A Manufacturing Execution System (MES) is a system that companies use to measure and control critical production activities. As the installed base of MES installations grows, claims that MES does not have a positive impact on the day-to-day operations within manufacturing companies are more common. Documented results and anecdotal evidence are also now available. Due to the pace at which this market has grown, more and more vendors and implementation partners are entering the market. Organizations that wish to successfully implement a MES solution need to be well informed and educated about the intricacies of software implementations. Organizations need to ensure that they are in control of the implementation and not at the mercy of the software vendors and implementation partners for success. Organizations need to plan the whole implementation process thoroughly and top level management need to drive the initiatives within the organization to ensure success. / Thesis (MBA)-University of KwaZulu-Natal, 2007.

Effective change requires that we understand the way the current situation works and that we are clear about how we want the new one to be different. The University of Natal has maintained a position in the middle rank of comparative national research output statistics, with an upward trend evident in the mid 1990s and a downward trend that began in 1998 and continued to 2000. It was already accepted in 1999 that the downward trend had to be reversed in order for the University to remain competitive and continue to attract competent researchers and academics, and ways of doing this were explored by the University's Research Office. It became evident that any strategic changes envisaged by the University had to encompass a revised incentive system if the productivity of the researchers was to be positively affected. The first changes, which consisted of a complete revision of the original incentive system, were implemented in 1999. The University continued to monitor output and looked at additional ways of encouraging research. The research focused on strategic change and a theoretical model was recommended highlighting elements or levers for successful change and how they are dependent on each other. Reward strategies, the change agenda and incentives were examined. The case study was undertaken in order to understand the strategic changes initiated at the University and the study outlined the various incentives awarded to researchers to increase productivity. Information, essentially of a descriptive nature, was gathered from members of the University's Faculty Research Committee by means of a questionnaire. This research affirmed that researchers are motivated by incentive awards, that they believe that the new incentive for productivity award will increase productivity and that it is seen as beneficial to the researcher. They confirmed that they preferred the new arrangement as it was seen as more rewarding than the old incentive system. / Thesis (MBA)-University of KwaZulu-Natal, 2004.

FET Colleges are facing two main challenges in the new educational landscape in South Africa, namely; responding to the desired level of delivery to cater for all South Africans as a postmerged institution and responding to relevant programme demands in a globally competitive environment. This research explores the relationship between service quality and user satisfaction. A model that demonstrates how satisfaction can be seen as both a micro-level response to individual transactions, and a macro-level of service quality is proposed, namely the SERVQUAL model. Using an evidence-based approach, gaps between user expectations and perceptions are explored as well as the gap between expectations and managers perceptions of these. Based on this evidence some observations are made about ways in which Coastal KZN FET Colleges could make more use of the information derived from their own organisation user survey to improve their services. This generic study could easily be carried out at other FET Colleges in South Africa and internationally. / Thesis (MBA)-University of KwaZulu-Natal, 2004.

Conflict is inevitable in a rapidly changing society. The education sector represents a microcosm of this society and is thus as susceptible to conflict as any other sector. The purpose of this study is to explore how and by what means the National Union of Tertiary Employees of South Africa (NUTESA) manages conflict at the Durban University of Technology (DUT). This was explored by identifying some of the major sources, aggravators/moderators and conflict behaviour that exists at DUT as well as the process that NUTESA uses in addressing and resolving conflict. The study also identifies the conflict management styles and strategies that NUTESA uses in resolving union and management conflict. This study uses a qualitative approach and semi-structured interviews to collect the data. Ten committee members of the National Union of Tertiary Employees of South Africa at DUT are interviewed. Data is analysed using descriptive and interpretive approaches. Analyses of the data indicates that NUTESA believes that conflict should be managed constructively and effectively to prevent conflict from escalating and leading to disputes. NUTESA has been pro-active and innovative in many ways at DUT which has promoted good relationships, especially with management, and has fostered open communication, understanding, trust and sensitivity. The process that NUTESA uses in managing conflict is largely dictated by the grievance procedure document specified by DUT. This policy document affords the unions, employee and management the opportunity to communicate and discuss work related issues in a fair and objective manner. Beyond this, NUTESA is extremely committed and protective of its members in many ways, as this study shows. NUTESA are open to communication and believe that a participatory approach benefits all parties within DUT i.e. both management and its members. Being part of the collective bargaining and the labour consultative forums has certainly been a move in the right direction as these forums provide NUTESA with a perfect platform for open and honest discussion with management especially where the interests and the rights of employees are at stake. / Thesis (MBA)-University of KwaZulu Natal, 2006.

During the last century business strategy has been the focus point for many corporations. Industry has grown exponentially and competition has evolved from traditional to nonconventional boundaries. In this age of high technological advances, globalisation and boarder-less markets, the 5 Forces acting on firms within an industry as best explained by Michael Porter, can threaten the livelihood and survival of a business unless they are carefully managed and pre-empted actions are taken. The subject on the what-to-do part of the strategy has been exhausted by many writers, strategists and business consultants. What organisations have realised over the years is that not only is it important to choose a winning strategy, but the manner in which the strategy is implemented is crucially important. A third dimension essential to the successful implementation of a strategy is the ongoing nature and renewal cycles necessary to run the strategy planning process successfully. Business theorists have commonly cited the fact that successful strategies are iv ongomg m nature and need to be regenerated on a continual basis. This is a time-consuming and expensive exercise and has led some organisations to sticking to the orthodox 'start-stop' 5yearly strategy planning processes. This research dissertation presupposes the fact that if strategy is executed in a continual regeneration principle, the organisation gains the ability to respond timeously with fresh strategies as the dictated by the environment. PPC Cement, a premium cement manufacturer and distributor, is also facing the need to streamline its resources towards successful strategy implementation and has a vested interest in unlocking the mystery surrounding the ongoing nature of business strategy. This research dissertation sets the tone m supplying valuable information necessary to companies like PPC Cement m order to make informed decision on whether on not to pursue continual business strategy regeneration, and most importantly - how to? / Thesis (MBA)-University of KwaZulu-Natal, 2004.

In this dissertation the researcher investigates the levels of employee motivation and related contributing factors in his own organization. The researcher reviews and presents the results of a literature survey for the reasons of varying levels of employee motivation amongst staff in his own organisation a Swiss Specialty Chemical Multinational. The researcher identifies a theoretical framework that serves as a backdrop to the interpretation of the empirical results, by providing insight into employee motivation and the role of managers in addressing and improving employee motivation. The study investigated the relationship between intrinsic and extrinsic motivation factors and the extent of the existence of equity factors in the South African environment. Staff motivation in a multinational was analyzed from the perspective of Hertzberg-Hygiene Theory in the present study using survey data from all employees across the organization. An empirical survey examining how staff feels about issues such as working conditions, actual work, company policy & administration ,job security, job advancement ,supervision, recognition and remuneration. The researcher reported, analyzed, and interpreted the results of the data that were obtained via the questionnaires and that were captured using the statistical computer program SPSS 11.5. The empirical results and analysis of the fieldwork revealed that management must address key issues such as recognition, job security and advancement within the organisation in order to improve or increase levels of staff motivation. The issue regarding remuneration is always a sensitive and emotional topic; management must ensure that consistent and fair practice is instilled. / Thesis (MBA)-University of KwaZulu-Natal, 2006.

This study investigates the implementation of non-financial corporate governance principles at the eNdondakusuka municipality. The study draws largely on the reports of the King Commission of 1994 and 2002 because there is very little written about non financial corporate governance principles in South Africa. Specifically, the study looks at safety, health, ethics and issues related to human resources management. Information on financial corporate governance principles is readily available and hence subject to easier monitoring and analysis than that on non-financial corporate governance principles. In this study a questionnaire was used to solicit for information from employees about the extent to which non-financial corporate governance principles are implemented within the municipality. The thrust of the study was to get an in-depth understanding of the issues and their application to the daily functioning of the municipality. Out of the one hundred questionnaires that were distributed 64 were completed and returned. The key findings of the study suggest that municipal workers are neutral towards non financial matters of corporate governance at the municipality (in terms of mean scores are relative to the mid-point score of three (3) on the five (5) point scale utilized in the study). However, two principal areas emerge from the analysis. One is a negative point of view, the effectiveness of the HIV/AIDS plan is regarded with disfavor by the municipal workers and second point of view which is positive, where the municipal effort to address environmental issues is regarded in a favorable light by municipal workers in the study. In sum, one can conclude that the municipality has not been able to effectively implement non-finance corporate governance principles with particular reference to safety and health issues. The perceptions of employees on ethics at the workplace, just like those for safety and health are neutral. Though an above neutral point is recorded for transparency by management the common belief is that information on organizational performance is not readily available. Added to this is the lack of an effective system for reporting unethical behaviour. Though less than ten percent responses were recorded for these aspects, poor discipline and lack of role clarity were identified as the major obstacles to ethical behaviour in the organization. The key issues for human resource development relate to performance management and training. The responses suggest that if employees are to be effective, more training needs to be conducted. Though respective Sectors of Education and Training Authority (SETAs') offer an opportunity for further staff development, the benefits of such initiatives have not been felt by the employees. Furthermore, the association between performance appraisals and training is yet to be seen. Overall, this study confirms that there is neither a complete lack of non-financial corporate governance principles nor is the implementation of the same clear and beneficial to all employees. Seemingly, employees across the board do have a hazy picture about the application of these principles in the municipality but apparently do not have adequate information to take a definite stance and hence the majority gave neutral responses. In conclusion the study recommends that with regard to the health and safety working environment the employer needs to intensify its HN/AIDS programmes which are contained in the HIV/AIDS policy of the Municipality. In this effort it should conduct more workshops that encourage voluntary testing which will assist the organization to plan ahead with regard to future human capital needs resulting from HIV/AIDS pandemic. There was recognition of a certain concern for the safety of its employees,however, not as fully recommended by Occupational Health and Safety Act, No. 181 of 1993. It is therefore recommended that the municipality applies the requirements of this Act to ensure the safety of its employees. It was further recommended that a hot-line facility to report any unethical behavior be implemented and that the employer take what has been reported seriously so that employees and the community could have confidence in the system. The employer was also encourage to improve consultation with the stakeholders so that its policies and strategies are not considered to have been taken unilaterally, in other words, the employer should promote democracy in the workplace. The employer was further adviced to implement a performance management system that would link with training and development of human resource capital. In fact chapter 6 of the Municipal System Act, No. 32 of 2000 suggests that municipalities should have organizational and individual performance management systems so that they can measure their performance at organizational as well as individual level to enhance service delivery. / Thesis (MBA)-University of KwaZulu Natal, 2005.

"Give poor communities the opportunity, and then get out of the way" Philosophy of FINCA Research has shown that in the provision of financial services to the poor there are two highly distinct approaches. The one considered the 'formal institutional approach', which attempts to provide these services but are motivated by the need to maintain financial sustainability and therefore generally operate on a wide scale, with large clientele that would not be served by the formal banking sector. The second encompasses those providers who are purely motivated by the need for the social upliftment of poor communities. Their aim is to effect change in the living standards of the poor via financial assistance and the encouragement of economic empowerment and independence. The Foundation for International Community Assistance (FINCA), whose aims and objectives, whilst falling into the latter category of providers still needs to address the question of sustainability, as it is solely dependent on donor funding. Most donors usually demand clear and sustainable results. This places an onerous task on the managers and providers of credit for social development to design sustainable and practical models for disbursement and payback. The financial services industry is still grossly underdeveloped in its ability to cater to the socio-economic needs of people and communities around the world. While there have been enormous innovations in the for-profit financial services industry, there have been few breakthroughs in the ways social sector activities iv are funded . As a result social entrepreneurs are attempting to create alternate financial services and models of funding for social ventures. Dr. Younus, of The Grameen Bank, has given birth to dozens of new enterprises using what he calls 'social venture capital'. Many initiatives are under way to explore a better way of financing social ventures. However, the question still remains, Can and do these Programmes extend the Philosophy of Pro-Poor Upliftment yet Maintain Financial Sustainability? Against this backdrop, the Individual Loans Programme was designed and piloted by FINCA - Durban. The Individual Loans Programme claims to economically empower poor communities yet be financially sustainable for FINCA. Its pilot phase analysis reveals many merits in its approach and financial sustainability if evaluated solely against the criteria mandated by FINCA. Utilising the Consultative Group to Assist the Poorest (CGAP) guidelines in setting interest rates and assuming costing values, an appropriate interest rate falls between 41 % and 44% for the Individual Loans Programme. The fact that it charges an interest rate of 84% per annum more than meets the requirements of financial sustainability. However, if it aims to reach the truly poor, then not only are its charges exorbitant but its strategy contains many requirements contrary to pro poor practices and therefore revisions in its dispensation are needed as it fails in terms of a pro poor model of micro finance practice. / Thesis (MBA)-University of Natal, 2003.

Zimbabwe is currently experiencing unprecedented hyperinflation, which is impacting on the effectiveness and efficiency of businesses operating in this unstable economic climate. The current skewed economic policies are producing unusual threats for these businesses but are also providing unusual opportunities for exploitation. Some of these threats can be summarised as the breakdown of social infrastructure, which has worsened the effects on these operations of low world market prices for primary products. There is a large amount of strategic systems and controls theory about management in turbulent operating environments. Most of these focus on survival against fast moving competition from rivals and substitutes, rapid pace of technological change and similar developed country problems. Conventional strategic theory relies on stable currency and procurement environments and is not well adapted to operations in hyperinflation situations. This paper reports the results of a study of strategic changes introduced as survival mechanism by four businesses with a long operating cycle in primary agricultural production. The study examines the relevance of specific strategic theories to each of the respondents. The respondents questioned all expect that the economic situation will return to "normal" and that these strategic adjustments will be replaced with conventional theory soon thereafter. / Thesis (MBA)-University of Natal, 2003.

This research deals with assessing and analysing the reasons behind the low productivity and profitability growth of the Eritrean Marine Products Company (EMPC) and the main goal of this research is to assist the company to improve its competitive position in the export and domestic markets. In order to address the low productivity and profitability of EMPC (the research problem), the following four main objectives are outline I valuating how and to what extent the company capitalises on its strengths and opportunities, and avoids weaknesses and the threats in the environment; testing how the company's strategy is suitable by determining how the company's capabilities are effective in adding value and improving its competitive position; testing the strategy acceptability by assessing the financial performance and outcomes of the company, and finally testing its feasibility by assessing whether the company has the resources and competencies that match to the strategy. To discuss the research objectives literature review is developed based on the strategy evaluation process using the evaluation criteria of suitability, acceptability and feasibility frame-work. Since this research is a case study and qualitative in nature, annual reports and other studies about EMPC are used to collect the secondary data. Interviews have been also conducted with the company's managers and other staff members to collect the primary data. According to the study findings, EMPC has a lot of opportunities such as growing demand of fish in international markets especially the EU market, and financial as well as technical support from the Eritrean Government. However, EMPC has some structural weaknesses such as lack of fishing skills and insufficient infrastructure which resulted in shortage of supply. The gap analysis showed that there is a big gap between the projected and actual quantities of fish production. The financial performance of Asmara Processing Plant (branch of EMPC) is quite satisfactory, while ERIFISH (branch of EMPC) was facing financial loss. The gross and net profit margins were negative through out the period of 1999-2002. Finally, it is recommended that EMPC has to revise its production plan, improve its internal operations, and upgrade the skills of the staff. To be competitive in the export market, EMPC should either invest in niche market by providing high-perceived value, through better quality, design, and branding or horizontally integrate with capable firms is a valuable option for the company to benefit from the fishing know-how and economies of scale. / Thesis MBA)-University of KwaZulu-Natal, Durban, 2004.