Dissertation submitted in fulfilment of the requirement for the Master of Technology: Quality in the Faculty of Engineering At the Cape Peninsula University of Technology, 2012 / New Product Development (NPD) is a complicated process that determines success or failure of any company engaging in product development processes. Over the past years, due to the current highly competitive market environment, poor management skills, lack of innovation and customer concern, many companies are struggling to develop new products while simultaneously maintaining high quality of each of these new products. Various studies described that quality management is critical to prolong the life cycle of new products. Thus, this study focused on the key success factors of NPD and integrated quality management strategies into NPD process. This study was conducted at a local plastic packaging and load securing company in the Western Cape Province of South Africa. A combination of both qualitative and quantitative research approaches was conducted. Both management (n1=5) the staff members (n2=24) who are involved in the NPD process were selected as samples. A semi-structured questionnaire and several interviews (in-depth and focused group) were utilised for data collection. A statistical programme (SPSS V20) was employed to generate descriptive statistical results and test the reliability of all the variables. The study results identified that the key quality determinants of the NPD process were are NPD reviews, verifications and validations. In addition, for the NPD process to be successful, the company should focus on the development of the NPD strategy, availability of skills and resources including NPD competence, product quality, empowered multidisciplinary teams and effective risk management. Based on the research findings, this study recommends that the company should have more focuses on the areas of customer dissatisfaction, product quality, and prototype planning in their NPD processes.

The Eastern Cape Provincial Administration has, since the promulgation of the Supply Chain Management Policy Framework in 2003, been challenged with the implementation of the said Policy.Some departments have progressed better than others, but all of the provincial departments have been challenged in one way or another.It was therefore, necessary to research the reasons for the erratic implementation process by the different departments. An analysis, based on answers provided by senior officials of the Eastern Cape Provincial Administration in an interviewing process, was needed to get an understanding of the challenges the departments are faced within the implementation process. In order to provide quality goods and services, this dissertation aims to evaluate the implementation process, provide insight to the challenges that the departments are faced with and offer recommendations on how to remedy these challenges. The lessons learned from this research study will assist the provincial departments to re-engineer their implementation processes and move forward to greater success and embracement of the Supply Chain Management policy Framework.

This study explored the improvement of individual performance outcomes within the administrative units of UNISA. The study aimed, in particular, to explore, analyse and interpret individual performance management practices. It should be noted that this study did not attempt to cover all the areas of effective and efficient performance management. The focus was to investigate the processes and approaches for continuously managing the improvement of individual performance outcomes, which could lead towards improved institutional performance. The main aim of the study was to investigate how the performance management system at the University of South Africa can be approved. The study adopted qualitative and quantitative research paradigms, thus a combination of inductive and deductive approaches, sampling and analyses, data collection and interpretations were used. However, the research design and methodology in this study primarily focused on a case study design and a mixedmethod approach to reach valid and reliable conclusions. The first part of the thesis focused on the analysis of literature and empirical documents relating to performance management approaches and the research design and methodology applied. The second part focused on the performance management practices at UNISA, the implementation of surveys/questionnaires, interviews and group-discussions. Lastly, ideas and themes were identified from the collected data that should answer the research questions. The study found that performance management should focus on the identification of an individual’s strengths and weaknesses in order to enable improved individual performance outcomes. Therefore, if managers want to manage individuals effectively and improve individual performance, all related factors, which include motivation, coaching and monitoring, as well as influencing positive behaviours by individuals, should form part of the effective performance management system. Far too often, managers neglect objectively analysing performance appraisals’ outcomes, and compromise by allocating undeserved percentage ratings, mainly to avoid possible conflict situations. The study’s findings provided valuable insights that could improve the performance management system at Unisa. - v - Some of the recommendations include: that effective performance management entails co-analysis, co-decision, co-design and co-evaluation, which could lead to the clear objective setting of targets for implementation by individuals; the implementation of quarterly appraisals; the implementation of ‘crowdsourcing’ or 360° evaluations; continuous self-development and training. This study’s outcomes could make a significant contribution to the body of existing literature in the discipline of Public Administration. More specifically, in respect of the survey/questionnaires within three prominent constructs, the triangulation and mixed-methods approach used for this study; and the case study model applied in the research of the University of South Africa, as an institution of higher education. / Public Administration and Management / D. Phil. (Public Administration)

Change in today’s business environment may be seen as inevitable however in the absence of a generic and endemic Change Framework for Managing and Leading Change; South African businesses face a difficult task of surviving into the future unless they are able to find an Organisational Change Management Approach that will assist them in navigating the Organisational Change Landscape for the 21st Century. This study provides an exploratory approach to understanding the nature of Organisational Change Management in South Africa, by exploring the following key concepts: (1) An understanding of the nature of Organisational Change Management in South Africa (2) The Critical Success Factors needed for Organisational Change Management to succeed in South Africa (3) The provision of a practical Organisational Change Management Framework and Scorecard for the measurement of Organisational Change Management processes and initiatives (4) Recommendations towards a Organisational Change Management Scorecard The study which is largely qualitative in nature makes use of a multiple case study design methodology for the collection of empirical evidence as well as quantitative research data from a survey questionnaire to support the underlying constructs and research questions posed within the study. The use of data and methodological triangulation, namely research interviews, survey data, company and archival documentation as well as focus group discussion points has provided the research study with the necessary validity and reliability to support research results, findings and recommendations.This information should be utilized by Change Practitioners practicing organisational change within a rapidly transforming environment, where Mergers and Acquisitions are major force for change as it would help to provide the necessary change framework and change scorecard for the management and measurement of organisational change interventions. This study also highlights the Critical Success Factors for change by focusing on the Emotional side (Low impact) and Change Imperatives / Prerequisites (High impact) for the management of organisational change. In addition, the study also provides a first view of some change performance measures in the form of a Change Scorecard, which can be used to assess the overall impact of the current change intervention being implemented. / Graduate School for Business Leadership / DBL

Text in Afrikaans / Summaries in Afrikaans and English / 'n Sentrale tema van strategiese bestuur is dat ondememings voortdurend moet pas by hulle snelveranderende eksteme omgewings. Die eksteme omgewing van SuidAfrikaanse ondememings ondergaan tans verreikende veranderings. Die sukses van hierdie ondememings word nie alleen bemvloed deur die kompeterendheid van 'n toenemend gemtemasionaliseerde markomgewing nie, maar veral ook deur die eise wat gestel word deur die nuwe politieke bestel in Suid-Afrika. Die Regering van Nasionale Eenheid is verbind tot die daarstelling van 'n mensgesentreerde gemeenskap. Nuwe arbeidswetgewing wat vakbonde bemagtig word in 1996 van krag en belangrike bestuursuitdagings wat verband hou met die "menslik:e dimensie" van ondernemingsbestuur spruit voort uit hierdie veranderende omgewing. Ten einde Suid-Afrikaanse ondememings onder hierdie omstandighede strategies te bestuur, moet strategiese bestuursbesluite geneem word oor die diensverhouding. Dit impliseer die behoefte aan 'n strategiese be adering tot menslik:ehulpbron- en arbeidsverhoudingebestuur binne ondememingsverband. In hierdie ondersoek word aspekte van algemene en strategiese bestuur toegepas op die "menslik:e dimensie" van ondememingsbestuur. Die fokus is op langtermynbesluite en -aksies insake beplanning, organisering, leiding en beheeruitoefening ten opsigte van aspekte wat verband hou met die diensverhouding. Die noodsaaklik:heid van vertikale en horisontale integrasie by die bestuur van die diensverhouding word beklemtoon. Laasgenoemde dui op die noodsaaklik:heid om die individuele en kollektiewe dimensies van diensverhoudingebestuur, oftewel menslik:ehulpbronen arbeidsverhoudingebestuur, te integreer. Vertikale integrasie verwys na menslik: ehulpbron- en arbeidsverhoudingebestuur wat 'n integrale deel van algemene bestuur behoort te wees. Die resultate van 'n tweeledige empiriese ondersoek word gemtegreer met 'n literatuurstudie om 'n bestuurswetenskaplik:e raamwerk daar te stel wat die proses van strategiese diensverhoudingebestuur konseptualiseer. 'n Matriks word ook ontwerp wat bestuursbesluitneming oor die inhoud van diensverhoudingestrategie kan fasiliteer. Gevolgtrekkings en aanbevelings word ook gemaak oor die praktyk van strategiese diensverhoudingebestuur by Telkom SA Bpk en by groot Suid-Afrikaanse mynbouen vervaardigingsondememings, sowel as oor navorsing en ond~rrig ten opsigte van hierdie onderwerp van Sakebestuur ( oftewel Bedryfsekonomie, Ondernemingsbestuur of Bestuurswese ). / A central theme of strategic management is that organisations should constantly match or fit their fast-changing external environments. The external environment of South African organisations is currently undergoing far-reaching changes. The success of these organisations is not only influenced by the competitiveness of an increasingly internationalised market environment, but especially by the demands resulting from the new political dispensation in the country. The Government of National Unity is committed to establish a people-centred society. New labour legislation which empowers trade unions will be in force in 1996. Important challenges regarding the "human dimension" of management stem from this changing environment. In order to manage South African organisations strategically under these circumstances it is necessary to make strategic management decisions regarding the employment relationship. This implies the need for a strategic approach to human resource and labour relations management within organisational context. In this investigation aspects of general and strategic management are applied to the "human dimension" of management. The focus is on long-term decisions and actions regarding the planning, organising, leading and control of aspects relating to the employment relationship. The importance of vertical and horizontal integration in the management of the employment relationship is emphasised. The latter refers to the necessity of integrating the individual and collective dimensions of employment relations management, in other words the integration of human resource and labour relations management. Vertical integration relates to human resource and labour relations management which ought to be an integral part of general management. The results of a dual empirical investigation are integrated with a literature survey to devise a managerial framework that conceptualises the process of strategic employment relations management. A matrix is also devised that can facilitate management decision making regarding the content of employment relations strategy. Conclusions and recommendations are also made regarding strategic employment relations management practice at Telkom SA Ltd and large South African mining and manufacturing organisations, as well as regarding research and tuition mrespect of this topic of Business Management (or Business Economics). / Economic & Management Sciences / D.Com.

The concept of sustainability has become imperative for any organisation in order to survive and prosper in the long term. As such, the management of fraud risk has become an important component for organisations in order to achieve this objective. The purpose of this study was to explore the management of fraud risk within the South African private hospital sector. The study endeavoured to ascertain how private hospitals in South Africa manage fraud risk. In this regard, problem areas in the management of fraud risk were identified, and recommendations are provided in order to improve the management of fraud risk in the South African private hospital sector. Primary data was collected by means of survey research, which involved management staff at head office level and at hospital level, as these two groups were identified to have the required expertise and experience with regard to risk management procedures and practices within South African private hospitals. The findings suggested that South African private hospitals could improve their current risk management practices, in particular with regard to fraud risk. By implementing the recommendations provided by the study, private hospitals will be able to manage fraud risk more effectively. These recommendations will not only be beneficial to private hospitals, but will also have a positive effect on numerous external stakeholders, because the effective management of fraud risk could lead to considerable cost savings. The public hospital sector of South Africa would equally find the research findings and recommendations of value because it could also be applied to their fraud risk management practices. / Business Management / MCOM (Business Management)

Submitted in fulfillment for the requirements of the Masters Degree: Human Resources Management, Durban University of Technology, 2012. / Project Management for many years have been conducted using a traditional model with the focus being on time, cost and quality and its overall success on managing the organizations more effectively. Organisations are moving towards the use of a more modernistic approach where the focus is being extended to include cost, time, quality and linked to the strategic objectives, reward and recognition systems and building teams. The goals of the project must be communicated to all those who are involved in its implementation in order to ensure project success. Project managers who get people to want to do what they want by sharing their purpose, vision, and values also establish emotional and intellectual ties that result in sustained commitment. As the demand for project management increases, so does the use of tools and techniques. Project management offers a very structured approach to managing projects. The success of a project will be determined on the ability of the project manager to plan and develop a project, to implement, monitor and control and evaluate the project progress. DUT is faced with situation where there is an enormous demand by staff to participate in project management training. Many of these staff are directly involved in project management whilst others have requested this training as part of their capacity building drive. This study examines the perception of staff members who have attended the project management training with a view to making recommendations on how to improve project management at DUT. It also demonstrates the evaluation of the facilitator, the course content as well as the project management’s relatedness to the demographic profile of the University sample and presents and presents the perceptions of the respondents to the questionnaire. The method of research was largely quantitative and enabled comparison to be quantified. A self-administered closed-response questionnaire was adapted and used to obtain the information required. The study further investigated the staff members’ perception on project failure in respect of lack of user involvement, long timescales, failure to track the progress of projects, no formal change control, inadequately training project managers, poor leadership, cultural misalignment, poor planning and inadequate tracking and reporting. The dissertation makes recommendations on the project management course programme and the critical role of the project manager and the project team.

The 21st century has posed challenges and provided opportunities for organisations, and although a large body of research exists on both leadership and organisational climate, these two concepts have become a matter of urgency in South African organisations. The dynamics in the organisation have a direct effect on the people the organisation serves and business performance. The aim of this research was to explore the relationship between leadership and organisational climate in a South African fast-moving consumable goods (FMCG) organisation. There are few research studies that focus on leadership and organisational climate in the South African context and this study builds on limited existing knowledge. Using a descriptive, cross-sectional field survey approach, a sample of 896 participants employed at one organisation was surveyed. Explanatory factor analysis and the structural equation modelling (SEM) multivariate analysis technique revealed a new set of organisational dimensions and confirmed the relationship between leadership and organisational climate and organisational climate and its various dimensions. The findings emphasise the importance of certain generic and specific leadership practices in creating the desired organisational climate in the South African context. This study contributes to knowledge on the relationship between leadership and organisational climate in the South African context. / Psychology / M. Com. (Industrial and Organisational Psychology)

M. Tech. Business Administration / The objectives of this study is to measure the risk propensity of entrepreneurs from four nationalities in the Gauteng region, namely Chinese, Zimbabweans, Pakistanis and South Africans. The study tries to find out if entrepreneurship and risk taking is determined by culture. It also looks at how the businesses of these people are performing.

Thesis (MPA)--University of Stellenbosch, 2011. / ENGLISH ABSTRACT: The research study assessed records management practices in the Limpopo Department of Agriculture (LDA), with the focus being on human resources records. Human resources records management practices were assessed in four key performance areas, namely: policy and regulatory framework, storage requirements, integrity of paper-based and electronic records, and efficiency and effectiveness of the registry system. The assessment tool, as prescribed in the Best Practice Model for Keeping and Managing Paper-Based Employee Records, was used. Research findings showed that LDA's performance in terms of records management practices do not comply with the set policies and regulatory framework and that the storage conditions are insecure. Research findings were evaluated and possible strategies for improving the management of human resources records are recommended. The adoption of awareness campaigns for staff, a coordinated training programme as well as the provision of support of top management, are some of the strategies recommended. / AFRIKAANSE OPSOMMING: In hierdie navorsingstudie is rekords van bestuurpraktyke in die Limpopo Departement van Landbou (LDL) geassesseer, met die fokus op menslikehulpbronrekords. Die menslikehulpbronrekords is geassesseer op grond van vier kernprestasie-areas, naamlik die beleids- en regulatoriese raamwerk, bergingsvereistes, integriteit van papiergebaseerde en elektroniese rekords, en doeltreffendheid en effektiwiteit van die registerstelsel. Die assesseringstelsel soos voorgeskryf deur die Best Practice Model for Keeping and Managing Paper-Based Employee Records is gebruik. Navorsingsbevindings het getoon dat die LDL se prestasie ten opsigte van rekordbestuurpraktyke nie voldoen aan beleide nie en dat ‟n regulatoriese raamwerk en veilige bergingstoestande nie bestaan nie. Navorsingsbevindings is geëvalueer en moontlike strategieë om die bestuur van menslikehulpbronrekords te verbeter, is aanbeveel. Die ingebruikneming van bewusmakingsveldtogte vir personeel, 'n gekoördineerde opleidingsprogrm en ook die verskaffing van steun deur topbestuur is van die strategieë wat aanbeveel word.