Over the past few years, there has been a proliferation of academic discourse regarding the subject of transient competitive advantage. Several academics have performed empirical studies which have noted a decreasing tendency in the number of businesses with a sustainable competitive advantage. Notably in this space, Columbia Business School professor, Rita McGrath, has performed a study determining the number of mid-to-large cap firms, listed worldwide, able to achieve consecutive years of uninterrupted growth: a sign of a sustained competitive advantage. The following study considers the current theory in this domain, and interrogates the methods McGrath used to identify her so called, growth outliers. Two methods: the McGrath and the alternate, are used in identifying all growth outlier firms, regardless of size, listed on the JSE. The study concludes that two predominant issues exist with McGrath's methods, namely her use of a single start year and her static growth threshold. The effects of which are postulated to impact the number and nature of firms identified, depending on the context of the specific market. Considering trends in the resulting percentage of growth outlier firms identified over the period of study, it is concluded that South Africa is tending towards a more sustainable competitive advantage environment. The qualitative study concludes that instances of firms with transient and sustained competitive advantage, are still both commonly occurring, and principally finds that the age of sustainable competitive advantage is not yet over. / Mini Dissertation (MBA)--University of Pretoria, 2017. / vn2017 / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted

This research investigated the effectiveness of the Altman Z-EM-Score and the Piotroski F-Score as tools that can be used to identify stocks on the JSE that may be shorted for an abnormal return. A fundamental assumption of the efficient market hypothesis is that an abnormal return cannot be made in a market because market prices fully reflect all available information. Several studies on short selling affirmed that abnormal returns could be earned by shorting assets that are in decline. However, there has been no published work that has been done on the Johannesburg Stock Exchange (JSE) on short selling instruments. An empirical study of shares that are listed on the main board of the JSE from 2005 to 2015 was done for the purpose of this research. The study found over the period that using the Piotroski F-Score as a short selling strategy generated an average of 6.56 percent market adjusted annual return between 2005 and 2014. Although the Altman Z-EM-Score made an average annual return that underperformed the market during the study period, however, the result was not statistically significant. The research concluded that compared to the Altman Z-EM-Score the Piotroski F-Score is more effective as short selling instrument on the JSE. / Mini Dissertation (MBA)--University of Pretoria, 2017. / vn2017 / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted

This research report sets out to understand how senior managers in mining companies actually make strategic decisions when situations are classified as a dilemma. This is of relevance because even though all organisations and all levels within an organisation are faced with decision making, the individual approach to reaching the decision varies. This is compounded by the nature of strategic decisions, technological advancements and the problem of bounded rationality. The concept of individual differences includes how much of human behaviour and the decisions people make is influenced by the person as opposed to the situation. The importance of individual differences in decision making and the approach followed escalates when the decision is of a strategic level as strategic decisions have cross-functional implications within the organisation, requires capital investment and has significant long term implications for the organisation. These implications become more critical when one considers the challenges facing the mining industry, which is characterised by volatility and falling demand and prices. The research explored the types of dilemmas experienced by senior managers in the selected mining company and the approach followed to resolve the dilemma, views on the utility attached as well as factors that support good decision making culminating in the decision taken. To this end, a qualitative study with an explorative design was conducted with thirteen senior managers. The insights from these individual depth interviews formed the basis of the data that was analysed to produce the research findings The research revealed that a dual approach is favoured with rational and quantitative styles dominating. The approach was linked to the impact of contextual variables such as the top management team and firm characteristics. This was found to also create implications relating to conflicts within the individual between the personal approach and the company required approach. The research found that dilemmas relating to licence to mine and supporting or enabling the company strategy were dominant in the mining industry and resulted in key trade-offs of whether to manage for today versus manage for tomorrow and whether to maximise profit against creating value for a broader range of stakeholders. / Mini Dissertation (MBA)--University of Pretoria, 2017. / vn2017 / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted

South Africa has arguably the largest reserves of mineral resources in world. This resource abundance is clearly not being utilised, as South African mining production has fallen year on year, while other resource rich countries increased production during the current sustained commodity cycle which is driven by large emerging economies. This study, exploratory in nature, attempted to determine whether the production techniques used by South African mining companies are efficient enough to allow South Africa to compete in an increasingly globalised sector. The study also attempted to determine what and how other factors affect the production output in the South African mining sector. The information was gathered by means of an online questionnaire, both qualitative and quantitative in design that was completed by 31 respondents at management level, currently engaged in mining production The factors affecting production were found to be both non-technical, such as legislation and labour related and technical factors within the production cycle Operating in a price taker global market, South African mining techniques certainly need an overhaul in comparison to international mining operations. Stakeholders within the sector need to recognise that a symbiotic relationship is needed to drive production in the sector instead of the current seemingly parasitic relationship. / Mini Dissertation (MBA)--University of Pretoria, 2017. / zk2017 / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted

This exploratory research investigated the impact of solar captive technology on the economy. With an increase in the adoption of captive solar technology, the study also explores the possibility of finding an ideal penetration level, as well as the drivers that motivate the need to find this level. / Mini Dissertation (MBA)--University of Pretoria, 2017. / nk2017 / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted

Substantial research regarding skilled employee motivation exists, however the same degree of insight into what motivates semi-skilled workers, specifically through nonfinancial rewards, is sparse. Popular motivational theories postulate that financial rewards are the forerunner in motivating semi-skilled employees. While this may be true in certain circumstances, this approach can be costly and disregards the potential value semi-skilled workers might ascribe to non-financial rewards. This study aims to understand the value semi-skilled workers attribute to non-financial rewards. Given the limited amount of research related to semi-skilled worker motivation through non-financial rewards, an exploratory qualitative study was conducted to gain deep insights. 18 Semi-structured interviews were conducted with a total of 75 respondents acquired through non-probability sampling. Diversity was considered through the selection of three companies across three different industries of building retail, hotel, and contact centre services. Interviews were conducted at three employee levels of semiskilled workers, middle management, and senior management. The inclusion of management levels intended to understand differences in their perception of what motivates semi-skilled workers. This research uncovered that semi-skilled workers are chiefly motivated by non-financial rewards as opposed to financial rewards. Dominant non-financial motivators identified included customer satisfaction, interaction, and team spirit, while popular forms of demotivation included lack of work-life balance and poor management. The role of context became apparent with themes such as culture, industry, and individual differences emerging as reward preference influencers. Management misperceptions illustrated a shortfall in understanding what motivates semi-skilled workers. The study concludes with the presentation of the SCMAL motivation model as a recommendation for management seeking to increase semi-skilled worker loyalty and discretionary effort. / Mini Dissertation (MBA)--University of Pretoria, 2017. / zk2017 / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted

Small and medium sized enterprises suffer from high rates of business discontinuance largely due to leadership incompetence. The consequences of the inability of leaders to establish viable business propositions and sustainable competitive advantage extend beyond firm-level competiveness and are a matter of macroeconomic prosperity. The purpose of this study was to contribute to the academic conversation on dynamic managerial capabilities by specifically focussing on the first attribute that underpins the concept: human capital. Moreover, the purpose of this study was to identify specifically what roles, attitudes, and competencies leaders require to more effectively develop firm-level dynamic capabilities enabling transition from SME to big business. A two stage inductive exploratory methodology was adopted enabling data collection from a pre-qualified sample of 12 prominent entrepreneurs. The first stage of data collection was a qualifying questionnaire and the second stage involved primary data collection by means of in-person semi structured interviews. The key outcomes of this study are that as businesses grow and transition, leaders need to adopt the right roles, have the right attitudes, acquire the right competencies, and be mindful of external enablers and inhibitors in order to develop dynamic capabilities that with effectively transition them from SME to big business. / Mini Dissertation (MBA)--University of Pretoria, 2017. / ms2017 / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted

The role of the Non-Executive Director (NED) has been questioned after many corporate collapses globally. NEDs in line with corporate governance codes bring independence to the board which should enhance monitoring as well as experience and distinguished networks that should benefit firm performance. Literature identified that NED remuneration has not had in-depth research conducted about it and that there was a lack of research about corporate governance issues in a South African context. The study investigates the NED remuneration and its impact on company performance in the financial services sector in South Africa. A quantitative study was performed on secondary data gathered over a ten year period (2006 - 2015) for NED remuneration and company performance measures. Company performance was measured by selected accounting metrics, ROA and ROE, and market metrics Tobin's Q and EVA. Correlation analysis was performed to determine if a relationship existed. It was found that there is a positive relationship between NED remuneration and company performance measured by accounting metrics and that there was no relationship between NED remuneration and company performance measured by market metrics. This indicates that investors do not place value on NED remuneration and the impact it has on improving firm value. / Mini Dissertation (MBA)--University of Pretoria, 2017. / zk2017 / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted

Change leadership is challenging as leaders don't know enough about drivers of employee's behaviour. Organisational cognitive neuroscience offers an opportunity in understanding employee's behaviour and reactions in the workplace (Cameron & Green, 2015). This study aims to verify whether neuroscience propositions, particularly Rock's (2008, 2009) SCARF principle, indeed prevent organisational dysfunction associated with change. Insights are gained into the neuroscience of employee behaviour in the context of change management. This study also offers change leadership guidance to ensure optimal productivity and the prevention of organisational dysfunction by exploring organisational health. Exploratory qualitative research using in-depth interviews of 20 Executives from large organisations with recent change experience was utilised. The insights from these interviews formed the basis of the data that was analysed through content and thematic analysis to reveal the research findings of this study. Three major findings are presented. First, there is evidence for neuroscience propositions amongst change leaders. Secondly, it was found that SCARF was not sufficient and that MIC-SCARF which is Meaning making, Inclusion, Communication, Significance, Certainty, Autonomy, Relatedness and Fairness offers additional guidance to change leadership by embedding such neuroscience propositions as a culture within the organisation. Thirdly, embedding a culture of neuroscience assists change leaders to prevent organisational dysfunction and create organisational health. The concept of sustainable organisational health is what practitioners should be working towards. The findings are integrated into a neuroscience framework for change leaders to obtain sustainable organisational health. / Mini Dissertation (MBA)--University of Pretoria, 2017. / zk2017 / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted

Context: With organisations' competitive advantage residing fully on the distinctive knowledge experience of their most talented and skilled employees and the need for robust talent pipe lines. Given that millennials have a majority representation in the workforce today, it is important to identify, manage and provide what they are looking for in terms of an employer - employee relationship to better attract, motivate engage and retain them. Research purpose To provide a deeper understanding of how to attract, retain, manage and engage the millennial generation in the management consulting industry within South Africa, based on reward preferences. Research design approach and methodology The research followed a quantitative research method through the self-administration of a questionnaire by 65 millennials within numerous management consulting firms based in South Africa. Data comparisons were conducted on independent variables and dependant variables. Variance of this data was conducted using SPSS. Main findings The results from this study show that millennial-aged South Africans place most importance on the fixed pay, opportunity to earn incentives related to individual performance, work-life integration and flexible working arrangements as well as fair and transparent performance management processes. These reward components are extrapolated and described according to rank when considering an employer, remaining at an existing employer and being motivated and engaged (scenarios). In addition there are other important factors that the study found specific to each of the scenarios. / Mini Dissertation (MBA)--University of Pretoria, 2017. / zk2017 / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted