Published Article / At present municipalities in the Republic of South Africa are under pressure as a result of poor financial control and accountability that give cause to extensive corruption and financial mismanagement with the subsequent detrimental consequences for effective and efficient rendering of goods and services to inhabitants. Hence, it is of the utmost importance that serious attention be given to the implementation of effective and efficient financial control and accountability at municipalities. Financial control and responsibility are definitely of the utmost importance in determining either the success or failure of local government in the Republic of South Africa. Sound financial management will enhance a positive attitude and trust among the inhabitants towards the municipal council. Statutory financial control in the local government sphere consists of two components, viz. an external component (preparation of the budget, control over loans, expenditure, revenue, and external auditing) and an internal component (internal auditing, reporting, ethical conduct, and financial regulations).

No abstract available / Graduate School of Business Leadership / M.B.L.

Résumé: Introduction : Le rotavirus est la principale cause de gastro-entérite aiguë (GEA) chez les tout-petits à travers le monde. En 2011, le vaccin antirotavirus monovalent (RV1) a été introduit dans le programme de vaccination universel du Québec afin de réduire la morbidité reliée à la gastro-entérite à rotavirus (GERV). Ce mémoire avait pour objectif de décrire les taux d’hospitalisation pour GEA et GERV avant et après l’implantation du programme chez les jeunes enfants estriens (étude d’impact) ainsi que la couverture vaccinale et d’évaluer l’efficacité vaccinale (EV) du RV1 (étude d’efficacité). Méthode : Le jumelage d’une banque de données hospitalières avec le registre régional de vaccination a permis d’extraire une cohorte d’enfants nés au Centre hospitalier universitaire de Sherbrooke (CHUS), vivant en Estrie et âgés de moins de cinq ans durant la période d’étude de juin 2004 à mai 2014 (n = 37 757). Cette cohorte a été suivie de façon rétrospective afin d’examiner les taux annuels d’hospitalisation pour GEA et GERV des années pré- (2004/2005-2010/2011) et post-implantation (2011/2012-2013/2014), globalement et selon diverses caractéristiques socioéconomiques. De plus, l’EV du RV1 a été calculée à l’aide de trois cohortes d’enfants : (1) les enfants vaccinés nés en 2011-2013 (n = 5 033), (2) les enfants non vaccinés nés en 2011-2013 (n = 1 239) et (3) les enfants non vaccinés nés en 2008-2010 (n = 6 436). Résultats : Le taux d’hospitalisation pour GEA a évolué de 81/10 000 enfants de moins de cinq ans en période pré-implantation à 46/10 000 en période post-implantation (réduction relative = 43 %, p < 0,001). Suite à l’implantation du programme, la couverture vaccinale a rapidement augmenté pour atteindre 81 %. Malgré une couverture vaccinale similaire parmi les différents groupes, les plus faibles réductions relatives ont été observées chez les groupes défavorisés. L’EV ajustée pour une série complète était de 62 % (intervalle de confiance [IC] 95 % : 37-77 %) et de 94 % (IC 95 % : 52-99 %) contre les hospitalisations pour GEA et GERV, respectivement. Les enfants vivant dans des quartiers ayant une proportion élevée de familles à faible revenu avaient une EV plus faible contre les hospitalisations pour GEA (30 % contre 78 %, p = 0,027). Conclusion : Trois ans après son introduction dans le programme universel, le RV1 a réduit de façon significative les gastro-entérites sévères chez les jeunes enfants estriens. Ce vaccin est très efficace pour prévenir les hospitalisations pour GERV, particulièrement chez les groupes plus aisés. D’autres études en contexte similaire sont nécessaires pour déterminer les facteurs reliés à une plus faible EV chez les groupes vulnérables. / Abstract: Introduction: Rotavirus is the main cause of acute gastroenteritis (AGE) among young children worldwide. In 2011, the monovalent rotavirus vaccine (RV1) was introduced into the Quebec universal immunization program to reduce morbidity related to rotavirus gastroenteritis (RVGE). This thesis aimed to examine AGE and RVGE hospitalization rates before and after implementation of the program in young children from the Eastern Townships (impact study) and the vaccine coverage, and to assess vaccine effectiveness (VE) of the RV1 (effectiveness study). Methods: The pairing of a tertiary hospital database with the regional immunization registry allowed to extract a cohort of children born at the Centre hospitalier universitaire de Sherbrooke (CHUS), living in Eastern Townships and aged less than five years during the study period from June 2004 to May 2014 (n= 37,757). This cohort was retrospectively followed-up to examine AGE and RVGE annual hospitalization rates of pre- (2004/2005-2010/2011) and post-program years (2011/2012-2013/2014), globally and according to several socioeconomic characteristics. Moreover, RV1 VE was calculated using three children cohorts: (1) vaccinated children born in 2011-2013 (n=5,033), (2) unvaccinated children born in 2011-2013 (n=1,239), and (3) unvaccinated children born in 2008-2010 (n=6,436). Results: AGE hospitalization rates evolved from 81/10,000 children aged less than five years in pre-program period to 46/10,000 in post-program period (relative reduction=43%, p<0.001). Following implementation of the program, vaccine coverage rapidly increased to reach 81%. Despite similar vaccine coverage among different groups, lowest relative reductions were observed in disadvantaged groups. Adjusted VE of a complete series was 62% (95% confidence interval [CI]: 37%-77%) and 94% (95% CI: 52%-99%) against AGE and RVGE hospitalizations, respectively. Children living in neighbourhoods with higher rates of low-income families had lower VE against AGE hospitalizations (30% vs. 78%, p=0.027). Conclusion: Three years following its introduction into the universal vaccination program, RV1 significantly reduced severe gastroenteritis in young children in the Eastern Townships. This vaccine was highly effective to prevent RVGE hospitalizations, particularly among the most well-off. Further studies in similar setting are needed to determine factors related to lower VE among vulnerable groups.

Submitted in fulfillment of the requirements for Degree of Master of Technology: Human Resources Management, Durban University of Technology, 2013. / This research focuses on the impact of staff turnover on organisational effectiveness and employee performance in the Department of Home Affairs in the Eastern Cape Province. High staff turnover rate may jeopardize efforts to attain organisational objectives. In addition, when an organisation loses a critical employee, there is negative impact on innovation, consistency in providing service to guests may be jeopardized and major delays in the delivery of services to customers may occur. The research design used in this study was the quantitative approach, which allowed the researcher to use structured questionnaires when collecting data. A pilot study was conducted to test the questionnaire. The survey method was used in this study because the target population only composed of 100 employees. A high response rate of 98% was obtained using the personal method of data collection, questionnaire was structured in a 5 point Likert scale format. The Statistical Package for Social Science (SPSS) version 15 for Windows was used for statistical analysis of the main responses. The study finding suggests that salary is the primary cause of staff turnover in the Department of Home Affairs. The findings highlighted that high staff turnover increases work load to the present employees in the department. The study finding also showed that staff turnover causes reduction in effective service delivery to the customers and reflects poorly on the image of the Department. Other findings suggested that unhealthy working relationship may also be the cause of staff turnover in the department. The recommendations highlighted that top management should pay a marketable salary to employees and the employees must be rewarded if they have achieved their goals. Top management should also develop opportunities for career advancement in the department. Top management should involve employees when they make decisions that will affect them in the Department of Home Affairs in the Eastern Cape Province. The study concludes with direction for future research.

Dissertation submitted in compliance with the requirements for the Masters Degree in Business Administration, Durban University of Technology, 2008. / Increasing competitive pressure from global markets and technological developments has resulted in the continual demand for business improvement philosophies and methodologies to address this challenge. The LSS approach to business improvement has emerged in both the practitioner and academic literature as having a significant role in this area. In 2006, The Valspar Corporation embarked on a LSS initiative as a way to improve the business globally, to achieve sustained profitable growth and to enhance customer value. Valspar (SA) found the implementation of LSS a challenge because the organisation could not afford the appointment of a full-time Black Belt to manage the programme locally. Green Belts were appointed to lead LSS projects part-time. Management wanted to know if they have applied the LSS methodology correctly within the scope of the business, especially since not all organisations were successful in the implementation of LSS. The objective of this study was to determine the critical factors that affect the successful implementation of LSS at Valspar (SA) and to assess the degree to which these critical factors exist at Valspar (SA). In a census, the researcher used the questionnaire to gain information about the current views of employees on the LSS programme at Valspar (SA). The research highlighted the critical success factors for LSS implementation and the results of the evaluation revealed both the positive and negative aspects of the LSS programme at Valspar (SA). / Valspar Corporation

The 2008 financial crisis that led to the collapse of companies and economic recession in most countries has also increased the concern for transparency, accountability and regulatory oversight and once more put corporate governance and board effectiveness on the front burner of big business issues all over the world. The board is seen as a key player in governance of companies and there is need for a better understanding of how this body works. Majority of the research work in these areas has been in developed economies and not much work has been done in the area of board effectiveness in the emerging markets of Africa. This thesis examines the relationship between key board characteristics and board effectiveness. It also explored the impact of certain mediators on this relationship. Unlike most studies on board which focus on firm performance and mostly in developed markets, this study was conducted in an emerging market and the focus was on board effectiveness. Based on the work done by other researchers in developed economies the researcher developed a theoretical framework and a set of hypotheses to examine the relationship between board characteristics and board effectiveness and the impact of certain mediators on this relationship. Board characteristics considered in this research include board size, CEO duality, board independence, and board diversity. In addition, the impact of board human capital on board effectiveness was also considered. Additionally, the researcher examined if the relationships between board characteristics and board effectiveness will be affected by organization type, ownership, age and size. The empirical examination of the hypotheses developed from the theoretical framework presented in this study show that board characteristics, apart from professional human capital, do not have any significant impact on board effectiveness. Board professional human capital was found to have a positive relationship with board operations and board cohesiveness and also with board effectiveness. The results show that in Nigeria, board diversity and human capital are the most important board structural factors that impact board effectiveness. They also show that board processes of operations, cohesiveness and decision making have significant impact on board effectiveness. Finally the results show that board process factors are more important than board structural factors in determining board effectiveness. The study shows that these relationships were not significantly affected by organization type, ownership, age or size. The study contributes to understanding of board effectiveness in an emerging market where board roles and processes are still developing; by examining both traditional variables such as board size, CEO duality, board independence and other organizational attributes such as board job related diversity and board professional human capital variables. In addition, this is the first study to examine board effectiveness in publicly quoted companies in Nigeria. The study will also contribute to better governance practices in Nigeria, where lack of good governance has been blamed for the slow economic development and growth. The theoretical framework and the findings of this thesis are expected to stimulate scholars for further research into identifying the characteristics that boards must possess if they are to be active and effective. They should also stimulate practitioners and scholars of strategy, organizational behaviour and corporate governance to examine boards and their activities from many perspectives, particularly from the process side.

Thesis (MBA)--Stellenbosch University, 2005. / ENGLISH ABSTRACT: The concept of executive coaching has become known over the last 20 years. Executive coaching is a service that is provided to managers and leaders within organisations in order to help them to make changes that will lead to increased personal and organisational performance. Coaching helps leaders to function better in the business world by helping them to see beyond their own mindsets; helping them to learn new skills; and helping them to overcome deeply ingrained habits and behaviours that may be restricting their further success. Coaching is not targeted specifically at executives that are experiencing performance problems, but at any manager or leader that wants to learn or change in some way, or simply wants to further increase their performance. The need for executive coaching has arisen due to the speed at which the world is developing and hence because of constant change. Globalisation, technology, mass production and increased levels of democracy have lead to a highly competitive business world. The leader and manager of today have to be highly efficient and deal with a much broader range of tasks than ever before while being highly advanced in the areas of personal and interpersonal skills. These same changes that have affected the world have lead to changing social norms where people have the need to partiCipate and be heard. The traditional management approaches to business whereby leaders commanded their employees to execute their ideas, is no longer an efficient practise as business is just too complex to centralise decision making. The concept of organisational empowerment which became know in the late 1980's has to do with the top leaders of organisations sharing their power and authority with those lower down in the organisation. Empowerment is seen as the key to sustainable organisational success, however it is complex to implement, takes considerable time and needs dedication, focus and drive from top leaders to be successful. Top leaders however will need to transform their own styles, habits and skills in order to successfully empower their organisations. Executive coaching is seen as the best method to help leaders and managers to empower their organisations by assisting them to change their leadership styles, learn better personal skills and to properly plan and execute changes that need to be made within the organisation. The use of executive coaching will also teach executives how to coach all those within their organisations, which will further help change the organisation from a traditional culture to a culture of collaboration and support. / AFRIKAANSE OPSOMMING: Die konsep van bestuursafrigting het in die afgelope 20 jaar bekend geword. Bestuursafrigting is 'n diens wat gelewer word aan bestuurders en leiers binne 'n organisasie om hulle te help om veranderinge te maak wat sal lei tot verhoogde persoonlike en organisatoriese prestasie. Afrigting help leiers om beter te presteer in die besigheidswereld deur verby hul eie gedagte raamwerk te kyk, nuwe vaardighede aan te leer en om diep ingewortelde gewoontes en gedrag te oorkom wat sukses verhinder. Afrigting is nie net gefokus op uitvoerende amptenare wat prestasie probleme ervaar nie, maar op enige bestuurder of leier wat wil leer of verander, of prestasie wil verbeter. Die behoefte vir bestuursafrigting het ontstaan as gevolg van die tempo waarmee die wereld voortdurend verander. Globalisering, tegnologie, massa produksie en verhoogde vlakke van demokrasie het gelei na 'n hoogs kompeterende besigheidswereld. Die hedendaagse leier en bestuurder moet hoogs effektief wees, meer take kan verrig as ooit tevore en ook nog hoogs gevorderd wees in terme van interpersoonlike vaardighede. Hierdie veranderinge het ook gelei na veranderende sosiale norme waar mense meer betrokke wil wees deur insette te lewer. Die tradisionele benadering tot besigheid, waar leiers opdragte gee aan werknemers om hulle idees uit te voer, is nie meer effektief in die huidige komplekse samelewing nie. Die idee van organisatoriese bemagtiging, wat in die laat 1980's bekend geword het, het te make met die verspreiding van mag van die senior bestuur in die organisasie na laer vlakke. Bemagtiging is die sleutel tot volhoubare organisatoriese sukses maar, dit is moeilik om te implementeer, het baie tyd en toewyding nodig en benodig fokus van die top leiers om suksesvol te wees. Daarom moet top bestuurders hul eie styl, gewoontes en vaardighede transformeer om bemagtiging suksesvol te implementeer in hul organisasies. Bestuursafrigting word gesien as die beste metode om leiers en bestuurders te help om hul werknemers te bemagtig deur hulle te help om hulle leierskapstyle te verander, beter persoonlike vaardighede aan te leer en om beter organisatoriese beplanning en uitvoering te fasiliteer. Die gebruik van bestuursafrigting leer bestuurders hoe om ander te mentor wat die tradisionele kultuur van bestuur vervang met een van samewerking en ondersteuning.

The comparison of alternative systems of disposing efficiently and effectively of four to five pounds of solid waste per person per day in the United States urban communities is undertaken by using Kazanowski's standardized cost -effectiveness methodology. The economic criteria for studying this problem are often limited to cost or marketable measures; in contrast, use of a cost -effectiveness approach allows the inclusion of non- quantifiable measures of effectiveness such as public acceptance, politics, health risks, environmental considerations, and soil benefits. Data from a case study in Tucson, Arizona, is used to illustrate the problem.

Objectives. To examine the clinical effectiveness of guided self-help (GSH) for anxiety and depression in routine clinical practice, and the role of self-efficacy, therapeutic alliance and socio-economic status in influencing that effectiveness. Design. A within-subjects repeated measures design in which participants served as their own controls by completing questionnaires across a control period prior to GSH intervention, then again at post-intervention and 3- and 6-month follow-up. Methods. GSH participants completed outcome measures for mental health (HADS) and work/social functioning (WSAS). Factors explored by regression as possible predictors of effectiveness were self-efficacy, therapeutic alliance and socioeconomic status. Results. Sixty people completed GSH, with analyses indicating effectiveness of GSH in significantly improving mental health and social functioning at post-treatment and 3-month follow-up, but not at 6-month follow-up. Effectiveness was also indicated under intent-to-treat conditions (n = 97) with medium effect sizes (≈ 0.6) for each outcome measure at post-treatment. Improvement in mental health was predicted by lower self-efficacy and greater therapeutic alliance. Completers of the intervention had significantly higher socio-economic status than non-completers. Conclusions. The current study has suggested effectiveness of GSH in routine clinical practice across different primary care services at post-treatment, but with less evidence of this at follow-up. Effectiveness has been highlighted to be influenced by self-efficacy and therapeutic alliance, suggesting the importance of considering non-specific factors when patients access GSH in primary care. This study underlines the need for further research exploring longer-term clinical effectiveness and examining for whom GSH works in order to constructively inform future evidence-based practice.

Against the background of growing competition in the global marketplace, understanding customers, is a significant aspect of marketing. In the search for competitive advantage, there is a need to measure service quality to better understand its antecedents and consequences, and establish methods for its improvement. In the Libyan economy, the banking sector is one of the most important. Its significance increased after the 2003 lifting of the United Nations sanction. This was followed by entry to the sector of a number of domestic and multinational firms. Despite this increased competition, domestic banks are still widely considered to suffer from low levels of service quality. The main purpose of this study is to evaluate the actual level of service quality provided by Libyan public commercial banks as perceived by their customers. A modified SERVQUAL model was developed to measure service quality in Libyan commercial public banks. The resulting instrument is intended to help these banks to measure their service quality and focus on the service quality dimensions of most importance to their customers. It also aimed to gain an understanding of cultural and environmental influences on service quality in the Libyan banking sector, and their effect on banking management practices. It is also expected that this instrument, and its results, will contribute to future research into service quality. The findings of the present study have produced some important results. Firstly, the level of service quality offered by the Libyan public commercial banks as it was perceived by their customers was relatively high. Secondly, the theoretical five-factor structure of the SERVQUAL model was not confirmed in the Libyan banking context, and the service quality structure in the Libyan context appears to be four-dimensional. Furthermore, the study offers suggestions to banking managers to allocate their resources more efficiently to the most important dimensions, i. e. reliability and tangibles, to improve service quality, since the factor analysis indicates that these are the most important dimensions to customers. Finally, reflections on the methods used to modify SERVQUAL to make it more sensitive to a particular cultural context have implications for future researchers in terms of methodology, method and data analysis.