This dissertation explores and explains the reason why banks generally fail and more specifically why banks have failed since South Africa realized democracy in 1994. Bank failures are a global phenomenon and come at a high cost to the depositors , the fiscus and can lead to economic instability should the failure be systematic. There are several causes of bank failures and theoretically, these include credit risk, market risk, liquidity risk, capital requirements , bank regulation, inefficient management and external economic factors. The banks that failed during the period commencing from 1994 to date include Prima Bank, Sechold Bank, African Bank, Community Bank, Islamic Bank, FBC Fidelity Bank, New Republic Bank, Regal Treasury , Saambou and BoE. Detailed analysis of the nine banks referred to above is done in Chapter Four wherein, in respect to each bank, the background of the institution , the analysis of the financial statement, where available or the banking returns lodged with the South African Reserve Bank, reasons for the failure of the bank as well as the resultant outcome of the failure has been examined. The causes of failure, the symptoms of failure and the recommendations for prevention of failure are finally considered and discussed in Chapter Five. / Thesis (MBA)-University of KwaZulu-Natal, Westville, 2006.

Human resource management as practiced today within organisations carries a century of history. Focus has shifted from its simple origins as a welfare concern for the lot of workers by certain enlightened employers in Great Britain to the current human resource management which is an integral part of the management of an organisation. It has moved from being a peripheral to an essential service. This shift has been accompanied by an ongoing attempt to achieve professional recognition for human resource practitioners whose occupation it is to implement the principles and practices of human resource management. The study endeavours to present and analyse the history of the professionalisation of human resource management in South Africa. It is a story which has not been previously researched, other than in a passing manner by a few authors in South Africa in text books on the theories and practices of human resource management. This study is therefore a first detailed investigation into the subject of the professionalisation of human resource management in this country. The study focuses on a period from 1945 to 1995 which represents the most formative years of professionalisation in South Africa. Appropriate background contextual material is included to enable an informed assessment to be made ofthe South African experience, which covers the concept of professionalisation, experience in Great Britain and the United States of America together with relevant references to South African history. Human resource management is not practiced in isolation and the historical process of professionalisation needs to be assessed both contextually and conceptually. The fifty year period of the study allows for an understanding of the nature of human resource management to emerge and to assess whether professional status has been achieved. The research period commences with the establishment of the Institute of Personnel Management in 1945 and traces developments from then up to a unique Institute convention in 1995 where a symbolic reconciliation takes place between black and white practitioners. South African racial history had an effect on the process of professionalisation and the study reveals th.e implications. The process of professionalisation is observed to be ongoing and continued attempts at achieving statutory recognition for the profession are noted in the study and assessed. / Thesis (M.A.)-University of KwaZulu-Natal, Pietermaritzburg, 2004.

Die verkeerdelike posisionering van risikobestuur binne organisasies kan die rapporteringskanaal van die risikobestuurder beinvloed. Daar is ook merkbare verskille ten opsigte van risikobeheer aktiwiteite (bv. Sekuriteit en Beroepsgesondheid en-Veiligheid, ens.) Die term "risikobestuurder" word dikwels gebruik vir verskeie posbenamings, byvoorbeeld geboue- of fasilitiete bestuurder, en skep nie alleen verwarring nie, maar bevorder ook nie eenheidsdenke binne die organisasie nie. Risikobestuur het topbestuurstatus binne die organisasie, maar het ook sekere unieke probleme - soos vertragings in besluitnemings- en kommunikasieprosesse. Die oplossing le in die opgradering van die risikobestuurder se posvlak tot die van topbestuurslid waar risikobestuursaangeleenthede op hoer vlak aangespreek kan word. / Police Practice / M.A. (Polisiekunde)

Thesis (MTech (Business Information Systems)--Cape Peninsula University of Technology, 2007 / E-commerce, as one of the applications of the Internet, has been considered as a possible channel for small businesses to be benefIted. However, due to their nature, it is challenging to involve e-commerce in small businesses; some new risks arise that typically are not adequately addressed in SMMEs' (Small, Micro and Medium Enterprises) established risk management programs. Therefore, to obtain the benefits from e-commerce adoption, SMME owner/managers need to identify and manage these risks. Identifying SMME owner/managers' perceptions of e-commerce related risks, and how they manage them is crucial for ascertaining the factors that affect the successful small business e-commerce adoption, as their perceptions influence their decision-making process. This research identified South African SMME owner/managers' perceptions of e-commerce related risks, and their effects on e-commerce and SMMEs' development. The investigation was conducted by using a quantitative research methodology, drawing on the data obtained from a sample of 50 questionnaires, and the 17 interviews out of the 50, by using qualitative research methodology to achieve the research objectives. The SMME owner/managers' perceptions imply that they are unaware of e-commerce related risks, they lack risk management attention to and skills in e-commerce related risks and their businesses, which can affect the development of e-commerce adoption and SMMEs. The perceptions also exhibited the SMME owner/managers' attitudes to risk-taking; the research provides a platform for SMMEs to understand their risk management performance. On the other hand, the perceptions reflect the orientations of developing SMMEs' e-commerce adoption such as: how to provide SMMEs with a better understanding of obtaining the benefits from e-commerce adoption? How to help SMMEs to manage e-commerce related risks? In conclusion, this research study proposed a model to assist SMMEs to understand e-commerce related risks in order to obtain the maximum benefits of e-commerce adoption.

common and in most cases unavoidable. Because of this, it has become critical for managers to start evaluating the styles they use in managing conflict and to assess the implications of these styles to the benefits and costs of conflict. In order to meet this challenge, managers must understand the nature, sources and the outcome of conflict. It is by reflecting on the above, that managers may become more informed about the right conflict management approach to apply. This research deals with an investigation into the conflict management styles used by managers in organisations. It seeks to identify the styles currently used and to establish whether there is any correlation between these styles and the conflict management styles identified in the literature survey. The study targeted six health institutions in the Northern Region of the Eastern Cape Province. Findings from the literature study revealed two main approaches to managing conflict. These were: the Resolution and the Stimulating approaches. Five conflict management styles were identified when the resolution technique is used. These included: Collaboration, Avoidance, Accommodating, Compromise and the Dominating styles. Five approaches for stimulating functional conflict in organisations were also identified.They included the following: use of programmed conflict, manipulation of communication channels, encouraging competition among employees, encouraging the use structured debates and changing the organisational structure and culture. A research questionnaire and personal interviews were used for collecting data. The Questionnaire sought to establish the conflict management styles currently used in organisations while the interview’s aim was to probe deeper and to establish the participants’ view of the factors which determine one’s preferred conflict handling style and also to assess to what extent managers understand contemporary approaches to managing conflict such as conflict stimulation. The study revealed that the conflict management styles used by managers are similar to those identified in the literature review. It also emerged that managers are not very knowledgeable about the view of managing conflict by stimulating it. This highlighted the importance for further research into managing conflict by means of the stimulation approach.

M.Com. (Business Management) / The innovation and marketing of new products has become increasingly important for the profitability of companies. Developing new products is a risky endeavour. Research shows that new product development often fails. As such, it is very important that product development managers are aware of the factors that can cause product failure. This research studied the product innovation process in the South African electronics industry. The objective of the study was to prove the relationship between proficient development-activity execution and innovation success. The research took the form of a structured questionnaire, that was mailed to respondents. After analysis -of the data, it was possible to accept the research hypothesis. The research showed that marketing activities were not well executed; in contrast technical activities were better completed. It proved the notion that a market orientation should be favoured above a product orientation. Companies in the electronics industry seem to have enough marketing resources available. however. they under-utilize these resources - with disastrous results. The research proved that following a strict product development process can improve new product performance. No one activity causes success or failure but the combination of pivotal activities has a definite effect on product innovation success.

A key incentive for accounting research is to provide evidence on the usefulness of earnings in making economic decisions. Of particular interest over the last two decades is the issue of the quality of financial reporting, specifically the quality of earnings, given the number of global financial scandals reported during that period. The quality of earnings is driven by the choices, estimates and judgments that the accounting standards make available to managers in order to portray the firm’s economic position and performance in a timely and credible manner. However, this leeway in financial reporting also creates opportunities for earnings management. The objective of this thesis is firstly to establish whether earnings manipulation has had the ability to predict cross-sectional returns in South Africa during the 2007-2014 period. In other words, the purpose of this thesis is to find evidence whether the market reacts to earnings management practices, as measured by accruals, and rewards high earnings quality companies with higher equity returns (a process known as the accrual anomaly). The timeframe selected for the research encompasses the global financial crisis, a period in which accounting manipulation incentives are likely to be strong. Secondly, this study attempts to establish the presence of the accrual anomaly amongst growth and value firms. The motivations for earnings management of the former are expected to be strong. Securities are allocated to portfolios according to accruals and the subsequent equity returns are analysed cross-sectionally to establish the existence of the accrual anomaly and hence assessing the usefulness of earnings manipulation in predicting equity returns. To provide evidence for the presence of the accrual anomaly amongst growth and value shares, securities are independently allocated to portfolios according to their book-to-market ratio and accruals and a cross-sectional analysis is performed on their subsequent equity returns. In order to increase the robustness of the tests, two measures of accruals are used: a balance sheet approach and a cash flow measure. Evidence is provided for the presence of the accrual anomaly among South African listed companies for the balance sheet measure of accruals but not the cash flow approach. Whilst the accrual anomaly is significantly present in a growth-neutral-value construct, statistical significance is not established when growth and value shares are considered individually.

Organisations or individuals that lend money (banks and micro lenders) or that sell goods on credit (retailers) are classified as credit providers. The debtor enters into a contractual agreement with a credit provider, or creditor, with the obligation to repay the loan amount, fees and interest according to a predetermined schedule. The contractual agreement, also known as a credit agreement, is as a general rule very complex. Legislation protecting debtors in various ways is an international phenomenon. In South Africa, the National Credit Act, Act 34 of 2005 (NCA) was enacted in 2005. The NCA changed the playing field for credit providers participating in the South African consumer credit market to a great extent. Consumer lending is the sleeping giant of the financial sector. The key to successfully unlock this enormous market is the credit provider's ability to accurately assess the creditworthiness of a potential customer during the customer acquisition phase. The creditworthiness of the customer is related to the risk of default, i.e. a debtor's non-payment of debt in terms of the credit agreement. The risk of default is also known as credit risk. Real People Investment Holdings (Pty) Ltd (RPIH) classifies credit risk as the single largest risk the Group is exposed to. They recognise that the intelligent and responsible management of credit risk makes it the Group's largest profit driver. Credit risk scorecards are excellent decision aids during the customer acquisition phase. The characteristics and behaviour of merchants submitting credit applications to RPIH for assessment have a definite impact on the credit risk of the Group. The merchant plays a pivotal role in the debtor-creditor-supplier business model. The merchant influences the customer's sales experience and subsequent level of satisfaction with the transaction. A satisfied customer constitutes a lower level of credit risk for the creditor, in this case RPIH. The research is conducted with a positivistic paradigm. The cross-sectional study approach is used. The merchant is the unit of analysis. A sample of 77 merchants is selected from the population of 244 merchants who submitted credit applications to RPIH during the observation period. Questionnaires are used as the data collection method in this research project. The predictive ability of fourteen merchant related characteristics are demonstrated through this empirical study.

Human resource management, or people management, is concerned with the philosophies, policies, programmes, practices and decisions that affect the people who work for an organisation. The various people management functions are aimed at helping the organisation achieve its strategic goals and as such are an integral part of the management process. People management consists of several aspects and sub-divisions of which pro-active conflict handling and management is one and which is also the subject of this study. The objective of this study was to assess causes of conflict and interventions and styles of conflict management in the workplace. Workplace politics, change management, diversity, cultures and religious views are but a few major sources for the emergence of conflict. We are currently in the era of fast change or more aptly put “hyperchange” and conflict is inevitable and management styles can also create and/or escalate conflict situations including, the composition of diversity in the workplace. This adds to the new challenges of management. Organisations in this decade need to acknowledge that their management styles of days gone by are not relevant anymore and one must understand to recognise conflict and resolve it in an appropriate manner. This study assessed the major causes of conflict in the workplace and whether the managerial style of managers and management interventions impacts on the overall conflict situations experienced by staff members in organisations in Cape Town and Windhoek. It also gave an indication if interventions and conflict management training/programmes are in place or used, if at all. Sometimes conflict is resolved successfully or unsuccessfully and what impact it has on the managers, his/her staff and colleagues and the organisation as a whole. This can have a detriment impact on the business and the culture within the organisation and which could result in or give rise to high labour turnover, underlying unhappy staff and disempowerment of managers and staff and poor production and service levels.

South Africa has always been cited as an example of protracted social conflict by the analytical conflict resolution school. Given that appellation, the conflict, in terms of the understanding of that school of thought, would not have been amenable to resolution, and yet many observers hail the South African democratic transition as a miracle of transformation. This thesis, using a detailed application of the various elements of protracted or deep-rooted social conflict, demonstrates that South Africa is indeed an example of protracted social conflict. Given the application of pre-negotiation initiatives, and the establishment of a unique National Peace Accord, negotiations were enabled, and successfully delivered a democratic election, and so far, also a sustainable democracy. The establishment of the Truth and Reconciliation Commission was the result of a realization on the part of a wide spectrum of South African leadership and conflict resolution professionals, that negotiation alone would not provide conflict resolution for South Africans, and that there was therefore an additional need to deal with the deeper issues of conflict, if the settlement were to prove sustainable. The question remains whether ours represents a successful resolution of the conflict from the theoretical perspective of the analytical conflict resolution school. A close examination of South African socio-political issues across a number of domains regarded by the analytical conflict resolution school as important, indicates that while the requirements for conflict resolution were indeed met in the South African case, their more advanced stage of resolution; conflict provention has not been satisfied. That explains the fact that many tensions, much violence and intolerance remain. South Africa’s democracy has not been infused with analytical conflict management institutions, basic human needs have not been substantially met and valued relationships remain elusive. Because protracted social conflict is cyclical, we can expect high-levels of conflict behaviour to haunt, and even threaten our fledgling democracy. It is argued here that a coherent theoretical approach to the South African conflict management process would have produced a more sustainable outcome, and we recommend the continued use and institutionalization of analytical conflict provention processes to secure the future of our country.