M.Com. (Business Management) / Please refer to full text to view abstract

M.Com. / Assessment Centers (ACs) are a commonly used method for selection and development of employees in South Africa (SA) and elsewhere. Despite this, little is known regarding ethical challenges in ACs in SA. The objective of this study was thus to explore ethical challenges in ACs in SA, with the intention of providing recommendations on how to minimize such challenges. Data was gathered using a qualitative survey and a focus group method respectively. A total of 98 participants who were attendees at an AC conference completed the qualitative survey and 14 purposely selected individuals participated in the focus group. Content analysis was then used to interpret the data. The findings of the study revealed many ethical challenges that could not be understood in isolation. For this reason, a conceptual framework was developed to provide a broader lens through which ethical challenges in ACs in SA could be understood...

It is the purpose of this study to survey and appraise the personnel programs currently in use in selected Texas banks.

Universities in Libya and in other North African and Middle Easter countries have experienced massive expansion in terms of quantitative growth and geographic distribution in recent years (Al-Badri, 2006; El-Hawat, 2007; Mogassbi, 1984). The labour markets in these countries, on the other hand, traditionally suffer from a shortage of skilled manpower (ILO, 2007). Thus, the main questions of this research are formulated as: In what ways could higher education (HE) skills and changing labour market (LM) needs in Libya be better aligned? The research was conducted by collecting and analysing primary and secondary sources of documented material on the case study of Libya, in particular the second city of Benghazi. The secondary data collection largely focused on the generation of continuous datasets on students and graduate numbers in Libya, a country in which the state controls such sectors as HE, but does not make data on the sectors easily available in the public domain. The empirical data collection comprised semi-structured interviews and the application of the Delphi Technique (DT) to develop future scenarios using a panel of experts. The latter activity generated a final key research question: How can the DT be adapted and applied to the understanding of the relationship between HE skills and LM needs in the context of Libya? This research focused specifically on the graduate skills and attributes of job commitment, competitiveness, desire for excellence and teamwork and problem-solving, due to factors relating to the internal and external environment. The DT has been applied effectively on this topic and has developed the analysis from primary data collection research resulting in four potential strategies for both HE and LM, as follows: 1. Survival strategy: to reduce negative effects of external threats. 2. Defensive strategy: to face threats and strengths as a support. 3. Reorientation strategy: to take advantage of opportunities to decrease weaknesses. 4. Radical strategy: to benefit from opportunities by exploiting strengths. In the light of all that has been said about the strategies for Libyan HE and Libyan LM, three kinds of scenarios - optimistic, possible and pessimistic - have been built for HE and three others for LM.

The migration of highly skilled persons is not a new phenomenon in the global economy. International labour migration has significant economic, social, political, and cultural implications in both developing and developed countries. Given this context this study explores the reasons that contribute to highly skilled persons migrating abroad, using the migration of highly skilled Tanzanians to the UK as an example. The study takes a qualitative exploratory approach that employs a subjective ontology to explore reasons that apply in Tanzania that contribute to the decision for highly skilled Tanzanians to migrate to the UK and its effect on brain circulation in Tanzania. Thematic analysis was used together with Nvivo 10 software to analyse the research findings. Data were collected through qualitative interviews that afforded opportunities to gain understanding from participants’ views, experiences and perceptions of the reasons that contribute to migration decisions. Moreover, remittances, diasporas and return migration were major migration issues perceived by participants who discussed these influences on brain circulation. By returning home, even for a short time, highly skilled Tanzanians can impart their knowledge and experience acquired abroad to ‘circulate’ or mobilise the resources and activities in Tanzania so that they can be used in the most efficient way. Lee’s (1966) theory was used to guide this study and the findings led to a modification of the theory that assisted in suggesting ways in which the Tanzanian government can develop policies that influence its highly skilled people to remain and work in the country, and its expatriates to return for brain circulation. Moreover, given the lack of previous qualitative research studies on the influence of migration of highly skilled Tanzanians on brain circulation, this paper contributes a qualitative method that is of value for future research.

D.Cur. / Please refer to full text to view abstract

M.Com. (Business Management) / The knowledge that people create, possess and share can easily go unnoticed in organisations that do not put effort in identifying it. Knowledge, among other factors, is what people in organisations use to make decisions that can possibly give organisations a competitive advantage. Knowledge, as with other traditionally recognised resources, is a strategic resource that organisations can use to bring about positive change in business. Knowledge can be tacit or explicit and both types need to be managed strategically. Explicit knowledge tends to be easily accessible if it is stored in places such as databases where people can locate it, however, tacit knowledge can be slightly more challenging to access as it lies in the minds of people. Eskom’s Project Development Department (PDD) has 32 project developers who actively develop projects that the organisation will invest in. These projects include electricity generation stations, transmission lines or even pollution mitigating technologies. The project developers work with various stakeholders in and outside of the organisation to ensure that the projects are aligned with the strategic objectives of the organisation. This study aimed to identify the knowledge that the project developers possess and a knowledge audit was conducted on the project developers. The results show that the project developers possess vast amounts of knowledge, skills and are subject matter experts in various fields. The project developers also communicate with various other departments within Eskom when developing projects. A contributing fact to the varying knowledge and skills that the project developers possess is the different projects that each project developer develops. These projects can take up to three years to develop and this can enable a person to acquire knowledge in a specific field of operation. The majority of the project developers also stated that they preferred one on one physical conversations to acquire and share knowledge. Knowledge is gaining recognition as a strategic resource within organisations and strategic management of the knowledge is necessary as it can provide benefits for people and organisations as a whole.

M.Ed. (Educational Management) / Please refer to full text to view abstract

The thesis "Personnel Management of the Selected Company Operating in Tourism" aims at motivation of workers. Its key point is to analyse the factors which influence work motivation and job satisfaction that the bus attendants employed by the STUDENT AGENCY have. Another point is to evaluate the current situation and suggest possible steps for improving it. The thesis consists of two parts: theoretical and practical. In the former, the concept "personnel management" is explained and particular development phases of personnel work concentrating on the most recent approach to it -- human resources management - are described. The next part deals with problems of work motivation where different forms of work motivation, basics of selected motivation theories and other problem fields are mentioned. Latter part includes a presentation of the STUDENT AGENCY, especially the department of bus attendants. Further, an analysis of the factors influencing work motivation and job satisfaction of the employees at the department is carried out. In the conclusion, particular steps that could help boost motivation of the employees working at the department are suggested.

A report on a study project presented to the Department of Social Work School of Human and Community Development, Faculty of Humanities University of the Witwatersrand in partial fulfillment of the requirements for the degree Masters in Occupational Social Work, March 2017 / Managing absenteeism is one of the most challenging issues that managers have to deal with because it is an issue that affects all businesses regardless of sector, size or age. The aim of the study was to gain an insight and explore the experiences of line managers when it comes to managing absenteeism within the Gauteng Department of Agriculture and Rural Development (GDARD) focusing on the gaps, challenges, what they encounter or undergo and the dynamics involved when managing and addressing absenteeism within the department. A qualitative research approach using a case study research design will be used to understand the challenges associated with managing absenteeism. The population of the study comprised of managers. Eleven managers from the GDARD were purposively sampled for the study. Data was collected using in-depth; semi-structured interviews to allow the researcher a platform to ask open response questions, when exploring the managers experiences and perceptions about the management of absenteeism. Data was analyzed using thematic analysis by carefully identifying significant themes that emerged from the informants’ experiences and perceptions about management of absenteeism. The findings revealed that managers have negative perceptions and experinces when it comes to the challenges that they have encountered. The study derived recommendations on how to enhance the management of absenteeism within the department. / XL2018