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CSR-prestations påverkan på tillgång till kapital : En kvantitativ studie på 272 noterade företag inom EUSvarfvar, Johanna, Sörell, Erika January 2020 (has links)
Sammanfattning Titel: CSR-prestations påverkan på tillgång till kapital Nivå: Examensarbete på Grundnivå (kandidatexamen) i ämnet företagsekonomi Författare: Erika Sörell och Johanna Svarfvar Handledare: Jan Svanberg Datum: 2020 – juni Syfte: Företags sociala ansvarstagande (CSR) blir en allt viktigare fråga i samhället och olika intressenter ställer högre krav på företagen. Det finns olika åsikter om CSR-aktiviteter är en onödig kostnad för företag. Att ha tillgång till kapital är dock av stort värde för alla sorters företag och påverkas av huruvida företag upplever kapitalbegränsningar eller inte, vilket kan mätas på olika sätt. Syftet med den här studien är att undersöka om CSR-prestationer kan påverka företags tillgång till kapital, med avseende på kapitalbegränsningar inom EU. Metod: Studien utgår från en positivistisk forskningsfilosofi med en hypotetisk-deduktiv ansats. Studien har en kvantitativ design med sekundärdata inhämtad från databasen Thomson Reuters Eikon. Urvalet består av 272 publika bolag inom EU med data för åren 2010–2019. Data har analyserats genom multipla regressionsanalyser i statistikprogrammet SPSS. Resultat och Slutsats: Resultatet påvisar inga tydliga samband mellan CSR-prestationer och de tre undersökta måtten på kapitalbegränsningar: KZ-index, WW-index och SA-index. Gemensamt för dessa är dock att sambanden är svaga. Det finns därmed inga bevis för att bra CSR-prestation skulle ha en positiv påverkan på företags tillgång till kapital, utan kapitalbegränsningar verkar yttra sig olika i olika företag och är därför svårt att mäta. Examensarbetets bidrag: Studien bidrar till att utöka forskningen kring CSR-prestation och tillgång till kapital, och signalerar att kapitalbegränsningar är ett komplext mått och att det finns brister i hur kapitalbegränsningar mäts. Studien ger också ett praktiskt bidrag i form av stöd för företag i att engagera sig i CSR eftersom det kan ge positiva effekter för företaget. Förslag till framtida forskning: Ett förslag till framtida forskning är att utöka studien till att omfatta andra delar av världen men också att undersöka andra mått på CSR-prestation, eller att dela upp ESG-måttet och studera de olika dimensionerna var för sig. Nyckelord: CSR, ESG, tillgång till kapital, kapitalbegränsningar, KZ-index, WW-index, SA-index / Abstract Title: CSR performance affect on access to capital Level: Student thesis, final assignment for Bachelor Degree in Business Administration Author: Erika Sörell and Johanna Svarfvar Supervisor: Jan Svanberg Date: 2020 – June Aim: Corporate social responsibility (CSR) is becoming an increasingly important issue in the society and various stakeholders place higher demands on companies. There are different opinions about whether CSR activities are an unnecessary expense. Having access to capital is of great value to all kinds of companies and is affected of whether or not the company experiences capital constraints, which can be measured in different ways. The aim of this thesis is to investigate if CSR performance can affect companies’ access to capital, with regard to capital constraints within the EU. Method: The study applies a positivistic research philosophy with a hypothetical-deductible approach. The study has a quantitative research design with secondary data retrieved from the database Thomson Reuters Eikon. The sample consists of 272 public companies within the EU with data for the years 2010–2019. Data has been analyzed in the SPSS statistics program. Result och Conclusion: The results show no obvious relationship between CSR performance and the three measures of capital constraints examined: KZ-index, WW-index and SA-index. A shared characteristic is that the relationship is weak. There is thus no evidence that a good CSR performance would have a positive impact on companies’ access to capital. Capital constraints appear different in all companies and are therefore difficult to measure. Contribution of the thesis: The study contributes to expanding the research on CSR performance and access to capital, and signals that capital constraints are a complex measure and that there are shortcomings in how they are measured. The study also makes a practical contribution in form of support for companies in engaging in CSR as it can have positive effects. Suggestion for future research: One suggestion for future research is to extend the study to other parts of the world but also to study other ways of measuring CSR performance, or to split the examined ESG Score and study the different dimensions of CSR separately. Keywords: CSR, ESG, access to capital, capital constraints, KZ-index, WW-index, SA-index
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Language planning and social transformation in the Limpopo Province: The role of language in educationRammala, Johannes Ratsikana 22 June 2005 (has links)
Please read the abstract in the section 00front of this document / Thesis (DLitt (Linguistics))--University of Pretoria, 2002. / Afrikaans / unrestricted
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Estimated environmental risks of engineered nanomaterials in Gauteng.Nota, Nomakhwezi Kumbuzile Constance 28 February 2011 (has links)
Thesis (MScEng (Process Engineering))--University of Stellenbosch, 2011. / Please refer to full text for abstracts
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The development of a high achievement culture at Continental Tyre SA (Pty) LtdZamisa, Sakhiwo Glen 03 1900 (has links)
Thesis (MBA)--Stellenbosch University, 2004. / ENGLISH ABSTRACT: As Continental Tyre SA strives to carve a path towards high performance, it is
critical that the nine (9) factors of workplace practices, suggested by David
Maister, are embraced fully and become integral part of its strategic direction.
To be able to achieve as a world-class low cost producer of quality tyres,
Continental Tyre SA will not only upgrade its technology and improve
processes, but also the development of its employees to their best ability is
imperative.
As the study findings have shown, there is an unwavering commitment and
enthusiasm from employees at Continental Tyre. Senior management must
capitalize on these positive results in building and instilling more pride, by
ensuring that employees are empowered and capacitated to fulfill their
personal ambitions and the goals of the organisation at large.
For Continental to deliver high quality and maintain supreme standards of
service as expected by its customers, they have to ensure that all employees,
as people who are in the front line of customer service, are equipped with
appropriate knowledge to understand all their products and the unique needs
of customers. Quality Systems have to be strengthened and updated regularly
through audits, so as to align with global best performers.
Another critical consideration of people management are coaching and
mentorship programs, that serve as a guide and support to employees
development processes. Employees must be encouraged to discuss the
issues that affect their performance within this relationship. This management
practice helps to exploit the full potential of individual employees as they strive
to contribute by the achievement of high performance within the organisation.
The culture of high performance is enhanced by well managed and effective
protege - mentor relationships that are practiced throughout the organisation.
With coaching, complex and highly intimidating change interventions are
handled with great confidence by employees. Fair compensation and incentive schemes have become a critical part of
reward systems, and Continental Tyre SA is no exception. However, for this
business practice to achieve its intended objective, reward and motivation, it
has to be implemented in an equitable and fair manner, consistent with the
efforts and contributions of employees, When fair, compensation will tend to
have a postive influence on the other factors. High levels of satisfaction will
not be guaranteed by fair compensation only, but employees will enjoy their
work more when allowed to be creative and when given the freedom to make
decisions that determine how they will do their job best.
Continental Tyre can derive satisfaction and encouragement from the
outcome of the survey. Real satisfaction will come from financial and market
performances that confinm the positive results of the high achievement
research study. Lastly, the culture survey must be developed as an
organisation practice that will ensure regular, reliable feedback of employee
opinions. Not only will Continental Tyre SA be able to maintain and gain
loyalty from its present employees with progressive high achievement
practices, they will gradually attain the status of employer of choice, thereby
attracting ta lented high potential employees. / AFRIKAANSE OPSOMMING: In Continental Tyre SA se strewe na hoë werkverrigting is dit essensieel dat
die nege faktore aangaande werkplek-praktyke soos deur David Maisler
voorgestel, ten volle aanvaar word om 'n integrale deel van die organisasie se
strategie te vorm. Om hul beeld as verskaffers van wereldklas, lae-koste,
gehalte bande uit te leef, poog Continental SA nie alleen om tegnologie te
verbeter en sodoende prosesse te verhoog nie, maar is die ontwikkeling van
die organisasie se werknemers se vermoens van kardinale belang.
Bevindinge uit die studie toon 'n intense toewyding en belangstelling onder
werknemers by Continental Tyre SA. Dit is dus noodsaaklik dat senior
bestuur voortbou op die bevinding deur geleenthede te skep vir die
bemagtinging van werknemers om hul persoonlike ambisies en doelwitte uit te
leef, wat op die lange duur tot voordeel van die maatskappy kan strek.
Om te verseker dat Continental Tyre SA diens van hoë gehalte en net die
hoogste standaarde lewer, soos deur hul klienle verwag word, moet daar
toegesien word dat alle werknemers, wat gewoonlik in die voorste linies is as
dit kom by klientediens, toegerus word met die nodige kennis oor produkte
asook oor die unieke behoeftes van kliente. Die voortdurende versterking en
opgradering van kwaliteitstelsels deur middel van ouditte sal verseker dat in
pas gebly word met globale presteerders.
In mensebestuur moet daar ook krities gekyk word na afrigting- en
mentorskapprogramme, wat kan dien as gids en wat ondersteuning kan
verleen aan die ontwikkelingsproses van werknemers. Werknemers behoort
aangemoedig te word om kwessies rakende hul prestasies binne hierdie
verband te bespreek. Sodanige bestuurspraktyk moedig werknemers aan
om individueel tot volle potensiaal te ontwikkel in hul strewe om deur die
lewering van kwaliteit werk ook 'n bydrae tot die organisasie te maak. Effektiewe en goedbestuurde protege/mentor verhoudinge wat toegepas word
in die hele organisasie verhoog die kultuur van hoë werkverrigting en
prestasie. Gekompliseerde en hoogs intimiderende veranderingsintervensies
kan met die hulp van afrigting, met groot selfvertroue deur werknemers
hanteer word.
Billike kompensasie en aansporingskemas het al 'n kritieke deel van
besoldiging geword in organisasies en Continental Tyre SA is geen
uitsondering nie. As besigheidspraktyk met motivering en vergoeding as
doelwit, moet hierdie doelwit in pas met die bydraes en pogings van
werknemers, op 'n billike wyse ge'implimenteer word. Indien vergoeding billik
is, sal dit neig om ander faktore positief te be'invloed. Billike vergoeding lei
nie noodwendig tot hoë tevredenheidsvlakke by werknemers nie, maar
werknemers sal hul werk meer genotvol vind indien hulle toegelaat word om
meer kreatief te wees en die vryheid gegun word om besluite te neem oor hoe
om optimaal te funksioneer in hul werk.
Die uitslag van die opname kan dien as aanmoediging vir Continental Tyre
SA, wat met reg tevrede daarmee kan wees. Werklike bevrediging sal uitvloei
uit die finansiele- en markaanwysings wat die positiewe resultate van die
hoogstaande studie-navorsing weerspieel.
Ten slotte moet die kultuuropname ontwikkel word tot 'n gereelde, betroubare
terugvoering van die opinies van werknemers. In die lig hiervan sal
Continental SA nie slegs die lojaliteit en hoë werkverrigtingspeil van sy
huidige werknemers handhaaf en behou nie, maar sal die status van
werkgewer volgens keuse behaal gaandeweg bereik word en sodoende
talentvolle, hoë profiel werknemers gelok word.
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A critical assessment of the public investment corporation's corporate governance matrix and case study on the state of corporate governance of the MTN group and Telkom SA limitedMohlaba, Matseko Frida 12 1900 (has links)
Thesis (MBA (Business Management))--University of Stellenbosch, 2010.
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The creation of an environment conducive to adult distance learning at Technikon Southern AfricaGovender, Dayalan 12 1900 (has links)
Thesis (MPhil)--University of Stellenbosch, 2001. / ENGLISH ABSTRACT: Distance education is increasingly being regarded as a possible solution for
some of South Africa's educational problems. The Literature, however,
illustrates no concrete research that has been conducted in terms of the creation
of an environment conducive to adult distance learning institutions like
Technikon Southern Africa. There are perhaps numerous reasons for this,
however being a 'distance learning setting' is probably one the most prominent
reasons for not seriously considering the learning environment as both an
essential and vital determinant governing the learning process.
In this research an interpretative study has been done of the programme group
Police Practice of Technikon Southern Africa. The purpose of this study was to
establish whether an environment conducive to adult learning does in fact exist
in Police Practice and to develop a set of recommendations/criteria which could
be used by this programme group of TSA.
Various critical questions stimulated this study. These questions were in tum
used to generate interview questions, which were used during the interview
process. A qualitative approach was followed and data was obtained by means
of interviews. The subjects of the study were educators of the programme group
Police Practice of Technikon Southern Africa. There were a number .of conclusions drawn from this study. Some of the most
prominent of them were as follows:
• This is a lack of meaning given to the open / flexible approach.
• Considering adult learning principles in distance learning IS of vital
importance.
• A more personalized approach to distance learning is necessary.
• There is a crucial need for in-service training and staff development.
• Technological advancements should be adopted with caution.
• There exists a need to create a much more challenging environment for
learners.
Various recommendations were generated from both the conclusions and the literature
study of this research. Some of the most important of them were as follows:
• An open learning approach should be used.
• The implications of adult learning principles should be carefully considered.
• Personalising learning through the use of the text should be implemented.
• Appropriate in-service training for educators should be made available.
• A challenging environment should be created.
In addition to this a possible checklist was proposed for the creation of an environment
more conducive to adult learning (distance education). / AFRIKAANSE OPSOMMING: DIE SKEP VAN 'N OMGEWING WAT BEVORDERLIK IS VIR LEER
AAN TECHNIKON SUIDER-AFRIKA
Afstandsleer word toenemend beskou as 'n moontlike oplossing vir sekere Suid-Afrikaan
onderwysprobleme. Volgens die literatuur is daar egter geen bewys van konkrete
navorsing oor die skep van 'n omgewing wat bevorderlik is vir volwassene
onderwysinstansies soos Technikon Suider-Afrika nie. Een van die hoofredes waarom die
onderwysomgewing in afstandsonderwys nie as 'n noodsaaklike bepalende faktor in die
leerproses beskou word nie is juis dat dit binne 'n "afstandsleer-konteks" val.
In hierdie navorsing is 'n interpretatiewe studie van die Programgroep: Polisiepraktyk
van Technikon Suider-Afrika uitgevoer. Die doel van die navorsing was om vas te stelof
daar wel 'n onderwysomgewing wat bevorderlik is vir afstandsleer by polisiepraktyk
bestaan. Verder was die doelook om riglyne te ontwikkel wat deur die Programgroep van
Technikon Suider-Afrika gebruik sou kon word.
Verskeie kritieke vrae het hierdie navorsing gestimuleer. Hierdioe vrae is op hulle beurt
gebruik om vrae wat in die onderhoudproses gebruik sou word, te genereer. 'n
Kwalitatiwe benadering is gevolg en die data is deur middel van onderhoude ingesamel.
Fasiliteerders/dosente van die Programgroep: Polisiepraktyk van Technikon Suider-
Afrika vir die onderhoude gebruik.
Verskeie gevolgtrekkings/afleidings het uit die navorsmg gespruit. Van die mees
prominente gevolgtrekkings sluit in:
• Daar is 'n gebrek aan sinvolheid met betrekking tot oop/plooibare leer.
• Dit is duidelik dat volwassene leerbeginsels in afstandsleer belangrik is.
• 'n Meer persoonlike benadering tot afstandsleer is noodsaaklik.
• Daar is 'n deurslaggewende behoefte aan indiensopleiding en ontwikkeling.
• Omsigtigheid in die benadering tot tegnologiese vooruitgang is noodsaaklik. • Daar bestaan 'n behoefte aan die skep van 'n veel meer uitdagende omgewing vir
leerders.
'n Aantal aanbevelings is op grond van die gevolgtrekkings en die literatuurstudie van
hierdie navorsing gegenereer. Voorts is 'n moontlike kontrolelys vir die totstandkoming
van 'n omgewing wat bevorderlik is vir volwassene afstandsleer, voorgestel. Die
belangrikste daarvan was die volgende:
• Die gebruik van 'n oop-leer-benadering
• Die inagneming van die implikasies van volwassene leer-beginsels
• Die verpersoonliking van leer deur die gebruik van die teks
• Toepaslike indiensopleiding vir opvoeders
• Die sken van 'n omgewing wat uitdagings bied.
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Transition from Ghaznavid to Seljuq rule in the Islamic EastBosworth, Clifford Edmund January 1961 (has links)
This thesis deals primarily with the eastern Islamic world during the period 1000-40. It attempts to delineate the structure of the Ghaznavid empire, its personal and administrative aspect (Part I) and its military aspect (Part II). The material used in Part II has already appeared in substantially similar form as "Ghaznevid military organisation" in Der Islam, XXXVI, 1960, 37-77. Against this background, the province of Khurasan under Ghaznavid rule, and in particular, the city of Nishapur, are described (Part III). The irruption of the Seljuqs is treated in Part V. However, a survey of what is known of the Oghuz before these migrations is prefixed to this (Part IV). It summarises presently-held views, attempting to synthesise the work of Central Asian specialists, Turcologists, historians and archaeologists, who alone are competent to investigate at first hand this difficult subject. The scope of the thesis is therefore that of the decline of Ghaznavid power in the west, and it is this aspect which has been concentrated upon, for the early years of the Great Seljuq dynasty have already been extensively covered by such scholars as Cl. Cahen, I. Kafesoğlu and M.A. Köymen, and the administrative system of the Seljuqs has been examined by A.K.S. Lambton in her London University thesis on Seljuq institutions. This thesis has been prepared under the joint supervision of the Rev. Dr. W. Montgomery Watt and Mr. J.R. Walsh, to whom I am greatly indebted for help and encouragement; from the latter, in particular, I have enjoyed much stimulating conversation and judicious guidance through the literature of the period.
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Rhétorique égalitariste contre pragmatisme autoritaire : les politiques d'État vietnamiennes et leurs implications pour les Hmong/DaoGoulet, Caroline January 2005 (has links)
Mémoire numérisé par la Direction des bibliothèques de l'Université de Montréal.
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The effectiveness of the PMS used for middle-level managers in the SAMHS HQ within Gauteng ProvinceDube, Boitumelo Joyce 27 January 2014 (has links)
Thesis (M.M. (Security))--University of the Witwatersrand, Faculty of Commerce, Law and Management, Graduate School of Public and Development Management, 2013. / Performance Management (PM) is one of the most important formal
management tools that organisations use in the evaluation of individual
job performances and potential. The organisation uses this tool to arrive
at human resource decisions that further the goals of the individual and
the organisation.
The purpose of this descriptive quantitative study was to investigate the
effectiveness of the Public Management Systems (PMS) used for middlelevel
managers in the SA Military Health Services (SAMHS) Headquarters in
Gauteng Province.
A self-administered questionnaire was used to collect data. Microsoft
Excel statistics functions were used to calculate the totals, produce
tables, graphs, and pie charts.
The main finding of the study was that “an effective PMS could be
implemented fruitfully if the emphasis is on proper implementation”. It was
established that although much momentum has been gained with the
implementation of the PMS in the SAMHS HQ critical issues such as
communication, performance reviews, and performance reward need
to be addressed by management.
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An employee's perspective of co-branding separation on brand commitmentMunzhelele, Mukundi 11 July 2014 (has links)
The use of co-branding as a strategy has become increasingly important to managers due to saturation in mature markets and the search for growth in emerging nations (Chul, 2009; Helmig, Huber, & Leeflang, 2008; Uggla & Asberg, 2010). In this study, a co-branded joint venture strategy is seen as an enterprise or an organisation introducing a national brand into a foreign market using brands that are successful in that foreign market, thus creating a co-brand (Kuvykaite & Mascinskiene, 2010).
Co-branded strategies do not necessarily last for an indefinite period of time and the companies involved may want to separate after some time, particularly when the multi-national firm wants to align subsidiaries under the same corporate identity and brands. This split leads to impacts on a number of different levels including internal stakeholders (e.g. employees), external stakeholders (suppliers, consumers etc.) and the reputation of the firms. It can be argued that employees are the most affected by co-branded ventures above all other stakeholders.
Danone Southern Africa is a firm of French origin which entered the South African dairy market through a joint venture with Clover South Africa. The two companies formed the Joint venture, Danone-Clover in 1998 (Abratt & Motlana, 2002), to operate within the fresh dairy produce market (i.e. Yoghurt, Custard and Maas). Whilst the two organisations had formed a joint-venture, Clover South Africa continued to operate separately within the broader dairy and beverages market. Danone subsequently bought out Clover’s share in the joint-venture in 2010 (Danone, 2010), resulting in the two firms no longer having a joint venture operation and functioning as separate entities within the South African market.
This study explored the effects of a co-branding joint-venture separation, on the brand commitment of employees of the separated organisation. The study explored the process of the separation from a case study perspective. One-to-one interviews were conducted, with the use of open-ended and semi-structured questions with the
responses recorded. The population of the study were employees of Danone Southern Africa, based at the Roodepoort head office. There were two sets of respondents, the first being employees who were part of Danone-Clover and are now employees of Danone Southern Africa. The second were respondents that had only being under the employment of Danone Southern Africa, i.e. joining the organisation post the joint venture separation in 2010. The study made use of judgemental sampling where sample sizes are often determined on the basis of theoretical saturation, as a result 18 respondents were interviewed.
The results of the study showed that a co-branding joint venture separation has a negative impact on brand commitment, in that brand commitment decreases after the dissolution of the joint venture. In this specific case study, Danone’s brand performance was not negatively impacted particularly in terms of market share, where Danone is the dominant player within its category. The corporate brand, however, was negatively impacted in terms of external brand recognition, as there is confusion between the Clover and Danone brands with consumers seeing Danone as part of Clover South Africa.
The Danone brand, post dissolution, performed well in the marketplace due to the fact that there was high fit between the two organisations that had formed the joint venture, a restraint of trade agreement post the joint venture dissolution, Danone Southern Africa buying the dominant sub-brands from Clover, the inability of competitors to take advantage of the dissolution of the joint venture and manager performance in managing the brand post dissolution. Danone has however, been negatively impacted internally by the dissolution. The organisation has experienced high turnover across senior, middle and junior management, leading to a loss of institutional knowledge. The results also suggest that due to the high fit between the firms, brand promise and understanding of the brand were negated as issues, post dissolution, for Danone. The dominance of the sub-brands also made it somewhat easier for employees to continue to perform, as those brands were already well established within the organisation and the country. The Danone organisation also experienced a negative culture in the eyes of the internal stakeholder, which in part has been a large contributor to the higher turnover. The study
also showed that employees who remained with the organisation post the co-branded joint venture separation had higher commitment than employees who joined post the joint venture separation. There were also informal processes for learning within the organisation post dissolution, it was recognised that a more formal and prioritised knowledge management process needed to be started by the organisation.
This study has theoretical and managerial implications. Future research could include other geographic territories, industries and a consumer evaluation on the effects of the dissolution. Given that the two organisations will become competitors (from 2015 onwards), it offers an opportunity for a longitudinal study on the two organisations and how they interact (in the areas of brand standing, identity, employee perception, market share and brand interaction with consumers) over the coming years.
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