A service can be traded either directly between a consumer and provider of the service or a service can serve as an input into the manufacturing of various products and other services that are traded. Trade in services has therefore become an essential part of global trade and contributes significantly to global, as well as South African economic growth, development and productivity. Service trade has furthermore been growing at a greater rate than trade in manufactured goods. The growth of services trade can be attributed to growth in goods trade, technological advances, rising per capita incomes, micro-economic reforms, as well as increased consumer and business demand, and technological change. According to the GATS’ (General Agreement on Trade in Services) services sectorial classification list, the service sector can be classified into twelve major categories and these sectors can further be divided into 160 sub-sectors. One of the sub-sectors that have been identified that has significant growth potential globally and for South Africa is the sub-sector, ‘other business’ services. This sub-sector falls under the sector, business services. Trade data revealed that this sub-sector is one of the top three traded service categories internationally, as well as for South Africa. For the purpose of this study the focus was specifically on ‘other business’ services provided by members of the BEPEC (Built Environmental Professional Export Council). The services performed by the members of the BEPEC are: consulting engineering, architectural, quantity surveying, and construction project managing services. These services are inputs into the manufacturing or construction of human creations such as buildings, structures, dams, roads etc. Trade barriers, however, hinder the free flow of services from the service provider to customers in other countries. This is no different for the providers of ‘other business’ services. Therefore in order to increase the competitiveness of South Africa’s ‘other business’ services sector internationally; the primary objective of this study was to identify the internal, as well as external barriers experienced by the exporters of ‘other business’ services. These internal and external barriers were identified by means of a questionnaire that the members of the BEPEC, who are exporters of ‘other business’ services, completed. Once these barriers were identified recommendations were made to the South African government. The most significant internal barriers were found to be: • lack of information about foreign markets; • lack of information on how to enter these foreign markets; • lack of personnel who are experienced in export activities; • scarcity of internal financial resources for export purposes and export promotion. • The most significant external barriers were found to be: • exchange rate risk and the risk of non-payment; • corruption and bribery; • risks involved with political instability in a country; • restrictions on immigration provisions such as delay in obtaining entry visas, residency or work permits; • poor infrastructure; • foreign government procurement policies; • distance to the target market. All of the identified barriers can mostly be addressed by the South African government by providing training, the provision of market related information, and trade negotiations. / Thesis (MCom (International Trade))--North-West University, Potchefstroom Campus, 2012

This dissertation comprised of three essays provides justification for the need to pursue research on multinationality and performance with a more fine-grained approach. Essay one is a conceptual response to an article written by Jean-Francois Hennart in 2011 which questions the need and approach toward future research in this domain. I argue that internalization theory does not render multinationality and performance research meaningless and identify key areas where methodological enhancements can be made to strengthen our research findings with regard to Hennart’s call for more content validity. Essay two responds to the need for more-fine grained research on the consequences of multinationality by introducing non-traditional measures of performance such as social and environmental performance and adopting a more theoretically relevant construct of regionalization to capture international diversification levels of the firm. Using data from the world’s largest 600 firms (based on sales) derived from Bloomberg and the Directory of Corporate Affiliates; I employ general estimating equation analysis to account for the auto-correlated nature of the panel data alongside multivariate regression techniques. Results indicate that regionalization has a positive relationship with economic performance while it has a negative relationship with environmental and social performance outcomes, often referred to as the “Triple Bottom-Line” performance. Essay three builds upon the work in the previous essays by linking the aforementioned performance variables and sample to corporate reputation which has been shown to be a beneficial strategic asset. Using Structural Equation Modeling I explore economic, environmental and social signals as mediators on relationship between regionalization and firm reputation. Results indicate that these variables partially mediate a positive relationship between regionalization and firm reputation. While regionalization positively affects the reputation building signal of economic performance, it aids in reputation building by reducing environmental and social disclosure effects which interestingly impact reputation negatively. In conclusion, the dissertation submits opportunities for future research and contributes to research by demonstrating that regionalization affects performance, but the effect varies in accordance with the performance criterion and context. In some cases, regional diversification may produce competing or conflicting outcomes among the potential strategic objectives of the firm.

In today’s fast paced, ever-changing world, one cannot help hearing the terms Big Data and analytics. The Internet holds vast amounts of data and this data, for example in retail, is being used to predict shopping habits, current needs, trends, and more. Why should this be limited to the retail side of an organization? Today, there is a more significant push for Human Resource (HR) professionals to be strategic business partners, and, therefore, HR professionals need to work on leading, not lagging, in the area of measurements and analytics. Some organizations that have adopted the use of analytics in their HR departments have been extremely successful. If this is the case, why are not more HR professionals adopting the use of human resource analytics (HRA)? The purpose of this study is to gain insight as to the reasons why more HR professionals are not using HRA to improve organizational performance and to gain and maintain a competitive advantage. An exploration of prior research was performed and resulted in the development of a model representing factors that impact the adoption of HRA. The model was then tested for content validity and reliability using Partial Least Squares of Path Modeling. Results of the study of 302 HR professionals, currently working in the field of HR, suggest the hypotheses testing social influence, tool availability, effort expectancy, performance expectancy, and quantitative self-efficacy as factors impacting the adoption of HRA were all significant. Conversely, the factors data availability, fear appeals, and general self-efficacy were not significant. Findings indicate that the factors impacting the adoption of HRA are not only in the hands of the HR professional but, to some extent, the organization as well. If organizations truly want to adopt HRA, they must make available to the HR professionals the tools, data, resources, and support necessary. This study contributes to the literature on individual-level adoption, specifically of HRA. Implications for theory and practice are discussed, as well as further research.

The inquiry concerned gaining insights into environmental elements needed within California public-sector organizations to increase employees’ willingness to share innovative ideas. Although research exists regarding the need for service innovation and employees as fruitful sources of innovative ideas, there have been limited studies concerning public-sector organizations and the best method to solicit employee ideas. The data collection for this qualitative research study consisted of a series of interviews with front-line, non-supervisory civil servants. The results provide insights and information on how public-sector organizations may foster a culture that promotes and encourages employee-led innovation. The themes that emerged were (a) transparency in the process of sharing ideas and what is needed to feel motivated to participate in a formal submission process; (b) recognition and follow up, including which types of follow up and recognition are needed to feel the idea submission was worth the effort; (c) safe space including what needs to be present within the process for employees to feel safe to participate; (d) organizational buy-in including the need for encouragement and demonstrated support from all levels of leadership. These themes contributed to form the following recommendations for organizations to create a process and culture for soliciting ideas from employees: (a) establishing a transparent and easy to use process; (b) utilizing trusted and unbiased evaluators to review ideas; (c) providing meaningful and specific follow-up on ideas submitted; (d) ensuring there is no public criticism of ideas, but having public praise for submitting ideas; creating an organizational culture to be promoting and supporting participation in these processes. The data analysis revealed several implications: a significant disconnect between what employees' need to be comfortable sharing ideas and the existing process; the insufficient efforts of current leaders to promote and execute innovation within their organizations; the need for a paradigm shift to embrace a culture and operations that support innovation at all levels of an organization.

The topic of this research is marketing practices of socially responsible and sustainable businesses. It examines the strategies companies and brands use to represent themselves to the public through products, advertising, and philanthropy. This includes an evaluation of existing frameworks and case studies, as well as in-depth interviews. The question that this research will answer is as follows: How can new or existing companies embrace and integrate social responsibility or sustainability in a way that is authentic and contributes to a positive public reputation? Younger generations are increasingly willing to switch to and, in some cases, pay more for products and brands that contribute positively to society and the environment. An increasing number of businesses are leveraging this trend and working to create a positive image that resonates, particularly with Millennials and Gen Z, as one that integrates social and environmental concerns into business operations. The methodology of this research consists of analysis of secondary research and in-depth interviews. The culmination of this research is a set of guidelines that will assist marketers in reconsidering their businesses' public image in a way that consumers perceive as clear, compelling, and authentic. As consumers' priorities continue to shift, businesses are being pushed to reconsider what values and causes, if any, they represent. This research translates into an adaptable set of steps for businesses to capitalize on this growing trend.

Sustainability practices produce programs and services that meet current needs while preserving the environment and natural resources for the future. City parks and recreation departments are facing budget shortfalls and increasing expectations from customers. Governments are now embracing sustainability practices to create financial savings while also fostering relations with customers. The purpose of this single case study was twofold: (1) to examine the effectiveness of one city department’s strategies in outsourcing its environmental sustainability program through a performance contract with Ameresco; and (2) to examine the perceptions of key department employees about the effectiveness of the sustainability initiative. A snowball sample of 14 employees, stratified by employee class (upper administrative, middle management and, line staff) was drawn from the City of Knoxville, Tennessee’s parks and recreation department. Qualitative data generated from semi-structured interviews was coded and thematized to analyze the perceptions of the employees included in the sample about the agency’s sustainability practices. Additionally, financial archival data from utility bills (N = 96) were analyzed over the implementation phase of the contract to determine if cost savings were realized. Key findings of the study included: (1) financial savings were realized across key operating areas as a result of the contract with Ameresco; (2) employees identified positive feelings towards investment in environmental initiatives; (3) sustainability can be obtained through the implementation of an environmental sustainability performance contract; and (4) sustainable practices can further increase efficiency of facilities operation. The results of this study may be generalized to cities of similar size and governmental structure.

This thesis presents the business case for installing green roofs on movie theaters and shopping centers. These businesses can then derive increased profits from the environmental benefits of reduced energy use and increased stormwater retention. After presenting the basic design and benefits of a green roof, the thesis develops stand-alone business plans for a movie theater and shopping center. The author finds that green roofs are a profitable sustainability solution for the commercial enterprise.

Women’s professional sports leagues have often been considered a risky business endeavor. Critics cite low attendance, lack of sponsorships, lack of media rights deals, and numerous other reasons for why women’s professional sports leagues are not profitable. In analyzing the current landscape of women’s professional sport leagues, this paper uses a case study approach to develop a strategy that will highlight lessons learned from past women’s professional sports leagues, current professional sports leagues, sponsorship agreements, fans, social, digital, and mobile marketing strategies, and management practices to show how the business of women’s sports could be made into a more profitable endeavor.

<p>Information technology (IT) has been applied in every aspect in common everyday experience. Most industries have changed from paper based to digitally supported processes. The implementation of IT has resulted in lower costs, faster operations, and faster response to consumer demands, thus achieving economies of scale and major advancements in the quality of products introduced to the consumer.</p> <p>In healthcare, IT has led to extensive advances in many different aspects of medicine. IT has enhanced diagnostic equipment, laboratory result accuracy, research methodologies and analysis advancements, and has resulted in more effective prescription of medications. These advances have increased the overall quality of life for patients.</p> <p>Despite the fact that the adoption rate of Electronic Medical Record systems (EMRs) in European countries has reached more than 90%, the adoption of EMRs by primary care physicians in Canada lags far behind at a rate closer to 30%. Much of this low adoption rate can be attributed to barriers due to resistance to change. Many adoption projects in IT fail, even after change has occurred. These failures have occurred in many different industries, including healthcare. EMR adoption in primary care requires a focus on change management and sustainability for primary care physicians, the target audience of change.</p> <p>This thesis research investigates the reasons for the low rate of adoption of EMRs in the primary care environment in Canada. A change management model dedicated to the Canadian primary healthcare environment for the management and sustainability of change is created and discussed in detail. This study is based on a thorough literature review of change management models; a qualitative analysis of interviews with industry leaders from different backgrounds such as consultancy, government, and vendors; and a quantitative analysis of data through an online primary care physician questionnaire.</p> / Master of Science (MSc)

Les mécanismes de soft law ont joué un rôle central dans le développement de la notion actuelle de la responsabilité des entreprises transnationales en droits de l’homme telle qu’elle est définie dans les Principes directeurs relatifs aux entreprises et aux droits de l’homme, une initiative approuvé par le Conseil des droits de l’homme des Nations unies en juin 2011. La responsabilité des entreprises de respecter les droits de l’homme, telle qu’elle a été conçue par le Représentant spécial, repose sur les attentes de la société plutôt que sur une obligation juridique. Cela signifie que les entreprises « devraient éviter de porter atteinte aux droits de l’homme d’autrui et remédier aux incidences négatives sur les droits de l’homme dans lesquelles elles ont une part ». Les limites de cette approche sont importantes à moyen et à long terme. Même si l’approche pragmatique adopté par le Représentant spécial a permis de surmonter le débat au sein de la communauté internationale autour du Projet de normes sur la responsabilité en matière de droits de l’homme des sociétés transnationales et autres entreprises, elle a aussi éloigné la possibilité d’élaborer un instrument international imposant aux entreprises transnationales des obligations contraignantes en droits de l’homme. Construire la notion de la responsabilité des entreprises transnationales en matière de droits de l’homme uniquement sur les attentes de la société semble insuffisant et dangereux face aux victimes des abus de ces acteurs économiques. La responsabilité de respecter les droits de l’homme, telle que définie aujourd’hui, renforce l’acceptation d’un système international où les entreprises transnationales sont encouragées mais pas obligées à respecter les droits de l’homme, une solution qui laisse les victimes des abus dépourvues de toute action en justice et de réparation. L’objet de cette thèse est de présenter de manière succincte l’évolution de la problématique complexe de la responsabilité des entreprises transnationales du secteur énergétique en matière de droit international des droits de l’homme et de droit international humanitaire depuis son origine jusqu’à nos jours, ainsi que de comprendre les principales limites de l’approche actuelle à la question, afin d’envisager des potentielles solutions. / Soft law mechanisms have played a central role in developing the current notion of the responsibility of transnational corporations in human rights as defined in the Guiding Principles on Business and Human Rights, an initiative approved by the United Nations Human Rights Council in June 2011. Corporate responsibility to respect human rights, as defined by the Special Representative, is based on social expectations rather than on legal obligations. It means that companies should “avoid prejudice to the rights of others and to address adverse impacts on human rights in which they are involved”. The limitations of this approach are important in medium and long term. Although the pragmatic approach adopted by the Special Representative has closed the international community debate on the Draft Norms on the responsibility for human rights and transnational corporations and other business enterprises, it also ends the chances of developing an international instrument requiring binding obligations in human rights for transnational corporations. Setting the notion of the responsibility of transnational corporations in human rights exclusively on social expectations seems unsatisfactory and dangerous towards victims of violations committed by these economic actors. Responsibility to respect human rights as defined today reinforces the acceptance of a system where transnational corporations are encouraged but are not compelled to respect human rights, a solution that leaves victims of abuse devoid of any legal action and redress. The purpose of this PhD thesis is to present briefly the evolution of the responsibility of transnational corporations in the energy sector in human rights and international humanitarian law from its origins to our days, as well as to understand the main limitations of the current concept in order to explore potential solutions.