Thesis (M.P.A.)--University of Hong Kong, 1993. / Also available in print.

Thesis (M.Hous.M.)--University of Hong Kong, 1997. / Includes bibliographical references (leaves 121-124). Also available in print.

M.Phil. / The objective of this study was to explore a group of key employees’ experiences and perceptions at the Government Funded Organisation (GFO) of the service performance of the GFO they work for, as well as to develop a social tool –a model – that could be used to help both the public fulfil its role of developing workable strategies aimed at ensuring that they deliver services according to their mandate. A combination of qualitative and quantitative research methods (mixed method approach) was used in this study. The existing quantitative instrument was buttressed by the empirically derived qualitative insights to form an instrument that was later distributed to all GFO employees with a view to developing a “mixed method model” of leadership work ethic for improved organisational performance for the institution concerned. During the qualitative phase of this study interviews were conducted using an exploratory theory approach. Eight executive members at the level of a Director General (DG) and Deputy Directors General (DDG) were interviewed. The result of the interviews was a qualitatively derived prototype of interrelated concepts in the form of a work ethic model, consisting of rich descriptive data which was carefully analysed using an exploratory theory methodology (Glaser & Strauss, 2007 and Daniels, 2009). This means the development of theory that is derived from an analysis of qualitative data. The computer assisted data analysis tool, Atlas, ti was used to support the qualitative data. The second phase of the study was conducted by distributing a questionnaire to 549 employees of the GFO. From the 549 questionnaires emailed to all employees, 349 were completed and returned, thus constituting a response rate of 76.5%. The questionnaires returned were deemed adequate for conducting a factor analysis. A first level factor analysis v was accordingly conducted on intercorrelation matrix of the 10 theoretical dimensions. A second level factor analysis on a sub-score intercorrelation matrix followed and resulted in six (6) factors being extracted. Iterative item analysis then yielded acceptable metric properties for each dimension and a Cronbach alpha coefficient ranging between 0.611 and 0.697, which was deemed a reasonable acceptable scale reliability for the model. To get at the desired model, the findings of the phases of the mixed method approach were synthesised and interrelated where data from the quantitative phase played a significant role to data from the qualitative phase. The derived model consists of the inner core and the outer core. The elements of the outer core which were qualitatively derived by means of exploratory theory provided a description of the discussion and gave the research participants a say in the inquiry. The elements of the inner core, on the other hand, were elicited through deductive reasoning and gave the model a qualitative exploration through the use of factor analysis. These elements included amongst others, leadership, leadership work ethic, quality management, organisational strategy, strategic management, organisational learning, organisational structure and organisational performance. The elements of the outer core were identified as observing conventions, behavioral traits, reward and recognition, time at work, self-worth and responsibility and time management. The results of the two methods were thus integrated into a model called the New Work Ethic Model (NWEM).

M.Comm. (Industrial Psychology) / With the implementation of King III in 2010 and the promulgation of the new Companies Act in 2011, the corporate governance landscape in South Africa was irrevocably changed. Simultaneously, there was an increase in the protestations against the perceived excesses of executive1 remuneration packages. The question posed in this research study was what does adherence to the spirit of corporate governance with regard to executive remuneration entail? The literature study explores the perceived separation between ownership and control, as well as attempts at controlling this separation via structured executive remuneration packages. It further provides an overview of the relative efficacy of voluntary codes and compulsory codes. Various methods of determining executive remuneration are investigated and the possible shortcomings of each are identified. Sixteen semi-structured, in-depth interviews, equally divided amongst four interest groups in the field of executive remuneration, were conducted. A content analysis of the qualitative data that emerged from the interviews resulted in 39 first-order themes that were then iterated to 11 second-order themes. These second-order themes were categorised into two sets, namely five that are indicative of behaviour in support of adherence to the spirit of corporate governance with regard to executive remuneration, and six that are indicative of behaviour that undermines the spirit of corporate governance in this regard. The five themes indicative of behaviour in support of adherence to the spirit of corporate governance were: problem recognition, sustainable development, embracing governance, remuneration management competence, and ethical intent. The six themes found to indicate behaviour that undermines adherence to the spirit of corporate governance with regard to executive remuneration were: shareholder appeasement, misrepresentation, elitism, justification, arrogance, and intentional amorality. It emanated from the findings that greater social debate should be stimulated on how ethics can be brought into the domain of executive remuneration. A potentially important facilitator of such debate could be tertiary education institutions responsible for management education integrating the ethics of executive remuneration in curricula. It is further recommended boards, who are tasked with the governance of their organisations, be made aware of the behavioural manifestations that support or undermine adherence to the spirit of governance as it relates to executive remuneration. Remuneration consultants could also benefit from these findings, and could assist organisations to design fair and responsible systems of remuneration for executives and senior employees.

South Africa is held up internationally as a beacon of good practice in terms of its efforts to promote gender equality and, the increased number of women in leadership positions in all spheres of government is testament to this. The representation of women in all spheres of government is advocated for and promoted by legislation and policies that aim to promote a gender focus on all government procedures and programmes. The purpose of this qualitative study was to explore the experiences of women leaders, including their reasons for maintaining leadership positions. It also addressed the challenges these women faced on their journeys and described their definitions of successful leadership based on their experiences. The qualitative nature of the research project made it possible to tell the stories of the participants’ experiences in order to understand their career progression and how it pertained to their concept of leadership. The three participants recruited for the study were women in positions of influence within their municipality including managers, directors, and executive directors. Purposeful sampling was used so that the chosen participants would have experience with the central phenomenon being studied. All of the women contacted to participate in this study readily agreed to share their experiences. There was some level of diversity regarding the age, ethnic backgrounds, and education level of the participants. Semi-structured personal interviews were conducted to collect the data. Open-ended questions were used so the responses of the participants could guide the development of themes and the direction of the study. Once the data were collected through recorded interviews, codes were assigned to sections of the text to help identify themes. A coding table was developed to illustrate how the themes for the discussion emerged from data obtained during the interviews. The stories of the participants were interwoven based on the themes and also analyzed in terms of the existing research. A discussion of the findings incorporated the literature and provided evidence of connected concepts. Strategies including inter-coder agreement, rich description, and clarification of biases were used to strengthen the study’s findings. Ethical issues were addressed throughout each phase of the study. All participants were asked to sign an informed consent form that outlined the procedures of the study. The identity of the participants was kept confidential through the use of pseudonyms.

This dissertation analyzes the effect of a stock market downturn on executive compensation plans which include stock option contracts. A model is developed to determine sufficient conditions for which the optimal compensation contract exhibits characteristics of a fixed salary plus stock option. If a publicly known shift in the distribution of firm value occurs after contracting and before the agent takes his action, then it can be shown to be in the principal's interest to renegotiate the agent's contract. The resulting contract is again a fixed salary plus stock options with lower exercise prices than in the original contract. It is assumed that the shift in the distribution of firm value is a low probability event that is not contracted upon. To determine whether or not it is optimal to contract on a low probability event the set of original contract and rengotiated contract is compared to a contract that is complete with respect to the event. Benefits to complete contracting exist if the agent commits to stay after information about the event becomes available. However, if the agent can leave at any time, the principal may prefer, initially, not to contract on low probability events and simply renegotiate the contract if a low probability event occurs. Renegotiation can take the form of lowering the exercise price of outstanding stock options or adding a layer of options with a lower exercise price than existing outstanding options. Nonparametric tests on stock option grants in 1985 through 1988 indicate that the size of grants in 1987 and 1988 is significantly larger than in 1985 and 1986. These results support the prediction that stock options outstanding in 1987 were renegotiated following the stock crash in October 1987. / Business, Sauder School of / Accounting, Division of / Graduate

No description available.

This dissertation presents empirical evidence intended to help answer two research questions. The first question asks whether executive compensation systems appear to exploit the bias in accounting-based performance measures in order to reduce the volatility in executive compensation and to allocate incentives more effectively across the range of activities performed by the executive. The second question asks whether compensation systems systematically differ between firms that use alternative accounting methods and whether any such systematic difference helps explain accounting choice. Parameters estimated in fixed-effects endogenous switching regression models were used to test the risk-shielding and incentive-allocation hypotheses. The models were estimated across a dataset consisting of 1151 executive-year observations of annual compensation paid to 222 top-level executives in 40 oil and gas firms. The dataset was partitioned by accounting method and separate models estimated for the full cost and successful efforts partitions. The tests provided modest support for the risk-shielding and incentive-allocation hypotheses, revealing that accounting measurement bias is used to focus incentives for effort in the exploration activity and to reduce executives' exposure to production risk. The design also allowed an estimate of the proportional change in compensation that was realized from the accounting choice actually made.

A research report submitted to the Faculty of Commerce, Law and Management, University of the Witwatersrand, in partial fulfilment of the requirements for the degree of Master of Management in Business and Executive Coaching, Johannesburg 2018 / Client readiness was identified as a variable influencing and impacting the effectiveness of coaching interventions. An understanding of different variables influencing the coaching process was highlighted as significant in the advancement of knowledge in the coaching industry. The current study was to explore factors influencing clients’ readiness for executive coaching in South Africa. Semi-structured interviews were conducted with Executives and Senior Managers from corporate organisations. A narrative, qualitative analysis was used to gain meaning and understanding on the content of the data collected. Through the analysis, clients’ level of readiness as well as elements contributing to readiness were determined. According to findings of the study, readiness is defined as willingness from clients to want to make things better. This readiness is influenced by commitment, motivation to learn and change their behaviour as well as self-awareness. If a client is not willing or prepared, it was said that this influenced their eagerness and involvement towards a coaching intervention. The study further highlighted how clients are treated, acknowledged and appreciated as key components contributing towards their level of readiness. The coach, finding purpose in life as well as challenges they face as individuals were reported as additional elements of significance impacting readiness levels of clients. It can be concluded that measuring clients level of readiness together with factors contributing to this readiness is important for coaching interventions as well the development of clients. / XL2019

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