The study aims to examine problems that hinder the creation of a sustainable Microfinance industry in Namibia. It looks into the assertion that certain Microfinance Institutions (MFIs) have problems that hinder them from being able to service clients and still be able to remain profitable. A Microfinance Institution (MFI) is defined as an institution that provides financial services to people and small and micro enterprises that do not have access to commercial bank loans. Categories are a credit union, savings and credit co-operatives (SACCOs), non- Governmental Organizations (NGOs), self-help organizations or specialized banks (Mushendami, Kaakunga, Amuthenu-Iyambo, Ndalikokule & Steytler, 2004). The study looks at three critical aspects of operational, regulatory and legislative framework. The current regulations that are in place are administered by the Namibia Financial Institutions Supervisory Authority (NAMFISA) and the Bank of Namibia, for the protection of clients against unscrupulous practices by MFIs. Out of 347 MFIs, a purposeful sample population was drawn and 34 Questionnaires administered due to time and financial constraints. The Questionnaires were distributed to MFIs and individuals in the industry. From these 25 responses were received during the survey. A descriptive statistical analysis was used in deciphering the data. The results are that the Namibian MFIs are new, but out of 11 factors, four were outliers, being the challenges of fraud, consumer education, lack of resources and high costs. The main recommendation is that the MFI industry must establish a fund through charging levies for client education and to look at the transparency of operations and costs to encourage both MFIs and clients to better understand the terms of engagement. Further recommendations include ensuring that MFIs develop products which meet the needs of clients in urban and rural context. Also to address the issue of lack of funding in the form of a strategy to arrange for exit strategies after donor withdrawal, in order for MFIs to survive based on their internal revenue base. Lastly, the regulatory environment in Namibia needs to be improved with the government introducing clearer principles for market participants. The government needs to become an enabler for the provision of financial services. / Thesis (MBA)-University of KwaZulu-Natal, Durban, 2012.

The importance and benefits of business management skills have been documented by numerous authors and scholars across the world. Despite this coverage, the topic of business management has received little attention and appreciation within the profession of optometry. Furthermore this topic does not enjoy literature coverage within this profession. This deficiency in literature and interest questions the business skills optometrists have to manage their practices. The aim of this study was to determine whether Optometrists possessed the necessary business skills to efficiently and effectively manage their practices. This study was conducted on Optometrists in private practice in the province of KwaZulu-Natal. Data was collected through a web based questionnaire developed by the researcher. A Cronbach’s alpha value of more than 0.7 was consistently obtained from this research instrument. A sample of 175 optometrists was randomly drawn from a sample frame with a total target population of 300 optometrists. Following a low response rate (2%) a non-probability sampling approach which involved electronic and manual distribution of the questionnaire to all 300 elements in the sampling frame was used to maximize the response rate. A total number of 102 responses were received which constituted a response rate of 34%. Majority (58.42%) of the respondents were females and 41.58% were males. Of those who responded, 37% were optometrists for 1-5 years and were in private practice for the same period. The results indicated that optometrists had average business management skills. The results further indicated that majority of the respondents (64) acquired their business management skills by learning on the job. The results also showed that the common challenges optometrists faced were: managing accounts receivables (34.62%), generating sales (33.33%) and practice location (22.22%). Respondents were also asked to rate the Quality of Undergraduate Optometry Practice Management course the results of which were overwhelmingly negative. The findings of this study were that optometrists do not have the necessary business management skills to manage, grow and sustain their practices. This study can benefit all stakeholders in optometry by identifying the management gaps and challenges that need to be addressed. This study recommends that these gaps and challenges can be addressed through a review of the continuous professional development system, an introduction of short courses in practice management, stakeholder meetings focusing on the review of undergraduate practice management modules, and the development of postgraduate courses in practice management. / Thesis (MBA)-University of KwaZulu-Natal, Durban, 2012.

The tendency of members under the South African Police Services (SAPS) to obtain tertiary qualifications relevant to policing has declined due to SAPS promotion policy. Those who do further their educations enroll into fields that will assist them to obtain employment outside of SAPS. The Forensic Science Laboratory (FSL) under SAPS is solely responsible for the analysis of the police investigating officer’s evidence it receives. It is thus critical that FSL analysts are motivated and have high levels of commitment. This study will attempt to determine if SAPS promotion policy has an impact on the level of commitment of forensic analysts, with the aim of suggesting and recommending a Human Resource Management (HRM) policy or practice that will maintain or improve the level of commitment of Forensic analysts. The quantitative research approach was employed, and questionnaires were distributed to forensic analysts in FSL in KwaZulu-Natal (KZN). The study was important in gaining insight into the impact of SAPS promotion policy on organisational commitment of forensic analysts, and to understand what form or type of organisational commitment that drives continuous participation of analysts in the organisation. A probability sample of sixty six (66) forensic analysts was drawn from FSL in KZN (Amanzimtoti) with a population size of eighty (80) analysts. FSL-KZN was chosen because of the convenience access to the study sample and since provincial FSL’s are mostly affected by promotion policy procedure. Data was collected using questionnaires which were physical distributed by the researcher. The promotion policy was measured using promotion policy scale developed by the researcher together with biographical variables questionnaire such as age, gender, marital status, tenure, level of education and ranks level. Organisational commitment was measured using the Meyer and Allen (1991) Organisational Commitment Questionnaire. The study revealed that SAPS promotion policy has a significant impact on organisational commitment (affective and normative commitment) but no significant impact on continuance commitment. The study also showed no significant difference between some of biographical variables and organisational commitment (affective, normative and continuance commitment) and that continuance commitment was the most dominant form of commitment that drive analysts to continue to work for FSL. The study results could play an important role to managers who want to implement HRM practices and promotion policy that enhance the organisational commitment of employees with high expertise and skills such as FSL forensic analysts under SAPS. / Thesis (MBA)-University of KwaZulu-Natal, Durban, 2012.

The interest on lean production is mostly based on the empirical evidence that it improves the company’s competitiveness. However, the implementation of lean manufacturing harbours enormous difficulties due to a broad-spectrum of variables, compounded by lack of standardised mechanisms within organisations of analysis and measure of value-adding capabilities. The purpose of this study was to understand from both a management and employees’ perspective, the relative importance of key success factors, specifically training, for successful implementation of the lean principles and to understand the impact of training on employees perceptions of the lean programme. A quantitative research methodology was conducted in a packaging manufacturing company and data, collected using a questionnaire from a sample size of 54 employees, was analysed using SPSS software. Employees were found to have developed good perceptions about the impact that training had in their own jobs and also perceived that the lean program overall added value in their organisation. Employees considered training and management commitment as the most critical factors for a successful lean implementation. For lean implementation to be successful employees must be given training that is relevant to their work and senior management of the organisation must show (display) commitment towards the lean program being implemented by making necessary resources (time, funds ) available for lean activities. / Thesis (MBA)-University of KwaZulu-Natal, Durban, 2012.

Over the years, harmful impacts on the environment have led to a growing awareness of managing the environment. This trend to protect the environment has grown both locally and internationally. The increased pressure from the public, private and government structures have resulted in companies taking more responsibility for the environment. One of the major environmental areas is the management of energy. The poor planning by the South African government has resulted in serious shortage of energy (electricity) to consumers. In 2008 and 2009, Eskom could not meet the demands for electricity, resulting in load shedding across South Africa. The short-term solution was to embark on managing energy usage through promoting lower consumption and through the efficient and sustainable usage of energy. Eskom had to serve as the leaders in managing the energy usage. This took the form of developing and implementing energy management programmes, including programmes for Eskom employees. The literature research reviewed local and international approaches to Environmental and Energy Management programmes within organisations. A survey and quantitative analysis was undertaken to determine the perceptions of Energy Management Programmes by employees based at Eskom, New Germany. The population at Eskom New Germany consists of 758 employees. In total, 84 responses were received and analysed. The findings of the study indicated that the majority of respondents were aware of Eskom’s overall environmental and energy management programmes. The majority of respondents positively rated these programmes in terms of their incentives, motivation, effectiveness, support structures and communication channels. Regarding the overall energy management programmes implemented at Eskom, New Germany, the majority of the respondents were aware of them and were of the view that these programmes were very effective. One programme had a poor participation level mainly due to lack of awareness, but the respondents who did participate indicated that the programme was valuable in terms of its effectiveness. The main recommendation was to combine all the energy management programmes into one portfolio, driven by one department. This Department will be responsible for the developing, implementing and sustaining current and future energy management programmes for employees within Eskom. / Thesis (MBA)-University of KwaZulu-Natal, Durban, 2012.

South Africa’s national power utility, Eskom, procures products and services from a multitude of suppliers for its operations. Annually, Eskom’s Eastern Region spends approximately two billion rand on the procurement of products and services for its power network operations. Considering the expenditure, what is the effect of supplier quality management on Eskom’s operations? The aim of this study was to determine the impact of supplier quality management on Eskom’s Eastern Region’s power network operations. A multi methods approach was used for this study which included quantitative data and phenomenological interviews. For the past two financial years, Eskom’s Eastern Region procured R2.7billion worth of products and services from 187 suppliers for its operations. A probability sample of 82 suppliers was drawn from this population. The sample was composed of 58% electrical construction companies, 20% product manufacturers, 17% consulting engineers and 5% electrical hardware distributors. Data was collected using an email questionnaire developed by the researcher. Structured phenomenological interviews on supplier quality management were conducted with 41 employees of Eskom’s Field Services Department. These employees were chosen as they are directly accountable for managing network operations and are end-users of suppliers’ products and services. Significantly, the statistical analysis and the outcome of the phenomenological interviews revealed points of convergence and divergence between the stated positions of the suppliers and the actual experience of Eskom’s employees on quality of products and services. By combining the quantitative and qualitative dimensions of this study, the analysis illustrated the existence of cavernous gaps between suppliers and actual experience of Eskom employees on quality management areas such as suppliers’ commitment to product and service quality, focus on customer satisfaction, effective quality control and network operations. Several elements of the suppliers’ quality management programmes don’t meet Eskom’s expectations. The results of the study can benefit both suppliers and Eskom in identifying aspects of quality management that are negatively impacting operations and recommends areas of improvement. / Thesis (MBA)-University of KwaZulu-Natal, Durban, 2011.

While the rest of the producers of pork enjoy exporting opportunities brought about by free trade agreements of the global village, South African pork producers struggle to enter the global market, let alone remain afloat. This has resulted in the locals focusing their production towards meeting local demands, which one can argue that local pork market has reached its maturity. Moreover, other countries import pork to South Africa, making it even more difficult for local producers to expand and remain profitable if they focus only on their local customers, which are a niche market. South Africa consumes far less pork compared to other countries, particularly those countries, which have a significant percentage of non-believers, such as China. Whereas other macroeconomic factors such as political and economic factors have an impact on limiting the demand for pork, religion is an important socio-cultural factor that has been overlooked when assessing the South African macro-environment. Consequently the oversight of local pork producers has caused them to misread or misunderstand the behaviour and the future trend of consumers. This study sought to establish the impact of religion as a socio-cultural environmental factor on the demand for pork in Pietermaritzburg, the capital city of South Africa’s KwaZulu-Natal Province. Non-probability sampling technique was used to identify 400 respondents. Data was collected by means of a pretested questionnaire. Subsequent to elimination of erroneous questionnaires, the total questionnaires were reduced from 400 to 375. Data was computed using Microsoft Excel version 2007. The findings showed that there was an inverse relationship between religion and demand for pork. Data was presented using different types of graphs and tables. The domestic pork market has reached its highest level of maturity; however, the respondents are open-minded about their limited influence for favourable future demands. It is recommended that the South African pork and processed pork producers diversify their reach by tapping strongly to foreign markets to remain sustainable and profitable as a significant percentage of local customers are prohibited by their religion from buying and consuming pork. / Thesis (MBA)-University of KwaZulu-Natal, Durban, 2012.

The International Hotel School is registered with the South African Department of Higher Education and Training as a Private Higher Education Institution. This registration entails accreditation by the Council on Higher Education and one of the requirements for accreditation is that "The programme has taken steps to enhance the employability of students and to alleviate shortages of expertise in relevant fields, in cases where these are the desired outcomes of the programme." The purpose of this study was to assess, from a graduate perspective, whether or not the Diploma in Hospitality Management programme offered by the school met the requirement of the Council on Higher Education. Skills sought by employers were identified through a review of literature on the topic of 'employability'. These skills were used to compile a research questionnaire sent electronically to the identified sample group. A study was conducted among students who had completed the diploma programme during the years 2008 to 2010. Using a five-point Likert Scale respondents were asked to rate their perception of skills developed through their participation in the diploma programme. In addition to assessing the employability skills, respondents were asked to rate the usefulness to them in their employment of the subjects comprising the diploma programme. Here a four point Rating Scale was used in the questionnaire. Results of the study have identified areas of weakness within the programme's design and recommendations will be made to the school Academic Board as to suggested actions to be taken in addressing these weaknesses. The programme's syllabi should be reviewed and the curricula content adapted to consider the areas of concern highlighted through this study. The study identified that the programme goes some way to meeting the requirements of both the Department of Higher education and Training and employers within the hospitality industry. / Thesis (MBA)-University of KwaZulu-Natal, Durban, 2011.

The relationship between the organisation and its members is governed by what motivates them to work and the fulfilment they derive from it. The manager needs to know how best to elicit the co-operation of staff and direct their performance towards achieving the goals and objectives of the organisation. Managers need to understand the nature of human behaviour and how best to motivate staff so that they can work willingly and effectively. This study was conducted at the KwaZulu-Natal Police Forensic Science Laboratory (FSL-KZN). The aim of the study was to evaluate and investigate the status of employee motivation within this environment. The objectives of this study were to investigate the effect and influence of employee recognition, communication processes and social interaction on employee motivation. The relationship between the organisational reward systems and employee motivation was also investigated as well as identifying current motivating and de-motivating factors. The quantitative method was used for this study. Information was gathered from the sample which comprised of employees from all levels of the KwaZulu-Natal Police Forensic Science Laboratory (FSL-KZN). The population for this study was 163 FSL-KZN employees, of which 79 actually completed and returned the questionnaires (n=79). The research instrument (questionnaire) comprised 3 demographic questions, 22 closed ended likert scale type questions and 3 open ended questions. The simple random sampling technique was employed in this study which was then statistically analysed using the Statistical Package for the Social Sciences (SPSS) programme. The key statistical findings of the study were the organisation needs to urgently improve its career ‘pathing’ strategy and a significant percentage cited an improvement was urgently needed in terms of communication and social aspects within the organisation. A fair percentage also recommended improved financial rewards and incentive programmes as the general consensus was that management fails to effectively recognise employee contribution and input to the organisation and most employees are of the view that they are not suitably rewarded for their efforts. Though the study was too small for the results to be generalized to other forensic science laboratories, the recommendations made will certainly address current and pertinent issues at the KwaZulu-Natal Police Forensic Science Laboratory. / Thesis (MBA)-University of KwaZulu-Natal, Durban, 2013.

Abstract available from pdf file. / Thesis (MBA)-University of KwaZulu-Natal, Westville, 2010.