Submitted in partial fulfilment of the requirements for the Degree of Masters in Business Administration, Durban Institute of Technology, 2008. / The aim of this research is to analyze the introduction of lean manufacturing in a selected South African organization viz. Smiths Manufacturing. The research, together with its conclusions, may identify problematic areas which, once addressed, will improve the implementation in other areas and identify the benefits, if any, of lean manufacturing. Three research objectives exist and two methods of research were used to solve the research questions. The first and second research objectives (i.e. to analyze the manner in which lean manufacturing was introduced in Smiths Manufacturing and its benefit on the company's competitive position and future existence) were analyzed qualitatively with the aid of personal interviews. The third research objective (i.e. to determine the financial benefit of lean manufacturing introduction on the respective assembly line) was analyzed quantitatively. This research revealed three pertinent findings: Firstly, Smiths Manufacturing has adhered to eight of Liker's 13 Step Implementation Procedure with two areas of non-conformance being identified and insufficient information present to comment on the remaining three steps. Secondly, improvements in the manufacturing process have enabled the company to be more price competitive. Areas of improvement were in labour, raw materials and finished goods. These improvements will assist in ensuring the company's future existence. Thirdly, there has been a substantial amount of savings by the introduction of lean manufacturing. This research has identified that communication involving lean manufacturing is vital to introducing a system into a company. This communication enables people at all levels to understand the roll out procedure and the corresponding actions of the company. In addition, the research revealed that the / M

A research report submitted to the Faculty of Commerce, Law and Management, University of the Witwatersrand, in partial fulfilment of the requirements for the degree of Master of Management in Strategic Marketing Johannesburg, 31 March 2016 / The purpose of this study was to understand the impact of sales staff turnover on customer equity in the South African luxury automotive industry. The concept customer equity has three elements that load onto it, namely; value equity, brand equity and relationship equity. For the purpose of this study, the focus was on relationship equity as this is the one customer equity element that the Sales Executives are able to influence. Rust, Zeithaml, and Lemon (2001) are of the view that customer equity drivers vary in importance for different industries. In relationship orientated industries (e.g. banking and automotive industry), relationship equity may be the most important driver of customer equity. Relationship equity is also known as retention equity as it entails the customers conscious decision to stick with a certain brand even after having conducted thorough research and analysis of other brands (Lemon, Rust, & Zeithaml, 2001). The study used a quantitative research method and the data is founded on the results from 73 surveys received from customers who own luxury vehicles, namely Audi. The data was analysed utilising multiple regressions, using the independent t-test to accept or reject the proposed hypotheses. Understanding the impact of sales staff turnover on relationship equity in the automotive sector is critical as this industry currently suffers from very high Sales Executive turnover. Original Equipment Manufacturers and dealer management need to understand the impact of this high staff turnover on the customers and ultimately potential future sales so that they may be able to mobilise effective strategies to minimise any negative impact caused by sales staff churn. The theoretical framework for this study is taken from a model by Vogel, Evanschitzky, and Ramaseshan (2008), which looks at the 3 drivers of customer equity and how these drivers effect customer loyalty intentions and future sales. This study found that sales staff turnover has a strong, significant relationship to relationship equity, meaning that sales staff turnover negatively affects relationship equity for the organisation, and therefore negatively affects the customer experience. / GR2018

<p>Atlas Copco Tools & Assembly Systems (ACTA) is world leader in industrial tools and assembly systems for safety-critical joints. One of the products the company sells is fixtured nutrunners, mainly to the motor vehicle industry. The margins on these highly customized products have been decreasing – much depending on changes in the purchasing behavior of the automotive industry.</p><p>Traditionally, the marketing of the fixtured nutrunners has been concentrated to the parts of the product instead of the final product. Today, there is a belief within the organization that many of the sold customized products could be replaced by more standardized applications. There is also a wish to turn the focus of the market offer from the parts towards the final application. These beliefs and wishes resulted in this thesis, with the purpose to propose a new market offer to increase profitability and give more customer benefits.</p><p>To reach this purpose we started out with theoretical studies of several different areas. Among those was mass customization, a strategy that combines the benefits of mass production with those of customization. We also performed a prestudy at the headquarters of ACTA in Sickla and visited major customers in Sweden. Using our collected knowledge from the theoretical studies and the prestudy, we conducted an in-depth case study by interviewing customers and people working at ACTA, both in Sweden and in the USA, in order to analyze today’s situation. In the analysis, we found several problems with today’s offer. For instance, we found that similar products are solved with unique solutions, which has lead to poor cost control and has made it difficult for ACTA to assure the quality of the ordered products. A further problem is the poor sales support and the lack of traceability of sold systems, which reduces sales and leads to unnecessary special solutions. A problem linked to that is the difficulties in getting accurate and sufficient information from the customer, which leads to extra errors and a lot of extra work.</p><p>To solve these problems, we recommend ACTA to implement a mass customization strategy. Of course, not all of ACTA’s products can be mass customized, but to a large extent it should be possible. To implement a mass customization strategy, we argue that ACTA should take three measures, namely design standard products, modularize the products, and implement a computerized configuration tool. We also suggest that the implementation of the new market offer should be done stepwise. With the proposed new market offer, we believe that ACTA can increase profitability in the area of fixtured nutrunners without losing the flexibility of the products.</p>

Atlas Copco Tools &amp; Assembly Systems (ACTA) is world leader in industrial tools and assembly systems for safety-critical joints. One of the products the company sells is fixtured nutrunners, mainly to the motor vehicle industry. The margins on these highly customized products have been decreasing – much depending on changes in the purchasing behavior of the automotive industry. Traditionally, the marketing of the fixtured nutrunners has been concentrated to the parts of the product instead of the final product. Today, there is a belief within the organization that many of the sold customized products could be replaced by more standardized applications. There is also a wish to turn the focus of the market offer from the parts towards the final application. These beliefs and wishes resulted in this thesis, with the purpose to propose a new market offer to increase profitability and give more customer benefits. To reach this purpose we started out with theoretical studies of several different areas. Among those was mass customization, a strategy that combines the benefits of mass production with those of customization. We also performed a prestudy at the headquarters of ACTA in Sickla and visited major customers in Sweden. Using our collected knowledge from the theoretical studies and the prestudy, we conducted an in-depth case study by interviewing customers and people working at ACTA, both in Sweden and in the USA, in order to analyze today’s situation. In the analysis, we found several problems with today’s offer. For instance, we found that similar products are solved with unique solutions, which has lead to poor cost control and has made it difficult for ACTA to assure the quality of the ordered products. A further problem is the poor sales support and the lack of traceability of sold systems, which reduces sales and leads to unnecessary special solutions. A problem linked to that is the difficulties in getting accurate and sufficient information from the customer, which leads to extra errors and a lot of extra work. To solve these problems, we recommend ACTA to implement a mass customization strategy. Of course, not all of ACTA’s products can be mass customized, but to a large extent it should be possible. To implement a mass customization strategy, we argue that ACTA should take three measures, namely design standard products, modularize the products, and implement a computerized configuration tool. We also suggest that the implementation of the new market offer should be done stepwise. With the proposed new market offer, we believe that ACTA can increase profitability in the area of fixtured nutrunners without losing the flexibility of the products.

D. Tech. People Management and Development. / The main aim of this study was to develop a strategy to link the informal and formal motor mechanic artisan communities in terms of qualifications. The current formal sector training initiatives for motor mechanics do not provide for or acknowledge the non-formal learning of the informal sector practising motor mechanic artisan. This research supports three main arguments: firstly, the informal sector serves as a reservoir of individuals who are practising the motor mechanic trade; secondly, the need was identified to integrate these informal practising individuals with the formal sector in terms of qualifications; and thirdly, the large motor industries have the authority to propose processes to assist in the integration of the informal and formal artisan training. The study was conducted among 16 experts representing the motor mechanic training environment. The findings indicate that the two sectors could be linked through dedicated recognition of the prior learning system backed by a process of gap training. The findings also highlighted the importance of having modules of employable skills to enhance informal practising artisans’ employability status. Finally, this study identified specific constraints that contribute to the shortage of skilled motor mechanics in general. This research confirmed that a strategy could be developed to successfully link the informal and formal motor mechanic artisan communities.

This study investigates prevailing factors that impede the implementation of affirmative action in the Durban Automotive Cluster. This study will enable DAC affiliates to determine their obstacles and challenges with respect to the implementation of affirmative action. The service provider of the DAC CB and M Analysts) will also be able to advise companies through their development programmes and recommend what has to be done in order to bring blacks on board. This study relied on primary data. In-depth interviews were conducted with the senior managers ofDAC affiliates using unstructured questionnaires. Secondary data from the DAC database was analysed to strengthen the qualitative data. The data focused on the distribution of different population groups across the levels of occupations. The aim of the study is not to generalise about affirmative action but to obtain more in-depth clarity on the research problem. The findings have established that the pool of technically qualified and experienced blacks is very small and hence they are in short supply in the market. A number of factors such as direct ownership and low turnover of staff were raised as one of the aspects that hinder affirmative action. Constraints such as attitudes of white middle management appeared to have been addressed by these companies. The findings also clarified the role of human resources department in driving affirmative action. In most companies, the human resources department is part and parcel of management and actively involved in affirmative action. The study discovered that poaching also arises as a result of the shortage of skilled blacks. Retention of black employees is a problem for the majority of the companies. Despite these shortcomings, this study revealed that proper channels such as training, development and mentoring were followed for both internal and external recruits. This is being done to avoid window dressing. The other constraint of the affirmative action programme is government capacity. The key constraints to delivery are limited staff capacity, scarcity of human resources at governmental level; lack of coordination and integration with other spheres of national and provincial government labour departments and the lack of effective organizational, technical and managerial support for affirmative action. With respect to globalisation, the automotive sector is a dynamic and global sector which is changing fast due to technology and globalisation. As a result, the requirements of the Original Equipment Manufacturers (OEM's) who are competing globally were seen as a hindering factor to the realisation of affirmative action. In conclusion, the achievements of affirmative action programmes amongst DAC affiliates were very modest in relation to both national expectations and their own stated goals due to shortage of skills, family and direct ownership and poaching. Implementation has proved far more complex and resource demanding than originally anticipated. / Thesis (M.A.)-University of KwaZulu-Natal, Durban, 2005.

The South African Automotive industry has been one that has enjoyed the subsidies schemes like the Motor Industry Development Program (MIDP), and in the near future the Automotive Production Development Program (APDP). There are however different schools of thought when it comes to subsidies for an industry. One is that there should be no incentives when others are for the schemes, which one is best for the growing economy of a young democratic and highly unemployed nation? Looking at the next planned incentive scheme to be introduced to replace the MIDP, the APDP is it better than the MIDP? How are these schemes going to benefit the country in the future and will they exist for as long as we have the Auto industry in South Africa? The objective is to prompt those in political power and positions capable of influencing infrastructure changes to think long term when making decisions today that will affect future generations. Future generations should be able to benefit from future technologies of the day and not be hindered by the lack of improved and capable infrastructure.

Thesis (MDF)--Stellenbosch University, 2006. / ENGLISH ABSTRACT: In Southern Africa only five countries administer a fuel levy funded motor vehicle accident compensation system. These are South Africa, Namibia, Swaziland, Botswana and Lesotho. These accident compensation systems are administered by statutory bodies established through the respective Act of Parliaments, with the exception of Lesotho, which is outsourced to a private insurance agency for administration purposes. The enabling legislation prescribes the compensation of accident victims, where the cause of accident is due to the negligent or fault of the driver or owner of the vehicle. Over the years, the administration of these Funds have proven to be a significant challenge in respect of their enabling legislations, inadequate funding levels to meet liabilities as prescribed by the respective legislation and poor public governance of the institutions. The study reviews the Namibian MVA Fund's efforts to reform the compensation scheme in the context of an overall public management reform and social policy. The study presents the historical overview of the accident compensation regime and how that has influenced the current thinking and application of compensation policy in the Southern African region. The study emphasised the quest of the Funds to become financially viable, thus being able to meet present and future liabilities as and when they accrue to the respective Funds. Thus it presents new thinking and knowledge on alternative revenue sources that could be further explored to enhance financial viability and broadening the scope of coverage of the compensations scheme. / AFRIKAANSE OPSOMMING: In Suidelike Afrika gebruik slegs vyf lande 'n stelsel vir die vergoeding van motorvoertuigongelukke wat deur 'n brandstof heffing befonds word. Hierdie lande is Suid Afrika, Namibie, Swaziland, Botswana en Lesotho. Hierdie ongeluksvergoedingstelsel word ge-administreer deur statutere liggame daargestel deur die onderskeie wetgewing van Parlemente, met uitsondering van Lesotho, wat die funksie uitgekontrakteur het aan 'n private versekeringsmaatskapy vir adminstrasie doeleindes. Die betrokke wetgewing skryf die vergoeding van ongelukslagoffers voor waar die oorsaak van die ongeluk deur die nalatigheid of fout van die bestuurder of eienaar van die voertuig is. Die administrasie van die onderskeie fondse oor die jare, het getoon dat 'n groot uitdaging gestel word aan hul magtigende wetgewing ten opsigte van die toereikendheid van fondse en swak beheer, soos voorgeskryf deur die betrokke wetgewing. Hierdie studie hersien die Motorvoertuigongeluksfonds van Namibie se strewe tot die hervorming van die vergoedingskema in die oorhoofse publieke bestuurshervorming en maatskaplike voorskrifte. Die studie verteenwoordig die historiese oorsig van die ongeluksvergoedingskema en die invloed daarvan op die huidige denkwyses en toepassing van vergoedingskemas in die Suider-Afrikaanse streke. Hierdie studie het die proses van die Fondse om finansieel lewensvatbaar te word beklemtoon, derhalwe om in staat te wees om die huidige en toekomstige finiansiele verantwoordelikheid soos en wanneer dit deur die onderskeie fondse toegeskryf word, na te kom. Gevolglik verteenwoordig dit nuwe denkwyses en kennis van altematiewe bronne van inkomste wat verder ondersoek kan word om finansiele lewensvaatbaarheid te verbeter en die voordele struktuur van hierdie vergoedingskemas te vergroot.

The South African leather industry has undergone a significant transformation since the 1990’s and this can be attributed primarily owing to two major factors that occurred. The first being trade liberalisation, which meant the fall of trade barriers, and the second being the Motor Industry Development Programme (MIDP), which was implemented in South Africa on 1 September 1995. The MIDP was implemented in the context of the country’s political and economic liberalisation, and the major structural shift in government policy and the trade regime. South Africa became much more globally integrated and the South African leather industry benefited because of this, as well as the incentives that was offered under the MIDP. Automotive exports of stitched leather seat parts responded positively to the incentives offered under the MIDP and stitched leather seat parts, as a component under the MIDP, became one of the best performing components being exported from South Africa. The MIDP had been terminated at the end of 2012 and is now being followed by government’s latest rendition of automotive policy, namely the Automotive Production and Development Programme (APDP). The APDP focuses on value addition, which pursues beneficiation of the country’s raw materials to the final stages, to ensure maximum benefit to the South African economy. The findings of the study entail that the South African leather industry is now in a vulnerable state because of the new automotive policy. This is mainly because the APDP does not provide the same level, or type, of incentives that the MIDP had provided to the industry. / Business Management / M. Com. (Business Management)

"This document was submitted as a dissertation in December 2009 in partial fulfillment of the requirements of the doctoral degree in public policy analysis at the Pardee RAND Graduate School." / Title from PDF title screen (viewed Jan. 21, 2010). Includes bibliographical references (p. 343-360).