Thesis (MDF)--Stellenbosch University, 2012. / In recent years South Africa has started to embark on policies to increase FDI and boost the country’s manufacturing sector. FDI inflows are important for their perceived role of bridging the savings-investment gap, while increasing the country’s manufacturing capacity will help diversify the economy and could contribute towards job creation. The literature has revealed that the debate on causality between FDI and trade has not yet been resolved. Furthermore, the FDI/trade relationship has not been adequately addressed in African literature. The research study has investigated the causal link between FDI and manufacturing exports and FDI and manufacturing imports in South Africa for the period 1994 – 2011. Unit root tests of stationarity were performed on the respective time series and it was found that the included variables are non-stationary at their levels, but stationary at first differences. Tests of cointegration revealed that FDI and manufacturing exports as well as FDI and manufacturing imports and vice versa were cointegrated, implying a long-run relationship between the two sets of variables. The study then utilised causality tests based on the significance of the ECM coefficient as well simple Granger causality tests in a bivariate setting. The results indicate one-way causality from manufacturing exports to FDI and from manufacturing imports to FDI. These results suggest that exports and imports of the manufacturing sector matter in the locational inflows of FDI in South Africa. It is recommended that the South African government should encourage FDI policies that have an export component or export strategy. This could attract more FDI inflows that would close the investment gap in the manufacturing sector.

No abstract available. / Thesis (M.Dev.Studies)-University of Natal, Durban, 2002.

The purpose of this study was to determine whether organisational restructuring of business units within a South African Fast Moving Consumer Goods company had any effect on the organisational climate of the organisation. An organisational climate survey was used before and after the restructuring over a two-year period. Five manufacturing plants formed part of the study; with four plants undergoing the restructuring (experimental group) and one plant being the control group, where no organisational restructuring took place within the two-year period under review. The total population consisted of 3700 employees. The samples for 2010 and 2011 were drawn from the population of the five manufacturing plants’. The sample of employees that took part in the survey from the five manufacturing plants was, in 2010, 778 versus a headcount of 1802, yielding a response rate of 21.02%, and in 2011, 904 versus a headcount of 1736, yielding a response rate of 24.43%. The research results show that organisational restructuring did have a significant impact on organisational climate; with a drop in the organisational climate from 2010 prior to the organisational restructuring, to 2011 after the organisational restructuring at four of the manufacturing plants (experimental group). Interestingly, the control group (the 5th manufacturing plant) also showed a significant drop in its organisational climate scores from 2010 to 2011; without organisational restructuring taking place. / Industrial and Organisational Psychology / MCOM (Industrial and Organisational Psychology)

All companies have strategic assets comprising financial capital, physical capital, human capital and organisational capital which, when effectively utilised, contribute to the competitive advantage necessary to survive in a globalised economy. The manifestation of adverse factors in a company will impact detrimentally on the performance of these strategic assets. Since the 1980s, one factor has become prominent in the management of a company’s human capital, namely sexual harassment. Sexual harassment constitutes behaviour of a sexual nature that leads to, and perpetuates, a working environment in which it becomes unpleasant to work, and if allowed to go unchecked, will lead to the underperformance of the company’s human capital. Besides the cost of litigation associated with sexual harassment, companies are confronted with the more troubling and subtle costs arising out of the psychological and physiological harm to both victims and co-workers. The psychological and physiological effects manifest themselves in symptoms such as depression, frustration, decreased self-esteem and fatigue which, in turn, lead to decreased productivity and increased absenteeism. Accordingly, in an effort to gain the competitive advantage to survive in a globalised economy, companies must manage the phenomenon of sexual harassment in the workplace. The existing theoretical principles relating to the management of sexual harassment in the workplace have been analysed in depth and a model developed to satisfy this need. This model was subsequently used to determine to what extent sexual harassment management is taking place within companies affiliated to the Steel and Engineering Industries Federation of South Africa (SEIFSA). Various informative findings resulted from the investigation, amongst which were the lack of a proper sexual harassment policy within companies, the lack of proper training of employees regarding the occurrence of this phenomenon in the workplace, and the absence of proper formal/informal complaints procedures. It thus became evident that the management of sexual harassment in these companies – despite the Government’s Code of Good Practice on the Handling of Sexual Harassment Cases – had not been fully established and that there is a need for guidelines in this regard. / Business Management / D. Comm. (Business Management)

This study identifies additional investment incentives, applicable to the manufacturing sector, which the South African government could introduce to encourage investors to choose the South African manufacturing sector as a desired investment destination. A comparison is made between the relevant investment incentives provided to manufacturing companies by Malaysia and Singapore and those provided by South Africa, in order to examine the similarities and differences between these incentives. In the light of these findings, recommendations are made for revised or additional investment incentives in South Africa to promote investment in South African manufacturing companies and reduce some of the barriers that prevent local and foreign investment in South Africa. / Accounting / M. Com. (Accounting)

Generational sub-groups have been stereotyped as requiring different approaches in the workplace with regard to what keeps them motivated. This research study was conducted from a humanistic-existential paradigm, seeking to find ways to avoid the demotivation of employees that can result from one-size fits all reward and recognition policies. The research attempts to establish the existence and nature of generational differences. Two quantitative measuring instruments, namely the Rewards Preferences Questionnaire (RPQ) and the Motivation Measure, were distributed electronically to all staff of a South African facilities management firm. The findings indicated that there are generational sub-group preferences for certain types of reward, and different perceptions about what types of reward attract, motivate and retain employees. They can be motivated differently by some reward structures. However, for others there was no obvious preference among the generational sub-groups. The main recommendation of the study is that companies adopt a flexible approach to reward and recognition, allowing employees to tailor reward structures according to their needs. Remuneration is the most preferred method of rewarding employees across all generations. / Industrial & Organisational Psychology / MCOM (Industrial and Organisational Psychology)

Past research on activity-based costing (ABC) success factors has predominantly focused on establishing relationships between known success factors and ABC implementation success. According to the researcher, there is a lack of exploratory studies to establish ABC implementation factors especially in a South African context. This study has explored these factors from literature and attempted to identify any other factors of importance with the use of semistructured interviews. A total number of 13 interviews were conducted with participants from manufacturing organisations in the Nelson Mandela Bay Metropole using some form of ABC. The findings suggested that ABC may be more beneficial at larger, more diverse organisations but that smaller organisations may also benefit from ABC if product costing accuracy could be significantly improved with ABC and if no major pressure on company resources is incurred. In addition it seems that ABC should be utilised to the fullest extent that is practical for the manufacturing organisation and that the use of supplementary cost-saving mechanisms with ABC may be beneficial. Finally it is recommended that users be fully trained at ABC and that careful consideration of an appropriate ABC software package may increase the likelihood of ABC implementation success. / Management Accounting / M. Phil. (Management Accounting)

Thesis (DPhil)--Stellenbosch University, 2000. / ENGLISH ABSTRACT:The historical Apartheid policy caused a lack ofinterest in metropolitan management in South Africa. Metropolitan management mainly focussed on limiting the accessibility ofthe non-white population to economic activities in urban areas. White institutions directed the intra-urban structure of urban areas to maintain their dominant economic, social and political position in the South African community. Increasing urbanization and constitutional changes in South Africa since 1991, together with international theoretical developments, necessitated a reconsideration of the nature of metropolitan management. For this purpose the objectives of metropolitan management were reformulated and industrial location was identified as an instrument in metropolitan management to increase the accessibility to economic activities. Itwas also determined that the non-establishment of industries intraditional non -white urban areas and the long distances between workplace and residential areas in North Gauteng limited the accessibility to non-whites. The New Institutional Approach, which serves as the theoretical starting point in this study, emphasises the role of rival individuals and interest groups in determining the intra-urban structure. An analysis of the role of primarily white individuals and interest groups, namely the community, the local and central governments, and the industrial entrepreneur, showed that the local and central governments played a determining role in establishing the intra-urban structure of the study area. The approach of the community and industrial entrepreneurs was mostly directed towards their own private interests and the inaccessibility of the study area for non-white population groups did not concern them. The institutions of the town councillors and officials of the local governments originated from exogenous institutions which were enforced on local governments from the central government and endogenic institutions which derived from a long tradition of urban planning. These institutions do not relate to the realities of the South African community and therefore a new institutional framework for decisionmaking on intra-urban structure was needed. Although this study only concerns one metropolitan area, the study area manifests all the characteristics of a typical Apartheid city in South Africa and the conclusions can be used in the reformulation of metropolitan management for most areas in South Africa. / AFRIKAANSE OPSOMMING: Die historiese Apartheidsbeleid het veroorsaak dat metropolitaanse bestuur in Suid- Afrika nie veel aandag gekry het nie. Metropolitaanse bestuur was grootliks gerig op die beperking van die toeganklikheid van nie-blanke bevolkingsgroepe tot ekonomiese aktiwiteite in stedelike gebiede. Blanke instellings het die intra-stedelike struktuurvan stedelike gebiede gerig om huloorheersende ekonomiese, sosiale en politieke posisie in die Suid-Afrikaanse samelewing te handhaaf. Toenemende verstedeliking en konstitusionele verandering in Suid-Afrika sedert 1991, tesame met internasionale teoretiese ontwikkelinge, het 'n herbesinning oor die aard van metropolitaanse bestuur genoodsaak. Vir doeleindes hiervan is die doelstellings van metropolitaanse bestuur herformuleer en is fabrieksvestiging as 'n instrument in metropolitaanse bestuur geïdentifiseer om die toeganklikheid tot ekonomiese aktiwiteite te verhoog. Daar is bepaal dat die gebrek aan fabrieksvestiging in die tradisionele nie-blanke stedelike gebiede en die groot afstande tussen werks- en woonplek in Noord-Gauteng toeganklikheid vir nie-blankes beperk het. Die Nuwe Institusionele Benadering, wat as 'n teoretiese vertrekpunt vir die studie dien, beklemtoon die rol van mededingende indiwidue en belangegroepe in die bepaling van die intra-stedelike struktuur. In Ontleding van die rol van hoofsaaklik blanke indiwidue en belangegroepe, nl. die gemeenskap, die plaaslike en sentrale owerhede, en die fabrieksondernemer, het getoon dat die plaaslike en sentrale owerhede 'n bepalende rol gespeel het in die vasstelling van die intra-stedelike struktuur van die studiegebied. Die gemeenskap en fabrieksondernemers se benadering was grootliks gerig op hul eie partikuliere belang en die ontoeganklikheid van die studiegebied vir nie-blanke bevolkingsgroepe was nie vir hulle ter sake nie. Die instellings van die stadsraadslede en amptenare van plaaslike owerhede het lVontstaan uit eksogene instellings wat op plaaslike owerhede vanaf die sentrale owerheid afgedwing was en endogene instellings wat uit In lang stedelike beplanningstradisie ontstaan het. Dié instellings hou nie verband met die realiteite van die Suid-Afrikaanse gemeenskap nie en daarom word Innuwe institusionele raamwerk vereis waarbinne besluitneming oor die intra-stedelike struktuur kan plaasvind. Hoewel hierdie studie slegs In gevallestudie van een metropolitaanse gebied is, openbaar die studiegebied al die eienskappe van die tipiese Apartheidstad in Suid- Afrika en die gevolgtrekkings kan gebruik word in die herformulering van die aard van metropolitaanse bestuur vir die meeste gebiede in Suid-Afrika.

Although private family organisations are prevalent role players in both the South African and international economies, limited research has been performed with regard to them. In terms of regulatory requirements, South African private organisations are neither legally required to comply with corporate governance principles, nor are they required to make their financial data available to the general public. Lack of available data, and limited available research, have resulted in an absence of clarity with regard to whether governance structures in private family organisations add any value to these organisations. This study therefore explores, through the use of a multiple-case study, how the individual private family organisations have structured their governance mechanisms, and the reasons as to why they chose to implement these structures. Both case studies revealed that governance structures, in general, add value. The implemented governance structures may even have contributed to the increase in financial performance over time. / Management Accounting / M. Phil. (Accounting Sciences)

All companies have strategic assets comprising financial capital, physical capital, human capital and organisational capital which, when effectively utilised, contribute to the competitive advantage necessary to survive in a globalised economy. The manifestation of adverse factors in a company will impact detrimentally on the performance of these strategic assets. Since the 1980s, one factor has become prominent in the management of a company’s human capital, namely sexual harassment. Sexual harassment constitutes behaviour of a sexual nature that leads to, and perpetuates, a working environment in which it becomes unpleasant to work, and if allowed to go unchecked, will lead to the underperformance of the company’s human capital. Besides the cost of litigation associated with sexual harassment, companies are confronted with the more troubling and subtle costs arising out of the psychological and physiological harm to both victims and co-workers. The psychological and physiological effects manifest themselves in symptoms such as depression, frustration, decreased self-esteem and fatigue which, in turn, lead to decreased productivity and increased absenteeism. Accordingly, in an effort to gain the competitive advantage to survive in a globalised economy, companies must manage the phenomenon of sexual harassment in the workplace. The existing theoretical principles relating to the management of sexual harassment in the workplace have been analysed in depth and a model developed to satisfy this need. This model was subsequently used to determine to what extent sexual harassment management is taking place within companies affiliated to the Steel and Engineering Industries Federation of South Africa (SEIFSA). Various informative findings resulted from the investigation, amongst which were the lack of a proper sexual harassment policy within companies, the lack of proper training of employees regarding the occurrence of this phenomenon in the workplace, and the absence of proper formal/informal complaints procedures. It thus became evident that the management of sexual harassment in these companies – despite the Government’s Code of Good Practice on the Handling of Sexual Harassment Cases – had not been fully established and that there is a need for guidelines in this regard. / Business Management / D. Comm. (Business Management)