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The research was conducted to determine the degree of organisational performance measurement in SMEs in the ICT sector within the Limpopo Province of South Africa. Literature on performance measurement and SMEs was reviewed and provided the theoretical foundation for the research. A qualitative approach to research was followed using case research based on semi-structured interviews to determine the knowledge and perceived value of performance measurement in SMEs. The study also investigated the prominent performance measures used by SMEs and difficulties around the implementation of these measures. The findings were related to the literature regarding the attributes of measures, the dimensions of performance and the characteristics of performance measurement frameworks. In conclusion, a method for SMEs to use performance information to their advantage was proposed.

Executive Summary This report uses modified physics and the basic business relationship equations to describe the business system. The physics - business equations are derived using conformal mapping, while thermodynamic and kinematic relationships are further developed and related before being applied to a business situation. The system developed has general applicability to business and can be used for strategic competitive positioning, amongst other postulated uses. The main purpose of this project is to build on existing work in the area of process modeling and strategy formulation to define a quantitative management tool that will effectively enable the formulation of a generic framework, to measure the effects of various strategic options using time based financial management and physics models. The main aims of this research project are to provide an evaluative summary of the existing literature on the applications of process modeling and physics to business limited in scope to competitive strategic planning through a literature review of existing business models and the subsequent development of a mathematical model based on kinematics and thermodynamics for strategic formulation. From the literature review derive a mathematical framework relating business and physics based on an indirect relationship of physical laws to business models based on existing knowledge. Further explain why the derived model has applications to business, and derive a non-rigorous mathematical proof thereof. From these equations make recommendations on how this model can be utilised as a tool to assist in strategy formulation. Thereafter provide statistical proof that the model is applicable to a defined set of companies and show by means of applications how to determine optimal strategies using the model. The main objectives of the research project are to utilise the quantitative tool to determine where a company is, and where it should position itself in future to optimise its competitive position. Further, the framework must be developed into a strategic tool that would allow for the fast turnaround in the implementation of strategy, and the ability to quickly predict necessary changes in direction. The statistical hypothesis tested asks if it is possible to relate the laws of physics to business and use the resultant mathematical framework to analyse a firm’s competitive position in an industry and position it accordingly. From the derived equations a mathematical model to determine strategic options for a firm using time based financial accounting principles and physics equations can be formulated and used to find profitable options for a firm. By implication the model can be applied to strategic positioning of the firm. Unfortunately there is no work in the literature reviews to build this study on and much of it is built from first principles. This leads to complex mathematical relationships, which may prove difficult to follow. .

This thesis asks to what extent should we be free to choose when it comes to our pension? Three perspectives were considered: that of the state; that of the employer; and that of the individual. The thesis starts by examining the issue from an institutional perspective. Using the example of three different countries’ pension policies, it argues that there is a trade-off between maintaining private incentives to save and cost. If pension saving is compulsory, then the state is free to target money at those most in need (which is more cost effective). If pension saving is voluntary, then the state needs to invest heavily in creating a structure that rewards private saving (through tax incentives and the reduction of means testing). The second part of the thesis is a qualitative study that looks at choice from the perspective of the employer. The UK government has restricted its role to poverty relief and occupational pension saving is expected to bridge the gap between needs and aspiration in retirement. However, employers are allowed considerable discretion over how much they contribute to their employees’ pensions. Fifteen private sector employers were interviewed to uncover the logic behind the design of their pension offer. It found that few profit-seeking employers saw any commercial advantage to paying in the form of a pension. Finally, the thesis looks at choice from the point of view of the individual. Using three experimental studies it asks, if given choice, do individuals go on to make ‘good’ choices. The first experiment recasts the issue of whether people are saving ‘enough’ for their retirement by looking at the job choice itself. The following two experiments look at the impact that financial communication has on pension engagement. In conclusion this thesis argues: (i) it is expensive to design a system that will incentivise voluntary saving; (ii) profit seeking employers see little commercial advantage to paying in the form of a pension; and (iii) many individuals fail to respond to the incentives to save because of almost insurmountable information problems. The current UK pension system is founded on an ideological commitment to free choice, and this carries an unduly heavy cost, not only for the individual, but also for the state.

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Aid information management systems (AIMS) have been implemented in aidreceiving countries with the hope that they will enable donors and recipient governments to share aid information, enhance data governance and aid coordination among stakeholders. Despite the global popularity of data-driven development initiatives and heavy investment in AIMS, many systems have not fulfilled the expected outcomes. This research seeks to explain this failure from an information systems perspective. Building on a historical overview of AIMS implementation, I first develop an understanding of how such systems evolved and how the visions of aid effectiveness norms that AIMS inscribed have changed over time alongside the shifting global aid governance. This overview clearly shows that, in many cases, AIMS did not attain the result anticipated, and often failed to reach sustainability. I then investigate this sustainability failure, through an interpretive case study of Indonesian AIMS. I trace the change of international and domestic aid governance that shaped the unique context of AIMS in the emerging economy. Investigating the role of state actor, I argue that understanding the failure of AIMS requires a shift of attention from the process of aid management within a country to the global level. It needs to be seen as a result of macro-level events occurring in the global field of aid. In the dynamics of global power relations, the role of technology is multifaceted—a mixture of managerial and rationalizing, as well as symbolic and political roles.

Drawing on the resource-based view, dynamic capability perspective, and resource dependency theory, and utilizing a sample of 164 UK social enterprises, this dissertation investigates the effects of adoption of commercial business practices on social enterprise performance. The adoption of commercial business practices refers to the adoption of market orientation, learning orientation, market disruptiveness capability, new product development capability, and ‘trade vs. grant dependency’. The dissertation comprises three independent but interrelated empirical essays. The first essay (Chapter 2) analyzed individual and combined (interaction) effects of market orientation and market disruptiveness capability on social enterprise performance. The study shows that market orientation improves both the economic and social performance whereas market disruptiveness capability improves only the economic performance of social enterprises. However, interestingly, the study demonstrates that the interaction effect of market orientation and market disruptiveness capability is negative on economic performance but positive on social performance. Similarly, the second essay (Chapter 3) analyzed how learning orientation and new product development capability influences the economic and social performance of social enterprise. The essay shows that learning orientation improves new product development capability and, thereby, the economic and social performance of social enterprises. Likewise, the third essay (Chapter 4) investigated how ‘trade vs. grant dependency’ influences social enterprise performance. It was found that trade dependency is better than grant dependency for social enterprises to improve their social performance. However, contrastingly, it was found that the adoption of trade dependency over grant dependency has no significant effect on their economic performance. Nevertheless, the study shows that the adoption of trade dependency over grant dependency is better for social enterprises to improve their learning orientation and thereby both economic and social performance. In sum, this dissertation has made a strong case for why social enterprises should adopt commercial business practices.

abstract: Standardized processes for training and accountability, for an Environmental Services department within a healthcare system, were implemented to see the impact they would have on key performance indicators (KPIs). The KPIs involved infection rate for hospital acquired Clostridium Difficile (CDI), cleaning verification compliance, patient satisfaction, concerning the cleaning of their environment, and employee turnover. The results show that standardizing training and an accountability measure can have a significant impact on turnover, contribute to the reduction in CDI cases, ensure cleaning is performed at a high level and that the patient perception requires additional tools to meet their expectations on a consistent basis. / Dissertation/Thesis / Masters Thesis Construction Management 2017

This study examined the extent to which leadership styles affect the organisational commitment of the employees at Abu Dhabi Police in the UAE. The aim was to find out whether there is a significant correlation between preferred leadership styles and organisational commitment. It sought to assess the current leadership styles and practices in order to identify patterns and trends that have a direct impact on employee commitment within Abu Dhabi Police (ADP), as leadership styles drive employee commitment which in turn leads to better organisational performance. The leadership literature has both depth and breadth. It is a highly researched topic area, which has been approached from many perspectives involving different organisational settings. Much of the leadership debate focused on leaders’ characteristics and attributes, while popular and common models, theories and styles are investigated to find out the impact of leadership effectiveness in these organisational settings. The conclusion that can be drawn from the broad and long leadership debate is that it has advanced the understanding of leadership and its associated training, as well as generating useful insights, all of which is positive, but the term ‘leadership’ remains a source of personal interpretation. Today, the leadership topic is big business. Leadership gurus/business celebrities compete to sell leadership wisdom and courses for transforming people into effective leaders. Agencies, academic courses, etc. all claim leadership expertise on how to nurture and develop leaders by providing ready-made packages, tool-kits and guidelines for forward-thinking people who aspire to be leaders. Based on the purpose of the study, the nature of the problem and the research questions, this study adopted quantitative and qualitative data collection instruments. This allows the researcher to address the multidimensional nature of leadership and employee commitment by investigating the perspectives of the key stakeholders at ADP. Interviews were conducted to obtain qualitative data in the form of words and meaning to address issues that may not have been covered by the survey. The quantitative survey allowed for statistical analysis and numerical evidence about leadership styles and their impact on employee commitment at ADP. The study findings revealed that there is a predominance of attributes of transformational leadership rather than transactional leadership at ADP. Findings showed that the leadership style is a strong driver of employee commitment. Employees are more committed if the organisation meets their expectations and needs. The findings also showed that the current levels of commitment at ADP are adequate; there is a sense of loyalty at every level. Findings from interviews with key ADP stakeholders revealed that levels of commitment are high but leaders must do more to address the particular needs of employees to secure higher performance. Interviewees stated that the ADP has a strong organisational structure which provides confidence and commitment for employees. However, in order to achieve its mission objectives, there is a need for a transparent policy committed to providing each employee with a sound working environment, complete with clear reward schemes which inspire and motivate employees to achieve a high level of performance. The findings have practical implications as they will benefit the ADP leadership, initially in understanding the drivers and challenges of employee commitment. The findings will also help formulate a future strategy to enhance employee commitment by effectively exploiting this study data. Finally, this study has expanded the existing literature and provides a platform for further research on the impact of leadership styles on employee commitment in the UAE.

Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2005 / Project risk management is concemed with identifying, assessing and responding to uncertainties which could impact project outcomes. These impacts might be positive or negative, although the tendency in business has been to focus on the negative - or downside - risks, Le., those risks which could be potentially detrimental to project outcomes. Risk management requires an investment in time, effort and cost. For this reason, it has to be efficient if it is going to make business-sense. If it can be shown that risk management plays a positive role in supporting successful project delivery, then the case for investing in risk management will be validated. This study focuses on two projects within Old Mutual, to investigate the link between risk management and project success. Both projects had been approved by the company's Strategic Investment Committee (SICOM), which required that they conform to various governance criteria, including that their risks be managed according to a specified process. One of the projects - CRAFT - was deemed by its stakehoiders to have delivered successfully, while the other - SSA - was perceived to have had mixed results. As a precursor to the study, an extensive review of the current literature on project risk management was undertaken. The literature was found to be largely consistent in its definition of project risk management, and to be concerned mainly with developing the processes and techniques for improving risk management in the live project environment. Based on the literature, it was possible to develop an analytical framework for use as a generic tool in evaluating the role which effective risk management practice could have on project success.