Thesis (MScEng (Industrial Engineering))--University of Stellenbosch, 2010. / ENGLISH ABSTRACT: The objective of this study is to develop a tool to enable manufacturing enterprises to develop a sustainability strategy suited to their specific business. In the study, the business reality that faces enterprises is discussed from a systems perspective. The concepts of sustainability and sustainable development are explored. Specific attention is paid to building mental models of what these concepts entail and the application thereof in individual manufacturing enterprises. Specific strategies and concepts, such as the Five Capitals Model, the Natural Step and Industrial Ecology, are highlighted. These tools and strategies are then consolidated into a ―Sustainable Roadmap‖, a tool to facilitate the development of a sustainability strategy. The ―Sustainability Roadmap‖ is tested by applying it to a case study. / AFRIKAANSE OPSOMMING: maatskappye sal help om ‗n onderneming spesifieke volhoubaarheids strategie te ontwikkel. In die studie word die besigheids realiteit van vervaardigingsmaatskappye bespreek van sistemiese perspektief. Die konsepte van volhoubaarheid en volhoubare ontwikkeling word verken. Spesifieke aandag word gegee aan die bou van modelle van wat hierdie konsepte behels. Spesifieke strategieë en modelle soos die ―Five Capitals Model‖, ―Natural Step‖ en ‖Industrial Ecology‖ word uitgelig. Hierdie konsepte en strategieë word dan saamgevat op ‗n sistematiese manier in ‗n ―Volhoubaarheids Padkaart‖, ‗n padkaart wat maatskappye kan volg om ‗n volhoubaarheids strategie te ontwikkel. Die ―Volhoubaarheids Padkaart‖ word getoets deur dit toe te pas op ‗n gevallestudie.

Thesis (MEng)-- Stellenbosch University, 2013. / ENGLISH ABSTRACT: Performance management systems are integral to many organisations. On all levels of management such performance measurements are used to drive a desired behaviour and business units, departments, as well as individuals are rewarded for meeting or exceeding set targets. In large silo-structured organisations, divisions are particularly focused on their own targets and responsibilities. This may result in a diminished view of the effect their strategies and processes may have on overall stakeholder value. These divisions execute strategies to enhance the achievement of their own goal. The execution of these strategies sometimes hampers other divisions in meeting their goals. The net effect of this hampering may result in reduced stakeholder value. A mechanism is needed through which organisational divisions can evaluate the systemic environment, in order to identify hampering processes. The case may be that their processes are hampering other divisions, or that their processes as such are being hampered. The main objective of this research study was to develop such a mechanism. This mechanism emerged through a framework which can be used during investigations of hampering processes. Such investigation is conducted by following six predefined steps to guide the investigator in identifying the hampering factors. This framework was developed by combining primarily three disciplines: Systems thinking, Performance evaluation and Supplier perceived value. The evaluation framework was validated through three case studies. In all of the cases the framework delivered the expected result. It is thus concluded that organisations can apply the framework to help identify systemic environmental factors that may hamper business processes. / AFRIKAANSE OPSOMMING: Prestasiebestuurstelsels maak ʼn integrale deel uit van die meeste organisasies. Prestasiebeoordeling word op alle vlakke van bestuur ingespan om die verlangde gedrag aan te moedig. Sake-eenhede, departemente en individue word vergoed indien hulle die gestelde doelwitte haal of oorskry. In groot silo-gedrewe organisasies is afdelings grootliks gefokus op hulle eie verantwoordelikhede en om hulle eie doelwitte te bereik. Gevolglik verminder dit soms die uitwerking wat die uitkomste van hulle strategieë en prosesse het op die belanghebbendes van die organisasie. Hierdie afdelings voer dus strategieë uit om hulle eie doelwitte te behaal. Soms verhinder hierdie strategieë ander afdelings om hulle doelwitte te bereik. Die basiese effek hiervan kan wees dat minder waarde aan die belanghebbendes deurgegee word. ‘n Organisasie het dus ʼn meganisme nodig om die sistemiese omgewing mee te evalueer en sodoende prosesse te identifiseer wat belemmer is of wat belemmering kan veroorsaak. Die hoofdoel van hierdie navorsingstudie was om so ʼn meganisme te ontwikkel. Hierdie meganisme het na vore gekom in ʼn raamwerk wat tydens ondersoeke gebruik kan word om belemmering te identifiseer. Die raamwerk is ontwikkel deur hoofsaaklik drie dissiplines in gedagte te hou: Sistemiese Benadering, Prestasie-beoordeling en die Begrip van verskafferwaarde. Die raamwerk is aan die hand van drie gevallestudies getoets en in al drie gevalle het die raamwerk die verwagte resultate opgelewer. Die gevolgtrekking is dus gemaak dat organisasies wel die raamwerk kan toegepas kan om die sistemiese omgewing te evalueer en sodoende die belemmering van prosesse op mikrovlak uit te wys.

The present study focuses on the research and evaluation of a profit- and/or result-sharing plan (PRSP) applied during 7 years at the CERTHIL Company. Multi-variable and descriptive analyses were the methods used. The objective of the research was to propose a methodology that would facilitate the implantation and evaluation of future profit-sharing plans at other companies. It is classified as a quantitative study. A questionnaire (Likert scale) was given to directors and collaborators of CERTHIL and directors of the company CERMISSÕES, which intends to implant the PRSP. The evaluation of indicators by the multi-variable analysis allowed for the selection of an ideal group of variables for analysis. The factorial analysis enabled the identification of the degree of importance of each indicator analyzed, facilitating the study of those indicators that have greater and lesser influence in the plan. The analysis of the principal components allowed for the reduction and identification of variables of greater statistical relevance, that better explain the factors to be analyzed and identify those that will maintain greater management control. The methodology proposed proved to be important and highly applicable in the evaluation and implantation of Profit- and/or Result-Sharing plans. This method can be used as a tool to monitor performance indicators applied to the PRSP and contribute to business planning. / O presente estudo concentra-se em uma pesquisa e avaliação do plano de participação nos lucros e resultado PLR aplicado há 7 anos na CERTHIL. Utilizou-se os métodos de análise descritiva e multivariada. O objetivo da pesquisa é avaliar os critérios do PLR por meio dos indicadores de desempenho aplicado aos processos produtivos. Classifica-se como pesquisa quantitativa. Aplicou-se um questionário valendo-se de uma escala Likert onde foi aplicado junto aos gestores e colaboradores da CERTHIL e gestores da CERMISSÕES - que pretende implantar a PLR. A análise descritiva foi útil para fazer o comparativo do entendimento e opinião dos respondentes de ambas as cooperativas sobre a PLR, quanto a sua implantação, influência na qualidade, lucratividade, gestão administrativa, motivação, relacionamento e comprometimento. A avaliação dos indicadores, através da análise multivariada, possibilitou selecionar um grupo ideal de variáveis para análise. A análise fatorial proporcionou a identificação do grau de importância de cada indicador analisado, facilitando o acompanhamento dos indicadores que influenciam em maior e menor importância na composição do plano. A análise de componentes principais possibilita reduzir e identificar as variáveis de maior relevância estatística, que mais expliquem os fatores a serem analisados e identifiquem as que deve manter um maior controle gerencial. Os procedimentos multivariados confirmam sua importância e aplicabilidade na avaliação e implantação de planos de participação nos lucros e resultados nas empresas. Pode-se utilizar,esse método, como ferramenta para monitorar indicadores de desempenho aplicados a PLR e contribuir na gestão administrativa.

Com base na relevância dos estudos da inovação como elemento que contribui para o desenvolvimento econômico e na teoria da Visão Baseada em Recursos, que apresenta os recursos estratégicos da firma como uma fonte para obter vantagens competitivas, este trabalho tem como objetivo principal investigar as inovações em produtos pela perspectiva da Visão Baseada em Recursos, especificamente nas microcervejarias do Rio Grande do Sul. O método selecionado foi a pesquisa qualitativa exploratória e descritiva com estratégia de estudo de caso e método de coleta de dados por meio de entrevistas semiestruturadas, aplicada aos gestores das microcervejarias que tiveram o reconhecimento dos seus produtos em premiações nacionais ou internacionais. A análise de dados se deu pela interpretação das transcrições das entrevistas. A categorização foi estabelecida previamente para atender a três objetivos específicos propostos: identificar as inovações em produtos nas microcervejarias do Rio Grande do Sul; identificar os recursos explorados pelas microcervejarias que geram a inovação; e, identificar os recursos que têm potencial para gerar vantagem competitiva sustentável. Como resultado, foi possível identificar as inovações em produtos na embalagem, quantidade de envaze e no que tange a cor, a textura, o aroma e o sabor, dentro dos estilos das cervejas produzidas. Foram identificados como recursos físicos para a inovação em produto a localização geográfica, o acesso à matéria-prima, a estrutura fabril e o laboratório cervejeiro. Os recursos humanos aparecem no processo de desenvolvimento dos novos produtos na forma de troca de experiências entre funcionários e sócios, cursos técnicos e a troca de experiência com mestres cervejeiros e demais colaboradores de empresas parceiras, incluindo outras microcervejarias. Como recursos organizacionais identificados estão a relação entre grupos da firma com o ambiente externo. Quanto aos recursos financeiros destaca-se o planejamento ligado à aquisição de recurso físico, em especial para a compra de matéria-prima, como facilitador da inovação. Os recursos que passaram pelo modelo VRIO e que geram a inovação em produto com características imperfeitamente imitáveis apontados pelos entrevistados são os recursos organizacionais e humanos. A ação de interação entre as microcervejarias é baseada em conhecimentos tácitos e ocorre de forma informal. A característica dos recursos organizacionais identificados usa a estratégia para a criação de novos produtos que podem gerar vantagem competitiva sustentável, apoiada nas redes de inovação e na reputação do produto frente aos canais de distribuição. / Submitted by Ana Guimarães Pereira (agpereir@ucs.br) on 2016-09-12T14:14:11Z No. of bitstreams: 1 Dissertacao Greice Daniela Back.pdf: 1921749 bytes, checksum: ea0004c000f22adc0aa9e85960d6a1b0 (MD5) / Made available in DSpace on 2016-09-12T14:14:11Z (GMT). No. of bitstreams: 1 Dissertacao Greice Daniela Back.pdf: 1921749 bytes, checksum: ea0004c000f22adc0aa9e85960d6a1b0 (MD5) Previous issue date: 2016-09-12 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior, CAPES. / Based on the relevance of studies of innovation as an element that contributes to economic development and the theory of Resource Based View, which presents the strategic resources of the firm as a source for competitive advantage, this paper aims to investigate the innovations in products from the perspective of Resource Based View, specifically in Rio Grande do Sul microbreweries. The selected method was the exploratory and descriptive qualitative research with case study strategy and data collection method through semistructured interviews, applied to microbreweries managers that had recognition of their products in national and international awards. Data analysis was done through the interpretation of interview transcripts. The categorization was previously established to answer the three specific objectives proposed: identify the product innovations in Rio Grande do Sul microbreweries; identify the resources explored by microbreweries that generate innovation; and identify the resources that have the potential to generate sustainable competitive advantage. As a result, it was possible to identify the product innovations in packaging, bottling and quantity when it comes to color, texture, scent and flavor within the styles of the beers produced. It was identified as physical resources in product innovation, geographic location, access to raw materials, the industrial structure and the brewing lab. Human resources appear in the development process of new products in the form of experience exchange between employees and partners, technical courses and the experience exchange with brew masters and other partner employees companies, including other microbreweries. As organizational resources identified are relationship between company groups with the external environment. As for financial resources stands out planning on the acquisition of physical resource, especially for the purchase of raw material, as a facilitator of innovation. The resources that have gone through VRIO model and that generate innovation in product with imperfectly imitable features mentioned by respondents are the organizational and human resources. The action of interaction between the microbreweries is based on tacit knowledge and occurs informally. The characteristic of the identified organizational resources uses the strategy to create new products that can generate sustainable competitive advantage, based on an open innovation and reputation of the product ahead to distribution channels.

Dans le cadre de l’informatique décisionnelle, la programmation physico-financière doit permettre à des acteurs d’une collectivité provenant de divers domaines de faire converger leurs problématiques vers un objectif commun. L’une des principales difficultés de la modélisation d’une programmation physico-financière est que chaque acteur exprime ses problématiques dans des échelles de temps différentes. Dans cette thèse CIFRE, un métamodèle de calcul en temps continu appliqué à la programmation physico-financière est proposé afin de permettre aux acteurs de regrouper leurs visions dans un modèle unique, tout en se plaçant sur des échelles de temps différentes. La modélisation continue développée est confrontée à la modélisation discrète (représentative de l’état de l’art) au travers d’un cas d’étude, montrant les avancées de la première vis-à-vis de la seconde. Ce métamodèle innovant a été implémenté au sein de la société MGDIS, dans le cadre d’une convention CIFRE, à l’aide d’une architecture orientée service. Cette architecture se base sur un style innovant conçu dans cette thèse afin de maximiser la capacité à paralléliser l’évaluation des modèles. La solution développée dans cette thèse a été conçue pour permettre la programmation physico-financière de gros volumes de données à l’échelle réelle. Elle a été validée sur un cas d’étude et répond aux exigences exprimées par les experts de la modélisation de programmation physico-financière de MGDIS qui ont émis un avis positif quant à l’applicabilité de la solution proposée. / In the scope of Business Intelligence, planning aims to support multiple actors in their process of converging different views and problematics from different domains to get a shared business planning model. A major difficulty in business planning is that each actor states her/his views and problematics with a different time scale. Integrating them into a unique model that represents a common state of reality becomes very costly and awkward to manage when basing the construction of these models on discrete modeling techniques used by current tools of business planning. This doctorate thesis proposes a novel solution, beyond the state-of-the-art, for addressing these issues: it conceives a novel metamodel based on a continuous time calculus. Through the developed approach, it allows multiple actors to integrate the different business logics of their planning domain in a shared model as well as to observe it from different time scales. The advantages of our solution based on continuous time against solutions based on discrete time are presented through a case study. The conceived metamodel was implemented within a real industrial set in MGDIS (a company specialized in business planning for local governments) following an innovative service oriented architecture: this architecture segregates the modeling from the evaluation to allow the parallelization of model evaluation for big volumes of data. The overall solution conceived and implemented in this thesis was designed to be a real scale prototype to be applied to real scale problems. Besides the case study, it was validated by MGDIS experts on business planning against real requirements.

A number of authors have portrayed leadership as a vital factor in the success or failure of an organization. Hence Bass (1994; 1997) believes that excellent organizations begin with excellent leadership and organisations reflect their leadership (Maritz, 1995). Therefore, successful organisations reflect their leadership (Maritz, 1995). In an attempt to investigate the aim of this research, various performance and leadership concepts and theories were investigated: the trait concept, behavioural approaches and situational/contingency approaches. Every one of these theories gave a different explanation to leadership. Furthermore, transactional, and transformational leadership were also discussed. The difference between these two models according to Bass and Avolio (1994) is that the work performance of the followers of transformational leadership is usually beyond expectations, while transactional leadership, at best, leads to expected performance. In terms of performance, it is argued that employee work performance can lead to a successful organisational performance. This is because several organisations attribute their business success to the work performance of their employees. According to Collis and Montgomery (1995) employee work performance has a major positive influence on organisational performance. Nevertheless, the accomplishment of an organisation is dependent on the leader’s ability to enhance human resources; hence “effective organisations require effective leadership” (Maritz, 1995). Transformational leadership was identified as the effective leadership style that can motivate workers to improve on their performance by instilling trust and confidence in them. Transformational leadership is superior to both transactional and non-transactional leadership because it makes workers loyal to the mission and vision of their organizations. Bass (1990) states “that the leadership research over the years has proved that loyalty is more powerful than tangible inducements.” Furthermore, non- transactional leaders avoid decision making, allowing their subordinates to take charge of the work process (Bass 1990). This research focuses on the relationship between leadership and employee work performance in a Nigerian Courier Company. In addressing this aim, a Nigerian Courier company was selected as the research context because of its success in the Nigerian turbulent business environment that is plagued by the country’s economic, social, and political troubles (McKern, Meza, Osayande and Denend, 2010). The research hypothesis of this research was generated to investigate leadership and employee performance. Leadership and performance were also identified as the research independent and dependent variables. Thus the research hypotheses were as follows: Hypothesis 1. Null Hypothesis: There is no significant positive linear relationship between employee performance and transformational leadership Alternative Hypothesis: There is significant positive linear relationship between employee performance and transformational leadership Hypothesis 2. Null Hypothesis: There is no significant positive linear relationship between employee performance and transactional leadership Alternative Hypothesis: There is significant positive linear relationship between employee performance and transactional leadership Hypothesis 3. Null Hypothesis: There is no significant positive linear relationship between employee performance and non-transactional leadership. Alternative Hypothesis: There is significant positive linear relationship between employee performance and non-transactional leadership. The general methodology included the use of a valid and reliable instrument known as the Multifactor Leadership Questionnaire (MLQ) and the company’s performance appraisal process. These instruments were used to collect information about employee work performance. The validity and reliability of the MLQ is not in doubt because it was formulated from the full range leadership development theory of Bass and Avolio (1997) and has been used extensively worldwide (Bass and Avolio, 1997). The research data was analysed using Statistica (StatSoft, 2011). Once the data was imported the necessary leadership factors were calculated as per the MLQ scoring key. From the eight factors a further three factors were generated namely transformational, transactional and nontransactional leadership. The data was checked and described using frequency tables and descriptive statistics, followed by correlation matrices coupled with their corresponding scatter plots. The research data was tested for consistency and reliability. Sekaran (2000) states that in order to determine the reliability of a measure one needs to test for both consistency and stability. For this research, linear correlation and regression analysis was used. The outcome of the first investigated hypothesis confirmed that there is a strong significant, positive linear relationship between employee performance and transformational leadership (ρ<0.0001). However, the findings on the null hypothesis, states that transformational leadership has no significant positive linear relationship with employee performance. The null hypothesis is REJECTED, because the model is significant at ρ<.0001. Thus, the alternative hypothesis is ACCEPTED because it concludes that there is sufficient evidence, at the 5% level of significance, that there is significant positive linear relationship between employee performance and transformational leadership. The second hypotheses found that with 5% level of significance there is no significant positive linear relationship between transactional leadership and employee performance (ρ =0.317). It must be noted that since the correlation is not significant the null hypothesis which states that there is no significant positive linear relationship between employee performance and transactional leadership was NOT REJECTED. The outcome of the third hypotheses support the null hypothesis, because the negative linear relationship between employee performance and non-transactional leadership is not significant (ρ = 0.6718). This informed the conclusion that at the 5% level of significance, there is no positive linear relationship between non-transactional leadership and employee performance. The findings of this research favour the conclusion drawn by Brand, Heyl and Maritz (2000) that suggested a more significant relationship between transformational leadership and employee performance, than any other leadership style. Evidence put together in the retail and manufacturing sector of South Africa, and the armed forces of the United States of America, Germany and Canada, point in the direction of the strong, positive effects of transformational leaders (Brand, et al., 2000). Again the effectiveness of transformational leadership can be reinforced by the research directed by Ristow, Amos and Staude (1999), which resolved that the effectiveness of transformational leadership was greater in a South African cricketing environment. Hayward, Davidson, Pascoe, Tasker, Amos and Pearse (2003) conducted research in a pharmaceutical organisation and found a positive linear relationship between transformational leadership and employee work performance. These research outcomes clarify the investigation by Pruijn and Boucher (1994) which established “that transformational leadership is an extension of transactional leadership” (Bass, 1997). The difference between these two models according to Bass and Avolio (1994) is that the work performance of supporters of transformational leadership is usually beyond expectation, while the behaviour of the supporters of transactional leadership, at best, leads to anticipated work performance. This research will be used to improve the relationship between the leaders and employees of the courier company under investigation. It will be useful for the placement of individuals to leadership positions in the company. It will also impact on how future leadership training will be conducted by the company, and of course add to the body of knowledge. This is supported by research conducted in the service sector which states that “transformational leadership affects performance over and above transactional leadership” (Geyery and Steyrer, 1998).

The primary purpose of the study was to investigate the extent to which the Nkonkobe Local Municipality is able to meet its obligations in terms of the LGTAS - specifically as a rural municipality. Further to investigate what impact, if any, the Report on the State of Local Government in South Africa has had on the municipality. The study moved from the premise that municipalities are different, and that a rural municipality’s response to service delivery and the LGTAS, should be understood in the context of additional challenges, because of its remote locality. The study therefore is based on the assumption that the Nkonkobe Local Municipality has not been able to fully meet the objectives, as they are contained in the LGTAS that was approved by Cabinet in December 2009. The study proposed to give a background of the origin of municipalities and evolution and transformation of Developmental Local Government in South Africa. The in-depth literature review was undertaken on Developmental Local Government to achieve the objective of the study. Local Government Turnaround Strategy analysis with reference to Nkonkobe Local Municipality is also presented to test the proposed hypotheses. The empirical survey and research methodology used in the study is described and explained in-depths and followed by data collection in a form of a questionnaire. The research findings of the empirical survey are then analysed and reported in statistical form. In the final chapter; recommendations are presented based on the empirical survey findings through the respondent’s inputs in the questionnaire. Recommendations are also presented on how Nkonkobe Local Municipality can improve its business to achieve the objectives of LGTAS.

The telecommunications landscape in South Africa is changing. The monopolistic nature of the sector, previously dominated by Telkom has come to an end. Telecommunications companies, in particular SMMEs face the opportunity as well as challenges to find new ways of doing business successfully in this changing landscape. The research problem states a business model for SMMEs in the telecommunications sector. The author’s research is aimed to assist SMMEs in this sector to reposition them and be successful. The literature review focused on the local telecommunications market in South Africa, a comparisons between telecommunications markets in relation to other countries with similarities in their telecoms sectors as well as the opportunities and challenges SMMEs face in the market space. Regulation and new technologies pose opportunities but also potential dangers for business owners to conduct business. Traditionally, a typical resell model would be fully dependant on the way the monopolist determined the shape and structures of small companies, but the research indicated innovation and creativity will be the drivers to be successful today. The research design was done by using a survey questionnaire to telecoms end users. The literature review and a survey aimed at the consumer market were done and the findings highlights focus areas where SMMEs need to direct their energy and resources in to establish the business model. With reference to both the literature review and the empirical findings, the business model can be formulated and supported by a strong entrepreneurial person or group of people. In addition, the recommended business-level strategy is an integrated and coordinated set of commitments and actions the SMMEs will use to gain a competitive advantage by exploiting core competencies in specific telecoms markets.

Increasing competitive pressures on most markets force companies to continuously review the effectiveness and efficiencies of their operations. Traditional approach to business planning is becoming insufficient to cope with growing requirements on operational excellence. Concept of Integrated Business Planning (IBP) -- constituting the latest development stage of well-known Sales and Operations Planning (S&OP) -- is proposed as the right response on how to master the challenges of globalized economy in this field. The thesis combines theoretical analysis of inefficiencies of traditional S&OP with applied research realized on the case from real business environment. Microeconomic optimization models are employed to demonstrate the sub-optimal outcomes resulting from the lack of cross-functional integration and potentially antagonistic incentives in business planning. Overview of latest best practices in this area further complements the theoretical part of the thesis. Empirical part of the study summarizes author's experience from leading the large scale implementation of IBP concept in the multinational company. Theoretical assumptions of financial benefits of IBP implementation are tested against empirical observations via usage of statistical apparatus. This part may also be viewed as detailed guideline describing the project of IBP implementation. As a result, integrated approach to business planning proves to bring measurable financial as well as non-financial improvements for the company.

The purposes of this dissertation were to define enterprise resource planning (ERP) systems, assess the varying performance benefits flowing from different ERP system implementation statuses, and investigate the impact of critical success factors (CSFs) on the ERP system deployment process. A conceptual model was developed and a survey instrument constructed to gather data for testing the hypothesized model relationships. Data were collected through a cross-sectional field study of Indian production firms considered pioneers in understanding and implementing ERP systems. The sample data were drawn from a target population of 900 firms belonging to the Confederation of Indian Industry (CII). The production firms in the CII member directory represent a well-balanced mix of firms of different sizes, production processes, and industries. The conceptual model was tested using factor analysis, multiple linear regression analysis and univariate Anova. The results indicate that the contributions of different ERP system modules vary with different measures of changes in performance and that a holistic ERP system contributes to performance changes. The results further indicate that the contributions of CSFs vary with different measures of changes in performance and that CSFs and the holistic ERP system influences the success achieved from deployments. Also, firms that emphasize CSFs throughout the ERP implementation process achieve greater performance benefits as compared to those that focus on CSFs during the initial ERP system deployment. Overall, the results of the study support the relationships hypothesized in the conceptual model.