Thesis (M.Arch. (Professional))--University of the Witwatersrand, Faculty of Engineering and the Built Environment, School of Architecture and Planning, 2016. / In Johannesburg, sociability and drinking culture have complex pasts. Beer, especially, is tied up in multiple significances: a prominent role in many traditional African cultures; later, co-opted as a means of control by South Africa’s former government; rising as a strong socially cohesive identifier in emerging popular culture; and now, turning a new face to a culture of experimentation and excellence in the craft of brewing with one foot in the realm of wine snobs, and connoisseurs. I investigate my own family’s history of brewing in seventeenth century England as an introduction to a brief history of two important global, social drinking cultures – Mediterranean and Northern European – and apply this cultural lens to a reading of local, Johannesburg beer drinking. Beer can be understood as a strong symbolic agent in the construction of imagined communities and the realisation of experiences in multiple simultaneities of space and time. I investigate these imagined realities, and interrogate the current disjuncture between the consumption and production of beer. Finally, I propose a hybrid brewing facility as an architectural intervention in Booysens Reserve, a small industrial suburb in the south of Johannesburg, and look towards the unique conditions to explore, and opportunities for intervention which this part of the city, the intersection of multiple cultures, landscapes and industries, has to offer. / GR2017

M.Com. (Transport Economics) / Please refer to full text to view abstract

Thesis (MBA)--University of Stellenbosch, 2009. / ENGLISH ABSTRACT: The research report entailed an investigation into the impact of the historical evolution of SABMiller's corporate strategy on its global expansion, particularly into emerging markets. To this end, the demands of a rapidly changing global world on strategy and the relevance and growing importance of emerging markets to organisations were explored. This entailed amongst others an examination of the considerations when expanding into emerging markets, their characteristics and challenges posed. It was found that in the modern business world, which is characterised by speed, uncertainty and turbulence, strategy implementation and evaluation are as important as strategy formulation. It is vital that an organisation is flexible enough to change its strategic course if necessary and is able to set stretch objectives in order to become more inventive and exhibit more urgency in improving its performance. Today's dynamic environment requires a revitalised approach to strategic thinking and organisations may have to develop new strategic capabilities and cultivate strategic resilience in order to successfully navigate the challenges they face. Increased turbulence and uncertainty are not only characteristics of the global business environment, but in many cases these circumstances are exacerbated in emerging markets. Emerging markets may very well require of organisations to be even more innovative and expand their strategic capabilities, but it was also shown that these markets are becoming increasingly important to organisations. The reasons for a shift in perspectives on emerging markets are varied, including that these markets are no longer regarded as posing an unacceptably high risk, that they offer large markets with high population growth figures and that they often record much higher economic growth figures than mature and saturated markets in developed countries. Data confirms that the economic output of emerging markets as a percentage of global output is steadily increasing, their share of world export is growing and they are major oil consumers. The fast growth of these markets, combined with the potential offered by their size, have led to forecasts that a key group of emerging markets will become the drivers of organisational growth in the foreseeable future. An overview of the factors to be taken into consideration when expanding into emerging markets as well as the implications of expansion shows that organisations are required to be creative and re-assess their own strengths and weaknesses in order to expand their strategic capabilities to be in line with the proposed expansion. Based on a literature review and an examination of case studies of the experiences of organisations which have expanded into emerging markets, a number of findings were made regarding important aspects to concentrate on, best practices and mistakes to avoid when entering emerging markets. This model for success was applied to SABMiller in order to extract lessons learnt from the company's expansion into emerging markets. An analysis of SABMiller's history, its global expansion and its strategy helped provide a picture of how the company evolved and how it thinks and operates. It was found that by the end of the 1980s the company had developed a number of core competencies and strategic capabilities in South Africa that were geared towards expansion in emerging markets. These capabilities included that it understood conditions in emerging markets and was able to deliver high quality and low cost products under particular conditions. Its managers had a "can do"-attitude and the ability to deal with diverse cultures. A number of findings were made on the basis of the analysis of interviews conducted with senior managers at SAB Miller that can be used as general lessons for expansion into emerging markets. These can be grouped into the four themes also used to model the recommendations for success in emerging markets drawn from literature and case studies. Firstly, from an operational point of view, SABMiller developed a number of best practices for operational excellence that were implemented during its expansion. These practices did, however, not become codified or prescriptive to the extent that they restrict local managers and could not be adapted to local circumstances. The best practices were rather used to create an environment which encouraged a quest for the achievement of excellence in collaboration with local expertise. The company gave its managers support in terms of expertise, but also allowed them freedom of action and allowed them to translate best practices into the correct application for a particular context. SABMiller was hungry for opportunities, willing to make mistakes and learn lessons and its business model was flexible enough to allow it to operate under emerging market conditions that presented obstacles to many Western organisations. Secondly, in terms of finances and resources, the company found that even though there might be less information or data available about local markets, it was able to analyse the information with its own tools and based on its own experiences, which made it more valuable. SABMilier also did not apply a generalised approach to emerging markets, but recognised the potential of smaller markets. It was willing to apply custom-made approaches to local markets and was able to craft fit for purpose-solutions based on an understanding that the underlying economic fundamentals underlying emerging markets are different to those in Western markets. It applied financial rigour and built a reputation as an ethical operator focussed on growing sustainable businesses, yet its managers were still comfortable with making gut-feel decisions because they had a good understanding of commercial relationships and economic fundamentals. Thirdly, as far as management lessons were concerned, SABMiller developed a nimble and efficient operating model that gave its leaders the necessary flexibility to make fast strategic moves. The company went looking for opportunities in emerging markets, rather than having a business model that required a market which had to be big enough to sustain a Western way of working. In addition to this, its multi-dimensional approach to operating and setting targets enabled it to seize opportunities where others couldn't, as it was willing to act as local operators, be joint-venture partners or even minority stakeholders. Its view of the beer business as a local business and its practice of executing everything it did in a locally relevant way is a thread that runs through the company's entire approach, regardless of which market it operates in. Fourthly, its leadership and people can be highlighted as one of the most important factors in SABMiller's successful expansion into emerging markets. The company's top leadership displayed exceptional intellectual and emotional intelligence and an absolute commitment to its expansion. The corporate culture, which emphasises personal responsibility, decentralisation, empowerment and a commitment to fair and sustainable business, can be regarded as critical to the company's success. In emerging markets, partnerships with local operators were built on shared learning and experiences, humility and friendship. The senior managers at SABMiller deployed in these markets instilled trust and credibility and were able to navigate difficult circumstances with sensitivity and diplomacy. SABMiller's employees also displayed a number of traits referred to as the South African DNA. These include resourcefulness, tenacity, a pioneering spirit, the inability to see problems, an ability to look for ingenious solutions and a flair for working with diverse people. As the company had recruited against these traits, it had an abundance of creative, inventive and very determined employees in its arsenal when it started to expand, and the skills of its people gave SABMiller one of its most enduring advantages. Based on the research findings, a number of recommendations are made for the further development of organisational tools and methods, as well as further study and investigation. These include that processes be developed to help organisations re-align or expand their strategic capabilities to be in line with an expansion into emerging markets and that the alignment of strategy with emerging markets be studied further. It is also recommended that more research be done to explore the conditions in emerging markets in order to broaden the field of knowledge on experiences in emerging markets. The characteristics and abilities that are necessary for an organisation to remain locally relevant should be investigated further. Finally, the link between the emerging market roots of an organisation and its actions upon expanding should be studied more extensively in order to extract and quantify lessons and best practices. / AFRIKAANSE OPSOMMING: Die navorsingsverslag het 'n ondersoek behels na die impak van die historiese evolusie van SABMilier se korporatiewe strategie op die maatskappy se globale uitbreiding, spesifiek in ontluikende markte. Met die doel in gedagte is die vereistes wat 'n snel veranderende globale wereld aan strategie stel en die relevansie en toenemende belangrikheid van ontluikende markte vir organisasies bestudeer. Dit het onder andere 'n studie van die faktore wat in ag geneem moet word wanneer uitgebrei word na ontluikende markte, hul karaktereienskappe en die uitdagings in die markte ingesluit. Daar is bevind dat die implementering van strategie in die moderne sakewereld, wat gekenmerk word deur spoed, onsekerheid en ontstuimigheid, net so belangrik is soos die formulering van strategie. Dit is noodsaaklik dat 'n organisasie soepel genoeg is om, indien nodig, sy strategiese koers te verander. Die organisasie moet ook in staat wees om grensverskuiwende doelwitte te stel sodat hy meer innoverend kan word en sy prestasie met meer dringendheid verbeter. Die hedendaagse dinamiese omgewing vereis 'n hersiene benadering tot strategiese denke en dit mag nodig wees vir organisasies om nuwe strategiese vaardighede en strategiese veerkragtigheid te ontwikkel om hulle in staat te stel om uitdagings te bowe te kom. Meer ontstuimigheid en onsekerheid is nie net kenmerkend van die globale sakeomgewing nie, maar is ook in baie gevalle in 'n erger graad in ontluikende markte teenwoordig. Dit mag vir organisasies nodig wees om in ontluikende markte selfs meer innoverend te wees en hulle strategiese vaardighede uit te brei, maar selfs te midde van die uitdagings word ontluikende markte vir organisasies al hoe meer belangrik. Daar is 'n verskeidenheid redes vir die verandering in persepsies oor ontluikende markte, insluitend dat die markte nie meer beskou word as markte wat onaanvaarbare hoe risiko's inhou nie. Verder bied ontluikende lande groot markte met snelgroeiende bevolkingsyfers en baie vinniger ekonomiese groei as die volwasse en versadigde ekonomiee in ontwikkelde lande. Data bevestig verder dat die ekonomiese uitset van ontluikende markte as 'n persentasie van globale uitset besig is om te styg, dat hulle aandeel van wereldwye uitvoer toeneem en dat hulle groot verbruikers van olie is. Die vinnige groei in die markte, gesien saam met die potensiaal opgesluit in hul grootte, het gelei tot vooruitskattings dat 'n sleutelgroep ontluikende lande in die afsienbare toekoms die enjins van organisatoriese groei gaan word. 'n Oorsig van die faktore wat in ag geneem moet word wanneer uitgebrei word na ontluikende markte en die implikasies van uitbreiding dui daarop dat organisasies kreatief te werk sal moet gaan en hul eie sterkpunte en swakhede sal moet heroorweeg om te sorg dat hulle strategiese vermoens in pas is met die beoogde uitbreiding. Op grond van 'n literatuurstudie en 'n ontleding van gevallestudies is 'n aantal bevindings gemaak aangaande belangrike aspekte waarop gefokus moet word, beste praktyke en foute wat vermy moet word wanneer uitgebrei word na ontluikende markte. Die model vir sukses is op SABMiller toegepas met die oog daarop om lesse te kan leer uit die maatskappy se uitbreiding. 'n Ontleding van SABMiller se geskiedenis, die maatskappy se globale uitbreiding en sy strategie het bygedra daartoe om 'n prentjie te skets van hoe die maatskappy ontwikkel het, hoe hy dink en hoe hy te werk gaan. Daar is bevind dat die maatskappy teen die einde van die 1980s in Suid-Afrika 'n aantal strategiese vermoens en sleutelbevoegdhede ontwikkel het wat hom goed geposisioneer het vir uitbreiding na ontluikende markte. Die vermoens het ingesluit dat die maatskappy omstandighede in ontluikende markte goed verstaan het en in staat was om onder die besondere omstandighede produkte van hoe kwaliteit en teen 'n lae koste te lewer. Die maatskappy se bestuurders het 'n houding gehad dat alles moontlik is en kon met diverse kulture saamwerk. 'n Aantal bevindings wat gebruik kan word as algemene lesse vir uitbreiding na ontluikende markte is gemaak op grond van 'n ontleding van onderhoude wat gevoer is met senior bestuurders van SABMiller. Die bevindings kan in vier temas gegroepeer word wat ooreenstem met die model vir sukses wat ontwikkel is op grond van die literatuurstudie en ontleding van gevallestudies. Eerstens, uit 'n operasionele oogpunt gesien, het SABMiller 'n aantal beste praktyke vir operasionele uitnemendheid ontwikkel wat toegepas is in die uitbreidingsproses. Die praktyke is egter nie tot so 'n mate gekodifiseer of voorskriftelik gemaak dat dit plaaslike bestuurders aan bande gele het nie. Die beste praktyke is gebruik om 'n omgewing te skep wat die behaling van uitnemendheid in samehang met plaaslike kenners aangemoedig het. Die maatskappy het sy bestuurders die nodige ondersteuning in terme van kennis gegee, maar hulle ook die vryheid gegee om beste praktyke op die mees toepaslike manier vir die plaaslike omstandighede toe te pas. SABMiller was honger vir geleenthede en bereid om foute te maak, en die maatskappy se sakemodel was soepel genoeg dat hy kon funksioneer onder omstandighede in ontluikende markte wat vir baie Westerse organisasies 'n struikelblok was. Tweedens, in terme van finansies en hulpbronne, het die maatskappy gevind dat daar wel minder inligting beskikbaar was oor plaaslike markte, maar hy kon sy eie vaardighede en kennis gebruik om die inligting te ontleed, wat dit meer waardevol gemaak het. SABMiller het ook nie 'n veralgemenende benadering tot ontluikende markte gehad nie, en hy kon die potensiaal in kleiner markte raaksien. Die maatskappy was bereid om doelgemaakte benaderings tot plaaslike markte te gebruik en spesifieke oplossings vir bepaalde omstandighede te ontwikkel. Die oplossings was gegrond op 'n begrip dat die onderliggende ekonomiese beginsels in ontluikende markte verskil van die in Westerse markte. Derdens, wat lesse ten opsigte van bestuursvaardighede aanbetref, het SABMiller 'n rats, snelvoetige en doeltreffende bedryfsmodel ontwikkel wat die nodige ruimte geskep het vir sy leiers om vinnige strategiese skuiwe te kan maak. Die maatskappy het vir geleenthede in ontluikende markte gaan soek, in teenstelling met Westerse organisasies wat net hul sake in markte kon bedryf wat groot genoeg was om hulle Westerse werkswyse te ondersteun. Verder het die maatskappy 'n meerdimensionele werkswyse en benadering tot die stel van doelwitte, wat beteken dat hy geleenthede kon aangryp waar ander dit nie kon doen nie. Dit is onder andere moontlik gemaak omdat hy bereid was om as 'n plaaslike operateur, gesamentlike ondernemingsvennoot of selfs minderheidsaandeelhouer te werk. Vierdens kan sy leierskap en mense uitgelig word as een van die mees belangrike faktore wat bygedra het tot SABMilier se suksesvolle uitbreiding na ontluikende markte. Die maatskappy se top-bestuurslui het uitsonderlike inlellektuele en emosionele intelligensie aan die dag gele en was absoluut verbind tot die uitbreiding. Die korporatiewe kultuur, wat klem lê op persoonlike verantwoordelikheid, bemagtiging en 'n toewyding tot regverdige en volhoubare sakepraktyke, kan beskou word as 'n sleutelfaktor in die maatskappy se sukses. In ontluikende markte is vennootskappe gegrond op gedeelde ervaring en lesse wat geleer is, nederigheid en vriendskap. Die senior bestuurders wat SABMilier na ontluikende markte gestuur het was geloofwaardig en het vertroue ingeboesem, en hulle kon moeilike omstandighede met die nodige sensitiwiteit en diplomasie hanteer. SABMiller se werknemers het ook 'n aantal eienskappe aan die dag gele wat beskryf word as 'n Suid-Afrikaanse DNS. Die eienskappe het ingesluit vindingrykheid, deursettingsvermoe, 'n ontdekkingsgees, die onvermoe om probleme te sien, die vermoe om vernuftige oplossings te vind en 'n besondere aanleg om met uiteenlopende mense te werk. Die maatskappy het ook werknemers met die soort profiele gewerf, en het hy het dus ten tye van sy uitbreiding 'n arsenaal kreatiewe, innoverende en uiters vasbeslote werknemers gehad as een van sy mees blywende voordele. Op grond van die bevindings in die verslag word 'n aantal aanbevelings gemaak ten opsigte van die ontwikkeling van hulpbronne vir maatskappye en areas wat verder ondersoek en bestudeer kan word. Dit sluit in dat prosesse ontwikkel word om organisasies te help om hul strategiese vaardighede aan te pas by uitbreiding na ontluikende markte en dat die rig van strategie op ontluikende markte verder ondersoek word. Dit word ook aanbeveel dat verdere navorsing gedoen word oor die omstandighede in ontluikende markte om die kennisveld oor organisasies se ervarings in ontluikende markte uit te brei. In die laaste instansie moet die eienskappe en vaardighede wat organisasies nodig het om plaaslik relevant te bly, verder bestudeer word. Die verband tussen die historiese wortels van 'n organisasie in 'n ontluikende mark en die organisasie se optrede wanneer hy uitbrei moet ook verder ondersoek word om lesse en beste praktyke te formuleer.

This document is submitted in partial fulfilment for the degree: Master of Architecture [Professional] at the University of the Witwatersrand, Johannesburg, South Africa, in the year 2013. / Newtown is a vibrant, multi-cultural precinct within the inner-city of Johannesburg. It has become an example of the new diverse multi-cultural spatial dynamics present within post-apartheid South Africa. This thesis addresses a dormant site within this cultural precinct and aims to re-appropriate and dynamically activate the site, thus creating a new dynamic member within the Newtown precinct. Through this architectural intervention, the aim is to explore and establish a central reference point between microbrewers and the public. This thesis’ architectural intervention merges preconceived divisions in brewing techniques (local and international) and starts a process of inclusive knowledge transfer that results in a unique diverse collaboration throughout the craft beer industry. This new methodology will better characterise the diverse nature of the craft brewery industry, whilst simultaneously reflecting South Africa’s nee/search for a new inclusive identity.

Thesis (MBA (Business Management))--Stellenbosch University, 2008. / ENGLISH ABSTRACT: "Poverty is unnecessary. People are capable of getting themselves out of poverty. All they need is opportunities. They are not waiting for charity or handouts. Charity is good but it is not good enough. If you turn it into a business proposition, then it's very powerful, because it can run on its own steam" (Muhammed Yunus, Nobel Prize of Economics, 2006). It is widely acknowledged in current literature that business is one of the most powerful forces for change in the 21 st century. One of the major challenges is to harness this potential and to allocate it accurately to where it is most effective. Leaders globally are increasingly acknowledging that new business models are emerging that can effectively combine citizenship and profitability without unduly sacrificing returns to shareholders, but rather enhancing them. The term Corporate Social Responsibility (CSR) has been abandoned by most South African firms in favour of the term Corporate Social Investment. This has been done in order to divert attention from calls on business to redress the results of the country's historical contribution to the apartheid system. Businesses have responded strongly to the pressures of CSR. CSR in South Africa has become an inherent aspect of any organisation's overall business strategy. For South Africa to achieve their goals of reducing poverty, accelerating economic growth, and providing better services to their citizens there has to be a strong focus on encouraging large corporate involvement. This thesis discusses the Corporate Social Responsibility (CSR) programmes implemented by selected large companies operating in South Africa and the attempts they have made to close the poverty gap at the bottom of the pyramid. The second part of this thesis provides a closer and detailed discussion of South African Breweries enterprise development programmes, viz: Ukusa and Mahlasedi. The outcome of this thesis provides further evidence that poverty alleviation strategies can be effective and sustainable if they incorporate private sector approaches that promote entrepreneurial development within the target population in South Africa. It also emphasises that CSR programmes not only provide opportunity for the population at the bottom of the pyramid but directly influences the growth and sustainability of many businesses in South Africa. / AFRIKAANSE OPSOMMING: Dit word oral in huidige literatuur erken dat besigheid een van die sterkste kragte vir verandering in die 21 ste eeu is. Een van die grootste uitdagings is om hierdie potensiaal te benut en om dit akkuraat toe te wys na waar dit die doeltreffendste aangewend kan word. Leiers wêreldwyd erken toenemend dat nuwe besigheidsmodelle verskyn wat burgerskap en winsgewendheid doeltreffend kan kombineer sonder oormatige opoffering van winste aan aandeelhouers maar trouens eerder deur die verhoging daarvan. Die term Korporatiewe Maatskaplike Verantwoordelikheid (KMV) was deur die meeste Suid-Afrikaanse maatskappye ten gunste van die term Korporatiewe Maatskaplike belegging verruil. Dit is gedoen om aandag weg te lei van beroepe op ondememings om die gevolge van die land se historiese bydrae tot die apartheidstelsel reg te stel. Besighede het heftig gereageer op die druk van KMV. KMV in Suid-Afrika het 'n inherente aspek van enige organisasie se oorkoepelende besigheidstrategie geword. Vir Suid-Afrika om hierdie doelwitte van armoedevermindering, versnelde ekonomiese groei en beter diensverskaffing aan burgers te bereik, moet daar 'n sterk klem op die aanmoediging van korporatiewe betrokkenheid wees. Hierdie tesis bespreek die Korporatiewe Maatskaplike Verantwoordelikheidsprogramme (KMV-programme) wat deur geselekteerde groot Suid-Afrikaanse maatskappye geimplementeer is en die pogings wat hulle aangewend het om die armoede gaping aan die onderkant van die inkomstepiramide te vernou. Die tweede deel van hierdie tesis verskaf 'n fyner en breedvoeriger bespreking van die Suid-Afrikaanse Brouerye se Ondernemingsontwikkelingsprogramme, nl. Ukusa en Mahlasedi. Die uitkoms van hierdie tesis verskaf verdere bewyse dat armoedeverligtingstrategieë doeltreffend en volhoubaar kan wees indien dit privaat-sektor benaderings inkorporeer wat entrepreneurskaps ontwikkeling binne die teikenbevolking in Suid-Afrika bevorder. Dit beklemtoon ook dat KMV-programme geleenthede vir die deel van die bevolking aan die onderkant van die inkomstepiramide skep, en terselfdertyd die groei en volhoubaarheid van talle ondernemings in Suid-Afrika regstreeks beinvloed.

Thesis (MBA (Business Management))--Stellenbosch University, 2008. / ENGLISH ABSTRACT: Corporate Social Responsibility (CSR) is an illustrious initiative that most companies take advantage of in order to position themselves for competitive advantage in the business world. Other companies view it as an opportunity to contribute towards the development of the society who they find themselves doing business with. Globally, CSR is viewed in different context and South Africa has its own unique way of approach. South Africa's historical problems are still prevalent. These include poverty, unemployment, housing and services backlog and economic inequality. The government is facing a challenge of alleviating most of these by channelling resources to social development. However, the magnitude of these challenges cannot be confronted by the government alone, somehow private sector must assist. Undoubtedly several companies within the private sector benefited from the legacy of the past. Thus, in a South African context, philanthropic gesture from the sector is not an option, but a responsibility. Government is obviously aware of social mandate and its promise, and of the economy's persistent sluggishness to employment creation. Of course, the economy is growing at acceptable rate, but its growth is not in synch with job creation. Through research and learning from developed countries, the government has set its sights on nurturing small, medium and micro enterprises (SMMEs) as the preferred method of fighting joblessness. Broadly, this strategy has shown positive results globally and multinationals have collaborated with governments to promote enterprise development. The idea gives a broader hindsight that entrepreneurial culture is the way to go to build a foundation of a robust sustainable enterprise development. A number of companies that value CSR have heeded to this call - corporate social investment to sustainable enterprise development - and one of them is South African Breweries Limited. SAB has various enterprise development programmes that contribute significantly towards socio-economic development. This report highlights the significance and relevance of the two entrepreneurial programmes from SAB, known as the KickStart and Mahlasedi. A main focus will be on the two programmes and how they are implemented, their rationale and how much has been invested so far to ensure their sustainability and success. The KickStart and Mahlasedi programmes have been in operation since 1995 and 2002 respectively. SAB Limited has invested more than R36 million for the KickStart and has helped make 3 200 people to become entrepreneurs. Mahlasedi taverner training programme has assisted licensed taverners to run businesses efficiently with reports of owners saving up to 30.53% in monthly liquor sales and being able to grow their investments to 40.54%. An in-depth research into the programmes reveals that the two programmes have made significant strides towards sustainable development, despite challenges of a few candidates receiving funds in the KickStart programme and provincial licensing hiccups on the part of Mahlasedi. This could be an example to other companies that are keen and have not yet gone the route, to transform on CSI strategies. A key success factor in the implementation phase of these programmes was mentoring of beneficiaries. Huge capital investment can be made into socially responsible initiatives, but without mentoring, sustainable development of benefiting enterprises may not materialise. / AFRIKAANSE OPSOMMING: Korporatiewe sosiale verantwoordelikheid (KSV) is 'n inisiatief van die korporatiewe sektor wat al hoe meer uitkring vanwee ondernemings se oogmerk om hulle mededingendheid te verbreed. Ander beskou dit as 'n geleentheid om dienste aan die wyer gemeenskap te gee. Wereldwyd word KSV uiteenlopend vertolk en het ook Suid-Afrika sy besondere benadering. Suid-Afrika se onderliggende probleme, soos armoede, werkloosheid, behuisingsagterstande en ongelykheid, duur nog steeds voort en gee vir die regering groot uitdagings wat betref hulpbronkanalisering vir sosiale ontwikkeling. Dit is derhalwe nodig dat die privaatsektor ook tot die oplossings bydra. Waar baie ondernemings in die verlede van die bedeling voordele behaal het, is filantropiese aksies nou 'n vanselfsprekende verantwoordelikheid. Ten einde die gebrek aan werksgeleenthede aan te spreek, le die regering heelwat klem op die kleinsakesektor en sy vermoe om skeppend te wees. Dit het wereldwyd sukses en die korporatiewe sektor is bereid om die staat se pogings te ondersteun. Hierdie siening lei tot 'n beklemtoning van ondernemerskap en hoe dit aangehelp kan word. Verskeie korporasies het hierdie rigting ingeslaan, met Suid-Afrikaanse Brouery as een van hulle. SAB se KSV-projekte sluit verskeie van die projekte in. Hierdie studie fokus veral op twee sodanige programme, nl. KickStart en Mahlasedi, met die klem op hul oorsprong en ontplooing. KickStart is reeds sedert 1995 in werking, met 'n SAB belegging van R36 miljoen en die aktivenng van 3200 ondernemings. Die Mahlasedi program vir die opleiding van taverne-eienaars is vanaf 2002 in werking en het ook daar beduidende suksesse behaal. Lesse geleer uit hierdie twee programme mag ook relevant wees vir ander projekte, met besondere klem op die mentorskap-dimensie.