Background. Shortage of nurses is an alarming problem in Sweden and the world as a whole. To be able to solve this problem it important to identify those factors that according to the nurses can contribute to make their work attractive. Aims. The aim of this study was to describe factors that make work attractive and how these differ from the actual work situation among nurses who work in orthopedic departments. Methods. It was a cross-sectional survey with descriptive and comparative design. Data were collected in orthopedic departments in sex different hospitals in the middle of Sweden using questionnaires. A total of 95 nurses responded. Correlation and regression analyses was used to analyze the data. Main Results. According to the nurses’ factors that were most important for a job to be attractive were leadership, salaries, collaboration (teamwork) and job status. Nurses appreciated their current work situation lower than the attractive work. To feel valuable was the best in the current work situation, while the salary was worst. Comparison of the current work with the attractive work shows significant difference with significant level <0.05 when comparing all factors. The most significant was salary because it had the biggest discrepancy between the current work and the attractive work while the journey to and from work had the least discrepancy. Conclusions. According to the results of the analyses good leadership, high salaries, good collaboration (teamwork) and good job status are of great importance when considering strategies to retain nurses. Nurses appreciated their current work situation lower than the attractive work with salaries being worst. This implies that one strategy that could improve the current working situation may be an increase in salaries. / Sammanfattning Bakgrund. Brist på sjuksköterskor är ett alarmerande problem i Sverige och i världen. För att kunna lösa problemet är det viktigt att identifiera de faktorer som enligt sjuksköterskor kan bidra till att göra deras arbete attraktivt. Syfte. Syftet med studien var beskriva faktorer som gör ett arbete attraktivt och hur detta skiljer sig mot den faktiska arbetssituationen bland sjuksköterskor som arbetar på ortopediska vårdavdelningar i mellan Sverige. Metod. Det är en tvärsnitt studie med beskrivande och jämförande design. Datainsamling skedde på ortopediska vårdavdelningar på sex olika sjukhus i mellan Sverige med hjälp av enkäter. Totalt 95 sjuksköterskor svarade. Korrelations- och regressionsanalys användes för att analysera data. Huvudresultat. De faktorer som enligt sjuksköterskor var mest betydelsefulla för att ett arbete ska vara attraktivt var ledarskap, lön, samarbete och arbetsstatus. Sjuksköterskor skattade sin nuvarande arbetssituation lägre än det attraktiva arbetet. Att känna sig värdefull skattades högst i den nuvarande arbetssituationen medan lönen var sämst. Jämförelse av nuvarande arbete med attraktivt arbete visade signifikant skillnader vid jämförelsen av alla faktorer. Lönen hade störst diskrepans mellan det nuvarande arbetet och det attraktiva arbetet medan resan till och från arbete hade minst diskrepans. Slutsatser. Enligt analys av resultatet har ledarskap, lön samarbete och arbetsstatus stor betydelse vid övervägande av strategier för att behålla sjuksköterskor. Sjuksköterskor skattade sin nuvarande arbetssituation lägre än det attraktiva arbetet och lönen lägst. Detta innebär att en strategi som skulle kunna förbättra den nuvarande arbetssituationen på något sätt kan vara löneökning.

La robotique constitue une solution prometteuse pour développer des systèmes d'assistance visant à améliorer l'autonomie et les conditions de vie des personnes dépendantes. Ainsi, de nombreuses recherches sont menées actuellement à travers le monde pour concevoir et développer des robots portables ou exosquelettes, en tant que dispositifs d'aide à la mobilité pour augmenter les capacités motrices des sujets porteurs, ou comme auxiliaires de rééducation neuro-musculaire. Cette thèse vise le développement des modèles de connaissances nécessaires pour la mise en oeuvre de commandes assistives d'un exosquelette de l'articulation du genou, notamment celles basées sur l'intention du sujet porteur. Cet exosquelette est destiné à l'assistance des mouvements de flexion/extension du genou pour des personnes souffrant de pathologies du genou, ou pour le renforcement musculaire et la rééducation de sujets âgés ou hémiparétiques. Pour l'estimation de l'intention de mouvement du porteur, nous proposons modèle musculo-squelettique polynomial, complété par un modèle muscle-tendons de type Hill et le modèle bi-linéaire de Zajac pour modéliser la dynamique d'activation et de désactivation musculaire. Le modèle musculo-squelettique polynomial proposé offre le même niveau de réalisme et de précision qu'un modèle musculo-squelettique générique anatomique, sans nécessiter l'emploi de méthodes d'optimisation gourmandes en temps de calcul. Dans cette thèse, nous proposons un ensemble de trois commandes assistives destinées à guider ou à assister, via l'exosquelette, un sujet dans un contexte d'assistance à la rééducation en mode actif-aidé: La première, basée sur la passivité, exploite les propriétés physiques de l'exosquelette et du sujet porteur pour stabiliser asymptotiquement l'ensemble exosquelette-membre inférieur du porteur. Les paramètres du contrôleur sont ajustés automatiquement en fonction de la contribution du sujet au mouvement. A travers cette commande, l'exosquelette développe un couple correctif pour guider le genou vers la trajectoire de référence ou son voisinage. La seconde commande introduit une saturation pour maintenir le couple d'assistance dans un intervalle donné, garantissant ainsi la sécurité du sujet porteur. Cette commande garantit aussi des mouvements à des vitesses raisonnables et une convergence vers la trajectoire de référence. La deuxième loi de commande est complétée par une fonction permettant de moduler le couple d'assistance en fonction de la phase de rééducation. Enfin, la troisième commande proposée vise à maximiser la transparence de l'exosquelette pour éviter d'altérer les mouvements naturels du sujet porteur. Elle exploite la dynamique d'interaction induite par les mouvements relatifs du sujet porteur par rapport à l'exosquelette dus aux compliances intrinsèques de l'ensemble exosquelette-membre inférieur. Ces commandes ont été évaluées sur un sujet volontaire sain âgé de 29 ans, en considérant les modes d'assistance passif et actif-aidé. L'analyse des résultats expérimentaux montre de bonnes performances en termes de précision de poursuite de trajectoire, de robustesse vis-à-vis des incertitudes paramétriques et des perturbations externes. Ces résultats montrent également des propriétés importantes comme la sécurité du sujet porteur, le suivi précis de l'intention du porteur, l'assistance adaptative pour la rééducation active et la transparence de l'interaction exosquelette-porteur / Nowadays, robotics constitutes a promising solution to develop assistive systems to improve autonomy of dependent people during everyday activities. Thus, much research is being conducted currently worldwide to design and develop wearable robots or exoskeletons as assistive devices for mobility in order to improve the capabilities of the wearer. These devices can also be used during neuromuscular rehabilitation processes. This thesis aims to develop models necessary for the implementation of subject's intention wearer assistive control strategies using a knee joint exoskeleton. In order to estimate the movement intention of the wearer, we propose a Hill- Zajac based musculoskeletal model. This musculoskeletal model provides a high level of realism and accuracy compared to an anatomical generic musculoskeletal model without requiring the use of optimization methods techniques that are generally computational effort consuming. Three assistive control strategies are developed in this thesis to assist the wearer in a context of assistance and rehabilitation. In this thesis, we propose a set of three assistive commands to guide or assist through the exoskeleton, a subject in the context of rehabilitation assistance to active-assisted method: The first, based on passivity, operates the physical properties of the exoskeleton about the wearer and to stabilize the lower assembly asymptotically exoskeleton-member carrier. The first one is based on passivity and uses the physical properties of the exoskeleton and the wearer to stabilize asymptotically the human- lower-limb exoskeleton system. The second one introduces a saturation threshold to maintain the assistive torque in a given interval, ensuring the safety of the wearer. The third one aims to maximize the transparency of the exoskeleton to avoid altering the natural movements of the wearer. It uses the interaction dynamics induced by the relative movements between the wearer and the exoskeleton. These control strategies were evaluated on a 29-year-old healthy volunteer subject. The analysis of the experimental results shows satisfactory performances in terms of trajectory tracking accuracy, robustness with respect to parametric uncertainties and external disturbances. The results show also a good accuracy in the human intention detection and an adaptive support for active rehabilitation and transparent human-robot interaction

Master of Science / Hospitality Management and Dietetics / Kevin R. Roberts / The present study examined polychronicity, an individual’s preference on engaging in multiple activities simultaneously as opposed to one at a time. In the restaurant setting, it is critical to understand whether a server prefers to engage in and switch among multiple tasks because it directly impacts the level of job satisfaction and work engagement the server experiences. The purpose of the study was to present a comprehensive view on relationships among time use preference, job satisfaction, work engagement, and turnover intention within a restaurant context. It was hypothesized that polychronicity positively predicted employee job satisfaction and work engagement and negatively predicted employee turnover intention. The sample of 251 respondents were full-time food and beverage servers working at full-service restaurants in the United States. A principle component factor analysis with varimax rotation was conducted to identify the factor structure of polychronicity, job satisfaction, work engagement, and turnover intention. Multiple regression analysis was utilized to empirically test the proposed hypotheses. The result of the analysis supported that polychronicity positively predicted job satisfaction and work engagement. In addition, both job satisfaction and work engagement negatively predicted turnover intention. However, the result did not support the hypothesized negative relationship between polychronicity and turnover intention. The findings of the study will assist restaurant managers in selecting candidates that best fit their organization. It will also assist employees in determining which career path best matches their personality traits. Managerial implications, limitations of this study, and direction for future study were discussed.

Competition in the smart phone market is fierce and despite the high market growth, smart phone manufacturers find it difficult to maintain their market share. Generation Y consumers generally have a good command of technology and engage in technology-related behaviour such as texting, tweeting and web-surfing. Therefore, when it comes to the adoption of smart phones applications, Generation Y is leading the way. For this reason, it is important to consider Generation Y consumers‟ attitudes and perceptions towards smart phone manufacturers and their brands. It has thus become critical for smart phone manufacturers to achieve customer satisfaction, generate loyalty, and build meaningful long-term relationships with Generation Y consumers. The primary objective of this study was to investigate customer satisfaction, brand loyalty and relationship intention amongst Generation Y consumers towards smart phone brands. The questionnaire was distributed by means of non-probability, convenience and quota sampling among 18 and 26 year old respondents living in Gauteng who owned or used a smart phone. In total, 395 respondents participated in the study. Based upon the literature review, a theoretical model was proposed that hypothesised the relationship between customer satisfaction, brand loyalty and relationship intention amongst Generation Y consumers with respect to their current smart phones. From the data analysis, it was evident that respondents exhibit a strong level of customer satisfaction, a mediocre level of brand loyalty, and a strong relationship intention towards their current smart phone brand. The results confirm that the measurement scales used to measure customer satisfaction, brand loyalty and the five dimensions of relationship intention all exhibit construct validity and internal consistency reliability. The study also uncovered significant differences between groups of Generation Y consumers in terms of gender, home language, education, employment status and time period of smart phone brand usage. The results of the structural equation modelling (SEM) technique used to test the theoretical model found that customer satisfaction exhibits a significant and large positive influence on brand loyalty, and a significant and medium positive influence on relationship intention. Furthermore, brand loyalty exhibits a significant medium positive influence on relationship intention. Finally, the dimensions of relationship intention exhibit significant medium to large effects on relationship intention. It is recommended that smart phone manufacturers should provide customers with a customer service application to measure customers‟ satisfaction in terms of their needs met. Smart phone manufacturers should also introduce new ways to communicate with Generation Y consumers to generate brand loyalty. Innovating ideas should be considered for smart phone manufacturers to retain Generation Y consumers. Brand loyalty can be improved by adding more applications according to Generation Y consumers‟ needs. The more a smart phone manufacturer focuses on customer satisfaction and brand loyalty, the more consumers will want to build long-term relationships with their smart phone brands. Recommendations for future research include the possibility to investigate each construct separately to ensure a more detailed investigation. Different cultures and age groups, as well as geographical areas can be studied to broaden results on how different consumers of different generations exhibit customer satisfaction, brand loyalty and relationship intention towards their smart phones. Specific smart phone manufacturers could be investigated to obtain specific information on customer satisfaction, brand loyalty and relationship intention so as to formulate appropriate strategies on improving the constructs measured. / MCom (Marketing Management), North-West University, Potchefstroom Campus, 2014

Employees across the world experience change in the workplace due to a fast-fluctuating environment in which organisations operate. According to Maumo and Kinnunen (1999) a transformation has taken place in the industrialised world of work over the last few decades. Downsizing, right-sizing or restructuring have become familiar terms in difficult economic conditions and implies that rationalising of jobs are inevitable. Organisations attempt to reduce costs, which in turn places pressure on employees to modify their jobs, seek alternative employment (intention to quit) and relocate, all of which are likely to fuel job insecurity (Hartley, Jacobson, Klandermans & Van Vuuren, 1991; Iyo & Brotheridge, 2004). The unemployment rate in South Africa is one of the highest in the world with 36% of its citizens being unemployed in 1999 (Kingdon & Knight, 2001). What's more is that, according to the Quarterly Labour Force Survey, 4.1 million people in South Africa were classified as unemployed in 2009. Frequent reorganisation and statements regarding flexibi lity are signals that one's job security is not secure. Even vague signals of downsizing or change may encourage employees to have intention to quit (Iyo & Brotheridge, 2004). When organisations start to downsize, some people may expect to become unemployed. Sverke, Hellgren and Naswall (2002) state that organisational change is an antecedent to job security. Mauna and Kunnunen (1999) agrees that objective circumstances of an insecure job situation can be defined as the experience of job insecurity, while according to De Witte (1999) the growing emphasis on more flexible employment contracts also intensify feelings of job insecurity. Job insecurity has been found to predict stronger intention to quit within the organisation (Ashford, Lee & Bobko, 1989). This means that a flexible, multiskilled, knowledgeable, interchangeable and adaptable workforce are exposed to new management techniques as well as altered labour relations/human resource policies and activities, which in turn influence employers' obligations, employees' obligations, the state of the psychological contract, job insecurity and employees' intention to quit (Ekkerd, 2005). The primary objective of this research is to investigate the relationship between the psychological contract, individual characteristics, job insecurity and the intention to quit of security employees (N=217) in the Vaal Triangle. A cross-sectional survey design was used. Constructs were measured by means of the psychological contract (employer obligations, employee obligations and the state of the psychological contract), an "individual characteristics" questionnaire, a job insecurity questionnaire and an intention to quit questionnaire. The research method for each of the two articles consists of a brief literature review and an empirical study. Factor analyses, as well as Cronbach alpha coefficients were computed to assess the reliability. Validity of the different product moment correlation coefficients, and regression analysis was used to examine the relationship between the constructs employed in this research. Significant differences are found between various individual characteristics and the scores of the psychological contract (employer obligations scale, employee obligations scale and the state of the psychological contract scale), the individual characteristics questionnaire, job insecurity scale and the employee's intention to quit scale. A practically significant correlation was found with a small effect between the state of the psychological contract, employer obligations and employee obligations. Results demonstrate a significant relationship between the psychological contract, type of contract, gender and tenure. No significant relationship was found between the psychological contract and age and qualification of the employees. Multiple regression analysis indicates that employee obligations predicted negative intention to quit. Job insecurity predicted positive intention to quit. Conclusions are made, limitations of the current research are discussed and recommendations for future research are put forward. / MCom. Industrial Psychology, North-West University, Vaal Triangle Campus, 2011

This mini-dissertation is aimed at analysing the requirements the court takes into consideration when deciding to pierce a trust veil in either insolvency or divorce matters. A clear exposition of the legal nature of a trust is provided to determine how a trust affords the extensive protection to trust assets, the very characteristic that makes it as popular as it is today. It is due to this protection of trust assets that a trust has become the object of abuse by founders and trustees, and the court has felt it necessary to introduce a remedy. In Badenhorst v Badenhorst the court stated that the company law doctrine of piercing the veil should be extended to trust law. Some authors criticised this judgement, and arguments pro(for) the extension is included in the conclusion. The research explored the circumstances that warrants the piercing of a trust veil and it was found that the court is likely to pierce a trust veil if the trust form was abused. The study then shifts its focus to the type of abuse the court seeks to remedy. A trust can amount to be the alter ego of a person or a court can deem a trust to be a sham. The research investigates the distinction between the two in depth, and the resultant finding is that only alter ego trusts will be pierced by a court, since a sham trust means that no valid trust has in fact been formed and therefore there is no veil to pierce. Often the courts are confused by the two and the likelyhood of a trust being labelled a sham by South African courts are slim. To find that a trust was abused, the courts will look at the essential requirements of forming a trust to determine the validity. The most important factors that the court considers when deciding to pierce the veil, is the type of control over the trust assets and the intention with which the trust is created or kept. An extensive analysis of the Companies Act and the doctrine of piercing the veil was done to probe their compatability with trust law and to see if the remedy is in fact effective and correctly applied. Case law to support the court‘s view and application of the mentioned doctrine is discussed and evaluated. The study closes with an evaluation of the procedure of piercing the veil and the consequences following such piercing, as well as the arguments for allowing piercing of a trust veil to force trust users to obey the basic trust idea of separation of enjoyment from control. / LLM (Estate Law), North-West University, Potchefstroom Campus, 2015

For organisations in South Africa to preserve talented and skilled employees it is important that these organisations consider the psychological needs of their employees. This is particularly true for supervisors and their relationships with their subordinates. South Africans are daily engaged in working and influencing people within their workplaces. Although supervisors are not capable of addressing or changing all the problems and concerns of employees, they can intervene in order to improve the quality of their employees’ working lives. A suggested point to start with is within the supervisor’s behaviour and their relationships with employees, due to its effect on employee engagement and intentions to leave. Consequently, when employees experience a deprived relationship with their supervisors, it will contribute to lower employee engagement levels and higher intentions to leave. To possibly decrease the negative impact of supervisor behaviour, it is important that supervisors pay attention and create an environment in which satisfaction of the psychological needs of their subordinates can be maintained. The objectives of this study were to investigate the relations between supervisor behaviour (that supports psychological need satisfaction), psychological need satisfaction, employee engagement and intentions to leave. A convenience sample (N = 139) of employees working under the guidance of a leader/supervisor was taken from manufacturing companies across South Africa. Participation in the study was voluntary. A measuring battery measuring supervisor behaviour (i.e. perceptions of supervisor support, trust and competence-focused behaviour), work-related basic need satisfaction (i.e. the satisfaction of psychological needs such as autonomy, competence and relatedness) work engagement (i.e. cognitive, emotional and physical engagement) and intention to leave was used. Descriptive statistics, exploratory factor analyses, alpha coefficients, Pearson product-moment correlations, and multiple regression analyses were used to analyse the data. The results indicated that the measuring instruments used in this study were valid and reliable for further analyses. The results showed that supervisor support comprised one factor and not three factors as expected. Furthermore, the results showed that supervisor support for autonomy, competence and relatedness had a large effect on autonomy satisfaction and a medium effect on relatedness satisfaction. Supervisor relations did not impact competence satisfaction. The effect of supervisor support on autonomy satisfaction was larger than on relatedness satisfaction. Results from this study showed that supervisor support, autonomy satisfaction and competence satisfaction affected work engagement. Employees will tend to be engaged when supervisors demonstrate supportive behaviour and when they are able to regulate themselves because they feel a sense of competence and autonomy. The results also showed that supervisor support for psychological need satisfaction, autonomy satisfaction and relatedness satisfaction predicted employees’ intentions to leave organisations. Lastly, the results showed that supervisor support for psychological need satisfaction impacted employee engagement indirectly and positively via autonomy satisfaction, and indirectly and negatively impacted intention to leave via autonomy dissatisfaction. Recommendations were made for manufacturing organisations as well as for future research. Manufacturing organisations and employees should comprehend the impact of supervisor behaviour and psychological need satisfaction on outcomes such as employee engagement and intentions to leave, as both parties are similarly affected by its consequences. Interventions should be implemented to address the satisfaction of employees’ basic psychological needs. Additionally, manufacturing organisations should understand the importance of supervisor behaviour and the impact it can have on their business unit and the organisation as a whole. Recommendations for future research were made. / MA (Positive Psychology)--North-West University, Vaal Triangle Campus, 2015.

Employability of graduates has gained considerable interest among researchers recently. This interest came about because of reported concerns by employers regarding the lack of employability skills among graduates thereby rendering them unemployable. South Africa is experiencing persistently high unemployment rates among the youth, particularly those with degrees. Similarly, self-employment of graduates has gained considerable interest among researchers around the world. Despite high unemployment rates among the youth of South Africa, self-employment levels are disappointedly at low levels. Therefore, knowledge of university students‟ perceptions with regard to employability and intention for self-employment is important. The phenomenon of employability has gradually developed over the decades. This resulted in researchers finding it difficult to come up with a common definition of the concept. Nonetheless, researchers share similar views with regard to the importance of employability, particularly among graduates. Due to the changing nature of the world of work, there is an unprecedented need for graduates to possess employability skills that will enhance their employability throughout their working life. For a long time, there has been a debate in South Africa regarding the preparedness of graduates for the world of work. Employers complain about the quality of graduates while universities feel that employers are not appreciative of their contribution in producing appropriate graduates. Therefore, there is a need to investigate employability of students continuously, as the future workforce will come from this cohort. For many decades, self-employment has been viewed as an important component of economies of many countries. In light of this, there has been an increasing interest in self-employment around the world. In the case of South Africa, research has consistently indicated that compared to countries at similar levels of development, the country lags behind on this front. In response to this, numerous attempts have been undertaken to strengthen actions that encourage and support self-employment as an attractive substitute to wage employment for students. There is a shared view among researchers that the decision to enter into self-employment is preceded by intention. Therefore, there is a continuous need to investigate self-employment intentions in South Africa, particularly among students. This study was conducted to investigate the relationship between perceived employability and intention for self-employment among university students. A quantitative research approach was followed to collect data. A questionnaire was administered among second year, third year and postgraduate students at four universities in two provinces of South Africa. Factor analysis was used to establish whether data were appropriate for analysis. T-tests and ANOVA were used to compare students‟ employability skills, perceived employability and intention for self-employment. While there were no significant differences in terms of employability skills and perceived employability, significant differences were found on self-employment intentions on various variables. Correlation analysis was used to investigate the relationship among the factors of perceived employability and the relationship between perceived employability and intention for self-employment. The results indicated that there is a statistically significant relationship between perceived employability and intention for self-employment among university students. Reflecting on the results of this study it is evident that university students perceived themselves as employable. In line with the results, it is important that the employability skills of students should be developed, as this will enhance their employability. The curriculum should be designed in such a way that it incorporates employability skills. Employers and government should play a meaningful role in this regard. While the majority of students indicated that they intend to be self-employed someday, there were a substantial number of students who do not view self-employment as a career option. Therefore, self-employment should be made a compulsory module across different fields of study. Different stakeholders should be involved in encouraging university students to engage in self-employment activities. / PhD (Entrepreneurship)--North-West University, Vaal Triangle Campus, 2015.

Competition in the smart phone market is fierce and despite the high market growth, smart phone manufacturers find it difficult to maintain their market share. Generation Y consumers generally have a good command of technology and engage in technology-related behaviour such as texting, tweeting and web-surfing. Therefore, when it comes to the adoption of smart phones applications, Generation Y is leading the way. For this reason, it is important to consider Generation Y consumers‟ attitudes and perceptions towards smart phone manufacturers and their brands. It has thus become critical for smart phone manufacturers to achieve customer satisfaction, generate loyalty, and build meaningful long-term relationships with Generation Y consumers. The primary objective of this study was to investigate customer satisfaction, brand loyalty and relationship intention amongst Generation Y consumers towards smart phone brands. The questionnaire was distributed by means of non-probability, convenience and quota sampling among 18 and 26 year old respondents living in Gauteng who owned or used a smart phone. In total, 395 respondents participated in the study. Based upon the literature review, a theoretical model was proposed that hypothesised the relationship between customer satisfaction, brand loyalty and relationship intention amongst Generation Y consumers with respect to their current smart phones. From the data analysis, it was evident that respondents exhibit a strong level of customer satisfaction, a mediocre level of brand loyalty, and a strong relationship intention towards their current smart phone brand. The results confirm that the measurement scales used to measure customer satisfaction, brand loyalty and the five dimensions of relationship intention all exhibit construct validity and internal consistency reliability. The study also uncovered significant differences between groups of Generation Y consumers in terms of gender, home language, education, employment status and time period of smart phone brand usage. The results of the structural equation modelling (SEM) technique used to test the theoretical model found that customer satisfaction exhibits a significant and large positive influence on brand loyalty, and a significant and medium positive influence on relationship intention. Furthermore, brand loyalty exhibits a significant medium positive influence on relationship intention. Finally, the dimensions of relationship intention exhibit significant medium to large effects on relationship intention. It is recommended that smart phone manufacturers should provide customers with a customer service application to measure customers‟ satisfaction in terms of their needs met. Smart phone manufacturers should also introduce new ways to communicate with Generation Y consumers to generate brand loyalty. Innovating ideas should be considered for smart phone manufacturers to retain Generation Y consumers. Brand loyalty can be improved by adding more applications according to Generation Y consumers‟ needs. The more a smart phone manufacturer focuses on customer satisfaction and brand loyalty, the more consumers will want to build long-term relationships with their smart phone brands. Recommendations for future research include the possibility to investigate each construct separately to ensure a more detailed investigation. Different cultures and age groups, as well as geographical areas can be studied to broaden results on how different consumers of different generations exhibit customer satisfaction, brand loyalty and relationship intention towards their smart phones. Specific smart phone manufacturers could be investigated to obtain specific information on customer satisfaction, brand loyalty and relationship intention so as to formulate appropriate strategies on improving the constructs measured. / MCom (Marketing Management), North-West University, Potchefstroom Campus, 2014

This mini-dissertation is aimed at analysing the requirements the court takes into consideration when deciding to pierce a trust veil in either insolvency or divorce matters. A clear exposition of the legal nature of a trust is provided to determine how a trust affords the extensive protection to trust assets, the very characteristic that makes it as popular as it is today. It is due to this protection of trust assets that a trust has become the object of abuse by founders and trustees, and the court has felt it necessary to introduce a remedy. In Badenhorst v Badenhorst the court stated that the company law doctrine of piercing the veil should be extended to trust law. Some authors criticised this judgement, and arguments pro(for) the extension is included in the conclusion. The research explored the circumstances that warrants the piercing of a trust veil and it was found that the court is likely to pierce a trust veil if the trust form was abused. The study then shifts its focus to the type of abuse the court seeks to remedy. A trust can amount to be the alter ego of a person or a court can deem a trust to be a sham. The research investigates the distinction between the two in depth, and the resultant finding is that only alter ego trusts will be pierced by a court, since a sham trust means that no valid trust has in fact been formed and therefore there is no veil to pierce. Often the courts are confused by the two and the likelyhood of a trust being labelled a sham by South African courts are slim. To find that a trust was abused, the courts will look at the essential requirements of forming a trust to determine the validity. The most important factors that the court considers when deciding to pierce the veil, is the type of control over the trust assets and the intention with which the trust is created or kept. An extensive analysis of the Companies Act and the doctrine of piercing the veil was done to probe their compatability with trust law and to see if the remedy is in fact effective and correctly applied. Case law to support the court‘s view and application of the mentioned doctrine is discussed and evaluated. The study closes with an evaluation of the procedure of piercing the veil and the consequences following such piercing, as well as the arguments for allowing piercing of a trust veil to force trust users to obey the basic trust idea of separation of enjoyment from control. / LLM (Estate Law), North-West University, Potchefstroom Campus, 2015