Dwindling natural resources, the impact of the green house effect and infrastructure that is resource intensive are becoming a global problem. Signs of unsustainability can be identified in various events worldwide. T he above poses an important quest ion: who should be responsible for the protection of natural resources? This question is debatable when reference is ma de to groups such as governments, consumers and business organisations. However, the destruction of the environment cannot continue and it becomes a problem that should be pondered by humanity at large. This leads to the role of education in environmental protection, and in this study specifically to the education of managers. An organisation's base rests on management's philosophy, values, vision and goals. Clearly, a manager 's influence can have immense influence on the organisation, its goals and involvement in environmental protect ion. Taking the above into consideration, this study's objective is to determine if environmental education should be included in the curriculum of management learners on tertiary level. To achieve this objective, exploratory research-was used-to learn more about the dilemma or problem identified. Through interviews (qualitative research) with interest groups such as managers, lecturers and learners in management studies, the attitude of these groups were tested regarding the above objective. Based on the study the following recommendations could be made: • The state of the environment is of great concern and is a global phenomenon affecting all humanity, not only certain groups. • Managers can play a much greater role in the protection of the environment. • Governments and people in leadership positions should decide and put legislation in place that could play an important role in the protection of the environment. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2009.

Dwindling natural resources, the impact of the green house effect and infrastructure that is resource intensive are becoming a global problem. Signs of unsustainability can be identified in various events worldwide. T he above poses an important quest ion: who should be responsible for the protection of natural resources? This question is debatable when reference is ma de to groups such as governments, consumers and business organisations. However, the destruction of the environment cannot continue and it becomes a problem that should be pondered by humanity at large. This leads to the role of education in environmental protection, and in this study specifically to the education of managers. An organisation's base rests on management's philosophy, values, vision and goals. Clearly, a manager 's influence can have immense influence on the organisation, its goals and involvement in environmental protect ion. Taking the above into consideration, this study's objective is to determine if environmental education should be included in the curriculum of management learners on tertiary level. To achieve this objective, exploratory research-was used-to learn more about the dilemma or problem identified. Through interviews (qualitative research) with interest groups such as managers, lecturers and learners in management studies, the attitude of these groups were tested regarding the above objective. Based on the study the following recommendations could be made: • The state of the environment is of great concern and is a global phenomenon affecting all humanity, not only certain groups. • Managers can play a much greater role in the protection of the environment. • Governments and people in leadership positions should decide and put legislation in place that could play an important role in the protection of the environment. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2009.

A representative body such as a trade union, workplace forum or an organisation that specifically handles disputes that may arise from unilateral decisions that are taken by employers in the billboard industry that affect the salespeople could, go a long way to improve the working conditions of these people. There is, however, no such an organisation that exists currently to protect workers in this industry. This poses the question whether salespeople in the industry would want to see the formation of such a union and whether or not they would join such a union. Another question that needs to be answered is whether adhering to the culture of the organisation and respecting the values and ethical behaviour of the organisation would prevent managers from making unilateral labour related decisions that affect salespeople negatively and eliminate the need for the formation of a trade union. To achieve this objective, exploratory research methods were used to learn more about the problem identified. Through interviews (qualitative research) with salespeople and managers in the billboard industry the attitudes of these groups were tested regarding the above objective. Findings and recommendations were that: Salespeople in the outdoor advertising industry believe that there is a need for the formation of a trade union for sales people; therefore, the formation of such a union should be further explored and considered. Salespeople also believe that regardless of ethical behaviour by their employers there is still a need for a trade union that could assist them in getting benefits such as medical aid benefits and pension fund. Sales managers in the industry however, believe that there is no need for the formation of a trade union for salespeople as long as they behave in an ethical and fair manner toward their sales staff. / Thesis (M.B.A.)--North-West University, Vaal Triangle Campus, 2010.

A representative body such as a trade union, workplace forum or an organisation that specifically handles disputes that may arise from unilateral decisions that are taken by employers in the billboard industry that affect the salespeople could, go a long way to improve the working conditions of these people. There is, however, no such an organisation that exists currently to protect workers in this industry. This poses the question whether salespeople in the industry would want to see the formation of such a union and whether or not they would join such a union. Another question that needs to be answered is whether adhering to the culture of the organisation and respecting the values and ethical behaviour of the organisation would prevent managers from making unilateral labour related decisions that affect salespeople negatively and eliminate the need for the formation of a trade union. To achieve this objective, exploratory research methods were used to learn more about the problem identified. Through interviews (qualitative research) with salespeople and managers in the billboard industry the attitudes of these groups were tested regarding the above objective. Findings and recommendations were that: Salespeople in the outdoor advertising industry believe that there is a need for the formation of a trade union for sales people; therefore, the formation of such a union should be further explored and considered. Salespeople also believe that regardless of ethical behaviour by their employers there is still a need for a trade union that could assist them in getting benefits such as medical aid benefits and pension fund. Sales managers in the industry however, believe that there is no need for the formation of a trade union for salespeople as long as they behave in an ethical and fair manner toward their sales staff. / Thesis (M.B.A.)--North-West University, Vaal Triangle Campus, 2010.

This research has been based on my experiences of London taxi drivers, both before I entered the London Taxi Industry, whilst studying to be a London taxi driver and during the thirty years I spent within the industry in a number of roles. My research has been undertaken in an inductive, broadly ideographic style. The study has been developed through initially narrating my experiences and observations in the industry and then analysing this account reflexively. The material that formed the basis of my narrative account was collected in an ethnographic style. In addition to my narrative account I also referenced the small amount of published material concerning the London taxi industry and interviewed a number of taxi drivers. A significant constraint was the lack of peer reviewed literature concerning taxi drivers and the taxi industry. Once I had developed my narrative account I then interpreted it in order to better understand the experiences and observations, the institutions and the people within the industry to understand and relate how they react and behave within their environment. The analysis involved deconstruction and interpretation against a framework of relevant literature to facilitate my understanding and assist sense making. I also interpreted the interactions with those outside of the taxi drivers' environment and analysed the persona that journalists and others have constructed that is meant to represent the London Taxi Driver. I considered the identity and characteristics implied by journalists with the prevailing culture and the identity that taxi drivers and the industry sought to portray. The qualification to become a taxi driver is known as the Knowledge of London. The Knowledge, as it is known in the industry, is recognised as an onerous task and has developed according to many in the industry into a rite of passage. I found that this process, with its rituals and arcane practices, which are accepted consensually by the industry, had a significant effect on the taxi drivers' identity and their status amongst non-taxi driver peers. Taxi driving is considered in working class circles to be at the upper end of a hierarchy of professional driving roles largely due to the achievement of passing the Knowledge of London together with the earning opportunity, perceived job security and flexibility afforded by being one's own boss. Knowledge of London students and taxi drivers appear to demonstrate common behavioural traits which I have explored in my research. London's taxi drivers appear to fear an assimilation of their role with other lower status driving roles and this fear has a significant effect on any attempts at change within the industry or within its institutions. The institutions within the industry provided much material for me to consider in the context of their alignment or clash with the culture of the industry. Changes in business processes and some of the institutions' relationships with their taxi driver stakeholders and the challenges to the industry's culture are considered as case studies within my reflexive account. The contribution to original knowledge is the insight into the culture and identity of London's Taxi Drivers, the behaviours and relationships within the industry both between drivers and the institutions that regulate, represent and benefit from the industry. Taxi drivers' responses to organisational and business process change. Further contributions to original knowledge are provided from the realisation that much of the structure developed within conventional organisations by management has developed organically without management intervention in the taxi industry. Many of the traits of life in offices and factories are likewise present in the London Taxi Industry despite the disparate and virtual nature of the industry and its reliance on consensual adoption of rules and practice rather than managerial influence and formal processes and procedures.