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This thesis describes the Community Investment Programme (CIP) and investigates its practicability in three pilot projects in South Africa where it was implemented. CIP is a community development programme that was conceptualised by Dr Norman Reynolds, a development economist. From 1994 onwards, he became disillusioned with the fact that the new democratic government did not address the structural problems in the South African economy, which left the majority of the poor trapped in the so-called second economy of South Africa. He conceptualised a programme, CIP, which aims to develop this second economy so as to ensure that all South Africans may participate meaningfully in the economy. CIP is advocating a people-centred development approach, where communities themselves take the lead in their development. Communities make their own decisions and decide how to use community development budgets, called ‘rights programmes’ in CIP, which are spent to stimulate the emergence of working local economies. The implementation of CIP should be a learning process, where the community gets the space to learn, make mistakes and rectify them. In addition, CIP aims to address all aspects of human development, not only economic development. Hence, if CIP is implemented by communities, it will contribute to the self-esteem and dignity of individuals and communities. The three pilot projects encountered a number of issues in the implementation of CIP, as described in theory by Reynolds. After analysing those, this research reaches a number of conclusions that should be taken into account when implementing CIP in a community. CIP is seriously needed in South Africa and if the recommendations of this research are taken into account, it could be very powerful in addressing the underdevelopment characterising so many areas in South Africa. / Development Studies / D. Litt. et Phil. (Development Studies)

This thesis describes the Community Investment Programme (CIP) and investigates its practicability in three pilot projects in South Africa where it was implemented. CIP is a community development programme that was conceptualised by Dr Norman Reynolds, a development economist. From 1994 onwards, he became disillusioned with the fact that the new democratic government did not address the structural problems in the South African economy, which left the majority of the poor trapped in the so-called second economy of South Africa. He conceptualised a programme, CIP, which aims to develop this second economy so as to ensure that all South Africans may participate meaningfully in the economy. CIP is advocating a people-centred development approach, where communities themselves take the lead in their development. Communities make their own decisions and decide how to use community development budgets, called ‘rights programmes’ in CIP, which are spent to stimulate the emergence of working local economies. The implementation of CIP should be a learning process, where the community gets the space to learn, make mistakes and rectify them. In addition, CIP aims to address all aspects of human development, not only economic development. Hence, if CIP is implemented by communities, it will contribute to the self-esteem and dignity of individuals and communities. The three pilot projects encountered a number of issues in the implementation of CIP, as described in theory by Reynolds. After analysing those, this research reaches a number of conclusions that should be taken into account when implementing CIP in a community. CIP is seriously needed in South Africa and if the recommendations of this research are taken into account, it could be very powerful in addressing the underdevelopment characterising so many areas in South Africa. / Development Studies / D. Litt. et Phil. (Development Studies)

Legislators are placing increased pressure on mining companies to improve their safety performance. The importance of safety leadership is highlighted by its role in safety culture and improving safety performance. The aim of this study was to develop and evaluate the impact of a coaching program on safety leadership. The main constructs namely safety culture, safety leadership and coaching was conceptualised along the humanistic paradigm, with theoretical definitions and models. In this study, safety culture is employees’ shared attitudes, beliefs, perceptions and values about safety that affect their behaviour in the workplace. Safety leadership is the interpersonal influence that a leader exercises to achieve the organisation’s safety performance goals. Coaching is an interpersonal interaction that aims to improve individual performance through increased selfawareness and action plans. A theoretical model was developed to explain the elements that constitute effective safety leadership. A coaching program was developed based on executive coaching and leadership development principles. The empirical investigation was conducted in an organisation in the South African mining industry. A nested mixed methods design was followed. In the quantitative study, a 360 degree survey was employed to assess the ratings of a purposive sample (n=54) along eight dimensions before and after the coaching. Data was analysed with descriptive and inferential analysis. Results showed statistically significant improvements on accountability, collaboration, and feedback and recognition after the coaching. The results reflected differences in 360 degree ratings according to gender, race, job level, age and geographical location. The most significant improvements were for females, Africans, management, age 51-60 years, and site 2. In the qualitative study, a semi-structured interview was employed to study four cases to investigate managers’ personal experiences and changes in attitude toward safety. Data was analysed utilising thematic analysis. The findings revealed that coaching was a positive experience and contributed to changing managers’ attitudes toward safety. The research added to the field of organisational behaviour by presenting a theoretical model that enhances the understanding of safety leadership, the development of a coaching program and providing empirical evidence that the principles of coaching and leadership development can be applied to improve safety leadership. / Industrial & Organisational Psychology / D. Admin. (Industrial and Organisational Psychology)

Companies in South Africa who have implemented the ISO 14001 environmental management system have claimed that it offered benefits such as an improved environmental performance and a business advantage. However, to date the commercial benefits associated with ISO 14001 in South Africa have not been quantified so the claims of a financial advantage cannot be verified. This study therefore sought to assess the financial benefits accruing to various manufacturing enterprises in Kwa-Zulu Natal, the Eastern Cape and the Western Cape provinces of South Africa who have implemented ISO 14001. There was a particular focus on determining the cost savings and return on investment which resulted from the purchase of „environmentally friendlier‟ raw materials; the reduction of process waste (by the reuse, reduction and recycling of waste) as well as the more efficient use of resources such as electricity, water and fuel. Data was collected by means of a questionnaire survey sent to key decision makers in the selected organisations, as well as follow-up in-depth interviews with selected individuals within each organisation. The results of the study showed that the benefits of ISO 14001 certification included improved environmental awareness among employees; enhanced responsibility for environmental concerns by employees; better data management; reduced operational and production costs; and new income streams linked to re-use and recycling initiatives. Consequently it can be said that the long-term financial benefits justify the relatively high cost; the time intensive obligations and the human resource requirements of ISO 14001 certification. That said, it was also found that smaller companies face relatively more financial hurdles in implementing an EMS, and thus, it is recommended that tax incentives for such firms to implement and EMS be considered. / Environmental Sciences / M. Sc. (Environmental Management)

The need for constructive and effective sustainable community development in South Africa is recognised as a cornerstone for national development. Having a clear understanding of sustainable development and sustainable community development is a prerequisite in developing sustainable communities. A current rate of unemployment and low skills level pose a threat to sustainable development within the communities. There is growing interest within businesses and organisations to contribute towards corporate social responsibility (CSR) programmes and initiatives. However, this is an enormous task to address socioeconomic challenges in South Africa due to limited resources and high expectations. The businesses should implement well-structured plans for corporate social responsibility. Furthermore, planned initiatives generally tend to appropriately promote social harmony within targeted community. Skeptics of CSR often claim that business should focus on profits and let the government or non-profit organisations deal with social and environmental issues. The Eskom’ power stations under this study do make some contribution to social and economic development in South Africa, which is realised through corporate social responsibility (CSR) policy within the areas of Ermelo and Balfour. Most people in these communities feel they have been neglected for a long time as their social concerns have not been resolved. The community have recently pressurised these power stations to become corporate citizens; to take on CSR and work towards sustainable community development in their areas. There is a perception within the community that the management of Camden and Grootvlei power stations is not actively involved in executing CSR programmes; hence the intention of the study is to present an interesting analysis of these perceptions by exploring the experienced outcome of CSR initiatives around Ermelo and Balfour in improving the livelihood of the people, inter alia: unemployment and education. The case study research design was adopted for this research and employed a qualitative approach to understand the individual perceptions about the phenomenon under study. The data were collected by means of semi-structured interviews and electronic email. The responses from the participants were analysed using ATLAS.ti software to identify codes and patterns in primary data. The total selected sampling was 25, but those who participated were only 17. From the key findings, it was evident that these power stations do make some contributions towards CSR within their community. However, this study revealed a gap in the way CSR is practiced and implemented: social responsibility and real sustainable development do not reach the community. The findings also brought to light vast differences in the perceptions of various stakeholders regarding available programmes that support sustainable development within the community. These vast differences could mean that this study represents the start of a long-term process. Moreover, the study suggests some critical underlying factors that should be dealt with to close this gap: communication, awareness of available programmes, budget challenges and commitment, and identifying who should take responsibility for various aspects of development. The outcomes of this study are based on how stakeholders view community development needs and challenges by means of three cases that emerged during data analysis: case 1) community; 2). CSR project manager; 3) Top Management. Overall, this study contributes to the applied research area of; proper community engagement programmes, management engagement, employment, training and development, and education. / Business Management / M. Tech. (Business Administration)

Legislators are placing increased pressure on mining companies to improve their safety performance. The importance of safety leadership is highlighted by its role in safety culture and improving safety performance. The aim of this study was to develop and evaluate the impact of a coaching program on safety leadership. The main constructs namely safety culture, safety leadership and coaching was conceptualised along the humanistic paradigm, with theoretical definitions and models. In this study, safety culture is employees’ shared attitudes, beliefs, perceptions and values about safety that affect their behaviour in the workplace. Safety leadership is the interpersonal influence that a leader exercises to achieve the organisation’s safety performance goals. Coaching is an interpersonal interaction that aims to improve individual performance through increased selfawareness and action plans. A theoretical model was developed to explain the elements that constitute effective safety leadership. A coaching program was developed based on executive coaching and leadership development principles. The empirical investigation was conducted in an organisation in the South African mining industry. A nested mixed methods design was followed. In the quantitative study, a 360 degree survey was employed to assess the ratings of a purposive sample (n=54) along eight dimensions before and after the coaching. Data was analysed with descriptive and inferential analysis. Results showed statistically significant improvements on accountability, collaboration, and feedback and recognition after the coaching. The results reflected differences in 360 degree ratings according to gender, race, job level, age and geographical location. The most significant improvements were for females, Africans, management, age 51-60 years, and site 2. In the qualitative study, a semi-structured interview was employed to study four cases to investigate managers’ personal experiences and changes in attitude toward safety. Data was analysed utilising thematic analysis. The findings revealed that coaching was a positive experience and contributed to changing managers’ attitudes toward safety. The research added to the field of organisational behaviour by presenting a theoretical model that enhances the understanding of safety leadership, the development of a coaching program and providing empirical evidence that the principles of coaching and leadership development can be applied to improve safety leadership. / Industrial and Organisational Psychology / D. Admin. (Industrial and Organisational Psychology)