Professional associations and professional relationships are a feature of the social structure of all advanced societies. Professional associations perform or provide a number of functions and services for professionals and for the organisations employing them: Continuing education, admission to practice, certification and credentialing, educational standards, enforcement of standards, codes of ethics, and standards of performance, meetings, social activities, newsletters, and journals. Professional association membership is therefore very valuable to professionals and, in turn, for the organisations which employ those professionals, because of the wide variety of important functions served and services provided by such associations. This value cascades through to the economy of the countries in which the associations perform. This study seeks to contribute to the increased effectiveness of professional associations in South Africa by assessing the level of organisational effectiveness within these associations, and the factors that affect such effectiveness. It is hoped that this research will provide the necessary information to enable senior stakeholders within the associations to make better decisions, and formulate better strategies to improve their effectiveness. If challenges of ineffectiveness are not addressed, the risk is that these associations might not achieve optimal effectiveness and growth, with negative impact on the professionals they serve, and the economy. Conversely, and optimistically, improvements in the effectiveness of professional associations, will positively impact the professionals they serve, with cascading benefits to the economy. Convenience sampling was used to target the senior staff or office bearers within the 48 SAQA registered professional associations in South Africa, at the time of survey. Self-constructed instruments were used to measure the variables included in the hypothesised model. Open-ended questions were also included in the questionnaire in order to capture qualitative information about professional associations. Using STATISTICS Version 10 (2010), the data analyses included exploratory factor analyses, the calculation of Cronbach alphas and Pearson correlations, and the content analysis of qualitative data. The most important finding of this study is that being an effective learning organisation (ELO) is an important indicator of a PA’s organisational effectiveness. To be an ELO means that the PA should continuously strive to learn and improve by conducting research that benefits the association itself, its members, its sector and its country. It is therefore important that PA’s focus their efforts on becoming effective learning organisations by planning and directing their resources on achieving this objective. It means that PA’s must employ or contract in intellectual resources that would enable them to stay at the cutting-edge of services that their members and clients want. This would require PA’s to ensure that they have the continuous services of high calibre researchers. The second important finding of this study is the indication that membership growth is another measure of a PA’s organisational effectiveness. It has already been reported above that being an ELO drives membership growth. The fact that being the first-mover in the industry increases membership growth is an indication that PA’s should capitalise on this strength, by always striving to be the first in everything its members and clients require, or will require. This calls for PA’s to conduct continuous environmental scanning, and the required research and development to deliver products and services first to their members and clients. The fact that competitive characteristics drive membership growth indicates to PA’s that they could attract more members if they maintain and improve service levels; continuously and effectively lobby government for better services for their members and clients; develop and deliver unique services to their members and clients; protect themselves against imitation of their resources and skills, outperform their competitors; and continuously enhance their credibility compared to other professional associations.

The current business environment is experiencing increased levels of uncertainty, competition and change. Influenced by forces such as globalisation, fast paced technological change, recession and emerging markets, the current business environment is required to continuously adapt to these conditions and deliver new products or services to an increasingly demanding market. Such dynamic environments are characterised by fast and unpredictable changes that place traditional competitive advantages under pressure, requiring a continual pursuit of temporary game changers or radical disruptors. With radical innovation considered to be one of the key drivers of disruption and success within these environments, it has become critical for organisations to create a sustainable stream of new products that push the boundaries of technology and that ensures that those organisations stay ahead of their competitors. In dynamic environments, success is short-lived and temporary gains are quickly eroded as the competition catches up or jumps ahead. The ability for continual change, agility, ambidexterity and superior decision making, all contribute to maintaining the current advantages and quickly closing widening gaps in the innovation race. This study investigates the degree to which these dynamic capabilities influence an organisation’s innovation capability.

Monitoring and evaluation (M&E) are essential tools for businesses, projects and service delivery structures. The majority of managers in health institutions are from a clinical background and do not use business intelligence principles to manage or monitor performances in their domains. Literature has revealed that managers in South African public health institutions do not monitor and evaluate their data regularly; likewise the most important information is not consolidated for easy reference and assessment. A pilot study of the introduction of an M&E dashboard was implemented at the East London Hospital Complex (ELHC) in May 2011 at the request of the Superintendent General of the Eastern Cape Department of Health to address this challenge. The current study explored the experiences of managers in the implementation of an M&E dashboard at the ELHC in the Eastern Cape. To establish managers’ experiences, a quantitative, exploratory and descriptive study was undertaken to gain insight, while accurately depicting the experiences and perceptions of managers of the dashboard. A survey questionnaire was developed to undertake a case study with respondents, who were involved in the initial implementation of the dashboard project at the ELHC. The results were analysed and recommendations were made addressing the design of the dashboard, and communication and change management in the introduction of the monitoring and evaluation tool. Further recommendations were made relating to future potential research in this area. An important finding of the research is that thirty-one (31) of the thirty-four (34) managers (91 percent) responded positively about the dashboard, while 9 percent were neutral. None of the respondents encountered negative experiences of utilising the dashboard. This indicates that the implementation of the dashboard was an overwhelming positive experience. The dashboard can be implemented in other healthcare institutions in the Eastern Cape, thereby encouraging more reliable methods to monitor data, improve staff efficiency and above all service delivery to patients.

A number of organisations are continuously searching for methods which can be used to improve performance. One such method entails implementing a performance management programme. However, despite a growing body of research that supports the positive impact that effective performance management can have on an organisation’s performance, evidence suggests that organisations in South Africa and elsewhere are not implementing the practices that are recommended by the theory of best practice in Human Resources and performance management (Kock, Roodt & Veldsman, 2002:83). The institutionalisation of performance management in the South African public service after 1994 came as a result of the need to change the legacy of poor performance of the public service (Malefane, 2010:1). This study seeks to examine the effectiveness of the implementation of performance management in the Provincial Treasury, Province of the Eastern Cape (Provincial Treasury). Literature reveals that there is consensus on the view that performance management is a tool that contributes to the effective management of employees in order to yield high organisational performance. Armstrong and Baron (2005 :vii) contend that if performance levels of individuals are raised, better organisational performance levels will follow. According to Dessler, (1997:372) performance management is a systematic approach to managing people, goals, measurement, feedback, and recognition as a way of motivating employees to achieve their full potential in line with the organisation’s objectives. In the South African context, performance management is described in terms of its role and outcome with regard to employee development; hence it is widely referred to by public sector employees as a Performance Management and Development System (PMDS) (Malefane, 2010:7). The Annual Performance Plan (APP) of the Office of the Premier (OTP APP, 2010/11:5) insists that the Eastern Cape Provincial Administration is still plagued with inter alia, a work ethic that is less desirable, weak human capital management culture, poor compliance with policies, lack of accountability and discipline as well as capacity challenges in critical areas which include planning, financial management, monitoring and reporting as well as systematic performance and an inability to respond to identified service delivery challenges. Public sector reforms have been adopted in this province in an attempt to improve performance in order to meet service delivery initiatives. A purposive sampling technique was used to select 30 participants of the Provincial Treasury (employees between salary levels 6 and 8 as well as managers from salary levels 9-13). A qualitative approach was preferred in this study to enhance objectivity which would have vanished if quantitative or experimental strategies were employed. The empirical findings revealed that the employees and the management of this Department perceive that there is no clearly defined purpose of performance management. There is also a feeling that performance management is not useful in identifying under-performers and ineffective in raising the performance of employees. Consequently, it is unable to assist the subordinates to grow. Others felt that performance management is not a developmental tool. It also emerged from the empirical findings of this study that the current rating system does not serve its intended purpose and therefore it should be replaced. Recommendations and suggestions are adopted in this study to address these perceptions.

It is becoming increasingly important for companies to be responsive to global demands and in order to remain competitive, many companies are looking at lean manufacturing to help them achieve this. Lean manufacturing is however more than just a set of tools as it also requires a change in the organisational culture of the company involved. The creation of an organisation that has a culture of continuous improvement and achieving results through its various principles and philosophies is a main factor in Toyota’s Toyota Way Model. It was the aim of this research study to analyse and determine the factors relating to the impact of an organisation’s culture on the concepts of lean manufacturing based on the Toyota Way model. This was achieved by analysing how conducive the current organisational culture at Freeworld Automotive Coatings to the implementation of Lean Manufacturing principles? The method used for the research study was the questionnaire method using a lean culture assessment questionnaire that has been designed by the researcher that was aligned to the principles important to the Toyota Way model. It can be concluded from the research findings of this study indicates that the existing organisational culture of Freeworld Automotive coatings is relatively conducive to the implementation of lean manufacturing principles within the company.

Compensation Services manages return to work, wage loss, pension and health-care benefits to injured workers, and those suffering from occupational diseases. This thesis presents the methodology and results of a comprehensive study conducted to determine the relationships between existing performance measures, quantify the factors influencing these performance measures, and deterrriine relative efficiencies across case management operations. We use principal components analysis, cluster analysis, and multiple regression to derive the relationships between performance outcomes and influencing factors. We then use data envelopment analysis, incorporating these multiple inputs and outputs, to assess overall relative efficiencies and set performance targets. The analysis has brought about an increased understanding of service delivery location performance and performance measurement. Results may be used to provide managerial decision support, communicate best practices, and serve as a basis for further efficiency or quality initiatives. The factors accounted for in the multivariate analysis can explain between 20% - 50% of the variability in key performance outcomes across case management desks. The overall efficiency analysis revealed strong performers both within case management offices and across regions. Four case management offices consistently contain strongperforming case management desks across several methods of evaluating efficiency. Transferring best practices has the potential to significantly increase relative efficiency improvements for case management desks across the province. / Business, Sauder School of / Graduate

M.Comm. / From the literature is it well known that the environment in which companies currently compete, is continuously changing. It is therefore increasingly important for companies to align the energy of all its employees with the strategy of the company. Furthermore it is important that the management team not only receive feedback on whether the company's strategy is implemented, but also on how well it is implemented and executed. Measuring the progress towards the successful execution of the strategy is vital for management in the continuously changing environment. The balanced scorecard methodology enables management to align the energy of the employees to the proper execution of the strategy and measuring the progress towards achieving the strategy. The purpose of this study is to evaluate the balanced scorecard as a measuring tool as implemented in a local petrochemical company.

What does it take for organizations to support people working together effectively? What does it mean for an organization to be effective? Does successful collaboration lead to more effective organizations? This study explored these questions both theoretically and empirically in an effort to help organizations understand the most important aspects to consider when attempting to achieve collaboration for organization success. The purpose of this study was to fill some of the gaps in the research by taking a broad, holistic approach to exploring the context required to support collaboration at levels of organizations broader than the team and exploring the links between organization support of collaboration and organization effectiveness. In preparation for the current study, the Organization Support of Collaboration model was developed to identify the broad organization design elements that are required to support collaboration. The Organization Effectiveness model was created to provide a holistic view of what it takes for an organization to be considered effective. The present study empirically validated these models and explored the links between them. Data was collected via a web-based questionnaire administered to a broad sample of individuals who work in organizations. Results supported a model of Organization Support of Collaboration with six factors (Connect to the Environment, Craft a Culture of Collaboration, Understand Work Processes, Design Using an Array of Structures, Build Shared Leadership, and Align Support Systems) and a model of Organization Effectiveness with six factors (Performance, Employee Involvement, Flexibility, Customer Satisfaction, New Customer Development, and Treatment of People). Connect to the Environment predicted five of the six Organization Effectiveness factors, and Craft a Culture of Collaboration predicted four of the six, notably with a connection to Performance. For the predicted relationships between the models, nine hypotheses were supported, six were not supported, and three unexpected significant relationships were found. Implications for practice and future directions are recommended.

Citizen involvement in the production and delivery of public service has been a long time topic of interest and controversial debate among scholars. Essentially, the belief has been that if citizens are actively involved in the process, public organizations and communities benefit in numerous ways that will ultimately lead to increased citizen satisfaction. The purpose of this research is to explore the relationship between citizen involvement in the production of public safety and security and its effects on organizational efficiency and effectiveness of law enforcement agencies. To test the assumption that citizen involvement is positively correlated to organizational success and organizational efficiency of law enforcement agencies, a citizen involvement index was developed and used as the independent variable in ordinary least square regression (OLS) analysis. Three separate models are developed to measure the impact of citizen involvement on law enforcement. Findings obtained through bivariate and multivariate analyses indicate mixed results. Bivariate analysis revealed that citizen involvement was negatively correlated to organizational efficiency while no statistically significant correlation was found in multiple regressions. In addition, through bivariate analyses, citizen involvement was positively correlated with crime rates reported to city police departments, whereas multivariate regression analyses indicated that citizen involvement does not have a statistically significant impact on crime rates. Both analyses, however, provided support for the positive impact of citizen involvement on crime clearance rates. Finally, findings suggested that citizen involvement in public organizations and its effects on the production and delivery of public goods and services are overestimated from the perspective of law enforcement.

Employees are important endorsers and gatekeepers to authentic conversations brands want to have with their consumers. This research focuses on predictors of employee endorsement. The purpose of the study was to investigate how internal marketing, internal engagement and perceived external prestige influence employees’ propensity to engage in positive word-of-mouth conversations about their company’s brands to their families, friends and close networks. Although the concept of word-ofmouth has received a lot of attention from researchers and practitioners alike, few studies have focused on the perspective of the initiator of word-of-mouth conversations, especially if the sender is employed by the brand being endorsed. From the literature reviewed an endorsement model was developed testing relationships between the constructs of (independent) internal marketing, internal engagement prestige and (moderating) perceived external prestige with (dependent) employee endorsement. A quantitative study was conducted through an email-based survey for which data from 156 employees from a South African bank was used to test hypotheses. A moderated regression was applied to establish the model fit to the data collected. The results of the model confirm that internal marketing and internal engagement are important predictors of employee endorsement. Although an organisation’s external prestige is theoretically important to employees, data reveals that the variable does not have a significant bearing on the relationships between internal marketing and internal engagement with employee endorsement. These findings are relevant for businesses seeking to leverage their employee potential not only in strengthening their branded services when servicing customers also growing their client base with an engaged customer base emanating from authentic trust relationships. / Dissertation(MBA)--University of Pretoria, 2014. / zkgibs2015 / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted