Thesis (MBA)--Stellenbosch University, 2006. / ENGLISH ABSTRACT: 'Our industrial development zones have not performed as we have expected - we need to revisit the incentives that we give in these zones', says the deputy president of South Africa, Phumzile Mlambo-Ngcuka (Business Report, 2005: http://www.ecdc.co.za/media/article.asp?pageid=929). This statement raises 2 important questions. Firstly, how was the deputy president able to conclude that these zones have underperformed and secondly, which incentives must South Africa offer potential investors to turn around the fortunes of their programme? To determine how performance can be measured, two investigations were consulted to come up with a list of ten criteria against which export processing zones can be measured to determine whether they have performed successfully or not. As experts are of the opinion that industrial development zones run along similar lines to export processing zones, these criteria could very easily be applied to measuring the success of the former as well. The list includes: • Location • A politically and socially stable host country • High business confidence • Adequate infrastructure • Incentives on offer and administrative set-up • Employment creation • Backward linkages and technology transfer • Foreign exchange eamings • The availability of a competitive labour force • Market accessibility By assessing the zones in Mauritius and Namibia in terms of these criteria, it becomes clear why Schulze (1999: 182) states that Mauritius has become the shining star on the horizon of successful export processing zones and why Tabby Moyo (1999: 1), deputy news editor at The Namibian, is of the opinion that Namibia has so far achieved dismal results. The South African industrial development zone programme was started in the late 1990's and the zones - which are located at Coega, East London, Richards Bay and the Johannesburg International airport - have been in operation for too short a period to allow accurate conclusions to be made about their performance in terms of the ten criteria listed above. However, since their inception, these zones have attrac1ed less than R3.5-billion in planned investments despite the government spending more than R4-billion on infrastructure (www.eedc.co.zalmedia/article.asp?pageid=929). To make these investment-starved zones more attractive to foreign investors, the South African government and the National Treasury, in particular, will have to offer potential investors a much more comprehensive incentive package. They need to: • Review the tax incentives they offer; • Maintain the country's general business; • Make the country's labour laws more flexible; • Increase the literacy rate of the labour force; • Lower the cost of transport, energy and telecoms; • Articulate a vision, build consensus around It and move to action this vision. South Africa needs a world class industrial development zone programme as Schulze (1999: 170) sums it up nicely when he says that free trade zones can indeed contribute to domestic economic growth which will thereby help to alleviate the country's dramatic unemployment rate in addition to enhancing foreign commerce, generating additional foreign exchange and attracting foreign investment. Improvements that South Africa can greatly benefit from. / AFRIKAANSE OPSOMMING: 'Our industrial development zones have not performed as we have expected - we need to revisit the incentives that we give in these zones', verklaar die adjunkpresident van Suid-Afrika, Phumzile Mlambo-Ngcuka (Business Report, 2005: hltp:/lwww.ecdc.co.za/media/article.asp?pageid=929). Hierdie stelling wek twee belangrike vrae. Eerstens, hoe was dit vir die adjunk-president moontlik om tot die slotsom te kom dat hierdie sones onderpresteer en tweedens, watter tipe aanmoedigingsmaatreels moet Suid Afrika aan potensiele beleggers bied om 'n ommekeer in die voorspoed van die programme te bewerkstellig? Twee ondersoeke is geraadpleeg ten einde vas te stel hoe prestasie gemeet kan word. Hieruit is 'n Iys van tien kriteria bepaal waarteen uitvoerproseseringssones gemeet kan word om vas te stel of hulle suksesvol presteer of nie. Aangesien deskundiges van mening is dat nywerheidsontwikkelingssones op soortgelyke basis as die van uitvoerproseseringssones funksioneer, kan hierdie kriteria ewe maklik toegepas word om die sukses van die eersgenoemde te bepaal. Die Iys sluit die volgende in: • Ligging; • 'n Politieke en sosiaal standvastige gasheerland; • Hoe handelsvertroue; • 'n Bevredigende infrastruktuur; • Die aanbieding van aanmoedigingsmaatreels en 'n administratiewe opset; • Werkskepping; • Terugskakeling en tegnologiese oordrag; • Buitelandse valuta inkomste; • Die beskikbaarheid van 'n kompeterende werksmag; • Toegang tot die mark. Deur die sones in Mauritius en Namibia te evalueer na aanleiding van hierdie kriteria, word dit duidelik waarom Schulze (1999:182) verklaar dat Mauritius die skynende ster op die horison geword het van suksesvolle uitvoerproseseringssones en waarom Tabby Moyo (1999:1), adjunk-redakteur vir The Namibian, van mening is dat Namibia tot dusver uiters swak resultate behaal het. Die Suid Afrikaanse nyweheidsontwikkelingssone program het in die laat 1990's begin en die sones - Coega, Oos Londen, Richardsbaai en die Johannesburgse Internasionale Lughawe - is nog vir te kort 'n periode in werking om 'n akkurate gevolgtrekking te maak van hulle prestasie in terme van die voorafgenoemde tien kriteria. Nogtans, sedert hul begin, het hierdie sones minder as R3.5b in beplande investering gelok ten spyte daarvan dat die regering meer as R4b op infrastruktuur spandeer het (www.eedc.co.za/media/article.asp?pageid=929). Om hierdie beleggingshonger sones meer aanloklik te maak vir buitelandse beleggers, sal veral die Suid Afrikaanse Regering en die Nasionale Tesourie 'n meer omvattende aanmoedigingspakket aan potensiele beleggers moet bied. Hulle sal die volgende moet doen: • Die belastingsaanmoedigings wat hulle tans bied, te hersien; • Die land se algemene sakebedryf te ondersteun; • Arbiedswetgewing meer buigbaar maak; • Die geletterdheid onder die ambagsmag te verhoog; • Vervoer-, energie- en telekommunikasie koste te verlaag; • 'n Visie artikuleer, konsensus daar random bou en hierdie visie tot aksie te transformeer. Suid Afrika benodig 'n wereld-gehalte industriele ontwikkelingssone-program soos wat Schulze (1999:170) goed opsom wanneer hy sê dat vrye handelsones inderdaad kan bydra tot binnelandse ekonomies groei wat kan help om die land se dramatiese werkloosheid syfer te verlaag asook om buitelandse handel te bevorder. Hierdeur kan addisionele buitelandse valuta gegenereer word en buitelandse beleggings gelok word. Suid-Afrika kan baie baat vind by hierdie verbeterings.

Thesis (MBA)--Stellenbosch University, 2006. / ENGLISH ABSTRACT: The main purpose of this paper is to give a theoretical construct of servant-leadership and the understanding thereof based on the life experiences of selected leaders in various organisations, ascertained by means of qualitative research. Servant-leadership as described by Greenleaf (1970) is an emerging value-based leadership style that attempts to enhance personal growth of workers and improve the quality of an organisation. This is achieved through a combination of teamwork and community, personal involvement in decision making and ethical and caring behaviour. The methodology applied, involved qualitative research, where qualitative interviews, as a phenomenological research method in evaluation, were used. The reasons for the choice of the research methodology as well as the procedure that was followed in selecting the participants, the role of the interviewer in relation to the research topic, the participants and the research setting, was also described. The research findings reveal that there are many similarities among various writers regarding qualities· and principles of servant-leaders. In the qualitative study which included one-on-one interviews with eight participants, similar information was revealed. It is recommended that leaders should examine their leadership styles and "grow" the necessary changes to enable a more approachable leadership style where the people's needs are met. In addition servant-leadership should be given greater emphasis at academic level so that the value of the discipline can be understood and applied and lived. / AFRIKAANSE OPSOMMING: Die hoofdoel van hierdie referaat is om 'n teoretiese konstruksie van 'servant-leadership' en die begrip daarvan, gebaseer op die lewenservaringe van 'n geselekteerde groep leiers van verskeie organisasies, te verkry. Dit is gedoen by wyse van kwalitatiewe navorsing. 'Servant-leadership' word deur Greenleaf (1970) as 'n waarde-gebaseerde leierskapstyl gesien wat poog om die persoonlike groei van werkers en die gehalte van organisasies te verbeter. Dit word bereik deur 'n kombinasie van spanwerk, gemeenskap en persoonlike betrokkenheid by besluitneming en etiese en empatiese gedrag. Die metodologie wat toegepas is sluit in kwalitatiewe navorsing waartydens kwalitatiewe onderhoude, as fenomenologiese navorsingsmetode gebruik is. Die redes vir hierdie keuse van navorsingsmetodologie, asook die prosedure. wat gevolg is, met die keuse van die deelnemers, die rol van die onderhoudvoerder in verhouding tot die navorsingsonderwerp, die deelnemers en die navorsings opset, was ook uiteengesit. Die navorsing bewys dat daar baie ooreenkomste is onder die verskillende skrywers se sieninge aangaande die kwaliteite en beginsels van 'servant-leadership.' Uit die kwalitatiewe navorsing wat individuele onderhoude met die deelnemers ingesluit het, is dieselfde inligting voortgebring. Dit word aanbeveel dat leiers hul leierskapstyle ondersoek en die nodige veranderings aanbring on 'n meer benaderingsvolle leierskapstyl te ontwikkel wat die behoeftes van mense vervul. 'Servant-leadership' behoort ook onderrig te word by akademiese instellings sodat die waarde van die dissipline verstaan, toegepas en uitgeleef kan word.

Thesis (MBA)--Stellenbosch University, 2006. / ENGLISH ABSTRACT: Weather derivatives, a new breed of financial assets, allow firms to manage weather risk that disturbs their activities and may lead to variability in earnings and operating cost. Considering that nearly 20% of the U.S. economy alone is directly affected by the weather, weather derivatives are an important development in the area of risk management. This study project explores the concept, functioning and pricing of weather derivatives by reviewing available literature on the topic. It then investigates international weather derivative markets to establish which markets are thriving and what lessons can be learnt from them. This then forms the basis for a set of requirements for developing a weather derivative market in South Africa. Finally, the study project makes a number of recommendations for developing a weather derivative market in South Africa. The findings suggest that, in the absence of a deregulated energy industry, South African suppliers of weather derivatives need to target small·medium size organisations, specifically within the agricultural industry, in order to grow market liquidity. Furthermore, these suppliers need to attract capital market investors either by marketing weather derivatives as a diversification tool to portfolio managers, or by issuing weather·linked bonds as a more familiar investment product for investors. It also suggests that weather data problems can be resolved through, among others, data cleaning and data enhancement techniques and should therefore not impede the growth of a weather derivative market in South Africa. / AFRIKAANSE OPSOMMING: Weer opsies, 'n bundel nuwegenerasie finansiele instruments, stel maatskappye in staat om die invloed van weer op hulle besigheidsaktiwiteite, soos byvoorbeeld die variasie in inkomste en operasionele koste, beter te bestuur. Weer opsies verteenwoordig 'n belangrike ontwikkeling in die area van risikobestuur, inaggenome dat bykans 20% van die V.S.A. ekonomie deur die weer geaffekteer word. Hierdie werkstuk ondersoek die konsep, funksionering, en prysbepaling van weer opsies deur die oorsig en evaluering van die beskikbare literatuur oor die onderwerp. Verder word die internasionale mark vir weer opsies ondersoek om vas te stel waar die grootste suksesse behaal word en watter lesse daaruit geleer kan word. Laastens word daar 'n aantal aanbevelings gemaak vir die ontwikkeling van die weer opsie mark in Suid-Afrika. Die werkstuk bevind dat die verskaffers van weer opsies in Suid Afrika, in die afwesigheid van 'n gedereguleerde energie sektor, klein to medium sakeondernemings (veral in die landbou sektor) moet oormerk en teiken, ten einde mark likiditeit te verhoog. Verskaffers kan kapitaalmark beleggers betrek deur die produk te bemark as 'n diversifisering instrument vir portefeuljebestuurders, of deur die aanbieding van weer geassosieerde verbande as 'n meer alledaagse beleggingsproduk. Daar word verder bevind dat data kwaliteit probleme aangespreek kan word deur gebruik te maak van data-skoonmaak en - verbeterings tegnieke, en dat dataprobleme dus nie 'n effek behoort te hê op die groei van die weer opsie mark in Suid-Afrika nie.

Thesis (MBA)--Stellenbosch Unversity, 2006. / ENGLISH ABSTRACT: In project environments where periodical. standardised data exports from large relational databases serve as the source data for further repetitive manipulation, relational principles can be applied to automate or facilitate this process. The subsequent data model is only valid in environments where the recipient of these data exports has no influence on the data content or structure, and where it can be relied upon these standardised exports not to change significantly over time. This paper discusses the development of a data application within the Development department of DaimlerChrysler AG that utilises standardised data objects as data sources, along with various aspects of the Relational and Entity models that enabled additional user generated data to be related to the data structure. It further provides a brief introduction into Agile development strategies and iterative problem solving techniques as it pertains to database development. A working build of the application containing all the source code along with a representative data set is supplied on a CD. / AFRIKAANSE OPSOMMING: In projek omgewings waar standaard, periodiese data stelle dien as die bron vir verdere repeterende data manupulasie kan data verhoudings modelle gebruik word om die proses te outomatiseer. Die werkende data model wat hierdeur gegenereer word is slegs geldig indien die klient geen beheer kan uitoefen oor die data struktuur of inhouds vorm wat as bron gebruik word nie. Dit moet ook geredelik aanvaar kan word dat die gestandardiseerde data struktuur nie wesenlik sal verander met tyd nie. Die studie stel ondersoek in na die ontwikkeling van 'n data program binne die ontwikkelingsdepartement van DaimlerChrysler AG asook verskye beginsels aangaande die verhoudings en entiteits modelle soos van toepassing op die ontwikkelde program. Gestandardiseerde data stelle dien as 'n periodiese data bron vir hierdie program en word deur verhoudings beginsels gekoppel aan data wat deur gebruikers gegenereer word. 'n Werkende kopie van die program gepaartgaande met 'n verteenwoordigende data stel asook alle oorspronklike programerings kode word op 'n CD voorsien.

Thesis (MBA)--Stellenbosch University, 2006. / ENGLISH ABSTRACT: An organizational culture guides members of the organization to think and behave as the organization requires. Project management has its own culture, which could be defined as a set of work related values and beliefs shared by project management members. The research analyzed the Brown (2000) model and dimensions that were used to describe a project management supportive organizational culture. These dimensions were used as the basis of the research. A literature study was performed on articles published after 1997 to determine if the dimensions are still applicable to a project management supportive organizational culture, as described in the earlier literature. Only three of the articles used for the evaluation included a statistical analysis of the dimensions as published by the authors. Most of the authors suggested dimensions that are supportive of project management, from practical experience gained in the industry. A short summary is given of the dimensions of the different articles. The dimensions were then compared to that of Brown (2000) to determine any deviation s. From the comparison it was found that the dimensions correspond to that what was published by Brown, but that there was a movement away from the individual to that of the team dimensions. Virtual team characteristics were analyzed and found that communication and trust are some of the dimensions that contribute to a project management supportive culture. / AFRIKAANSE OPSOMMING: Organisasie kultuur gee leiding aan hul lede van die professie om te dink en hul te gedra soos wat die organisasie benodig. Projekbestuur het 'n eie kultuur wat gekenmerk word deur werk verwante waardes en opvattings wat gedeel word deur die praktisyns daarvan. Die navorsing analiseer Brown (2000) se model en die gepaardgaande dimensies van organisasie kuItuur wat projekbestuur ondersteun. Hierdie dimensies was gebruik as die basis van die navorsing. Die literatuur studie het gefokus op artikels gepubliseer na 1997 om vas te stel of hulle dimensies verskil van vroeere literatuur. Drie van die artikels wat geevalueer is bevat statistiese analises van die dimensies voorgesit deur die skrywers. Die skrywers het meestal dimensies voorgesit van projekbestuur vanuit hul praktiese ondervinding in die industrie. 'n Kort opsomming is weergegee van die dimensies uit die onderskeie artikels. Hierdie dimensies is dan vergelyk met die van Brown (2000) en verskille was uitgewys. Uit die vergelyking van die dimenisies voorgesit van Brown (2000) en die ander skrywers was daar 'n beweging weg van die individuele na 'n spandimensie gevind. VirtueIe spanne se dimensies het meer gefokus op kommunikasie en vertroue tussen spanlede om 'n projekbestuur organisasiekultuur te ondersteun.

Thesis (MBA)--Stellenbosch University, 2006. / A value-centered, mission-driven strategic framework has been developed for Christian nonprofit (NFP) organisations operating in the developing nations. This framework contains many of the same elements that are used by businesses to develop strategy. The various strategy elements used within the new framework have, where necessary, been adapted to accommodate the dynamics of a Christian NFP operating in the developing nations. The core values of the organisation have been placed at the centre of the process and the mission is what drives the process forward. It is important that the plans and goals developed are aligned with the mission and do not violate the core values. The Christian NFP operating in developing nations faces several challenges with regards to adopting and implementing a strategic management process of which some are restraints and some have to do with the way they view the strategic management process. Some of the restraints faced by them include the lack of clear measurements; a focus on resources instead of results; the lack of accurate, relevant information; strategic convergence and the nature of the competitive environment. The more challenging the environment and circumstances within which the organisation operates, the more important it becomes for a strategic management process. Furthermore Christians often view the strategic management process as a secular intrusion into a spiritual process. The value-centered, mission-driven framework goes some way in addressing these constraints. This research report provides a strategic framework, based on a theoretical approach. It therefore focuses more on the justification and the elements of the process than on guidelines to implement it. It does not address aspects outside of the framework that could hamper the successful implementation of the process. The importance of the spiritual dimension is ignored. The research's exclusive focus on Christian organisations and developing nations provides opportunity for further research. The research reflected in this study is interesting and useful. It adds to the body of knowledge and reveals that more work can be done to assist those in their mission to bring about social change where it is most needed.

Thesis (MBA)--Stellenbosch University, 2006. / ENGLISH ABSTRACT: Sustainable development, defined as "Development that meets the needs of the present without compromising the ability of future generations to meet their own needs" is the focus of the research project. The main objectives of the study were firstly to identify the key issues for business around sustainable development for businesses, and secondly to propose a method for communicating these issues to business leaders based on their personality types. A literature study was conducted of the two relevant fields, namely sustainable development and the Myers-Briggs Type Indicator (MBTI) personality type framework. From the first part of the study the findings indicated the recurring themes for sustainable development from a business perspective, which are firstly that businesses have no choice but to take cognisance of sustainable development, secondly that sustainable development makes business sense, thirdly that sustainable development is relevant for all types of business, fourthly that sustainable development requires innovative thinking and lastly that the pressure on business to conduct their operations according to sustainability principles will increase in future. According to the literature study on personality types and communication, MBTI distinguishes between sixteen personality types, based on four dimensions with two extremes each. One of the dimensions defines how people most effectively absorb information. Some people prefer a big picture, conceptual approach. Other people prefer details, facts and figures. The content of the communication should be guided accordingly. The other three dimensions of the MBTI personality definition inform decisions about the setting, communication media and interaction during communication. Relevance of the information and credibility of the sources is important in communication about an important topic, regardless of personality type. Recommendations are firstly that the personality-based approach for presenting the key issues regarding sustainable development to business leaders be used by practitioners in the field and academics, and secondly that the impact should be tested. The testing is a possible topic for another study project. / AFRIKAANSE OPSOMMING: Volhouhare ontwikkeling, gedefinieer as "Ontwikkeling wat bestaande behoeftes aanspreek sonder om die vermoe van toekomstige geslagte te benadeel om hulle behoeftes aan te spreek", is die fokus van die werkstuk. Die belangrikste doelwitte van die studie was om eerstens die belangrikste kwessies rakende volhouhare ontwikkeling vanuit 'n besigheidsperspektief te identifiseer, en tweedens 'n manier voor te stel om hierdie kwessies aan te bied aan besigheidsleiers gebaseer op persoonlikheidstipes. 'n Literatuurstudie is gedoen van beide relevante velde, naamlik volhoubare ontwikkeling en die Myers-Briggs Type Indicator (MBTI) raamwerk vir persoonlikheidstipes. Bevindings uit die eerste gedeelte van die studie het aangetoon dat die deurlopende temas rakende volhoubare ontwikkeling vanuit 'n besigheidsperspektief die volgende is: eerstens het besighede geen ander keuse as om kennis te neem van volhoubare ontwikkeling nie, tweedens dat volhoubare ontwikkeling voordelig vir besigheid is, derdens dat volhoubare ontwikkeling relevant is vir alle tipes besighede, vierdens dat volhoubare ontwikkeling innovasie vereis en laastens dat die druk op besighede in die toekoms gaan toeneem om volhoubare besigheid te bedryf. Uit die literatuurstudie oor persoonlikheidstipes en kommunikasie blyk dat MBTI onderskei tussen sestien persoonlikheidstipes, gebaseer op vier dimensies met twee ekstreme elk. Een van die dimensies definieer hoe mense inligting effektief inneem. Sommige mense verkies 'n konsepsuele, algemene benadering. Andere verkies detail, feite en syfers. Die inhoud van die kommunikasie moet dienooreenkomstig aangepas word. Die ander drie dimensies van die MBTI persoonlikheid definisie het 'n invloed op die omgewing, die kommunikasiemedia en die interaksie tydens kommunikasie. Relevansie van die inligting en betroubaarheid van die bronne is belangrik vir kommunikasie oor 'n belangrike onderwerp ongeag die persoonlikheidstipe. Aanbevelings is eerstens dat die persoonlikheidstipe benadering vir die aanbied van belangrike kwessies rakende volhoubare ontwikkeling aan besigheidsleiers gebruik word deur persone wat in die veld werk asook akademici of kursusaanbieders wat gehore toespreek daaroor. 'n Tweede aanbeveling is dat die impak van die benadering getoets word. Die toetsing is 'n moontlike onderwerp vir 'n ander werkstuk.

Thesis (MBA)--Stellenbosch University, 2006. / ENGLISH ABSTRACT: "Private intemational capital flows, particularly foreign direct investment, are vital complements to national and intemational development efforts. Foreign direct investment contributes toward financing sustained economic growth over the long term. It is especially important for its potential to transfer knowledge and technology, create jobs, boost overall productivity, enhance competitiveness and entrepreneurship, and ultimately eradicate poverty through economic growth and development (Nunnenkamp, 2002). As a result of these associated benefits, strategies for the attraction of FDI have become an increasingly important item on a country's economic agenda. However, prior to these strategies being developed and as a result of the concentration of high FDI flows to a limited number of countries, it is important to establish those salient factors that drive FDI flows. Africa has failed to hamess onto the FDI phenomenon and as a continent attracts very little FDI inflows. To date, only a limited number of empirical studies have been done on FDI flows to Africa. The objective of this study is to establish the macroeconomic and political factors that will stimulate and increase the flows of FDI to Africa. Pooled econometrical analysis, using the Random and Fixed Effects method is used in the empirical estimation. The findings differ according to the type of model used, however, the results in general, reveal that the level of industrialisation in a country, the state of its infrastructure, the country's economic growth rate and productivity levels are important determinants of the flows of FDI to Africa. The surprising result is that political stability and the level of openness in Africa are insignificant determinants of the flows of FDI to Africa. Very few studies take into account that Africa can be classified into various regional groupings viz; North, East, West, Central and Southem Africa, with previous studies focusing mainly on North Africa and Sub Saharan Africa. An additional objective of the study was to determine the regional specific determinants that drive FDI. The findings reveal that openness is important in North Africa and Central Africa whilst the level of industrialisation significant in a North African and West African context. The state of the infrastructure network is central to FDI flows in West and Central Africa whereas political stability is the key to promoting FDI flows to East Africa. A surprising finding is that none of the tested determinants were significant in a Southern African context. The above-mentioned findings demonstrate the need for further research in terms of the country specific determinants of FDI. This will serve to advise governments in the drafting of a country's national policy agenda and selection of FDI attraction strategy, so that the benefits thereof are maximised and costs thereto minimised. / AFRIKAANSE OPSOMMING: "Private internasionale kapitaalvloei, veral direkte belegging in die buiteland, is aanvullings wat van die allergrootste belang is vir nasionale en internasionale pogings wat met ontwikkeling verband hou. Buitelandse direkte belegging (BDB) dra by tot die finansiering van volgehoue ekonomiese groei op die lang termyn. Dit is veral belangrik vir die potensiaal daarvan om kennis en tegnologie oor te dra, werksgeleenthede te skep, algehele produktiwiteit te verstewig, mededingendheid en entrepreneurskap te verbeter, en om armoede uiteindelik deur ekonomiese groei en ontwikkeling uit te skakel" (Nunnenkamp, 2002). In die lig van hierdie gepaardgaande voordele, het strategieë vir die aantrekking van BDB 'n toenemend belangrike item op 'n land se ekonomiese agenda geword. Voordat hierdie strategieë egter ontwikkel word, en as gevolg van die konsentrasie van hoë BDB-vloei na 'n beperkte aantal lande, is dit belangrik om daardie vernaamste faktore wat BDB-vloei aandryf, te vestig. Afrika het versuim om die BDB-verskynsel in te span, en as 'n vasteland lok dit baie min BDB-invloei. Tot op datum is slegs 'n beperkte aantal empiriese studies oor BDB-vloei na Afrika gedoen. Die doelwit van hierdie studie is om die makroekonomiese en politiese faktore vas te stel wat die vloei van BDB na Afrika sal stimuleer en verhoog. 'n Poel van ekonometriese ontledings deur die metode van Stogastiese en Vaste Effekte word in die empiriese skattings gebruik. Die bevindings verskil volgens die tipe model wat gebruik word, maar die resultate oor die algemeen toon dat die vlak van industrialisasie in 'n land, die toestand van 'n land se infrastruktuur, die land se ekonomiese groeitempo en produktiwiteitsvlakke belangrike bepalers is van die vloei van BDB na Afrika. Die verbasende resultaat is dat politiese stabiliteit en die vlak van die oopheid van ekonomieë in Afrika onbelangrike bepalers van die vloei van BDB na Afrika is. 'n Geringe aantal studies neem in aanmerking dat Afrika in verskillende streeksgroeperings, nl Noord-, Oos-, Wes-, Midde-, en Suider-Afrika ingedeel kan word, met vorige studies wat hoofsaaklik op Noord-Afrika en sub-Sahara-Afrika fokus. 'n Bykomende doelwit van die studie was om die streek spesifieke bepalers wat BDB aandryf, vas te stel. Die bevindings dui daarop dat oopheid van ekonomieë in Noord-Afrika en Midde-Afrika belangrik is, terwyl die vlak van industrialisasie in die konteks van Noord-Afrika en Wes-Afrika betekenisvol is. Die toestand van die infrastruktuurnetwerk is sentraal tot BOB-vloei in Wes- en Midde-Afrika terwyl politiese slabiliteit die sleutel is tot die bevordering van BOB-vloei na Oos-Afrika. 'n Verbasende bevinding is dat geen van die getoetste bepalers in die konteks van Suider-Afrika betekenisvol was nie. Bogenoemde bevindings toon die behoefte aan verdere navorsing in terme van die spesifieke bepalers van BOB van 'n land. Dit sal dien om inligling te verstrek oor 'n land se nasionale beleidsagenda en 'n seleksie van strategie om BOB te lok, sodat die voordele gemaksimeer en die koste daarvan geminimiseer kan word.

Thesis (MBA)--Stellenbosch University, 2007. / ENGLISH ABSTRACT: Companies within the FMCG sector are continually trying to create value from their brands by increasing their margins and/or selling more of their products. Taking cost out of the value chain gives the company a competitive advantage, but this advantage is short lived as competitors also reduce costs. Differentiating a product through enhanced features and benefits also provides a competitive advantage, but is also subject to imitation by rivals. As competition increases, companies are looking for new avenues to differentiate themselves. Relationships marketing has, as a result, increased its prevalence as a competitive tool to provide that point of difference. This research report analyses the factors that influence the relationship between a Coca-Cola sales representative and his/her customers with the Cape Town region. The geography is unique in that is has a cross section of people who represent different races, religions and languages. This research report examines the impact that age, gender, education and culture have on the ability of a sales representative to build a relationship with a customer. Culture is broken down into four categories. These categories examined the race, language, religion and area of residence of a sales representative relative to a customer and the impact these attributes have on the ability to build a relationship. Positive relationships have an impact on the sales representative's ability to influence the store owner to activate certain in-store drivers which will increase the sales volume of products through an outlet. In-store drivers have been defined as the availability of a product through listing, the amount of forward share allocated to the product and the price of the product. If the profile of a sales representative relative to that of a customer, has an impact on the strength of the relationship, companies could "match" sales representatives to customers based on their respective profiles. This "matching" would have a positive benefit for the sales representative and his/her company. The research showed that there was a correlation between the profile of a sales representative and a customer. It is easier for a sales representative to build a relationship with a customer who is a similar age. It is however easier for the sales representative to influence a younger customer. Gender plays no role in a sales representative's ability to build a relationship. With respect to education, a stronger relationship exists between a customer and sales representative of a similar education. Again it is easier for a representative to influence a customer who has a lower level of education. Race does have an impact on the ability to build relationships. The research showed that an African sales representative should service an African customer. The same applies to a Xhosa speaking sales representative. There is a positive link between matching sales representatives and customers who come from similar areas and have the same religion. Understanding what factors can improve or inhibit a relationship provides important insights into how management can influence a competitive advantage in customer relationship marketing. / AFRIKAANSE OPSOMMING: Maatskappye binne die FMCG-sektor probeer deurlopend om waarde tot hulle handelsmerk toe te voeg deur hulle winsmarges te vergroot en/of meer produkte te verkoop. Om koste uit die waardeketting te verwyder, gee die maatskappy slegs vir 'n kort tydjie 'n mededingende voordeel aangesien mededingers ook koste verlaag. Om produkte te differensieer deur kenmerke en voordele te verbeter, bied ook 'n mededingende voordeel maar kan eweneens deur mededingers nageboods word. Soos wat kompetisie toeneem, soek maatkappye nuwe maniere om hulself te differensieer. Verhoudingsbemarking kom gevolglik al meer voor as 'n mededingende instrument om daardie klein verskil te maak. Hierdie navorsing ontleed die faktore wat 'n invloed uitoefen op die verhouding tussen 'n verkoopsverteenwoordiger van Coca Cola en sy/haar mededingers binne die Kaapstad-streek. Die geografie is uniek omdat dit 'n verskeidenheid mense van verskillende rasse, godsdienste en tale omvat. Die navorsingsverslag ondersoek die impak wat ouderdom, geslag, opvoeding en kultuur uitoefen op die vermoe van die verkoopsverteenwoordiger om 'n verhouding met 'n klant op te bou. Kultuur word in vier kategoriee verdeel. Hierdie kategoriee ondersoek die ras, taal, godsdiens en woonarea van 'n verkoopsverteenwoordiger relatief tot 'n klant en die impak wat hierdie kenmerke uitoefen op die vermoe om 'n verhouding op te bou. Positiewe verhoudings het 'n impak op die verkoopsverteenwoordiger se vermoe om die winkeleienaar te beinvloed om sekere aandrywers in die winkel toe te pas om die verkoopsvolume van produkte deur so 'n winkel te verhoog. Hierdie aandrywers in die winkel is geidentifiseer as die beskikbaarheid van 'n produk deur notering, die hoeveelheid aandele wat vooruit aan die produk toegeken word en die prys van die produk. As die profiel van 'n verkoopsverteenwoordiger relatief tot die van die klant 'n impak uitoefen op die kwalitieit van die verhouding kan maatskappye verkoopsverteenwoordigers by klante "pas" op grond van hulle onderskeie profiele. Hierdie "passing" kan 'n positiewe voordeel vir die verkoopsverteenwoordiger en sy/haar maatskappy inhou. Die navorsing het aangetoon dat daar 'n korrelasie bestaan tussen die profiel van 'n verkoopsverteenwoordiger en die klant. Dit is makliker vir 'n verkoopsverteenworrdiger om 'n verhouding op te bou met 'n klant van 'n soortgelyke ouderdom. Dit is egter vir die verkoopsverteenwoordiger makliker om 'n jonger klant te beinvloed. Geslag speel geen rol in die verkoopsverteenwoordiger se vermoe om 'n verhouding op te bou nie. Sover dit opvoeding aangaan, is daar ook 'n sterker verhouding tussen 'n klant en verkoopsverteenwoordiger van soortgelyke opvoeding. Weer eens is dit makliker vir 'n verteenwoordiger om 'n klant met 'n laer vlak van opvoeding te beinvloed. Ras het wel 'n impak op die vermoe om verhoudinge te bou. Die navorsing het aangetoon dat 'n swart verkoopsverteenwoordiger beter vaar met 'n swart klant. Dieselfde geld vir 'n Xhosa-sprekende verkoopsverleenwoordiger. Daar is 'n positiewe gevolg waar verkoopsverteenwoordigers en klante uit soortgelyke areas en met dieselfde godsdiens by mekaar gepas word. 'n Begrip vir die faktore wat 'n verhouding kan verbeter of inhibeer bied belangrike insigte in maniere waarop bestuur 'n mededingende voordeel kan meebring deur verhoudingsbemarking op klante toe te pas.

Thesis (MBA)--Stellenbosch University, 1998. / ENGLISH ABSTRACT: For the first time in South Africa's labour relations history, a comprehensive legislative tool (The Labour Relations Act 66 of 1995), which has the potential and aim to serve the interests of employers and employees in a different way than traditional collective bargaining has been designed. Leadership by the captains of industry and labour will be necessary in breaking new ground and in making the perceived new framework of relationships work. The change process, the principles of participation, and the development and implementation of new values. will not be easy. cheap or comfortable. Management can respond to the Act by complying to the letter of the law, that is, going technically through the motions required by the Act. In years to come, it would perhaps be more beneficial if they responded to the spirit of the law: a genuine and real involvement of all stakeholders taking co-responsibility for the success of their organisations. "Successful workplace relationships are made by all people inside the workplace and not by the laws created outside the workplace" (lsrae1stam and Marais, 1997). 1bis will require a true transformation of their organisations using employee involvement as a key to organisational transformation. Participative management is a very broad concept and its meaning could range from informing employees in advance before implementing management decisions to giving employees majority control on the organisation's governing body. What then would be legitimate reasons for an organisation to implement participative management? International experience makes it clear that, in order to be effective, prosperous organisation. The need to move beyond adversarialisrn 15 based on the need to escape the selfperpetuating cycle of confrontation and dissatisfaction and lack of co-operation. Participative management is part of the effort to reverse the confrontational trend and achieve a positive spiral of co-operation through joint problem solving and strengthening of organisational resources, shared benefits, mutual understanding. caring, goal creation, keeping of promises and success in goal achievement. Due to the fact that each South African organisation is at a different stage of industrial relations and management culture development, participative management cannott be rushed into practice. South Africa needs to learn from the good and the bad of international experience and adapt these lessons to its own unique labour circumstances. While South African employees have been instumental in achieving democratic rights politically, their long-standing and intense struggle for labour rights and democracy has left a powerful and intense legacy of need for satisfaction of workplace demands!' A Workplace Forum is therefore a participative management mechanism in the form of an employee representative committee which interacts closely with the employer. As is evident in Figure 1, management and trade unions may decide to solve their differences through collective bargaining or through some form of joint problem solving, such as workplace forums. The new structure at workplace level gives workers a voice in managerial decisions. / AFRIKAANSE OPSOMMING: Die Wet op Arbeidsverhoudinge 66 van 1995 is in werking gestel met die spesifieke doel om vir die eerste keer in die Suid-Afrikaanse geskiedenis na die belange van die werknemer, werkgewer en georganiseerde arbeid op 'n gebalanseerde wyse om te sien. Die daarstelling van werkplekforums in organisasies is daarop gemik om deelnemende strukture in plek te kry. Die vestiging van deelnemende bestuur in organisasies, sal ongetwyfeld met konflik gepaard gaan, omdat werknemers en werkgewers se behoeftes verskil. Hierdie konflik behoort ten minste nou op 'n geordende wyse deur wetgewing aangespreek te word. "Suksesvolle arbeidsverhoudinge word geskep en handhaaf deur alle belanghebbendes binne die werkplek en beslis nie deur wetgewing buite die organisasie nie" (lsraelstam en Marais, 1997). Dit bly dus ongetwyfeld die verantwoordelikheid van bestuur om deelnemende besluitnemingsmeganisme daar te stel ten einde die transformasieproses in organisasies te bespoedig. Konflik word verder verminder deur groter betrokkenheid in plaas daarvan dat besluite op 'n tipiese burokraties-outoritere wyse geneem word. Deelnemende besluitneming kan lei tot beter funksionering van die organisasie omdat besluite deur 'n groep beter is as enkelbesluite. 'n Werkplekforum kan alleenlik doeltreffend funksioneer mits opregte deelnemende bestuur dien as vertrekpunte. Werkplek forums moet as platvorms gebruik word waar toepaslike inligting, sienswyse, probleme en oplossings oop en eerlik met almal gedeel word, sodat stabiele doeltreffende verhoudings in die organisasie sal ontstaan. Die sentrale tema van hierdie projek gaan oor die verhouding tussen werkgewer, werknemer en georganiseerde arbeid waar werkplekforums as 'n deelnemende besluitnemingsmeganisme geimplementeer kan word, met die gevolg dat werknemers werklik deur middel van verteenwoordiging met werkgewers kan skakel. Groter verantwoordelikheid en toegewydheid aan die kant van arbeid en bestuur sal verseker dat produktiwiteit en kwaliteit verbeter, ten einde met gemak op die intemasionale markte mee te kan ding.