The business environment is dramatically changing. Companies today face the challenge of increasing competition, expanding markets, and rising customer expectations. This increases the pressure on companies to lower costs in the entire supply chain, shorten throughput times, reduce inventories, expand product choice, provide more reliable delivery dates, better customer service, improve quality, and efficiently coordinate global demand, supply and production. Process improvement and the need for it move fast in today’s competitive markets. Methodologies used in business for advancement and remaining competitive are enterprise resource planning and lean. This study was concerned with the perceived production planning control problems at Cataler South Africa. Cataler South Africa manufactures catalytic converters for the Toyota market. The objectives of the study were to evaluate the inventory system, procurement of raw materials, to determine the impact of the need to place urgent orders of raw material, to establish an effective production planning schedule and to ensure timeous delivery of products to customer. The study employed an exploratory research using qualitative methods to analyse the responses of 15 participants at senior level. Several initiatives were identified which would enable the organisation to pursue an effective production planning system. Strategic recommendations were made for the production control department. In terms of implementation, it was recommended that Cataler South Africa commence with inventory policy objectives, supplier and customer delivery monitoring and visualisation, training and communication at all levels to redesign the production control processes and to change the way the department conducts its daily duties. / Thesis (MBA)-Unversity of KwaZulu-Natal, Durban, 2012.

The research centred around the fact that the existing methods of distributing life and investment products was inefficient and it was decided to research the issue to determine whether a more suitable cost effective method could be developed. Currently the distribution of life and investment products is very expensive and therefore an alternate method of distribution was being explored. This was also endorsed in a survey conducted by the Financial Services Board were it was found that in order for financial services company to survive and compete new models need to be developed to compete in this increasingly globalised industry. Life assurance and investment products in South Africa and elsewhere in the world is sold by agents who are employed by the life assurance and investment companies. More recently other distribution channels have emerged and these include the internet, direct mail and call centres. The share of business that is obtained through these means is also an interesting feature to explore when investigating the methods used by new entrants to this multi billion rand industry. The situation prevailing in the local industry is that independent brokers secures a contract with the life company's and this places the broker in a position to market the company's products through the use of business consultants. There are significant costs associated with the current model of distributing the companies' products. These are broker consultant salaries, car allowances and traveling expenses, entertainment expenses, overriding commission on the business sold by the broker they servIce, management and support staff expenses and related expenses. The proposed model will have following characteristics. • Have distribution contracts with all independent brokers. • Using the franchise methods of training and recruiting business consultants. • Variable costing methods in determining payments for service delivered. • This method would also significantly reduce the cost of distribution by the new entrants into this multi billion rand industry. In the final analysis it was shown that the third party distributor would make a difference to the manner in which life and investments products is distributed in this dynamically changing industry. / Theses (MBA)-University of KwaZulu-Natal, 2006.

Apiculture or beekeeping is a new initiative in Swaziland, aimed at improving livelihoods for rural people. There is a potential for growth in the industry, but the question is, “are the rural beekeepers gaining from this opportunity?” The aim of this study was to highlight business challenges that hinder rural beekeepers from exploiting the industry opportunities. In order to ascertain the challenges faced by the beekeepers, a sample of farmers from Northern Hhohho, Swaziland was studied. A probability sample of 41 rural beekeepers was drawn from a population size of 384 beekeepers. The sample composed of 58.5% females and 41.5% males, with a majority of them, 29.3% falling between the ages of 31 – 40 years. Results of the study show that 53.7% of the respondents relied solely on beekeeping as their source of income, or livelihood. Northern Hhohho was chosen because of its natural vegetation and climate, which makes the area conducive for beekeeping. It is also a predominantly rural area. Data was collected through a questionnaire, developed for this research and administered to the beekeepers in that area. The study revealed that lack of input resources and an unstructured industry are the reasons for failure of the business ventures. A salient point is the lack of entrepreneurial skills of the beekeepers. It is recommended that, improving entrepreneurial skills, for the SMME beekeepers and Swaziland government intervention in facilitating input resources could benefit the rural beekeepers, in terms of ensuring sustainability of their business. This would create value for both beekeepers and the Swaziland economy. / MBA. University of KwaZulu-Natal, Durban 2011.

The aim of this study was to evaluate the export promotion services of Eritrea according to the theories presented in chapter two and come up with recommendation suitable to the Eritrean case. It was found that national export promotion policies would not provide any benefits or lead to increased exports if they are not supported by export promotion policies and programmes at the industrial and enterprise level. Although the Eritrea's national economic policy states 'it is aimed for export-oriented growth', nothing has been done to upgrade the competitiveness of SMEs or increase their exports. The main reason is the unavailability of the export promotion programmes and policies at the industrial and enterprise level. The elements of export promotion services include information provision and export finance assistance. Export information is crucial to the growth of exports of SMEs. Export finance is aimed at providing the financial and insurance needs of exporting firms. The main goals of Export Promotion are to contribute to overall economic improvement of a country, and the subsequent increase for the standard of living of the population. This is achieved through increased export of the country's products. SMEs in Eritrea are facing many interrelated problems. Given their great contribution to the economy and the opportunities available in the world market, motivating them through export promotion and other services could be the best way to make them competitive. In this regard the following three points are recommended as the best ways of enhancing the competitiveness of SMEs. First the Ministry of Trade and Industry (MTI) should have to have a general policy framework as well as programs specifically designed for SMEs development, which could serve as a general framework and a reference for policies and development efforts targeting SMEs. Second the MTI should establish and implement a strategy for SMEs export promotion aimed at increasing the SMEs export through the provision of necessary services. Finally firms themselves should also develop more responsive and proactive management, skilled labour, advanced equipment, and efficient production and marketing plans in order to withstand competition at home and abroad. / Thesis (MBA)- University of Kwazulu-Natal, 2005.

This thesis aims to address the issues of corporate re-branding in the context of marketing strategy and general strategic management. The research for the thesis was conducted in Pietermaritzburg and the surrounding areas where the Amalgamated Beverage Industries (ABI) depot distributes the Coca-Cola brands and other alternative beverages. ABI distributes non-alcoholic beverages that are produced under the trademark of Coca-Cola to the wholesalers and retailers in the Pietermaritzburg Central Business District (CBD) and the surrounding townships and settlements. ABI embarked on a re-branding campaign that resulted in the redesigning of the company logo. From a strategic management point of view, new business strategies that are formulated aim at finding ways that will keep a company trading profitably for a long time. The re-branding process of ABI has resulted in a change of attitudes of both employees and management towards its customers. The overall aim of the thesis was to investigate the impact of re-branding on the profitability of the company ABI. The results of the thesis reveal that other variables play a role in promoting the profitability of a company. The investigation, through a comprehensive field and secondary survey, used both qualitative and qantitative methods in its data collection. Finally, the thesis has examined the implications of re-branding on the purchasing trends of ABI' s customers after having been exposed to the new ABI image and new culture of conducting business. It has been established after analysing both the primary and secondary data that it is not demonstrably obvious that when a company re-brands its logo or image, that customers will purchase more products, hence increasing the financial value of the company. It is the final conclusion and recommendation of this thesis that before engaging in a costly re-branding exercise, senior management should conduct proper market research as to whether the exercise will add financial value to the company. / Thesis (DBA)-University of KwaZulu-Natal, Westville, 2006.

There is a huge skills shortage in South Africa which impacts negatively on its worldwide competitiveness. Since the advent of democracy, the South African government has been faced with the challenge of addressing one of the major legacies of apartheid; namely, the dire skills shortage affecting the majority of the citizens of this country. This legacy of apartheid has a direct correlation with the economic performance of the country. Various intervention strategies to remedy this socioeconomic situation were explored, resulting in the birth of various Skills Development Acts, which will have far-reaching consequences for all sectors of the South African economy. Skills transfer is at the centre of all these Acts. The impact of training on the ‘bottom-line’ has always been the concern for most business organisations, not only in South Africa, but the world over. However, the focus for most of these business organisations, in terms of strategic human resource development, has arguably, focused mainly on middle management and top management. The most fundamental and underlying hypothesis of this study therefore, is to highlight the difference in production brought by lower-level management of these business organisations as a consequence of training opportunities offered to them. The actual implementation of production targets occurs at this level of management. Thus, it is the researcher’s contention that focuses and endeavours to improve productivity through strategic human resource development, need to consider lower-level employees as a critical part of this strategic mission. The empirical objectives of this thesis were firstly, to validate the four questionnaires used in this study namely, the Motivation/Job Satisfaction Questionnaire (JDI); the Organisational Climate Questionnaire (LSOCQ); the Effectiveness of Training Questionnaire and the Self-rated Performance Questionnaire for employees in selected organisations in South Africa. Secondly, it was to determine the reliability of the above mentioned constructs. Thirdly, the aim was to determine differences between employee motivation and job satisfaction and organisational climate levels of various demographic groups. Fourthly, it was to assess the relationship between the three variables namely, motivation and job satisfaction, organisational climate and effectiveness of training; and lastly, to determine whether effectiveness of training can predict employee motivation and job satisfaction and perception of organisational climate. A pre-post longitudinal study, following a form of quasi-experimental research comparable pre-test post-test one group design (Cooper & Schindler, 2000:405; Shaughnessy & Zechmeister, 1997), with a random sample of (N = 604 pre-; and N = 526 post-) of lower level employees in five selected companies across sectors in South Africa was used. All the questionnaires, that is those previously validated namely, the Job Description Index Questionnaire (JDI); Litwin and Stringer’s (1968) Organisational Climate Questionnaire (LSOCQ); Self-rated Performance (SELFPERF); and the one constructed and validated namely, the Effectiveness of Training Questionnaire (EFFTRA) were based on Kirkpatrick’s (1976) framework for the evaluation of a training programme and a demographic questionnaire which were administered. Descriptive statistics were used to describe the measuring instruments in terms of frequency distribution tables and summary statistics namely the mean and standard deviation. Cronbach’s alpha coefficients were used to describe the reliability of the measuring instruments. Exploratory factor analysis with a Varimax rotation was used to determine the validity of the constructs of motivation/job satisfaction, organisational climate and effectiveness of training and Cronbach coefficient alpha was used to establish the reliability of the same constructs. Hypothesis testing was conducted to look for significant differences between constructs across both pre and post sample groups. Pearson correlation coefficients were used to determine the relationship between the measuring instruments. Regression analyses were used to develop possible significant models in line with the objectives of the study. The results revealed that all constructs used were both valid and reliable, supported by both the literature research and the empirical findings of this study. For example this study provided a significant contribution in that it developed a valid and reliable measuring instrument in the form of the effectiveness of a training questionnaire. In addition, significant differences within constructs (namely, motivation/job satisfaction and organisational climate) across both pre and post groups were identified specifically in regard to certain demographics namely different organisations, gender, age, home language and race. Also significant differences were found between the levels of both motivation/job satisfaction and organisational climate constructs of employees in terms of skilled/semi-skilled groups and qualification levels in particular. It is also worth noting that, one of the study’s most significant findings revealed that those employees that received more training are more motivated and have an increased perception about their organisational climate than those who received less or no training at all. Therefore, the two core variables of this research (namely, motivation/job satisfaction and organisational climate) are both influenced by skilled/semi-skilled groups as well as the amount of training received. Finally, the results also revealed significant relationships between the constructs of motivation/job satisfaction, organisational climate and effectiveness of training. A few interesting regression models were also developed. The first and second models respectively showed that effectiveness of training was strongly influenced by motivation/job satisfaction and in the case of the second model by organizational climate. A third model also revealed that motivation/job satisfaction could be well modelled by the independent variables of self performance, organizational climate and effectiveness of training and a forth showed that organizational climate could be well modelled from the independent variables of self performance, motivation/job satisfaction and effectiveness of training. In conclusion, the significance and limitations of the research are discussed, followed by recommendations for organisations and for future research. / Thesis (Ph.D.)-University of KwaZulu-Natal, Westville, 2009.

It is expected that South Africa will have to construct as much generating capacity in the next five years as has been constructed over the past 50 years. Industrialization and urbanization dictates that the larger portion of this increase will be required in the supply areas under the control of Municipal Electricity Undertakings, which means that these undertakings will have to anticipate rapid growth in their infrastructures. This will put a tremendous strain on their resources of revenue, materials and labour, and it is obvious that comprehensive and co-ordinated policies are required to be developed to enable these undertakings to deliver the electrical energy to the final consumers at the lowest possible cost. The Electricity Undertaking is a business organization with unusually difficult managerial problems in all its functional areas. Its personnel are adversely affected by the vast area of supply and by the resulting difficulty of direct supervision and control. The capital cost of electrical equipment is high, and there may be a tendency to reduce the initial cost by ignoring the long term costs associated with the selection of equipment. Electricity pricing is very difficult, as electricity is not a uniform product. The consumption patterns of the consumers causes severe peaking of loads to occur, resulting in very low utilization )f the capital equipment involved, and which can threaten to overload existing networks. These problems are compounded by the fact that the undertaking is a monopoly and as such is not driven by the free-market motivating forces, such as a profit motive and the constant need to improve to meet competition. There is thus no motive to seek optimum solutions to the many problems. It is shown that the Load Factor is an indication of the efficient use of scarce resources, and that it is similar to measurements of profitability, such as Return-on-Investment, etc. It is therefore possible to replace the missing drive for profit and product improvement by the need to constantly improve the load factor. By making this the main objective of the undertaking many of the stated problems are put in their correct perspective. Maintenance becomes important, as power failures adversely affect the load factor. More care is exercised in equipment selection, as long term energy losses are taken into account. Electricity pricing and its effect on consumer consumption patterns becomes important. The concerted effort to improve the load factor is referred to as load management. Due to the tremendous increase in electricity consumption which is expected over the next decade it is certain that load management will play an ever increasing role. Load Management is defined as the sustained attempt at modifying the load curve. Soft load management refers to pricing policies and incentive schemes designed to induce users to shift their loads .out of the peak periods. Hard load management physically switches customer loads. This thesis examines the results obtainable from various methods of load management including off-peak incentive tariffs, on-peak-reduction rebates, the use of current limiters, peak load reduction by means of voltage reduction and remote control of water heater cylinders. It is shown that whereas Sasolburg saves around R7S0 000.00 p.a. and Randburg saves over Rl,5-million p.a.,other towns such as Pretoria and Pietermaritzburg find their geyser control systems ineffective, and are phasing them out. It has hitherto not been possible to determine the actual savings which would result from the installation of a geyser control system, or to determine the optimum number of controlled geysers. The result was that some undertakings would install a control system at considerable expense which resulted in minimal savings, while other towns forego the opportunity to save hundreds of thousands of rands in reduced demand charges. In this thesis, the author develops a feasibility study model which permits the system load curve to be analysed and the viability of a geyser control system to be determined. The model was tested against the controlled and uncontrolled load curves of Somerset West, and was found to be accurate. It was shown that a geyser control scheme is a very viable proposition for those undertakings where the feasibility study shows a contribution of more than 0,5 KVA per geyser towards peak load reduction. This forms the basic guideline for the selection of an appropriate form of load mangement, and guidelines are presented to develop supporting policies in all fields of the undertakings' functions. In order to facilitate correct decision-making and to assist in the development of comprehensive policies, a database of concepts and models is presented in the various fields and various misconceptions are dicussed. The guidelines have been applied by several electricity undertakings. By using the Feasibility Study Model it was shown that the proposed installation of 4000 geyser control units at Oudtshoorn, at a cost of over RI-million, was not viable. The Feasibility Study Model permits the savings to be calculated for different numbers of geysers and it was shown that the system saturates at about 1500 controlled geysers. By reduci ng the number of controlled geysers to around 1500 the installation cost will be reduced by about R500 000.00 and the system will show a net operating savings , " of RI05 540.00 in the first year, increasing as ESCOM increases its tariffs. The application of these principles conceivably prevented the needless expenditure of RI-million on a system that would have run at an operating loss of over R17 000.00 p.a. The feasibility study model was applied to the Stanger load curve to determine the correct selection of load management. The results indicate excellent response to geyser control, and showed that a system controlling 2500 geysers, costing R498 500.00 would show a gross savings of R297 000.00 in the first year, rising to RSI0 000.00 within 5 years if ESCOM increases its tariff by 10% p.a. Based on these results and recommendations the Department of Finance gave ad hoc approval to the Borough of Stanger for the additional expenditure in the current financial year to install the control equipment. The guidelines indicated a similar result for Tongaat, where the gross savings would be R360 000.00 in the first year, increasing to R637 680.00 within 5 years if ESCOM increases its tariff by 10% p.a. The estimated cost of the control equipment is R493 649.00. In complete contrast, the feasibility studies for geyser control undertaken on the Ballito load curve showed a contribution of less than 0,5 KVA per geyser, which indicated that the alternative forms of load management should be implemented. The results are contained in the case studies. / Thesis (DBA)-University of Durban-Westville, 1986.

With the establishment of the Financial Sector Charter, all the major banks are now 'committed' to provide banking f a c i l i t i es to anyone within a ten-kilometer radius of their home. Specific deadlines have been set, in which these banks will face huge penalties, if they have not achieved the agreed proposals. The justification for this study is to have a look at the feasibility of this charter in meeting the goals proposed without having a detrimental effect on the long-term profitability of Standard Bank. Making banking affordable to the previously unbanked sector is paramount to the success of bringing more people back into the financial mainstream. Mention must be made that banks with poor business models, reckless management practices and poor corporate governance do go out of business in South Africa and elsewhere. During this study, an in-depth literature review was done to analyze the causes of strategic failures in the South African financial services sector, as well as analyzing the strategies proposed by other leading financial institutions within the local and international financial services industry and comparing this to Standard Bank's strategy. The research technique is essentially qualitative, but will involve the collection of quantitative and qualitative data through the use of a questionnaire. This dissertation investigates what the big four banks in South Africa (with emphasis on Standard Bank) have achieved regarding opening up access to their saving and lending facilities to the unbanked, taking cognizance of the trends locally and internationally, finally leading to a conclusion as to the most appropriate strategy for the future. An investigation will be conducted into whether this financial institution should employ a prescriptive or emergent strategy approach in order to successfully compete in this sector. The different lending strategies, namely linkage banking, downscaling, and dedicated banks are analyzed with reference to the international experience. / Thesis (MBA)-University of KwaZulu-Natal, 2007.

The challenge to virtually all businesses is to ensure viability in increasingly changing operating environments. This challenge becomes more pronounced when the operating environment is one that rapidly deteriorates to a level where survival becomes the focal point. A hyperinflationary environment is one such environment which renders some common business processes and models death traps which can lead to insolvency. Under hyperinflationary environments, working capital management becomes of paramount importance to the survival of business operations. This dissertation attempts to highlight the key characteristics of a hyperinflationary environment which, if not closely managed, can lead to the demise of a business no matter how good its strategic plans or technological assets may be. In order to highlight these key elements, this dissertation covers a review of hyperinflation aspects and their impact on working capital management components. This impact is further analysed through extraction of financial performances of various companies to establish validity of these aspects and how best they can be managed. In addition, a survey is conducted through the administration of a questionnaire to establish the impact on the various working capital components. This dissertation ends by suggesting an adjustment to the working capital management model to suit business operations in hyperinflationary environments. The result is not an attempt to create new models or theories but in essence, a confirmation of the need for flexible management that timeously adapts to the changing environment. / Thesis (MBA)-University of KwaZlu Natal, 2006.

Job Evaluation is the process of determining, as systematically and objectively as possible, the worth of one job relative to another without regard for personalities or existing structures. (Paterson, 1975) The purpose is to achieve and maintain an equitable distribution of basic wages and/or salaries according to level of position. The establishment of internal equity with a graded hierarchy of jobs within the organisation and of external equity with the external market rate for equivalent jobs (Paterson, 1975) is important and has lead to the overall analysis of the following problem statement: An Analysis of the Grading and Remuneration Structures of Architectural Practices in the Western Cape, Cape Town Metropole with specific reference to establishing what methods are used in arriving at cost to company packages. The nature of the architectural profession is unfortunately governed by economic "boom and bust" cycles and therefore workload fluctuates with the economy. Given this and that the architectural profession in Cape Town currently has no formal grading and remuneration structures, the research hopes to answer if there is a need to formulate a grading system. Understanding how and why the nature of the profession is changing, if the way a practice is organized / graded enhances or undermines its decision-making ability and if the informality of the grading and remuneration structures currently in practice are adequate, is studied. This research investigates how architectural practices in Cape Town establish their salary structures, which include benefits and incentives, thereby arriving at a total cost to company package. Specifically, the study will examine whether there is a direct relationship between those practices that have adopted a modern, scientific job grading system, i.e. Paterson, Peromnes or Task and accordingly pay market-related salaries and cost to company packages based on salary survey data or some other scientific calculation, as opposed to those practices which adopt an ad hoc approach. Many individuals choose architecture over other professions as they believe it can provide a work and family balance. The Royal Institute of Architects (RIBA) found that women's career paths generally slow after childbirth and with inflexible working arrangements, including long hours and a lack of transparency in relation to pay and promotion, are the main reasons why both women and men, generally with dependants are leaving the profession, (www.riba.org) A need to balance the personal and professional demands placed on architects has long been recognized by the majority of literature. The study evaluates whether firms are addressing these issues or if there is a need to implement changes to accommodate a better work / life balance and grading / remuneration imbalances. The survey found that there were discrepancies in the grading and remuneration packages offered between various firms; however not to the extent that RIBA had warned was occuring internationally. There are more noticeable differences in job grades and remuneration in the higher grades, but there were also signs of disparity in the architects 1-5 years of experience in terms of gender towards pay within similar job descriptions. When pay was directly compared to years of experience, members received similar pay, however when compared to levels of responsibility and pay, there were major differences. The current informal systems are not reflective or accurate in guiding employers on the correct levels of compensation for a particular level of responsibility and those architects practicing in the higher grades certainly need to evaluate their current levels of responsibility to their pay level and hours worked. The key question was, can architects- be they male or female - balance a working career with family responsibility. The days of a part-time architect have vanished, and those that do work part time are confined to helping on other member's schemes with less responsibility. The 'all-nighter' syndrome of the academic design studio is evident in some of the overtime hours recorded, but these marathon hours are few and far between and does not infringe on a regular home life for employees in the lower grades as the hours worked are in line with the normal 45 hour week. What is a concern is that in the upper grades, especially in senior member and owners, reported excessively long hours which are not condusive to normal work-family interaction. Other than some of the contraventions to the basic conditions of employment act, most firms are trying to address options for a balanced work / life relationship Salaries in particular are extremely low in relation to length of training when compared to similar professions. The research found that poor advancement prospects were a significant factor in members choosing to leave the profession. With lack of training opportunities leading to a lack of experience, lower levels of responsibility and poor career progression paths, combined with limited opportunities for creativity, were the main factors leading to architects expressing their dissatisfaction in the industry. From the salient points made in the study, a list of recommendations are outlined for consideration. These included developing more expertise in business management, addressing the image of the profession, training needs, salaries and working hours Architectural firms are seeing the demise of the old arena, dominated by tiered hierarchies, vertical career ladders, practices and processes that are confrontational and authoritarian. Workplaces are becoming more suited to negotiation, to collaborative management systems, horizontal career paths and a more democratic view of how individuals can develop within the company structure. 'It is no longer about what you can do for the company, but what the company can do for you.' / Thesis (MBA)-University of KwaZulu-Natal, 2006.