The purpose of this research was to answer the following question: Can PPL (personal and professional leadership) in any way provides an explanation for what happens in the life of an expatriate woman and can it contribute to the reconstruction of the life of a woman living in an expatriate situation? In order to answer the research question, the research was divided into two distinguishable parts. In the first part an examination of the loss of identity the expatriate woman experiences was discussed within the context of the PPL (personal and professional leadership) leadership model. The conclusion reached was that the expatriate woman is left vulnerable and disorientated because of the absence of essential and familiar leadership levels, and her own culture and country. Familiar roles and own identity need to be reshaped. In the second part of the research the rebuilding of a new identity was discussed within the context of the PPL (personal- and professional leadership) dimensional model. This model was explored for its potential in assisting the expatriate woman to understand fundamental dimensions in need of being developed in order to find a sense of purpose, meaning and hope in this time of change. The conclusion was that the PPL dimensional model can be successfully utilised in rebuilding the identity. The importance of this model lies in its fundamental belief that human beings are primarily spiritual beings and that this dimension is the source of the need to serve others, to contribute, to "matter", to make a difference and to have a sense of meaning and purpose. This research was concluding to introduce a PPL leadership model within the context of country and culture with a final conclusion that PPL can both assist in understanding what happened to the expatriate woman and in providing a tool for assisting and planning the identity rebuilding process. This was an auto-ethnographic study.
- Full Text:
The relationship between organisation identity and organisational performance
- Authors: Sugreen, Gulshan
- Date: 2012-06-06
- Subjects: Organisation identity , Corporate image , Organisational effectiveness , Success in business
- Type: Thesis
- Identifier: uj:2518 , http://hdl.handle.net/10210/4973
- Description: D. Phil. , Whetten (1985), Dutton and Dukerich (1991) and Van Tonder (1987; 1999; 2004a). Organisation identity is often simply described as the distinctive character of the organisation and more formally defined as the core, unique, enduring and unifying features of the organisation. Labich (1994) argued that it is a central factor in corporate failure, while De Geus (1997) concluded that organisation identity is a critical factor in long-living organisations, but empirical research on organisation identity is exceptionally rare. In particular, the organisation identity–performance relationship, which raises and illuminates the relevance of the organisation identity construct, especially at an applied level and from the perspective of organisational management, has not received formal research attention. The present study was expressly concerned with the relevance of the organisation identity construct and specifically investigated the relationship between organisation identity and organisational performance. It elaborates on an earlier empirical study by Van Tonder (1999), which indicated that organisation identity relates to several critical organisational variables, including organisational culture, institutional focus, lifecycle stage, and organisational performance, and which suggested the relevance of the construct. The present study aimed to isolate and illuminate the key variables of organisation identity and organisational performance in order to study and clarify the relationship between these constructs. Consistent with a growing trend towards non-participation, only three of the organisations that were approached eventually participated in the research. Predominantly quantitative in approach, the study used an adapted organisation identity questionnaire (cf. Van Tonder, 1999) together with an organisational performance questionnaire (the PI or Performance Index) (Spannenberg & Theron, 2002). Results from the 274 respondents revealed that organisation identity – both the ‘fact-of-identity’ and the organisational ‘sense-of-identity’ – are directly and indirectly related to the organisation’s performance. It was concluded that these findings are significant from the perspectives of the construct’s relevance to science, theory confirmation and building and at an applied (organisational managerial) level. The findings and their implications for continued research are discussed.
- Full Text:
- Authors: Sugreen, Gulshan
- Date: 2012-06-06
- Subjects: Organisation identity , Corporate image , Organisational effectiveness , Success in business
- Type: Thesis
- Identifier: uj:2518 , http://hdl.handle.net/10210/4973
- Description: D. Phil. , Whetten (1985), Dutton and Dukerich (1991) and Van Tonder (1987; 1999; 2004a). Organisation identity is often simply described as the distinctive character of the organisation and more formally defined as the core, unique, enduring and unifying features of the organisation. Labich (1994) argued that it is a central factor in corporate failure, while De Geus (1997) concluded that organisation identity is a critical factor in long-living organisations, but empirical research on organisation identity is exceptionally rare. In particular, the organisation identity–performance relationship, which raises and illuminates the relevance of the organisation identity construct, especially at an applied level and from the perspective of organisational management, has not received formal research attention. The present study was expressly concerned with the relevance of the organisation identity construct and specifically investigated the relationship between organisation identity and organisational performance. It elaborates on an earlier empirical study by Van Tonder (1999), which indicated that organisation identity relates to several critical organisational variables, including organisational culture, institutional focus, lifecycle stage, and organisational performance, and which suggested the relevance of the construct. The present study aimed to isolate and illuminate the key variables of organisation identity and organisational performance in order to study and clarify the relationship between these constructs. Consistent with a growing trend towards non-participation, only three of the organisations that were approached eventually participated in the research. Predominantly quantitative in approach, the study used an adapted organisation identity questionnaire (cf. Van Tonder, 1999) together with an organisational performance questionnaire (the PI or Performance Index) (Spannenberg & Theron, 2002). Results from the 274 respondents revealed that organisation identity – both the ‘fact-of-identity’ and the organisational ‘sense-of-identity’ – are directly and indirectly related to the organisation’s performance. It was concluded that these findings are significant from the perspectives of the construct’s relevance to science, theory confirmation and building and at an applied (organisational managerial) level. The findings and their implications for continued research are discussed.
- Full Text:
Barriers that hinder the success of women entrepreneurs in Gauteng, South Africa
- Authors: Akhalwaya, Ayisha
- Date: 2012-06-05
- Subjects: Women entrepreneurs , Success in business , Failure in business , Businesswomen
- Type: Thesis
- Identifier: uj:2448 , http://hdl.handle.net/10210/4906
- Description: M.Tech. , Women in South Africa account for more than half the population, yet traditionally have been excluded from the formal environments of business. Women entrepreneurs in play a critical and important role in the economy and their contribution is limited to more traditional businesses such as crafts, hawking, personal services and the retail sectors. For women entrepreneurs to contribute positively to the South African economy, the environment in which they operate needs to be understood. Women business owners are faced with many challenges iv that hinder their success. The objective of this study is to identify and investigate the success factors and relevant barriers facing women entrepreneurs and to determine to what extent these barriers affect their success to starting, managing and growing their ventures taking into account their bio-graphics.
- Full Text:
- Authors: Akhalwaya, Ayisha
- Date: 2012-06-05
- Subjects: Women entrepreneurs , Success in business , Failure in business , Businesswomen
- Type: Thesis
- Identifier: uj:2448 , http://hdl.handle.net/10210/4906
- Description: M.Tech. , Women in South Africa account for more than half the population, yet traditionally have been excluded from the formal environments of business. Women entrepreneurs in play a critical and important role in the economy and their contribution is limited to more traditional businesses such as crafts, hawking, personal services and the retail sectors. For women entrepreneurs to contribute positively to the South African economy, the environment in which they operate needs to be understood. Women business owners are faced with many challenges iv that hinder their success. The objective of this study is to identify and investigate the success factors and relevant barriers facing women entrepreneurs and to determine to what extent these barriers affect their success to starting, managing and growing their ventures taking into account their bio-graphics.
- Full Text:
Suksesbelewing by 'n finansiële instelling se seniorbestuur
- Labuschagne, Willem Jacobus Pieter
- Authors: Labuschagne, Willem Jacobus Pieter
- Date: 2012-03-05
- Subjects: Success in business , Financial institutions management
- Type: Thesis
- Identifier: uj:2134 , http://hdl.handle.net/10210/4501
- Description: M.Phil. , The purpose of this essay was to identify the components of success from the literature and to test the components in practice to see to what extent each component formed part of the success experience of a financial institution's senior management. The result was evaluated from a Personal and Professional Leadership perspective. Attention was given to the concept 'success' by describing and explaining the concept. Possible Personal and Professional Leadership guidelines to experience success was investigated and recommendations were made to the financial institution in this regard. A quantitative and descriptive research strategy was followed. The primary research methods used in the study included a survey, word and concept analysis. A word and concept analysis of the word 'success' was undertaken, while a literature study was conducted, to investigate current data documented on the subject of success. A questionairre was developed to determine the success experience of the senior managers of a financial institution. The data was analysed, compared and interpreted. The most important findings of the study are as follows: • From the literature study and the empirical results of the investigation it was found that success is not necessary prosperity or money. Although money can be an advantage it does not guarantee sustainable success. • Success is not a single component for example accomplishment or achievement. Success asks for a holistic approach constituted multiple components. From the literature, 31 components of success were identified. To experience true success balance in terms of all the life dimensions is required. • Three success factors were identified in this study. The first factor is about the "inside-out" success experience (intrinsic factor). The second factor is an "outside-in" success experience (extrinsic factor). Both factors must be acknowledged in success aspirations. The third factor is a PPL-factor. Taking action is a result of the "insideout" factor. This component is calculated, well thought through and based on an awareness of who I am; where I'm going, and why I am going there. It also includes viii • knowledge about my purpose in life, understanding my potential and realising my potensial. This action should further be build around the individual's character and principles. • Success is primarily not happiness. Success and happiness is not a goal to be achieved but a byproduct of that which is longed for. • Success is not power or influence. You could achieve success in this regard by reaching a certain position at work ant think that you have arrived. This position does not indemnify you from an empty and unfulfilled feeling. • Success is not achievement and can not only be measured against achievement alone. • Success is a journey. How do I use each day? Do I make the best of each opportunity? Do I see the opportunity around me? Do I take the necessary action? • More than two thirds of the respondents linked success with the realisation of their goals, the reaching of certain milestones, living in balance with their life dimensions. • Respondents that are 37 and older is more inclined to experience success in their emotional life in contrast with those under 37 years. • Very happy people are more inclined to experience success in terms of their social end emotional life than people that are fairly happy. From this study, it can be concluded that one must know what success is in order to achieve it. There is as many definitions of success as there are people thinking about it. Success in one area of your life does not mean overall success. Balance in all the different life dimensions of life is essential. You must know who you are, where you stand with yourself, what you would like to do and take the necessary steps to get there. All these aspects are based on the principles of Personal and Professional Leadership. The conclusion can thus be made that PPL can make an important contribution to experience success in a balanced way.
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- Authors: Labuschagne, Willem Jacobus Pieter
- Date: 2012-03-05
- Subjects: Success in business , Financial institutions management
- Type: Thesis
- Identifier: uj:2134 , http://hdl.handle.net/10210/4501
- Description: M.Phil. , The purpose of this essay was to identify the components of success from the literature and to test the components in practice to see to what extent each component formed part of the success experience of a financial institution's senior management. The result was evaluated from a Personal and Professional Leadership perspective. Attention was given to the concept 'success' by describing and explaining the concept. Possible Personal and Professional Leadership guidelines to experience success was investigated and recommendations were made to the financial institution in this regard. A quantitative and descriptive research strategy was followed. The primary research methods used in the study included a survey, word and concept analysis. A word and concept analysis of the word 'success' was undertaken, while a literature study was conducted, to investigate current data documented on the subject of success. A questionairre was developed to determine the success experience of the senior managers of a financial institution. The data was analysed, compared and interpreted. The most important findings of the study are as follows: • From the literature study and the empirical results of the investigation it was found that success is not necessary prosperity or money. Although money can be an advantage it does not guarantee sustainable success. • Success is not a single component for example accomplishment or achievement. Success asks for a holistic approach constituted multiple components. From the literature, 31 components of success were identified. To experience true success balance in terms of all the life dimensions is required. • Three success factors were identified in this study. The first factor is about the "inside-out" success experience (intrinsic factor). The second factor is an "outside-in" success experience (extrinsic factor). Both factors must be acknowledged in success aspirations. The third factor is a PPL-factor. Taking action is a result of the "insideout" factor. This component is calculated, well thought through and based on an awareness of who I am; where I'm going, and why I am going there. It also includes viii • knowledge about my purpose in life, understanding my potential and realising my potensial. This action should further be build around the individual's character and principles. • Success is primarily not happiness. Success and happiness is not a goal to be achieved but a byproduct of that which is longed for. • Success is not power or influence. You could achieve success in this regard by reaching a certain position at work ant think that you have arrived. This position does not indemnify you from an empty and unfulfilled feeling. • Success is not achievement and can not only be measured against achievement alone. • Success is a journey. How do I use each day? Do I make the best of each opportunity? Do I see the opportunity around me? Do I take the necessary action? • More than two thirds of the respondents linked success with the realisation of their goals, the reaching of certain milestones, living in balance with their life dimensions. • Respondents that are 37 and older is more inclined to experience success in their emotional life in contrast with those under 37 years. • Very happy people are more inclined to experience success in terms of their social end emotional life than people that are fairly happy. From this study, it can be concluded that one must know what success is in order to achieve it. There is as many definitions of success as there are people thinking about it. Success in one area of your life does not mean overall success. Balance in all the different life dimensions of life is essential. You must know who you are, where you stand with yourself, what you would like to do and take the necessary steps to get there. All these aspects are based on the principles of Personal and Professional Leadership. The conclusion can thus be made that PPL can make an important contribution to experience success in a balanced way.
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Critical success factors in information technology projects
- Authors: Pieterse, Martin
- Date: 2012-01-25
- Subjects: Project management , Success in business
- Type: Mini-Dissertation
- Identifier: uj:1967 , http://hdl.handle.net/10210/4324
- Description: M.Comm. , This study investigates the factors that are critical to success with Information Technology projects. The intention is to identify a set of factors that will increase the probability of an Information Technology project succeeding. To understand Information Technology project success, Information Technology in the business environment is investigated and found to be the various hardware and software used in information systems, including computers and networking equipment. These systems and components that comprise Information Technology can provide the business organisation with significant competitive advantage. Information Technology systems within the business are developed following a process known as the Software Development Lifecycle. The process of developing Information Technology systems is normally managed as a project. This study shows that a project can be defined as a grouping of related tasks and activities that consume some of the limited resources of an organisation for a fixed period of time and that has a measurable objective as its goal. Projects normally follow the same path, from project concept initiation, planning, plan development, execution through to project closeout. Critical success factors in Information Technology projects A project is deemed to be successful if it delivers the objectives stated for the project, is delivered on time, within the cost estimates and to expected quality, if it is profitable for the contractor, and if necessary it is terminated early. Despite the competitive advantage that Information Technology can provide the business and the fact that projects are well defined, more than half of IT projects still fail. There are, however, a number of reasons that can be contributed to IT projects failing, the main factor being lack of management and leadership in projects. Investigation reveals that a number of factors do exist that are critical to IT project success. These factors can be summarised as customer involvement, a positive attitude towards project success, flexible project tools, defined criteria for success and keeping to schedules and budgets.
- Full Text:
- Authors: Pieterse, Martin
- Date: 2012-01-25
- Subjects: Project management , Success in business
- Type: Mini-Dissertation
- Identifier: uj:1967 , http://hdl.handle.net/10210/4324
- Description: M.Comm. , This study investigates the factors that are critical to success with Information Technology projects. The intention is to identify a set of factors that will increase the probability of an Information Technology project succeeding. To understand Information Technology project success, Information Technology in the business environment is investigated and found to be the various hardware and software used in information systems, including computers and networking equipment. These systems and components that comprise Information Technology can provide the business organisation with significant competitive advantage. Information Technology systems within the business are developed following a process known as the Software Development Lifecycle. The process of developing Information Technology systems is normally managed as a project. This study shows that a project can be defined as a grouping of related tasks and activities that consume some of the limited resources of an organisation for a fixed period of time and that has a measurable objective as its goal. Projects normally follow the same path, from project concept initiation, planning, plan development, execution through to project closeout. Critical success factors in Information Technology projects A project is deemed to be successful if it delivers the objectives stated for the project, is delivered on time, within the cost estimates and to expected quality, if it is profitable for the contractor, and if necessary it is terminated early. Despite the competitive advantage that Information Technology can provide the business and the fact that projects are well defined, more than half of IT projects still fail. There are, however, a number of reasons that can be contributed to IT projects failing, the main factor being lack of management and leadership in projects. Investigation reveals that a number of factors do exist that are critical to IT project success. These factors can be summarised as customer involvement, a positive attitude towards project success, flexible project tools, defined criteria for success and keeping to schedules and budgets.
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