SMMEs contribute to socio-economic development, and play a critical role in reducing unemployment. Information and communication technology infrastructures (ICTs) impacts on the establishment, growth, and success of SMMEs and also on how enterprises manage their operational activities. This study was conducted in Pretoria, South Africa, in Gauteng province, with the objective to study SMMEs owned by women in order to identify the challenges they encounter in accessing and using ICT infrastructures. The researcher addressed issues related to ICTs in general, and then assessed the challenges preventing business owners from accessing and using ICT infrastructures in order to improve their operational capabilities. A qualitative research methodology which included explorative and descriptive approaches was used. The findings of the study revealed the following challenges which women experience in their businesses: entrepreneurial challenges, infrastructure, ICTs, family responsibilities, support from government and other relevant bodies, lack of mentoring, financial and gender inequality. / English Studies / M.A. (English)

The performance of state-owned enterprises in Namibia has been in the spotlight for many years, resulting in the Government of the Republic of Namibia to introduce interventions and strategies to address and improve this performance. The poor performance of state-owned enterprises has been studied in terms of financial aspects with less attention, however, on human resources as a key success factor in contributing to performance. Studying performance in terms of the human resources is an important area for research and intervention. The Government introduced several measures to ensure the efficient governance and monitoring of state-owned enterprises and to ensure that they are performing to the satisfaction and expectations of the stakeholder. These measures included the introduction of the State-Owned Enterprises Act (Act 2 of 2006) of Namibia, as well as governance structures to ensure that the performance of state-owned enterprises is properly maximised. Despite these efforts by the Government to regulate state-owned enterprises with the intention to improve performance, to date the poor performance of state-owned enterprises is still a topical issue in Namibia. Almost a decade after the promulgation of the State-Owned Enterprises Act, in 2006, the government is still financially bailing out a number of the state-owned enterprises. State-owned enterprises need to take a positive approach that recognise and leverage human resources for contribution to sustainable growth, competitive advantage and performance. Positively oriented high-performance work practices are conceptualised within the context of positive organisational behaviour. Positive organisational behaviour as characterised in the form of psychological capital, with antecedents such as authentic leadership and supportive organisational climate and employee outcomes such as job satisfaction, intention to leave, engagement in the Namibian state-owned enterprises context are the main focus of this study. The study aimed to assess the relationship between psychological capital, authentic leadership, supportive organisational climate, job satisfaction, intention to leave, employee engagement and performance for employees in state-owned enterprises in Namibia. A cross-sectional survey design was used to gather data regarding all these constructs as experienced by employees. A convenience sample (N = 452) of employees from 20 state-owned enterprises participated in the study. The measuring instruments used were the Psychological Capital Questionnaire, Performance-related Attitudinal Questionnaire, Job Satisfaction Scale, Turnover Intention Scale, Engagement Scale, Authentic Leadership Questionnaire, Supportive Organisational Climate Questionnaire and a biographical questionnaire. The results of study 1 showed that authentic leadership was positively associated with psychological capital (i.e. experiences of hope, optimism, self-efficacy and resilience) and job satisfaction. Authentic leadership affected job satisfaction indirectly via psychological capital. Psychological capital had a medium to large indirect effect on employees’ intentions to leave. The findings suggest that authentic leadership and psychological capital explain job satisfaction and retention of employees in state-owned enterprises. Study 2 showed that authentic leadership and psychological capital predicted employee engagement. A supportive organisational climate was related to employee engagement on individual level, but only if authentic leadership and psychological capital were not included in the model. Psychological capital mediated the relation between authentic leadership and employee engagement on an individual level in state owned enterprises. The results of study 3 showed that authentic leadership and a supportive organisational climate had a positive impact on psychological capital. Psychological capital predicted job performance on an individual level. Psychological capital was not associated with organisational performance. Recommendations for interventions to promote psychological capital, its antecedents and outcomes were made.

The performance of state-owned enterprises in Namibia has been in the spotlight for many years, resulting in the Government of the Republic of Namibia to introduce interventions and strategies to address and improve this performance. The poor performance of state-owned enterprises has been studied in terms of financial aspects with less attention, however, on human resources as a key success factor in contributing to performance. Studying performance in terms of the human resources is an important area for research and intervention. The Government introduced several measures to ensure the efficient governance and monitoring of state-owned enterprises and to ensure that they are performing to the satisfaction and expectations of the stakeholder. These measures included the introduction of the State-Owned Enterprises Act (Act 2 of 2006) of Namibia, as well as governance structures to ensure that the performance of state-owned enterprises is properly maximised. Despite these efforts by the Government to regulate state-owned enterprises with the intention to improve performance, to date the poor performance of state-owned enterprises is still a topical issue in Namibia. Almost a decade after the promulgation of the State-Owned Enterprises Act, in 2006, the government is still financially bailing out a number of the state-owned enterprises. State-owned enterprises need to take a positive approach that recognise and leverage human resources for contribution to sustainable growth, competitive advantage and performance. Positively oriented high-performance work practices are conceptualised within the context of positive organisational behaviour. Positive organisational behaviour as characterised in the form of psychological capital, with antecedents such as authentic leadership and supportive organisational climate and employee outcomes such as job satisfaction, intention to leave, engagement in the Namibian state-owned enterprises context are the main focus of this study. The study aimed to assess the relationship between psychological capital, authentic leadership, supportive organisational climate, job satisfaction, intention to leave, employee engagement and performance for employees in state-owned enterprises in Namibia. A cross-sectional survey design was used to gather data regarding all these constructs as experienced by employees. A convenience sample (N = 452) of employees from 20 state-owned enterprises participated in the study. The measuring instruments used were the Psychological Capital Questionnaire, Performance-related Attitudinal Questionnaire, Job Satisfaction Scale, Turnover Intention Scale, Engagement Scale, Authentic Leadership Questionnaire, Supportive Organisational Climate Questionnaire and a biographical questionnaire. The results of study 1 showed that authentic leadership was positively associated with psychological capital (i.e. experiences of hope, optimism, self-efficacy and resilience) and job satisfaction. Authentic leadership affected job satisfaction indirectly via psychological capital. Psychological capital had a medium to large indirect effect on employees’ intentions to leave. The findings suggest that authentic leadership and psychological capital explain job satisfaction and retention of employees in state-owned enterprises. Study 2 showed that authentic leadership and psychological capital predicted employee engagement. A supportive organisational climate was related to employee engagement on individual level, but only if authentic leadership and psychological capital were not included in the model. Psychological capital mediated the relation between authentic leadership and employee engagement on an individual level in state owned enterprises. The results of study 3 showed that authentic leadership and a supportive organisational climate had a positive impact on psychological capital. Psychological capital predicted job performance on an individual level. Psychological capital was not associated with organisational performance. Recommendations for interventions to promote psychological capital, its antecedents and outcomes were made.

Thesis (MBA (Business Management))--University of Stellenbosch, 2009.

Thesis (MBA)--Stellenbosch University, 2007. / ENGLISH ABSTRACT: Why can some family businesses survive over several generations when others cannot even be successfully carried over to the second generation? Can it be connected to the creation and definition of wealth? To create wealth for future generations implies much more than just establishing a financially healthy family business. This report examines all the other elements that are crucial to creating wealth and prosperity. In his research Mr Jaffe found that the creation of wealth and prosperity consists out of six dimensions. These dimensions are spiritual capital, financial capital, human capital, family capital, structural capital and societal capital. All of these dimensions are examined and tested in this report and members of family businesses in the Western Cape were asked for personal contributions by completing a questionnaire. From the research it is clear that some of these farmers do not have the correct and necessary structures in place to make it possible for their family businesses to survive to the next generations. Some of these dimensions are being addressed while the farmers have no idea of how important they are to the survival of their family business. Communication is one of the most compelling requirements for success and members of family businesses will have to realise how important effective and healthy communication is. Family members have to be able to communicate their expectations of each other and have to know each other's positive and negative characteristics. This will help ensure that family members are applied in areas they are strong in. To reach its full potential a family business must utilise its members to the fullest. By following these guidelines lasting wealth and prosperity can be created. / AFRIKAANSE OPSOMMING: Hoekom kan sommige familiebesighede vir gesla9te lank corleet en ander nie eers suksesvol oorgedra word na die tweede ge51a9 nie? Het dit moontlik iets te doen met die skepping en definisie van rykdom? Om rykdom te skep vir toekomstige geslagte behels baie meer as net die daarstelling van 'n finansieel gesonde familiebesigheid. Hierdie tesis ondersoek die ander elemente wat oak van kardinale belang is in die skepping van welvaart. Mnr Jaffe het uit sy navorsing bevind dat die skepping van welvaart ses dimensies behels. Die dimensies is geestelike-kapitaal, finansiele-kapitaal, menslike-kapitaal, familie-kapitaal, strukturele-kapitaal en gemeenskapskapitaal. In hierdie tesis word hierdie dimensies getoet5 en ontleed. Daar is aan lede van landbou-familiebesighede in die Wes-Kaap gevra om hul persoonlike ervaringe te deel deur middel van 'n vraelys. Uit die navorsing is dit duidelik dat sommige van die boere nie al die regte strukture in plek het wat dit moontlik sal maak vir hul familiebesighede om die volgende paar geslagte te aorleet nie. Party van die dimensies word weer aangespreek sonder dat die boere besef hoe belangrik dit regtig vir die toekoms van hul familiebesigheid is. Lede van familiebesighede sal moet besef dat goeie, gesonde kommunikasie baie belangrik vir sukses is. Die familielede moet vir mekaar kan se wat hul verwagtinge van mekaar is en moet ook weet wat die goeie en slegte punte van die ander lede van die familie is. Oit sal daartoe bydra dat familielede aangewend kan word in die areas waarin hulle sterk is. Om die volle potensiaal van 'n familiebesigheid te bereik moet al die familielede optimaal benut word. So kan blywende rykdom geskep word vir toekomstige geslagte.

Thesis (MBA)--Stellenbosch University, 2012. / Recently, and over the last few years, a number of major State-Owned Enterprises (SOEs) have not been financially sustainable. There have been revelations of increased misappropriations of funds and millions of dollars in dubious investments. The alleged reason for the failure of these SOEs has been the lack of efficient corporate governance. The objective of this research report was to analyse the challenges and successful aspects faced by SOEs in Namibia with regards to the enforcement of good governance within the SOEs Governance Act No.2 of 2006. The report further aimed to establish whether the SOEs Governance Act provides appropriate mechanisms to ensure good corporate governance within the enterprises and investigate whether the act has been enforced. To attain these objectives, the report presented a review of Namibia’s SOE sectors and SOE Acts. In addition, interviews were conducted with representatives of three SOEs in Namibia, that of TransNamib, NamWater and NamPower. Namibian SOEs are faced with challenges in terms of maintaining good governance. The SOEs are compelled by state pressure to adopt more goals such as social development and political objectives on top of their profit motive. Thus, by acting in the best interest of state-owned enterprises, various boards may be in conflict with the interests of the government with regards to social and political goals. Based on the evidence presented in this research report, the study points out five crucial aspects of non-conformance to best practices that can be used as lessons and as a basis from where Namibia can spearhead its corporate governance practices for SOEs within the framework of the State-owned Enterprises Governance (SOEG) Act.

Thesis (MBA)--Stellenbosch University, 2015. / ENGLISH ABSTRACT: The lack of jobs in South Africa and eMalahleni has caused many young people to seek their own job opportunities in the form of setting up their own business. Despite this, many young business people fail in their ventures due to low capital. In response to this, organisations such as the National Youth Development Agency have created support structures to support young business owners in their local area. The purpose of this study is to explore the extent to which the structures and programmes to support youth development – as far as entrepreneurship is concerned – help to cultivate the creation of businesses among the black youth in eMalahleni. Thirty participants who are young entrepreneurs (under 35 years) participated in interviews that helped to elucidate qualitative information about the support structures. They were asked how the support structures had helped them if they participated, or the reasons why they chose not to use the support structure. They were also asked to identify potential bottlenecks or issues with the support structures that may be preventing them from being fully accessible. The results showed that a lack of trust in the support structures, particularly those created by the National Youth Development Agency, was a major reason for non-participation or choice not to use. Additionally, many felt that the hierarchy and unwelcoming atmosphere of the support structures prevented young people from applying. Other reasons given were the fact that the support structures may not always be geographically accessible and the fact that staff members were not fully trained to be as helpful as possible. There are several ways in which these support structures could be improved that are detailed in this research document. The most important recommendation relates to ensuring that the red tape is removed to make the support structures more helpful to a larger number of young black entrepreneurs. Creating a more local atmosphere may also help the support structures to reach their full potential.

published_or_final_version / Sociology / Doctoral / Doctor of Philosophy

In 2001, Syria opened its media outlets to private ownership for the first time in over forty years. This thesis conducts a critical discourse analysis of the economic coverage of the sole Syrian political daily newspaper al-Watan and asks how media liberalization in Syria is more so emblematic of pro-market economic reforms as opposed to media reform. In this sense, it is the economic content of al-Watan that signifies how a private media outlet – under the guiding force of “red lines” and other regulatory mechanisms, yet financially “liberated” via advertising revenue and wealthy regime-friendly backers – can demonstrate its utility to the regime by providing a reiteration of its social-market economic policies all the while existing as a public embodiment of the regime’s willingness to embrace a marketized Syrian society. Simply put, al-Watan is a perfect vehicle for propagating the regime’s gradualist pro-market reforms in the public sphere. / text

本論文共分為六章十六小節，計約五萬餘字。首章討論研究目皂、範圍、方法及限制 。第二章探討專案可行性評估的理訥基礎及文獻資料，包括專案可行性評估的意義、 功能及步驟，如何訂定專案可行性評估的指標，並簡述各種評估方法及其優缺點、應 用範圍。第三章為現行評估作業系統的探討，搜集到的資料有我國工研院、國營事業 投資評估方法、經濟部重要經建計畫評審，韓國矼究發展評審等。第四章，由前三章 的討論發展出經濟部科技顧問室經營管理類專案計畫可行性評估模式，包括評估程序 之確立、評估方法之選擇、評估指標及評估尺度的建立。第五章為本研究評估模式與 經濟部科技顧問室原評估作業之比較。第六章為本研究之結論與建議。