In the global market, the lines between pioneers and followers are immensely blurred, industries are fraught with intense competition and products versus price have since lost the competitive edge. These trends have made it difficult for organisations to meet their strategic goals and have made it necessary for organisations to revisit their strategies far more regularly than in the past. In this economic era, people have become the focal point of differentiation – organisations have come to realise that it is the calibre of people employed that will assist in the efficient realisation of long and short term strategies. Accordingly, organisations have spent exorbitant amounts of money investing in performance management systems that promise to utilise the organisations human capital to the maximum in order that the strategic goals of an organisation are met. The aim of the study is to investigate the link between key performance areas and organisational strategy, to evaluate whether performance management systems are utilised as optimally as it should be to create competitive edge in changing market conditions. The sample comprised 155 respondents, of which 51 were valid responses. The research study showed that South African organisations, more specifically in KZN, make use of performance management systems to implement the corporate strategy. Some of the responses indicate that these performance management systems are not correctly implemented and the measurement of key performance areas is a mere formality in certain organisations as opposed to a sincere measurement of whether employees are meeting the objectives of the workplace. It has also been found that the strategy of the organisations remains at top of the hierarchy and does not filter down to the base. Based on these findings it is recommended that managers redress their view of performance management systems and key performance areas to ensure successful strategy implementation and execution. / Thesis (MBA)-University of KwaZulu-Natal, Durban, 2011.

The HIV/AIDS virus has been acknowledged as being the largest threat to developing countries with respect to economic and social issues. There is a large amount of information available with respect to causes, treatment, and generalities pertaining to HIV/AIDS. The information available is relevant to many different types of industries. There seems to be little information available on the HIV/AIDS programmes that companies are implementing to curb the effects that the virus is having on issues like the loss of skilled labour, the drop in productivity due to absenteeism, the decline in morale and the immensely high costs associated with training and recruitment. This study aims to look at the effectiveness of HIV/AIDS programmes in the motor industry and the perception of employees with regards to these programmes. The automotive industry is one of the key contributors to the wellbeing of the South African economy. The sustainability of the organisation relies heavily on the skill that the organisation has, and the ability of the organisation to carry this skill into the future. The data collection for this research was conducted via a web-based questionnaire using the online research programme Question Pro. All questions were close-ended. Some of the more important findings include that HIV/AIDS awareness needs to be promoted more strongly in the organisation. Succession planning was observed to be inadequate in the organisation. Another salient finding was that management needs to make it more evident to the workers that they are championing the HIV/AIDS initiatives within the company. The key recommendations are that management need to pay more attention to the concept of succession planning, and to encourage the workforce to participate in the community outreach programmes, as this has a positive effect on the macroeconomic outlook of the country. There are a number of companies in South Africa which do not conform to the appropriate level of HIV/AIDS programmes and further research should be undertaken to explore the deficiencies of these programmes and recommendations should be made based on the findings. / Thesis (MBA)-University of KwaZulu-Natal, Durban, 2012.

The current work environment is becoming centrally important in recruitment, retention and motivation of the best people. Most managers will agree that a better work environment will reduce stress, improve morale and motivate employees to perform at their best, yet they do not fully understand the extent to which their employees feel motivated to work. The aim of this study was to understand the motivational levels of the employees at The Cold Chain/MERCOR Solutions in relation to their work environment. Although numerous factors affecting motivational levels of employees impacted on employee productivity and performance, this study focused on those factors that emanated out of the work environment. An empirical study using quantitative data collection approach was conducted. A sample of 139 staff members based at the two distribution centres participated in the study out of a population size of 320 employees. Data was collected using a self-administered questionnaire that was handed out to employees. Data was analysed, interpreted and presented with the aid of the Statistical Package for Social Sciences (SPSS). The results showed that the employees at the two distribution centres are motivated and enjoy going to work, however employees felt that the work environment was challenging and more than half of the employees were not satisfied with the current work environment. It was evident that employees were not happy with remuneration that they received; felt that the company did not promote a healthy work-life balance and that training although forthcoming from their managers and supervisors, was not championed enough by the organization. It was recommended that the organization give consideration to the work environment in which the employee operates in; formalize training; look at motivational approaches to job design and set and review goals with employees periodically. Although this study focused on the two distribution centres based in KwaZulu-Natal, recommendations can be used and implemented throughout all of the other distribution centres nationally that fall under The Cold Chain / MERCOR Solutions umbrella. / Thesis (MBA)-University of KwaZulu-Natal, Durban, 2011.

The Post-Provisioning Model (PPM) is a Resource Allocation Model (RAM) used by the Department of Education to optimize the distribution of available educator resources to public schools. The KwaZulu-Natal Department of Education adopted the PPM to distribute the total available posts to all public schools in an equitable, transparent and resource-efficient manner. The PPM is a formula-driven model that primarily allocates educators, as human capital, to public schools based on learner enrolment numbers. In addition to allocating teaching staff, the PPM allocates the School Management Team (SMT) to each school. The outcome of the PPM formula is called the Post-Provisioning Norm (PPN). The implementation of the PPM has presented various challenges in the management of public schools. The primary aims of this study were to investigate any possible weaknesses of the PPM and to critically evaluate and explore school managers’ views of the PPM in the management of public schools. For the purposes of this study a complex probability sampling procedure was used. The participants were chosen from the principals within KwaZulu-Natal Department of Education in iLembe District. A sample size of 217 principals participated in the survey, which was drawn from the population of 420 school principals. The literature review undertaken in chapter 2 and the field research conducted in chapter 4 revealed that there is a gap between the ideals of the PPM and its implementation. It was found that there was a poor understanding of the technical aspects of the PPM formula among principals of public schools. There is evidence of equitable quantitative distribution of posts through the PPM. However, it was discovered that the PPM does not take into account the distribution of qualified educators. Hence, some of the allocated posts in public schools were often filled by under-qualified or non-qualified staff. The appointment of qualified educators was skewed. Further findings of this study revealed, amongst others, the inability of the PPM to provide for and promote the needs of a diverse curriculum in rural areas, and the inability to factor in and balance for the variable that some public schools raise millions of rands in school fees, which enables the advantaged schools to employ additional educators. The primary recommendations of this study are that principals be trained, on an annual basis, on the workings of the PPM and that the South African schools Act No.84 of 1996 must be amended to grant authority to the Head of Department of the province to appoint and deploy qualified educators to public schools. / Thesis (MBA)-University of KwaZulu-Natal, Durban, 2012.

Data was collected using a questionnaire at two large medical practises. A sample of 50 respondents was used for the study using the convenience sampling technique. The questionnaire consisted of two sections, namely section A that comprised the demographic information and section B collected scores for job satisfaction questions on a five point scale ranging from very dissatisfied to very satisfied. Responses to individual questions were tabulated and mean scores and standard deviations were computed. Pearson’s correlation was used to determine the relationship between the dimensions of job satisfaction and overall job satisfaction. The t-test was used to ascertain the relationship between gender and the job satisfaction factors, as well as overall job satisfaction. The F-test was used to examine the relationship between age, marital status, qualifications and length of service with the job satisfaction factors and overall job satisfaction respectively. Overall the respondents were satisfied with their job. Highest satisfaction levels were experienced for working conditions, work itself and recognition. It was found that “Working Conditions” was the best predictor of overall job satisfaction followed by job security and responsibility. / Thesis (MBA)-University of KwaZulu-Natal, Durban, 2012.

South Africa is among those countries that have the highest rate of road accidents in the world. Road accidents have a negative impact on a country's development; therefore reduction of road accidents is a priority for the South African government in general, and road transporters in particular. Unitrans Fuel and Chemical (UFC) is one of the major road transporters of dangerous goods in South Africa; this study was undertaken to explore the impact of negative attitudes on safety compliance at UFC by its truck drivers. The focus of the study was informed by the element of human failures, and the role played by such failures in road accidents. In light of driver behaviour being a product of non-tangible elements such as attitudes, feelings and beliefs, the quantitative study undertaken, sets out to explore the impact of negative attitudes on safety compliance. A sample was taken from the UFC's Clairwood depot, and data collected was analysed using descriptive statistics. Other non­ parametric tools were also used to analyse data. The findings are presented in Chapter Four. The researcher used a Likert Scale instrument to measure elements of attitude amongst UFC drivers. The results clearly indicate attitude plays a major role in the lack of safety compliance by drivers. The study also provides recommendations to address issues of driver attitude that are clearly illustrated by the figures in Chapter Four. Recommendations will allow UFC to address areas of negative driver attitude displayed by respondents to the questionnaire. The study recognizes that changing driver behaviour is not an easy task, and commends UFC for the effort applied in addressing this problem. / MBA. University of KwaZulu-Natal, Durban 2012.

With more than 27% of South Africa’s banking customers being privately banked; competition amongst private banks for quality clientele has increased. The question that arise as to: What sets apart that right candidate from the rest? “What are these private banks competing for?” This is true across the globe. The aim of this study was to determine what the characteristics are that make a successful Private Banker. Personal interviews of a sample of 30 individuals within a private banking institution were conducted in order to get closer to the answers as per research question. A probability sample of 30 bankers was drawn from a private banking institution in Durban, KwaZulu-Natal, with a population size of 34 private bankers. The sample was composed of 30% males and 70% females. Of the sample, 93% were private bankers and 7% were Human Resources and Regional Management. The majority of the sample (66%) had been with the private bank for more than 12 months. The institution was chosen because of the easy access to information and the respondents for this research study. Data was collected using a questionnaire developed for this research. The analysis revealed that a banker aiming to succeed in private banking will have a Bachelor of Commerce degree or similar qualification with Finance or Banking as a major. This is important because private banking is a financial profession in a banking environment. The study has also shown that experience is not a factor in one’s ability or inability to secure referrals. A banker that is committed to giving exceptional service over a period of time and instils trust and confidence in a client will be entrusted with access to a client’s circle of association. The research and its recommendations add much needed clarity concerning recruitment of prospective private bankers to ensure they are successful in their roles. The recommendations are practical and can be easily applied by the various stakeholders within the private banking institution and by others wishing to join the sector. / MBA University of KwaZulu-Natal, Durban 2012.

Abstract available in pdf file.

Nutritional supplements are a combination of complementary medicines and functional foods. While research suggests that the usage of nutritional supplements is increasing worldwide, the growth of the industry is being hampered by a lack of understanding on the part of consumers. The main aim of this study was to determine the usage pattern of nutritional supplements amongst University of KwaZulu-Natal (UKZN), Masters of Business Administration (MBA) students registered in 2011. Research data for this study was obtained by surveying UKZN MBA students. From a population of 250, a probability sample of 152 responses was statistically analysed for the research. Quantitative data obtained from a questionnaire was used and analysed to meet the study’s objectives. A salient finding of the study was that there is an “uptapped” market amongst Black consumers that the nutritional supplement businesses should target. The study revealed that the majority of the respondents did not fully understand the benefits of nutritional supplements. The overall results of the study revealed the usage patterns of nutritional supplements amongst UKZN MBA students. The results also identified which population group and which gender consumed nutritional supplements. This study could assist nutritional supplement businesses to gain market share. The results can be used to formulate marketing strategies and to provide businesses with a competitive advantage. The recommendations of the study were that growth in the nutritional supplement industry could be achieved by targeting the Black market and that additional marketing campaigns were needed to educate and inform consumers about the benefits of nutritional supplements. / Thesis (MBA)-University of KwaZulu-Natal, Durban, 2012

South Africa has the highest Tuberculosis (TB) incidence in the world. In 2006 it was estimated that in South Africa, with only 0.7% of the world population; some 28% of HIV positive adults had TB. To treat one patient with ordinary TB costs the Health Department approximately R310 and a patient with multi-drug TB (MDR-TB) more than R2000. TB has added to the burden of a country which is struggling to cope with the HIV/AIDS pandemic. TB is one of the national health priorities of the Department of Health (DoH). KwaMsane Clinic is located at Mtubatuba, in the UMkhanyakude district. The uMkhanyakude district has the highest prevalence of HIV and the highest number of cases of TB in South Africa. The UMkhanyakude district stretches from the Umfolozi River, which is south of Mtubatuba, to the Mozambique and Swaziland borders. The clinic is a Primary Health Care centre and is open 24 hours a day. UMkhanyakude has a population estimated at 614,046. According to the DoH National Tuberculosis Management Guidelines (2009), the greatest challenge that the TB programme faces are inadequate financial and human resources for TB control, resulting in poor case detection, increasing numbers of multi-drug resistance TB, extensively dry-resistance TB and poor quality data collection and data analysis. The study set out to identify the challenges that KwaMsane clinic faces in terms of TB management. It was found that the problem facing KwaMsane clinic’s effectiveness was largely due to two factors. The first is the delay in patient diagnosis and the second is the negative nurse/patient ratio which affects the workload and compromises levels of service delivery. The population was sufficiently small, but statistically adequate and all 31 employees were surveyed. Of these, 61% or 19 of the employees agreed that there is a delay in patient diagnosis. The recommendations for KwaMsane clinic include more effective recruiting of staff; attracting and retaining qualified and experienced health personnel; equipment and resources need to be more available; and the clinic management should ensure that they have enough personnel to cope with high number of patients More research is needed on issues such as recruiting attracting and retaining qualified and experienced health personnel; provision of skills training for clinic management and other health personnel to improve service delivery; management of information systems at primary health care clinics for record keeping and data analysis; and integrating TB and HIV/AIDS management. / Thesis (MBA)-University of KwaZulu-Natal, Durban, 2011.