Thesis (MBA)--Stellenbosch University, 2012. / ENGLISH ABSTRACT: “The business format, franchising, can be defined as the granting of a license for a predetermined financial return by a franchising company (franchisor) to its franchisees. The grant entitles them to make use of a complete business package, including training, support and the corporate name which include all branding and logos. Through this enabling the franchisees to operate their own businesses to the same standards and format as the other outlets in the franchise chain” (Maree, 2007, p. iii). Franchising has grown in popularity for entrepreneurs and business people to start a business, a professional career and a way of creating employment. It is seen as a proven business system that is sold to a franchisee as “best practices knowledge” by the franchisor (Maree, 2007). Although the “best practices” approach is at the core of franchising very little research was found to exist that investigates the factors that influence the success or failure of franchisees. The lack of formal research in this regard gave rise to the research question as to what the factors are that will contribute to the failure and subsequent liquidation of franchise businesses in the Western Cape. Current franchise owners and entrepreneurs considering to enter into the franchising sphere need to ensure that they not only understand what factors will influence the success of their businesses, but possibly more importantly, they need to comprehend which are the factors that could potentially lead to the failure of the franchise business. Based on the theoretical research and the data gained from the questionnaire analysis, one can conclude that the majority of the factors discussed in this report contribute towards the failure of franchisee businesses in the Western Cape. / AFRIKAANSE OPSOMMING: Die besigheidsvormbekend as ‘n eksklusieweagentskap of konsessie (“franchise”) kanomskryf word as die verlening van ‘n lisensie of reg teen ‘n voorafbepaaldefinansieletariefdeur die konsessiegewer (“franchisor”) aansykonsessiehouers. Hierdie vergunningmaakdie konsessiehouersgeregtig op die gebruik van ‘n volledigebesigheidsmodelwatopleiding, ondersteuning en die maatskappynaam, sowel as allehandelsmerke en logos, insluit. Hierdeur word die konsessiehouers in staatgestelomhuleiebesighedevolgensdieselfdestandaarde en formaat as die anderafsetpunte in die konsessiegroeptebedryf (Maree, 2007) Die verskaffing van eksklusieweverkoopsregaan entrepreneurs en sakemensewathuleiebesighedewil begin, ‘n professioneleloopbaanwilbeoefen en werksgeleenthedewil skep, het in die jongstetyd al gewildergeword. Dit word as ‘n bewesebesigheidskonsepbeskou en word deur die konsessiegeweraan die konsessiehouer as “bestegebruikskennis” verhandel (vertaaluitMaree, 2007).Alhoewel die “bestegebruik”-benadering die kern van ‘n konsessie is, is slegskarigenavorsingmet betrekking tot die faktorewat die sukses of mislukking van konsessiesondersoek, tans beskikbaar. Die gebrekaanformelenavorsing in hierdie verband het aanleidinggegee tot die navorsingsvraagoorwatterfaktorebydraendkanwees tot die mislukking en gevolglikelikwidasie van konsessies in die Wes-Kaap. Huidigekonsessiehouers, asook entrepreneurs watditoorweegom die terrein van eksklusieweagentskappetebetree, moetnie net die faktorewat die sukses van hulbesighedesalbeinvloedverstaannie maar, stellig van groterbelang, die faktorewatmoontlik tot die mislukking van die besigheidkan lei, identifiseer en begryp. Na aanleiding van die teoretiesenavorsingwatgedoen is, asook die inligtingwat van die vraelys-ontledingsbekom is, kan tot die slotsomgekom word dat die meerderheidfaktorewat in hierdie werkstukbespreek is, tot die mislukking van eksklusieweagentskappe in die Wes-Kaap bydra.

PhD (Business Management) / Department of Business Management / Microfranchising’ is one of the new innovative entrepreneurial concepts that has gained traction in the past few years and potentially can provide a livelihood to the three billion people that live at the Bottom of the Pyramid (BoPInnovationCenter, 2020) on less than US$2 a day. While microfranchising is a strategy meant to rapidly scale-up entrepreneurship behaviour, very little is known about the microfranchising processes as well as its ability to enhance entrepreneurship in South Africa. Resultantly, the latter is ignored from entrepreneurship discussion and discourse at both academic and policy levels. To address this gap the study assessed microfranchising practices in South Africa, with the aim of proposing a microfranchising framework that will enhance entrepreneurship development. The study used the interpretivism research paradigm to achieve the study objectives. Primary and secondary data were employed to collect data on the microfranchising practices in South Africa. The study sampled five microfranchise entrepreneurs (four microfranchisee and one microfranchisor using the in-depth structured interview format while secondary data (microfranchisees and microfranchisors success stories) and was employed to collect data on the former and current practices of microfranchising in South Africa. The collected data was analysed using the ATLAS.ti. The study results show that microfranchisees exhibit traits of successful entrepreneurs. As a result, the study concludes that microfranchising can be used as a tool for entrepreneurship development using the proposed microfranchising framework developed in Chapter 6 of this study. The value of this work is among the first in seeking to propose a framework for developing entrepreneurship through microfranchising. The implication of the study is that it potentially provides policymakers with valuable tools to understand microfranchising practices and its efficacy in stimulating entrepreneurship development in South Africa. The study recorded and established microfranchising practices in South Africa to enhance the extinct academic literature on microfranchising and entrepreneurship ventures operating at the BoP. / NRF

The objective of the study was to determine the relationship between personality preference types (as measured by the Myers-Briggs Type Indicator [MBTI]) Form M and psychological career resources (as measured by the Psychological Career Resource Inventory [PCRI]) of managers in the fast-food industry and whether groups from different races, ages and gender differ significantly regarding personality types and psychological career resources. A quantity survey was conducted on a sample (N = 81) of managers in the fast food industry in the Western Cape. The extraversion, sensing, feeling, judging (ESFJ) and the introversion, sensing, feeling, judging (ISFJ) personality types were the dominant ones in the study. Personality type preferences were significantly related to psychological career resources. The personality types differed significantly regarding the following PCRI variables: variety/creativity (career preference), growth/development (career value), self/other skills (career enabler) and social connectivity (career harmoniser). Significant differences between personality types, psychological career resources and age, gender and race were also established. / Industrial & Organisational Psychology / M.A. (Industrial and Organisational Psychology)

The objective of the study was to determine the relationship between personality preference types (as measured by the Myers-Briggs Type Indicator [MBTI]) Form M and psychological career resources (as measured by the Psychological Career Resource Inventory [PCRI]) of managers in the fast-food industry and whether groups from different races, ages and gender differ significantly regarding personality types and psychological career resources. A quantity survey was conducted on a sample (N = 81) of managers in the fast food industry in the Western Cape. The extraversion, sensing, feeling, judging (ESFJ) and the introversion, sensing, feeling, judging (ISFJ) personality types were the dominant ones in the study. Personality type preferences were significantly related to psychological career resources. The personality types differed significantly regarding the following PCRI variables: variety/creativity (career preference), growth/development (career value), self/other skills (career enabler) and social connectivity (career harmoniser). Significant differences between personality types, psychological career resources and age, gender and race were also established. / Industrial and Organisational Psychology / M. A. (Industrial and Organisational Psychology)