The word 'mentor' is derived from the character Mentor who, according to Greek mythology, was the trusted counsellor ofOdysseus, under whose disguise Athena became the guardian and teacher of Telemachus (Great Illustrated Dictionary. 1984). In today's world changes are taking place at a rapid rate. In addition, the increasing complexity of the working environment has made it necessary that employees have a role model, teacher, coach and trusted counsellor to assist them in coping with these changes. Mentoring has become essential to the development of new and experienced staff and the enhancement of their performance in a challenging environment. This study evaluates the skills needed for a mentor, mentee and organisation to be successful in a mentoring program. In the first section of this document, problems regarding the shortages of power supply currently experienced in South Africa will be clarified. These problems are aggravated by a shortage of skills in the project environment. Mentoring may be a possible solution in the management of this problem. In the second section, a literature study which was conducted to determine which skills are necessary for a successful mentee-mentor relationship, will be discussed. Mentoring can only succeed if a good relationship exists between the mentor and mentee. The two developmental areas upon which mentoring can have the greatest impact on employees in organisations are the career development- and skills development areas. In the third section a case study initiative will be described which involves the implementation of a mentor-mentee relationship in a Project environment. This case study pays specific attention to the effect which certain skills have on the success of a mentor-mentee relationship. / Thesis (M.Com.)-University of KwaZulu-Natal, 2005.

Formal project management methodologies and processes play a vital role in organisations that run large complex projects and programmes. Is it possible that these methodologies and processes can end up defeating the purpose for which they are introduced? Can these methodologies actually cause projects to fail by becoming the focus of attention? If so, what can be done to reverse this bizarre situation? This study intends to give some insights into these complex questions. Methodologies that are not usually used in such environments are applied to a particular messy situation on a project in an attempt to bring about some relief. The events took place in a conservative, rapidly changing and highly politicised organisation that had embarked on a programme comprising many large interdependent projects that needed to be implemented in an aggressive time frame. A particular large and complex project was running into trouble due to, in no small measure, the strict enforcement of onerous project management procedures. The project team was becoming demoralised and very stressed, which aggravated the situation further. Project managers usually adopt a "hard" approach to making changes. The aim of this research is to see whether using a "softer" approach in the environment described above could alleviate the situation. In this study, systems thinking and action research form the core of the multi-methodological approach to understanding the problem situation and identifying appropriate interventions to bring about improvements. Given the culture of the organisation concerned, will the application of these methodologies improve the situation by bringing the project back on track and improve staff morale? Other concepts that play a role in this study include complexity theory and the learning organisation that are deemed essential to the understanding of the holistic picture. 111 "This we know. The earth does not belong to us; we belong to the earth. This we know. All things are connected like the blood that unites one family. All things are connected. Whatever befalls the earth befalls the sons and the daughters of the earth. We did not weave the web of life; we are merely a strand in it. Whatever we do to the web, we do to ourselves." (Chief Seattle) / Thesis (M.Com.)-University of KwaZulu-Natal, 2004.

Ever since the 2002 World Summit on Sustainable Development in Johannesburg, the quest for 'sustainability' has gained increased prominence on the business landscape. The King Report on Corporate Governance has further heightened awareness of social and environmental considerations which had previously been overlooked, thus broadening the business agenda beyond meeting the needs of owners and shareholders. Within the South African context, transformation imperatives have placed additional obligations on our businesses, requiring a change in corporate attitudes and business practices. Thus, in today's business climate, where companies compete globally for customers as well as talent, where reputation is as important as financial outcome, and where social and environmental risks have become key business dynamics, companies are increasingly being called to account, by a broader range of stakeholders, across a far wider spectrum of activities and operations. The dissertation reflects on the complexity of developing an inclusive and participatory approach to understanding the dimensions of sustainability and developing a sustainable development agenda for IlIovo Sugar Sezela business. The study presents an opportunity to apply systems thinking to consider the various perspectives and worldviews of the participating stakeholders, and to promote democratic decision-making in formulating possibilities. In this regard, it is imperative that the inquiry involves the use of methodologies appropriate to the structure and nature of the organisation, and that the outcome of the inquiry involves a 'product' that is owned by the organisation. / Thesis (M.Com.)-University of KwaZulu-Natal, 2005.

The question of how to enhance viability is ever present in the minds of leaders of Non Profit Organizations. By using a methodological pluralism approach involving concepts in organisational learning, appreciative inquiry, systems thinking and the Viable Systems Model, this study investigates the capacity for learning in five Non Profit Organizations and links this capacity to their viability. A case is established through a review of literature that only organizations that adopt a generative learning posture, can survive in times of great change and contextual turbulence. The study, which followed an appreciative inquiry process, interviewed leaders from the five organizations in both semi-structured interviews as well as questionnaires. It found that while learning is taking place all the time in the organizations studied, most of that learning is lost to the organisations for lack of effective capturing, storing, disseminating and rewarding systems. These organisations also lack a clear conceptual framework to guide their learning. The learning present in most of the organizations is of a single loop nature, which is limited in not allowing the critique of the assumptions and worldviews behind the experiences of individuals in the organisation. This study therefore recommends prioritisation of collective learning within the organizations studied by investing in policies, structures and systems that support dialogue and reflective practices. To this end, the study recommends that if these organizations are to better their viability, they will have to develop a more systemic approach not only to their learning but also to their management. Keywords: Learning Organisation, viable systems model, knowledge management, participatory action research, systems thinking and practice, strategic conversations, dialogue, non profit organizations, Appreciative Inquiry, vocabularies of hope. / Thesis (M.Com.)-University of KwaZulu-Natal, 2008.

South Africa currently finds itself in a constrained environment. In order to alleviate this constraint, Eskom, the dominant (and state-owned) electricity supplier in South Africa has embarked on an electricity capacity expansion programme. One of the constraints on the capacity expansion programme, as identified by Eskom, is the shortage of skills including that of engineering skills. Firstly, an understanding of the background to the shortage of engineering skills in South Africa and Eskom was gained through literature review. Thereafter, a list of contributors was identified in terms of the skills shortage in South Africa and Eskom. In addition to this local view of the engineering skills shortage issue, the author of this dissertation supplemented this with a review of international literature. The issue was then documented using systems thinking diagramming techniques which eventually culminated in the development of a draft systems dynamics model of the shortage of engineering skills in Eskom for the capacity expansion effort. Once the draft system dynamics model was developed, the author of this dissertation conducted one-on-one interviews with staff members who represented the stakeholders in the engineering skills shortage issue for Eskom's capacity expansion programme. This enabled the author of this dissertation to share his understanding of the problem with the interviewees and to gain an improved understanding of the issue by listening to the interviewees. Thereafter, this improved understanding was utilised to update the systems dynamics model. Finally, this updated model was utilised to perform an analysis to determine the leverage points to alleviate the engineering skills shortage problem in Eskom's capacity expansion programme. The literature survey suggested that mentorship, retention of current engineering skills and improving the image of engineering (in general) should be pursued to alleviate the shortage of engineering skills in the electricity industry. Furthermore, the use of interviews and systems dynamics modelling suggested that there needs to be a core focus on mentorship. In addition, effort should be allocated to attracting more of the under-represented groups into engineering i.e. women and black males. Furthermore, effort needs to be placed on specifying the capacity expansion resource requirements adequately i.e. plans in terms of numbers of people, qualifications and skill level are required. Finally, the interview process highlighted the view (not supported by systems dynamics modelling) that outsourcing of engineering work and importing of engineering skills should be pursued as a last resort. KEYWORDS Eskom, Engineering Skills Shortage, Capacity Expansion Programme. / Thesis (M.Com.)-University of KwaZulu-Natal, 2008.

This dissertation explores the applicability of the Critical System Thinking (CST) methodology known as Total Systems Intervention (TSI) version one to the complex problems related to the practice of the Performance Management System at Telkom SA. As a point of departure, this research provides a historical analysis of a non-systemic management approach - Business Process Reengineering (BPR) and several uni-demensional hard and soft systems approaches and their contributions to the emergence and development of CST. It is argued that, given the messy and ill-structured problems that emerge as a result of the implementation of Performance Management Systems (PMS) at Telkom, a pluralist problem solving methodology such as TSI is the appropriate methodology applicable to the problem under concern. / Thesis (M.Com.)-University of Natal, Durban, 2000.

“Christian leadership” is not new terminology in world literature, but research on Christian Congolese refugee leadership in Durban seems to bring out a new dimension to it. In their struggle to reach a meaningful standard of life, refugee Christian leaders in Durban are experiencing rough and traumatic times. This research investigated how they deal with social change for both their lives and that of their mixed congregations in Durban.. This research applied leadership theories and servant-hood models to Christian leadership principles. Personal experience of life was used to describe and identify factors that have helped positively and hindered negatively the promotion of such changes. The study aimed to reveal the traumatic responses and experiences of refugees as a consequence of political and civil conflicts in their country of origin. Factors that have helped overcome barriers to their social change will also be identified. The research also challenged the negative malpractices and attitudes displayed towards the refugees by some people in the host country. This study focused on people’s lives and their deep heartfelt needs drawing on a sample of mature leaders and church members capable of implementing change despite circumstances that surround them. A qualitative approach with ethnography as the dominant methodology was employed. Open-ended questions were used in interviews to gather data relative to social change. Based on qualitative and ethnographic findings, this research revealed that despite acculturation, psychological stress, discrimination, and social exclusion in their day-to-day lives, Congolese Christian leaders are able to generate positive social change. The findings will help in future research, while for now Congolese Christian refugees will benefit from acquiring knowledge and principles that will hopefully help them improve their leadership qualities to become future useful leaders who will give the world the best of their expertise. However, in a world that is changing at an exponential rate, there can be no social certainty. While Congolese Christian leaders in Durban define their priorities and address future problems in order to integrate themselves into the local community, it is believed that the experience they gain in this country will contribute in improving their social lives, enhance their future leadership skills for the benefit of their present community for now and in future for the benefit of their country of origin as well as the whole African continent / Thesis (M.Com.)-University of KwaZulu-Natal, Westville, 2010.

This study is an investigation into how systems thinking was used in a school improvement initiative, which involved the implementation of the Integrated Quality Management System (IQMS) in a ward with twenty-two schools. The Superintendent of Education Management (SEM), as the practitioner, initiated the study in the form of an action research, using the soft systems methodology (SSM). The preference of the SSM was justified for its suitability to explore problem contexts of a pluralist complex nature. The School Development Team (SDT) Chairpersons were the participants that went through the learning process and provided insights from their worldviews and experiences as the leaders tasked with bringing about the requisite transformation and guidance aimed at the professional development of educators, their performance measurement and whole school evaluation. The reflective study interrogates the worldviews, perspectives, attitudes and values of the participants, promotes the use of systems tools and techniques and leads to the development of conceptual models which might constructively enhance school reform. The findings of this study highlight educators’ ability to engage in reflective activities and self-directed explorations, shared experience of educators learning to learn together and continuous professional development. The reflective educators learn to recall, consider and evaluate experiences in relation to a broader educational purpose. The study explores the possibility of using the IQMS systemically in action as leverage to enhance school improvement and bring about positive change in educator accountability. / Thesis (M.Com.)-University of KwaZulu-Natal, Westville, 2009.

This study investigates the challenges of implementing a performance management development system (PMDS) in the Department of Transport as a learning organisation. The objectives were: * To evaluate the PMDS that is currently utilised to motivate employees and to determine problems encountered in the implementation thereof with a view to employing a learning organisation approach. * To determine new approaches to the implementation of the PMDS. * To uncover problems encountered in the implementation of the PMDS. The study focused on managers and supervisors as the main role-players in the assessment of the PMDS. Supervisors were given questionnaires concerning issues pertaining to PMDS and learning organisations. Respondents were asked whether the role of trainers is visible in strengthening communication structures allowing employees to participate meaningfully in the decision-making processes of their organisation. The following research questions were asked: * What challenges do the Department of Transport in KZN, Pietermaritzburg faces concerning the PDMS and in becoming a mature learning organisation? * Is the PMDS compatible with a learning organisation? * How has the PMDS been utilised to motivate employees and to uncover problems encountered in the implementation of the PMDS? * How does the Department of Transport identify new approaches required for the implementation of the PMDS? / Thesis (M.Com.)-University of KwaZulu-Natal, Westville, 2010.

Strategic management is regarded as one of the highest forms of management activities in the South African government. Consequently it is mandatory for Heads of government departments to develop strategic plans for their departments. Despite compliance to the strategic management framework as prescribed through the Public service regulations and the Treasury regulations, service delivery targets as set out in these plans are often not achieved. This also results in the underspending of monies budgeted for the delivery of basic government services. This paper presents the findings of the study undertaken to evaluate the effectiveness of strategic management in the public service. The study employed a qualitative approach in the form of a case study research method targeting the Department of Local Government and Housing in Limpopo provincial administration. It is evident from the findings that the department is comprised of a number of elements or organizations within its environment that it is dependent on for it to achieve its objectives, and that some of these organizations are in turn dependent on the department to achieve theirs. This makes the department and organizations within its environment typical complex adaptive systems in that for them to achieve their goals, they need to adapt to one another. Failure to meet strategic plan targets in the department is attributed to (1) the government prescribed strategic choice and linear approach to strategic management that does not take into account the complexity and uncertainty of the department’s environment and the views of stakeholders; (2) the capability of management to perform the strategic management function which is questionable, (3) lack of a systems thinking approach in the department, and (4) ineffective strategic control. The study recommends a strategic management model for the Public service that will encourage management to see the department as a system that is influenced by and also influences other systems within its environment to achieve its objectives. This will facilitate the interactions between the department and its stakeholders during the formulation of strategies and the implementation thereof. Key Words: Strategic management, strategic plan, strategic formulation, strategic implementation, strategic control, complexity, complex adaptive systems, organization, strategy, systems thinking, environment, public service, resources and uncertainty. / Thesis (M.Com.)-University of KwaZulu-Natal, 2009.