Thesis (MBA)--Stellenbosch University, 2004. / ENGLISH ABSTRACT: The introduction of Affirmative Action Programmes in South Africa has left
managerial development at the centre of management focus with the growing
realisation that there is no quick fix.
It is argued that, in order to make a substantial contribution to the managerial
development process, management should not only seek to obtain the goals of the
organisation, but first to obtain the goals of the individual within the organisation after
which the first will follow. Against this background mentoring has been used
successfully to develop high potential managers to build a diverse organisation and
to foster the management of change.
The study aimed to highlight not merely the many benefits to be gained from
successfully implemented mentoring programmes, but also the many complexities
inherent to the process. In the final analyses, mentoring programmes can only add
value if the process and underlying critical success factors are understood.
It is hoped that this research will result in more mentoring programmes being
implemented across a broader spectrum of employees in order to create a
sustainable and competitive advantage through the retention of knowledge and
increased competencies of employees. The cost of such programmes is relatively low
compared to their value if implemented correctly and may well hold the key to
unlocking a wealth of talent. / AFRIKAANSE OPSOMMING: Die implementering van Regstellende Aksie Programme in Suid Afrika het
bestuursontwikkeling op die voorgrond geplaas met die toenemende besef dat daar
geen maklike oplossing voor is nie.
Ten einde 'n substansiële bydrae tot die gebied van bestuursontwikkeling te maak
sal bestuur nie alleenlik die doelwitte van die organisasie moet nastreef nie, maar ten
eerste die doelwitte van die individue binne die organisasie moet nastreef waarna die
eerste vanself sal volg. Teen hierdie agtergrond is mentorskapprogramme al
suksesvol gebruik om potensiële bestuurders te ontwikkel, om diverse organisasies
te bou en om die bestuur van verandering suksesvol te fasiliteer.
Die werkstuk sal nie alleenlik die voordele van suksesvol geïmplimenteerde
mentorskapprogramme uitlig nie, maar ook die komplekse aard daarvan onderstreep.
Mentorskapprogramme kan slegs waarde toevoeg indien die proses en
onderliggende kritiese suksesfaktore verstaan word. Die doel van die werkstuk is om
mentorskapprogramme as bestuursontwikkelingstrategie te bevorder en sodoende 'n
breër spektrum van werknemers te bereik ten einde volhoubare kompeterende
voordeel te bewerkstellig.
Die koste verbonde aan sulke programme is relatief laag in verhouding tot die
waarde wat toegevoeg kan word indien dit korrek geïmplimenteer word en daar
bestaan geen twyfel dat dit 'n belangrike bydra tot bestuursontwikkeling kan maak
deur die talent wat wel bestaan te ontsluit nie.
| Identifer | oai:union.ndltd.org:netd.ac.za/oai:union.ndltd.org:sun/oai:scholar.sun.ac.za:10019.1/50019 |
| Date | 12 1900 |
| Creators | Myburgh, Anchen |
| Contributors | Denton, M., Stellenbosch University. Faculty of Economic & Management Sciences. Graduate School of Business. |
| Publisher | Stellenbosch : Stellenbosch University |
| Source Sets | South African National ETD Portal |
| Language | en_ZA |
| Detected Language | Unknown |
| Type | Thesis |
| Format | 126 p. |
| Rights | Stellenbosch University |
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