The purpose of this research is to determine the role of employees' psychological contract in the successful implementation of management tactics and achieving optimum work performance. The concept of the psychological contract was first introduced by Argyris in 1960, in reference to the employer and employee expectations of the employment relationship (Smithson and Lewis, 2003). Recent research in the United Kingdom has revived the concept, with particular focus on how the psychological contract affects employee attitude or how it may be affected by employer actions. The perceived breach of psychological contracts, for example, may be linked to job satisfaction or staff retention. Research on the topic in a South African context is limited. The purpose of this research is to apply the concept to the South African context and to specifically determine how it impacts on strategy implementation through management tactics, as well as work performance. Furthermore the influence of factors such as gender, ethnicity and relative age will be investigated. Research will be conducted amongst employees of Engen Refinery, located in Durban, South Africa. It is expected that this study will add value to the body of knowledge in this field as well as benefit the company by identifying how an understanding of employees' psychological contracts is relevant to the implementation of tactics and achieving optimum work performance. Questionnaires will be administered to employees. A focus group discussion will be held with 5 employees. Two psychologists and one psychometrist will be interviewed. Two employees, who are also middle managers will be interviewed. Research findings indicate that the psychological contract of employees has a direct influence on the successful implementation of management tactics and optimising work performance at the Engen Refinery. Employees favour a relational psychological contract. It follows that meeting the relational needs of employees would result in an improvement in the successful implementation of tactics and work performance. Positive interpersonal relationships based on trust, respect and open communication minimise gaps in psychological contracts and reduce the degree of assumption with regard to mutual expectations. This has the effect of reducing feelings of inequity, which, based on equity theory, improves commitment and work performance and reduces perceptions of psychological contract violation. Recognition, and the application of behaviour modification theory, may be practically applied where a relational psychological contract is favoured, in order to influence the transactional aspects of the contract. While gender and age do not appear to influence how the psychological contract affects the implementation of tactics and work performance optimisation, ethnicity does, in the particular context of Employment Equity which is peculiar to South Africa. Research findings indicate that the concept of the psychological contract is relevant to improving the work environment, and can be used to effect change in order to enhance the successful execution of strategy and optimise employee work performance. / Thesis (MBA)-University of KwaZulu-Natal, 2005.

The current business environment demands a more integrated approach to risk management due to the complex interrelationship and reliance across all divisions of an organisation. It is no longer sufficient to manage risk by individual or functional area. Organisations around the world now benefit from a more comprehensive approach to dealing with all risks. The study has been influenced by the Treasury Board of Canada Secretariat's (TBS) Integrated Risk Management Framework (IRM). Its aim is to promote and increase awareness of IRM across all departments in the Eastern Cape Provincial Government (ECPG). The study establishes progress towards implementation of IRM. The research scope covered thirteen government departments in the Eastern Cape. The study includes researching recent best public and private integrated risk management practices, both internationally and locally. The approach included development of a questionnaire on best practices and on principles of Integrated Risk Management based on TBS Integrated Risk Management Framework. Interviews were conducted and results documented to understand perceptions of the adequacy of current risk information in various departments and to discuss possible improvements to IRM. The process of collecting data for this study allowed information sharing with each department regarding current IRM Practices, and stimulated discussion on the nature and importance of IRM and actions that could move IRM forward. The research highlights key elements of IRM and establishes the progress by departments in implementing these elements. It also focuses on techniques and approaches that are used by the departments in dealing with IRM implementation. It uses Risk Management Maturity Continuum developed by Deloitte & Touche to determine extend to which departments have implemented their IRM. Lastly, the study highlights tools and techniques for strengthening of implementation of IRM based on best practices and conclude by making recommendations. / Thesis (MBA)-University of KwaZulu-Natal, 2006.

The wave of democratisation and economic liberalisation, which has shaped Africa over the past decade and a half has changed the continent and its business environment significantly. The costs of doing business are declining and returns increasing- in any language this is an environment worth investigating. Luis , et al 2006 This research investigates the formulation of a strategy, of a Japanese e-commerce company, trading in used vehicles, exported around the world from Japan. The research revolves around the strategy that Trust Company Ltd will embark on, in which they enter into the Sub Saharan Africa market, in terms of investment of people, infrastructure, and capital within the proposed markets, as opposed to their usual way of doing business, and that is the selling of vehicles on the internet, as had been done in the past. The proposed strategy is to install internet dealerships and make stock available in the decided markets in sub-Saharan Africa, where customers can purchase from these outlets instead of ordering from the internet, as had been done before in the past. The aim is to identify the strategy, and analyse its effectiveness, as well as the impact on the customer, and to research if this strategy is effective in creating brand awareness, as well as increase in sales turnover, and competitive advantage. This will determine if the change in strategy is viable. As there is no available academic literature on this topic, sampling is in the form of secondary data from questionnaires, as well as questionnaires to stakeholders, and the analysis of the data produced from these sources, through applied research. Due to the nature of this business and the proposed strategy it would not be feasible to draw parallels to other industries, as the dynamics are not similar. This data is also analysed in terms of academic modem business analysis methods. The intent here is to establish the direction of strategy and is effectiveness thereof. / Thesis (MBA)-University of KwaZulu-Natal, Westville, 2006.

The theory behind the efficient market hypothesis exerts that it is not possible to consistently outperform the overall stock market by using stock picking and market timing strategies. The argument holds that, in an efficient market, all stock prices are appropriately priced and there is no over- or undervalued stocks to be found. Nevertheless, deviations from true stock prices can occur according to the hypothesis, although these deviations are mostly random occurrences. Thus, the only way an investor can outperform the overall stock market is by luck alone. However, the efficient market hypothesis is a controversial topic where it is often discussed within modern financial circles where academic theory has strong arguments both for and against the theory. Purpose: The purpose of this study is to investigate whether it is feasible to outperform the overall stock market through investing in stocks that appear undervalued according to enterprise multiple (EV/EBITDA) and the price-earnings ratio. / Thesis (MBA)-University of KwaZulu-Natal, Westville, 2009.

Background. Good health care is becoming increasingly unaffordable. A wider use of generic medicines offers significant cost savings. As the family practitioner is the gatekeeper in prescribing medicines, his attitude towards generic medicines is crucial. The factors that influence family practitioners' prescription of pharmaceuticals require investigation. Objectives. The primary objective of this study is to assess attitudes and perceptions that family practitioners have towards generic medicines and evaluate factors that influence its prescription. The secondary aim is to assess the individual characteristics and personality traits of family practitioners that may impact on generic prescription. Methods. This study is a convenient sample of 198 family practitioners that are surveyed by means of a questionnaire. Responses were based largely on a Likert scale and evaluated by factor analysis. Results. Using factor analysis, five factors identified in the order of importance are as follows: 1) Patient factors: It is primarily the patients' disease profile and their financial capacity that determines the use of generic versus ethical drugs. 2) Clinical autonomy of the family practitioners: Family practitioners resent their clinical decisions being challenged by managed care organisations. 3) Strategies promoting generics: Improved marketing by the generic pharmaceutical industry and the provisions of acceptable financial incentives are likely to promote wider use of generics. 4) Cost of medicines: Most family practitioners are price-sensitive. A further reduction in the price of generic medicines is therefore likely to increase the use. 5) Specialists' opinion: Specialists use fewer generics and their choice of medication is respected by family practitioners. A wider use of generic medicines by specialists will positively impact on generic prescription by family practitioners. Personality traits and individual characteristics of the family practitioners do not affect their prescription of generic medicines. It is noted that most family practitioners have encountered specific instances of reduced efficacy, an increased side-effect profile, substandard packaging, erratic availability and poor patient confidence with the use of generic drugs. Conclusion. In order to bring about a reduction in the healthcare costs by promoting wider use of generics, different stakeholders in the industry need to act synergistically. All stakeholders need to increase the awareness of generic medicines by continuing health education. Specific recommendations for the generic pharmaceutical industry include increased marketing, further reduction in the price of generics and implementation of research and surveillance studies to ensure satisfactory clinical efficacy of their drugs. Medicines Control Council need to closely monitor the number and quality of available generic medicines. Managed care organisations need to respect the clinical autonomy of family practitioners and work closely with them. Finally, acceptable and ethical incentives need to be considered for family practitioners, the gatekeepers, to achieve the objective of wider use of generic medicines. / Thesis (M.B.A.)-University of Natal, 2001.

No abstract available. / Thesis (MBA)-University of KwaZulu-Natal, Westville, 2012.

Change is the single most important element of successful business management today. To remain competitive in increasingly aggressive, competitive and dynamic markets, organizations have to adopt a positive attitude to change. Ignoring or trivializing changing trends can be very costly. The best organizations are the trendsetters that monitor the environment, embrace the need for change and effectively lead change in order to survive. Effective management of change is, therefore, of great importance if organizations are to stay ahead of rivals and attain a sustainable competitive edge in the industry (Heller, 1998). The main focus of this dissertation is to evaluate the management of transformational change at the National University of Lesotho (NUL), with the intention of formulating management of change strategies that NUL can adopt for the successful implementation of its strategic transformational change process. The text further explicates the correlation between leadership, change and the management of change within the context of NUL's ongoing transformational change process. A case study approach has been used to conduct the research. The report has been divided into five chapters. Chapter One provides the background to the study as well as the research methodology that has been employed to conduct the study. It further provides a brief outline of the structure of the dissertation. Chapter Two describes the theoretical framework of the change process, management of change and implications of different leadership traits on the management of transformation change in transforming organizations. The theoretical framework forms the foundation on which the study has been based and also provides guidelines and benchmarks of the management of change strategies that NUL can use for the successful implementation of its strategic transformational change process. At the end of Chapter Two, a case analysis model has been developed to conduct the case analysis in Chapter Four. In Chapter Three, a brief overview of an evolutionary background to the study problem is provided. The chapter also provides a critical analysis NUL's strategic transformational change process. Chapter Four offers an evaluation of NUL's strategic transformational change process. The discussion is based on the case study change model developed at the end of Chapter Two. It also highlights on the strengths and weakness of the NUL's change process. Lastly, in Chapter Five, recommendations emanating from the analysis conducted in Chapter Four, are outlined as suggestions what NUL can do and things that it should avoid doing if it is to achieve the objectives and goals of its transformational change successfully. Moreover, the chapter concludes the dissertation by providing a summary of the entire case study and maps the way forward for NUL to meet its strategic objectives and goals, as well as achieve a successful transformational change process with long-term strategic development. / Thesis (MBA)-University of Natal, Durban, 2003.

Motivation, job satisfaction and their links with productivity have been researched for decades, with many researchers producing contradictory findings. This topic has become especially important in recent times as companies struggle in a challenging economic environment. The organisation that successfully implements strategies which address these issues can gain a significant competitive advantage, as a sustainable increase in productivity from their staff will result in running costs being reduced. This study was carried out on the short-term insurance industry within South Africa and investigated the impact that motivation and job satisfaction have on productivity within the organisation. The study comprised a literature review, which includes the following concepts: a definition of motivation, motivational theories, driving forces of motivation, skills variety, task identity, task significance, autonomy, job feedback and organisational productivity. These topics provided insight into motivation, job satisfaction and productivity. A quantitative research methodology was used for this study to understand the relationship between job satisfaction, motivation and productivity. Due to the research being carried out on one insurance company, which the researcher had access to, a non-probability convenience sampling method was used. A key finding was that employees who were motivated or satisfied with their job were more productive. However, staff who were not motivated did not believe they were unproductive. The study also found that there was a relationship between motivation and job satisfaction. One of the recommendations of this study is that companies should empower staff to make decisions, as this is a key factor in them being motivated. Furthermore, job satisfaction is driven by one’s personal beliefs about whether or not their job is important to the organisation; therefore, companies should ensure that managers communicate with their staff regarding how their job affects the organisation. / Thesis (MBA)-University of KwaZulu-Natal, Westville, 2011.

Stress, very simply, is a built-in condition. Humans are hard-wired to have a physical and psychological ―stress" reaction when facing a perceived threat, whether it is real or not. Irrespective of its definition or its source, excessive workplace stress has serious repercussions for both employees and employers. Everyone experiences stress differently because of various reasons and reacts differently to stress in the face of the same stressor. Stressors produce different stress levels in different people: combined with the external factors of stress (potential stressors) it has been found that how one is affected by that stressor depends on how one perceives this stressor, based on its relative importance to the person and the traits and characteristics of the person e.g. reactions in face of a challenge or threat. As an effect of stress, one reacts physically, psychologically and behaviourally, and has negative consequences rather than positive consequences, which affect both physical and mental well-being and performance at work. These have serious implications for businesses, especially in this highly competitive and dynamic environment. This study endeavoured to identify the causes of workplace stress at the University of KwaZulu- Natal and whether the merger between the former Universities of Natal and Durban-Westville has contributed to workplace stress. The sources of stress were identified and its effect on work performance was acknowledged. The main aim of this study was to assist employees and management alike to address the disparities of stress and to cope with stress. To prove the objectives of this study an on-line questionnaire was sent out to respondents using QuestionPro to obtain their views on the effects of stress that they have felt in the past 2 years and how they rate their workplaces. The results of the survey found that 90.3% of respondents experienced stress in the last two years while 9.7% had no experience of stress over the same period. In terms of the impact of workplace stress on work performance, 64% of the respondents indicated that stress has had a negative impact on their work performance while 26% indicated that workplace stress had no impact on their work performance. The majority of respondents felt that in order to reduce stress at UKZN, management should increase pay (rated as most relevant) followed by line managers should show more respect and empathy towards staff. Staff also indicated that stress management workshops and counselling should be provided for staff. After embarking on this research and identifying with the stress within UKZN, it was recommended that UKZN increase the awareness of stress counselling and management programmes to effectively help employees cope with stress. / Thesis (MBA)-University of KwaZulu-Natal, Westville, 2011.

Sustainable development is often described in three dimensions, namely social, environmental and economic. Environmental Management Accounting (EMA) is a management accounting approach which brings the environmental impact of the process to the attention of the stakeholders whilst also looking at the economic aspect so as to control costs. While EMA’s application has been adopted widely in developed countries, does the same apply in South Africa? Seeking to understand the level of current EMA being conducted at the corporate level will assist government and corporations in South Africa to understand the factors encouraging better accounting sustainability. The focus of this study was confined to leaders of organisations operating in the KwaZulu-Natal (KZN) province of South Africa. Quantitative research was conducted on 40 organisations that operated in KZN. The organisations sampled ranged from small to large enterprises, and operated in a number of different industries. The study centred on analysing the organisation’s attitude towards environmental sustainability, the types of EMA reports generated and reasons for or against using EMA. The research revealed that the attitude by each organisation towards environmental sustainability was vital in encouraging organisations to implement EMA as a method of controlling pollution. The majority of organisations had applied some form of EMA in their KZN organisation. A major finding was that for those who chose to apply EMA, their most important reason was to control costs better. The second reason for applying EMA was legislation. Planned implementation of EMA was analysed and a number of specific industries and sizes of industries were highlighted for their implementation of EMA or lack thereof. This research is useful to the reader as it has analysed the current application of EMA to encourage sustainable development, identify the general obstacles encountered to application of EMA and recommend strategies that can be employed to overcome them. These recommendations include government involvement through education programmes to improve the understanding and attitude towards EMA. Secondly, government should pass legislation making environmental reporting a compulsory disclosure for all organisations. Organisations themselves should use advanced computerised recording systems to develop their application of EMA. Larger businesses should encourage and assist smaller organisations in their supply chains to become more active in their own environmental protection. / Thesis (MBA)-University of KwaZulu-Natal, Westville, 2011.