The research study and findings presented in this work underscore the necessity to design and develop effective strategies for inter-paradigm dialogue and discourse for peacebuilding. The study argues that adoption and application of appropriate dialogue strategies impact and engender the nurturing and emergence of a culture of leadership that can foster sustainable peace. Dialogue and discourse processes are considered as being intricately connected to processes of conflict transformation and resolution, and linkages of dialogue, peacebuilding and leadership are mirrored in macro- and micro- spaces of engagement, namely, much contested cultural, political and economic spaces in which myriad and diverse perspectives reside. The potential for peace, it is argued, substantially lies in the formulation and design of contextually-relevant frameworks for equitable and sustainable socio-economic development, and macro-micro intersections play themselves out in the dialogue field within which societies and individuals can seek and strive to anticipate, accommodate, attain and enact their life wisdoms into peaceful systems of co-existence. This view also speaks to the issue of how consensual and sustainable global and regional collaborative enterprise requires the parallel accompaniment of well-configured partnerships in support of cultural responsiveness and social cohesion. Through discussion of appropriate methodologies of dialogue and discourse, the identification and statement of objectives for this study, as well as the design, elaboration and configuration of its research framework, aimed to contribute towards furthering debate surrounding the integration of prevailing theoretical approaches, in order to gain a better understanding of the linkages and dynamics between peacebuilding initiatives, conflict resolution processes, and effective and sustainable leadership. Dialogue is adopted as the key component in the design of an effective model and architecture for peace building. The enquiry underscores emerging gaps that require addressing, and which may then highlight zones of ambiguity, or dialectics between action and practice, and between researcher and practitioner.

Continuous innovation provides competitive advantage to organisations. Teams are considered as a vehicle for achieving innovative objectives, provided that they implement projects successfully. Several studies reported requirements on what constitute the most suitable team composition to ensure innovation success. The question remained unanswered as to what could be considered to increase the possibility and probability of innovation implementation team success. It was evident from the literature review that solutions could be provided should such challenges be viewed from a multi-disciplinary perspective. The emphasis and impact of team members' emotions were emphasised as an additional insight into optimising success for implementing innovation projects. The theoretical framework guiding this study was the Emotional Style Theory of Davidson and Begley (2012). This affective neuro scientific theory was approached from an industrial psychologist point of view. This research introduced the concept of emotive outlook depicting six constructs namely: mental acuity, self/reality orientation, emotional fitness/change agility, emotional management(self), social sensitivity and sensitivity to context. The study's main contribution was examining and comparing the emotive outlook profiles and patterns of successful and unsuccessful innovation project implementation teams, within the financial services industry. Data was collected from an International Case (providing data from a multi-national company's operations in nine African countries) and a National Case (providing data from three Namibian Institutions). The total sample size was 169 participants. In this mixed methods convergent parallel design study, the quantitative results of certain assessments and the qualitative findings utilising semi-structured interviews and focus group discussions were merged, at the interpretation stage. The purposes of complementarity, completeness, diversity and compensation were achieved when the results were merged. The major contributions of this study were the findings that successful innovation implementation teams were characterized by intra-psychological strengths and cognitive abilities. The research findings concluded a weak focus on interpersonal aspects and team dynamics. The strengths of teams were found to be a reflection of the individual team members' strengths (mental acuity, emotional self-management, self-awareness and emotional intelligence). This led to postulations regarding team dynamics for innovation implementation teams and the importance of separating these teams from, for example, the creative teams in the innovation process. The context which could contribute to the success of these teams was highlighted by the qualitative strand of this research. The knowledge contribution of this study was the prioritising of the emotive outlook constructs presented as a formula. From a scholarly point of view mixed methods research was presented as an exciting methodological choice addressing business challenges. Practice implications were presented on team as well as Innovation Sponsors/ Champions selection criteria and Generation Y. Importantly, interesting areas for possible future research considerations were opened by this study.

This study investigated the impact of the multiple currency system on the performance of the stock market in Zimbabwe. In particular, the study assessed the major determinants of stock market performance in the multiple currency environment in Zimbabwe, the impact of external factors, as well as the push and pull factors determining foreign investor participation in the Zimbabwean stock market. The study was motivated by the poor performance of the stock market experienced during the multiple currency system, despite some positive developments in the economy such as a positive growth trajectory and low and stable inflation rates of below 5%. The poor performance of the stock market thus underscores the need to understand whether the multiple currency system had an impact on the stock market. While some studies have looked at the impact of macroeconomic factors on stock markets, there is a possibility that due to the uniqueness of the Zimbabwean economy presented by the multiple currency system, existing studies may no longer be relevant in explaining the impact of the macroeconomic factors on stock market performance. Therefore, a gap exists in the economic literature on the potential impact of the multiple currency system in a dollarised economy such as Zimbabwe. The contribution of this study is therefore to assess the determinants of stock market performance under the multiple currency system in Zimbabwe, given its uniqueness. In addition, it adds to the existing empirical financial markets literature on how the multiple currency system influences the transmission mechanism of macro-economic factors on stock market performamce in Zimbabwe. The study applied a panel regression model on all the 54 listed companies operating on the Zimbabwe Stock Exchange, using quarterly data from 2009 to 2016. The study estimated the model using the OLS estimation method. For robustness checks, the study also used the Two Stage Least Squares (TSLS) and the General Methods of Moments (GMM) estimation methods. The results indicated that money supply, domestic interest rates and foreign interest rates were significant factors influencing stock market performance in Zimbabwe under the multiple currency regime. Further, in order to ascertain the validity of the results, a bootstrapping procedure was applied, which confirmed the results obtained in the panel regression model. On the impact of external factors on stock market performance, the stock market index was regressed against the external shocks, namely foreign interest rates, commodity prices, the volatility index which reflected movements in global stock markets, as well as domestic control variables, including domestic economic growth and money supply. The results indicated that only foreign interest rate had a direct influence on stock market performance whilst other external factors were statistically insignificant. It was found, however, that commodity price had an indirect impact on the stock market through its influence on economic activity and its influence on money supply. The results thus show that the multiple currency system influences the stock market through its impact on money supply in the economy. With regard to the push and pull factors influencing foreign investor participation, the value of shares bought by foreigners was regressed against the stock market index, the volume of manufacturing index representing economic conditions in Zimbabwe or pull factors, and foreign interest rates, with the volatility index representing the push factors from the global markets. The results indicated that only the stock market index was important in influencing foreign investor participation, while economic growth and foreign factors such as the volatility index and foreign interest rates were not significant. This could be explained by the low liquidity in the economy, which tends to depress stock prices. Overall, money supply is a major factor that influences stock market performance in Zimbabwe; the multiple currency system affects the liquidity conditions and hence money supply in the economy. The study, therefore, recommends the implementation of policies aimed at easing the liquidity conditions in the economy so as to stimulate economic activity. The study also recommends the removal of restrictions that deter foreign investor participation in Zimbabwe.

At a theoretical and practical level of inquiry, the research presented in this thesis explores the potential of women's contributions to epistemology and knowledge for enhanced leadership, organisational performance and sustainable processes of socio-political transformation. The research inquiry is informed by a commitment to promote diversity, equity and sustainability, and prompted by the need to investigate women's continued low representation at senior and leadership levels in organisations, and characteristics of persistent gender bias. The main focus of the practical research is the experience of women in senior and leadership positions in organisations. The practical research inquiry focuses on how organisations facilitate or impede women's contributions to knowledge and leadership processes at senior and leadership levels. The objective of the research was to identify organisational facilitators and obstacles that respectively support or constrict women in senior and leadership positions, particularly with reference to the motivations, collegial relations and decision making capacity of women in leadership. A main stipulation of the research theoretical discussion is that current emergence of knowledge economies and societies, in environments of complexity and uncertainty, presents an opportune moment to explore diverse knowledges which may enhance leadership, organisational innovation and performance, as well as sustainable processes of socio-political transformation. In particular, focus is on the potential of women's contributions to knowledge and leadership towards expanded and alternative epistemologies and theoretical frameworks, conceptual models and practical approaches for improved organisational performance and sustainable socio-political transformation. The principal context of interest is Africa, motivated by optimism related to positive patterns of recent economic growth, ongoing processes of democratisation, and a youthful population expanding the region's potential. The discussion references widely however (see References and Bibliography), and may be relevantly applied for a variety of international contexts.

Bibliography: p. 348-363. / This study evaluated the effectiveness of a stress reduction intervention (SRI) offered to employees at one worksite where 80 were employed. 41 Volunteers (aged 21-65) participated in Transcendental Meditation (TM), and 18 (aged 19-46) in Progressive Muscle Relaxation (PMR). Two groups did not attend the SRI. These were 11 non-volunteers for the SRI (aged 25-58) who served as on-site controls, while 16 outside attendees (aged 27-44) of a personal productivity workshop served as offsite controls. All subjects completed a standardised stress symptoms questionnaire (SCL-90-R) before and after the SRI. On-site subjects also had blood pressure, heart and breath rates measured by a trained nurse and completed a company climate questionnaire-before and after the SRI. Structured interviews were conducted at three year followup. An hypothesis that test groups would show significant reductions in psychological stress symptoms was supported at 6-week (TM p<0,0001, PMR p<0,001) and 5,5 month followup (p<0,0002, paired-t). TM groups showed significant reductions in blood pressure at 5,5 month followup (p<0,05). Overall company climate showed improvement at 6 weeks which tended to reverse at 5,5 months, following retrenchment of 10 staff. Psychological and physiological variables were found to be positively correlated. Non-volunteer on-site controls appeared to benefit almost as much as those who received training, whereas off-site controls did not. Company effectiveness improved over three years following the intervention though causality was not addressed.

Organisations are increasingly committing to ambitious new environmental and social sustainability goals that will necessitate employees across the organisation changing their workplace behaviours. While both practitioners and scholars recognise the benefit of integrating sustainability into everyday work, we have less of an understanding about the antecedents of employees' sustainability behaviours. The psychological literature identifies efficacy - the perception of one's own ability (self-efficacy) and one's group's ability (collective efficacy) to complete a task successfully - as a measurable predictor of behaviour. It also empirically identifies efficacy builders and theorises judgements that give rise to efficacy. Yet, efficacy (at least that which is strongly predictive of behaviours) is task specific and we lack constructs for self- and collective efficacy for sustainability (SES and CES), and their corresponding measures. We also lack an empirically grounded understanding of the judgements that give rise to an individual's SES and CES. This results in two questions: 1) How do we define and measure SES and CES, and 2) what are the judgement factors that lead to SES and CES? To address the first question, I defined these constructs and developed and refined two scales (one each for SES and CES). I undertook preliminary item testing and refinement, assessed scale reliability and validity (Cronbach's alphas of 0.926 for SES and 0.941 for CES), and established construct, convergent and divergent validity through two rounds of testing with acceptably-sized samples. I then trialled the scales in a live corporate environment (Finco) with 781 respondents, further establishing face validity and practical workability. I also conducted a smaller test with MBA students (n=72) to collect qualitative data related to the scales' items. The result is an abbreviated five-item version and a full nine-item version of each of the SES and CES scales, accompanied by implementation guidance. To address the second question, I analysed the qualitative data collected during the scale trialling, as well as data from twelve interviews with Finco and MBA survey respondents. This resulted in a model highlighting eight judgement factors that give rise to SES and four for CES. I thus offer a scholarly and practically relevant set of constructs, measures, and antecedents to assess and enhance employees' efficacy for sustainability behaviours.

Includes bibliographical references (leaves 177-187). / This study develops a theoretical framework for Broad-Based Black Economic Empowerment, using a Human Capital Development approach. This framework is then employed to evaluate the Codes of Good Practice on Broad Based Black Economic Empowerment (BBBEE) (Department of Trade and Industry, 2005; 2007). A 'mixed methods research approach' is utilized, in some kind of triangulation. Three research methods are used starting with focus groups; then content analysis and finally descriptive analysis. Phase one utilizes focus groups to construct the key elements of the Draft BBBEE Scorecard for Employment Equity; Skills Development and Organisational Transformation (2005). In phase two, content analysis (documentation analysis) is applied to compare and contrast the draft BBBEE Scorecard of 2005 with the final BBBEE Scorecard of 2007, using the human capital development framework for the propositions. The third phase is designed to test proposition three, which enquires into the actual implementation of BBBEE by employers. This phase utilizes secondary data from various official reports of the Commission for Employment Equity (2000-2007) to measure the nature and extent of progress on Employment Equity; Skills Development and Management Control by employers, in relation to the BBBEE policy and its targets. The BBBEE Scorecards for Employment Equity and Skills Development are found to be generally in line with human capital development principles. The Organisational Transformation Index that was in the 2005 Draft BBBEE Scorecard is found to be a useful mechanism for moving away from a transaction-based approach to BBBEE toward a transformation-based approach. To this effect, the absence of the Organisational Transformation Index in the final Codes and Scorecards of 2007 is lamented. A recommendation is made for more emphasis to be placed on the transformation of companies/ organisations. The leadership role of Chief Executive Officers and their top management in the BBBEE process is propagated. At the leadership level, the Transformational Leadership approach is posited as the one that holds a better chance of driving BBBEE successfully. Quo Vadis; the study recommends two different theoretical frameworks; a Human Capital Development framework for BBBEE at the macro-level (national policy and strategy) and the Transformational Leadership-Organisational Transformation one at the micro-level. BBBEE, it is held; ought to be integrated into the country's new National Industrial Policy Framework. Conversely, the BBBEE targets and goals should also be aligned to the country's long-term socio-economic growth strategies.

Includes bibliographical references. / Scenario planning has steadily grown to become a significant part of business and organisational foresight processes, particularly where planning situations demand approaches beyond traditional forecasting, due to extent of uncertainty variables or length of future time under consideration. However, despite general consensus as to the importance of the scenario approach in general, and rapid growth in both theory and practice in the field, fundamental questions remain over which situations are most tractable to scenario planning and why; and, in the face of uneven success in application, which among an apparent myriad scenario planning approaches best serves different planning situations, or organisations holding different goals. This dissertation makes an intervention into this problem, investigating to what extent scenario planning projects can be separated by underlying project purpose, and, based on original primary case studies and case-based structured interviews, finds that two meta-categories of purpose exist, which are here referred to as 'adaptive' and 'visionary-advocacy' purposes. It is argued that a purpose-based distinction of scenario modes provides part-explanation of the effective basis, or absence thereof, of scenario work for different situations - a basis which is achieved via congruence of scenario project purpose with (a) underlying organisational planning purpose, and (b) the extent of organisational influence over external conditions, including macro-variables of change, that constrain it. These findings suggest additions to scenario method as currently understood, particularly pre-project analysis (audits) of both an organisation's planning purpose and its external constraint conditions, to ascertain the presence of absence of necessary congruencies, so as to inform adoption of the purpose platform (and allied methodology) more likely to produce successful outcomes in application.

Includes bibliographical references. / This thesis analyses the impact of strategy on the financial performance and risk of industrial firms quoted on the Johannesburg Stock Exchange over the period 1970 - 1976. This is the first study investigating the impact of strategy on economic performance in a developing economy and which utilizes a managerially orientated view of diversification to assess the association between strategy, performance and systematic risk. The strategic categorization scheme employed is based-on a-methodology which is common to exploratory studies carried out in more developed economies. Firms were placed into strategic categories based on the extent, manner and type of diversification that they exhibited. Four major and nine subcategories were identified. The results showed that South African industrial firms are not highly diversified and the composition of the firms suggest that they are at a stage of development that is comparable to that of the developed economies in 1950 when measured on the extent and manner of diversification. The growth and return performance of both major and sub-categories were analysed and a number of hypotheses were tested. The results showed that here are significant differences in performance between the categories and that utilizing the strategy classification system it was possible to distinguish between categories. In addition, the ranking of strat8gies, based on performance was -found to differ significantly from the United States research findings. An important aspect of the study was the evaluation of risk based on strategy.

Includes bibliographical references. / Experiential learning is a well-known learning theory that underpins management development. This study presents a causal theory that is based on experiential learning and explains why some students experience a transformational learning experience that increases their management effectiveness and others do not. This theory was developed within a critical realist ontology and it used a constructivist grounded theory methodology to emerge the key variables that formed the theory. Prior to the grounded theory study, a pilot study was conducted to develop the conceptual framework for the research. This pilot study included approximately 240 research participants from within the classrooms in my work context. The conceptual framework facilitated the development of the key research question: How do engaged, learning ready students, who can manage their own learning process, undergo transformational learning experiences that increase management effectiveness?