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Managing diversity in the amalgamated City of Tygerberg : an evaluationNombakuse, Ntombikayise Ethel 12 1900 (has links)
Thesis (MPA)--Stellenbosch University, 2001. / ENGLISH ABSTRACT: This research assignment is intended to evaluate the current strategies employed by the City of
Tygerberg to manage diversity and its related aspects namely change management,
organisational development and organisational culture and thus to identify possible shortcomings
in the current strategies employed by the City of Tygerberg and make possible suggestions for
improvement.
Considering its aim, boundaries have been defined in the research assignment by identifying
four areas of concern to be addressed namely diversity management, change management,
organisational development and organisational culture.
The review of the theoretical perspectives of diversity management, change management,
organisational development and organisational culture within the organisational context is also
intended to review theory on the identified areas of concern with the aim of creating
understanding by the City of Tygerberg for the challenges presented by diversity.
The historical background of the organisation in question, the City of Tygerberg, is discussed as
well as its vision and envisaged future, with the aim of establishing the corresponding mission
and goals to be achieved by the organisation. The relevant legislation which refers to the
importance of diversity management and the organisational policies in place addressing the
various aspects related to diversity are also reviewed.
In order to collect data the researcher designed a self-administered questionnaire which was
distributed to the various members of the target group namely the Chief Executive Officer,
Manager Human Resources, Manager Training and Development and the Director of
Administration.
The findings of the research process are then used to make possible suggestions and
recommendations for addressing the identified possible shortcomings, with the intention of
strengthening the existing methods employed the City of Tygerberg. / AFRIKAANSE OPSOMMING: Die doel met hierdie navorsingsprojek is evaluering van die bestaande strategiee toegepas deur
die Stad Tygerberg vir diversiteitsbestuur en verwante aspekte soos die bestuur van verandering,
organisasie-ontwikkeling en organisasiekultuur om sodoende moontlike tekortkominge in die
bestaande strategiee te identifiseer en moontlike voorstelle vir verbetering te maak.
In aansluiting by die doel is daar ter afbakening vier relevante terreine vir ondersoek
geidentifiseer, te wete, diversiteitsbestuur, veranderingsbestuur, organisasie-ontwikkeling en
organisasiekultuur. Die oorsigtelike beskouing van die teoretiese perspektiewe rakende
diversiteitsbestuur, veranderingsbestuur, organisasie-ontwikkeling en organisasiekultuur binne
die organisatoriese konteks is ook gerig op teoriehersiening betreffende die geidentifiseerde
terreine ter wille van begripskepping by die Stad Tygerberg vir uitdagings gesteI deur diversiteit.
Die historiese agtergrond van die ter sprake organisasie, die Stad Tygerberg, word bespreek,
asook sy visie en beoogde toekoms, met die oog op daarstelling van 'n verbandhoudende missie
en doelwitte vir verwesenliking deur die organisasie. Die relevante wetgewing met betrekking
tot die belangrikheid van diversiteitsbestuur en die organisatoriese beleide van toepassing op die
verskillende verwante aspekte van diversiteit word ook in oënskou geneem.
Met die oog op data-insameling het die navorser 'n vraaglys ontwerp wat versprei is na
verskillende lede van die teikengroep, naamlik, die Hoofuitvoerende Beampte, die Hoof
Menslike Hulpbronne, die Hoof Opleiding en Ontwikkeling en die Direkteur Administrasie.
Die bevindings van die navorsingsproses is gebruik om moontlike voorstelle en aanbevelings vir
aanspreking van die geidentifiseerde moontlike tekortkominge te maak, met die oog op
verstewiging van die bestaande metodes toegepas deur die Stad Tygerberg.
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The impact of obesity on the South African economyHattingh, Comien 03 1900 (has links)
Thesis (MBA)--University of Stellenbosch, 2009. / ENGLISH ABSTRACT: The prevalence of overweight and obesity escalated over the past 30 years worldwide in
adults, children, and adolescents. Estimates are that 26% of the global adult population is
either overweight or obese. However, the most alarming fact is the increase in obesity in
children and adolescents. In South Africa, the estimated overweight and obesity
prevalence in adults is 45% and 20% in children below 6 years of age.
The World Heath Organisation acknowledges obesity as an unforgiving, formidable
chronic disease, an eminent global epidemic, and the most significant independent risk
factor to chronic disease. There are about 30 different diseases associated with obesity of
which cardiovascular disease, metabolic syndrome, lifestyle cancers, depression, and
diabetes are the most prominent. The current rising obesity trends increase the prevalence
of these obesity-associated diseases, as well as a wide range of psychosocial problems.
Global expectations are that weight-related chronic disease will develop into the most
significant healthcare problem in the 21st century.
The overarching trend of globalisation has transformed the global landscape into a more
obesogenic environment with resultant changes in behavioural lifestyles of increased
caloric consumption and less physical activity at home and at work. However, genetic,
social, and cultural determinants enhance weight gain, which contributes largely to current
obesity trends.
Obesity is a major public healthcare problem in South Africa, with African women and
Caucasian men most at risk. However, the competing priorities of unemployment, poverty,
and HIV/AIDS place high demands on the South African economy, with resultant neglect
of obesity.
Obesity has the potential to incur a large impact on the South African economy through the
reduction in labour productivity, corporate profitability, and national output, especially in
combination with HIV/AIDS. / AFRIKAANSE OPSOMMING: Die insidensie van oorgewig en obesiteit het toegeneem oor die afgelope 30 jaar
wereldwyd in volwassenes, tieners, en kinders. Omtrent 26% van die globale populasie is
of oorgewig of vetsugtig. Die erns van die huidige situasie is egter die toenemende
voorkoms van obesiteit in kinders en tieners. Die voorkoms van oorgewig en obesiteit in
Suid-Afrika word geskat op 45% in volwassenes en 20% in kinders jonger as 6 jaar.
Die Wereld Gesondheid Organisasie het in 1997 obesiteit geklassifiseer as 'n chroniese
siekte en hul kommer uitgespreek oor die feit dat obesiteit epidemiese proporsies bereik
het. Obesiteit word ook nou erken as die belangrikste, onafhanklike risiko faktor vir
chroniese siekte. Obesiteit word geassosieer met omtrent 30 verskillende siektetoestande
waarvan kardiovaskulere siekte, metaboliese sindroom, lewensstyl kankers, depressie, en
diabetes die belangrikste is. Stygende obesiteit syfers verhoog ook die voorkoms van
hierdie siektes asook verskeie psigososiale probleme. Verwagtings is dat gewig verwante
siektes die belangrikste gesondheid probleme sal wees gedurende die 21 ste eeu.
Die proses van globalisasie het die wereld landskap verander in 'n omgewing wat meer
obesogenies is, wat gelei het tot veranderings in leefstyle in die rigting van 'n hoër inname
van kaloriee en minder aktiewe leefstyle. Genetiese, sosiale, en kulturele faktore verhoog
ook die vatbaarheid van die individu tot gewig toename en speel 'n groot rol in die huidige
obesiteit status.
Obesiteit is tans 'n geweldige gesondheidprobleem in Suid-Afrika met Swart vrouens en
Blanke mans die populasiegroepe wat die hoogste risiko dra. Die probleem is egter dat die
kompeterende prioriteite van werkloosheid, armoede, en MIV/VIGS alreeds hoe eise stel
aan die Suid-Afrikaans ekonomie met gevolglike verwaarlosing van obesiteit.
Obesiteit het die potensiaal om 'n groot effek uit te oefen op die Suid-Afrikaanse ekonomie
deur middel van 'n verlies in produktiwiteit, verminderde korporatiewe wins, en
ekonomiese groei, veral in kombinasie met MIV/VIGS.
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Towards addressing the challenges of black managers within the context of transforming South African organisationJamodien, Tariq Ishmail 03 1900 (has links)
Thesis (MBA)--University of Stellenbosch, 2009. / ENGLISH ABSTRACT: The phenomenon of transformation was originally conceived, in a South African context, as a
political strategy driven by socio-political force with the objective of fostering change based on
principles of enhancing human dignity and promoting equality in all aspects of society. The
workplace was one of the areas that first experienced the consequences of transformation,
encouraged mainly through legislation such as the Employment Equity Act (No. 55 of 1998).
The manner in which affirmative action measures may be implemented is determined by the
Employment Equity Act (No. 55 of 1998), which aims to ensure that the legacies of apartheid
in the South African workplace are redressed. In this regard, employment equity will, over
time, be achieved by promoting equal opportunity and fair treatment through the elimination of
unfair discrimination and through the implementation of affirmative action measures to
advance Black people, women and people with disabilities.
Regardless of legislative imperatives, South Africa has failed quite markedly to realise the
promotion of greater equality between all South Africans in the workplace. Black South
Africans and women are still seriously under-represented in top and senior management
posts. The key findings of the 2007/8 Employment Equity Report prepared by the
Commission for Employment Equity for the National Department of Labour showed low
representation of Blacks at top level management, senior management, and professionally
qualified and middle management levels, as compared to their white counterparts.
The challenges for organisations to transform are multi-faceted and include skills shortages,
homogeneous organisational cultures, a lack of commitment and a failure to incorporate
proper human resource strategies.
Organisations require a commitment by all members, particularly the leaders, to examine the
norms, customs, values and practices which militate against establishing a culture of valuing
diversity. A holistic approach that changes organisational systems, practices and policies as
well as the individual attitudes and values needed to create a valuing diversity culture should
propel an organisation towards true transformation. / AFRIKAANSE OPSOMMING: Die verskynsel van transformasie is oorspronklik in die Suid-Afrikaanse konteks ontwikkel as
'n politieke strategie aangedryf deur sosiopolitieke kragte en met die doel om verandering te
bevorder, gebaseer op die beginsels van die verbetering van menswaardigheid en die
ondersteuning van gelykheid in alle aspekte van die samelewing. Die werkplek was een van
die areas waar die gevolge van transformasie eerste ondervind is, hoofsaaklik bevorder deur
wetgewing soos die Wet op Gelyke Indiensneming (No. 55 van 1998).
Die wyse waarop maatreels vir regstellende aksie geimplementeer mag word, word deur die
Wet op Gelyke Indiensneming (No. 55 van 1998) bepaal. Hierdie wet het ten doel om te
verseker dat die erfenis van apartheid in die Suid-Afrikaanse werkplek reggestel word. In
hierdie opsig sal gelyke indiensneming mettertyd bewerkstellig word deur gelyke geleenthede
en billike behandeling aan te moedig deur die uitskakeling van onbillike diskriminasie en deur
die implementering van regstellende-aksiemaatreels om swart mense, vroue en gestremde
mense te bevorder.
Ongeag van wetgewing het Suid-Afrika in hoe mate misluk in die daarstelling van groter
gelykheid tussen alle Suid-Afrikaners in die werkplek. Swart Suid-Afrikaners en vroue is
steeds ernstig onderverteenwoordig in top- en senior bestuursposte. Die sleutelbevindings
van die 2007/8 Verslag oor Gelyke Indiensneming voorberei deur die Kommissie vir Gelyke
Indiensneming vir die Nasionale Departement van Arbeid, het aangetoon dat swartes in
vergelyking met hul wit ewekniee swak verteenwoordig is op die vlak van topbestuur, senior
bestuur, professioneel gekwalifiseerdes en middelbestuur.
Die uitdagings vir organisasies om te transformeer het vele fasette en sluit in 'n tekort aan
vaardighede, homogene organisasiekulture, 'n gebrek aan toewyding en 'n gebrek aan die
toepassing van behoorlike strategiee vir menslike hulpbronne.
Organisasies vereis toewyding van alle lede, veral die leiers, om die norme, gewoontes,
waardes en praktyke te ondersoek wat in stryd is met 'n kultuur waarin waarde geheg word
aan diversiteit. 'n Holistiese benadering wat organisasiestelsels, -praktyke en -beleid
verander, asook die individuele houdings en waardes wat nodig is om 'n kultuur te skep wat
waarde heg aan diversiteit, behoort 'n organisasie op die pad te plaas na ware transformasie.
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Retention of black employees at MetropolitanNgxabazi, Nosipiwo 03 1900 (has links)
Thesis (MBA)--University of Stellenbosch, 2011. / Metropolitan, like all companies in the insurance sector, would like to limit attrition to ensure that
the institutional knowledge is retained. At the time when the employee has already tendered a
resignation letter, most companies conduct an exit interview. The researcher feels that at this
stage, it is rather late. It is important therefore to understand in advance, the reasons why
employees would consider leaving the organisation and put corrective measures in place to
prevent that.
Retention of key employees is a highly topical subject and an important dilemma that many
companies have to deal with. It requires leadership attention and scientific understanding of the
causes of attrition. In South Africa, the concept of retention of specifically Black employees has a
broader significance in that it contributes to higher BEE scores and opportunities to do business
with government for those companies that have such interests. The purpose of this study is to
firstly understand the phenomenon of retention as it applies to the Black employees of
Metropolitan. Black employees with skills and experience are arguably the most attractive group on
the labour market due to the lack of such skills. Because of this, companies are struggling to retain
their Black employees. This study explores what Metropolitan should take into account when
designing retention measures for Black employees. It asks the Black employees themselves, what
they consider as important that would help in retaining them.
Furthermore, it will help the company to investigate which characteristics or variables to consider
when formulating its retention strategies. The questions that the study endeavours to explore are:
What mechanisms should Metropolitan use to retain especially Black employees? If current
employees are considering leaving the company, what are the main reasons for wanting to leave
or looking for a job elsewhere? What are the characteristics that employees consider most
important that would make them want to stay at Metropolitan.
The subject matter investigation involved a survey which was sent to Black employees in the
company and the results which were analysed. The results shed some understanding on the
reasons why employees would consider applying for a job outside of Metropolitan. It gives the
company an understanding of how many of its current Black employees are looking for jobs
elsewhere. Because of this prior knowledge, the company can intervene and put measures in
place to retain those who were already looking to leave the company. The study also details
characteristics that Black employees at Metropolitan consider to be important by certain
biographical categories like job grade, age, education, gender and experience. The results further
build on the existing literature of retention, especially in the South African environment in the era of
transformation laws.
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Discrimination in the workplaceVoges, Sarah M. (Arisa) 12 1900 (has links)
Thesis (MBA)--Stellenbosch University, 2001. / Some digitised pages may appear cut off due to the condition of the original hard copy / ENGLISH ABSTRACT: The Employment Equity Act of 1998 compels organisations to eradicate all forms of
discrimination in organisational processes and procedures. However, an ethical
organisation that values and treats all employees in a fair and equitable manner has a
definite strategic advantage and organisations therefore need to develop
organisational cultures where managing diversity, fair dealing and equity are
paramount.
Organisations must ensure that optimum performance management practices are
established and that rewards are allocated equitably and fairly according to merit.
Recruitment and promotion selection procedures must be revised to guarantee
fairness. Training and development interventions must be applied fairly to equalise
opportunity.
A survey conducted amongst MBA students at the USB identified that negative
stereotyping and biased treatment persist in management practices. The provision of
equal opportunities and managing diversity are concerns that need to be addressed.
A good internal process to deal with the eradication of discrimination must be adopted
by implementing a non-discrimination policy and conducting discrimination audits. All
discrimination complaints must be dealt with speedily and at the lowest possible level.
The remedial model developed in this technical report provides a consistent
procedure whereby formal and informal complaints of discrimination could be dealt
with fairly and effectively to assist organisations in eradicatinq discrimination in the
workplace. / AFRIKAANSE OPSOMMING: Die Wet op Gelyke lndiensopneming van 1998 noodsaak die uitwissing van
diskriminasie in alle prosesse en prosedures van organisasasies. 'n Etiese
organisasie, wat alle werknemers op'n gelyke en gelykwaardige manier behandel en
respekteer, het egter 'n strategiese voordeel en dit noodsaak die ontwikkeling van 'n
organisatoriese kultuur waar die bestuur van diversiteit, gelyke regte en regverdige
handel voorrang moet geniet.
Optimale prestasiebestuurspraktyke moet ingestel word en daarvolgens moet alle
vergoeding en beloning regverdig, volgens meriete, geskied. Die prosedures vir die
keuring van kandidate vir werwing en bevordering moet vir die versekering van
regverdigheid hersien word. Opleiding en ontwikkeling moet aangewend word om
gelyke geleenthede vir almal te skep.
'n Steekproef wat onder huidige MBA-studente onderneem is, het getoon dat
negatiewe stereotipering en bevooroordeling nog op 'n gereelde grondslag in
bestuurspraktyke voorkom. Die verskaffing van gelyke geleenthede en die effektiewe
bestuur van diversititeit is veral sake wat dringend aandag moet geniet.
Dit is belangrik dat organisasies 'n goeie interne proses om diskriminasie uit te roei in
werking stel deur die daarstelling van 'n nie-diskriminasie beleid en gereelde
diskriminasie ouditte. Alle klagtes van diskriminasie moet spoedig en op die laagste
moontlike vlak ondersoek word. Die remediërende model wat in hierdie
navorsingsverslag ontwikkel is, verskaf 'n bestendige prosedure waarvolgens alle
aantygings regverdig en doelmatig hanteer kan word.
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Black economic empowerment : looking at ROE, ROA, P/E and gearing of companies listed on JSE from Impumelelo edition (2000.2001) : comparative financial analysisKahimise, Robert N. 12 1900 (has links)
Thesis (MBA)--Stellenbosch University, 2003. / ENGLISH ABSTRACT: This empirical study was aimed at analysing the financial performance of black economic
empowered companies, as selected per Impumelelo publication - 2000/1 edition. The Unit of
Analysis of this study is therefore the phenomenon commonly described as Black Economic
Empowerment, and in particular the financial performance of these business entities with
specific interest in the following ratios; ROE, ROA, PIE and DIE.
The fundamental problems analysed in this study are: Whether these Companies can
financially perform consistently, with specific reference to ROE (Management effectiveness)
and ROA (Company's efficiency); Whether these Companies utilised their capital efficiently -
Financial leverage; Whether is worth investing in any commercial bank or in black economic
empowerment Companies; Market perception of these Companies; Whether these
Companies are really highly geared; through a comparative study between Impumelelo
sample and similar white-owned companies, to assess the better performer on Management
effectiveness and Company efficiency. The purpose of this study was further to draw
appropriate empowerment strategies from the U.S.A, Malaysia and Brazil; contextualised
them into the South African situation.
The outcomes of these analysis revealed that black economic empowerment companies are
indeed highly geared than their white-counterparts, and due to this inherent risk
inconsistency in performance has been identified. Within the selected performance
categories only half of the sample is classified as good performers, eight percent as excellent
performers while profitability is maintained by seventy six percent of the companies. Over the
period reviewed more then ninety percent of these companies' consistently signalled wrong
perceptions to the market. On the comparative study, the Impumelelo sample
overwhelmingly outperformed the white-owned sample on ROE and ROA per sector.
Impumelelo sample revealed volatility in the returns comparing to low stable returns by the
white-owned sample. / AFRIKAANSE OPSOMMING: Die doel van hierdie empiriese studie was om die finansiële prestasie van swart ekonomiesbemagtigde
maatskappye, soos geselekteer deur Impumelelo - 2000/1 uitgawe, te analiseer.
Die onderwerp van hierdie studie is dus die verskynsel gewoonlik beskryf as Swart
Ekonomiese Bemagtiging, en in die besonder die finansiële prestasies van hierdie entiteite,
veral die volgende verhoudings (ratio's): Wins op Belegging, Wins op Bates, Prys/verdienste
en Skuld/ekwiteit.
Die fundamentele probleme wat hierdie studie analiseer is: Kan hierdie maatskappye
konsekwent finansieel presteer veral wat betref Bekwaamheid van Bestuur en Bekwaamheid
van die Maatskappy? Kan hierdie maatskappye hulle kapitaal effektief gebruik? (Finansiële
hefboming.) Is dit beter om in 'n handelsbank te belê of in swart ekonomies-bemagtigde
maatskappye? Wat is die mark persepsie van hierdie maatskappye? Maak hierdie
maatskappye werklik op grootskaal gebruik van hefboming? Hoe vergelyk hierdie
Impumelelo steekproef met soortgelyke maatskappye in wit besit, veral wat betref die
bedrewenheid van die bestuur en die effektiwiteit van die maatskappy? 'n Verdere doelwit
van hierdie studie is om toepaslike bemagtigings strategië van die VSA, Malaysië en Brasilië
te bestudeer in samehang met die Suid-Afrikaanse situasie.
Die uitslag van hierdie studie is dat swart ekonomies-bemagtigde maatskappye inderdaad
meer van hefboming gebruik maak as hulle wit eweknieë, en as 'n gevolg van hierdie
inherente risiko is hulle prestasies soms inkonsekwent. In die selekteerde prestasie
kategorië kon net die helfde van die steekproef geklassifiseer word as goeie presteerders en
agt persent as uitstaande presteerders. Ses-en-sewentig van die maatskappye toon 'n wins.
Gedurende die periode onder bespreking het meer as neëntig persent van hierdie
maatskappye aanhoudend verkeerde seine na die mark uitgestuur. In die vergelykende
studie het die Impumelelo steekproef oorweldigend die steekproef in wit besit verbygesteek
veral wat effektiwiteit betref per sektor. Die Impumelelo steekproef se wins is onbestendig in
vergelyking met die lae, stabiele wins van die steekproef in wit besit.
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Exploring and identifying broad-based black economic empowerment (B-BBEE) implementation and compliance challenges in the South African liquid fuels sectorSamodien, Zaahir 12 1900 (has links)
Thesis (MBA)--Stellenbosch University, 2014. / Broad-based Black Economic Empowerment (B-BBEE) not only aims to readdress the racial imbalances of the apartheid era, but also seeks to promote social responsibility and empowerment of historically disadvantaged South African (HDSA) communities (Esser & Dekker, 2008). The transformation journey within the South African Liquid Fuels Sector has been a difficult and lengthy one. The South African Liquid Fuels Sector was amongst the first to receive its own Black Economic Empowerment (BEE) sector charter (Liquid Fuels Charter) in 2000. Although numerous transformation milestones have been achieved, the sector has been criticised for its slow pace in advancing transformation, which has in part contributed to the amendment of the B-BBEE Codes in 2013. The argument of slow transformation can be attributed to obstacles faced by those in industry tasked with implementing B-BBEE. There has been a deficiency in studies that have investigated transformation and the implementation of B-BBEE within the sector. As a result, the central objective of this study was to explore the B-BBEE implementation challenges faced by companies within the liquid fuels sector. A qualitative approach was employed for the collection of primary data and involved interviews with eight top and senior management representatives of Chevron South Africa (Pty) Ltd. The results emanating from the study revealed numerous implementation challenges. The study together with literature reviewed, highlights the need to address these challenges in order for B-BBEE implementation to yield the desired results for all stakeholders within the South African Liquid Fuels Sector. The study concludes that a lack of understanding of B-BBEE policy; alignment of internal party interests; overcoming internal biases; skills shortages and lack of experience by Black individuals; involvement of senior management in implementation process; co-ordination and structure required in B-BBEE implementation execution; communication within organisations; diversity/cultural awareness; and B-BBEE policy issues and skills attraction and retention are some of the issues impacting B-BBEE implementation within the South African Liquid Fuels Sector.
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Marketing to the emerging black middle class in South Africa : an in-depth exploration of the lives of young black professional womenBabu, Theodore Duncan 04 1900 (has links)
Thesis (MBA)--Stellenbosch University, 2015. / ENGLISH ABSTRACT: The emerging black middle class in South Africa provides immense opportunity for marketers who
wish to capture this segment of the market. However, in order to be relevant, a deep understanding
of this ever-evolving segment is absolutely necessary. Characterised by complexity, the black
middle class is heterogeneous and evolves at rapid speed. Studies by the Unilever Institute of
Strategic Marketing highlighted the immense value of black middle class women, coined Black
Diamond™ women.
The primary objective of this research was to gain insights into the life of young black professional
women and, secondly, to understand the driving forces behind their decision-making. This was
achieved through an in-depth exploratory study. The first step in this study was to conduct a
literature review on the black middle class in various African countries and the black middle class
in South Africa. A review of literature on marketing communication provided the basis for reasoning
on the appropriateness of different marketing communication tools. Literature also revealed the
emergence of a possible new consumer type, the hybrid consumer. The literature review provided
the framework for designing the interview schedules used in the expert interviews and interviews
with the Black Diamond™ women.
The findings of this research assignment were that the modern black middle class women face
many complexities in their daily lives. Brands can, therefore, be significant to them by supporting
them in their lives. Brands should customise their offerings, meet the black middle class women in
innovative ways at different touch points, and bring meaning in their lives. Brands should also know
that culture is prominent in all areas of their lives, which presents unique challenges.
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A case analysis to explore black youth entrepreneurship support in eMalahleni, Mpumalanga ProvinceBoshoma, Bathandekile 04 1900 (has links)
Thesis (MBA)--Stellenbosch University, 2015. / ENGLISH ABSTRACT: The lack of jobs in South Africa and eMalahleni has caused many young people to seek their own
job opportunities in the form of setting up their own business. Despite this, many young business
people fail in their ventures due to low capital. In response to this, organisations such as the
National Youth Development Agency have created support structures to support young business
owners in their local area.
The purpose of this study is to explore the extent to which the structures and programmes to
support youth development – as far as entrepreneurship is concerned – help to cultivate the
creation of businesses among the black youth in eMalahleni. Thirty participants who are young
entrepreneurs (under 35 years) participated in interviews that helped to elucidate qualitative
information about the support structures. They were asked how the support structures had helped
them if they participated, or the reasons why they chose not to use the support structure. They
were also asked to identify potential bottlenecks or issues with the support structures that may be
preventing them from being fully accessible.
The results showed that a lack of trust in the support structures, particularly those created by the
National Youth Development Agency, was a major reason for non-participation or choice not to
use. Additionally, many felt that the hierarchy and unwelcoming atmosphere of the support
structures prevented young people from applying. Other reasons given were the fact that the
support structures may not always be geographically accessible and the fact that staff members
were not fully trained to be as helpful as possible. There are several ways in which these support
structures could be improved that are detailed in this research document. The most important
recommendation relates to ensuring that the red tape is removed to make the support structures
more helpful to a larger number of young black entrepreneurs. Creating a more local atmosphere
may also help the support structures to reach their full potential.
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The impact of positive organisational factors on the career success of black employees in the South African work environment: An exploratory studyRoux, Shayne 12 1900 (has links)
Thesis (PhD)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: This study is rooted in career psychology with implications for career management. In
addition, the study draws from various fields including the positive organisational
behaviour paradigm. The underlying assumption of this study is that certain
organisational and individual factors influence the experience of subjective career
success amongst black employees in the South African work environment. In order to
evaluate this assumption an attempt was made to gain an understanding of the
antecedents of subjective career success. An overview of the literature led the
researcher to the conclusion that transformational leadership, job resources,
supportive organisational climate, psychological empowerment, and psychological
capital (PsyCap), could be regarded as antecedents of subjective career success.
Based on the literature, a theoretical model was developed that portrays a sequential
process within which the identified variables play roles that vary in salience,
depending on the stage in the sequential process. A mixed-methods research design was employed to guide the investigation. More
specifically, the study consisted of a qualitative strand, followed by two quantitative
strands. In the qualitative strand (Phase 1), a semi-structured interview was used to
obtain information about the factors influencing career success from 30 black
employees in white-collar jobs from three different South African organisations. The
purpose of the qualitative strand was two-fold, firstly to seek confirmation that the
instruments utilised covered the most salient issues. Secondly, to obtain guidance on
how to supplement constructs that were not adequately covered, before continuing
with the subsequent quantitative strands. The outcome of Phase 1 provided evidence
of sufficient coverage of the variables as based on the literature review. However, it
was decided to add three questions to the job resources measuring instrument, as
well as two items to the supportive organisational climate instrument.
During both the quantitative strands, survey research was used. To facilitate the
collection of data during the survey research, an electronic web-based questionnaire was compiled. Standardised questionnaires were utilised to measure each of the ten
constructs.
The purpose of Phase 2 was to pilot test the composite questionnaire. A total of 220
usable questionnaires were analysed during Phase 2 with regard to the psychometric
properties associated with each of the constructs. Evidence of the psychometric
properties was obtained by means of internal consistency, confirmatory and
exploratory factor analysis. All the instruments used in Phase 2 had acceptable
reliabilities and goodness-of-fit, with the exception of the psychological capital
instrument (PCQ). More specifically, less than satisfactory reliability coefficients were
observed for resilience (α= .60) and optimism (α= .48). On the basis of this, no
changes were made to the content of the instruments for use in Phase 3. However
assumptions about the factorial structure of the job resources scale had to be
revisited. The outcome of Phase 2 was a set of reliable and valid measuring
instruments that could be used with confidence.
The purpose of Phase 3 was to evaluate thirteen propositions guiding the current
study. A total of 418 usable questionnaires were analysed during Phase 3. During
Phase 3, further confirmation was found that all the instruments used had acceptable
reliabilities, as well as goodness-of-fit. In addition, correlation analysis, step-wise
multiple regression and structural equation modelling (variance and covariance-based)
were employed. All the independent variables were significantly related to the dependent variable,
subjective career success, except for objective career success (past). Job resources,
psychological capital and supportive organisational climate, however, were the only
significant predictors of career success. In order to evaluate the appropriateness of
the proposed sequential model, both variance and covariance-based structural
equation modelling were used.
Model exploration was facilitated by the use of variance-based structural equation
modelling. Both non-significant paths, as well as significant, but weak paths, were removed during the exploration process. The covariance-based approach allowed the
utilisation of modification indices to arrive at an optimal model. A model consisting of
only the significant paths were subjected to covariance-based structural equation
modelling.
The modification indices suggested adding three direct paths between subjective
career success and transformational leadership, job resources, as well as supportive
organisational climate. However, in the optimal model, the direct path between
transformational leadership and subjective career success was excluded due to not
being statistically significant. In the optimal model all the proposed paths were
significant. Acceptable goodness-of-fit was obtained for this optimal model. The
results of Phase 3 provided evidence supporting the majority of the thirteen
propositions that guided the current study.
With the unique combination of variables, this study can be seen as making a
contribution to the existing theory and literature by explicating the interrelationships
between transformational leadership, job resources, supportive organisational
climate, psychological empowerment, psychological capital (PsyCap), and subjective
career success. The researcher made recommendations for future research, as well
as for scientific and practical interventions regarding the development of subjective
career success. / AFRIKAANSE OPSOMMING: Hierdie studie is gegrond in loopbaansielkunde met implikasies vir loopbaanbestuur.
Hierbenewens het die studie op verskeie velde gesteun, insluitend, en veral, die
positiewe organisatoriese gedragsparadigma. Die onderliggende aanname in die studie
was dat die ervaring van subjektiewe loopbaansukses onder swart werknemers in die
Suid-Afrikaanse werkomgewing deur sekere organisatoriese en individuele faktore
beïnvloed word. Ten einde hierdie aanname te evalueer, is gepoog om ’n begrip te
vorm van die aanleidende oorsake van subjektiewe loopbaansukses. ’n
Literatuuroorsig het die navorser tot die slotsom gebring dat transformasionele
leierskap, werkhulpbronne, ondersteunende organisatoriese klimaat, sielkundige
bemagtiging en sielkundige kapitaal (PsyCap) as oorsaaklike faktore van subjektiewe
loopbaansukses beskou kan word. ’n Teoretiese model wat op die literatuur gebaseer
was, is ontwikkel om ’n opeenvolgende proses waarin die geïdentifiseerde
veranderlikes wissellende rolle ten opsigte van prominensie speel, weer te gee. ’n Gemengde-metodes-ontwerp is in die navorsing gebruik om die ondersoek te rig.
Meer besonderlik het die studie ’n kwalitatiewe fase behels, wat deur twee
kwantitatiewe fases gevolg is. In die kwalitatiewe fase (Fase 1) is semigestruktureerde
onderhoude met 30 swart gesalarieerde werknemers in drie
verskillende Suid-Afrikaanse organisasies gevoer om inligting oor die faktore wat
loopbaansukses beïnvloed, in te win. Die doel van die kwalitatiewe fase was
tweeledig: eerstens om bevestiging te verkry dat die instrumente wat gebruik is, die
mees belangike kwessies gedek het. Tweedens was die doel om uit te vind hoe om die
konstrukte wat nie behoorlik gedek is nie, aan te vul voordat daar met die
daaropvolgende kwantitatiewe fases voortgegaan word. Die uitkoms van Fase 1 het
getuienis gelewer dat daar, soos op die literatuuroorsig gebaseer, voldoende dekking
van die veranderlikes was. Daar is egter besluit om drie vrae by die meetinstrument
vir die meet van werkhulpbronne by te voeg, sowel as om twee items by die
meetinstrument vir die meet van ondersteunende organisatoriese klimaat by te voeg. Opname-navorsing is gedurende beide kwantitatiewe fases gebruik. ’n Elektroniese
web-gebaseerde vraelys is opgestel om die opname-navorsing te vergemaklik.
Gestandaardiseerde vraelyste is gebruik om elk van die tien konstrukte te meet.
Die doel van Fase 2 was om ’n voortoetsing met die saamgestelde vraelys uit te voer.
Twee honderd en twintig bruikbare vraelyste is gedurende Fase 2 ontleed met
betrekking tot die psigometiese eienskappe wat met elk van die konstrukte
geassosieer was. Getuienis omtrent die psigometriese eienskappe van die
meetinstrumente is deur middel van interne konsekwentheid, en bevestigende en
ondersoekende faktorontleding verkry. Al die instrumente wat in Fase 2 gebruik is,
het aanvaarbare betroubaarheid en goeie passing getoon, met die uitsondering van
die sielkundige kapitaal (PsyCap) instrument, meer spesifiek, minder aanvaarbare
vlakke van betroubaarheid is gevind in die geval van veerkragtigheid (α= .60) en
optimisme (α= .48). Daar is egter geen veranderinge vir gebruik in Fase 3 aan die
inhoud van die instrumente aangebring nie. Aannames ten opsigte van die faktoriale
struktuur van die werkhulpbronneskaal moes egter hersien word. Die uitkoms van Fase
2 was ’n betroubare en geldige stel meetinstrumente wat met vertroue gebruik kon
word. Die doel van Fase 3 was om die dertien hipoteses wat die huidige studie gerig het, te
evalueer. Hiervoor is 418 bruikbare vraelyste tydens Fase 3 ontleed. Verdere
bevestiging dat al die instrumente aanvaarbare betroubaarheid, asook goeie passing
getoon het, is tydens Fase 3 verkry. Daarbenewens is korrelasie-ontleding,
stapsgewyse meervoudige regressie en strukturele vergelykingsmodellering (variansieen
kovariansie-gebaseerd) gebruik.
Behalwe vir objektiewe loopbaansukses (vorige), was al die onafhanklike veranderlikes
beduidend verwant aan die afhanklike veranderlike, naamlik subjektiewe
loopbaansukses. Werkhulpbronne, sielkundige kapitaal en ondersteunende
organisatoriese klimaat was egter die enigste beduidende voorspellers van
loopbaansukses. Beide variansie- en kovariansie-gebaseerde strukturele vergelykingsmodellering is gebruik om die toepaslikheid van die voorgestelde
konseptuele model te evalueer.
Verkenning van die model is met gebruik van variansie-gebaseerde strukturele
vergelykingsmodellering bewerkstellig. Beide nie-beduidende bane, sowel as
beduidende, maar swak bane, is tydens die verkenningsproses verwyder. Met die
benutting van modifikasie-indekse het die kovariansie-gebaseerde benadering dit
moontlik gemaak om ’n optimale model daar te stel. Die model, wat slegs uit die
beduidende bane bestaan het, is aan kovariansie-gebaseerde strukturele
vergelykingsmodellering onderwerp.
Die modifikasie-indekse het die toevoeging van drie direkte bane tussen subjektiewe
loopbaansukses en transformasionele leierskap, werkhulpbronne, en ondersteunende
organisatoriese klimaat voorgestel. In die optimale model is die direkte baan tussen
transformasionele leierskap en subjektiewe loopbaansukses egter uitgeskakel omdat
dit nie statisties beduidend was nie. Al die voorgestelde bane was in die optimale
model beduidend en goeie passing is vir hierdie optimale model verkry. Die resultate
van Fase 3 het bewys gelewer vir die aanvaarding van die meerderheid van die dertien
hipoteses wat die huidige studie gerig het. Vanweë die ontwikkeling van die onderlinge verband tussen transformasionele
leierskap, werkhulpbronne, ondersteunende organisatoriese klimaat, sielkundige
bemagtiging, sielkundige kapitaal (PsyCap), en subjektiewe loopbaansukses, kan
hierdie studie, met hierdie unieke samestelling van veranderlikes, as bydraend tot die
bestaande teorie en literatuur beskou word. Die navorser doen aanbevelings vir
toekomstige navorsing, sowel as vir wetenskaplike en praktiese intervensies ten
opsigte van die ontwikkeling van subjektiewe loopbaansukses.
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