The globalised world of business is driven by employers with a demand for employees who are skilled in teamwork, communication, problem solving and self-management. In particular new entrants such as graduates need to possess these skills to function effectively in the working environment. However, employers are concerned with graduates’ employability level, due to their inability to find graduates with the required skills to effectively contribute and adapt to the working environment. The employability skills of graduates depend largely on the role of universities in the development of these skills. Therefore, more national and international universities are focusing on enhancing the employability of graduates by collating job-market and economic information. Although this input by universities suggests a signal of change, these initiatives are still not enough to ensure the employability of graduates or their effective functioning in the working environment. The primary objective of this study is to investigate final-year undergraduate business management students’ ability to perform the pertinent employability skills which are deemed essential in the business environment. In this study the participants’ ability to demonstrate four employability skills on specific levels were measured. These skills include problem solving, communication, teamwork and self-management. In this study a multi-methods approach was used to collect, analyse and report data. Multimethods include both quantitative and qualitative research methods. The quantitative method was used for analysing aspects of problem solving, communication (written and oral) and teamwork by using different tests to determine the participants’ skill levels. The qualitative method was used for collecting and report on other aspects of problem solving and selfmanagement. A total of 45 final-year undergraduate business management students took part in this study. Data entry, tabulation and statistical analysis of quantitative data were done by the Statistical Consultation Services of the North-West University (Potchefstroom Campus) whereas qualitative data were analysed by an external expert as well as the researcher. The results of this study indicate that students are not yet fully competent to demonstrate these employability skills at the end of their studies, which places considerable pressure on universities and lecturers to empower students with employability skills. Although it might seem that employers have high expectations for graduates, employers do not expect candidates to be completely competent when they enter the work environment. The candidates are expected to be able to learn, adapt in the work environment and develop the skills needed for their specific work. It is recommended that universities must implement skills development strategies and develop close relationships with the private sector in order to establish work-integrated learning initiatives. Students are also expected to develop their own skills by taking initiative and taking responsibility for their own learning and development. Henceforth, it is recommended that lecturers develop their own educational abilities to be able to develop students’ employability skills. The most essential limitations of this study include time constraints and limited funding. The magnitude of data collection also limited the study to focus only on four employability skills namely problem solving, communication (written and oral), teamwork and self-management, pertaining to the employability skills of graduates. / MCom (Business Management)|cNorth-West University, Potchefstroom Campus, 2015

The globalised world of business is driven by employers with a demand for employees who are skilled in teamwork, communication, problem solving and self-management. In particular new entrants such as graduates need to possess these skills to function effectively in the working environment. However, employers are concerned with graduates’ employability level, due to their inability to find graduates with the required skills to effectively contribute and adapt to the working environment. The employability skills of graduates depend largely on the role of universities in the development of these skills. Therefore, more national and international universities are focusing on enhancing the employability of graduates by collating job-market and economic information. Although this input by universities suggests a signal of change, these initiatives are still not enough to ensure the employability of graduates or their effective functioning in the working environment. The primary objective of this study is to investigate final-year undergraduate business management students’ ability to perform the pertinent employability skills which are deemed essential in the business environment. In this study the participants’ ability to demonstrate four employability skills on specific levels were measured. These skills include problem solving, communication, teamwork and self-management. In this study a multi-methods approach was used to collect, analyse and report data. Multimethods include both quantitative and qualitative research methods. The quantitative method was used for analysing aspects of problem solving, communication (written and oral) and teamwork by using different tests to determine the participants’ skill levels. The qualitative method was used for collecting and report on other aspects of problem solving and selfmanagement. A total of 45 final-year undergraduate business management students took part in this study. Data entry, tabulation and statistical analysis of quantitative data were done by the Statistical Consultation Services of the North-West University (Potchefstroom Campus) whereas qualitative data were analysed by an external expert as well as the researcher. The results of this study indicate that students are not yet fully competent to demonstrate these employability skills at the end of their studies, which places considerable pressure on universities and lecturers to empower students with employability skills. Although it might seem that employers have high expectations for graduates, employers do not expect candidates to be completely competent when they enter the work environment. The candidates are expected to be able to learn, adapt in the work environment and develop the skills needed for their specific work. It is recommended that universities must implement skills development strategies and develop close relationships with the private sector in order to establish work-integrated learning initiatives. Students are also expected to develop their own skills by taking initiative and taking responsibility for their own learning and development. Henceforth, it is recommended that lecturers develop their own educational abilities to be able to develop students’ employability skills. The most essential limitations of this study include time constraints and limited funding. The magnitude of data collection also limited the study to focus only on four employability skills namely problem solving, communication (written and oral), teamwork and self-management, pertaining to the employability skills of graduates. / MCom (Business Management)|cNorth-West University, Potchefstroom Campus, 2015

Organisations can deploy Total Quality Management (TQM) through company quality programmes in order to achieve improved business performance. A review and analysis of TQM literature found that the areas of strategic quality management, quality practices and quality activities (tools and techniques) have evolved largely independently without relationships being established. Employee involvement (EI) is a key element of TQM yet the involvement of individuals in specific quality activities is an under-researched topic. The aim of this research is to propose a framework which links these areas and provides a methodology for manufacturing organisations to use to link quality activities to strategic quality requirements and therefore facilitate the management of their quality programme. Exploratory case study research has underpinned the research methods adopted. Information about the deployment of TQM through quality programmes via quality practices and quality activities was gathered through interviews, documentation and surveys. Specific details regarding the actual quality activities engaged in by individuals were obtained by participant observation. The data was evaluated both within case and cross case using a selection of methods. Findings have resulted in the creation of two unique frameworks. The first, the Quality Programme, Quality Activities and Performance (QPQAP) framework, provides a structure to link strategic quality requirements to quality activities via performance measures and includes a feedback process to facilitate continuous improvement and sustain the quality programme. Quality Function Deployment (QFD) has been adapted to deploy the QPQAP Framework and an analysis process developed. The second framework describes an Activity Classification System (ACS) that can be used to categorise and analyse an individual’s day-to-day quality activities and judge the application and effectiveness of these activities. Combined, these frameworks provide a Quality Programme Management Framework which enables organisations to make decisions about the application of quality activities and adjustments necessary to improve performance and fulfil strategic quality requirements.

Thesis (MComm (Business Management))--University of Stellenbosch, 2010. / ENGLISH ABSTRACT: Many studies have been conducted on the occurrence of brand image transfer, but very few of them have focused on one of the most important determinants of such transfer namely, brand fit. Brand image transfer is the transfer of brand associations, attributed to another entity, to the brand, while brand fit has been defined as a consumer learning process that seeks to match those brand associations held of the relevant brands involved. This study proposes to assess brand fit. Since a variety of brands were involved in this study, conjoint analysis was used as a method of assesing brand fit. In particular, choice-based conjoint analysis was singled out because of its capability to allow the relative advantage of brands considered jointly to be ascertained. Brands might not be able to be measured if taken one at a time. Both qualitative and quantitative research methods were employed in order to assess brand fit using conjoint analysis, which was the main reason for this study. Rugby sponsorships were chosen to asses brand fit, as this particular game is the second most-watched sport in South Africa, with the highest monetary value attached to its sponsorships at the time of this study. The qualitative research was accomplished by using focus groups to determine which brands were typically perceived to be associated with the Springbok rugby brand. The different industries and brands used in the focus groups were selected on the grounds of their being current, previous, and potential sponsors of the Springbok rugby brand. The quantitative research was conducted by means of an online questionnaire, sent via a link in an email to a chosen database on the social networking site, ‘Facebook’. A screening question served to ensure that only rugby supporters would be eligible to complete the survey. The information was captured in ‘real time’ in the conjoint analysis software, thereby determining which brands were perceived to best fit the Springbok rugby brand. The realised sample was composed of a younger, more male-dominated group. All respondents were also Springbok supporters who possessed sufficient knowledge on the Springbok brand and sponsors. There were six brands identified to fit the Springbok rugby brand, namely, Castle, Vodacom, SASOL, Canterbury, Nike, and Adidas. These identified brands proved that the study did indeed assess brand fit using conjoint analysis. Conclusions were drawn that brand fit could be established in a variety of ways. The most dominant ways were by leveraging the sponsorship, and also by sponsoring on a continuing basis. These two ways serve to inform consumers of the sponsorship, making them aware of the brands, and building the basis of brand fit in their minds. Brand fit was also achieved based on similar brand images of the two different brands. It was found that brand fit was absolutely essential for a successful brand image transfer. Before undertaking a sponsorship, it is important to establish if a perceived brand fit between the various brands will be perceived. If not, additional leveraging of the sponsorship, by means of a marketing campaign, should be used to teach consumers the basis of the brand fit between the various brands. / AFRIKAANSE OPSOMMING: Talle studies is reeds uitgevoer aangaande handelsmerk beeld oordrag, maar baie min van hierdie studies het gefokus op een van die belangrikste determinante van diesins, naamlik handelsmerk pas. Handelsmerk beeld oordrag is die oordrag van die handelsmerk assosiasies, toegeskryf aan ‘n spesifieke entiteit, na die betrokke handelsmerk, terwyl handelsmerk pas gedefinieër word as 'n verbruiker leerproses wat poog om die handelsmerk assosiasies van die betrokke handelsmerke te laat pas. Hierdie studie poog om handelsmerk pas te beoordeel. As gevolg van die verskeidenheid handelsmerke betrokke in hierdie studie is vereenigde analise gebruik as 'n metode om handelsmerk pas te beoordeel. Besluitneming-gebaseerde vereenigde analise is gekies aangesien dit die vermoë het om die relatiewe voordeel van handelsmerke wat as gesamentlik beskou word vas te stel. Handelsmerke sal nie akkuraat gemeet word op individuele basis nie. Kwalitatiewe en kwantitatiewe navorsing is gedoen om handelsmerk pas te beoordeel met behulp van vereenigde analise, en dit was die hoof doelwit van hierdie studie. Rugby borgskappe is gekies om handelsmerk pas te beoordeel aangesien dit die tweede grootste kykertal in Suid-Afrika het, asook die hoogste monetêre waarde geheg aan borgskappe gedurende die tyd van hierdie studie. Kwalitatiewe navorsing is gedoen, met behulp van fokusgroepe, om te bepaal watter handelsmerke geassosieër word met die Springbok rugby handelsmerk. Die verskillende industrieë en handelsmerke gebruik in die fokus groepe is geselekteer deur die navorser op grond van huidige, vorige en potensiële borgskap van die Springbok rugby handelsmerk. Kwantitatiewe navorsing is gedoen met behulp van 'n aanlyn vraelys wat gestuur is deur 'n skakel in 'n epos aan 'n gekose databasis op die sosiale netwerk, Facebook. 'n Siftings vraag het verseker dat net rugby ondersteuners die opname voltooi. Die inligting is, soos ingesleutel deur respondente, in die vereenigde analise sagteware opgeneem. Sodoende was handelsmerke waargeneem as die wat die beste pas het met die Springbok rugby handelsmerk, bepaal. Die steekproef het bestaan uit 'n jonger, manlike dominerende groep respondente. Al die respondente was inderdaad Springbok ondersteuners met voldoende kennis oor die Springbok handelsmerk, asook Springbok borge. Ses handelsmerke is geïdentifiseer om te pas by die Springbok rugby handelsmerk, naamlik Castle, Vodacom, SASOL, Canterbury, Nike en Adidas. Hierdie geïdentifiseerde handelsmerke bewys dat die studie inderdaad handelsmerk pas beoordeel het met behulp van vereenigde analise. Gevolgtrekkings is gemaak dat handelsmerk pas op ‘n verskeidenheid maniere kan ontstaan. Die mees dominante is advertering van die borgskap asook, om ‘n borgskap te onderhou op ‘n deurlopende basis. Dit lig die verbruikers in aangaande die borgskap, maak hulle bewus van die borgskap tussen die twee handelsmerke, en vorm ‘n basis waarop handelsmek pas by verbruikers kan plaasvind. Handelsmerk pas is ook bereik onder handelsmerke met soortgelyke handelsmerk beelde. Dit is gevind dat handelsmerk pas absoluut noodsaaklik is vir 'n suksesvolle handelsmerk beeld oordrag. Voordat enige borgskap onderneem word, is dit belangrik om vas te stel of verbruikers wel ‘n passing tussen die verskillende betrokke handelsmerke, waarneem. Indien nie, sal ekstra bemarking rondom die borgskap gedoen moet word deur middel van 'n bemarkingsveldtog, om die verbruikers in te lig, op grond van wat, handelsmerk pas tussen die verskeie handelsmerke gevorm kan word.

Thesis (MBA)--Stellenbosch University, 2004. / Page 34 of digitised copy may appear cut off due to the condition of the original hard copy. / ENGLISH ABSTRACT: This report looks at what is important for Matrix Management to be successful in an organisation. After evaluating sixteen articles it was found that eleven elements are critical when implementing Matrix Management. These elements are: • Communication • Strong Leader • Culture • Rewards • Skills in Teams • Clear and Defined Goals • Senior Management Support • Defined Responsibility • Accountability • Procedures and Standards The model that was developed aims to indicate that there are certain fundamentals that an organisation needs to have in place before starting to work in a cross functional manner. These fundamentals are: to understand the goals of the organisation and the team, to develop procedures and standards (these should be communicated on a continuous basis), to define the responsibilities within the organisation and team, and to develop communication channels for internal and external communication. Next the model examines culture, where it differentiates between organisational culture and team culture. Organisation Culture includes innovation, respect for each other, rewarding and accountability. Team culture looks at commitment, cooperation and accountabilities. Then the model examines the three role players namely the senior management and their support, strong team leadership and the team members that are empowered and correctly skilled. All of these are interlinked through communication. It appears that little has changed over the past twenty years with regards to the fundamentals necessary to be successful. It is only the people and the organisations themselves that have changed. / AFRIKAANSE OPSOMMING: Hierdie verslag kyk na wat nodig is vir Matriks Bestuur om suksesvol te wees in 'n organisasie. Na die ontleding van sestien artikels is gevind dat elf elemente baie belangrik is tydens die implementering van Matriks Bestuur. Hierdie elemente is: • Kommunikasie • Sterk Leier • Kultuur • Vergoeding • Vaardighede in Spanne • Duidelike Doelwitte • Bemagtigde Lede • Senior Bestuur Ondersteuning • Gedefinieerde Verantwoordelikheid • Toerekenbaarheid • Prosedures en Standaardes Die model wat ontwikkel is probeer om uit te wys dat daar sekere fundamentele elemente is wat 'n organisasie in plek moet he voordat daar kruis-funksioneel begin werk word. Die fundamentele elemente is: verstaan die doelwitte van die organisasie en span, om prosedures en standaarde te ontwikkel (moet op 'n gereelde basis gekommunikeer word), om die verantwoordelikhede binne die organisasie en span te definieer, en om kommunikasie kanale vir interne en eksterne kommunikasie te ontwikkel. Volgende kyk die model na kultuur waar dit onderskei tussen organisasiekuituur en span-kultuur. Innovasie, respek vir mekaar, vergoeding en toerekenbaarheid val onder Organisasie kultuur en verbondenheid, samewerking en toerekenbaarheid val onder Span kultuur. Volgende kyk die model na die drie rolspelers naamlik senior bestuur en hulondersteuning, sterk spanleierskap en spanlede wat vaardig en volmagtig is. AI hierdie word deur kommunikasie verbind. Dit blyk dat nie veel verander het gedurende die laaste twintig jaar ten opsigte van die fundamentele elemente wat nodig is omsuksesvol te wees nie. Dit is slegs die mense en organisasies wat verander het.

Thesis (MBA) -- Stellenbosch University, 2006. / ENGLISH ABSTRACT: This study project aims at investigating and selecting the most proficient facilitation tools to propel an organisation towards excellence, based on the theory, principles and practices of the South African Business Excellence Foundation Model (SAEM). It focuses on established and documented processes, models and matrices that can serve as a toolkit for organisations to facilitate excellence through simplification of complex business problems and to provide a visual aid when confronted with every day organisational issues. The study shows that the SAEM is structured model and by using it in conjunction with the various models and matrices it provides a solid foundation for facilitating excellence in business. / AFRIKAANSE OPSOMMING: Hierdie studie identifiseer die modelle en matrikse wat organisasies kan help om 'n vlak van uitmuntendheid te bereik. Die SAEM (South African Excellence Model) word as basis gebruik en die 11 pilare van die SAEM dien as 'n raamwerk vir die ondersoek. Die studie identifiseer slegs die modelle en matrikse wat op deeglike besigheidsbeginsels gegrond is en wat deur erkende navorsers gebruik word om algemene besigheidsprobleme die hoof te bied. Die model en matrikse vereenvoudig die elemente wat vervat is in die SAEM en dien ook as visuele hulpmiddels om sodoende organisasies se strewe na uitmuntendheid te fasiliteer. Die studie toon aan dat die SAEM tesame met die onderskeie modelle en matrikse 'n gestruktueerde benadering bied om organisasies se strewe na uitmuntendheid te fasiliteer.

Technical report (MBA) -- University of Stellenbosch, 1987. / University of Stellenbosch Business School / ENGLISH ABSTRACT: Two methods of inflation adjustments are explained and evaluated to determine which method gives better results for a company with a given capital structure. The objective was to lay down a method to predict, without detai l and difficult ca l culus , the preferred method to use for a company with a known financial structure . The resul ts of the two methods and for differen t companies notated on the Johannesburg Stock Exchange , are shown in the Appendices. / AFRIKAASE OPSOMMING: Twee metodes vir inflasie regstelling is verduidelik en geevalueer ten einde vas te stel watter metode beter resultate lewer vir 'n maatskappy met 'n gegewe kapitaalstruktuur. Die doelwit was om 'n metode daar te stel om te voorspel. sander detail berekeninge. watter metode verkieslik is vir 'n maatskappy met 'n bekende finansiele struktuur. Die resultate van die twee metodes en vir verskillende maatskappye genoteer op die Johannesburgse Effekte Beurs is getoon in bylaagvorm.

Thesis (MBA)--Stellenbosch University, 1989. / Some digitised pages may appear illegible due to the condition of the original hard copy. / ENGLISH ABSTRACT: see fulltext for abstract / AFRIKAANSE OPSOMMING: sien volteks vir opsomming

The gaining popularity of Knowledge Management (KM) has been reinforced by the quest for innovation and value creation. Value creation is grounded in the appropriate combination of human networks, social capital, intellectual capital, and technology assets, facilitated by a culture of change. It is indicated that the future of KM tends to focus on the study of the impact on people in terms of value or knowledge value creation. Because of this, the positive relationship between KM and value creation has been discussed extensively in the literature. However, the majority of the studies on knowledge value creation have been widely undertaken to highlight several case studies demonstrating success in developed countries, whilst very few studies have been done in the cultural context of developing countries. These studies in developing economies have identified several distinctive features, in particular socio-cultural factors that have an important role and influence in KM practices. A call has been made for further research to explore KM in different organisational and cultural contexts in developing economies. Thailand is an example of a developing country where a number of distinctive socio-cultural features have been identified. It therefore represents an interesting case to conduct a study on the influence of these cultural features on KM practices within an organisational context. The objective of this empirical study is to explore knowledge value creation practices in a Thai organisation. The research adopts an interpretive stance and employs a case study approach involving multiple data collection methods. It is based on the researcher's personal expertise and close involvement in the selected case study organisation for over a decade. The study characterises Thai distinctive culture in terms of collectiveness, shyness, conscientiousness and seniority, and indicates that these distinctive socio-cultural features critically influence (a) the social network ties and relationships between employees within and across teams, (b) the resulting level of trust between employees, and (c) the ability to share and create knowledge effectively in the organisational socio-cultural environment. The study is limited to a Thai organisation, but can be generalised to other organisations that exhibit similar characteristics. It provides interesting insights into the socio-cultural factors affecting knowledge management adoption in a Thai organisation and a foundation to further the research on the validation of the theoretical model that emerged from this empirical study.

M.Com. (Business Management) / Please refer to full text to view abstract