Includes executive summary. / Includes bibliographical references. / Substance abuse is a social problem that has contributed to a burden on the justice system. In South Africa, this problem has been found to be prevalent in Cape Town, the capital of the Western Cape. Methamphetamine, alcohol, cannabis, heroin and cocaine are the most commonly used drugs for which people have sought treatment. These substances are associated with violent behaviour and mental health behaviours which then result in criminal activities. Treatment however is not easily accessible for some socio-economic groups as it is expensive and geographically inaccessible. Alternate methods of treatment in the form of community interventions have been implemented in response to the need for treatment in these disadvantaged communities. This report is an evaluation of one such intervention based in Hanover Park, Cape Town.

Includes bibliographical references. / The term effectiveness is used extensively to describe organisations, groups and individuals. The fact that some organisations, groups and individuals are measurably more effective than others is a basic assumption of economic, organisation and behavioural theory. However, despite this frequent use, there is very little agreement amongst the users, both academic and business, as to what exactly 'effectiveness' means. The dictionary definition of 'effective' is 'capable of producing the desired result', however, the definition used in practice appears to depend on the mindset or reference point of the researcher. Most researchers reference point is management and therefore the definition of effectiveness is management's. It is possible that the definitions held by the job holders themselves, and by customers with whom they deal, are different from that of management. There is even less agreement on how effectiveness of an organisation or individual should be measured, i.e. what criteria should be used to measure effectiveness. More specific to the current study is sales person effectiveness research. There has been a large amount of research on effectiveness of sales people but it has tended to focus on industrial salespeople rather than retail salespeople. The research that has focused on retail sales people has suffered from several problems. The first relates to the problems with research involving effectiveness generally. The researchers rarely explain what they mean by effectiveness or what criteria they use to measure effectiveness. Much of this research also suffers methodologically, from the epistemological problem of being either too subjective or too objective. This is a problem that has plagued research in the social sciences throughout the subject's history. The methodologies used to research behaviour have been problematic in that they either adopt the methodologies of the natural sciences.in an attempt to quantify the phenomenon under study, or they use assumptions and methodologies that are subjective and prone to researcher or experimental bias. George Kelly's Personal Construct Theory claims to bridge this epistemological divide. The methodology allows for the indepth study of individuals but without bias from the researcher. By using the Repertory Grid technique developed by Kelly for the measurement of personal constructs, the results can be quantified, thus also satisfying the objectivist requirements. It is for this reason that Personal Construct Theory and the Repertory Grid technique are used in the current research. This research aims to discover whether the groups involved in the retail arena (i.e. top managers, branch manageresses, sales people and customers) have similar views of what constitutes sales person effectiveness.

The research aimed to gain an understanding of the self-perceptions of black South African professionals (and leaders) in relation to business leadership and how these self-perceptions influenced their behaviours, aspirations and self-perceived abilities in leadership positions. The leadership behaviour of black leaders was found to be influenced by their upbringing, educational background, workplace experiences and the country's historical context. Leadership behaviours exhibited by black leaders included Ubuntu, difficulty with owning authority, deliberate bias in management behaviour across colour and a profound sense of shared responsibility toward other black professionals and black communities. Black professionals demonstrated signs of deep-rooted pain, fear, anger, isolation, pride, empathy and general emotional fatigue stemming from workplace, socio-economic and political triggers that evoked generational trauma and an overall negative black lived experience. The negative lived experience could have led to racial identity dissonance and in extreme cases, complete racial identity disassociation. On occasion, black professionals leveraged white relationships to propel their careers forward, however, this practice reportedly resulted in feelings of self-doubt. Self-doubt was shown to eventually lead to self-deselection, negatively impacting the aspirations and career advancement prospects of black professionals in organisational leadership. Career progression of black professionals was additionally impacted by 'multiple shades of black', which determined if the black professional could be 'authorised' as a leader. These 'shades' included aspects such as the 'twang', complexion, and for black women, even hair. Black professionals that were perceived to better resemble 'whiteness', achieved faster career progression. The research found that black leaders perceived that their blackness, specifically, its unique texture of experiences and history in South Africa, provided them with superior empathetic leadership capability towards black employees, although it severely diminished empathy towards white employees. Furthermore, black professionals considered their blackness to detract from their leadership capability, by reducing the odds of being authorised as a natural leader, enforcing a skewed self-perception of their leadership capabilities.

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Corporate strategy has gained a lot of traction in academic discourse as a critical field that ensures organisational success and the role of informal structures in achieving this success has also gained a lot of focus. However, several scholars have pointed out that most of the studies on informal structures have used western and Asian socioecological narratives to contextualise informal structures. The contextual gap identified by the study and the assumptions by scholars that African, Asian and Western contexts have huge variances prompted the study to explore the contextual gap in South Africa. After defining the contextual gap, the critical question that the study sought to answer was; How are informal structures responding to corporate strategy within a South African context? To answer this question the study used an interpretive approach and a single case study to draw from the subjective experiences of 30 employees using in depth interviews. To ensure the abstraction of high-quality data the study utilised heterogeneous purposive sampling to draw insights from informed participants which in turn enabled the study to explore diversified perspectives. The study established that the socio ecological context of the organisation had both positive and negative influence on the employee's desire to accept or reject corporate strategy. The study established that the positive influence enabled smooth flow of information, flexibility, fulfilment of social needs and sharing of ideas. However, the study also established that the negative influence which manifested in resistance to corporate strategy, social fragmentation, conflict and political bickering outweighed the positive influence. The study concluded by adopting a strategic management model and extending it to contain the negative attributes of the socio-cultural environment with the hope that the model may enable the organisation to positively influence informal structures.

Entrepreneurship research has begun to recognise the role of people's lived experiences and significant life events prior to their venturing. Still, little is known about how adverse events shape founder identities and entrepreneurial motivation. My study uses an identity theoretical lens to consider the influence of founders' adverse life experiences on their venturing efforts. I asked the research question: How do adverse life events shape entrepreneurs' identity construction efforts and their venturing motives? Using a qualitative, grounded theory approach and life course methodology, I collected and analysed in-depth life story data of nine founders over the course of three years. These founders came into venturing under exceptionally adverse conditions in an informal economy context in Cape Town, South Africa. I found that adverse life experiences prior to venturing intentions or activities led to disconfirmed identities. The interplay between these disconfirmed identities and salient social identities played an integral role in founders' self-esteem and identity construction strategies in their efforts to restore a sense of coherence in their lives. These identity dynamics gave rise to distinct pathways resulting in different motives for establishing their ventures. My study enriches the literature on founder identity by detailing the significance of multiple forms of adversity on founders' identity construction and behavioural responses. By illuminating the relationship between the sources of adversity and salient social identities, I demonstrate the far-reaching consequences of adverse life events prior to venturing on founders' identities and entrepreneurial motives. It challenges the widely-held notion that founders in contexts of poverty are a homogenous group of entrepreneurs motivated by their basic needs. My study offers novel insights into the lived experiences of township entrepreneurs and contributes to scholarly knowledge on entrepreneurial adversity, identity and motivation in an under-researched context of poverty.

The global workforce that has been experiencing greater challenges in the past two decades specifically related to commitments required to transform gender inequality (ILO, 2016). With the increase of women in the labour market over the past thirty years, research interest grew on understanding the underrepresentation of women in key managerial position largely driven by scholarship in Europe and the West (Omar & Davidson,2001). Consequently knowledge production on women in management have grown exponentially in the West but to a lesser extent in Africa (Nkomo & Ngambi, 2009). Albeit a complex challenge of producing management theory and knowledge in Africa (Nkomo, 2017). Therefore, further research is required in understanding the underrepresentation of women in senior management in Africa (Zama, N. 2016). The objective for this research is to expand our understanding of the exclusionary practices in the management ranks that perpetuate the underrepresentation of women in management. This study addressed several research questions to uncover the subtle and overt practices of exclusion in the management ranks. A phenomenographic research method was followed with a study sample size of 40 to understand the impact of these exclusionary practices on the lived experiences of women in senior management whilst exploring concepts perpetuating the phenomenon (Ajjawi & Higgs, 2007). The chosen research methodology allowed the researcher to make it meaningful for people living the experience and scientifically rigorous for theorizing. It is in uncovering these exclusionary practices that meaningful theories are developed that guide the direction of future research as it is the collective wisdom of scholarship that a deeper understanding of this phenomenon will emerge.

Thesis (M.A.)--香港中文大學. / Manuscript. / Includes bibliographical references (leaves 199-203). / Thesis (M.A.)--Xianggang Zhong wen da xue. / 十六、七世紀明帝國與菲律賓的貿易 / Chapter ´¡ --- 引言 --- p.1-2 / Chapter ´Ł --- 西班發現菲律賓群島及以呂宋為基地之經過 --- p.3-38 / Chapter ´Ø --- 十六、七世紀明帝國與菲律賓貿易的背景 / Chapter A --- 歐人東來前明帝國對外貿易概況 --- p.39-49 / Chapter B --- 明帝國對白銀需求的逼切及國內外銀供給情況 --- p.50-83 / Chapter C --- 菲律賓西班牙人對中國貿易的倚賴 --- p.84-93 / Chapter ´Ð --- 十六、七世紀明帝國與菲律賓的貿易情況 --- p.94-128 / Chapter ´Þ --- 十六、七世紀明帝國與菲律賓貿易的影響 / Chapter A --- 貢稅制度的轉變 --- p.129-140 / Chapter B --- 賦役制度的轉變 --- p.141-167 / Chapter C --- 中國絲織業的發達 --- p.168-194 / Chapter ´Æ --- 結論 --- p.195-198 / 參考書目 --- p.199-203

Thesis (M.A.)--香港中文大學. / Manuscript. / Includes bibliographical references (leaves 85-96). / Thesis (M.A.)--Xianggang Zhong wen da xue.

Texte remanié de: Th. doct.--Agron.--Montpellier--Centre international de hautes études agronomiques, 2002. / FLO = Fairtrade labelling organizations. En appendice, choix de documents. Bibliogr. p. 70-71. Résumé en français et en anglais.