This research study investigated the concept of professional workers’ propensity to embark on industrial action in the context of organisational justice on an individual level; as well as the collective conditions of union commitment and professionalism. The study also made enquiries into the perceived Janus face of professional trade unions in terms of how they aim to be perceived as professional associations, acting as guardians of standards, professionalism and their members’ status, which is contradicted by their organisational mandates to extract concessions from employers through industrial action on a collective level. Data was collected through a quantitative approach, using survey questionnaires which were distributed to scheduled airline pilots in South Africa in their capacity as professional workers. The survey questionnaires elicited 199 responses, which provided valuable insights into professional workers’ propensity to embark on industrial action in the context of organisational justice. The responses, on average, were instructive, aside from the fact that no significance could be attributed to professionalism as a moderator of professional workers’ propensity to embark on industrial action. Contrary to expectations and prior research, it was found that the collective conditions captured by union commitment were statistically more significant than any individual factors, represented by organisational justice constructs, on professional workers’ propensity to embark on industrial action. Professional trade unions are indeed Janus-faced; a duality that presents trade unions with a dichotomy in that on the one hand they have a mandate to extract concessions from employers, but on the other hand are expected to remain professional and uphold the status and standards of the industries that they represent. / Dissertation (MBA)--University of Pretoria, 2014. / lmgibs2015 / Gordon Institute of Business Science (GIBS) / Unrestricted

Tobin’s q ratio employs a fundamental principle that enterprise values cannot deviate excessively from, namely the replacement value of the assets required to generate the future cashflow of the business. This ratio formed the cornerstone of this research that investigated whether an index based on the ratio would indicate time periods of market missed valuations; determined whether the q effect exists and the probability of its persistence over a 24 year period across different ranked quintile portfolios. Finally the research examined a new supply approach valuation technique that altered the q ratio, and could improve the spread in the q effect to improve investment yields. The Tobin’s q index was compiled using the most recent estimate and the index included the top 160 shares by market capitalisation, excluding the resources and financial sector for firms listed from 1990, to create a representative index for the Johannesburg Stock Exchange. Tobin’s q long term average was 1,83 at December 2013, indicating a consistent upward bias mainly due to share valuations. A time serious approach was followed to compare cumulative returns between different ranked quintile portfolios, ranked by Tobin’s q to analyse for style effects. Tobin’s q displayed style characteristics, although it was not as prominent as other value indicators. The adjustment from the supply approach could not improve investment yields. / Dissertation (MBA)--University of Pretoria, 2014. / zkgibs2015 / Gordon Institute of Business Science (GIBS) / Unrestricted

Despite modest increases in the appointment of women in top management levels over the past 10 years, the proportion still remains low at 20% in 2012 (Department of Labour Republic of South Africa, 2013). Even with substantial evidence showing a positive correlation between gender diversity and business performance, women are still underrepresented at senior management, executive management and board levels. The purpose of this research was to identify the key organisational culture factors which are influencing gender diversity levels in companies, particularly in senior and top management levels. Through quantitative descriptive research methodology, the research aimed to identify which of these factors are promoting and inhibiting increased gender diversity levels in companies. The data were collected from women and men working in South African organisations by means of a questionnaire. The questionnaire was completed by 69 respondents. This research study determined that organisational culture factors promoting increased gender diversity in organisations with higher gender diversity levels are different to factors inhibiting increased gender diversity in organisations with low gender diversity levels. The research brought insight into which organisational culture factors can be used as enablers to create an organisational culture which is conducive for increasing gender diversity / Dissertation (MBA)--University of Pretoria, 2014. / zkgibs2015 / Gordon Institute of Business Science (GIBS) / Unrestricted

This study is focused on improving understanding around moral decision-making as a critical component of managerial decision-making, considering that many decisions involve a basic conflict between selfishness versus fairness (Forgas & Tan, 2013). Changing factors in the business environment is influencing managerial decision-making, making this ‘the perfect time’ for increased research into managerial decision-making (Milkman, Chugh, & Bazerman, 2009). As this working environment within which managerial decisions are being made is changing, understanding decision-making is increasingly becoming fundamental to the study of management in organisations (Taggart et al., 1985). Within such a changing economy, the key factor is the increased reliance on intellectual abilities over either physical effort, or natural resources. Yet, ‘where there is effective management, that is, application of knowledge, we can always obtain the other resources’ (Drucker, 1993). When then considering such management actions and specifically the role of employees within such an economic structure, the primary deliverable of a knowledge worker is a good decision (Milkman et al., 2009). The importance of a ‘good decision’ is therefore paramount in the current knowledge economy, and those industries which depend heavily on the ‘application of knowledge’. In exploring this topic, this research study explores predominantly four fields of study. The first is decision-making in the most fundamental sense, by understanding the different systems whereby decision-making occurs. This is contextualised by focussing on managerial decision-making and highlighting a particular instance of moral decision-making. The premise is that although moral decision-making is a subset of managerial decision-making, the human processes involved in the decision making is universal and findings should accordingly be transferrable to the whole discipline of decision-making. In expanding the area of moral decision-making the notion of fairness, norm violations and negative reciprocity is explored. This provides a context within which to study moral decision-making. Concepts such as the universal acceptance of fairness are discussed, as well as an equally universal desire to punish norm violations through negative reciprocity. Existing research on this disconnect between the intent to punish and the physical execution of this intent is explored with the conclusion that personality type offers some indication, but that additional research around this topic is required. It is in Moral decision-making: Personality Type as influence on Moral Intuitionism Len Marais 13403797 Page iii addressing this weakness in current academic research that this research study aims to make a contribution. The approach to this research is to do personality type assessments of voluntary subjects where after a moral decision is posed to them and their responses captured. By studying the relationship between these personality types, and traits, as well as the decision made inferences can be drawn on the extent to which personality type is an influence on moral decision-making. Finally the environment of management consulting is introduced. This working environment exhibits many of the characteristics which define the knowledge economy. The study concludes by answering the research question, ‘Is Personality Type, or its decomposed traits, an accurate predictor of moral decision-making’?, in the positive: Yes, there is statistically significant proof that a strong, linear relationship exists between moral decision-making, as defined by the decision to enact revenge, and the Sensing personality trait, as measured by the Jung Typology Test™. / Dissertation (MBA)--University of Pretoria, 2014. / lmgibs2015 / Gordon Institute of Business Science (GIBS) / Unrestricted

Safety climate provides an indication of the perceptions of employees with regard to safety management in an organisation. Although there have been many studies on safety climate, a common platform to measure safety climate has not yet been agreed upon. This makes it difficult to compare climate performance across industries and organisations. This study endeavors to identify the common thread that flows through all safety climate studies through extensive literature review and develop safety climate measurement tool in the form a 65 question survey. The survey was validated using confirmatory factor analysis and expert review. The study further looks at the elements of safety climate that affect the behavioral safety management and determines how an organisation performs on those identified elements through descriptive statistic models.100 employees of a large petrochemical organisation based in South Africa participated in the survey. The results required that several of the questions in the survey be reevaluated and therefore the survey will need to be re tested. The results also demonstrated that the sample organisation had considered and implemented the elements of safety climate that are required for a behavioral safety program. / Dissertation (MBA)--University of Pretoria, 2014. / lmgibs2015 / Gordon Institute of Business Science (GIBS) / Unrestricted

Kelly’s mobilization theory does not provide for the role of any cost/risk analysis as part of the process of deciding to embark upon collective action. On the other hand the theories advanced by the like of McAdam, Wiltfang and Simmons considering the incorporation of a cost/benefit analyses as part of the decision to embark upon collective action, do not have regard to the development of a sense of injustice. This study harmonizes the two approaches in seeking to answer the question why employees engage in unprotected strikes considering the significant risk involved. In doing so the study identifies the kind of triggers that would induce such a sense of injustice to trigger participation in unprotected strikes, whilst also investigating whether participants in unprotected strikes actually moderate their conduct to decrease the risks of such participation. This study considered all 98 reported judgements of the Labour Court and the Labour Appeal Court that were reported by LexisNexis. The methodology used in this study was content analysis of a quantitative nature. Descriptive statistics were used to identify patterns, relationships and trends. The analysis of the reported judgements shows that procedural disputes involving single issues at single employers, arising from time-sensitive unilateral changes to workplace practices, are likely to trigger unprotected strikes. The study further demonstrated that employees participating in unprotected strikes and their trade unions actually moderate their conduct to decrease the risk of dismissal. A close relationship between the profound sense of injustice that triggers unprotected strikes and the decisions to moderate the risks were established. / Dissertation (MBA)--University of Pretoria, 2014. / lmgibs2015 / Gordon Institute of Business Science (GIBS) / Unrestricted

Orientation: The ubiquitous challenging economic climate in South Africa and globally makes it incumbent on South African companies to reconsider their current reward policy and practices if they are to maintain and foster global economic competitiveness. This coupled with the fact that motivation in the workplace has always been a conundrum for managers and human resource practitioners alike. This dilemma becomes an obstacle to organisational effectiveness and hinders competitive advantage when employee morale is low and performance levels decrease. Research purpose: The primary aim of this study was to investigate the influencing factors of employee demographics and motivation type on rewards mix preferences. Motivation for the study: The war for talent is accelerating and the globalization of economies and world markets places pressure on companies to perform well and to maintain optimal performance levels. The workplace in South Africa is not exempt from these pressures and the nature of the workplace is changing every day. Employee engagement dynamics are changing and require deeper insight into what appeals to employees, what motivates them to perform and what will retain good resources. This knowledge would further assist organisations to create reward mix programs that appeal to both extrinsic and intrinsically motivated persons as different motivation types are triggered and stimulated by different types of rewards and adds value by examining the effects of demographical factors (such as age, race/ethnicity and gender) on employees’ perspective of reward mix giving depth to existing insights into what drives whom and at what price. Research design, approach and method: This research followed a quantitative, empirical and descriptive study of reward preferences through the administration of an online questionnaire survey via email. The data was analysed using non-parametric test for variance between dependent and independent variables, factor analysis, ANOVA and MANOVA testing. / Dissertation (MBA)--University of Pretoria, 2014. / pagibs2015 / Gordon Institute of Business Science (GIBS) / Unrestricted

This paper investigates a number of psychological factors that influence the South African Black middle class to engage in bandwagon consumption when purchasing luxury motor vehicles. The South African Black middle class has been receiving attention in consumer markets, especially from luxury brand houses looking at emerging markets for growth. This study was designed to measure the impact of the self-concept, susceptibility to normative influence, propensity to seek status and the need for uniqueness on the propensity to engage in bandwagon consumption behaviour. An online survey of 184 people identified as Black middle class, provided the data which was analysed using the PLS Structural Equation Modelling (SEM) technique. The results of the model confirmed the presence of bandwagon luxury motor vehicle consumption among this market segment. It was also found that the bandwagon consumption behaviour occurs in spite of the self-concept and need for uniqueness. Status consumption and susceptibility to normative influence were confirmed as antecedents to the bandwagon consumption. / Dissertation (MBA)--University of Pretoria, 2014. / zkgibs2015 / Gordon Institute of Business Science (GIBS) / Unrestricted

The purpose of this research was to investigate the impact of entrepreneurship education on entrepreneurial intent at FET colleges. The background to the study is guided by the action plans detailed in the national development plan to increase the capacity of the post college sector and the drive to improve early stage entrepreneurial training. The proposed research has contextual value and urgency for both business and academia given the level of youth unemployment, quality of education and South Africa’s below average Total Entrepreneurial Activity (TEA) rate. The literature review on entrepreneurship education learning and teaching framework, measurement of entrepreneurial intent and the impact of entrepreneurship suggest that entrepreneurship programs have a positive impact on entrepreneurial behaviour. Three hypothesis were tested, the research hypothesis are H1: Learner satisfaction with the entrepreneurship curriculum has a positive effect on entrepreneurial intentions for FET College students. H2: Inclusion of experiential learning and practical exposure in the teaching and delivery methods has a positive effect on entrepreneurial intent. H3: Entrepreneurship education at FET College has a positive effect in promoting entrepreneurship as a career choice. The research findings concluded that there is a positive relationship between entrepreneurship education and entrepreneurial intent at FET colleges. The literature that encourages a combination of learning the start-up process and entrepreneurial activity is well supported. In addition, the entrepreneurship education program seems to have a positive relationship in promoting entrepreneurial career. The level of experiential learning and practical exposure was highlighted as a concern. Suggestions for future research were made to investigate level of experiential learning. / Dissertation (MBA)--University of Pretoria, 2014. / lmgibs2015 / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted

Emerging markets are a great point of interest to multinational companies seeking to exploit new opportunities as they realise that catering to the rich domestic markets limits their opportunities, their potential and competitive advantage. Serving the consumers that are at the bottom of the economic pyramid (BoP) presents enormous opportunity but it also comes with its unique set of challenges. These challenges require an alternative business strategy, as companies entering these markets must develop new offerings designed to meet the specific requirements of servicing the BoP consumer. This report seeks to explore why companies operating in South Africa are entering the lower income markets, and will describe the challenges encountered both internally and externally, when operating in these markets. Ten interviews at six multinational companies based in South Africa were conducted to test the research propositions derived from the literature. The results concluded that companies enter the BoP markets in pursuit of growth. A variety of secondary factors also emerged. The data revealed that these companies have created innovative alternative execution strategies to overcome the challenges encountered in this market. The report offered a descriptive model of why companies enter the BoP market, and highlights how the challenges presented by the institutional voids and institutional distance were overcome. / Dissertation (MBA)--University of Pretoria, 2014. / lmgibs2015 / Gordon Institute of Business Science (GIBS) / Unrestricted