Magister Educationis - MEd / The study examines the relationship of these institutions with the University of Botswana within the affiliation system. The issues that were investigated were related to the affiliation system in general, and whether it was beneficial to both the University of Botswana and the affiliated institutions. It was found from the study that the relationship is a symbiotic one. Furthermore, the study looked into the articulation of the programmes of the affiliated institutions with those of the University of Botswana. The issue of the level at which diplomates from the Affiliated Institutions join a degree programme at the University of Botswana was also discussed. The current system is that after three years of doing a diploma at an affiliated institution, the diplomate will join a degree programme at the University of Botswana at year two with a diploma that was awarded by the University of Botswana. As a result the diplomate will spend three more years on the degree programme. Moreover, the issue of semesterising the affiliated institutions' programmes, like those of the University of Botswana, was also looked into. Another issue considered was that of monitoring Quality Assurance in the affiliated institutions by the University of Botswana. / South Africa

This study used a qualitative, descriptive, collective case study approach to assess some of the current market challenges facing colleges and universities affiliated with independent Christian churches and to describe how some of these institutions are responding to these challenges. The chief academic officers (CAOs) for six of these schools were interviewed to determine their perceptions of the greatest market challenges facing their schools, the steps they were taking to meet these challenges, and the impact these challenges were having on the Bible and ministry programs at their schools. The findings seem to indicate that CAOs of Bible colleges, Christian universities, and liberal arts schools face similar problems, yet respond with various amounts of success based upon their model of education and their own abilities. The findings also seem to indicate that the Christian university and liberal arts school model may be the way forward for most Bible colleges affiliated with the independent Christian churches.

Thesis (MTech (Marketing))--Peninsula Technikon, 2002. / The challenges presented by the restructuring of higher education through The National Plan for Higher Education and the implementation of the National Qualifications Framework will create new possibilities for tertiary institutions. Tertiary institutions will have to be creative and innovative over the next five years to meet these challenges. The National Qualifications Framework will endeavour to provide learners with mobility and easier access to education and training. Competition will be intense and tertiary institutions will have to market themselves effectively. This is exacerbated by the fact that an increased number of private education service providers have entered the market. The successful implementation of the National Plan will require tertiary institutions to develop marketing communication strategies in order for them to attract the desired profile of students. In a restrictive financial environment, tertiary institutions will have to assess and reassess their marketing communication strategies aimed at attracting first-year students. A proper assessment will enable them to allocate funds more efficiently and effectively. In an attempt to address the above concern, this research focused on determining the effectiveness of marketing communication tools employed by Universities and Technikons in the Cape Peninsula with specific reference to career exhibitions and open days in attracting first-year students. The sub-problems that were identified were: • Appropriateness of marketing communication tools attracting desired first-year students and • The impact of marketing communication strategies on the student's decision to study at a chosen tertiary institution. An intensive literature study was conducted followed by an empirical study carried out in two phases.

This study investigated factors contributory to Ugandan academics' satisfaction and dissatisfaction reported by a sample of (N=182) respondents drawn from the population of dons in two universities in Uganda: Islamic University in Uganda (IUIU) and Makerere University, Kampala (MUK). Sources of Ugandan dons' satisfaction and dissatisfaction were examined in the context of the Herzberg dichotomy, drawing comparisons with evidence adduced from other cultural settings. The research aimed to elicit evidence-informed data to obtain insights into the state of the academic profession in Uganda, and in the process define priorities that might focus the discourse of university administrators, planners, managers, policy makers, and researchers. A three-phase research design was utilised involving both quantitative and qualitative approaches to data extraction. An objective-focused survey instrument with eight job aspects of academics, containing both scale and open-ended items, was constructed and administered. Additionally, interviews and documentary data were used to triangulate the findings so as to give greater support to any conclusions that may be made. The factors most prevalent in the prediction of Ugandan dons' satisfaction related to co-worker behaviour, supervision and intrinsic facets of teaching. Analogously, the stimuli that created respondents' dissatisfaction were largely extrinsic (contextual) factors with respect to remuneration, governance, research, promotion, and working environment. It is potentially instructive to note, however, that the findings did not lend support to Herzberg's contention that intrinsic and extrinsic factors are mutually exclusive. Consistent with the situational occurrences theory, Quarstein (1992) supported by Oshagbemi (1997) and Evans (1998), it was concluded that any given factor be it intrinsic or extrinsic could either evoke satisfaction or induce dissatisfaction. While age, rank, as with tenure significantly predicted academic job satisfaction, no evidence was adduced to support a gender influence on respondents' job satisfaction. Emerging from the findings, implications for job satisfaction of Ugandan academics were formulated, recommendations made, and a research agenda proposed. This research, thus, offers not only sound insights into the state of the academic profession in Uganda, but also it forms a benchmark for future research

D.Comm. / South African universities (SAUs) will be facing two main challenges in the next decade, namely: continuous change and decreasing predictability of the future. The urgency for change in SAUs flows mainly from conditions of turmoil and pressure, which in turn, emanate from public issues as they emerge within the macro-environment of SAUs. Decreasing predictability stems to a great extent from a lack of foreknowledge of how such emerging macro-environmental public issues will develop, and how they can influence SAUs through the public policy process. Management of SAUs therefore need to rely on crucial intelligence and foreknowledge concerning events, trends and developments of public issues that affect the future strategic viability of their institutions. They also need to rely on an agenda for understanding change as well as a means of marshalling participation in the public policy process, in order to manage public issues impacting on their institutions in a pro-active manner. At the onset four management concepts and processes were emphasised in this study, namely the concept of issues management within a macro-environmental context, issues management from an offensive environmental management perspective, strategy from an issues management perspective, and the concept of strategic change management within an issues management context. A proposed public issues management structure indicating the flow of information and actions within and outside the organisation, and how they could combine in public issues management programmes was also proposed. A macro-environmental perspective of universities in general and SAUs in particular was furthermore presented. It included the nature and function of universities, the history and management of SAUs and public issues impacting on SAUs. The practical aspect of this study was firstly based on an analysis of the different mission statements and mission goals of SAUs. The analysis was done to determine the management mode of management in SAUs; that is, whether management in SAUs operates in a pro-active management mode with regard to public issues in the public policy process. Secondly, models developed by Human & Horwitz (1992) as well as Ashley & Morrison (1995) and Theron (1994) were used to empirically determine the manner in which SAUs cope with change and to analyze the quality of the management of public issues in SAUs respectively. Descriptive data indicated that management in SAUs exhibit a proactive management mode with regard to public issues and a reasonable ability to cope with macro-environmental change. The management of emerging public issues and consequently pro-active change is, however, approached with bland commitment, a lack of strategic orientation and inadequate facilities and skills. It was concluded that, in view of the need in SAUs for a structured means of managing emerging public issues and consequently pro-active change, and in view of issues management constituting such a process, there is relevance for the implementation of issues management programmes in SAUs. In this regard a number of general recommendations were made with respect to managing the dynamic aspects of change, the implementation of strategies, and the implementation of an issues management strategy in SAUs. A framework was furthermore suggested for the implementation of an issues management strategy in SAUs in the belief that this framework, and the overall research reported in this thesis could be of theoretical as well as empirical value for managers in SAUs

Gold-collar employees are defined as key employees who have a discernible influence on the realisation of an organisation’s strategic goals and vision. These employees’ competitive advantage lies in their conceptual skills and specifically in their knowledge and creativity. However, because of their unique competencies, they are high in demand and it is more difficult for organisations to attract and retain them. The main research problem in this study was to investigate the concept of a gold-collar employee, the needs and expectations of these employees, as well as retention strategies that can be used to retain them, with specific focus on academics in an institution of higher education. To address the main and identified sub-problems, a literature study was conducted on gold-collar employees, the dilemma of retaining these employees, their needs and expectations and retention strategies. Interviews were conducted with selected senior level employees from various disciplines that had extensive experience in research, teaching and academic management, to establish how they perceived a gold-collar employee in the context of the university and what in their experience they considered as factors that enhanced the retention of these employees. An HTML survey questionnaire was administered to a target group of academics ranging from associate lecturer, lecturer, senior lecturer and associate professor to professor, including academic managers. The survey focused on their level of teaching and research experience, needs and expectations and their perceptions of the retention strategies used at the university. The results from the empirical study revealed that respondents were experienced in teaching development and practices, but not recognised on an internal, national and international level. Flexible working conditions were regarded as most important along with opportunities for self-fulfilment. Employees with more experience in teaching had a greater need and expectation for empowerment while those with more research experience needed and expected more remuneration, rewards and recognition. The respondents also deemed being located in a city or town that allowed for a high quality of living as important. Retention of highly skilled employees is important especially in a knowledge environment as they contribute strategically to the vision and competitive advantage of the organisation. Their skills and knowledge are costly and not easy to replace. Therefore it is important to put strategies in place to retain these gold-collar employees.

Higher Education Institutions (HEIs) are not immune to the global environment problems. An increasing awareness of the environmental responsibilities of HEIs has led researchers to investigate the role of environmental information and Environmental Management Information Systems (EMISs) in HEIs. EMISs play a major role in environmental management and environmental decision making in HEIs. Internationally, an increasing number of HEIs are embracing the concept of ‘sustainable HEIs’ by undertaking green campus initiatives. HEIs often use diverse information systems, some of which are manual systems, proven to be inefficient and this gives rise to redundant and inconsistent databases which result in non-compliance with regulations, confusion and lack of co-ordinated effort. There is therefore need for an integrated, comprehensive software system and framework which can assist with the efficient management of environmental information at South African HEIs. This study fills a gap in the field of environmental sustainability at HEIs as the evaluation of existing sustainability programs has shown common weakness such as: Failure to effectively set baselines, flaws in data acquisition and management and missing documentation. The aim of this study is to propose a framework for Environmental Information Management (EIM) in HEIs. The framework includes guidelines related to the components of the framework which can also be used to perform a gap analysis to facilitate the improved design of effective and efficient EIM processes and data stores. The Design Science Research (DSR) methodology is the research methodology used in the development of the two artifacts of this study namely: The EIM framework for HEIs and an EMIS prototype to serve as proof of concept. Problem identification and motivation was the first activity of the DSR which was done through a rigorous literature review and an investigation and evaluation of extant systems. This resulted in the design of an initial EIM framework for HEIs. Nelson Mandela Metropolitan University (NMMU) was the HEI used as the case study. The EIM framework was applied at NMMU and this enabled the researcher to understand the current As-Is EIM processes at NMMU and this resulted in clear objectives of a solution. The EMIS prototype (data warehouse) was then designed and implemented based on the theoretical framework. Three sets of evaluations were done to determine the acceptance of the EIM framework for HEIs and the performance of the EMIS prototype. The EIM framework was generally positively accepted and minor suggestions were made. An updated version of the EIM framework was proposed and evaluated. The experimental evaluation results showed that the EMIS prototype was efficient and effective. The contribution of this study is an EIM framework for HEIs and an implementation of an EMIS (EnviroDW) at NMMU that could be utilised by other HEIs.

The objective of the study is to investigate and compare the 2010 first year intake students’ profile, for the NMMU Business School MBA programme with their module success rate against success indicators derived from previous literature and the SHL tests results in order to compile a conceptual framework as a guide to analyse the database used. The MBA success indicators, as provided in previous literature, were analysed by addressing the following: The psychometric tests as predictors of success; Age as a predictor of success; Cultural background as a predictor of success; Work experience as a predictor of success; and, Educational background as a predictor of success. The NMMU Business School MBA students’ historical data were used as a database for this study. The module pass rates were collated as part of the database, which included the students’ biographical information. The results of the SHL test battery used as the entrance test for admission could not be obtained as the information is regarded as confidential given that the nature of the assessment data requires certain training qualifications from users; and SHL South Africa was approached to collaborate on this study. SHL South Africa performed the statistical analysis and provided these for interpretation and use in the study. The study revealed that more than half of the NMMU MBA candidates did not complete the programme in the minimum prescribed period, as only 40.5 percent of the candidates completed successfully all modules in this period, and 52 percent of them were in the 30 -39 years-age category. It also revealed that 78.1 percent of those that had successfully completed the programme were males compared with the 21.9 percent of females that completed the course. The study showed that in the 59.5 percent of those that were not successful, 40.4 percent were females compared to 59.6 percent of unsuccessful males in the same sample. Although the pass rates ranged above 75 percent, only one module had the full sample writing the examination, and the lowest core module had 67percent candidates writing the examination. The current entrance process is recommended with improvements to increase the pass rates, throughputs, and to allow for a stricter analysis of the entrance test results.

Recent students of policy have devoted much attention to the analysis o-f policy implementation, describing the changes that occur during the implementation of policy in various ways. This is another such study, the purpose of which was to determine how administrators of community colleges perceived the outcomes of implementing three provincial policies concerned with governance of the college system in British Columbia. The provincial Government, through the Minister and Ministry staff, was the policy formulator, community college governance was the policy topic, and community college system administrators were the implementors. A subsidiary purpose is to determine what discrepancies, if any, existed between the policies' intentions, and the outcomes o-f those policies as perceived by the implementors. Guided by a conceptual framework developed from the literature on policy implementation and based on Easton's (1965B) political systems theory, a case study method was used to collect and analyse the data. The documented and perceived intentions of formulators in relation to the three policy initiatives examined were reasonably congruous, but only two of the policies were perceived to be implemented in a way that corresponded at all closely to the policy intentions. From an analysis of the perceptions of policy implementors, a number of different outcomes emerged which did not align with the intentions of those who formulated the policies. The following major conclusions were reached. 1 Governance of the community college system in B.C. was perceived to have become more simplified and efficient as a result of the policies. 2 Administrators perceived that decision—making moved from the Councils to the Minister and the Ministry office, thus providing a more centralised governance structure. 3 There appeared to be an interesting connection (strong relationship) between administrators' perceptions of intent and their perceptions of outcomes. 4 It was perceived that a lack of trust existed between the Ministry and various interest groups involved in the governance of the college system. The findings have practical, theoretical and methodological implications, including recommendations for future policy-makers, some additions to the body of knowledge on policy implementation, and some suggestions for further research on this topic. / Education, Faculty of / Educational Studies (EDST), Department of / Graduate

This paper investigates factors universities should consider when attending trade shows. The findings are based both on earlier studies, but also a research on this subject. The purpose of this study is to examine important aspects of exhibit marketing for universities which subsequently could be improved to improve the performance at a trade show. The findings of this study are that the booth staff, the layout of the booth, pre-show communication with the desired audience, among others, are important factors for universities to consider when attending trade show.