Thesis (MBA)--Stellenbosch University, 2004. / ENGLISH ABSTRACT: This study set out to identify the key success factors of Public Private Partnerships (PPPs) in the healthcare sector to be considered by Netcare when exploring possible PPP opportunities. Public Private Partnerships (PPP) presents a means of mobilising private funds for delivering of public services whilst government manages the relationship via a negotiated PPP agreement to ascertain the quality of services rendered. A literature study was performed in order to conceptualize the potential of the application of PPP in the healthcare industry and the factors impacting on the success thereof. PPPs around the world did not develop in unison nor are they uniform in nature. It is this variation in development that led to the formation of a wide variety of different PPP models that define these partnerships. The different PPP models currently applied by Netcare in the UK are similar in their basic characteristics to some of the models described in literature. One of the biggest challenges facing the healthcare industry in South Africa is the unequal split between public and private healthcare sectors. This is not only in terms of number of people serviced but also includes allocation of the available resources. Very limited information is available on application of PPP in the healthcare sector. The private hospital groups primarily involved in PPP in the healthcare industry in SA are Netcare and Medi-Clinic. Netcare has successfully positioned itself not only as the biggest private hospital group in South Africa, but also as the leader in PPP involvement in the healthcare sector in South Africa. The PPP projects undertaken, though still very early days, have been very successful, but do not yield very high returns. The rationale to Netcare for partaking in these extends beyond financial returns. It is mainly strategic in terms of its position in the local market and its potential involvement in the anticipated NHS (National Health System). It is essential that Netcare maintains credibility and goodwill and continues to demonstrate its commitment to address the healthcare industry needs of all in SA. Responding to the limited growth opportunities presented by the local market, Netcare expanded its operations to include international contracts, in particular in the UK, with negotiations under way for contracts in Portugal. The experienced gained through the PPPs in the UK, the country regarded as the leader in PPPs in the healthcare sector, is invaluable to their future participation in PPPs. Governments all over the world want to improve healthcare service delivery and curb healthcare inflation. This presents opportunities to Netcare that could arguably be in the form of a PPP. The ability to evaluate the key success factors that will impact on these PPPs is therefore of great importance to Netcare. The study showed that the actual process involved in forming a PPP depends on various key factors that impact on the outcome thereof. The role of government is essential and it includes the creation of the infrastructure and the legal environment for PPP, to demonstrating competence in managing PPPs, providing the political support and achieving investor confidence. An extensive list of key success factors was identified, but applying these factors to two possible PPP opportunities revealed their shortcomings. It was concluded that the list of factors cannot be applied as the ultimate checklist to pre-determine the outcome of a PPP. This is because various factors will only be revealed in the later stages of the PPP project life. It was also concluded that PPP participation by the company is a priority strategic decision. The strengths and weaknesses of the company relative to the opportunities and threats presented then needs to be evaluated. The list of key success factors provides an important guideline in terms of considering the specific opportunities and threats associated with PPPs. These factors should be considered during the various stages of the project development. / AFRIKAANSE OPSOMMING: Die doelwat van die studie is die identifisering van die faktore wat die sukses van Staat Privaat Vennootskappe (SPV) binne die gesondheidsorg industrie sal bepaal, en wat deur Netcare in ag geneem moet word wanneer sodanige vennootskappe oorweeg word. Hierdie vennootskappe bied 'n geleentheid vir die mobilisering van privaat fondse vir publieke dienslewering terwyl die regering deur middel van die onderhandelde PPP ooreenkoms die verhouding bestuur en die kwaliteit van dienslewering monitor. Die literatuurstudie het ondermeer die potensiaal van sodanige vennootskappe in die gesondheidsorg industrie, sowel as die faktore wat die suksesvolle uitkoms daarvan bepaal, ondersoek. Verskeie SPV modelle en tipes vennootskappe bestaan weens die uiteenlopende ontwikkeling van SPVs in die onderskeie lande. Die modelle tans toegepas deur Netcare in Engeland reflekteer die eienskappe van modelle beskryf in literatuur. Een van die gesondheidsorg indrustrie in Suid Afrika (SA) se grootste uitdagings is die oneweredige verdeling tussen publieke en privaat gesondheidsorg, beide in terme van populasie verteenwoordiging en aanwending van die beskikbare hulpbronne. Inligting aangaande die aanwending van SPV in die gesondheidsorg industrie is baie beperk. In die Suid Afrikaanse konteks is Netcare en Medi-Clinic die dominante rolspelers in SPVs in die industrie. Netcare is tans nie net die grootste privaat hospitaalgroep in SA nie, maar ook die leier op SPV betrokkenheid in die gesondheidsorgsektor in SA. Hoewel die huidige SPV's relatief onlangs tot stand gekom het, is daar reeds heelwat sukses behaal. Die opbrengs gerealiseer is egter nie fenominaal nie. Die motivering vir Netcare se betrokkenheid in hierdie vennootskappe strek egter verder as bloot die finansiële opbrengste. Gegewe die potensiële nasionale gesondheidstelsel en die posisionering in die plaaslike mark, is dit noodsaaklik vir Netcare om gesien te word as toegewyd aan 'n oplossing vir die gesondheidsorg uitdaging in Suid Afrika. Netcare se internasionale uitbreiding kan deels toegeskryf word aan die beperkte groei geleenthede in SA. Hulle internasionale kontrakte sluit in Engeland met onderhandeling in Portugal tans onderweg. Die ondervinding opgedoen met die SPV's in Engeland is van onskatbare waarde gegewe Engeland se posisie as leier op die gebied van SPV in die gesondheidsorg industrie. Verskeie lande poog tans om hulle gesondheidsorg dienslewering te verbeter en mediese inflasie te beperk. Dit skep potensiële SPV geleenthede vir Netcare. Die vermoë om die kritiese sukses faktore wat die uitkoms van hierdie SPVs sal bepaal, te kan evalueer, is dus van kardinale belang vir Netcare. Dit blyk uit die studie dat die proses van die ontwikkeling van SPV deur verskeie faktore beinvloed word. Die regering van 'n land speel 'n belangrike rol in die daarstelling van die infrastruktuur, die regsaspektelike omgewing, hulle bevoegdheid in terme van die bestuur van SPV, hulle vermoë om politiese ondersteuning te verleen en hulle vermoë om beleggers se vertrou te wen. 'n Omvattende lys van faktore wat impakteer op die sukses van SPV is identifiseer. Tydens die toepassing daarvan op twee voorbeelde het dit duidelik geblyk dat die lys nie as allesomvattend beskou kan word en aangewend kan word om vooraf die uitkoms van 'n SPV te voorspel nie. Verskeie faktore wat krities is in die sukses van SPV kan eers bepaal word tydens later stadiums van die SPV. Daar is ook tot die slotsom gekom dat die firma strategie die primêre oorweging tydens die evaluering van SPV behoort te wees. Die sterk en swak punte van die firma relatief tot die geleentheide en bedreigings wat die SPV inhou moet evalueer word. Die lys van faktore krities tot die sukses van SPV dien as 'n belangrike riglyn vir die oorwerging van geleenthede en bedreigings geassosieerd met SPV. Hierdie faktore behoort tydens die verskeie stadia van SPV projek ontwikkeling in ag geneem te word.

Thesis (MBA)--Stellenbosch University, 2004. / ENGLISH ABSTRACT: KUMBA Resources (KUMBA) is a listed mining company on the Johannesburg Securities Exchange (JSE), with an annual turnover of about seven billion Rand. Their main operations consist of iron ore, coal, heavy minerals, base metals and industrial minerals. In this study project the writer will attempt to define the process followed by KUMBA to establish a winning mindset to ensure superior performance. The basic objectives defined for this study are to: • Define the process that KUMBA followed to develop a set of values for the organisation. • Explain the process followed to develop a validated questionnaire to measure the values. • Discuss the process that was followed to develop a system to support the process. • Lastly, to discuss the results of the actual ratings in June 2003 and the recommendations made after the completion of the process. The KUMBA Way was defined as a vehicle to drive this process. Core to this process is the KUMBA Values. Strategically, KUMBA decided that their values would be a distinctive lever in the company that will ensure superior performance. KUMBA then embarked on a process to develop one set of values for all the KUMBA mines. The end result was the foundation (minimum behaviour required by KUMBA) and motivational (behaviour that can be developed to achieve overall business success) values. Foundation Values: • Integrity • Respect • Accountability • Fairness • Caring Motivational Values: • We do it together • People make it happen • Let's do it • We do it better every time KUMBA also used the framework of transformational leadership and the competency model of Jay Hall as basis to entrench their values in the organisation. These processes are driven at business unit level and the line managers took the ownership of this process. A further decision KUMBA took was to measure their values. A validated questionnaire was needed to be able to deal with the process. Two pilot studies were conducted to validate the questionnaire and the questionnaire passed the criteria of reliability and validity. The questionnaire scored an overall Cronbach Alpha of 0,88. This result was higher than the minimum requirement of 0,6 for a self constructed questionnaire. A process was also followed to develop an in house system to support the overall measurement process. This system was based on the 360-degree approach. The actual measurement of the values took place in June 2003 and the results were outstanding. The results of the actual ratings compared very favourably to the results of the pilot studies. The results of the actual assessment must still be forwarded to Deloittes and Touche Human Capital Corporation to do a final Cronbach Alpha analysis. This will allow KUMBA to determine if the increase in the number of participants influenced the overall reliability and validity of the questionnaire. Furthermore, KUMBA also needs to revisit the process after one year to examine whether the measurement of these values contributed to the overall improvement of the organisational culture. / AFRIKAANSE OPSOMMING: KUMBA Resources (KUMBA) is 'n mynbou maatskappy wat op die Johannesburgse effektebeurs gelys is en het 'n jaarlikse omset van sewe miljard rand. Die basiese bedryf bestaan uit ystererts, steenkool, swaar minerale, basiese metale en industriële minerale. Die skrywer gaan, met hierdie studie, probeer om 'n wen gesindheid te skep ten einde superieure prestasie te lewer. Die basiese doelwitte vir hierdie studie word as volg gedefinieer, naamlik: • Definieer die proses wat KUMBA gevolg het ten einde een stel waardes vir die organisasie te ontwikkel. • Verduidelik die proses wat gevolg was om 'n vraelys te valideer wat die waardes sou meet. • Bespreek die proses wat gevolg was om 'n stelsel te ontwikkel wat hierdie proses sou ondersteun. • Laastens, om die resultate van die werklike meting in Junie 2003 en aanbevelings na afloop van die proses te bespreek. Die KUMBA manier was as voertuig gedefinieer om hierdie proses te dryf. Kern tot hierdie proses is die KUMBA waardes. Strategies het KUMBA besluit dat hulle waardes 'n hefboom gaan wees wat hulle graag na 'n onderskeidende vlak dryf ten einde superieure prestasie te verseker. KUMBA het met 'n proses begin om een stel waardes vir al sy besigheidseenhede te ontwikkel. Die eindresultaat was die KUMBA "Foundation" waardes (minimum gedrag wat deur KUMBA vereis word) en die "Motivational" waardes (gedrag wat ontwikkel kan word ten einde besigheid-sukses te kan bereik). "Foundation" waardes: • Integriteit • Respek • Toerekenbaarheid • Regverdigheid • Sorgvuldigheid "Motivational" waardes: • Ons doen dit saam • Mense laat dit gebeur • Kom ons doen dit • Ons doen dit beter elke keer KUMBA het ook die raamwerk van transformele leierskap en die bevoegdheidsproses van Jay Hall gebruik om waardes in die maatskappy te vestig. Hierdie prosesse was gedryf deur die besigheidseenhede en die lynbestuurders het eienaarskap van die proses geneem. 'n Verdere besluit wat KUMBA gneem het, was om hulle waardes te meet. 'n Gevalideerde vraelys was benodig vir hierdie proses. Twee loods-studies was afgeneem om die vraelys te valideer en die vraelys het aan die kriteria van geldigheid en betroubaarheid voldoen. Die vraelys het 'n algehele Cronbach Alpha van 0,88 behaal. Hierdie resultaat was hoër as die minimum vereiste van 0,6 vir 'n selfgekonstrueerde vraelys. 'n Proses was ook gevolg om 'n in-huis stelsel te ontwikkel wat die algehele metingsaksie sou ondersteun. Hierdie stelsel was gebaseer op 'n 360°-benadering. Die werklike meting het in Junie 2003 plaasgevind en die resultate was uitstekend. Die resultate van die werklike meting het baie goed vergelyk met die resultate van die tweede loods-studie. Die resultate van die werklike meting moet nog steeds aan Deloitles en Touche gestuur word ten einde 'n finale Cronbach Alpha te doen. Dit sal KUMBA in staat stel om te bepaal of die toename in die aantal deelnemers enigsins die algehele geldigheid en betroubaarheid van die vraelys beïnvloed het. KUMBA moet ook hierdie proses na 'n jaar hersien om te bepaal of die meting enigsins 'n bydrae tot die algemene organisasie-kultuur lewer.

Thesis (MBA)--Stellenbosch University, 2004 / This study project investigates the use of concept maps in knowledge management and takes a look at both the people, and the technology sides of knowledge management. The report discusses critical aspects and theories of knowledge management. Attention is focused on the importance of human beings in creating and being of value to organisations. While some theories of knowledge management view knowledge as a further developed stage of information, there are other theories, which view tacit or individual knowledge as the most basic source of knowledge. Despite this difference, and other dissimilarities, certain issues concerning knowledge creation and amplification through communication appear in both theories. A detailed discussion of the conversion process, and the knowledge spiral, explains and reinforces the importance of communication. The discussion touches on issues such as the influence of company culture towards the facilitation of sharing attitudes, supportive leadership styles and organisational structure. The continuous exchange of knowledge and the acceptance of new methods, such as best practise, promote the creation of a learning organisation that concentrates on the value of human beings, their needs, and their individual fulfilment. Challenges and obstacles of knowledge management such as experts seeing their sharing of knowledge as a hindrance of personal competitive advantage or work security will be examined. Although the logistics of knowledge management are very complex it is extremely beneficial for organisations for creation of extra value, the speeding up of processes, and the creation of a better work environment. Despite the importance of the people side of knowledge management, a technical infrastructure and a sophisticated knowledge management system are essential. General information about knowledge management systems and information are given, including objectives, trends, and an example of a standard technical infrastructure. Concept map technology is the interface between the computer system and the user. Although concept maps are not a new invention, they are becoming more popular due to new technical possibilities. All kinds of knowledge can be saved in concepts, connections, links and underlying documents. Their cognitive structure enables instant use without extensive guidelines or instructions. A further advantage is the generality of concept maps, making them applicable to various environments and industries. To increase awareness for concept map applications, differences between two concept mapping software tools are briefiy discussed. One application concentrates on maps, the other application aims to enable further functionality. The empirical part of the study project evaluates the use of concept maps in the banking and insurance environment of Sparkasse Sudholstein. The company currently has about 1400 employees and provides a knowledge based service, which made it very suitable for the research project. The technology infrastructure of Sparkasse Sudholstein contains certain distinctive features due to security reasons. The company has a user interface with different applications, various internal databases, external databases for the discretion of customer data, and several other external information and knowledge services. All the factors above make Sparkasse Sudholstein to an ideal candidate for the use of concept map applications. A survey by means of a questionnaire was undertaken at the headquarters of the company to determine the current situation of their knowledge management system. The most popular knowledge sources in use were the Lotus Notes "info-tiles", as well as direct communication amongst colleagues. It was further recognised that concept maps are known by almost half the participants of the questionnaire and that people are very open to new techniques of knowledge management. Various concept maps were created with company experts to evaluate the value and possible applications of concept maps in the company. The results showed that concept maps are not able to fulfil all the tasks of a knowledge management system, because they do not yet provide enough functionality. However, concept maps do have an essential significance in knowledge gathering, job descriptions, trainings and seminars, presentations, as discussion support tools, and project work such as workflow management. The advantages of concept maps are their cognitive use and understanding, their self-explanatory structure, the interactivity with the user, and the implementation of multi-media in combination with special layout features. In conclusion, it can be said that concept maps can be successfully applied to selective areas in companies. Concept maps should be implemented into a broader knowledge management system and combined with other traditional methods of knowledge management. The use of concept maps will create value for companies by increasing efficiency, effectiveness, as well as the overall performance of the company. If concept maps are combined successfully with other knowledge management measures, sustainable competitive advantage could be created for the organisation.

Thesis (MBA)--Stellenbosch University, 2004. / ENGLISH ABSTRACT: Developing economies are greatly influenced by changing factors of globalisation, trading pattems of industrialised countries and currency fluctuations. Trade reform is expected to play a critical role in creating competitive advantages among developing countries. However, liberalisation of developing countries has not always given the expected result. Too often, mullilateral organisations lecture developing countries on the merits of good governance, building dynamic institutions and greater openness to trade and foreign direct investments (FDI). The International Monetary Fund (IMF) estimates that if Sub-Saharan Africa's institutional capacity were raised to the level of developed countries, per capita GDP would be raised by 150 percent. The rich world's trade protectionism and inadequate FDI inflows are blocking poor nations' efforts to integrate within the global economy. Currently, protectionist barriers set up by developed countries disrupt global economic market adjustments. Extending liberalisation to trade in all commodities would almost double world gains and would benefit developing countries in particular. To sustain development through liberalisation, nations need to reform themselves domestically and all nations must be given reasonably free market access. / AFRIKAANSE OPSOMMING: Ontwikkelende ekonomiee word grootliks beinvloed deur die veranderende omstandighede met betrekking tot globalisasie. Handelshervorming sal na verwagting 'n kritieke rol speel om 'n kompeterende voordeel te skep vir ontwikkelende lande. Nogtans het die liberalisering van sommige van hierdie lande nie die verwagte resultaat gelewer nie. Dit gebeur gereeld dat multilaterale organisasies ontwikkelende lande voorskryf oor die meriete van goeie bestuur, die ophou van dinamiese instellings en 'n meer ontvanklike houding teenoor buitelandse handel en beleggings. Die Internasionale Monetere Fonds (IMF) skat dat as die institusionele kapasiteit van Suid van die Sahara Afrika tot op die vlak van ontwikkelde lande verhoog word, die bruto binnelandse produk (BBP) per capita met 150 persent sal styg. Maar die ryk wereld se handelsbeskerming en die onvoldoende toevloei van buitelandse direkte investering, blokkeer arm nasies se pogings om die wereldekonomie te betree. Tans ontwrig die beskermende maatreels in ontwikkelde lande die vermoe van die wereldwye ekonomiese mark om aan te pas. Deur liberalisering ten opsigte van alle handelsgoedere uit te brei, kan die wereld-winste bykans verdubbel word. Ontwikkelende lande sal veral hierby baat vind. Om ontwikkeling deur liberalisering te bevorder, moet nasies binnelands hervorm en alle nasies moet redelike vrye toegang tot die wereldmark gebied word.

Thesis (MBA)--Stellenbosch University, 2004. / ENGLISH ABSTRACT: In this study project, the performance and fund flows to open-end collective investment schemes available in South Africa that are advertised in the Personal Finance newspaper and Financial Mail magazine, are examined. The sample consists of 34 open-ended unit trust funds from 4 different asset managers. Two main objectives are addressed: the first main objective is to test whether collective investment schemes advertisements are used to signal superior management skills by examining the performance of the funds prior to placing the advertisement and measuring the performance in the post-advertising period. The second main objective is to test whether advertising is used to attract more fund flows to the funds. The results indicate that the fund managers advertised their funds at a time when the funds were under-performing, showing no significant superior performance. In the one-year period following the advertisement their performance was marginally better than the bench marked performance. The results indicate that superior fund management skills exist and that timing of the placement of the advertisement is important. The fund flow analysis shows that advertised funds attract significantly more money in comparison to the funds in a control group with similar characteristics. Once again the results could be attributed to superior fund management skills or the timing of the marketing department. / AFRIKAANSE OPSOMMING: In hierdie studieprojek word die prestasie en fondsvloei van kollektiewe beleggingskemas wat in Suid-Afrika beskikbaar is en in Personal Finance koerant en Financial Mail tydskrif geadverteer word, ondersoek. Die steekproef bestaan uit 34 kollektiewe beleggingsfondse van vier verskillende batebestuurders. Twee hoofdoelwitte word bespreek: die eerste hoofdoelwit is om te toets of kollektiewe beleggingsfondse advertensies gebruik om superieure bestuursvaardighede aan te dui, deur die prestasie van die fonds voor die advertensieplasing en die prestasie in die post-advertensie periode te ondersoek. Die tweede hoofdoelwit is om te toets of advertensies gebruik word om fonds invloeie na die fonds aan te trek. Die resultate dui aan dat die fondsbestuurders hul fondse adverteer op 'n tydstip wanneer die fonds onderpresteer, wat nie enige betekenisvolle superieure prestasie voorstel nie. In die een-jaar periode na die advertensieplasing, was hul prestasie marginaal beter as die verwysingspunt (standaard) prestasie. Die resultate dui aan dat superieure bestuursvaardighede wel bestaan en dat die tydsberekening van die advertensieplasing belangrik is. Die fondsvloei analise wys dat geadverteerde fondse betekenisvol meer geld inbring in vergelyking met die fondse in 'n kontrole groep met gelyksoortige karaktertrekke. Weereens kan die resultate toegeskryf word aan superieure bestuursvaardighede of die tydsberekening van die plasing van die advertensie.

Thesis (MBA)--Stellenbosch University, 2005. / ENGLISH ABSTRACT: The 21st century is marked by unprecedented changes in technology, political and economic systems, and societal demands, that call for leadership that can develop an organisation's human capacity, structure and functions to perform effectively in a highly dynamic environment. Ever more organisations are required to combine operational effectiveness with strategic flexibility, and organisations with hierarchies, bureaucracies, and many levels of review and approval seem to be incapable of fast response to the new business needs. Information technology (IT) offers additional variables that, when combined with considerations of structure, people, and tasks, can help design more responsive organisations. However, few organisational leaders know how to correct the situation when their organisations are not working well. This study presents IT as the greatest driver of organisational and societal change. Information technology can support different forms of organisational design to cope with the increasing complexity and conflicting demands of today's dynamic business environment. The onus is on management to align the organisational structure with its strategy to improve organisational performance. However, organisations and workplaces differ, and consequently their appropriate work organisation technologies differ. The changes in IT and market structures have shifted the competition from a single organisation to a network scope, resulting in a need for new organisational strategies and structures. Traditional forms of organisation are often deemed inefficient, but this research suggests that leaders should be willing to learn from the past, such as the nature of control issues in work, the importance of infrastructure and design, and that both traditional and new forms are necessary to adapt to the conflicting demands of today's business environment. Most organisations today are still hierarchical with some form of top-down structure, but it remains essential that some people are leaders and others are followers to prevent anarchy in an organisation. Simply eliminating hierarchical structures does not result in more responsive organisations, and thus "healthy hierarchies" should be designed to allow flexibility within a hierarchical structure. Emerging concepts and models of organisation thus rarely completely replace earlier ones, but instead try to create a richer context within which to reinterpret the earlier concepts and their role in a broader, more complex framework. Organisations cannot be represented as "pure" forms, but should be seen as dynamic systems that consist out of clusters of segments, where each segment can be represented as a pure form of organisation. Organisations should be able to gain a competitive advantage if management is able to combine difficult-to-combine attributes, and to design an organisation with different forms to face internal and external challenges. A framework is presented to help practitioners to design or redesign their organisations according to best practices. The framework incorporates the influence of IT on the business environment and the organisation, the concept of a "healthy" hierarchy, the commitment of the key stakeholders to organisational change, and tests to design an organisation according to four fit drivers (product-market strategies, corporate strategy, people, and constraints) and five good design principles. / AFRIKAANSE OPSOMMING: Die 21ste eeu is gekenmerk deur ongekende veranderinge in tegnologie, politiese en ekonomiese stelsels, en sosiale eise. Leiers moet dus 'n organisasie se menslike kapasiteit, struktuur en funksies kan ontwikkel om effektief in 'n hoogs dinamiese omgewing te kan opereer. AI hoe meer organisasies word vereis om operasionele effektiewiteit met strategiese buigsaamheid te kombineer, en organisasies met hierargieë, burokrasieë, en baie vlakke van hersiening en goedkeuring blyk nie in staat te wees om vinnig te reageer op die nuwe besigheidsvereistes nie. Informasie tegnologie (IT) bied addisionele veranderlikes wat kan help om beter reagerende organisasies te ontwerp met inagneming van struktuur, mense, en werk. Min leiers weet egter hoe om die situasie te verbeter wanneer hulle organisasie nie goed presteer nie. Hierdie studie stel IT voor as dié grootste drywer van organisatoriese en sosiale verandering. Informasie tegnologie ondersteun verskillende vorms van organisatoriese ontwerp wat voldoen aan die stygende kompleksiteit en teenstrydige vereistes van vandag se dinamiese besigheidsomgewing. Die onus rus egter op die bestuur om die struktuur van die organisasie in lyn te bring met sy strategie van verhoogde prestasie. Organisasies en werksplekke verskil, en gevolglik sal die toepaslike tegnologieë vir die organisasie van werk ook verskil. Die veranderinge in IT en markstrukture het kompetisie verskuif van 'n enkelorganisasie na 'n netwerk toe, wat 'n behoefte vir nuwe organisatoriese strategieë en strukture tot gevolg gehad het. Tradisionele vorms van organisasie word gereeld as ondoeltreffend bestempel, maar hierdie studie stel voor dat leiers moet gewillig wees om uit die verlede te leer, soos die aard van beheerkwessies by die werk, die belangrikheid van infrastruktuur en ontwerp, en dat beide tradisionele en nuwe vorms nodig is om aan te pas by die teenstrydige vereistes van vandag se besigheidsomgewing. Die meeste organisasies is vandag steeds in een of ander vorm hierargies gestruktureerd van bo na onder, maar dit bly nietemin noodsaaklik dat sekere mense leiers is en ander volgelinge om anargie in 'n organisasie te vermy. Deur slegs hierargiese strukture te verwyder sal nie tot 'n meer responsiewe organisasie lei nie, en dus behoort "gesonde hierargieë" ontwerp te word om buigsaamheid binne 'n hierargiese struktuur toe te laat. Opkomende konsepte en modelle van organisasie vervang gevolglik selde die voriges, en probeer eerder 'n ryker konteks te skep, waarbinne die vorige konsepte en hulle rol in 'n breër, meer komplekse raamwerk geherinterpreteer kan word. Organisasies kan nie as "suiwer" vorms voorgestel word nie, maar eerder as dinamiese stelsels bestaande uit groepe segmente, waar elke segment 'n suiwer vorm van organisasie verteenwoordig. Organisasies behoort dus 'n mededingende voordeel te trek, as die bestuur in staat is om moeilik kombineerbare eienskappe te kombineer, en 'n organisasie met verskillende vorms te kan ontwerp wat interne en eksterne uitdagings trotseer. 'n Praktiese raamwerk word voorgestel om organisasies te ontwerp en te herontwerp volgens beste gebruike. Die raamwerk inkorporeer die invloed van IT op die besigheidsomgewing en die organisasie, die konsep van 'n "gesonde" hierargie, die verbintenis van alle sleutelinsethouers tot verandering van die organisasie, en toetse om 'n organisasie te ontwerp volgens vier pasdrywers (produk markstrategieë, besigheidstrategie, mense, en beperkinge) en vyf goeie ontwerpbeginsels.

Thesis (MBA)--Stellenbosch University, 2005. / ENGLISH ABSTRACT: Workplaces around the world have recently experienced a wide variety of formal and informal changes in the organisation of work. The pace of change appears to have accelerated since the early 1990's with increased organisational restructuring efforts. New forms of work organisation, popularly labeled "high performance work systems' are reported in the academic and business literature. These workplace systems are characterised by more flexible job designs and work arrangements, team/group work, performance related compensation, greater information sharing and employee involvement in decision-making and cooperative labour-management relations to foster a participative enterprise culture. The general objective of the study is to define the work, organisational culture and human resources management processes and practices that will enable an organisation to make it's human capital the differentiating factor compared to it's competitors or similar organisations in the same industry. The research design consists of a literature study and the formulation of a strategy and implementation plan to transform the leadership behaviour and organisational culture of the organisation, based on experience with the implementation of leadership and culture interventions described in the literature. A clinical-descriptive approach was followed with data being collected to enable the researcher to propose a process to implement a high performance culture in the organisation. Recommendations for further research are made. / AFRIKAANSE OPSOMMING: Die werksomgewing het verskeie veranderinge ondergaan in die afgelope jare. Dit wil voorkom asof die tempo van verandering versnel sedert die begin van die 1990's met 'n toenemende aantal organisasie-herstrukturering wat plaasvind. Nuwe vorme van werksplekherstrukturering, onder 'n populere beskrywing van "hoogs presterende werksplekstelsels", word rapporteer in die bestuurs- en akademiese literatuur. Hierdie werksplekstelsels word gekenmerk deur meer buigsame posbeskrywings en samestelling van posinhoud, groter klem op die deel van inligting oor alle vlakke in die organisasie, groter werknemer betrokkenheid in die neem van besigheidsbesluite, asook samewerkende verhoudings tussen georganiseerde arbeid en die bestuur van die organissasie wat lei tot 'n meer deelnemende organisasie kultuur. Die doelstelling met hierdie studie is om die werkspraktyke, organisasie kultuur en mensbestuurpraktyke te definieer wat 'n organisasie in staat kan stel om sy menskapitaal te kan omskep in 'n onderskeidende element, in term van organisasie prestasie, in vergelyking met kompeterende maatskappye in dieselfde industrie. 'n Kwalitatiewe navorsingsontwerp is gebruik om verskeie klimaatstudies wat reeds binne die organisasie gedoen is, te ontleed en aan die hand van die literatuurstudie, is 'n voorstel gemaak van 'n implimenteringsprogram om die leierskap-gedrag en organisasie kultuur in die organisasie te verander. Aanbevelings vir toekomstige navorsing word aan die hand gedoen.

Thesis (MBA)--Stellenbosch University, 2005. / Some digitised pages may appear illegible due to the condition of the original hard copy / ENGLISH ABSTRACT: Executives wanting to establish or manage an effective organisation need to understand the dynamics of leadership. PetroSA can have all the advantages in the world - advocate of the state, good relations with the state treasury, and Gas-To- Liquid technology - but if leadership fails, all these advantages melt away and the organisation, like a driverless car, will inexorably run downhill. Nevertheless, if we are to understand leadership, we also have to go beyond the directly obvious. We have to pay attention to the relevant internal and social dynamics. It calls for an analysis of the intricate interaction between leaders and followers, and the unconscious and invisible psychodynamic processes and structures that influence the behaviour of individuals. The conscious grouping of pairs of two or more employees that maintain a sociologically significant relationship should also not be ignored. People who dismiss the complex clinical dimension in organisational analysis cannot hope to move beyond an impoverished understanding of what life in organisations is all about. Toxic managers dot the landscape in most organisations making them seem, at times, like war zones. These managers can complicate your work, drain your energy, compromise your sanity and destroy your career. However, it is critical to recognise that toxicity, or emotional pain, is a normal by-product of organisational life. However, organisations that want to stay healthy need to learn to handle such toxicity effectively - or prevent it in the first place. This survey clearly demonstrates that very unhealthy management styles prevail in PetroSA. The overall results of the survey show that managers identified nine behaviours or practices that are detrimental to the . organisation's culture. These traits scored more than 2.8 on a five-point scale, where a score of five is severe. This paper examines various ways of managing toxicity in the workplace and offers ideas for leaders to help foster health and productivity. The recommendations will include a major change management initiative, wellness programme, mentoring and coaching intervention, leadership development sessions (residential), communication strategy, interventions that address the dark side of leadership, as well as Learning to Lead workshops. Finally, effective organisational responses to emotional pain, once in the system, do not stop with the urgent, immediate response to a painful traumatic experience such as the merger process PetroSA underwent in 2002/2003. leaders in their organisations should make use of preventative strategies such as appointing the right candidates, developing leaders and creating the right culture that offers space for healing and inspiration. leaders can play a key role in the recovery of those who have been hurt, speeding up the wellbeing of those who have suffered and facilitating a healthy workplace. / AFRIKAANSE OPSOMMING: Uitvoerende bestuur wat effektiewe organisasies wil vorm en bestuur moet die dinamika van leierskap goed verstaan. PetroSA kan baie faktore hê wat in sy guns tel - soos om as die mondstuk van die staat te wees, goeie verhoudings met die staatstesourier te hê, sowel as om oor Gas-tot-Vloeistof tegnologie te beskik -'-maar, sou die kritiese eienskap van leierskap ontbreek, is al dié voordele tevergeefs en die organisasie sal, soos 'n motor sonder bestuurder, onkeerbaar afdraand loop. Om leierskap werklik te verstaan, is die voor-die-hand-liggende nie genoeg nie. Daar moet ernstig aandag geskenk word aan die gepaardgaande interne en sosiale dinamika. Dit vereis 'n analise van die ingewikkelde interaksie tussen leiers en navolgers sowel as die onbewustelike en insigbare psigodinamiese prosesse en strukture wat gedrag van individue beïnvloed. Die willekeurige groepering van twee of meer werknemers wat sosiologiese belangrike verhoudings ontwikkel moet ook nie geïgnoreer word nie. Persone wat dié ingewikkelde kliniese dimensies ignoreer tydens organisatoriese analise, het geen hoop om uit te styg bo 'n swak begrip van wat die lewe van binne 'n organisasie behels nie. Toksiese bestuurders is volop in die meeste organisasies, wat dié maatskappye soms soos 'n oorlogsveld laat voel. Sulke bestuurders maak die werksplek baie gekompliseerd, dreineer jou energie, is senutergend en kan jou loopbaan verongeluk. Hoe dit ook al sy, dit is belangrik om daarop te let dat toksiese of emosionele pyn, 'n normale byproduk van die lewe binne 'n organisasie is. Nieteenstaande hierdie feit, moet organisasies wat gesond wil bly, hierdie giftige gewoontes doeltreffend bestuur - of nog beter - in die eerste plek heeltemal verhoed. Hierdie tesis bewys onteenseglik dat hierdie ongesonde bestuurstyle binne PetroSA heers. Die oorhoofse resultate van die opname toon dat bestuurders nege bestuurstyle of gewoontes identifiseer wat die organisasie negatief beïnvloed. Hierdie style behaal 'n gemiddelde van meer as 2.8 op die vyf-punt skaal, waar 5 uiters waarneembaar is. Die tesis poog om teenmiddels te identifiseer wat hierdie giftige style teenwerk of verhoed. Die tesis poog ook om idees aan huidige en toekomstige leiers te bied om gesonde en produktiewe werksomgewings te skep. Die aanbevelings sluit in 'n aansienlike bestuurde veranderingsinisiatief, personeel welstandsprogram, mentor- en leierskapsprogramme, kommunikasiestrategie, en werkswinkels wat die donker kant van leierskap aanspreek sowel as die kuns om te lei. Effektiewe reaksie op emosionele pyn binne die organisasie, moet nie net op die onmiddelike dringende aksies om pynlike traumatiese ondervindings soos die PetroSA samesmelting van 2002/2003 gerig wees nie. Leiers moet ook gebruik maak van strategieë wat voorkomend is van aard soos om die regte kandidate aan te stel, leiers te ontwikkel en die regte kultuur te skep wat ruimte vir heling en inspirasie bied. Leiers kan 'n sleutelrol speel in die heling van diegene wat seergekry het, deur hul beterskap te versnel en 'n gesonde werkplek te fasiliteer.

Thesis (MBA)--Stellenbosch University, 2005. / ENGLISH ABSTACT: The aim of the study was to investigate the relationship between Emotional Intelligence and academic performance. Literature depicting the role of personality was discussed as the researcher deemed an overview of the domain of personality essential before embarking on a study of the predictive ability of Emotional Intelligence. Therefore the researcher lays the foundation for the study by exploring the definition of Emotional Intelligence together with the various viewpoints as to whether or not it is able to predict successful performance. A review of research literature describing the ability of Emotional Intelligence to predict success provides conflicting evidence. Based on the literature that has been presented it is evident that the role of Emotional Intelligence as a predictor of performance should not be under estimated. It is however clear that the degree or the extent to which it is able to explain the variances in outcome needs to be substantiated by more empirical research. The research design of this study was exploratory, descriptive and quantitative in nature. An existing Stellenbosch Business School database was used to obtain the Emotional Intelligence scores and academic performance results of 163 final year MBA students. Emotional Intelligence scores were obtained using the BarOn EQ-i test and these were correlated with academic performance. The research results did not reveal a relationship between the total Emotional Intelligence score and total academic performance. No relationships were found to exist between individual Emotional Intelligence scales or subscales and total academic performance. However, certain of the individual scales and sub-scales were found to be significant predictors of performance on some of the qualitative subjects, and in particular those subjects with a focus on management principles. The scales and subscales of Emotional Intelligence that were found to be significantly related with the management focused subjects were the following: Interpersonal Relationships, Social Responsibility, Adaptability, Flexibility, Stress Management, General Mood and Optimism. / AFRIKAANSE OPSOMMING: Die doel van die studie was om die verhouding tussen Emosionele Intelligensie en akademiese prestasie te ondersoek. Die navorser begin die studie deur die definisie van Emosionele Intelligensie, sowel as verskeie standpunte tot die moontlikheid om akademiese sukses te kan voorspel, te ondersoek. Die navorser beskou die opbou van die terrein van persoonlikheid as essensieel, alvorens 'n studie oor die voorspellingsmoontlikheid van Emosionele Intelligensie aangepak word, literatuur wat die rol van persoonlikheid beskryf, is bespreek. 'n Oorsig van die navorsingsliteratuur wat die vermoe van Emosionele Intelligensie beskryf om sukses te voorspel, lewer konflikterende bewyse. Gebaseer op die literatuur wat aangebied is, is dit duidelik dat die rol van Emosionele Intelligensie as 'n voorspeler van sukses, nie onderskat behoort te word nie. Dit is egter ook duidelik dat meer empiriese navorsing nodig is om die totale uitsluitsel in hierdie verband te verkry. Die navorsingsontwerp van die studie was verkennend, beskrywend en kwantitatief van aard. 'n Bestaande Stellenbosch databasis was gebruik om die Emosionele Intelligensie toetsuitslae, sowel as akademiese prestasie van 163 MBA studente te verkry. Die Emosionele Intelligensie toetsuitslae is verkry van die Bar-On EQ-i toets, wat die MBA studente gedoen het. Die navorser het hierdie toetsuitslae gekorreleer met hulle akademiese prestasie. Die navorsingsresultate het nie 'n verhouding tussen die totale Emosionele Intelligensie telling en totale akademiese prestasie uitgewys nie. Geen verband kon gevind word tussen die individuele emosionele Intelligensie skale en subskale en die totale akademiese prestasie nie. Sekere van die individuele skale en sub-skale is as beduidende voorspelers van prestasie van sekere van die kwalitatiewe vakke bevind, veral die vakke wat fokus op bestuursbeginsels. Die skale en sub-skale van Emosionele Intelligensie wat beduidend in verhouding staan met kwalitatiewe vakke wat lokus op bestuursbeginsels is die volgende: Interpersoonlike Verhoudings, Sosiale Verantwoordelikheid , Aanpassingsvermoe, Buigsaamheid, Spanningsbeheer, Algemene Stemming en Optimisme.

Thesis (MBA)--Stellenbosch University, 2005. / ENGLISH ABSTRACT: The purpose of this study project was to research different consulting courses with the primary goal to identify a general framework to be used for a consultancy course. This framework will also serve to expand and support the current consultancy course used by the University. The initial goal was to get an understanding of the different skills required of a successful consultant. Secondly, to identify a general framework the consultant can use to understand a business problem, to solve it and to implement the solution successfully. Ultimately this study project was to expand upon these skills and framework to increase the consultant's cumulative knowledge. Resistance and change were focused upon with the goal of giving the consultant a set of skills to lead successfully. The skill of negotiation, identified by several sources as an integral part of consultancy, was also discussed in detail. The framework that has been identified is comprised of information gathering, problem identification and solution, feedback to the client, scope, priorities and estimates and lastly, implementation and engagement. Several sources have been identified to support the consultant in finding further information to ensure successful consultation endeavors. / AFRIKAANSE OPSOMMING: Die doel van hierdie studieprojek was om verskillende konsultasie kursusse te ondersoek met die primêre doel om 'n raamwerk te identifiseer wat gebruik kan word vir 'n konsultasie kursus. Dit sal dan ook dien as uitbreiding en aanvulling tot die huidige konsultasie kursus wat deur die Universiteit aangebied word. Spesifieke doelwitte was om eerstens die vaardighede wat suksesvolle konsultasie vereis, te verstaan. Tweedens was dit om 'n algemene raamwerk te identifiseer wat die konsultant kan toepas om 'n besigheidsprobeem te verstaan, op te los en om die oplossing suksesvol te implementeer. Die verdere doel van hierdie studieprojek was om dan verder uit te brei op daardie vaardighede en raamwerk om die konsultant te ondersteun gedurende projekte. Daar is klem gelê op die proses van verandering en weerstand met die doel om die konsultant te help om dit suksesvol te lei. Die vaardighede van onderhandeling, wat deur verskeie bronne as 'n integrale deel van konsultasie geïdentifiseer is, is ook bespreek. Die raamwerk wat geïdentifiseer is, is om inligting in te samel, probleme te identifiseer en op te los, terugvoer aan die kliënt, omvang, prioriteite en benaderings en laastens implementasie. Verskeie bronne vir selfstudie is ook geïdentifiseer om die konsultant te ondersteun om verdere kennis op doen om konsultasie projekte suksesvol te voltooi.