Thesis (MBA (Business Management))--Stellenbosch University, 2008. / ENGLISH ABSTRACT: Corporate Social Responsibility (CSR) is taking on a developmental stance in Third-World Countries. Old Mutual, through its partnership with the South African govemment, set up a trust to assist govemment in skills development at local, provincial and national level and small enterprises. Old Mutual's retired senior employees were taken on as consultants in Project iLima to share their experience and expertise with government employees. Literature on mentoring is reviewed, covering the definitions of mentoring, the different phases of mentoring and the competencies required for each phase for the mentor and mentee. Finally the benefits of mentoring are addressed. The method used to uncover the business system involved primary research and a synthesis process. Interviews were held with two iLima consultants, after which questionnaires were used to gather qualitative feedback from the iLima consultants and their clients. The feedback was synthesized until business objectives and activities were identified. The study project sheds light on iLima's business system. This is done through a method of synthesis, which seeks to get to the underlying meaning of the responses. Eight key business objectives are identified. These can be achieved through managing twenty-one business activities. The business model provides a compass or map from which business solutions can be aligned to business opportunities and problems. The model is a one-page representation of the entire business system that Project iLima ought to put under strong management, in the writer's view. The iLima business model may be summed up as follows: "Through the attractiveness of the iLima purpose and culture, a strong client engagement model and successful project delivery, Project iLima can build a strong ccnsulting brand and adopt a viable business strategy beyond its four year funding limit." The contribution this thesis makes to the business-modeling domain is to use a noncollaborative method to generate a systemic business model. The thesis demonstrates a simple synthesis process to generate the business model provided there is access to a sufficiently broad-based, but not necessarily deep, knowledge repository. Recommendations were made as to how Project iLima's management can introduce the business model as a management tool. It is recommended that a further study be done to test the acceptability and adoption of the model. In addition to the presentation of the iLima business model, CSR trends locally were explored. It appears from the trends covered that targeted skills development is still a fairly new phenomenon in South Africa. / AFRIKAANSE OPSOMMING: Korporatiewe Sosiale Verantwoordelikheid is aan die ontwikkel in Derdewereld lande. Ou Mutual het 'n trust in vennootskap met die regering gestig om die regering te help met die ontwikkeling van vaardighede op 'n lokale, provinsiale en nasionale vlak. Afgetrede senior werknemers van Ou Mutual is as konsultante aan boord gebring by die iLima Trust om hul ondervinding en kennis met regeringsamptenare te deel. Hierdie studie bespreek die besigheidsmodel van iLima. Die model identifiseer agt sleutel besigheidsdoelstellings wat bereik moet word deur die bestuur van een-en-twintig besigheidsaktiwiteite. Dit verskaf ook 'n kompas of riglyn waardeur besigheidsoplossings in lyn gebring kan word met besigheids-geleenthede of bedreigings. Die model is 'n voorstelling op een bladsy, van die hele besigheidstelsel wat iLima Trust onder effektiewe bestuur moet plaas. Die iLima se besigheidsverhaal kan as volg opgesom word: "Deur die aantreklikheid van die iLima doel en kultuur, 'n sterk kliente-verhoudingsmodel en suksesvolle projeklewering, hoop iLima Trust om 'n sterk konsultasie handelsmerk te bou en om 'n lewensvatbare besigheidstrategie te implementeer wat sal voortbestaan na die einde van die vier jaar van befondsing". Die metode waardeur die besigheidstelsel ondersoek is, het primere navorsing en 'n proses van sintese behels. Onderhoude is gevoer met twee iLima konsultante, waarna vraelyste gebruik is om kwalitatiewe terugvoering van die iLima konsultante en hul kliente te verkry. Die terugvoering is deur 'n proses van sintese geneem om besigheidsdoelstellings en aktiwiteite te identifiseer. Die bydrae van hierdie tesis tot besigheidsmodelering is om op 'n nie-kollaboratiewe wyse 'n sistemiese besigheidsmodel te genereer. Die tesis demonstreer 'n eenvoudige sinteseproses om die besigheidsmodel te genereer, gegewe toegang tot 'n wye, maar nie noodwendig diep, versameling van inligting. Aanbevelings is gemaak waardeur iLima se bestuur die besigheidsmodel kan bekendstel as 'n bestuurstegniek. Daar word ook aanbeveel dat 'n verdere studie onderneem word om die aanvaarbaarheid en aanneming van die model te toets. Bykomend tot die bespreking van die iLima se besigheidsmodel, is 'n ondersoek en bespreking van Korporatiewe Sosiale Verantwoordelikheids-tendense op 'n nasionale en internasionale vlak. Geteikende vaardigheidsontwikkeling is in die verband nog steeds 'n redelik nuwe verskynsel in Suid Afrika.

Thesis (MPhil)--Stellenbosch University, 2012. / The purpose and motivation of this research study is to establish how Generation Y experiences coaching as an intervention and the influence, if any, it has on their levels of job satisfaction. Coaching’s success lies in its ability to act as a change agent, as well as a tool to develop and ensure individual as well as business success across many levels of the organisation. Generation Y graduates currently entering the workplace are a diverse community and the ideas and contributions that this group can bring are accessible and valuable to the bottom line of any business. The researcher investigated the phenomenology of the coaching experience. This is an empirical case study where the unit of analysis is the experience of seven Generation Y individuals, employed on an investment banking graduate programme in South Africa in 2011. Research data was gathered by means of observation, a questionnaire and semi-structured interviews prior to and following four coaching interventions conducted by the researcher. Content from the semistructured interviews and feedback was analysed and further coded under the most frequent themes. The findings suggest that coaching can help graduates improve their feeling of happiness at work and increase their level of job satisfaction. The extent, however, is dependent on many factors, which include but are not limited to, the relationship between the coach and coachee, the ability of the coachee to reflect and yet be able to move towards a solution, as well as the many influences found within the working environment. Coaching was found to increase levels of confidence and assist in focusing on the bigger picture to develop their long-term potential. The study is of value to those organisations considering introducing a coaching programme; as well as those who want to better understand and develop their young talent for the future. Future research could examine ways to measure increased job satisfaction amongst graduates as well as assess the effect on retention levels.

Thesis (PhD)--Stellenbosch University, 2012. / ENGLISH ABSTRACT: The modern business environment is characterised by uncertainty, rapid change and the continuous pursuit of competitiveness. This has placed a renewed emphasis on the capacitation of managers operating in such environments and may be seen as a critical means of ensuring a sustainable advantage. Within the South African food retail environment, learning and development activities do not seem to be capacitating managers effectively, as well as taking too long to meet the changing demands of the retail sector. Lifelong learning has the potential to accelerate the development of individuals in management positions. Lifelong learning can be seen as the facilitation of learning, growth and development of individuals, as well as a means for enabling individuals and organisations to meet the challenges of an increasingly competitive world. Learning has the potential to empower individuals. In facilitating lifelong learning, a coaching methodology was used to facilitate the learning of ten middle managers in a large food retail store (part of one of the biggest retail organisations in South Africa). This research set out to evaluate the effect of coaching (as a method to facilitate learning) to empower middle managers in the food retail sector. The research was approached from a lifelong learning perspective and the focus of the research was the individual adult learner. Within the context of adult learning, the concepts of andragogy, experiential learning and transformative learning were applied in the facilitation of adult learning. Coaching (as a method to facilitate learning) allows for a uniquely individual and personal approach to learning. The learning and development intervention (using a coaching methodology) to facilitate learning was implemented over a period of 12 months and the participants were ten middle managers employed by the retail store. The case study (more specifically a multiple-case) design was used as research design. The findings of the research were discussed to place them within the context of the following research questions: • What is the effect of coaching as a method of learning and development in the facilitation of lifelong learning to empower middle managers in the food retail environment? • Is coaching (as only another way of facilitating learning) an effective method for facilitating learning and the development of middle managers in the food retail sector? • Which dimensions should be taken into consideration when implementing a coaching methodology (as a method of learning) in developing middle managers in the retail sector? The participants’ empowerment status was measured with a standardised questionnaire using a pre-test, post-test and post-post-test design. The research was conducted in three phases. Mixed methods research (using both qualitative and quantitative methods) was used during the research, which included interviews, field notes, questionnaires, observation, tests and official statistics. The first phase consisted of an evaluation, which included an evaluation of each individual manager. Two learning style questionnaires were applied to each middle manager to gain a better understanding of each middle manager and to assist the learning process on an individual basis. Lastly, a pre-test on empowerment was done by means of a standardised questionnaire. Part of this phase involved a structured interview with each individual manager. The second phase involved exposure to the coaching intervention and the process of coaching, followed by a post-test for measuring changes in the empowerment status. The last phase consisted of a post-post-test to measure changes in empowerment at the end of the coaching intervention. Five out of the ten middle managers showed sustained empowerment gains at the end of the coaching intervention. An experiential approach (using Kolb’s learning model) was used to facilitate the learning, and the middle managers who completed the learning cycle (namely concrete experience, reflective observation, abstract conceptualisation and active experience) showed empowerment gains. The learners who showed empowerment also displayed self-direction in their learning. Coaching (as a method to facilitate lifelong learning) was used as an effective method of learning in a busy retail environment. Statistical analysis showed no statistically significant improvements in empowerment from pre-test to post-posttest of the total group. Based on the findings and conclusions of the research, a new coaching framework (to facilitate lifelong learning), namely the New Coaching Retail Model, is proposed. This model consists of dimensions that facilitate individual lifelong learning, pointing to an empowered lifelong learner. / AFRIKAANSE OPSOMMING: Die hedendaagse sake-omgewing word gekenmerk deur onsekerheid, vinnige verandering en ’n volgehoue ingesteldheid op mededinging. Binne die konteks van menslikehulpbronontwikkeling is daar ’n hernude beklemtoning van die ontwikkeling van bestuurders in omgewings van hierdie aard, wat aan besighede volhoubare voordeel sal gee. In die Suid Afrikaanse kleinhandel-voedselsektor blyk dit dat sekere leer- en ontwikkelingsaktiwiteite nie aan die uniekheid van die sake – en dus aan die konteks – voldoen nie. Lewenslange leer het die potensiaal om individuele ontwikkeling te versnel. Lewenslange leer kan as die fasilitering van leer, groei en ontwikkeling gesien word, en hou voordele in vir die individu, asook vir die organisasie binne die konteks van ’n veranderende sake-omgewing. Lewenslange leer het die potensiaal om die individu te bemagtig. Binne die konteks van die navorsing is ’n afrigtingsmetodologie gebruik om die lewenslange leerproses van tien middelbestuurders van ’n kleinhandelsaak (wat deel vorm van een van die grootste kleinhandelgroepe in Suid-Afrika) te fasiliteer. Die doel van die navorsing was om die effek van afrigting op die bemagtiging van middelbestuurders binne die kleinhandel te evalueer. Die navorsing is vanuit die perspektief van lewenslange leer benader. Die fokus van die navorsing was die individuele volwasse leerder. Binne die konteks van volwasse leer, is andragogie, ondervindingleer en transformasieleer tydens die fasilitering van volwasse leer toegepas. Afrigting (as ’n metode om lewenslange leer te fasiliteer) maak voorsiening vir ’n unieke individuele en persoonlike aanslag tot lewenslange leer. Die leer- en ontwikkelingsintervensie (deur die gebruik van afrigting ) is oor ’n tydperk van 12 maande gevolg en die teikengroep het uit tien middelbestuurders binne een kleinhandelsaak bestaan. Die navorsingsontwerp het ’n gevalle studie- (meer spesifiek ’n veelvuldige gevalle studie) ontwerp gevolg. Die drie navorsingsvrae verwys na die aard van die afrigtingsintervensie om lewenslange leer te fasiliteer en was daarop gemik om te bepaal of die afrigtingsintervensie ’n effek op die deelnemers se bemagtigingsvlakke gehad het, of afrigting as effektiewe metode vir leer en ontwikkeling vir middelbestuur binne die kleinhandelsektor aangewend kan word, en watter dimensies in ag geneem moet word wanneer ’n afrigtingsmetodologie gebruik word om middelbestuur binne die kleinhandelsektor te ontwikkel. Die deelnemers se bemagtigingstatus is met ’n gestandaardiseerde vraelys gemeet, terwyl ’n voor-en-ná-toets en ’n verdere (post-post-) toetsontwerp gevolg is. Die navorsing is in drie fases geïmplementeer. Beide kwalitatiewe en kwantitatiewe metodes bestaande uit onderhoude, notas tydens veldwerk, onderhoude, vraelyste, waarneming, toetse en statistiese analise is gebruik. Die eerste fase het uit formele evaluering bestaan, waar elke individuele bestuurder geëvalueer is. Elke bestuurder het twee verskillende vraelyste voltooi wat die individu se leerstyl geïdentifiseer het. Hierdie fase het ook voortoets behels wat die deelnemers se bemagtigingstatus gemeet het, asook uit gestruktureerde onderhoude. Gedurende die tweede fase is deelnemers aan die afrigtingsintervensie blootgestel. Gedurende die intervensie is die deelnemers se bemagtigingstatus weer deur ná-toets gemeet om verandering in bemagtiging vas te stel. Fase drie het uit verdere toets bestaan om die deelnemers se bemagtigingstatus aan die einde van die leer intervensie te meet. Die navorsing se bevindinge dui daarop dat vyf van die tien deelnemers aan die einde van die afrigtingsintervensie ’n verbetering in hul bemagtigingstatus getoon het. Deur gebruik te maak van ’n ondervindingsaanslag (soos gebruik in Kolb se leermodel) was dit beduidend dat die middelbestuurders wat die siklus van leer voltooi het, almal ook ’n verbetering in hul bemagtigingstatus getoon het. Hierdie leerders het ook selfrigting in hulle leer getoon. Afrigting (as ’n metode om lewenslange leer te fasiliteer) kon effektief as ’n metode van leer in ’n besige kleinhandelsektor gebruik word. Statistiese analise het getoon dat daar geen betekenisvolle verbeteringe van die voortoets na die na-na-toets van die groep was nie. Gegrond op die bevindinge en gevolgtrekkings, word ’n nuwe afrigtingsmodel voorgestel om lewenslange leer te fasiliteer, naamlik die “New Coaching Retail Model” (wat vertaal kan word as die “Nuwe Kleinhandelafrigtingsmodel”). Dié model is aamgestel uit dimensies wat individuele lewenslange leer bevorder, en wat dui op ’n bemagtigde lewenslange leerder.

The South African government, in an attempt to accelerate economic growth and development, has identified the SMME sector and entrepreneurs as a vehicle capable of bringing about this change. Unfortunately, this growth has been stifled due to the high failure rate of entrepreneurial businesses in the SMME sector. A possible solution for SMMEs and entrepreneurs is the introduction of mentoring. Mentoring entrepreneurs is the function of nurturing and supporting entrepreneurs by providing them with professional skills development and moral support in an attempt to positively impact on the business's sustainability. The study is the first of its kind in that it relates specifically to entrepreneurship mentors. This study empirically endeavours to determine the basic profile of entrepreneurship mentors in South Africa and their skills sets. The study aims to represent the importance of the skills as represented in the model and to understand the entrepreneurship mentoring environment in South Africa. / Business Management / M. Com. (Business Management)

This study examines the conditions for successful online mentoring in order to develop writing skills in English in a workplace setting. Chapter 1 gives the background and context of the study. Problems to be addressed in the study and the aims, objectives, hypotheses and their rationale are presented. This is followed by testing procedures, research design, sources of data and research procedures. In Chapter 2, the literature review supports the hypotheses on the need for collaboration in materials development and delivery, mentoring relationships, motivation and computer and Internet efficacy. Chapter 3 presents the findings from the case study bringing into focus problems that would jeopardise a mentoring programme if training providers do not pay attention to the hypotheses. The findings are collated and the hypotheses are confirmed. Conditions for successful online mentoring are spelt out in Chapter 4. The study concludes that online mentoring works once the conditions are properly followed. / English Studies / M.A. (TESOL)

This mini thesis is aimed at establishing the relationship between developmental leadership and affective commitment as it presents itself across four levels of leadership within FNB Branch Banking. The four leadership levels targeted for research are Area Managers, Branch Managers, Administration Managers and Co-ordinators. The researcher used an Ex post facto research design in a natural field setting, formulating the research hypothesis that there is a statistically significant positive correlation between developmental leadership behaviours and affective commitment as reported by those whom directly reported to the four levels of leadership. Using 919 responses, the results of the statistical analysis showed all four leadership levels having a strong positive correlation between developmental leadership behaviours and the affective commitment of direct reports at a 99% confidence level. Finally the research also found that age has a statistically significant relationship with affective commitment and this should be examined in further research. / Human Resource Development / M. Tech. (Human Resources Development)

The new world of work requires managers to be performance coaches. Traditionally, coaching was viewed as one of the lesser responsibilities of a manager. With more emphasis being placed on the leadership role of managers, there has been a shift in the role of managers from controller to coach. On-the-job performance coaching remains a neglected management function in many organisations in South Africa. Coaching is imperative for the future success of an organisation because it helps employees build their competence and results in improved performance. The purpose of this study is to identify a core set of coaching values, knowledge and skills that underpin management practices amongst a sample of Eastern Cape managers. The literature review highlights the need for managers to become coaching managers. Five values (building trust, collaborating, learning, helping and empathy) and six knowledge/skills competencies (effective questioning, active listening, problem solving, giving feedback, motivating and reflecting) were identified as being used in best coaching practices. The research design used is predominantly quantitative. A survey questionnaire was designed around the eleven core coaching competencies identified in the literature review. A total of 72 questionnaires were distributed and 40 questionnaires were returned. The response data was analysed using descriptive statistics. The main value of the study is that it proposes a tentative coaching model that can be used by managers to help them function effectively in their new role of coaching manager. The research study has highlighted three broad competency areas (values, problem solving and facilitating) and their related competencies. At the core of the coaching model are five values (building trust, collaborating, learning, helping and empathy) that promote rapport and a coaching friendly environment. iii The model advocates a systematic problem solving process. When coaching opportunities arise on-the-job, the coaching manager uses facilitation skills (effective questioning, active listening, giving feedback, motivating and reflecting) to engage the employee in the problem solving process. / Human Resources / M.Tech. (Human Resources Development)

Summaries in Afrikaans and English / Text in Afrikaans / In die verhandeling word mentorskap as 'n begeleidingshandeling ondersoek. Die oorsprong van mentorskap word nagespeur, enkele deur tyd beproefde kenmerke van mentorskap word bespreek en heersende praktyke ter bevordering van mentorskap word met die van vervloe eras vergelyk. 'n Uiteenlopende verskeidenheid opvattinge oor mentorskap word aan die orde gestel: benewens die standpunte van eietydse ontwikkelingpsigoloe, beroepskundiges, onderwys- en opvoedkundiges word die klassieke opvatting van mentorskap (socs wat dit weergegee is in die Odusseia en die Les Adventures de Telemaque, die werke van onderskeidelik Homerus en Fenelon) ook ender die loep geplaas. In die laaste afdeling word 'n aantal gevolgtrekkings en aanbevelings gemaak met betrekking tot die doelstellings, aard, kenmerke en waarde van mentorskap, faktore wat die eindresultate van mentorskap kan beinvloed en die bekwaamhede en persoonseienskappe van mentors. Die aanbevelings sluit riglyne vir die effektiewe hantering van problematiese aangeleenthede rondommentorskap, ender meer die verpragmatisering en formalisering daarvan, in. / In this dissertation mentoring as a form of guidance is researched. The origin of mentoring is investigated, a few characteristics of mentoring which have stood the test of time are discussed and prevailing practices promoting mentoring are compared with those of bygone eras. A diverse variety of approaches to mentoring are presented: in addition to the views of contemporary behavioural psychologists, vocationalists, educationists and teaching specialists, the classic interpretation of mentoring (as presented in the Odyssey and the Les Adventures de Telemaque (the works of Homer and Fenelon respectively) is also considered. In the last section a number of conclusions and recommendations are made regarding the aims, nature, characteristics and value of mentoring, factors affecting the outcome of mentoring and the skills and personal characteristics of mentors. The recommendations include guidelines for the effective handling of problematic issues regarding mentoring, such as the pragmatization and formalization thereof. / Educational Studies / M. Ed. (Educational Studies)

This mini thesis is aimed at establishing the relationship between developmental leadership and affective commitment as it presents itself across four levels of leadership within FNB Branch Banking. The four leadership levels targeted for research are Area Managers, Branch Managers, Administration Managers and Co-ordinators. The researcher used an Ex post facto research design in a natural field setting, formulating the research hypothesis that there is a statistically significant positive correlation between developmental leadership behaviours and affective commitment as reported by those whom directly reported to the four levels of leadership. Using 919 responses, the results of the statistical analysis showed all four leadership levels having a strong positive correlation between developmental leadership behaviours and the affective commitment of direct reports at a 99% confidence level. Finally the research also found that age has a statistically significant relationship with affective commitment and this should be examined in further research. / Human Resource Development / M. Tech. (Human Resources Development)

The new world of work requires managers to be performance coaches. Traditionally, coaching was viewed as one of the lesser responsibilities of a manager. With more emphasis being placed on the leadership role of managers, there has been a shift in the role of managers from controller to coach. On-the-job performance coaching remains a neglected management function in many organisations in South Africa. Coaching is imperative for the future success of an organisation because it helps employees build their competence and results in improved performance. The purpose of this study is to identify a core set of coaching values, knowledge and skills that underpin management practices amongst a sample of Eastern Cape managers. The literature review highlights the need for managers to become coaching managers. Five values (building trust, collaborating, learning, helping and empathy) and six knowledge/skills competencies (effective questioning, active listening, problem solving, giving feedback, motivating and reflecting) were identified as being used in best coaching practices. The research design used is predominantly quantitative. A survey questionnaire was designed around the eleven core coaching competencies identified in the literature review. A total of 72 questionnaires were distributed and 40 questionnaires were returned. The response data was analysed using descriptive statistics. The main value of the study is that it proposes a tentative coaching model that can be used by managers to help them function effectively in their new role of coaching manager. The research study has highlighted three broad competency areas (values, problem solving and facilitating) and their related competencies. At the core of the coaching model are five values (building trust, collaborating, learning, helping and empathy) that promote rapport and a coaching friendly environment. iii The model advocates a systematic problem solving process. When coaching opportunities arise on-the-job, the coaching manager uses facilitation skills (effective questioning, active listening, giving feedback, motivating and reflecting) to engage the employee in the problem solving process. / Human Resources / M.Tech. (Human Resources Development)