The notion of leadership has taxed the minds of philosophers, politicians, the military, religious thinkers and business for thousands of years. It is recognised that those who have the ability to influence the hearts, minds and behaviours of people, hold uncommon power and have the ability to change history. Generations in different parts of the world face different challenges which demand profound leadership; South Africa is no exception (Meyer & Boninelli, 2004). Despite the volume of literature that exists, clarity and understanding of leadership has not always followed and leadership, as a concept, continues to present major challenges to • practitioners and researchers. In particular: there are almost as many different definitions of leadership as there are people who have tried to define it; there are a number of theories that attempt to explain the nature of leadership; some of these theories achieve this by explaining leadership in terms of basic events or processes (psychological reductionism); each of the theories possess a different focus (leadership as a 'property' , leadership as a ' process' or leadership as a combination of 'property' and 'process' elements); many of the leadership theories have been developed and tested using specific population samples (American/European) and, as the requirements of leaders change to meet evolving business demands, so new concepts and theories emerge thereby creating additional confusion around which theory offers the best understanding. In addition to the challenges associated with leadership literature, a further challenge relates to the link between leadership theory, reality and the extent to which the theories adequately reflect leadership in practice. The aim of the research study is to address these challenges by: reviewing the leadership literature available and extracting the patterns that emerge with regards to effective leadership; determining what effective leadership looks like in a South African context by examining the perceptions, experiences and practices of effective South African leadership and investigating the extent to which the theoretical patterns identified reflect effective leadership practices in South African organisations. With regards to the findings, a number of patterns emerged from the literature review. In addition, a number of key leadership themes emerged from the discussions with the sample group. Themes such as Driving Results, Strategic Thinking, Leading Others and Delivering through People emerged as key capabilities that define effective leadership within a South African context. In reviewing the findings, the perceptions, experiences and practices of South African leadership appears to support the theoretical patterns identified, thereby suggesting that American and European leadership literature can be applied and does reflect effective leadership practices within a South African context. The implications of this include: these theories can be utilised to identify, develop and implement development interventions aimed at maximising leadership capability and effective leadership in the US/Europe appears to be the same as effective leadership in South Africa. In addition, the findings suggest that South African organisations (like their US/European counterparts) have responded to changes in traditional operating models (as a result of growing urbanisation; the explosion in information and communication technologies; the emergence of 'e-commerce' and increasing globalisation and consolidation of businesses) and the subsequent shift in leadership requirements, by producing leaders who are demonstrating the same skills, behaviours and capabilities associated with US/European leadership. The implication of this is that, despite the social, political and economic conditions that marred the South African landscape pre-1994 (the legacy of apartheid and the impact of industrial action, sanctions and international isolation), leadership within South Africa has, over the past 10 years, managed to transcend these environmental factors and evolve in the same manner as leadership in other parts of the world. With regard to these findings, it is important, however, to recognise that the size of the sample (10) and the organisations represented in this study (established corporate organisations employing over 500 hundred employees) may limit the extent to which the leadership capabilities identified offer a true reflection of South African leadership. Research with a larger sample and wider organisation representation (e.g. the small to medium enterprise sector. start up businesses, entrepreneurial enterprises) would allow a more comprehensive list of effective leadership skills and behaviours to be identified and thereby provide a more accurate reflection of South African leadership. In addition, it may lead to the identification of different leadership capabilities which do not match the patterns to emerge from the literature. / Thesis (M.A.)-University of KwaZulu-Natal, 2005.

Within academic literature and contemporary organisations, it has become widely accepted that transformational leaders are required to harness the potential of their human resources in the direction of accomplishing organisational objectives and achieving organisational success. Transformational leaders are typically portrayed as charismatic, visionary individuals who are primarily concerned with the needs of their followers and who project a passionate and inspirational attitude within the organisational context. Little research however, has been directed toward a critical analysis of the power dynamics inherent in the leader-follower relationship and the discursive practices which influence and are influenced by this relationship. The current study sought to determine the extent to which a textual analysis of electronic journal articles pertaining to transformational leadership accurately reflected the presence of discursive effects. The findings revealed that both the knowledge products associated with transformational leadership as well as the practice of transformational leaders were informed by and embedded within a human resources management (HRM) discourse. As this discourse seeks to advance the interests of management and the organisation, transformational leadership functions as a mechanism through which the control and domination of workers is enacted within the workplace. Transformational leaders, through their alliance with a managerialist ideology, aspire to motivate employees to transcend their own self-interests and align their values with those of the organisation thereby engendering compliance, docility and self-domination. Discursive formations persuade employees to invest their subjectivities in the organisation, producing a hegemonic situation in which employees become instrumental in their own subordination. / Thesis (M.A.)-University of KwaZulu-Natal, Durban, 2010.

This research aimed to investigate the internal and external factors influencing career choice and development over a period of approximately ten years and subsequently the variation in, or development of, these factors over this time. In addition, further investigations aimed to understand the extent to which broader economic and global shifts have influenced career trajectory or the experience of careers. The participants in this research were five males, aged between twenty-eight and fortyone, currently completing their Master of Business Administration (MBA). The participants, from different race groups, were interviewed twice using semi-structured interviews and their information recorded and analysed. The analysis, making use of inductive thematic analysis, realised approximately 17 themes that aided in the following findings being confirmed: Firstly, both internal and external factors influenced initial career choice with external factors being somewhat predominant. Secondly, findings suggested a strong relationship between these two sets of factors, with initial internal factors increasing considerably with time, becoming strongly dependant on an entirely new, different set of external factors. Thirdly, findings suggested that career direction and trajectory has become more dynamic and diversified as a result of immense changes in the actual job, resulting in individuals recognising the need to acquire more specialised skills and knowledge to adapt to the current job. In terms of the acquisition of skills, findings suggest that there is no need to change/move jobs; instead it is more important to acquire skills necessary to grow and develop within their current job and company. Results conclude that employees would only be inclined to move/ change jobs only if there was no room for growth and development. Finally, considerable emphasis is being placed on the self, i.e.: self-management of one's career, one's quality oflife and emphasis on personal development (such as the enrolment for an MBA). / Thesis (M.Soc.Sc.)-University of Kwazulu-Natal, Durban, 2006.

The aim of this study was to explore conflict as perceived by Industrial Psychologists in the workplace. The sample of (N=6) consisted of registered Industrial Psychologists. A qualitative research approach was used to explore how Industrial Psychologists in the workplace perceive and experience issues of conflict. A purposive sample was employed. Data was analysed using thematic analysis. The emerging themes were: (1) the Industrial Psychologists’ perceptions and reactions to conflict; (2) organisational structure; (3) organisational management style; (4) the nature and condition of job assignment; (5) individual characteristics; (6) mutual understanding and interaction; and (7) the consequences of conflict. The first six themes describe the sources of the conflict as well as strategies to manage them. The findings of this study reveal that issues such as the perception of and reaction to conflict, organisational structure, and organisational management style, the nature and conditions of job assignment, individual characteristics, and mutual understanding and interaction are important factors contributing to the occurrence and management of conflict. / Thesis (M.A.)-University of KwaZulu-Natal, Durban, 2011.

This research study aims to establish the level of success of a particular stress management programme conducted at Durban Metro Electricity. The study explores the levels of stress experienced by employees before and after attending the stress management programme. This required a pre- and posttest analysis. In addition, a t-test was conducted to ascertain significant statistical or quantitative changes in stress levels. The study also explores qualitative data that reflect the perceived stressors that employees feel they face in the workplace. Five different stressors emerged from the qualitative data: management problems, safety issues at work, staff attitude problems, stressful work tasks, and general job stress. The perceived symptoms of stress are physical, emotional and cognitive in nature. The t-test yielded a fifty percent stress reduction result. Whilst this is commendable, it is important to look at further avenues for stress reduction. It is recommended that a multidimensional approach to stress management be implemented in the organisation. It is maintained that it is not enough to train and equip employees with coping skills. Stress management within the organisation should include support systems and resources to help reduce stress. This refers to a system where managers, supervisors and staff come together to actively consider organisational structure, practice and dynamics so as to find creative solutions to reduce stress. The system should also include individual problem-focused stress 90unselling on a regular basis. By implementing stress management strategies beyond a three-day stress management programme, and by encouraging co-operation of management and employees, Durban Metro Electricity can bring about further reductions in stress levels. / Thesis (M.A.)-University of Natal, Durban, 2002.

The topic of stress is one that has been explored for many years, as individuals have aimed to understand this phenomenon, as well as provide insight into why stress occurs and how it occurs. Besides the interest in this phenomenon, it becomes apparent when examining literature pertaining to this topic that little or no consensus exists surrounding its definition. However, what these diverse accounts do share is an extremely individualised conceptualisation of stress, which homogenises the stress experience. Hobfoll (1998) critically argues that as much as stress is interpreted and experienced at the level of the individual, the experience and interpretation transpires within a social context, a context that constructs and hence influences the experience itself (Hobfoll, 1998). One particular vehicle that plays a role in constructing one's perceptions regarding the phenomenon of stress is that of the Print Media. This study therefore aims to challenge these individualistic conceptualisations by exploring the ways in which the Print Media constructs our perceptions of the organisational phenomenon of stress. The sample for this research consists of four newspaper groups, namely the Business Day, Sunday Times, Mail and Guardian, as well as all those newspapers that fall under the company title Independent Newspapers. Only articles found between 1 January 1994 and 31 December 2004 are drawn upon. The data is organised and analysed on the 'thematic method of analysis' which consists of both 'theory-led' and 'inductive' thematic analysis. This analysis provides insight into the construction and understandings of organisational stress presented by the Print Media, understandings that tend to, on the whole, construct the stress experience at the level of the individual, independent of the role of the organisation in the process. However, there is a group of articles that move away from these constructions to critically note the role of the organisation and the social in one's understandings of organisational stress, and in the stress experience itself. / Thesis (M.Soc.Sc.)-University of KwaZulu-Natal, 2006.

Thesis (MA)--University of Stellenbosch, 2002. / ENGLISH ABSTRACT: Work is seen as an integral part of the existence of human beings. Workers' full potential is needed on every level in organisations. Job dissatisfaction is often 1inked to behavioural patterns such as employees not being punctual and being conspicuous by their absence, high labour turnover and aggression; whilst job satisfaction is reflected in the positive behavioura1 patterns and attitude towards the organisation. Organisations in the competitive market benefit greatly if its employees' job satisfaction is increased. Recent research has indicated that factors within an individual (dispositional factors) do influence job-related outcomes. In the current study attention is given to the possible relationship between a dispositional factor (locus of control) and job satisfaction. The objective of this research is to determine the relationship between locus of control and job satisfaction of emptoyees in a training centre. The literature study focused on conceptualising locus of control and job satisfaction and the relationship between locus of control and job satisfaction. A survey design was used to test the hypotheses of the research. Each individual in the subject group was tested on two variables simultaneously and the connection between the measurements that were obtained, was established. The survey group consisted of 76 employees from a training centre. Two questionnaires were used in this research, name1y the Locus of Control questionnaire and the Minnesota Satisfaction questionnaire. ·With regard to the level of job satisfaction of employees in the training centre, the employees indicated dissatisfaction with regard to opportunities for promotion, authority, company policy, the remuneration that they receive, social status as we" as acknowledgement. Job satisfaction is experienced with regard to moral values, social service, working conditions, performance and activity. The empirical study indicated correlations between sub-scales of job satisfaction and locus of control of empoyees. The main objective of this study was successfully achieved. Conclusions and recommendations for further research were made based on the results of the study. / AFRIKAANSE OPSOMMING: Die verband tussen 101<us van beheer en werkstevredenheid in -In opleidingsentrum. Werk word as 'n onontbeerlike aspek en 'n noodsaaklike deel van die mens se totale bestaan en voortbestaan beskou. Werknemers se volle potensiaal word op alle vlakke binne organisasies benodig. Gedragspatrone soos 'n gebrek aan stiptelikheid, hoë arbeidsomset, afwesigheid en aggressie hou verband met werksontevredenheid, terwyl werkstevredenheid 'n invloed uitoefen op die algemene gedragspatrone wat 'n positiewe organisasie-oriëntasie aandui. Organisasies in markgerigte mededinging kan daarby baat indien werknemers se tevredenheidsvlakke verhoog word. 'Resente navorsing het bevind dat faktore binne die individu (disposisionele faktore) werksverwante uitkomstes beïnvloed. In die huidige navorsing val die klem op die moontlike verband tussen 'n disposisione1efaktor (lokus van beheer) en werkstevredenheid. Die doelstelling van hierdie navorsing is om te bepaal of daar 'n verband tussen lokus van beheer en werkstevredenheid van werknemers in 'n opleidingsentrum bestaan. In die literatuurstudie is gefokus op die konseptualisering van werkstevredenheid en lokus van beheer asook die verband tussen lokus van beheer en werkstevredenheid. 'n Opname-ontwerp is gebruik om die hipoteses van die navorsing te toets. Elke individu in die ondersoekgroep is op twee veranderlikes op dieselfde tydstip gemeet, en die verband tussen hierdie verkreë metings is bepaa1. Die ondersoekgroep het uit 76 werknemers in 'n opleidingsentrum bestaan. Twee vraelyste is in hierdie studie gebruik, naamlik die lokus van Beheervraelys en die Minnesota Tevredenheidsvraelys. Die resultate toon aan dat werknemers in die opleidingsentrum werksontevredenheid ervaar ten opsigte van bevorderingsgeleenthede, outoriteit, maatskappybeleid, vergoeding, sosiale status asook erkenning. Werkstevredenheid word ervaar ten opsigte van morele waardes, sosiale diens, fisiese werksomstandighede, prestasie en 1aastens die ge1eentheid om te al1etye besig te bly. Die resultate van die empiriese ondersoek toon verder dat daar wel 'n verband bestaan tussen subskale van werkstevredenheid en 'n werknemer se lokus van beheer. Die betanqrikste doelstellings van hierdie studie is suksesvol bereik. Gevolgtrekkings en aanbevelings vir verdere navorsing word op grond van die resultate van die ondersoek gemaak.

Thesis (MComm (Industrial Psychology))--University of Stellenbosch, 2006. / The aim of this study is to derive a theoretically justifiable hypothesis on the second-order factor structure of the Leadership Behaviour Inventory (LBI). The available empirical evidence on the validity of the measurement and structural models underlying the Performance Index (PI) together with the positive results on the LBI, allows the opportunity to proceed with the task of explicating and evaluating a comprehensive leadership-organizational unit performance structural model. Before this can be undertaken, however, a good fitting second-order factor structure for the LBI needs to be developed. The second-order factor structure proposed by Avolio, Bass and Jung (1999) for the Multifactor Leadership Questionnaire (MLQ) is adapted, applied to the LBI and tested empirically. The results suggests a reasonable to mediocre fitting model that clearly outperforms the independence model, however, fails to satisfactory capture the complexity of the processes which underlie the LBI.

The main aim of this study was to establish the biographical and business variables as predictors of of success of small business' owners in South Africa. is based on secondary information obtained from the national venture capital organisation. value of the level The study files of a The sample consisted of 569 small business owners active within 435 businesses. The statistical analysis strategy implemented was aimed at eliminating chance and capitalisation on chance in an attempt to eventually identify discriminants in a more accurate, valid and reliable manner. One-way Analyses of Variance with Bonferroni's Ranges test specified (only ordinal and interval scale variables) and Chi-square (only nominal scale variables) were used to initially investigate relationships among level of success of small business owners and biographical and business variables. Stepwise Discriminant analyses was then used to determine the relationship between level of success of small business owners and biographical/business variables. Significant differences in the level of success of small business owners were found for five biographical and seven bus iness variables. Discriminant analyses was then used to predict level of success of small business owners by means of the significant biographical/business variables identified in the first phase of the statistical analysis (Chi-square, One-way Analyses of Variance, Stepwise Discriminant Analyses). The results of the study revealed that certain biographical and business variables are promising as predictors of the level of success of small business owners. The results are discussed in terms of (1) implications for the selection criteria of venture capital organisations in selecting possible successful small business owners and (2) future economic policies for South Africa. / Thesis (M.Com.)-University of Natal, Durban, 1992.

The relationship between stress and wellness has been superficially studied in the past. The aim of this research is therefore to explore the relationship between stress and wellness. To discover this relationship a quantitative, structured questionnaire research method is used. The literature review illustrates the relationship between stress and wellness with specific regard to educators. These constructs are considered individually and then in correlation with each other. Throughout the review a critical approach is adopted to demonstrate various downfalls with the current research in the areas of stress and wellness. The participants were selected using a representative, non-probability sampling strategy from Sivananda Further Education and Training College in KwaZulu-Natal. The participants for the research totalled 71 employees (46 educators and 24 administration staff). A biographical questionnaire, the Occupational Role Questionnaire and the Perceived Wellness Survey were used to collect the data. The data was then analysed using descriptive statistics, frequencies, factor analyses and bivariate correlations in SPSS. The results predominantly suggest that the stress levels for the staff at Sivananda FET College are in the normal range while the wellness levels are generally above average. There is also evidence of there being 19 significant relationships between the dimensions of stress and wellness. / Thesis (M.Soc.Sc.)-University of KwaZulu-Natal, 2005.