Thesis (MBA)--Stellenbosch University, 2006. / Although most businesses require accurate sales forecasts in order to survive and to be successful, very little attention has been devoted to examine how sales forecasting processes should be managed, and the behavioural factors associated with the management of forecasting. Sales forecasting activities and research have by and large concentrated on the techniques or on the systems used, rather than on the forecasting management philosophy, which considers the organisational, procedural, and personnel aspects of the process. Both forecasting modelling and IT systems form the basis for the forecasting process, but the third element, namely the organisation, is potentially the most important one. Researchers have argued that improvements in this area could have a greater impact on the level of forecasting accuracy than improvements with regard to other aspects. After developing predetermined forecasting standards and principles, an audit on the author's organisation was conducted. This revealed that no formal forecasting --- existed, and that a number of business practices were in effect contaminating procedures and possibly affecting the integrity of the data. Very little forecasting knowledge existed, sales were predicted very sporadically, and simple averaging techniques were adopted. Life cycles of products, trends, seasonality or any other cyclical activity were never modelled. This obviously resulted in a very poor level of forecast accuracy, affecting a number of business activities. A decision was made to research the topic of forecasting management, develop a best practice model, and apply it to the organisation. The best practice model was based predominantly on the research work of Armstrong and Mentzer. This model requires the forecasting process to be developed in two specific phases, namely a strategic phase, in which the forecast is aligned to the organisation, the internal processes and the people, and the operational phase, in which more tangible aspects of the forecasting process are identified and constructed. This new forecasting approach and a dedicated forecasting software programme were successfully implemented, improving the overall accuracy level of the forecast.

Thesis (MBA)--Stellenbosch University, 2001. / The last few decades have been characterised by a high degree of rapid change in the business, social and political environment. The period we are currently living in has been referred to by one of the writers on the subject as a period of "hyper-change" In a period of "hyper-change" the consequences for global businesses is significant. Organisations constantly face new sets of challenges and before they have worked their way through one set another presents itself. In the area of skills development this could have major consequences for the leadership of organisations. It is said that the only way to succeed in a rapidly changing environment is to ensure that knowledge growth outpaces that rate of change. This implies rapid skills update as well. Under traditional leadership development approaches, through structured programmes, the rate of change in skills growth is not sufficient to ensure that the executive and the organisation remain ahead of change. Indeed, traditional programmes are not even able to effectively deliver the kinds of skills that are needed by today's executive. The skills referred to here are softer skills such as communications skills, diversity awareness, conflict resolution, listening skills and so forth. In the last two decades a new trend has developed in the USA. ..coaching, more precisely executive coaching. Started in 1982 by a financial analyst, Thomas Leonard, the practice of coaching seems to have grown exponentially over the last two decades. The popularity of coaching is ascribed mainly to its effectiveness in being able to deliver quick results. It has also proved to be popular among executives for its flexibility around time and structure of process allowing the executive to focus on areas of improvement that will the greatest impact. Coaching has made its mark as one of the essential development tools that must be found in the portfolio of options of any people development strategy.

Thesis (MBA)--Stellenbosch University, 2004. / Some digitised pages may appear illegible due to the condition of the original hard copy / ENGLISH ABSTRACT: The complexity of modern business requires that all managers be, at least, partially responsible for strategic risk management. Therefore, all managers must have an awareness of the business direction of the organisation as a whole; that is, the corporate and business strategy. Companies embark on this journey to ensure their future existence. In this regard, having a risk management strategy allows a company to visualise and aim for its future, because such strategy guides decisions on the allocation of resources throughout the organisation. The risk management strategy encapsulates both desired goals and beliefs about what are acceptable and, most critically, unacceptable means of achieving them. To achieve the above, the ineptitude of traditional risk management strategy rarely seems to dictate unique structural solutions. Rather, the crucial factors in the operational risks processes are most often those of execution and continuous adaptation; of getting things done, and staying flexible. In addition, and to a very large extent, this means going far beyond strategy, to issues of organising structure, people, and the like. Given the historical development arising from the academic and insurance background and its inefficacy in dealing with the array of risks in the fast changing business environment, it is therefore important that risk management be embedded in every aspect of the management structure in an organisation for it to deal holistically with all risks facing it. The major challenge, however, is how to free risk management from the specialist "silos" of academia and insurance that have hindered its growth since inception. The approach of this research study is motivated by a desire to address this challenge. To do so, it employs two scientific research methods, first, to provide basic knowledge of concepts in view of expanding the existing basic knowledge and contribute to the literature of risk management at large by describing its evolution into a modern risk management now known as enterprise risk management, and, second, to use the applied research method in focusing on the specific problem of knowing how to translate theoretical aspects of risks management into business solutions within the context of managing operational risks. This is done by illustration using South African Airways as a Case Study. In view of the above, the aim of this research study is to show how practically to liberate risk management from the clutches of academia and insurance and to give risk management strategic significance at senior management level and tactical significance at operational level within the aforementioned modern technique of enterprise risk management. / AFRIKAANSE OPSOMMING: Die ingewikkeldheid van moderne besigheid vereis dat alle bestuurders ten minste gedeeltelik vir strategiese risikobestuur verantwoordelik is. Daarom moet alle bestuurders bewus wees van die besigheidsrigting van die organisasie as geheel; dit is, die korporatiewe en besigheidstrategie. Maatskappye pak dié reis aan om hul bestaan in die toekoms te verseker. 'n Risikobestuurstrategie stel 'n maatskappy in staat om die toekoms te visualiseer en daarheen te mik, want dié strategie lei besluite oor die toekenning van hulpbronne regdeur die maatskappy. Die risikobestuurstrategie behels die verlangde doelwitte, en die oortuigings van wat aanvaarbaar en wat, uiters belangrik, onaanvaarbaar is om die doelwitte te bereik. Om die bogenoemde te bereik wil dit voorkom of die ongepastheid van tradisionele risikobestuurstrategieë selde unieke strukturele oplossings voorskryf. Die beslissende faktore in bedryfsrisiko-prosesse is gewoonlik uitvoering en voortdurende aanpassing; om dinge te laat gebeur en buigsaam te bly. Daarmee saam, en tot 'n baie groot mate, beteken dit om verby die strategie te beweeg na aangeleenthede van struktuur, mense en dies meer. Gegewe die historiese ontwikkeling van die akademiese en versekeringsagtergrond en die onvermoë om 'n verskeidenheid risiko's in 'n vinnig veranderende sake-omgewing te hanteer, is dit belangrik dat riskobestuur in elke aspek van die bestuurstruktuur van 'n organisasie vervat word. Dit sal verseker dat die organisasie dreigende risiko's holisties benader. Die grootste uitdaging is egter hoe om risikobestuur los te maak van die "spesialissilas" van die akademie en versekering, wat die groei daarvan sedert sy ontstaan belemmer het. Die benadering van dié navorsingstudie word gemotiveer deur 'n behoefte om dié uitdaging aan te pak. Om dit te doen, word twee wetenskaplike navorsingsmetodes gebruik. Eerstens, om basiese kennis te verskaf oor konsepte om die bestaande basiese kennis uit te brei en by te dra tot die literatuur van risikobestuur. Dit word gedoen deur die evolusie hiervan tot moderne risikobestuur, nou bekend as ondernemingsrisikobestuur, te beskryf. Tweedens, om die toegepaste navorsingsmetode te gebruik om te fokus op die spesifieke probleem van hoe om teoretiese aspekte van risikobestuur oor te skakel na besigheidsoplossings in die konteks van die bestuur van bedryfsrisiko's. Dit word gedoen deur die Suid-Afrikaanse Lugdiens as gevallestudie te gebruik. In die lig van die bogenoemde, is die doelwit van dié navorsingstudie tweeledig. Eerstens, om aan te toon hoe om risikobestuur te bevry van die kloue van die akademie en versekering. Tweedens, om die belangrikheid van strategiese risikobestuur op senior bestuursvlak en taktiese risikobestuur op bedryfsvlak uit te lig binne die voorgenoemde moderne tegniek van ondernemingsrisikobestuur.

Thesis (MBA)--Stellenbosch University, 2001. / ENGLISH ABSTRACT: This study project has as its objectives the analysis and evaluation of people management practices within a broad spectrum of organisations in South Africa, using the Marglen diagnostic model. It also serves to assess the usage and utility of this model during this process. The Marglen model provides a conceptual framework consisting of twenty key issues which organisations can use to assess its people management practices. The model promotes a holistic, integrated and strategic approach to people management, with people management practitioners being considered as strategic partners within the core business activities of the organisation. In the current and foreseeable global economic order where rapid change and turbulence tend to be the only certainties, successful organisations are those who are creative, innovative, highly adaptable and who invent the future. In other words, organisations who leverage their only appreciating assets, namely their people, their human capital. In order to achieve this organisations need to move from traditional human resource management to progressive people management: from controlling and circumscribing staff to managing performance and leading and realising people's potential effectively and efficiently. Our studies show that the majority of organisations in South Africa, especially the bigger and older ones, tend to be reactive when it comes to people management. They largely still use the traditional human resources approach, changing only when forced to, for example, because of competition or legal pressures such as the Employment Equity Act. A small but growing number of organisations, which includes mainly the smaller and newer organisations operating especially in young or volatile industries (e.g. information technology sector) tend to be more proactive and tend to lean toward a more integrated people management system, with flatter structures and lots of positive energies. This is especially true when the leadership are still young/fresh and are hands- on. Because of their flexibility, responsiveness to markets and sensitivity to globalisation these "new generation" organisations most probably will adopt new (and hopefully more progressive) people management practices much quicker than the older, bigger ones. The Marglen model itself proved its worth with the wealth of empirical information generated and the encouragement of a systems approach to the solution of problems. With the necessary adjustments the model can become an even more potent tool for all managers, whether they are formal HR practitioners or not. / AFRIKAANSE OPSOMMING: Hierdie werkstuk is onderneem om die praktyk van mensebestuur in 'n wyd verspreide spektrum van Suid Afrikaanse organisasies te ondersoek met behulp van the Marglen diagnostiese model. Dit dien ook as 'n evaluasie van die bruikbaarheid van die model self. Die Marglen model veskaf 'n konseptuele raamwerk bestaande uit twintig sleutels wat organisasies kan gebruik om hul mensebestuur praktyke te kan ondersoek. Die model bevorder 'n geintegreerde en strategiese nadering van mensebestuur, waar mensebestuur praktisyne beskou word as strategiese vennote deur alle ander bestuurders. In die huidige globale ekonomiese orde waar blitsige veranderinge en onstuimigheid die enigste sekerheid bied is suksesvolle organisasies die' wat kreatief, vernuwend en soepel is: diegene wat die toekoms skep. Met ander woorde, organisasies wat die beste gebruik maak van hul grootste en enigste groeiende bate, hul mense. Om suskesvol to wees en so te bly moet daar 'n wesenlike verandering van mensebestuur filosofie and praktyk wees, van die tradisionele metode van kontrole en verbiedinge na progressiewe metodes waar die persoon se potensiaal gerealiseer word ten bate van beide die persoon self en die organisasie. Ons ondersoek toon dat die meerderheid van organisasies, veral die groter en ouer garde, reagerend is wat mensebestuur betref. Hulle gebruik grootliks die tradisionele personeelbestuur filosofie en praktyke en verander net as hulle gedwing word deur eksterne faktore soos byvoorbeeld erg mededinging (veral van oorsee) en wetgewing. 'n Groeiende minderheid van organisasies wat insluit meesal die kleiner en jonger garde en wat veral in die nuwer en meer onstuimige sektors soos informasie tegnologie gevind word, neig om meer proaktief te wees. Hulle neig ook om 'n meer geintegreerde mensebestuur stelsel te hê met minder vlakke en met volop energie. Dit is veral opvallend wanneer die leierskap nog jonk is en heelhartiglik deelneem in die organisasie. As gevolg van hul soepelheid en hul reponsiewiteit en vatbaarheid vir die globale ekonomiese orde sal hulle heel moontlik die voortou neem met nuwe en hopelik progressiewe mensebestuur praktyke. Die Marglen model het sy self bewys met die inligting wat ontgun was en met die bevordering van 'n stelselmatige nadering van problem oplossing. Met die nodige aanpassings sal die model 'n selfs meer kragtige middel vir alle bestuurders wees, nie net vir personeel bestuurders nie.

Thesis (MBA)--Stellenbosch University, 2001 / Is Management or Leadership ability a prerequisite for a successful project Supervisor/facilitator? Management and Leadership: In traditional thinking managers requires certain competencies to be able to plan, organize, direct and control the allocation of human, material, financial and information resources in the pursuit of organisational goals. Management is therefore a technical discipline of applying and administering authority over others, which is given through a formalised structural arrangement of the organisation. Leadership is about vision and influence, ie. the ability to obtain followers. Leaders are also seen as people who communicate effectively, which leads to recognition, which in turn leads to influence. Leadership is therefore a quality of obtaining results from others through personal influence. The distinction between leadership and management is perhaps in the fact that the former focuses more on setting the vision and relying on softer skills such as interpersonal skills to communicate the vision and generate commitment and enthusiasm to make it happen, while the other concentrate on the harder more functional issues of planning and controlling. Project management: Project management is a structured but flexible process for producing a new end result. Its success depends on the application of a two-step sequence: First plan - then produce. Success from a project management perspective requires being on time, within budget and meeting requirements. However, from a project perspective, a successful project is clearly one in which the 'customer' ends up satisfied. Optimum project management success is therefore obtained when both success dimensions are achieved simultaneously. Project Success is dependent on the nature of the organization (sector, activities, structure), the nature of the project, nature of the project work (complexity, scale, stature), but most importantly the personality of the project manager. Hence, must the project manager be a manager or leader? The various authors generally agree that leadership is important to the success of a project because leadership is essentially about motivating people. Also, what may be characterized, as "managership" is equally important because this is about getting things done. To get a project started off right, the project manager must become a leader. However, the style of leadership does need to change as the project progresses through its life cycle. Indeed, there comes a point in time when "managership" may be more important than "leadership. Failure to match an appropriate style to project circumstances can lead to unsatisfactory project results. Project management style classification: Having stated that the style of leadership needs to change as the project progresses we base our classification on the work done mostly by R. M. Wideman, whose research focused on four project leader profiles, namely: The Explorer: entrepreneur type project leaders have a vision of the future being bold, courageous and imaginative, constantly searching for opportunities and improvements. The Driver: distinctly action-oriented, hard working, hard driving, pragmatic, realistic, resourceful and resolute. The Coordinator: have a more independent and detached view of their surroundings and responsive to the views of project team members. The Administrator: recognizes the need for stability and optimize productivity through maximizing repetition, information assembly and analyzing, scheduling, trade-ofts to resolve conflicts and problems, in advance. Although experienced and skilled project managers often find themselves 'shifting gears' to suit current circumstances during the course of a project, the literature suggest that it is unusual to find all four traits in a single person. The study also discusses research done into the availability of people suited to various roles in project work. The research concluded that the Explorer (entrepreneur) type makes up only about 1-2% of the population, some 5-10%, are of the Driver (marshal) type, some 5-10%, are of the Coordinator (catalyst) type and 25- 30% are of the Administrator (stabilizer) "professional" types. Another 20-25% of the population is probably more suited as "followers". That still leaves about a third of the population who are most likely uncomfortable and unsuited to working on projects at all. If these statistics holds true, then the rate of unsatisfactory projects should come as no surprise considering the scarcity of people naturally suited for project management.

Thesis (MBA)--Stellenbosch University, 2001. / ENGLISH ABSTRACT: This assignment is a case study for Strategic Management and based on a South African company. The company is SASOL Ltd, one of South Africa's leading companies regarding to technological resourcefulness and diversification. The first chapter of this assignment will give a small introduction and explain why SASOL was chosen for this project, as well as the methodology used. Chapter two covers the development of SASOL from a state owned company in the 1950's, to a global player in the field of fuel and chemicals. Included in this chapter is the industry analysis of the fuel and chemical markets. In this chapter, it becomes apparent that SASOL has built its status on the modified Fisher-Tropsch process. Using the process by-products, SASOL was able to penetrate various chemical markets to form a portfolio of different products. In chapter three, a strategic evaluation was done as part of the requirement for this paper. A model of Thompson and Strickland, the prescribed handbook for Strategic Management students, were used as part of the evaluation. The following chapter contained more information on the different business units and the last five years' financial results. These chapters are included to supply additional information that may not have been covered in the broader view of chapter two. To complete the paper a chapter of questions and answers was included, which contains twenty generalised questions asked specifically around SASOL's strategy and information that is contained in this paper. / AFRIKAANSE OPSOMMING: Die opdrag is 'n saak studie vir die vak Strategiese Bestuur en is gebasseer op 'n Suid Afrikaanse maatskappy. Die maatskappy is SASOL Bpk, en is een van Suid Afrika se mees vooraanstaande maatskappy ten opsigte van tegnologies innovering en diversifisering. Die eerste hoofstuk gee 'n kort verduideliking waarom SASOL gekies is asook die metodiek wat gebruik sal word. Hoofstuk twee handel oor die ontwikkeling van SASOL vanaf 'n Staats besitte maatskappy in die vroeë 1950's tot en met waar die maatskappy 'n wereld speler is op die gebied van brandstof en chemikalië. Ingesluit in die hoofstuk is die industrie analiese van die brandstof en chemikalië markte. Dit word hier duidelik dat SASOL sy huidige posisie bereik het op die Fisher- Tropsch proses en deur die gebruik van die proses se byprodukte was SASOL daartoe in staat om verskeie nuwe markte te penetreer. In hoofstuk drie is 'n strategiese evaluasie gedoen aan die hand van 'n model wat beskryf word in Thompson en Strickland, 'n handboek vir Strategiese Bestuurs studente. Die daarop volgende hoofstukke is daartoe gewy om die student meer inligting te gee van die verskillende besigheidseenhede en het ook die finasieële resultate van die afgelope vyf jaar ingesluit. Om die werksopdrag af te sluit is twintig vrae en antwoorde wat betrekking het op SASOL se strategie en algemene inligting in die laaste hoofstuk.

Thesis (MBA)--Stellenbosch University, 2001. / ENGLISH ABSTRACT: Entrepreneurship development is recognized worldwide as an important contributor to competitiveness. After many years of economic and political isolation from the world, South Africa dearly needs to develop her competitiveness. A concerted effort towards widespread entrepreneurship development, across the entire economy, may assist in developing competitiveness. Such an effort however demands a multi-institutional approach by government, the private sector and nongovernmental organisations. A crucial requirement for success is the proper coordination of efforts, including a common premise or paradigm from which to operate. This study attempts to assist in this regard by providing a common framework from which to operate. A multi-dimensional conceptual framework is developed to assist in determining what issues are to be addressed in any situation-specific entrepreneurship development intervention. The framework is intended to be a generic framework, facilitating application across industries, enterprises and on different levels of enterprise development. The study, based on an extensive literature study, firstly reviews important literature, with the intention to isolate the dimensions that explain entrepreneurship. Three such dimensions are isolated: the individual, the process, and the context. Within each of these entrepreneurial dimensions, a dominant element is identified. The elements identified are creativity, the venture life cycle and managerial competencies respectively for each dimension. These elements are conceptually integrated into a three-dimensional construct to form a generic multi-dimensional framework. By applying the framework to any enterprise, individual or situation, the crucial attributes needed to be developed can be identified and assessed. This can then aid in constructing an appropriate entrepreneurship development intervention relevant to the situation, and so contribute to a focused development approach to entrepreneurship. / AFRIKAANSE OPSOMMING: Entrepreneurskap ontwikkeling word wereldwyd erken as 'n bydraende faktor tot kompeterendheid. Na verskeie jare van ekonomiese en politiese isolasie, is dit noodsaaklik vir Suid Afrika om kompeterendheid te verhoog. 'n Doelgerigte poging om entrepreneurskap regoor die totale ekonomie te ontwikkel mag 'n bydrae lewer tot kompeterendheid. So 'n poging sal uiteraard 'n multi-institusionele benadering verg, insluitende die regering, die private sektor, sowel as nie-regerings organisasies. 'n Kritiese vereiste vir sukses is egter die behoorlike koordinering van pogings, insluitende die aanvaarding van 'n gemeenskaplike vertrekpunt of paradigma as basis vir entrepreneurskap ontwikkeling. Hierdie studie poog om 'n bydrae te lewer in hierdie verband deur die ontwikkeling van 'n gemeenskaplike raamwerk. 'n Multi-dimensionele konseptuele raamwerk word ontwikkel om by te dra tot die identifisering van aspekte wat aangespreek behoort te word in situasie-spesifieke entrepreneurskap ontwikkeling intervensies. Hierdie raamwerk is bedoel om 'n generiese raamwerk te wees wat die toepassing daarvan sal vergemaklik oor verskeie industrie heen, asook binne verskeie ondernemings en op verskillende vlakke van ondernemingsontwikkeling. Die studie, wat gebaseer is op 'n omvattende literatuurstudie, verskaf eerstens 'n oorsig oor belangrike literatuur, met die doel om daardie dimensies wat entrepreneurskap verklaar, te isoleer. Drie sulke dimensies word identifiseer: die individu, die proses en die konteks. Binne elk van hierdie entrepreneuriese dimensies word 'n dominante element geidentifiseer. Hierdie elemente is onderskeidelik kreatiwiteit, die lewenssiklus van die onderneming en bestuursbevoegdhede. Hierdie elemente word dan konseptueel geintegreer in 'n driedimensionele konstruk om 'n generiese multi-dimensionele raamwerk te kry. Die toepassing van hierdie raamwerk op 'n onderneming, situasie of persoon het tot gevolg dat daardie spesifieke attribute wat nodig is om entrepreneurskap te bevorder identifiseer kan word. Dit kan 'n bydrae lewer in die ontwikkeling van gepaste entrepreneurskap ontwikkeling intervensies wat relevant is tot die spesifieke situasie onder beskouing. Die resultaat behoort 'n meer gefokusde benadering tot entrepreneurskap te wees.

Thesis (MBA)--Stellenbosch University, 2001. / ENGLISH ABSTRACT: The objective of this study was determined and is stated in chapter 1. An overview of the traditional approach to procurement is given through the description of a traditional purchase-to-pay process. A detailed description of the Purchasing Card is given to use as background by readers. The Purchasing Card description includes benefits of the use of the card, and benefits to suppliers when a purchasing card is used. Controls that can be implemented by using the Purchasing Card are indicated. Available Management Information has been established and is indicated in chapter 2. A study of the Visa HM Government Procurement Card of the UK government was done. Established best practices from this card programme forms the foundation of the suggestions on the product offering and suggested implementation plan for the South African Government. It is also supported by experience gained at rollouts at corporate clients of Absa Bank. The South African Government's policy framework for e-Government was studied and is briefly outlined in this study. The link between Purchasing Cards and e- Government is indicated by a discussion on economies of scale that can be obtained. A product description of a South African Government Purchasing Card has been compiled. Certain key aspects to consider, has been discussed. A proposed implementation plan, indicating the short and long-term benefits for the South African Government, has been compiled. Finally, the study is concluded by making recommendations on implementing a South African Government Purchasing Card programme. / AFRIKAANSE OPSOMMING: Die doel van die studie is bepaal en word aangedui in hoofstuk 1. 'n Oorsig van die tradisionele benadering tot aankope word weergegee deur die beskrywing van 'n tradisionele aankoop-tot-betaling proses. 'n Volledige beskrywing van die aankope kaart word voorsien vir gebruik as agtergrond deur lesers. Die aankope kaart beskrywing sluit voordele met die gebruik van die kaart, asook voordele aan verskaffers indien 'n aankope kaart gebruik word, in. Verder word beheer maatreëls wat geimplementeer kan word indien 'n Aankope kaart gebruik word, aangedui. Beskikbare bestuursinligting is bepaal en word aangedui in hoofstuk 2. 'n Studie is gedoen van die "Visa HM Government Procurement Card" van die regering van die Verenigde Koninkryk (VK). Gevestigde praktyke van hierdie kaart program vorm die grondslag vir die voorstelle van die produk en voorgestelde implemteringsplan vir die Suid-Afrikaanse Regering. Dit word verder ondersteun deur ondervinding opgedoen met die implemetering van aankoop kaart programme by Korporatiewe kliënte van Absa Bank. Die Suid-Afrikaanse Regering se beleidsraamwerk vir e-Regering is bestudeer en word kortliks aangespreek in hierdie studie. Die verband tussen aankope kaarte en e- Regering word aangedui deur 'n bespreking van die ekonomieë van skaal wat verkry kan word. 'n Produk beskrywing van 'n Suid-Afrikaanse Regering aankope kaart is saamgestel. Sekere sleutelelemente wat oorweeg moet word by die implementering van so 'n produk, word bespreek. 'n Voorgestelde implementeringsplan is saamgestel, waar die kort- en langtermyn voordele vir die Suid-Afrikaanse Regering aangedui word. Laastens word die studie afgesluit met sekere aanbevelings vir die implemetering van 'n Suid-Afrikaanse Regerings aankope kaart program.

Thesis (MBA)--Stellenbosch University, 2001. / ENGLISH ABSTRACT: Investment Frontiers is a business unit of Old Mutual South Africa, which launches new products. These launches are carried out as projects. A major problem is that it is always difficult to launch new products in the scheduled time and the projects usually go over budget. Investment Frontiers thinks that project management is not being applied successfully in the business. The research was done to provide an answer as to why project management is not being applied successfully. A literature study was done on the different elements of project management. This study led to the construction of a questionnaire to test if employees applied the process correctly or at all. The questionnaire was sent to 23 people being all the employees directly involved in projects. The following three problems or shortcomings were identified from the response to the questionnaire: 1. Scope creep, where the scope of the project changes constantly 2. Lack of project scheduling 3. Lack of training in and knowledge of project management in the business The recommendations made were to pay more attention to the scope document, to develop simplified project scheduling techniques for in-house use, and to implement more project manager training programmes. Although there were some shortcomings in the research, the result of the research was positive in the sense that development areas were identified and constructive actions can be taken to address the problem areas. / AFRIKAANSE OPSOMMING: Investment Frontiers is 'n afdeling van Ou Mutual Suid-Afrika wat nuwe produkte loods in die vorm van projekte. 'n Groot probleem wat ondervind word, is dat dit altyd moeilik is om nuwe produkte binne die geskeduleerde tyd geloods te kry, en dat die projekte gewoonlik die begroting oorskry. Investment Frontiers vermoed dat projekbestuur nie suksesvol toegepas word nie. Hierdie studie is gedoen om antwoorde te verskaf hoekom projekbestuur nie suksesvol toegepas word nie. 'n Literatuurstudie is gedoen met betrekking tot die hoofelemente van projekbestuur. Hierdie literatuurstudie het die basis gevorm vir die opstel van 'n vraelys om te toets tot hoe 'n mate die proses korrek of hoegenaamd toegepas word. Die vraelys is aan 23 persone gestuur. Dit verteenwoordig almal wat direk met projekte, binne die besigheidseenheid, betrokke is. Die volgende 3 probleme of tekortkominge is op grond van die vraelys geïdentiftseer: 1. "Scope creep", waar die werksomvang van die projek gereeld verander 2. Onvoldoende gebruik van projekskedulering 3. Onvoldoende opleiding met betrekking tot projekbestuur in die besigheidseenheid Die voorstelle wat gemaak is, is dat daar meer tyd aan die werkomvangsdokument spandeer moet word, eenvoudige projekskedule-tegnieke ontwikkel moet word vir binnenshuise gebruik en om verdere opleidingsprogramme vir projekbestuursders te implementeer. Alhoewel daar sommige tekortkominge in die navorsing is, is die uitkoms van die navorsing positief in die sin dat ontwikkelingsareas geïdentifiseer is en konstruktiewe aksies geneem kan word om die probleme te hanteer.

Thesis (MBA)--Stellenbosch University, 2002. / ENGLISH ABSTRACT: The project manager plays a vital role in determining the success of any project. In multi-functional projects the project manager mostly has a technical background covering only one of the participant functional areas and functional specialists are more knowledgeable than the project leader in their area of technical expertise. Further more both human resources and time are often scarce on projects. The project manager thus needs very specific personal and managerial skills to enable him to operate effectively in such a high pressure environment. The study indicates a strong correlation between project manager characteristics deemed important by South African project functionaries and those deemed important by project functionaries on a global scale. The relative importance of a number of project manager characteristics are however rated exceptionally high or low by South African project functionaries. The most important "undervalued" characteristics (thus posing a threat to project management) are; administrative skills, dealing with people and vision/seeing the big picture. A clear distinction exists between the relative importance of project manager characteristics amongst different subgroups of project functionaries in South Africa. Subgroups are inter alia formed by functional sectors within the economy, the managerial level of the functionary within the organisation (project manager- project personnel/ senior manager), and the average project duration. / AFRIKAANSE OPSOMMING: Die projekbestuurder speel 'n baie belangrike rol in die bepaling van die sukses van enige projek. In multi-funksionele projekte dek die tegniese agtergrond van die projekbestuurder meestal slegs een van die deelnemende funksionele areas en beskik funksionele spesialiste oor meerdere kennis in hul areas van tegniese kundigheid as die projekbestuurder. Verder is menslike hulpbronne en tyd dikwels skaars op projekte. Die projekbestuurder benodig dus baie spesifieke persoonlike- en bestuursvaardighede om hom in staat te stel om effektief in so 'n hoë-druk omgewing te kan funksioneer. Die studie dui op 'n sterk korrelasie tussen projekbestuurder eienskappe wat as belangrik beskou word deur Suid-Afrikaanse projekfunsionarisse en dié wat as belangrik beskou word deur projekfunsionarisse op 'n globale skaal. Die relatiewe belangrikheid van 'n aantal projekbestuurdereienskappe word egter uitsonderlik hoog of laag beskou deur Suid-Afrikaanse projekfunsionarisse. Die mees belangrike "ondergewaardeerde" (wat dus 'n bedreiging vir projekbestuur inhou) eienskappe is: Administratiewe vaardighede, interteraksie met mense, en visie/'n geheelbeeld. 'n Duidelike onderskeid bestaan tussen die relatiewe belangrikheid van projekbestuurder eienskappe van verskillende subgroepe van projekfunksionarisse in Suid-Afrika. Subgroepe word onder andere gevorm deur: funksionele sektore in die ekonomie, die bestuursvlak van die funksionaris binne die organisasie (projekbestuurder- projekpersoneel/senior bestuurder) en gemiddelde projekduurtes.