Abstract in English, Southern Sotho and Afrikaans / South African chartered accountants (CAs(SA)), who are primarily trained as financially orientated technical specialists, play a significant role as part of management teams, which require expertise in leadership, strategy, marketing, communication and teamwork among other managerial skills. However, it has been found that accounting professionals have inherent characteristics that could act as barriers to career transition and adaptability in the volatile and challenging accounting profession. This study employed an interpretative phenomenological analysis research design to gain insights on the way CAs(SA) in the financial services sector have managed to overcome barriers and leverage enablers to transition their careers. Accordingly, interviews were conducted with CAs(SA) who occupy or have occupied a management position in the financial services sector. The findings revealed that the participants had prepared themselves for transition by gaining credibility and confidence by means of exposing themselves to challenging work, leading others, taking part in varied activities, updating their substantive knowledge base and using mentors. Through their attitudes, behaviour and decisions, participants were able to influence their career development context by being adaptable. Further, participants revealed that they were able to overcome barriers by gaining practical experience and exposure to varied tasks and career development opportunities, reading, listening and further training and education. Participants were also able to overcome barriers and create enablers by learning from others through informal mentorships and working in strong teams, which limited the extent to which they had to learn from their own mistakes. These insights could benefit not only CAs(SA) themselves but also professional accounting bodies, academic institutions, training organisations and employers of CAs(SA). / Di-chartered accountant tsa Afrika Borwa (CAs(SA)), ba rupetsweng ka sehlooho jwalo ka ditsebi tsa setekgeniki ka tsa ditjhelete, ba bapala karolo ya bohlokwa dihlopheng tsa bookamedi tse hlokang botsebi ho tsa boetapele, meralo, papatso, dikgokahano le tshebetso ya sehlopha, hara ditsebo tse ding tsa bookamedi. Leha ho le jwalo, ho fumanwe hore diprofeshenale tsa accounting di na le ditlwaelo tse tebileng tse ka iketsang dithibelo tsa kgolo mosebetsing le phetophetoho kahare ho profeshene ya accounting e dulang e sa tsitsa hape e na le diphephetso. Boithuto bona bo sebedisitse moralo wa patlisiso wa kutlwiso ya batho ya ntho e itseng ho fumana tsebo ka mokgwa oo diCA(SA) lekaleng la ditshebeletso tsa ditjhelete ba kgonneng ho fenya dithibelo tse jwalo le ho sebedisa dithutso ho hola mesebetsing ya bona. Ka tsela eo, di-inthavu di entswe le diCA(SA) tse maemong (kapa tse kileng tsa ba maemong) a bookamedi kahara lekala la ditshebeletso tsa ditjhelete. Diphetho di bontshitse hore bankakarolo ba itokiseditse phetoho ka ho iphumantsha bokgolwehi le boitshepo ka ho ipepesetsa mosebetsi o phephetsang, ho etella ba bang pele, ho nka karolo mesebetsing e fapaneng, ho ntjhafatsa ditsebo tsa bona le ka ho sebedisa batataisi. Ka mehopolo ya bona, boitshwaro le diqeto, bankakarolo ba ile ba kgona ho susumetsa ntshetsopele ya mesebetsi ka hore ba kgone ho fetofetoha. Ho feta moo, bankakarolo ba supile hore ba kgonne ho fenya dithibedi ka ho fumana tsebo ya ketso le ho ipepesetsa mesebetsi e fapaneng le menyetla ya ntlafatso ya tshebetso, ka ho bala, ho mamela le ho etsa dithuto le dithupelo tsa ntshetsopele ya thuto. Bankakarolo ba boetse ba kgonne ho hlola dithibelo le ho hlahisa dithusi ka ho ithuta ho tswa ho batho ba bang ka ditataiso tse sa hlophiswang le ka ho sebetsa le dihlopha tse matla, e leng ho neng ho fokotsa makgetlo ao ka ona ba neng ba tlameha ho ithuta ka diphoso tsa bona. Dintlha tsena di ka ba molemo eseng feela ho diCA(SA) ka bo tsona, empa le ditheo tsa profeshenale tsa accounting, ditsi tsa accounting, mekgatlo ya thupelo le bahiri ba diCA(SA). / Suid-Afrikaanse geoktrooieerde rekenmeesters (CA’s(SA)) wat primêr as finansieelgeoriënteerde tegniese spesialiste opgelei is, speel 'n beduidende rol in bestuurspanne wat kundigheid in leierskap, strategie, bemarking, kommunikasie en spanwerk en ander bestuursvaardighede vereis. Daar is egter bevind dat rekeningkundige praktisyns inherente eienskappe het wat struikelblokke kan wees vir loopbaanoorgang en aanpasbaarheid in die ongestadige en uitdagende rekeningkundige beroep. Hierdie studie het 'n interpretatiewe fenomenologiese ontledingnavorsingsontwerp gevolg om insig te bekom oor die wyse waarop CA’s(SA) in die finansiële sektor daarin geslaag het om sulke struikelblokke en hefboominstaatstellers te bowe te kom om loopbaanoorgang te bereik. Onderhoude is dienooreenkomstig met die CA’s(SA) gehou wat bestuursposisies in die finansiële sektor beklee of beklee het. Die bevindings het gewys dat die deelnemers hulleself vir oorgang voorberei het deur geloofwaardigheid en vertroue te verkry deur blootstelling aan uitdagende werk, om ander te lei, deelname aan gevarieerde aktiwiteite, om hulle substantiewe kennisbasis op te dateer en om mentors te gebruik. Deur aanpasbare houdings, gedrag en besluite kon die deelnemers hulle loopbaanontwikkelingskonteks beïnvloed. Die deelnemers het ook aangedui dat hulle struikelblokke te bowe kon kom deur praktiese ervaring en blootstelling aan gevarieerde take en loopbaanontwikkelingsgeleenthede, en deur lees, luister en deelname aan verdere onderwys en opleiding. Die deelnemers was voorts in staat om struikelblokke te oorkom en instaatstellers daar te stel deur by ander te leer deur informele mentorskap en om in sterk spanne te werk, wat die mate waarin hulle uit hulle eie foute moes leer, beperk het. Hierdie insigte behoort nie net CA’s(SA) te baat nie, maar ook professionele rekeningkundige liggame, akademiese instellings, opleidingsorganisasies en werknemers van CA’s(SA). / Management Accounting / M. Phil. (Accounting Sciences)

Includes bibliographical references (leaves 206-239) / The primary aim of the study was to develop a psychosocial assessment tool for determining willingness to participate in child-centred safety promotion interventions, specifically in a low-income community in South Africa. The secondary aim was to determine the factors associated with willingness to participate. The study employed a mixed methods approach to develop the measure, and included content validation, item writing and initial validation processes. Nominal Group Technique discussions were conducted with various role-players in the relevant communities to inform the development of the instrument, while participatory methodologies were utilised to conceptualise the instrument in relation to psycho-social factors associated with intervention participation, with these categorised according to core dimensions. A Delphi method utilising an expert panel reviewed items for relevance, difficulty and ambiguity, with items subsequently amended or removed. Item selection procedures were conducted on the English version of the instrument and these results were applied to the Afrikaans version. A pilot study was conducted as part of the initial validation in order to test the items and format the questionnaire. The instrument was then administered to Afrikaans speaking individuals in a community in the Western Cape. Iterative exploratory factor analysis was conducted at both the item and scale levels to select and reassign items and scales in order to determine the final composition of the questionnaire. The findings indicate that the instrument measures seven factors, namely incentives; priorities and community needs; perceived benefits; social approval; accessibility and values; altruistic capital; and community cohesion. These factors are explained in terms of the Process-Person-Context-Time model and the Theory of Planned Behaviour, considered within a participatory framework. The study findings indicate that the seven factors represent salient dimensions of the construct willingness to participate in interventions. The questionnaire and its subscales displayed acceptable to good reliability, with Cronbach’s α ranging from 0.55 to 0.80. Since willingness precedes actual participation, it is argued that insight into the factors that relate to willingness to participate provides an avenue for motivating actual participation. / Psychology / Ph. D. (Psychology)

This dissertation explores the topic of strategy formation in high-growth SMEs. High-growth SMEs represent the growth and job creation engine of an economy; however, little has been understood on how strategy forms and develops in high-growth SMEs. The focus on large organisations has led to a literature gap regarding strategy making in SMEs (Wisener and Millett, 2012). "There is a need for deeper understanding" of strategy formation processes in SMEs (Lofving et al., 2014) and "research focusing on questions such as how firms grow [...] has been neglected." (Wright and Stigliani, 2012) The research objectives are: to understand how strategy forms and develops in high-growth SMEs; to develop a framework for the qualitative study of strategy formation processes in high-growth SMEs; and to identify enablers and barriers related to strategy formation processes in high-growth SMEs. A multiple, retrospective case-study methodology has been used. Extensive case studies built on in-depth interviews with management have been compiled to understand the complexity of the studied phenomenon. The research develops two qualitative research tools based on the literature review: a preliminary framework and an assessment matrix to study strategy formation processes. Furthermore, the research introduces a new approach to strategy charting. The key contributions of this research are as follows: • A holistic view of how strategy processes in high-growth SMEs form and develop is provided. New insights into the structures, characteristics, and other aspects of strategy formation processes have been articulated. • A framework for the qualitative study of strategy formation processes in high-growth SMEs has been developed by applying the cross-case analysis findings to the preliminary framework. • New enablers and barriers related to strategy formation processes in high-growth SMEs have been identified. New findings on the role of strategy formation in achieving growth have been outlined. This dissertation narrows the gap between strategy formation in academia and real life by providing practitioners with detailed case studies which can be used as guidelines for the development of strategy formation processes. The research can also help SMEs' managers to tackle challenges encountered in strategy formation and to support catalysts which enable strategy formation. This dissertation provides exploratory findings into a phenomenon which has been limitedly researched. Further research should seek to generalise and test the findings on additional SMEs.

The merging of business operations with computers and the Internet has largely transformed our way of life. In less than a decade, the Internet evolved from a primarily academic network into a highly sophisticated commercial marketing medium. It encompasses a variety of business and personal utilities and is accessible to a wide range of organizations and individuals. Statistics indicate phenomenal growth in the number of Internet users and consumers. In Taiwan, the government has embarked on a National Information Infrastructure project, in which the initial effort centered on the promotion of Internet use. Despite the recent explosion in Internet growth, little has been done to target the middle-aged group on the Web. In an effort to discover potential Internet users, Internet consumers, and new uses of the Net, this research focuses on middle-aged people in Taiwan and studies the results of different attitudes toward and behaviors on the Internet. This research profiles the population into three groups: non-Internet users, Internet users and Internet consumers and determines factors that enable or deter each group from either using or purchasing on the Internet. The study also projects potential and popular products and features that may boost electronic sales.

This study is about rapid growth in SMEs from an entrepreneur’s or manager’s perspective and it aim to find practices in order to enable and drive rapid growth. The purpose of this thesis is to understand how owner-led small businesses can be managed in order to maximize the profitable long term growth of the company. In order to understand this we have had a pragmatic perspective and have attempted to find practices that drive and enable fast growth. The study consists of an extensive literature study on the subject and five case studies of Swedish rapid growth companies. Each case study consisted of gathering secondary data and conducting 1-4 interviews at each company with Entrepreneurs, CEOs, CFOs and Sales managers. The result from the literature study and the case studies is a model for growth that is shown below. The model consists of eight different areas that are important to drive or enable growth in companies.  Each area in the model was identified as a driver, enabler or blocker of growth for each case study.   The conclusions from this thesis are five propositions regarding rapid growth that is listed below. ü  Proposition 1: All the areas in our analysis model can either be a blocker, an enabler or a driver of growth. ü  Proposition 2: It is possible to deliberately transform an area from a blocker, or enabler, into a driver of growth. ü  Proposition 3: It is important to make the business scalable so no area becomes a blocker of growth. ü  Proposition 4: The three areas, time monopoly, sales, and leadership could be considered as primary drivers for growth. ü  Proposition 5: The two areas culture and expansion could be considered as primary enablers of growth. The findings from this study are highly valuable for managers or entrepreneurs that want to increase growth of their companies.

The purpose of this study was to explore the practices and processes executed by middle managers as practitioners during the implementation of strategy. In order to do that, this study investigated the problem of strategy implementation, analysed existing literature, identified the gaps, and explored the roles of middle managers in terms of strategy practices and processes, specifically in the South African Defence Evaluation and Research Institutes (DERI) context. Resources, time and effort are applied to formulating strategy but less of these to the execution of the strategy which includes the emotions, motivations and actions that are intangible during the implementation of strategy. The study therefore attempts to answer the following research question: What practices and processes are employed in strategy implementation in DERIs in South Africa? The literature study was undertaken with the objective of mapping the research problem and to highlight, through critical discussion, the latest work done on the subject of this study. The gap in relation to research work was identified and the contribution is clear that not much work has been done in this environment. Research is a systematic process where information on a specific topic is gathered in order to increase understanding of that phenomenon. A qualitative study was performed and data was obtained from several institutes through interviews, documents and questionnaires in order to build a rich database that could be analysed for the required output. Engagement with the first level of management as well as the next level management teams ensured that a representative population group was used during this study. The data was organised, categorised, interpreted, identified, synthesised and generalised. The quotations identified from the text were coded through inductive coding and grouped into categories until a logical theme, category and concept was formed. The objective of this research was to investigate, identify and understand what the strategy practices and processes are that make highly technical and scientific institutes execute strategies successfully. The study provided insight into and clarity on the complexity of the strategy implementation process as executed by middle managers, particularly in the South African context. The link was explored between formulation and implementation as applied by middle managers as practitioners and the practices and processes in use were identified. It was demonstrated that the outcome of this research is applicable to the research problem and also provides an understanding of the phenomenon, namely strategy practices and processes in use at the Defence Evaluation and Research Institutes. It can therefore be concluded that the research objective was achieved. / Business Management / D.B.L.

The major focus and question emanating from the research is: to what extent do the operational action plans, policies, functions, procedures and activities as well as their implementation within the Directorate: Student Admissions and Registrations correlate with the strategic objectives of the University of South Africa (Unisa)? In alignment with the above, the major challenge of the study was to identify adequate and appropriate approaches to ensure appropriate correlation levels between strategic objectives and their successful implementation relevant to the Directorate: Student Admissions and Registrations. The challenge of every Departmental Head is to turn theory into practice; to make something happen and to translate strategic plans into real business results. This will be accomplished only when there is synergy or connectivity between strategic and operational planning towards effective implementation. Various literature reviews and research topics on strategic management focus either on strategic planning or strategic implementation as separate identities. Few publications address the challenge of connecting the pursuit of strategic objectives with operational plans. Even fewer literature reviews indicate the relationship or correlation levels between strategic objectives and operational plans of an organisation; the desirable or appropriate level thereof, to ensure the effective pursuit of strategic objectives. The outcomes of this study could contribute to the identification of an appropriate approach and measurement criteria to ensure connectivity/alignment between specific strategic objectives and operational plans relevant to the Directorate: Student Admissions and Registrations. By doing this, the strategic objectives are effectively and efficiently promoted to those responsible for carrying out the execution plan. The researcher has adopted a comprehensively-integrated-aligned-strategic-processmanagement- approach as part of the standardised operational plans of the Directorate: Student Admissions and Registrations so as to ensure more effective and efficient (appropriate) correlation levels in respect of specific strategic objectives relevant to the Directorate: Student Admissions and Registrations due to a lack of correlation in some instances. The above approach represents a total view of an organisation‟s strategic management and control systems and consists of the strategic planning, operational plans and resultsmanagement plans. The mentioned approach will also consist of a measurement criterion which identifies critical enablers, dependencies and drivers to ensure vertical and horizontal alignment in respect of original planning (the what and why) with the implementation plans (when, how and by whom).The integrated-aligned-strategic-management-process-approach enforces the timely availability of major enablers, dependencies and drivers necessary to support the execution of activities, related to specific strategic objectives. It also identifies the possible lack thereof prior to the implementation of strategic plans. Specific alternatives or workarounds can be identified to ensure continuity in respect of the implementation processes related to specific strategic objectives. In this way, the above approach will enhance the effective and efficient management and coordination of an organisation to drive intended strategic outcomes within a specific process, taking into account project management-driven principles within a specific sequence of activities (grouping together what belongs together). The latter will involve all roleplayers in the work situation accountable for the implementation process (creating ownership). By doing this, duplication and overlapping of activities will be eliminated and connectivity/alignment between specific strategic objectives and their implementation will be enforced. The focus falls on the entire key/core process and cycle, producing outcomes of success in respect of the implementation of objectives (the right people will be doing the right things at the right time).The integrated-aligned-strategic-management-process-approach enforces the timely availability of major enablers, dependencies and drivers necessary to support the execution of activities, related to specific strategic objectives. It also identifies the possible lack thereof prior to the implementation of strategic plans. Specific alternatives or workarounds can be identified to ensure continuity in respect of the implementation processes related to specific strategic objectives. In this way, the above approach will enhance the effective and efficient management and coordination of an organisation to drive intended strategic outcomes within a specific process, taking into account project management-driven principles within a specific sequence of activities (grouping together what belongs together). The latter will involve all roleplayers in the work situation accountable for the implementation process (creating ownership). By doing this, duplication and overlapping of activities will be eliminated and connectivity/alignment between specific strategic objectives and their implementation will be enforced. The focus falls on the entire key/core process and cycle, producing outcomes of success in respect of the implementation of objectives (the right people will be doing the right things at the right time). The integrated-aligned-strategic-management-process-approach enforces the timely availability of major enablers, dependencies and drivers necessary to support the execution of activities, related to specific strategic objectives. It also identifies the possible lack thereof prior to the implementation of strategic plans. Specific alternatives or workarounds can be identified to ensure continuity in respect of the implementation processes related to specific strategic objectives. In this way, the above approach will enhance the effective and efficient management and coordination of an organisation to drive intended strategic outcomes within a specific process, taking into account project management-driven principles within a specific sequence of activities (grouping together what belongs together). The latter will involve all roleplayers in the work situation accountable for the implementation process (creating ownership). By doing this, duplication and overlapping of activities will be eliminated and connectivity/alignment between specific strategic objectives and their implementation will be enforced. The focus falls on the entire key/core process and cycle, producing outcomes of success in respect of the implementation of objectives (the right people will be doing the right things at the right time). The integrated-aligned-strategic-management-process-approach enforces the timely availability of major enablers, dependencies and drivers necessary to support the execution of activities, related to specific strategic objectives. It also identifies the possible lack thereof prior to the implementation of strategic plans. Specific alternatives or workarounds can be identified to ensure continuity in respect of the implementation processes related to specific strategic objectives. In this way, the above approach will enhance the effective and efficient management and coordination of an organisation to drive intended strategic outcomes within a specific process, taking into account project management-driven principles within a specific sequence of activities (grouping together what belongs together). The latter will involve all roleplayers in the work situation accountable for the implementation process (creating ownership). By doing this, duplication and overlapping of activities will be eliminated and connectivity/alignment between specific strategic objectives and their implementation will be enforced. The focus falls on the entire key/core process and cycle, producing outcomes of success in respect of the implementation of objectives (the right people will be doing the right things at the right time). / Public Administration and Management / M.A. (Public Administration)

The objective of the study was to determine the relationship between personality preference types (as measured by the Myers-Briggs Type Indicator [MBTI]) Form M and psychological career resources (as measured by the Psychological Career Resource Inventory [PCRI]) of managers in the fast-food industry and whether groups from different races, ages and gender differ significantly regarding personality types and psychological career resources. A quantity survey was conducted on a sample (N = 81) of managers in the fast food industry in the Western Cape. The extraversion, sensing, feeling, judging (ESFJ) and the introversion, sensing, feeling, judging (ISFJ) personality types were the dominant ones in the study. Personality type preferences were significantly related to psychological career resources. The personality types differed significantly regarding the following PCRI variables: variety/creativity (career preference), growth/development (career value), self/other skills (career enabler) and social connectivity (career harmoniser). Significant differences between personality types, psychological career resources and age, gender and race were also established. / Industrial & Organisational Psychology / M.A. (Industrial and Organisational Psychology)

The objective of the study was to determine the relationship between personality preference types (as measured by the Myers-Briggs Type Indicator [MBTI]) Form M and psychological career resources (as measured by the Psychological Career Resource Inventory [PCRI]) of managers in the fast-food industry and whether groups from different races, ages and gender differ significantly regarding personality types and psychological career resources. A quantity survey was conducted on a sample (N = 81) of managers in the fast food industry in the Western Cape. The extraversion, sensing, feeling, judging (ESFJ) and the introversion, sensing, feeling, judging (ISFJ) personality types were the dominant ones in the study. Personality type preferences were significantly related to psychological career resources. The personality types differed significantly regarding the following PCRI variables: variety/creativity (career preference), growth/development (career value), self/other skills (career enabler) and social connectivity (career harmoniser). Significant differences between personality types, psychological career resources and age, gender and race were also established. / Industrial and Organisational Psychology / M. A. (Industrial and Organisational Psychology)

Abstract Bringing new products faster to the market is increasingly critical. To reach this goal, companies have been improving their product development practices and processes. Rapid product development (RaDe) is a type of incremental product development model, in which new sales items are created by redesigning existing products quickly and inexpensively. This study examines the RaDe challenges and enablers, particularly the ones from the perspective of supply management (SM) and product portfolio management (PPM). The main objective of this study is to recognise and describe the significance of mature SM for RaDe, resulting in successful and efficient product ramp-ups and portfolio renewal. The present study follows a qualitative research approach, which consists of reviewing the literature and analysing the relevant practices and current process settings of several companies representing diverse business areas and industry types. The principal results of this study involve acknowledging and describing the role of mature SM and organised PPM for effective RaDe implementation and product portfolio renewal. The study examines the mature SM from the perspective of 1) the definition of the SM objectives; 2) the alignment of the list of recommended products, buy-items and suppliers; 3) the creation of the product design guidelines, targets and metrics from the SM perspective; and 4) the establishment of the supply capability creation process. The main implications of the present study highlight the importance of the SM maturity that can support managers in RaDe related planning and implementation activities. The originality of the study resides in the emphasis of the SM significance in terms of different aspects that are beneficial to RaDe implementation and product portfolio renewal. / Tiivistelmä Uusien tuotteiden tuominen markkinoille nopeasti on enenevissä määrin tärkeää yrityksille. Tämän saavuttamiseksi yritykset ovat pyrkineet parantamaan tuotekehitystoimintojaan ja -prosessejaan. Nopea tuotekehitys (RaDe) on malli inkrementaaliseen tuotekehitykseen, missä myyntinimikkeitä luodaan uudelleen suunnittelemalla jo olemassa olevia tuotteita nopeasti ja halvalla. Tämä tutkimus tarkastelee RaDe -haasteita ja mahdollistajia, erityisesti hankintatoimen johtamisen (SM) ja tuoteportfoliohallinnan (PPM) näkökulmasta. Tutkimuksen ensisijaisena tavoitteena on tunnistaa ja kuvata kypsän hankintatoimen johtamisen ja nopean tuotekehityksen merkittävyys niin onnistuneen kuin tehokkaan markkinoille tuonnin sekä tuoteportfolion uudistamisen mahdollistajana. Laadullinen tutkimus tarkastelee monipuolisia liiketoiminta-alueita ja teollisuusaloja, koostuen sekä kirjallisuuskatsauksesta että useiden eri yritysten niille relevanttien toimintojen ja prosessien analysoinnista. Keskeiset tutkimuksen tulokset osoittavat ja selittävät kypsän hankintatoimen johtamisen ja organisoidun tuoteportfoliohallinnan roolia nopean tuotekehityksen tehokkaassa toteutuksessa sekä tuoteportfolion uudistamisessa. Kypsää hankintatoimen johtamista tutkimus tarkastelee seuraavista perspektiiveistä: 1) hankintatoimen johtamisen tavoitteiden määritys, 2) suositeltujen tuote-, ostoartikkeli- ja toimittajalistojen linjaus, 3) tuotesuunnittelun ohjeistusten, tavoitteiden ja mittareiden luominen hankintatoimen johtamisen näkökulmasta, ja 4) hankintatoimen kyvykkyyden perustamisen luomisprosessi. Tutkimuksen merkittävimmät kontribuutiot organisaatioille korostavat sellaisen kypsän hankintatoimen johtamisen tärkeyttä, mikä tukee johtoa nopean tuotekehityksen suunnittelussa ja toteutuksessa. Uudenlaista näköalaa tutkimukseen tuottaa hankintatoimen johtamisen merkityksen tähdentyminen positioista, jotka ovat suotuisia nopean tuotekehityksen toteutukselle sekä tuoteportfolion uudistumiselle.