Thesis (PhD)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: “Leave her alone, why are you bothering her? She has done a beautiful thing to me … I tell you the truth, wherever the gospel is preached throughout the world, what she has done will also be told, in memory of her” (Mark 14:6, 9). This is how Jesus Christ perceives woman; with gratitude, dignity and respect. Unfortunately, women have often been ill-treated, discriminated against and even oppressed by her own fellow human beings of the opposite sex just because she was born a woman. Many women have asked themselves, “Why was I born a woman?” Questions such as these motivated the researcher to carry out this current study on women The purpose of this dissertation is to: (1) Determine through an in depth literary analysis factors that have contributed to the desperate position of women leadership in CCAP Nkhoma Synod. (2) To conduct empirical research in the different congregations of the Synod among members of Chigwirizano cha amai, church elders and reverends. (3) To explore a new model of reading and interpreting New Testament texts with regards to addressing the problem of the lack of women in leadership positions in the CCAP Nkhoma Synod. The research has shown that women in the CCAP Nkhoma Synod are denied leadership positions because of historical, cultural and biblical factors. Historically, the first Dutch Reformed missionaries who came to Malawi used a patriarchal type of leadership, which sidelined women from leadership positions. Culturally, it was discovered that people brought their cultural beliefs along with them to church, that a man is superior, powerful, respectful and a controller; while woman are considered to be weak, inferior and submissive. Through Social Identity Theory, it was discovered that these beliefs and actions of considering themselves to be superior and better than women, were influenced by aspects such as self-categorization and stereotyping. This means that the moment men categorized themselves as reverends and elders, they automatically compare themselves with the other group, in this case, “Chigwirizano cha amai”. This resulted in stereotyping women as weak and powerless, not qualified to carry out leadership roles. The research has shown that the biblical factor is the main contributor as to why the church has silenced women up till now. Texts like 1 Corinthians 14:34-35 and 1Timothy 2:11-12 have been used to oppress women from exercising their godly given leadership gifts and skills. This is why a new theory of interpreting the Word of God has been suggested in this dissertation. It is called the “Multi-dimensional Approach”. This new approach1 will be achieved by rereading the Scriptures through three aspects, namely, the literary, social-historical and theological-rhetorical aspects. The researcher remains optimistic that through this process of re-reading the texts, the Chewa culture and missionary history, as well as people’s mindsets, attitudes and beliefs will change in favour of women leadership. This research sought to answer the following questions: (1) To what extent are historical and cultural factors, and particularly factors pertaining to the interpretation of the Bible, responsible for the lack of women in leadership positions in the CCAP Nkhoma Synod? (2) Complex as it may be to explore and measure the impact of these factors, would it be possible to substantiate and verify such influences empirically? (3) Once this has been done, would it for instance be possible to identify alternative readings of history, culture and the Bible? These three questions were very crucial in that they guided the researcher to know the real problem and how this problem can be solved. / AFRIKAANSE OPSOMMING: “Laat staan haar,” het Jesus gesê. “Waarom maak julle dit vir haar moeilik?” Sy het ʼn goeie daad aan my gedoen... Dit verseker Ek julle: Oral waar die evangelie in die hele wêreld verkondig word, sal daar ook vertel word wat sy gedoen het, tot herinnering van haar.” (Mark 14:6, 9). Dit is die manier waarop Jesus na vroue gekyk het, met dankbaarheid, waardigheid en respek. Ongelukkig is vroue dikwels sleg behandel, teen gediskrimineer en selfs onderdruk deur manspersone, net omdat hulle as vroue gebore is. Menige vrou het haarself al gevra, “Waarom is ek as vrou gebore?” Vrae soos hierdie het die navorser gemotiveer om hierdie studie te onderneem. Die doel van hierdie navorsing is: (1) Om deur ʼn literatuurstudie die faktore wat tot die desperate situasie van vroue leierskap in die CCAP Nkhoma Sinode bygedra het, te ondersoek. (2) In empiriese navorsing onder lede van die sogenaamde Chigwirizano cha amai (vroue groep), ouderlinge en predikante van verskillende gemeentes van die Sinode te doen. (3) Om ʼn nuwe model vir die lees en interpreteer van die Nuwe Testament met die oog daarop om die probleem van die afwesigheid van vroue in posisies van leierskap in die CCAP Nkhoma Sinode te ontwikkel. Die navorsing het getoon dat vroue in die CCAP Nkhoma Sinode uit posisies van leierskap gehou word as gevolg van historiese, kulturele en Bybelse faktore. Histories het die eerste Nederlandse sendelinge wat na Malawi gekom het ʼn patriargale vorm van leierskap gevestig wat vroue van die begin af uitgesluit het. In kulturele verband is daar gevind dat die mense hulle tradisionele kulturele oortuigings ook in die kerk ingedra het, soos dat die man verhewe is bo die vrou, magtig en in beheer, terwyl vroue as swakker beskou word, minderwaardig en passief. Met behulp van Sosiale Identiteitsteorie is gevind dat hierdie oortuigings en handelinge van mans dat hulle meerderwaardig en beter as vroue is, deur aspekte soos self-kategorisering en stereotipering beïnvloed is. Dit beteken onder andere dat die moment wat mans hulleself as predikante en ouderlinge kategoriseer, hulle onmiddellik hulleself met ander groepe vergelyk, in die geval die Chigwirizano cha amai. Dit dra tot verdere stereotipering van vroue by, naamlik dat hulle swak en magteloos is en daarom nie vir posisies van leierskap geskik is nie. Die navorsing het getoon dat die faktor wat die grootste bydrae gelewer het tot die rede waarom die kerk die vroue se stemme stil gemaak het, verband hou met die wyse waarop die Bybel gelees word. Tekste soos 1 Kor 14:34-35 en 1 Tim 2:11-12 is dikwels gebruik om vroue daarvan te weerhou om hulle God-gegewe gawes van leierskap te ontwikkel en uit te leef. Dit is waarom ʼn nuwe model vir die interpretasie van die Skrif voorgestel word, wat uit literêre, sosiohistoriese en teologies-retoriese aspekte bestaan. Die navorser bly hoopvol dat deur ʼn herlees van die tekste die Chewa kultuur en missionêre verlede, asook die ingesteldheid van mense, hulle houdings en oortuigings ten gunste van vroue in posisies van leierskap sal verander. Die navorsing het gepoog om die volgende vrae te beantwoord: (1) Tot watter mate het historiese en kulturele faktore en dan spesifiek faktore wat met die interpretasie van die Bybel verband hou, tot die gebrek aan vroue in posisies van leierskap in die CCAP Nkhoma Sinode, bygedra? (2) Om ondersoek te doen tot watter mate hierdie faktore ook deur middel van empiriese navorsing bevestig kon word, wel bewus van die kompleksiteit van die situasie. (3) Om op grond van laasgenoemde ondersoekend te kyk na moontlike alternatiewe maniere waarop die geskiedenis, die kultuur en die Bybel gelees kan word? Hierdie drie vrae was voortdurend in die gedagtes van die navorser en het die dryfkrag gegee in die navorser se soeke na die onderliggende redes wat tot die sentrale probleem bygedra het.

Thesis (MPhil)--Stellenbosch University, 2004. / ENGLISH ABSTRACT: The central focus of this thesis is Youth Leadership Development programs in Africa. These programs are viewed within the context of the circumstances the youth currently face in their lives, and also the important role the youth in Africa have to play in the future of the continent. It is argued that leadership development holds the key to addressing the social, economic and political challenges Africa currently experiences. The Youth capacity building program in Uganda and the Joint Enrichment Project in South Africa were chosen as two case studies of Youth Leadership Development programs in Africa. The two case studies were benchmarked against the assessment tool that the International Youth Foundation (IYF) has created for making youth programs work. The above two programs differ greatly in their cultural, economic, social and political contexts. The aim of this study is to determine whether a single set of criteria for Youth Leadership Development programs in the African context is possible, despite the aforementioned differences inherent in the programs. To this end separate qualitative comparisons have been conducted on both the case studies. Shortcomings with regard to the assessment tool as well as the chosen youth programs were also identified. This study highlights that community development includes youth development, and therefore also the training of future leaders. Africa cannot rely on previous models of leadership development for today's youth. Further research in this field is needed, but this study confirms that Youth Leadership Development is vital in Africa. / AFRIKAANSE OPSOMMING: Die sentrale fokus van die tesis is jeug leierskapsontwikkelingsprogramme in Afrika. Hierdie programme word benader binne die konteks van die omstandighede wat die jeug se lewens beinvloed, asook diebelangrike rol wat die jeug in Afrika speel in die toekoms van die kontinent. Die uitgangspunt is dat leierskapsontwikkeling die sleutel is tot die verbetering van sosiale, ekonomiese en politieke uitdagings in Afrika. Die "Youth capacity building" program van Uganda, en die "Joint Enrichment Project" van Suid-Afrika is twee gevallestudies wat gekies is as voorbeelde van jeug leierskapsontwikkelingsprogramme in Afrika. Hierdie twee gevallestudies is gemeet aan die "International Youth Foundation" (IYF) se riglyne vir die bepaling van suksesvolle jeugprogramme. Die twee gekose programme verskil grootliks ten opsigte van die kulturele, ekonomiese, sosiale en politieke konteks waarbinne hulle plaasvind. Die doel van hierdie studie is om die moontlikheid te bepaal van 'n enkele stel kriteria vir jeug leierskapsontwikkelingsprogramme binne die Afrika konteks. Vir hierdie doel is afsonderlike kwalitatiewe vergelykings getref tussen die gevallestudies en die bepaalde riglyne van die IYF. Verder is tekortkominge van beide die riglyne asook die jeugprogramme bepaal. Volgens hierdie studie vonn jeugontwikkeling 'n integrale deel van gemeenskapsontwikkeling, en daarom behels gemeenskapsontwikkeling ook die opleiding van toekomstige leiers. Daar kan nie op vorige modelle van leierskapsontwikkeling gesteun word vir die huidige jeug in Afrika nie. Daar is verdere navorsing in hierdie rigting nodig, maar hierdie studie bevestig dat jeugleierskapsontwikkeling in Afrika van kardinale belang is.

Thesis (MBA (Business Management))--Stellenbosch University, 2008. / ENGLISH ABSTRACT: The pace of globalisation and the continuous advance in technology have created an ever-changing business environment, which is making it increasingly difficult for organisations to remain competitive. To the world community globalisation has been a gradual process, whereas its impact in South Africa was more pronounced and happened over a shorter period. This was due to the re-admission of South Africa to the international community after the 1994 elections. In addition, leaders in this new global economy are facing new, complex challenges associated with the everchanging business environment, and the depth and quality of the leadership that they provide are critical to the success of organisations. It was within this context that this research study was conceived. More specifically, the author became interested in the type of leadership behaviours, practices and characteristics that are essential to lead an organisation in the new global economy. During the last two decades, an increasing number of researchers began to report on a 'new' style of leadership based on innovation, continuous learning, constant renewal and entrepreneurship. This leadership style challenges traditional views on work among employees, creates a new vision and motivates workers to perform above expectation. These leaders have recognised the need for revitalisation and they bring about change within their organisations to meet the challenges of the current, ever-changing environment. This 'new' leadership style is transformational leadership, which has been extensively reported on. Literature abounds with studies on transformational leadership and its impact on organisational effectiveness. It is one of the most extensively researched leadership paradigms to date and is still evolving. This dissertation reviews the development of leadership theory and the paradigm shifts that have led to the development of transformational leadership theory. Furthermore, the author interviewed experienced leaders from Naspers to practically identify essential leadership requirements within a South African multinational organisation. The primary research findings indicate that there are parallels between essential leadership behaviours and characteristics, as identified by the present study, and transformational leadership behaviours and characteristics. The study indicates that some of the successes of the researched organisation could be attributed to the transformational leadership practices that it has employed. It can also be inferred that, should these characteristics and behaviours be nurtured in other leaders and organisations in general, these organisations could become more effective, competitive and growth-orientated in the current organisational landscape. / AFRIKAANSE OPSOMMING: Die tempo van globalisering en die volgehoue vordering in tegnologie, het 'n heeltydse veranderende besigheids omgewing teweeggebring, wat dit moeilik maak vir organisasies om kompeterend te bly. Die proses van globalisering was 'n geleidelike proses vir die wereld gemeenskap, maar die effek op Suid-Afrika was meer dramaties. Dit is as gevolg van Suid Afrika se hertoelating tot die wereld ekonomie, na die 1994 verkiesings. Die nuwe wereld ekonomie en veranderende besigheids omgewing stel oak addisionele vereistes en uitdagings aan leiers en die diepte en kwaliteit van hulle leierskap is krities tot die sukses van hul organisasie. Dit was binne die konteks wat die navorsing studie gebore was. Meer spesifiek, die skrywer was geinteresseerd in die tipe leierskap style, praktyke en eienskappe wat krities is om organisasies te lei in the nuwe wereld ekonomie. Gedurende die laaste twee dekades, het 'n groeiende hoeveelheid navorsers begin verslag doen oor 'n 'nuwe' leierskap styl, gebasseer op innovasie, volgehoue studie, konstante vernuwing en entrepreneurskap. Die leierskap styl daag die tradisionele siening van werknemers t.o.v. hulle werk uit, dit skep nuwe visies en motiveer werknemers om bo verwagting te presteer. Die tipe leiers het die nodigheid raak gesien vir vernuwing en hulle bring verandering binne organisasies aan om die uitdagings van die nuwe omgewing te bowe te kom. Die 'nuwe' leierskap styl is transformasie leierskap. Daar is al ekstensief verslag gedoen oor die styl en daar is 'n oorvloed van literatuur beskikbaar oor transformasie leierskap en die impak daarvan op die effektiwiteit van organisasies. Sover is dit een van die mees nagevorsde leierskap paradigmas. Die studie hersien die ontwikkeling van leierskap teorie en die verskuiwing in paradigmas wat gelei het tot die ontwikkeling van transformasie leierskap teorie. Die skrywer het ook onderhoude gevoer met ervare leiers van Naspers, om prakties uit te vind wat se leierskap benaderings en eienskappe nodig is binne Suid-Afrikaanse multi-nasionale organisasies. Die primere resultate van die studie het gewys dat daar ooreenkomste is tussen die leierskap benadering en eienskappe van die huidige studie en die van transformasie leierskap. Die studie wys ook dat die sukses van Naspers gedeeltelik toegestaan kan word aan die transformasie leierskap praktyke wat toegepas is binne die organisasie. Verder kan dit ook afgelei word dat as die praktyke en eienskappe toegepas word op ander leiers in ander oranisasies, kan hulle ook meer effektief, kompeterend en groei georienteerd wees in die huidige organisatoriese landskap.

Thesis (MBA (Business Management))--Stellenbosch University, 2008. / ENGLISH ABSTRACT: The research study investigates the impact of different leadership styles on group performance and group cohesiveness within a highly technical environment. A secondary study is conducted to assess the relationship between group performance and group cohesiveness. The literature provides information on the three main topics, namely leadership, performance and cohesiveness. The statistical information was gathered using the Multifactor Leadership Questionnaire, the Teamness Index Questionnaire and the 2008 performance ratings of the technical company. A sample of 16 leaders and 173 raters were used to complete the questionnaires. The Multifactor Leadership Questionnaire was used to determine the transformational and transactional leadership dimensions of each leader, while the Teamness Index was used to assess the group cohesiveness. The group performance ratings were obtained from the managers of the respective groups. All the data was statistically analysed to determine the relationships between the dependent variables (performance and cohesiveness) and the independent variables (transformational leadership, transactional leadership and cohesiveness). The research revealed that there is a positive correlation between performance and the leadership styles, as well as between group cohesiveness and the leadership styles. The strongest positive correlation was found between performance and group cohesiveness. Although these positive correlations were present, the research found a single significant positive linear relationship through regression analysis between cohesiveness and the transformational leadership style. No other significant relationships could be established through hypotheses testing. This research adds a new dimension to group performance, leadership and group cohesiveness. This research is significant in that no similar research exists within the South African context and it thus adds to the body of leadership knowledge. / AFRIKAANSE OPSOMMING: Hierdie studie ondersoek die impak van verskillende leierskapstyle op groepprestasie en groepsamehang in 'n hoogs tegniese omgewing. 'n Sekondere ondersoek is gedoen om die verhouding tussen groepprestasie en groepsamehang te bepaal. Die literatuurstudie werp lig op die drie hoofonderwerpe, naamlik leierskap, prestasie en samehang. Die statistiese inligting is ingesamel deur die gebruik van die "Multifactor Leadership Questionnaire", "Teamness Index Questionnaire" en die 2008-prestasiebeoordelings van die tegniese maatskappy. 'n Steekproef van 16 leiers en 173 beoordelaars is gebruik om die vraelys te beantwoord. Die "Multifactor Leadership Questionnaire" is gebruik om vas te stel wat die transformasionele en transaksionele leierskapsdimensies van elke leier is, terwyl die "Teamness Index" die groepsamehang bepaal het. Die groepprestasiebeoordelings is van die bestuurders van die onderskeie groepe verkry. Al die data is op 'n statistiese wyse geanaliseer om die verhoudings tussen die afhanklike veranderlikes (prestasie en samehang) en die onafhanklike veranderlikes (transformasionele leierskap, transaksionele leierskap en samehang) te bepaal. Hierdie studie het bevind dat daar 'n positiewe korrelasie bestaan tussen prestasie en leierskapstyle, en ook tussen groepsamehang en leierskapstyle. Die sterkste positiewe korrelasie is tussen prestasie en groepsamehang bespeur. Selfs al is hierdie positiewe korrelasies geidentifiseer, kon slegs 'n enkele betekenisvolle positiewe liniêre verhouding vasgestel word tussen groep samehang en transformasionele leierskapstyl. Geen ander betekenisvolle verhoudings kon deur die toetsing van die hipotese vasgestel word nie. Die ondersoek voeg 'n nuwe dimensie tot groepprestasie, leierskap en groepsamehang. Die studie is betekenisvol omdat daar geen ander soortgelyke studie in 'n Suid Afrikaanse raamwerk bestaan nie, en dus dra dit by tot die leierskapskennisgebied.

Thesis (MBA)--University of Stellenbosch, 2010. / ENGLISH ABSTRACT: The main purpose of this research report is to create a case study of the JSE listed company, Imperial Holdings Ltd. around the theme of strategic leadership, entrepreneurship and organisational development. In a nutshell – the development of an entrepreneurial organisation into a professional organisation. The second purpose is to discuss literature around the theme of strategic leadership, entrepreneurship and organisational development. This topic was further broken down into five topics including strategic leadership, organisational strategy, owner start-up dynamics and entrepreneurship, owner transition and succession management, organisational and cultural change and the theory of organisational maturity development. Imperial Holdings Ltd. is a diversified industrial services and retail group with activities spanning logistics, car rental, tourism, financial services, vehicle distribution and retail operating in South Africa, Africa, Europe and Australia. Imperial is listed on the Johannesburg stock exchange and the group is run on a decentralised management structure that actively encourages entrepreneurship, innovation and industry specific best practice. The Imperial story is presented as two chapters. The first chapter covers the period 1948 to 2007 with a specific focus on Bill Lynch. He was CEO from 1990 to 2006 and was with Imperial from inception. Bill Lynch won the prestigious Ernest and Young World Entrepreneur award in 2006 and passed away almost a year later. With his passing came the world financial crisis in 2008 and a low period in Imperial‟s history. The second chapter in the story brings Hubert Brody in as the new CEO of Imperial. He is a more cautious person with a CA (SA) background that brought many changes to Imperial‟s strategy and financial structure. In late 2009 and 2010 Imperial started to recover in terms of profit growth and share price. Specific literature on the development of entrepreneurial organisations into professional organisations is almost nonexistent according to the researcher. Most literature found deals only with organisational development and transition management. All the literature is captured and summarised into a conceptual model that can be used in the development of entrepreneurial organisations into professional organisations. / AFRIKAANSE OPSOMMING: Die hoofdoel van hierdie navorsingsverslag is om 'n gevallestudie op te stel t.o.v. Imperial Holdings Ltd. ('n gelyste maatskapy op die Johannesburgse Effektebeurs) rondom die tema van strategiese leierskap, entrepeneurskap en organisatoriese ontwikkeling. In 'n neutedop saamgevat – die ontwikkeling van 'n organisasie vanaf entrepeneursvlak tot 'n professionele vlak. Die tweede doelwit is om inligting rondom die temas van strategiese leierskap, entrepeneurskap en organisatoriese ontwikkeling te ondersoek en te ontleed. Hierdie onderwerp word verder opgedeel in vyf afdelings wat insluit strategiese leierskap, organisatoriese strategieë, die ontginningsdinamiek en entrepeneurskap van die eienaar, eienaarsoordrag- en opvolgingsbestuur, organisatoriese en kulturele veranderinge en die teorie agter volgehoue organisatoriese groei. Imperial Holdings Ltd. is 'n gediversifiseerde industriële diens- en kleinhandelgroep met aktiwiteite wat logistieke dienste, motorverhuring, toerisme, finansiële dienste en voertuigverspreiding- en verkope in Suid-Afrika, Afrika, Europa en Australië insluit. Imperial is gelys op die Johannesburgse Effektebeurs en die bestuursmodel is gebaseer op 'n desentraliseerde bestuursstruktuur wat entrepeneurskap, vernuwende denke en industrie gekonsentreerde praktyke aanmoedig. Die Imperial verhaal word aangebied as twee hoofstukke. Die eerste hoofstuk dek die periode 1948 tot 2007 met 'n spesifieke fokus op Bill Lynch. Hy was die hoof uitvoerende bestuurder vanaf 1990 tot 2006 en was daar vanaf die begin van Imperial se bestaan. Mnr. Lynch het in 2006 afgesterf, amper 'n jaar nadat hy die gesogte Ernest and Young World Entrepreneur toekennning verwerf het. Na sy afsterwe het onder meer 'n wêreldwye finansiële krisis gevolg wat in 2008 'n lae periode in Imperial se prestasiemodel verteenwoordig. Die tweede hoofstuk fokus op die nuwe uitvoerende besturende direkteur van Imperial, mnr. Hubert Brady, se bydrae tot nuwe groei en veranderinge op strategiese en finansiële vlak in die maatskappy. Hy is 'n meer konserwatiewe bestuurder met 'n CA (SA) agtergrond. Dit was baie moeilik vir hierdie navorser om spesifieke literatuur en inligtingsmateriaal te vind oor die transformasie van entrepeursorganisasies na professionele organisasies. Meeste huidige navorsingsmateriaal fokus slegs op organisatoriese - en oorgangsbestuursmodelle. Al die materiaal in hierdie navorsingsverslag is versamel en saamgevat in 'n konseptuele model wat gebruik kan word in die ontwikkeling van entrepeneursorganisasies na professionele organisasies.

Thesis (MBA (Business Management))--University of Stellenbosch, 2009. / ENGLISH ABSTRACT: The mass production economy of the major part of the twentieth century has undergone a fundamental change to a global, knowledge-based and entrepreneurial-driven economy, where products and services are now fuelled by innovation, technology and knowledge. Over the last few decades, globalisation has transformed the commercial and political world, and globalisation itself is now entering a more complex phase. Centers of economic activities have shifted profoundly, not only globally, but also regionally. Along with this shift, new rules have been established. Faced with the challenges of the new economy, organisations are forced to adapt to the changes with which they are confronted as customers, markets, societies, employees, competition and technology are all impacted. The new economy requires a different type of leader. Achieving high performance in an increasingly interdependent world will become a challenge facing organisations in both developed and emerging economies. The degree of connectivity between economies, business and individuals worldwide is probably the most important element of the new economy. Highly improbable, but also highly consequential types of events will become more frequent as turbulence increases. Implausible events become possible. Leaders with the ability to anticipate the probability of such occurrences will be the ones who will reap benefits by applying the dynamics pertaining to the new economy. Interest in leadership and the theories thereof gained momentum during the twentieth century. Even though many leadership theories developed over the last decades, the core of these theories changed little. However, the new economy brings new challenges and leaders must also adapt to the changing environment. Without effective leaders companies cannot succeed. It is therefore imperative that leaders understand the qualities of the environment as well as the attributes they need to be successful. Leaders who have the foresight to take advantage of the opportunities which the new economy offers them and who have mastered the ability to react with agility to these opportunities will have the competitive advantage needed for the future. / AFRIKAANSE OPSOMMING: Die massa produksie ekonomie van die groter deel van die twintigste eeu het ‘n fundamentele verandering ondergaan na ‘n globale, kennis gebaseerde en entrepreneur gedrewe ekonomie, waar produkte en dienste nou deur innovasie, tegnologie en kennis aangevuur word. Globalisering het die kommersiële en politiese wêreld gedurende die laaste paar dekades getransformeer en globalisering is self besig om ’n meer komplekse fase binne te tree. Sentra van ekonomiese aktiwiteit het drasties geskuif, beide globaal en streeksgewys. Tesame met hierdie skuif het nuwe reëls ontstaan. Organisasies word gekonfronteer met die uitdagings van die nuwe ekonomie en is geforseer om aan te pas by die uitdagings wat voor hul lê, aangesien kliënte, markte, gemeenskappe, werknemers, kompetisie en tegnologie almal geïmpakteer word. Die nuwe ekonomie vereis ‘n nuwe tipe leier. Om hoë prestasie in ’n toenemend interafhanklike wêreld te bereik is ’n uitdaging wat organisasies in beide die ontwikkelde en ontwikkelende lande in die gesig staar. Die hoë vlak van skakeling tussen ekonomieë, besighede en individue wêreldwyd is waarskynlik die belangrikste element van die nuwe ekonomie. Soos wat turbulensie toeneem, sal hoogs onwaarskynlike, maar ook hoogs konsekwensiële tipes gebeurtenisse ook meer dikwels voorkom. Onverstaanbare gebeurtenisse het moontlik geword. Leiers met die vermoë om die waarskynlikheid van sulke gebeurtenisse te voorspel sal diegene wees wat die vrugte van die nuwe ekonomie sal pluk deur die regte dinamika toe te pas. Belangstelling in leierskap en leierskap teorieë het momentum bygekry gedurende die twintigste eeu. Alhoewel baie leierskap teorieë ontwikkel het gedurende die laaste paar dekades, het die kern daarvan weinig verander. Die leierskap model van die nuwe ekonomie verskil egter heelwat van die huidige. Maatskappye kan nie oorleef sonder effektiewe leiers nie. Om daardie rede is dit noodsaaklik dat leiers die eienskappe van die omgewing verstaan, sowel as die eienskappe wat hulle nodig het om suksesvol te wees. Leiers met die nodige insig om voordeel te trek uit die geleenthede wat die nuwe ekonomie aan hulle bied, en wie die vermoë bemeester het om met gereedheid te reageer op hierdie geleenthede, sal die kompeterende voordeel in die toekoms hê.

Thesis (MBA)--Stellenbosch University, 2008. / ENGLISH ABSTRACT: The integration of spirituality into the workplace is leading to a change in the lives of business leaders and employees. It is becoming evident that spirituality in the workplace is not only having an effect on a personal level through dimensions such as improved well-being, greater connectedness, self-awareness and wholeness, but also improving organisational performance and giving organisations a competitive edge. The objective of this research document is to illustrate the relationship between Spiritual Leadership and positive Organisational Performance. Employees are coming to work for more than just economic prosperity; they are searching for meaning in their work and spiritual leaders need to transform business to enhance not only the well-being of employees and help them with their search for meaning, but also increase their performance excellence. One of the most important new strategic drives for leaders is to be spiritual leaders and therefore create a place of work which provides both a challenging work environment and a work environment which provides a sense of meaning for employees. Spiritual leadership leads to the transformation of the workplace into an environment which incorporates productivity, wholeness, meaning, creativity and connectedness. / AFRIKAANSE OPSOMMING: Die integrasie van spiritualiteit in die werksplek lei tans tot 'n verandering in die lewens van besigheidsleiers en werkememers. Dit is besig om duidelik te word dat spiritualiteit in die werksplek nie net 'n invloed het op 'n persoonlike vlak deur faktore soos verbeterde gesondheid, groter verbondenheid, self-bewustheid en heelheid het nie, maar dat dit ook lei tot 'n verbetering in besigheids prestasie en dat dit besighede 'n kompeterende voordeel kan bied. Die oogmerk van hierdie studie is om die verhouding tussen spirituele leierskap en verbeterde besigheids prestasie toe te lig. Werknemers gaan werk toe op soek na meer as net ekonomiese vooruitgang; hulle is op soek na betekenis in hul werk en die spirituele leier moet besigheid vervorm om nie net die welstand van die werknemer te verbeter en hulle met hul soektog na betekenis te help nie, maar ook werksprestasie verbeter. Een van die belangriskte nuwe strategiese rigtings vir beisgheidsleiers is om spirituele leiers te wees en daardeur 'n werksplek te skep wat beide 'n uitdagende werksomgewing is, sowel as 'n werksomgewing waarin die werknemer betekenis kan vind. Spirituele leierskap lei tot die transformasie van die werksplek tot 'n omgewing wat produktiwiteit, heelheid, betekenis, kreatiwiteit en verbondenheid insluit.

Thesis (MBA)--Stellenbosch University, 2001. / ENGLISH ABSTRACT: Organizations are changing rapidly and within organizations, teamwork is increasing and interpersonal relationships are becoming more important. The role of leaders is also changing and emotional and interpersonal competencies are becoming the skills needed for leaders to fulfill the demands of the current workplace. Emotional intelligence is one of the few remaining areas in an organization that can be developed to make a significant impact on the bottom line. In this work, the concept of emotional intelligence as defined in the literature is explored. There is also an overview of the vast body of literature available on leadership, and what is very clear, is the sparse research available on the role that emotional competence plays as being an essential tool in the kit of the effective leader. The question about the impact that emotional intelligence and competence can have on the enhancement and development of leadership and organizational processes is then explored. The conclusion drawn is that emotional intelligence will in actual fact enhance leadership and interpersonal skills which will enable a leader to build an emotionally enhanced organization. Suggestions for future research is that empirical research is indicated to explore the assumptions made and conclusions drawn based on this literature review regarding the role that emotional intelligence plays in leadership development and effectiveness. / AFRIKAANSE OPSOMMING: Organisasies gaan huidiglik deur snelle verandering. Spanwerk is besig om toe te neem en interpersoonlike verhoudings raak meer en meer belangrik binne organisasies. Die rol van leiers is ook besig om te verander en emosionele en interpersoonlike vaardighede raak toenemend die vaardighede wat deur leiers benodig word om aan die eise van die huidige werkplek te voldoen. Emosionele intelligensie is een van die min areas wat oorbly binne organisasies wat nog ontgin en ontwikkel kan word ten einde 'n beduidende impak te maak op winsgewendheid. Die konsep van emosionele intelligensie soos gedefinieer in die literatuur, is in die werk ekploreer. 'n Oorsig van die magdom literatuur beskikbaar oor leierskap is ook gedoen. Wat duidelik blyk uit die literatuur oorsig, is die geringe literatuur beskikbaar oor die rol wat emosionele vaardighede speel as een van essensiële vaardighede van leierskap. Die vraag oor die impak van emosionele intelligensie en vaardighede op leierskap en die mate waartoe dit leierskap en die effek daarvan op organisatoriese prosesse kan verbeter, is ondersoek. Die gevolgtrekking waartoe gekom is, is dat emosionele intelligensie inderdaad leierskap en interpersoonlike vaardighede sal verbeter wat die leier sal toerus om 'n emosioneel gevorderde organisasie te bou. Voorstelle vir toekomstige navorsing is om empiriese navorsing te doen ten einde die aannames gemaak en gevolgtrekkings waartoe gekom is in hierdie literatuuroorsig ten opsigte van die rol wat emosionele intelligensie speel by leierskapsontwikkeling en - effektiwiteit te toets.

Thesis (MBA)--Stellenbosch University, 2003. / ENGLISH ABSTRACT: Presents an empirical investigation into the nature of entrepreneurship and emotional intelligence components of leadership. Describes relationship between entrepreneurship and emotional intelligence as perceived by middle management Sales Managers. Relationships between key performance indicators (sales turnover, sales growth, debtors days and years' experience) and respective entrepreneurship/emotional intelligence constructs are defined. By applying statistical evaluation methods (reliability analyses, correlation analyses and comparative analyses) this research adds to existing knowledge in this field by defining middle management perspectives of the entrepreneurship and emotional intelligence components of leadership. Analysis shows a highly significant correlation between the entrepreneurship and emotional intelligence constructs of leadership, which emphasises the importance of entrepreneurship and emotional intelligence in the business environment. Emotional intelligence construct correlates significantly with sales turnover. Draws implications for training and development of emotional intelligence characteristics of sales leaders. Analysis shows no significant relationships between entrepreneurship and emotional intelligence constructs and sales growth or debtors days. Concludes with recommendations for emotional intelligence and entrepreneurship training and development. Keywords: Entrepreneurship Emotional intelligence Leadership / AFRIKAANSE OPSOMMING: Empiriese navorsing wat die aard en wese van entrepreneurskap en emosionele intelligensie as komponente van leierskap beskryf, word aangebied. Perspektiewe van middelvlak Verkoopsbestuurders rakende die verwantskap tussen entrepreneurskap en emosionele intelligensie word beskryf. Verwantskappe tussen sleutel prestasie aanwysers (verkoopsomset, groei in verkope, debiteure dae en jare ervaring) en entrepreneurskap/emosionele intelligensie konstrukte word gedefinieer. Deur middel van statistiese evaluasie tegnieke (betroubaarheidsanalise, korrelasie analise en vergelykende analise) dra hierdie navorsing by tot bestaande kennis in hierdie domein deur die persepsies van middelbestuur rakende die entrepreneurskap en emosionele intelligensie komponente van leierskap te beskryf. Die resultate beskryf In hoogs betekenisvolle verwantskap tussen die entrepreneurskap en emosionele intelligensie konstrukte van leierskap. Die resultate beklemtoon dus die belangrikheid van entrepreneurskap en emosionele intelligensie in die sake omgewing. Emosionele intelligensie korreleer betekenisvol met verkoopsomset. Dui op implikasies vir die opleiding en ontwikkeling van emosionele intelligensie eienskappe van leiers in verkope. Studie toon geen betekenisvolle verwantskappe tussen entrepreneurskap en emosionele intelligensie konstrukte en groei in verkope of debiteure dae nie. Ten slotte word aanbevelings gemaak rakende opleiding en ontwikkeling van entrepreneurskap en emosionele intelligensie eienskappe. Sleutelwoorde: Entrepreneurskap Emosionele intelligensie Leierskap

Thesis (PhD (Business Management))--University of Stellenbosch, 2010. / ENGLISH ABSTRACT: The turbulent and rapidly changing world, including South Africa, has created a society craving for speed and action. Future leaders, therefore, face incredible pressures to deliver immediate results, to do more with less and to manage an ever-increasing personal workload. The pace and urgency of daily demands can make it difficult to be more than the step ahead into the future. But in a world of changing conditions and priorities, leaders and individual contributors alike must be able to look beyond the ‘now’ and take a more strategic leadership approach to their work and responsibilities. Global mega-trends are leading to increasing levels of complexity, dynamism and uncertainty in the corporate environment. In an uncertain economy, organisations need effective strategies that will enable them to thrive. Traditional leadership approaches have been rendered insufficient by the rapid changes in the knowledge economy. Businesses need to practise systemic innovation in this fast-changing, knowledge-driven global business landscape in order to remain competitive. Despite heightened awareness and interest by both scholars and practitioners in the field of strategic leadership, the subject will always be an emerging field of inquiry. Furthermore, limited research has thus far been conducted on the impact of strategic leadership on the operational strategy and performance of business organisations in South Africa. A review of strategic leadership literature revealed a research gap that culminated in the following research question: “What is the impact of strategic leadership on the operational strategy and performance of business organisations in South Africa”? To address the research question stated above, a literature review on the impact of strategic leadership on the operational strategy and performance was conducted, and an empirical study was executed. The literature review emphasised the three interrelated strategic leadership constructs of action, coherence and discipline that explored the relationship between strategic leadership and the organisation’s operational strategy and performance. In this study, operational strategy includes strategic orientation as well as the operational excellence of the organisation. The factors which influence strategic orientation were identified as the organisation’s ability to create and formulate their strategy as well as the discipline of all people in the organisation to execute the strategy. Operational excellence, was influenced by product differentiation, cost management and integration. The literature review also emphasised the influence of adaptive leadership, autonomy, communication, knowledge, processes and systems, and values on self reported organisational performance which was directly related to strategic leadership. To address the research problem, empirical cross-sectional telephone surveys were conducted. The sample selected for the study was the top 200 listed organisations for 2008, as published in the Financial Mail. The key respondent was the chief executive officer (CEO), or a member of the executive team. The sample consisted of 200 organisations of which 118 valid responses were received with a response rate of 59 percent. Measurement instruments were adapted, developed and revised where necessary to ensure the reliability and validity of the data. The collected data were analysed using descriptive and inferential statistics. The findings of the study indicated that strategic leadership is directly and indirectly positively associated with operational strategy and organisational performance. It is positively associated with strategy orientation as well as operational excellence of business organisations in South Africa. Furthermore, strategic leadership can also be related to return on assets (ROA) and earnings per share (EPS). Self reported performance is also associated with higher organisational performance. Strategic leadership is unrelated to the size of the organisation, but is more likely to occur in a turbulent business environment. Product differentiation and cost management were also directly linked to strategic leadership. The most important contribution of this study is based on the testing of successful strategic leadership practices in business organisations in the South African context. Competition in the 21st century’s global economy will be complex, challenging and filled with competitive opportunities and threats. This study asserted that effective strategic leadership practices could help business organisations in South Africa to enhance their performance while competing in turbulent and unpredictable environments. Measurement instruments have also been developed, which may be used by executives, consultants and other researchers to measure these phenomena in future. / AFRIKAANSE OPSOMMING: Die turbulente en vinnig veranderende wêreld, Suid-Afrika inkluis, het ‘n gemeenskap geskep wat gewoond geraak het aan spoed en aksie. Toekomstige leiers is dus blootgestel aan oneindige druk om dadelik te presteer, resultate te lewer, om meer met minder te doen en om ‘n vootdurende en toenemende werkslading te bestuur. Die vinnige pas en dringendheid van daaglikse vereistes kan dit baie moeilik maak om ‘n stap voor die toekoms te wees. Maar, in die wêreld van veranderende omstandighede en prioriteite, moet leiers en individue oor die vaardighede en kennis beskik om verby die ‘huidige’ na die toekoms te kyk en daardeur ‘n meer strategiese leierskapsbenadering te volg ten opsigte van hulle werk en verantwoordelikhede. Die impak van globalisering het aanleiding gegee tot verhoogde vlakke van kompleksiteit, dinamika en onsekerheid in die korporatiewe omgewing. Organisasies het, veral in ‘n onsekere ekonomie, ‘n effektiewe strategie nodig om te presteer. Tradisionele leierskapbenaderings is nie meer voldoende in ‘n kundigheidsekonomie wat vinning besig is om te verander nie. Dit het dus noodsaaklik geword vir leiers in organisasies om effektiewe stelsels en ander innoverende praktyke te implementeer om kompeterend te wees in die toekoms. Nieteenstaande die verhoogde bewustheid en belangstelling van beide studente en persone wat in die praktyk werksaam is teenoor strategiese leierskap, sal dit altyd nodig wees om hierdie vakgebied verder te ontwikkel en te bestudeer. Voorts is daar tot op hede slegs beperkte navorsing gedoen oor die impak van strategiese leierskap op die operasionele strategie en prestasie van besigheidsorganisasies in Suid-Afrika. ‘n Oorsig van strategiese leierskapliteratuur het getoon dat daar ‘n navorsingsgaping bestaan wat aanleiding gegee het tot die volgende navorsingsvraag: “Wat is die impak van strategiese leierskap op die operasionele strategie en prestasie van besigheidsorganisasies in Suid-Afrika”? Om die bogenoemde navorsingsvraagstuk aan te spreek, is daar ‘n omvattende literatuuroorsig asook ‘n volledige empiriese studie gedoen ten opsigte van die impak van strategiese leierskap op die operasionele strategie en prestasie van besigheidsorganisasies. Die literatuuroorsig het beklemtoon dat die drie interafhanklike konstrukte van aksie, samehorigheid en dissipline, (wat strategiese leierskap verteenwoordig), ‘n nou verband het met operasionele strategie en prestasie in besigheidsorganisasies. In hierdie studie het strategiese oriëntasie van die organisasie sowel as die vermoë om die strategie uit te voer die beginsel van operasionele strategie verteenwoordig. Die faktore wat strategiese oriëntasie beïnvloed het, is geïdentifiseer as die organisasie se vermoë om ‘n strategie te ontwikkel en te formuleer, asook om die nodige dissipline te handhaaf om die strategie op alle vlakke suksesvol uit te voer en te implementeer. Operasionele uitnemendheid is beïnvloed deur produkdifferensiasie en die effektiewe bestuur van kostes. Die literatuuroorsig het ook die belangrike invloed van adaptiewe leierskap, outonomie, kommunikasie, kundigheid, effektiewe prosesse en sisteme asook gevestigde waardes bevestig as aspekte wat ‘n direkte en indirekte impak het op die selfgerapporteerde prestasies in besigheidsorganisasies, wat ‘n direkte verband getoon het met strategiese leierskap. Die navorsingsprobleem is aangespreek deur empiriese kruisseksionele telefoononderhoude te voer met gelyste besigheidsorganisasies in Suid-Afrika. Die geselekteerde populasie was die 200 top organisasies vir 2008, soos gepubliseer in die Financial Mail van 2009. As gevolg van die strategiese aard van die studie, was die sleutelrespondente die Hoof Uitvoerende Beampte (HUB), of ‘n lid van die uitvoerende bestuur van die organisasie. Die populasie het bestaan uit al 200 gepubliseerde organisasies waarvan 118 geldige vraelyste geprosesseer is, met ‘n respondentkoers van 59 persent. Die meetinstrument is aangepas, ontwikkel en verander waar dit nodig was om die geldigheid en toepaslikheid van die data te kon verseker. Die versamelde data is met beskrywende en inferensiële statistiek ontleed. Die bevindinge van die studie het aangetoon dat strategiese leierskap direk en indirek positief verbind kan word met operasionele strategie sowel as die self gerapporteerde prestasie van organisasies. Dit kan ook positief geassosieer word met strategiese oriëntasie sowel as operasionele uitnemendheid van besigheidsorganisasies in Suid- Afrika. Voorts kan strategiese leierskap ook verbind word met die opbrengs op bates sowel as die verdienste per aandeel. Selfgerapporteerde prestasie van die deelnemende organisasies kon ook direk verbind word tot verbeterde prestasie van hierdie organisasies. Daar is egter ook bevind dat strategiese leierskap geen verband het met die grootte van die organisasie nie, maar is wel geneig om ‘n positiewe impak te hê op die prestasie van organisasies in ‘n turbulente besigheidsomgewing. Produk- differensiasie en die effektiewe bestuur van kostes kan ook direk geassosieer word met effektiewe strategiese leierskap. Die belangrikste bydrae van hierdie studie is gebaseer op die toetsing van suksesvolle strategiese leierskapspraktyke in besigheidsorganisasies in die Suid-Afrikaanse konteks. Kompetisie in die 21ste eeu in ‘n globale ekonomie gaan kompleks en uitdagend wees, gevul met kompeterende geleenthede en bedreigings. Hierdie studie het empiries bevestig, dat effektiewe strategiese leierskapspraktyke besighede in Suid- Afrika kan help om uitnemend te presteer asook om winsgewendheid te verhoog, alhoewel hulle deel is van ‘n turbulente en onvoorspelbare omgewing. Meetinstrumente is ook ontwikkel wat deur uitvoerende beamptes, konsultante en ander navorsers gebruik kan word om hierdie verskynsels in die toekoms te kan meet.