Thesis (M.Dev. (Planning and Management)) -- University of Limpopo, 2022 / This study provides a theoretical foundation for researchers to investigate the effects of rural development non-governmental organisations’ governance on societal transformation. The research also assessed the mission statements from a non-profit organisation perspective, considering their operational activities in trying to address NGOs’ governance. Although, historically, these statements have been used almost exclusively in a management context. The nine components of a mission statement provide direction for the researcher to examine statements and practitioners to create and modify the statements. This study marries the rural development non governmental organisations’ governance and societal transformation literature. Creating a fruitful new area for marketing research and practice. The recommendations will hopefully give guide and recommend tools for aligning NGOs operational activities with their mission statements to promote good governance practice. The study investigated the effects of rural development non-governmental organisations’ governance on societal transformation. The aim was to investigate the types of rural development actions and role players in Elansdoorn Moutse, to analyse the governance of the actions of rural development role players, to examine the scales and profiles of NGOs acting in rural development, to delineate the effects of rural development NGOs’ governance on societal transformation, and to propose measures for improved governance of actions and enhancement of societal transformation credential of rural development NGOs in developing countries. The study found that if rural development NGOs were well governed, they would have the power and potential to transform the society. / University of Limpopo (UL)

M. Tech (Department of Accountancy, Faculty of Management Sciences) Vaal University of Technology. / Numerous studies have been conducted to ascertain factors that impact on wealth creation of companies. It has been suggested by various researchers that economic value added (EVA) could be used to measure company wealth creation and a number of factors have been suggested that contribute to wealth creation for company shareholders. The purpose of this study is to determine the company characteristics that influence wealth creation. The study uses EVA, the dependent variable, as a measure of a company’s wealth creation. The company characteristics, independent variables, are operating capital size, capital gearing, export and domestic distribution market segments, sub-sectors and the type of product companies release into the market. Identifying company characteristics that influence wealth creation could enlighten investors on where capital should be directed in order to maximise wealth creation for the companies’ shareholders and the entire economy. Logistic regression analysis models were used to analyse 61 industrial companies listed on the Johannesburg Stock exchange (JSE) for the 10-year period of 2005 to 2014. The use of logistic regression for this analysis was necessitated by the binary nature of the data (EVA positive or negative) and logistic regression analysis is suitable for such binary data. A series of tests were conducted to assess the suitability of logistic regression analysis in evaluating the impact of company characteristics on EVA. The classification accuracy test, which shows the predictive accuracy or the forecast strength of the logistic regression model for this study yielded a forecast strength of the highest of 97.2 percent for 2006 and lowest of 63.2 percent for 2014. The results indicated the appropriateness of the logistic regression model for the study. The data on the EVA of companies were collected from INET-BFA. Other sets of data also obtained from INET-BFA include companies’ volume of operating capital, capital gearing, company product types, distribution channels and sub-sectors to which each company belongs. The historical inflation and exchange rates were also obtained and applied in comparing with EVA. The comparison was to determine if there was any relationship between EVA, exchange rates and inflation. Results of the logistic regression analysis model reveal that the sub-sector factor, capital size factor and capital gearing factor impact on EVA, while market segment and company product type do not impact on EVA. The results show that the sub-sector categories of manufacturing, retail and extraction have significant positive impact on EVA while property management does not impact on EVA. The large capital category of the capital size factor shows significant positive impact on EVA while the medium capital category shows a negative impact on EVA, leaving small capital size having no impact on EVA. The high as well as moderate capital gearing categories of the capital gearing factor show negative impact on EVA, while low gearing shows no impact on EVA. However, some years covered in the study did not have any significant factors. Results of wealth creation evaluation of the industrial companies using EVA as a metric reveals that the industrial companies created more value than was destroyed in terms of EVA. The results show that manufacturing, extraction and retail sub-sectors achieved net positive EVA, while the property management sub-sector achieved net EVA negative in the 10-year period. Furthermore, results of EVA comparison with foreign exchange and inflation rates indicated a relationship between EVA, exchange rate and rate of inflation. The results show that as inflation rises, foreign exchange depreciates, while EVA performance of companies drops during the same period. Findings and recommendations of this study are important to company managers as they offer crucial information regarding the types of activities organisations could engage in and for investors to consider the types of businesses in which to invest. The findings are also important in suggesting how companies could organise their capital structure as well as the size of the capital in order to optimise wealth creation. Such considerations by company managers and investors alike would help to increase wealth creation within the economic system. This study made use of five company characteristics, which were stated into various categories. Additional company characteristics should be used in a further study to identify other company attributes that may impact on EVA. There is also the need to carry out further studies using other methods to find out if different results could be achieved. In addition, a study is recommended to establish why no significant factor was identified in some of the years.

It is recognised that gender equality and diversity are essential for building successful organisations. To tackle the global challenges characterised by economies today, one must ensure equal opportunities for all, both men and women. Organisations have acknowledged the benefits of a more gender equal workforce and are starting to take action. But what are the results of such actions? We have found that a lot of research is focused on the sources of gender inequality in organisations but little on the efficacy of different actions to counter those inequalities. The purpose of this thesis is to examine how active gender equality work can impact an organisation. A case study of an organisation in the IT consultancy industry in Sweden is carried out where active gender equality work has been initiated through the internal project “the Gender Equality Project”. Empirical data gathered from interviews with employees from all levels of the organisation has been the main source of data collection and has worked as a base for the analysis and discussion. The research question that have guided our work is: How can active gender equality work impact the structure and culture within an organisation in a male-dominated industry? This thesis is based on a subjective approach, assuming that reality can be seen as a social construction and that humans create their own reality. This implies that the social world is viewed as a process which is created and recreated everyday through the usage of language, routines and actions. Further, this thesis argues that organisations should be seen as gendered and that assumptions about gender underlie the construction of organisations, resulting in a marginalisation of women which contributes to the maintenance of gender segregation in organisations. The findings show that active work with gender equality has resulted in structural and cultural impacts in several areas, such as more gender aware recruitment processes and external communication strategies as well as a culture which encourages employees to call out biases and defend gender equality initiatives. The findings also reveal an organisational structure which partly counteract the effects of gender equality work and a deficient communication of the purpose of the project which, currently, prevents it from becoming institutionalised. Much emphasis is put on the many middle managers in the organisation to bring the project forward and continue working with it, without clear expectations and guidance from the top management which has resulted in a halt and an inaction from the middle managers. / Jämställdhet och mångfald anses som essentiellt för att bygga framgångsrika organisationer. För att kunna tackla de globala utmaningarna som världen står inför, måste lika möjligheter för både kvinnor och män kunna säkerställas. Fler och fler organisationer bekräftar fördelarna med en mer jämställd arbetskraft och börjar arbeta mot förändring. Men vad är resultatet av sådant arbete? Vi har funnit att tidigare forskning tenderar att fokusera på orsakerna till ojämställdhet i organisationer, istället för den verkan olika initiativ och arbete för att främja jämställdhet har. Uppsatsens syfte är att utvärdera hur aktivt jämställdhetsarbete kan påverka en organisation. En fallstudie har genomförts på en svensk organisation verksam inom IT-konsultbranschen, där aktivt jämställdhetsarbete har initierats genom ett internt projekt kallat “Jämställdhetsprojektet”. Den främsta källan till empirisk data härrör från intervjuer med anställda på alla nivåer i organisationen och denna data har lagt grunden för analys och diskussion. Den forskningsfråga som guidat oss i vårt arbete är följande: Hur kan aktivt jämställdhetsarbete påverka strukturen och kulturen i en organisation i en mansdominerad bransch? Uppsatsen tar en subjektiv ansats, och utgår från att verkligheten ses som en social konstruktion och att människor skapar sin egen verklighet. Detta medför att den sociala världen ses som en process som skapas och återskapas varje dag genom språkbruk, rutiner och handlingar. Vidare argumenteras det för att organisationer ska ses som könade och att antaganden om kön ligger till grund för konstruktionen av organisationer. Detta medför en marginalisering av kvinnor vilket bidrar till ett upprätthållande av könssegregeringen i organisationer. Resultaten visar att aktivt jämställdhetsarbete resulterar i strukturella och kulturella effekter. Effekterna kan ses genom en mer genusmedveten rekryteringsprocess och strategier för extern kommunikation men även en kultur där anställda uppmuntras till att uppmärksamma och motarbeta fördomar och försvara initiativ för jämställdhet. Resultaten belyser även en organisationsstruktur som till viss del motverkar effekterna av aktivt jämställdhetsarbete och en bristande kommunikation av projektets syfte, vilket i dagsläget hindrar en institutionalisering. Stor vikt läggs på organisationens mellanchefer att driva projektet framåt och fortsätta dess arbete. Det saknas dock klara förväntningar och vägledning från koncernledningen, vilket har resulterat i en stagnering och passivitet från organisationens mellanchefer.

M. Tech. (Department of Business Administration, Faculty of Management Sciences), Vaal University of Technology. / Volunteering is a core component of sport service delivery and remains essential to the viability of the sport system in many sport organisations and communities. To this end, it has become incumbent for them to ensure that a sufficient pool of volunteers exists. Despite this assertion that volunteers in sport organisations are considered such a valuable resource, they are increasingly scarce and there is a considerable debate about the underlying structure or dimensionality of volunteer motives. Therefore, the primary objective of this study was to examine motives for volunteering in sport organisations within Gauteng province and its relationships with volunteer commitment and volunteer satisfaction. This research drew from the convergence of the social exchange and self-determination theories that were used in this study to provide a theoretical understanding as to why people engage in volunteer work and the outcomes thereof. In order to achieve the primary objective of the study, a quantitative research approach was adopted and a cross-sectional descriptive survey was utilised. A non-probability convenience sampling procedure was also adopted. Prior to the main survey data collection, a pilot study was undertaken by administering a questionnaire to 40 participants who did not form part of the main survey. The main survey data was thereafter acquired from 270 volunteers from conveniently selected sport organisations within Gauteng province through a structured self-administered questionnaire. The data were analysed using the Statistical Package for the Social Science (SPSS version 26.0) and the reliability and validity analysis yielded satisfactory results in terms of the measuring instrument. Descriptive statistics were also computed to summarise the data into usable information by making use of frequencies, means and standard deviations. Exploratory factor analysis was used to statistically aggregate the large number of observed measures (28 items) relating to independent variable (volunteer motives) into a smaller set of three unobserved (latent) variables called factors while regression and correlation analysis were undertaken to establish the relationships among the study constructs in line with the objectives of the study. Results fromcorrelation and regression analysis respectively (r = 0.440; β= .410) revealed that volunteer motives significantly contribute towards enhancing volunteer commitment among volunteers in sport organisations. Furthermore, the study’s results indicated that volunteer commitment, in turn, contributes towards volunteer satisfaction of volunteers in sport organisations (r = 0.561; β= .561). Based on these results, this study recommends, among others, that management of sport organisations should explore the effectiveness of implementing an internal system of self-evaluation as a starting point to examine motives for volunteering. Furthermore, it is recommended that sport organisation management should develop an organisational culture which assigns authority and responsibility to sport volunteers. The study concludes by affirming the achievement of the study’s objectives, highlighting its limitations as well as identifying future research opportunities.

Securitisation is the process by which an issue is framed in terms of security to justify the implementation of urgent policy measures. It is often used by states to manage their territorial borders and to portray migrants as a threat to national security. However, securitisation theory also expands the concept of security to include the protection of human life and dignity, leading to the involvement of NGOs as securitising actors in their efforts to protect victims of crises and conflicts. Although NGOs are considered ‘allies’ to refugees in their mission to help refugees, recent evidence has shown how NGOs also risk contributing to the mainstream framing of refugees as a threat. This thesis takes off in this puzzle and argues that securitisation theory might help us better understand this discrepancy. This study investigates how NGOs in Sweden may reproduce securitising narratives, and whether this has changed between 2010 and 2022. Using critical discourse analysis, the study analyses 18 documents and 166 images from these organisations. The results show that the NGOs primarily reproduced a narrative of human security that portrays refugees, particularly women, children, and families as vulnerable and in need of protection. These findings align with previous research on the subject, which has suggested that human security perspectives may not be inherently beneficial for refugees. The study also shows that the NGOs to some extent reproduce state security narratives by portraying refugees as undifferentiated groups and emphasizing a perspective of security emergency rather than a humanitarian emergency. However, this study finds less evidence of state security perspectives in the Swedish context than previous research has indicated.

This study examines and aims to disclose the current policies and practices of Training and Development (T&D) within Kuwaiti government and private/joint-venture organisations. The literature review indicates that although much attention has been devoted in studying Training and Development practices, a very few focus on T&D related factors on organisation performance in developing countries. The literature also indicates the need for considering these factors in order to have a better T&D effectiveness, and hence organisation overall performance. In this study the Training for Impact model was adopted and tested within Kuwaiti context in terms of training needs assessment and evaluation and follow-up. This research uses data collected from 100 organisations in Kuwait. 50 of these were government and 50 private /joint venture listed in Kuwait Stock Exchange. Therefore, all managers (100 training personnel) who are in charge of T&D function/programmes, were samples of the respondents of the present study. The main data collection methods adopted by this study were interviews (semi-structured) and "drop-in and pick-up" self-completion questionnaires. The data were quantitatively analysed and triangulation of quantitative findings was carried out in order to find out the difference between the two sectors in Kuwait in terms of T&D practices and related factors. To establish a causal connection between related factors and identified dimensions (T&D effectiveness, organisational rating, and satisfaction with evaluation process), a multiple regression technique was employed. The major findings of this study are noted below: Results indicate that the majority of the investigated organisations do not have a formal T&D system. T&D programmes are still carried out on a piecemeal basis rather than a systematic long-term policy. Findings which were common among the majority of the approached organisations were absence of a systematic organisational training needs analysis, use of conventional training methods, lack of effective procedures for T&D evaluation. The study explores the training personnel's way of thinking towards their T&D function and to the proposed T&D dimensions framework (integrated HRD strategy, top and line management commitment, a supportive formal system, T&D mechanism, organisational culture, and training budget). The findings indicate that most of the training personnel perceived these dimensions as providing motivation, commitment and support to their T&D function. Six main factors were found to influence T&D practices in government and private/joint venture organisations. These factors are: top management commitment, mutual support between organisational philosophy and T&D activities, line management support T&D involvement in organisation strategy, T&D policies and plans, and T&D effects on employees self-development. The study also identifies T&D effects on organisation performance in Kuwaiti organisations in terms of eliminating problems; increasing commitment and motivation; fulfilling individual needs and personal objectives, improving interpersonal and interdepartmental relations, improving quality of goods and services; and leading to effective utilisation and investment in human resources. In addition the study establishes a causal connection of T&D related factors with performance dimensions, organisation rating, and satisfaction of T&D evaluation. The author recommends that for the T&D function to be treated as seriously as other organisational functions, then Kuwaiti training personnel, as well as top and line management, need to be more willing to play proactive and strategic organisational roles in T&D activities.

Classical approaches to conflict resolution assume that inducing conflict parties to analyse conflict constellations precipitates that the disputants recognise mutually shared needs or interests. Partially in critical reaction towards this assumption, a more recently emerging approach envisages setting up a communicative framework within which the conflict parties are supposed to harmonise their conceptualisations of the conflict. This dissertation, in contrast, argues that work within the frameworks of these classes of approaches is impolitic as long as war-related hostilities stay intact, since conflict parties which see the existence of the adversary as the core of the problem are unlikely to engage in a process of open communication or open analysis, so that trustbuilding is a sine qua non. Practice experiences of local NGOs in the former Yugoslavia suggest that the following activities can be conducive to trustbuilding: 1) supporting exchanges on personalising information, so that the internal heterogeneity of the opponent¿s group is rendered visible; 2) bringing intergroup iii commonalities to the foreground, either through cooperation on shared aspirations, or by unearthing interpersonal overlaps e.g. common feelings, values, and war-related experiences; 3) undermining the imagination of the own side¿s moral superiority by fostering the recognition of crimes and suffering inflicted by the own side. For those cultural and religious differences which persist after basic trustbuilding, a contingency approach is proposed: 1) Fostering the exploration of commonalities and differences; 2) If disagreements remain despite a better basic understanding, tolerance of these difference can be based on a better understanding of the values¿ background, and on an acceptance of differing beliefs as equal in valence; 3) Supporting the discovery of joint values to raise awareness for options of cohabitation with differences; disagreements which cannot be solved might be continued within an accepted communicative framework based on these shared values.

This thesis explores the impacts of applying participatory design (PD) to data-driven decision-making (DDDM) in organisations. Despite the extensive examination of PD and DDDM individually, there is a noticeable research gap in understanding their integration and their impact on decision-making processes in organisations. This research aims to fill this gap by investigating the potential impacts, challenges, benefits, and critical success factors associated with the incorporation of PD activities into DDDM. The study employs a systematic literature review methodology to provide a comprehensive understanding of the topic. The findings contribute to the development of best practices and guidelines for organizations seeking to optimise their decision-making processes by incorporating participatory design principles into their data-driven decision-making strategies. The research also considers the ethical implications of data-driven decision-making. Ultimately, this thesis advances our understanding of how PD and DDDM can be effectively combined to achieve better decision-making outcomes.

The purpose of this thesis is to investigate the factors affecting talent retention in private organizations located in Baku, Azerbaijan. Since people are valuable assets to achieve sustainable development, organizations implement various strategies to retain them. The influence of globalization has made retaining talent a more challenging process. Considering that people's desire to work in an organization depends on motivating factors, this paper applied Self-Determination Theory to gain a deeper understanding of the relationship between motivation and retention. Self-Determination Theory has helped explain work motivation and its impact on people's choices and decisions. A qualitative study was chosen for this thesis because it is based on data collected through interviews. Data were collected through semi-structured interviews with HR practitioners to learn their perspectives. The study reveals the importance of some factors: fair and transparent compensation which is given as recognition of competence; clear communication and feedback; training that ensure internalization; a workplace provides autonomy to make one's own decisions; and an organisational culture which promotes work-life balance. Management in organizations should approach employees' problems more individually and pay attention to their intrinsic motivation. Extrinsic motivators, such as rewards offered by the organization, may contribute to retention only if they strengthen rather than undermine basic psychological needs.

When violence against civilians is high in armed conflicts, it is predicted that the UNSC will pay close attention to those conflicts. However, it does not always happen to an equal degree. Based on recently collected data of UNSC agenda-setting behaviour by Susan H. Allen and Amy T. Yuen, this paper asks: why do some conflicts receive more UNSC attention than others, despite similar levels of violence against civilians? The thesis looks into the role of ROs in the UNSC agenda-setting. To account for the variation, the thesis argues that ROs are able to influence the UNSC agenda-setting in a way that leads some conflicts to have more recurrences of items on the agenda and others less. By applying a structured focused comparison on the conflict in Darfur between 2003 – 2007, and the Rohingya crisis in Myanmar between 2016-2022, I find a correlation between representation of ROs and recurrences of agenda-items. However, correlation is not causation, and I conclude that ROs had little influence in the UNSC decision-making and that it was the interests of the P5 and the institutional role of the UN Secretary-General that lead to the variation in the number of recurrences of items on the agenda.