The provision of routine comprehensive medical examinations as part of the executive health management programme of company senior executives is controversial in academic and business literature. A difference between outcomes predicted in theory and those achieved in practice is evident. Programme design had a bearing on what outcomes could be achieved. This study was conducted to examine the change in health risks experienced by a group of company senior executives attending a commercially available executive health programme in Durban, South Africa. The study assessed the evidence base for screening tests offered as part of the programme, the health risk outcomes of participants on the programme and the perceptions of participants of the intervention and the employer. The study showed that executives perceive employers who provide executive medical examinations very positively. A high prevalence of health risk factors was noted, indicating the need for such an intervention. Although perceived to be comprehensive, only 29 per cent of recommended preventative health screening tests were offered. Of the tests offered 49 per cent were not considered preventative in nature. No statistically significant changes were found for all health risks studied, over a two year period, although the improvement in blood pressure might be considered clinically significant. Individuals displayed significant natural risk flow, some at low risk remained so, others became high risk; some at high risk became low, others remained high. These findings are similar to those of other studies where behaviour based interventions are not prominent. The findings suggest that an executive health programme based on medical examinations alone cannot reliably and consistently improve health risk of company senior executives. Evidence is provided that theory based and evidence-led interventions are required to address the real health concerns of executives. / Mini Dissertation (MBA)--University of Pretoria, 2015. / sn2016 / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted

The aim of this dissertation was to provide a better understanding of how multinational enterprises (MNEs) can learn human resource (HR) practices originating from its subsidiaries, particularly in emerging markets. This study considered the effects of the MNE s centralisation decision on the diffusion of HR practices from subsidiaries. A qualitative approach was undertaken, investigating two case studies of MNEs with a strong presence throughout Africa, one with a centralised structure and a developed market headquarters (HQ) and another with a decentralised structure and an emerging market HQ. The cases were compared in terms of absorptive and diffusion capacities for reverse diffusion (subsidiary to HQ) and horizontal diffusion (subsidiary to subsidiary). The key contribution of this study is that the diffusion of HR practices originating at the subsidiary depends on the continuous interplay between its absorptive capacity with HQ s diffusion capacity, for forward diffusion, and its diffusion capacity with HQ s absorptive capacity, for reverse diffusion. Furthermore, this continuum is determined by the degree of centralisation in the MNE structure. Decentralisation limits the subsidiary s diffusion capacity with HQ fulfilling a coordination / Mini Dissertation (MBA)--University of Pretoria, 2015. / ms2016 / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted

Small to medium enterprises (SMEs) are key contributors to economic growth, and business incubation is widely acknowledged as a mechanism for improving the survivorship and growth of newly formed SMEs. Persistently poor performance over recent years by the SME sector has, however, drawn into question whether prevailing models of business incubation continue to be effective in creating a fertile entrepreneurship-enablement environment. The predominantly non-profit orientated nature of business incubators may have become out of tune with the principles of commercial viability that they preach, and a change towards more self-sustaining business incubation may be required. A qualitative research study was carried out with decision makers in the incubation environment, using a questionnaire that elicited indicators of self-sustainability, internal and external challenges, funding sources and challenges relating to the distribution of institutional funding. This research found that profit and non-profit business incubators alike are evolving their business models to incorporate revenue-generating activities as a means to minimise the volatility of institutional sources of funding. The ineffective distribution of institutional funding and the ever-changing policies that govern funding allocations are also necessitating higher levels of self-sustainability among incubators. A model was derived to explain the interplay between different categories of business incubation and the changing role and benefits of self-sustainability across these categories. / Mini-disseration (MBA)--University of Pretoria, 2015. / nk2016 / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted

The question about how consumer lending benefits or harms society is unresolved. Significant strides have been made in terms of developing a rigorous methodology for assessing the benefits of microcredit using randomised control trials. This approach rules out the shortcomings of selection bias in earlier work. However, studies to date appear prone to anchoring bias associated with the intention of microfinance to eradicate poverty. In South Africa, the volatile socio-economic conditions (slow economic growth, high unemployment levels, heightened levels of labour unrest and high levels of inequality) emphasise the business need for studying the consumer lending market. Financial inclusion could play the role of aiding or harming South Africa s society. This research aimed to determine in what conditions rationally bounded borrowers find loans beneficial using an inductive approach. A two-phased research process was followed firstly, ten semi-structured interviews were conducted with a diverse group of key informants from government, industry, the media and regulators. Secondly, ten borrowers were interviewed and observed drawing on ethnographic research methods. Most of the interviews took place in the home of the respondent and where possible the researcher met the other members of the household. The sample of borrowers were potential positive deviants individuals that derive more benefit from consumer loans than their peers. The research uncovered sustained tension and ideological differences between stakeholders that results in incoherent policy and regulation and inadequate financial inclusion. The landscape is characterised by low levels of savings and a heavy reliance on loans. Borrowers in the sample were selected to participate in the research due to repeat borrowing patterns, yet many expressed a desire to stop or reduce borrowing. This saying-doing gap suggests that a structural and coordinated plan is needed if any behaviour change is likely amongst rationally bounded borrowers. A combination of restrictive regulation and positive incentives is proposed to encourage stakeholders to develop mutually beneficial strategies for achieving financial inclusion. The ability of stakeholders to develop coherence in this landscape will determine whether financial inclusion will make a positive contribution to South African society. / Mini Dissertation (MBA)--University of Pretoria, 2015. / sn2016 / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted

Research Purpose : The area of joint audits became increasingly popular after the global financial crisis in 2010. This was after the European Commission proposed to mandate joint audits. South Africa is one of a few countries in the world were joint audits were once mandated for financial services firms. Although empirical research has increased, little has been done on theoretical research. This research investigates the factors influencing on the success of joint audits using an interorganisational theory, the resource dependence theory and concepts from joint audit literature research. Research Methodology : The study adopted a quantitative descriptive approach. A self-administered online questionnaire was sent to a group of individuals with experience on joint audits. The questionnaire was based on interorganisational literature and research already conducted on joint audits. The group of individuals included individuals from companies that have been audited, individuals who have formed part of joint audits and regulators. Research Findings : The results of the research established important factors influencing joint audits. A suggested model which can be used by joint auditors, audited companies and regulators was developed from these findings. Opinion shopping ranked highest as the most important factor influencing joint audits, followed by similarity and goals where it was found that joint audits work best when firms are of a similar size, each firm has a unique value proposition and goals are clear. Market uncertainty was the next most influencing factor followed by the level of difficulty of the audit and lastly freeriding. Results suggested that gender does not to have any influence on the success of joint audits. / Mini Dissertation (MBA)--University of Pretoria, 2015. / ms2016 / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted

This research explores the way in which managers come together in groups to form innovative strategies. This was achieved by investigating managers usage of strategic thinking and influence through behavioural observation and thereafter subjecting the data to a qualitative thematic content analysis. Subsequently this study provides a deeper understanding of the five-element view of strategic thinking as well as proposes a set of collaborative influence tactics that may be used in accessing group level strategic thinking. Finally the synthesis of these insights are presented in an exploratory model describing a component-based view of group level strategic thinking for the development of innovative strategies. The study conclusions provide both theoretical and practical contributions to the existing understandings of strategic thinking, influence and strategy development. / Mini Dissertation (MBA)--University of Pretoria, 2015. / pa2016 / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted

Power distance is a cultural value that has a strong influence in both societal and organizational behaviour. The need for this research resulted from the basis that South Africa has a high value for power distance and a low number of women in senior business roles. By understanding the role power distance plays in the career advancement of women, organisations can put systems in place to create a more equal workforce and leverage the benefits of Smart Economics. The research was conducted via an online survey and was completed in full by 67 business women based in South Africa. The questionnaire was based on the GLOBE cross cultural study as well as supplementary questions relating to specific features affecting career advancement for women. The outcome allowed for a model to be developed that gives light to the effect of power distance on organizational features, specifically the career advancement of women. Specific features such as the desire to attain power or to maintain power emerged through this survey. A cultural model (figure 8) was developed that presents an outline of the different ways power distance values can affect organizational features and influence the career advancement of women. The outcome of this research could contribute to the way companies develop internal structures that may either encourage or inhibit women from achieving career advancement within the context of power distance. / Mini Dissertation (MBA)--University of Pretoria, 2015. / pa2016 / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted

South African mining is a labour intensive industry. Consequently, the productivity of mining companies still depends primarily on the productivity of labour. Management needs to understand the style of leadership they need to adopt in order to effectively improve employee engagement and performance. This study was conducted in the platinum mining sector in South Africa with specific focus on general miners. The study sought to identify the leadership style that leaders could adopt in order to improve employee engagement, with a clear understanding of the importance that supervisor/employee relationships have on employees performance. To accomplish this objective, three relevant leadership styles were analysed, namely transformational, transactional and laissez-faire. In addition, the study explored the role played by the quality of leader-member exchange (LMX) in improving engagement. Employee engagement was studied by taking into account both leadership styles and LMX. The research method was based on three questionnaires, which explored the above mentioned leadership styles. The questionnaires were distributed to 200 miners from three different mining organisations. A descriptive study with a quantitative research was used to facilitate testing of the hypothesis and establish cause and effects on the research question following a realism philosophy. The response ratio was 50%. The overwhelming majority of the responses confirmed dominance of the transformational leadership style, with considerably fewer instances of transactional leadership style in second place. Quality of leader member exchange was perceived high by most respondents. Employee engagement was found to be directly and significantly influenced by transformational leadership style in collaboration with the quality of leader member exchange. Laissez-fair leadership style was not only the least frequent leadership style, but also the one with the greatest negative effect on engagement. Employees were found to be totally disengaged when the laissez-faire type of leadership was prominent, irrespective of the level of leader member exchange. / Mini Dissertation (MBA)--University of Pretoria, 2015. / ms2016 / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted

This research report interrogates the linear association between sustainable business practices and corporate financial performance over an 11-year analysis of the JSE Socially Responsible Investment Index (SRI Index). The primary objective is to ascertain the difference in the financial performance of companies listed on the JSE SRI Index and companies not listed on the JSE SRI Index. The financial performance of two groups of companies are compared in three periods through quantitative analysis. The three periods are 2004 to 2009 (39 pairings), 2010 to 2014 (67 pairings) and 2004 to 2015 (43 pairings). The percentage change in the financial performance between the SRI and son-SRI companies in each period is tested. The secondary objective is to establish whether there was a difference in the financial performance of the sustainably advanced group of companies. A pre-2010 and post-2010 comparison of financial performance was quantitatively performed on 36 JSE SRI companies. The principles of sustainability and corporate social responsibility provide a comprehensive business case for the inculcation and investment into its practices. Sustainable business practices are changing the orientation of business from short-term profit maximisation for shareholders to intergenerational equity for stakeholders. The results of the study find that companies not listed on the JSE SRI Index are more profitable than the SRI companies over the 11-years. Furthermore, the pre-2010 SRI group financially outperform the post-2010 group as market conditions dictate financial performance. / Mini Dissertation (MBA)--University of Pretoria, 2015. / ms2016 / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted

With increase in global trade, globalisation has enabled greater opportunities for individuals to live in multiple countries and experience different cultures thus changing the migration patterns. Keeping this as a construct, existing acculturation framework and process were investigated to understand the impact globalisation has had on identity, culture and the process of acculturation undertaken by individuals who have lived in multiple countries. Using an exploratory medium, nineteen individuals from different ethnic backgrounds, who have lived in multiple countries, were interviewed to conduct a qualitative study to identify the impact globalisation has had on the process of acculturation, identity and culture. It explored the existing frameworks to understand their relevance in a globalised world where multiple acculturations are increasingly being undertaken. The findings highlighted the need to revisit existing acculturation frameworks and strategies and to reconsider the relevance of a number of existing concepts within a globalised world. The results highlighted the need to recognise a change in cultural frame of reference based on individual choice and emphasised the need to move away from unidirectional models of acculturation to a model which incorporates the multi-directional nature of current migrations. Based on these findings, a Multiple Acculturation framework has been proposed which not only includes a multidimensional perspective and recognises the amalgamation of multiple cultures but also reconceptualises the acculturation strategies and processes from a static frame to a more dynamic perspective. / Mini Dissertation (MBA)--University of Pretoria, 2015. / ms2016 / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted