Thesis (LLM.) -- University of Limpopo, 2017 / Section 24 of the constitution of the Republic of South Africa, 1996 guarantees a right to a healthy and safe environment. It provides for the environment which is beneficial, conducive and productive to the community. However, this right is being violated on a daily basis by the mining companies which degrade the environment through their activities or operations within the mining communities by violating the legal regulations aimed at restoration, rehabilitation, management and prevention of degradation to the environment. Therefore this mini-dissertation advocate for stringent enforcement of the laws aimed at prevention of environmental degradation and further compels mining companies to comply with existing laws. It calls for the minister not to hesitate to revoke the mining licences or withdrawal of the mining permits of any erring mining companies. It utilises the jurisprudence from China and Australia as comparative study in order to draw relevant lessons from their approaches

Thesis (Ph.D. (Public Administration)) -- University of Limpopo, 2017 / This study was undertaken in four villages which are Makgemeng, Maroga Phalatseng, Mooihoek, and Legabeng, in the Limpopo Province. The aim of the study was to examine whether local communities were benefitting from the local mine, whether the mine promoted an acceptable number of LED projects; whether the mine complied with the Mineral Petroleum and Resources Development Act 2002 (MPRDA), initiatives such as Black Economic Empowerment and Social Labour Policies, and whether the mine helped the development of the local economy, and whether the mine promoted job creation through down-streaming beneficiation which is the core beneficiation form where a mineral is extracted, processed and sold as a finished product and side streaming beneficiation which is an extended form of beneficiation through infrastructures, roads, harbours, airports, railways, institutions The study was anchored on the modernisation theory with a focus on the Sachs economic stages. Four hundred participants took part in the study. The mixed methods research design which integrates both quantitative and qualitative was applied since the study was aimed at exploring and giving in-depth analysis of the relationship between mineral resource wealth gained by the mining industry, and the ongoing poverty and marginalisation in the four rural mining communities. Literature reviewed for the study establishes that despite mining legislation, local economic development growth in rural mining communities remains problematic due to lack of compliance of the Mining Charter which is a legislative instrument of the MPRDA. South Africa has not managed to advance its state of manufacturing through mineral beneficiation as it continues to export minerals partially processed thereby missing out on the full economic value of job creation and industrialisation. Moreover, minimal transformation amongst the Blacks in the rural mining communities has transpired as envisioned under the MPRDA. Instead, an elite core of Blacks have broken into the mining industry while a majority remain marginalised. It is argued that for South Africa to succeed in promoting mineral industrialization through LED in rural communities, it will have to address the challenges that rural typologies mining communities face which include challenges at municipal capacity level, lack of policy alignment between local and national government, historical mistrust between the mining industry and the community, spatial economics and minimal business attraction. Globalisation it is argued can also be addressed better through the modernization framework which promotes strong state intervention of legislative oversight. Most industrialised states it is asserted reached the final economic stage of services through iii interventionist procedures unlike neoliberalism which promotes minimal state participation in the business sector. Neoliberalism has been the bedrock of South Africa’s economic policies since 1994. Due to neoliberalism, South Africa has been forced to take into consideration global trends focused on increasing economic interdependence, and also constrained the ability of South Africa’s ability to diversify its mining sector and communities. The findings confirm that the Department of Mineral Resources (DMR) should create a program that will serve as a one stop shop to provide mining information for the local government on mining programs facilitated, and ensure that they are managed properly with the communities involved. This program should also capacitate the local government officials in addressing legislative oversight issues such as Social labour policies with the mines so that they don’t go unchecked. Most of the community members perceived that the mine was not genuinely interested in promoting the development of their communities, particularly in regards to LED projects. The government also need to address the low literacy rate at the mining rural communities which has become a roadblock for transformation. Industrialisation requires a qualified human stock that would be able to professionally deliver on BEE related services and development. For MPRDA to succeed as a beneficiation tool, it can only be accomplished through human resource development beginning at basic education. Value-addition to minerals is only achievable by a well-trained and fully equipped labour force The study also confirmed that the mines were unwilling to engage with the communities, did not understand the communities, were not transparent with them on tenders or procurements, and made minimal effort to assist develop the communities. A majority of the mines did not participate in the integrated development plan, and most of the community members indicated that the mine did not view them as stakeholders. Lack of corporate social responsibility efforts to alleviate poverty in the communities will only further tension and conflict within the community. Moreover, this continued practice by the mines perpetuates lack of transformation as required by the MPRDA leading the mining industry to remains predominately under the control of white owned companies and rural communities to remain marginalized and undeveloped. In summary, the DMR should stop relying on the mines to transform and comply to all the MPRDA requirements without any form of effective oversight. / Human Science Research Council (HSRC)

Legislators are placing increased pressure on mining companies to improve their safety performance. The importance of safety leadership is highlighted by its role in safety culture and improving safety performance. The aim of this study was to develop and evaluate the impact of a coaching program on safety leadership. The main constructs namely safety culture, safety leadership and coaching was conceptualised along the humanistic paradigm, with theoretical definitions and models. In this study, safety culture is employees’ shared attitudes, beliefs, perceptions and values about safety that affect their behaviour in the workplace. Safety leadership is the interpersonal influence that a leader exercises to achieve the organisation’s safety performance goals. Coaching is an interpersonal interaction that aims to improve individual performance through increased selfawareness and action plans. A theoretical model was developed to explain the elements that constitute effective safety leadership. A coaching program was developed based on executive coaching and leadership development principles. The empirical investigation was conducted in an organisation in the South African mining industry. A nested mixed methods design was followed. In the quantitative study, a 360 degree survey was employed to assess the ratings of a purposive sample (n=54) along eight dimensions before and after the coaching. Data was analysed with descriptive and inferential analysis. Results showed statistically significant improvements on accountability, collaboration, and feedback and recognition after the coaching. The results reflected differences in 360 degree ratings according to gender, race, job level, age and geographical location. The most significant improvements were for females, Africans, management, age 51-60 years, and site 2. In the qualitative study, a semi-structured interview was employed to study four cases to investigate managers’ personal experiences and changes in attitude toward safety. Data was analysed utilising thematic analysis. The findings revealed that coaching was a positive experience and contributed to changing managers’ attitudes toward safety. The research added to the field of organisational behaviour by presenting a theoretical model that enhances the understanding of safety leadership, the development of a coaching program and providing empirical evidence that the principles of coaching and leadership development can be applied to improve safety leadership. / Industrial & Organisational Psychology / D. Admin. (Industrial and Organisational Psychology)

Thesis (MA)--University of Stellenbosch, 2011. / ENGLISH ABSTRACT: This thesis explores the relationship between the state and mining capital in South Africa since the beginning of gold mining. It provides a historical analysis centered around the notion that neither state nor capital have been able to dominate each other wholly but retained their respective relative strength and independence. By applying a qualitative approach, this thesis seeks to determine whether this notion still holds true today, how the relationship between the state and mining capital has evolved over time and by what factors was it determined. I suggest that structurally the nature of the state-capital relationship continues to endure fifteen years after apartheid. Accordingly the thesis is organized in terms of two critical junctures, one in the 1920s and one in the long 1970s when the balance of power between the state and mining capital experienced a number of shifts. Recent developments in post-apartheid South Africa seem, as of now at least, to represent more of a continuation of the shift that materialized in the long 1970s rather than a new conjuncture of its own or one in the making. Contrasting these findings with the adamant calls of the ANCYL for a nationalization of mines indicates that nationalization as the ANCYL foresees it does not seem to be informed by a historical understanding of the mining capital-state relations and that it is ceteris paribus unlikely to materialize. / AFRIKAANSE OPSOMMING: Die tesis ondersoek die verhouding tussen die staat en mynbou kapitaal in Suid-Afrika sedert die begin van die goudwedloop. Op grond van ’n historiese oorsig word daar aan die hand gedoen dat nòg die staat nóg mynbou kapitaal mekaar oorheers het en dat hierdie tendens vyftien jaar na apartheid steeds voortduur. Die magsbalans tussen die staat en kapitaal word egter gekenmerk deur twee uiteenlopende periodes, naamlik die Twintiger jare en die langdurige Sewentigs. Verwikkelinge in post-apartheid Suid-Afrika suggereer ’n voortsetting van die dinamika van die Sewentigs. Volgens onlangse uitlatings deur die ANC Jeugliga blyk dit asof die beweging nie bewus is van die kompleksiteit van hierdie historiese verhouding nie en dat dit dus hoogs onwaarskynlik is dat nasionalisering in terme van ANC Jeugliga beleid die lig sal sien.

Legislators are placing increased pressure on mining companies to improve their safety performance. The importance of safety leadership is highlighted by its role in safety culture and improving safety performance. The aim of this study was to develop and evaluate the impact of a coaching program on safety leadership. The main constructs namely safety culture, safety leadership and coaching was conceptualised along the humanistic paradigm, with theoretical definitions and models. In this study, safety culture is employees’ shared attitudes, beliefs, perceptions and values about safety that affect their behaviour in the workplace. Safety leadership is the interpersonal influence that a leader exercises to achieve the organisation’s safety performance goals. Coaching is an interpersonal interaction that aims to improve individual performance through increased selfawareness and action plans. A theoretical model was developed to explain the elements that constitute effective safety leadership. A coaching program was developed based on executive coaching and leadership development principles. The empirical investigation was conducted in an organisation in the South African mining industry. A nested mixed methods design was followed. In the quantitative study, a 360 degree survey was employed to assess the ratings of a purposive sample (n=54) along eight dimensions before and after the coaching. Data was analysed with descriptive and inferential analysis. Results showed statistically significant improvements on accountability, collaboration, and feedback and recognition after the coaching. The results reflected differences in 360 degree ratings according to gender, race, job level, age and geographical location. The most significant improvements were for females, Africans, management, age 51-60 years, and site 2. In the qualitative study, a semi-structured interview was employed to study four cases to investigate managers’ personal experiences and changes in attitude toward safety. Data was analysed utilising thematic analysis. The findings revealed that coaching was a positive experience and contributed to changing managers’ attitudes toward safety. The research added to the field of organisational behaviour by presenting a theoretical model that enhances the understanding of safety leadership, the development of a coaching program and providing empirical evidence that the principles of coaching and leadership development can be applied to improve safety leadership. / Industrial and Organisational Psychology / D. Admin. (Industrial and Organisational Psychology)

This research investigated the potential benefits, risks and challenges, innovation properties and viability of cloud computing for records management on an Australian organisation within the mining software development sector. This research involved the use of a case study results analysis as well as a literature analysis. The literature analysis identified the ten potential benefits of cloud computing, as well as the ten risks and challenges associated with cloud computing. It further identified aspects, which needed to be addressed when adopting cloud computing in order to promote innovation within an organisation. The case study analysis was compared against a literature review of ten potential benefits of cloud computing, as well as the ten risks and challenges associated with cloud computing. This was done in order to determine cloud computing’s viability for records management for Company X (The company in the case study). Cloud computing was found to be viable for Company X. However, there were certain aspects, which need to be discussed and clarified with the cloud service provider beforehand in order to mitigate possible risks and compliance issues. It is also recommended that a cloud service provider who complies with international standards, such as ISO 15489, be selected. The viability of cloud computing for organisations similar to Company X (mining software development) followed a related path. These organisations need to ensure that the service provider is compliant with laws in their local jurisdiction, such as Electronic Transactions Act 1999 (Australia, 2011:14-15), as well as laws where their data (in the cloud) may be hosted. The benefits, risks and challenges of records management and cloud computing are applicable to these similar organisations. However, mitigation of these risks needs to be discussed with a cloud service provider beforehand. From an innovation perspective, cloud computing is able to promote innovation within an organisation, if certain antecedents are dealt with. Furthermore, if cloud computing is successfully adopted then it should promote innovation within organisations. / Information Science / M. Inf.

M.Sc. (Zoology) / Please refer to full text to view abstract

The promulgation of the Mineral and Petroleum Resources Development Act 28 of 2002 (MPRDA) led to a significant increase in the number of junior exploration companies. In this regard, International Financial Reporting Standard (IFRS) 6 allows companies to develop their own accounting policies for exploration and evaluation expenditure. However, there is no definition of either prospecting or exploration in the Income Tax Act 58 of 1962 (Income Tax Act). The objective of this study was to perform a literature review and to carry out empirical research by using questionnaires that were distributed to junior exploration companies to investigate whether accounting and taxation practices are consistently applied. Accordingly, the findings confirmed that the accounting and taxation practices followed by junior exploration companies are not consistently applied. / Financial Accounting / M.Com. (Accounting)

Thesis (MBA)--Stellenbosch University, 2001. / Some digitised pages may appear illegible due to the condition of the original hard copy / ENGLISH ABSTRACT: Successful organisations keep a well-balanced fit between their strategy, structure, processes, reward system and culture. Any significant change in any of the elements requires management to rethink and probably redesign the rest of the elements. Tshikondeni Coal Mine went through various changes the last few years. These changes were brought about by, amongst other things, a re-engineering project, production expansion and the appointment of new management A significant portion of the employees was newly appointed. Some of the older employees were appointed in other positions, or were required to do different work. Tshikondeni had to make sure that employees were equipped with the needed competency to do their job to the required standard and in a safe manner. The process started by ensuring that employees' medical profile fit that required by their jobs. They were also trained in identifying the hazards associated with their jobs and how to minimise exposure to risks. The gap between the competencies required for each job and that possessed by the job incumbent was identified. Training was designed to fill the identified gaps. Iscor management's annual salary increase is performance driven. The process of designing post profiles, competency documents and personal performance contracts is described. The link between the personal performance contract, the annual salary increase and the personal development plan is discussed. There is still no clear link between the annual salary increase of operational employees and their performance. Plans are in place to eventually reward all employees on a performance driven basis. The training section on Tshikondeni Mine was designed to support business objectives. It is also aligned with the trends experienced in modern training. The section, amongst other things, caters (through the use of an interactive multi media system) for the bulk of mining employees who can't read or write. All training information is kept on a central database. Employees must not only be able to do their job, but also willing or motivated to do it. Management created a work and home environment conducive towards motivated employees. A psychosocial study was done to. determine how employees and their families felt towards their environment. The results helped management to focus energy where problems were identified. Problems and pitfalls encountered during the process to ensure competency are discussed. The process followed by the mine is elucidated with modern trends, statements, remarks and suggestions found in literature. / AFRIKAANSE OPSOMMING: Hoë prestasie organisasies se strategië, strukture, prosesse, vergoedingstelsels en kultuur is in balans met dit wat sukses voorskryf. Enige wesenlike verandering in enige van die elemente kan veroorsaak dat die res van die elemente herbesoek en moontlik herontwerp moet word. Tshikondeni Steenkoolmyn het groot veranderinge oor die afgelope aantal jare beleef. Hierdie veranderinge was onder andere veroorsaak deur en proses herontwerp, produksie uitbreiding en die aanstelling van nuwe bestuur. en Beduidende hoeveelheid van wernemers was nuut aangestel. Van die ouer werknemers was aangestel in nuwe poste of was verwag om nuwe take te verrig. Tshikondeni moes verseker dat werknemers toegerus was met die nodige bevoegdheid om die werk te kan doen volgens die verlangde standaard en op en veilige manier. Die proses was begin deur te verseker dat werknemers se persoonlike mediese profiel pas by die profiel benodig deur hulle poste. Hulle was opgelei in die identifisering van gevaar in hulle werksomgewing en hoe om die risiko van blootstelling aan die gevaar te minimeer. Die gaping tussen werknemers se bevoegdhede en dié verlang deur hulle poste was geïdentifiseer. Opleiding was ontwikkel om die gapings aan te spreek. Iscor Bestuur ontvang jaarliks enprestasie gebasseerde salaris verhoging. Die proses wat gevolg is met die ontwerp van pos profiele, bevoegdheidsdokumente en persoonlike prestasiekontrakte word beskryf. me verhouding tussen die persoonlike prestasie kontrak, die jaarlikse salaris aanpassing en die persoonlike ontwikkelingsplan word bespreek. Daar is tans nie en duidelike ooreenkoms tussen die jaarlikse salaris aanpassing wat bedryfspersoneel ontvang en hulle prestasievlakke nie. Iscor het wel planne in plek om uiteindelik aan alle werknemers In prestasie gebasseerde vergoeding te betaal. Die opleidingseksie op Tshikondeni is ontwerp om besigheidsdoelwitte te ondersteun. Dit is ook belyn met moderne neigings met betrekking tot opleiding. Die seksie bedien, onder andere die grootste gedeelte van mynbou werknemers wat nie kan lees en skryf nie (met behulp van In interaktiewe multi media stelsel). Alle opleidings inligting word gestoor op In sentrale databasis. Werknemers moet nie net in staat wees om hul werk te kan doen nie, maar moet ook gemotiveerd wees om die werk te wil doen. Bestuur streef daarna om In werk- en huis omgewing te skep wat werknemers motiveer. In Psigososiale studie is gedoen om te bepaal hoe dat wememers en hulle gesinne voel ten opsigte van hulle omgewing. Die resultate het gehelp om bestuur se aandag en energie te fokus om probleme op te los. Probleme en slaggate ondervind tydens die bevoegdheidsproses word bespreek. Die proses gevolg word toegelig met moderne neigings, stellings, opmerkings en voorstelle soos wat gevind word in die literatuur.

Thesis (MBA (Business Management))--Stellenbosch University, 2008. / ENGLISH ABSTRACT: In the 20th century, many employees in the South African mining industry were involved in occupational accidents which either resulted in personal injury or had fatal consequences. Despite the introduction of numerous industrial safety programmes to prevent fatal incidents and minor injuries, the South African mining industry death toll remains consistently high, at approximately 200 employees per annum. The trend of employee injury and death continues unabated into the new millennium. This safety performance has been met with growing dissatisfaction in the ranks of government, worker unions, employees and business stakeholders. This dissatisfaction is directed at chief executives who are being blamed for the occupational accidents on their mines. There is now growing focus on the leadership of mining companies and how it contributes to shaping an organisational culture for improved safety performance. The researcher examines whether leadership is a key component in creating a safety conscious organisational culture, and uses literature studies and the Anglo American mining company as a practical case study to support the investigation. Anglo American, listed on the Johannesburg and London stock exchanges is the largest mining company in South Africa and also one in which many fatal injuries have occurred; providing an abundance of safety information. The researcher reviews previous literature studies and explains the journey Anglo American undertook to improve its safety performance since listing on the London Stock Exchange in 1999. The concepts of organisational culture, safety culture, leadership and organisational performance, are discussed from a theoretical and practical perspective using literature studies. These are then examined with the ultimate view of understanding their practical impact on organisational safety as espoused in the literature. The literature provides a broad framework on which to assess Anglo American's safety journey from 1999 to the end of 2007. This journey details the safety programmes and efforts employed by Anglo American to eliminate fatalities and injuries and also highlights the impact of the organisation's leadership on the safety performance of the company. It is concluded that the contribution of leadership is pivotal to establishing a safety-conscious organisational culture and that specific behaviours from executives, senior managers, middle managers, supervisors and workers are needed to develop an organisations safety culture for improved safety performance. / AFRIKAANSE OPSOMMING: Gedurende die 20ste eeu was baie werkers in die Suid-Afrikaanse mynbedryf betrokke in beroepsverwante ongelukke wat tot persoonlike beserings of lewensverlies gelei het. Ten spyte van die instelling van veelvuldige beroeps-veiligheidsprogramme om noodlottige insidente en ander minder ernstige beserings te voorkom, bly die dodetal in die Suid-Afrikaanse mynbedryf konstant hoog, teen ongeveer 200 werkers per jaar. Hierdie tendens van dood en beserings onder werkers gaan ongetem voort tot in die nuwe millennium. Hierdie veiligheidsrekord word met toenemende ontevredenheid deur die regering, werkers-vakbonde, werkers en bedryfsinsethouers beskou. Hierdie ontevredenheid word gemik op uitvoerende bestuur, wie blameer word vir beroepsverwante ongelukke in hul myne. Daar word dus toenemend gefokus op die leierskap van mynmaatskappye en hoe dit bydra tot die skepping van 'n organisasiekultuur van verbeterde veiligheidsuitslae. Die navorser ondersoek die vraag of leierskap 'n kern komponent is in die daarstelling van 'n veiligheids-bewuste organisasiekultuur, en maak gebruik van literatuurstudies sowel as Anglo American mynmaatskappy as 'n praktiese gevallestudie om sy ondersoek te ondersteun. Anglo American is die grootste mynmaatskappy in Suid-Afrika en ook die een waar baie noodlottige ongelukke voorgekom het, en dus 'n groot bron van veiligheidsinligting kan voorsien. Die navorser hersien teoretiese literatuurstudies en verduidelik dan die optrede van Anglo American om sy veiligheidsrekords te verbeter sedert sy noteering op die Londonse Effektebeurs in 1999. Die konsep van organisasiekultuur, veiligheidskultuur, leierskap en organisasieprestasie, word bespreek vanuit 'n teoretiese en praktiese perspektief met behulp van literatuurstudies en hierdie word bestudeer met die uiteindelike doel om die praktiese impak daarvan in industrie te verstaan soos uiteengesit in die literatuur. Die literatuur voorsien 'n breë raamwerk waarteen Anglo American se veiligheidstog gemeet kan word vanaf 1999 tot einde 2007. Hierdie tog verskaf detail van hoe Anglo American veiligheidsprogramme gebruik het om noodlottigge ongelukke en beserings uit te skakel en beklemtoon ook die impak van die organisasie se leierskap op die veiligheidsrekord van die maatskappy. Die gevolgtrekking word gemaak dat die bydrae van leierskap kern is tot die daarstelling van 'n veiligheidsbewuste kultuur en dat spesifieke optredes van hoofbestuurders, seniorbestuurders, middelvlakbestuurders, opsieners en werkers nodig is om 'n veiligheidskultuur te bewerkstellig om veiligheid in maatskappye te verbeter.