Research Publications (Management Sciences)
Permanent URI for this collectionhttp://ir-dev.dut.ac.za/handle/10321/217
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Item Influence of self-motivation and intrinsic motivational factors for small and medium business growth : a South African case study(AOSIS, 2018-05-29) Ncube, Thandukwazi R.; Zondo, Robert Walter DumisaniBackground: This study investigates the influence of intrinsic motivational factors for small and medium enterprise (SME) growth in the eThekwini District Municipality in South Africa (SA). Aim: It examines whether self-motivation of business owners operating in the furniture manufacturing sector has an influence on SME growth. Setting: Of the 127 SMEs operating in the eThekwini District Municipality, 112 participated in the study representing 88% of the target population. Methods: Descriptive, chi-square and correlative analyses were used to test the two objectives. That is, to determine the influence of self-motivation of business owners for SME growth, as well as to establish the intrinsic motivational factors that stimulate creativity for SME growth. Results: The study revealed that the intrinsic motivational factors of business owners do influence SME growth in SA. These factors include exerting effort for business growth interest, finding new solutions to business problems to achieve growth, growing business for recognition, belief to produce the desired outcomes, taking responsibilities for business expansion, the need for advancement, and growth aspiration that enables the business owner to take risks in order to grow the business. Conclusion: The outcome is that a self-motivated business owner has the ability to grow the business. The study provides valuable data relating to intrinsic motivational factors. Such factors are the enablers of creativity and business growth. It provides initial baseline data upon which to base future work.Item The influence of employee engagement on labour productivity in an automotive assembly organisation in South Africa(AOSIS, 2020-03-17) Zondo, Robert Walter DumisaniBackground: Productivity of the South African work force remains an issue of central concern for business. It plays an important role in the life of every person and the performance of every business. Creating a working environment that encourages worker participation is one way to create the kind of workplace that attracts motivated work teams for productivity improvement. This sentiment underpins the concept of employee engagement. Employee engagement is the level of commitment and involvement an employee has towards their organisation and its values. Aim: This study examines the influence of employee engagement on labour productivity improvement in the automotive assembly organisations in South Africa. Settings: The study objectives were achieved by examining the production and related experiences of an automotive assembly organisation that has adopted an employee engagement strategy for labour productivity improvement. The company operates in the eThekwini District Municipality in KwaZulu-Natal. It assessed if employee engagement is responsible for company’s labour productivity. Method: The investigation was achieved by collecting quarterly data on absenteeism, employee participation in quality circles and labour productivity before and after the implementation of the strategy. Results: Employee engagement does not have the ability to improve labour productivity in an automotive assembly organisation in South Africa. However, absenteeism rate has an influence on labour productivity resulting from the implementation of employee engagement. Conclusion: South African organisations should revise their performance management systems and develop employee engagement strategies that help achieve new business goals. Consequently, this study uncovers the strengths and weaknesses of employee engagement for labour productivity improvement in South Africa.Item Influence of a shop floor management system on labour productivity in an automotive parts manufacturing organisation in South Africa(AOSIS, 2020-02-18) Zondo, Robert Walter DumisaniBackground: South Africa’s labour productivity at the shop floor remains an issue of central concern for business. It plays a role in the life of every person and the performance of every business, thus requiring the business to solve problems at the shop floor level. This sentiment underpins the concept of a shop floor management (SFM) system. An SFM system refers to the extent of control exercised at the shop floor level for commitment and involvement of shop floor employees aimed at improving productivity. It is a process that facilitates employee engagement. Aim: This study examines the influence of an SFM system for productivity improvement in automotive parts manufacturing companies in South Africa. Productivity in the South African’s manufacturing sector is low compared to its counterpart industries in the Asian and Western countries. This sector experiences the lack in short to medium term growth in productivity. Setting: The automotive parts manufacturing company that has adopted an SFM strategy for productivity improvement participated in the study. Methods: The study objectives were achieved by examining the production and related experiences in the company. The collection of data was carried out in two phases. This includes the collection of results pre and post-SFM implementation from company records for spoilage, absenteeism and housekeeping rates. The pre-SFM results were quarterly data reflecting the company’s performance over the three-year period prior to the implementation of the SFM. This company operates in the eThekwini District Municipality in KwaZulu-Natal. Results: The study established that housekeeping and SFM have no relation to labour productivity. However, it revealed the relationship of both absenteeism and spoilage rates with labour productivity. Conclusion: SFM is an employee engagement process that creates a working environment that encourage worker participation and commitment. Contribution: The original value of this paper is its approach in uncovering strengths and weaknesses of SFM for productivity in South Africa.Item The influence of a 360-degree performance appraisal on labour productivity in an automotive manufacturing organisation(AOSIS, 2018-07-30) Zondo, Robert Walter DumisaniBackground: South Africa’s (SAs) decline in labour productivity in the manufacturing sector is a cause for concern. The sector turns to employees for innovative productivity improvement initiatives. Employees need to know what activities they are currently performing that need to improve. This is where a 360-degree performance appraisal system plays a growing role. The 360-degree performance appraisal is a valuable tool that provides an opportunity for employees to work together to identify strengths and areas that need improvement. Aim: This study investigates the influence of a 360-degree performance appraisal system for the improvement of labour productivity in the automotive parts manufacturing sector in SA. Settings: The study investigated the production and related experiences of an automotive parts manufacturing company that has adopted a 360-degree strategy. The company operates in the eThekwini district Municipality in KwaZulu-Natal. It assessed if 360-degree performance appraisal is responsible for the company’s labour productivity improvements. Methods: The investigation was achieved by collecting pre- and post-360-degree quarterly data for spoilage, absenteeism, capital investment and labour productivity. Results: The 360-degree performance appraisal has no influence on labour productivity improvement. However, past capital investment plays a significant role in labour productivity increase. Results also showed a relationship between spoilage rate and labour productivity improvement. Conclusion: In order to maximise performance, a comprehensive performance policy must be developed, which aligns employee appraisal to performance. The study uncovered the strengths and weaknesses of a 360-degree performance appraisal system for labour productivity improvement in SA.Item The impact of gainsharing in the automotive parts manufacturing industry of South Africa(AOSIS, 2018-04-10) Zondo, Robert Walter DumisaniThe majority of South Africans expect greater prosperity that can be accomplished through greater employment, high productivity and wage increases. Increased productivity can finance higher wages without burdening the customer with higher selling prices. Consequently, there should be strong co-operation between management and labour to improve productivity, thereby ensuring the survival of South African companies. To achieve this objective, organisations find themselves turning to their employees for creative suggestions and ideas on better ways of doing things. This sentiment underpins the concept of gainsharing. Gainsharing is a formula-based company-wide programme that offers employees a share in the financial gains of a company as a result of its improved performance. This motivation boosts a company’s productivity and radically reduces the cost of waste, spoilage, rejects and rework. This study examined the impact of a gainsharing programme on the improvement of labour productivity in the automotive parts manufacturing sector. The study investigated the production and related experience of two automotive parts manufacturing companies (referred to as A and B in this study) that have adopted a gainsharing strategy. The two companies operate in the eThekwini District Municipality in KwaZulu-Natal. It assessed if gainsharing is responsible for company labour productivity improvements. The investigation was achieved by collecting pre- and post-gainsharing quarterly data for spoilage, absenteeism, capital investment and labour productivity. Gainsharing improves labour productivity and reduces spoilage and absenteeism rates. In order to maximise performance, a comprehensive performance policy must be developed, which aligns pay (and other incentives) to performance. The study uncovered the strengths and weaknesses of gainsharing for labour productivity improvement in South Africa.Item Assessing the financial implications of quality management system accreditation on small training providers in KwaZulu-Natal(AOSIS, 2018-04-10) Zondo, Robert Walter DumisaniBackground: A quality management system (QMS) in education and training is designed in accordance with industry quality models of ISO 9001. Its techniques ensure quality in skills development. However, training providers incur significant costs to obtain QMS accreditation. Therefore, the discourse on the economic effect of QMS accreditation in small training providers is crucial. Aim: This paper investigates the influence of QMS accreditation on the financial performance of small training providers in KwaZulu-Natal (KZN). Setting: The South African Qualification Authority (SAQA) is a statutory body, regulated in terms of the National Qualification Framework (NQF) Act No. 67 of 2008 to oversee the development and implementation of the NQF. They are responsible for accrediting 21 sector-based Education and Training Quality Authorities (ETQAs) for the purpose of monitoring and auditing training achievements in terms of the national standards and qualifications. Methods: For this study to achieve its objectives, the ETQAs belonging to 12 different Sector Education and Training Authorities (SETAs) provided the sample frame of accredited training providers in KZN. The SETAs are responsible for administering education and training within their industrial sectors. Of the 89 small training providers, 81 participated in the study. Descriptive and correlation analysis were used to test the two objectives. That is, to examine whether the management and marketing practices of QMS accredited small training providers improve their financial performance. Results: The study indicates that there is no statistical significant relationship between the management and marketing practices of QMS accredited small training providers and their financial performances. This shows that small training providers do not incorporate financial measures during QMS implementation. The accounting departments are not covered in the QMS strategy. Conclusion: Small training providers should take advantage of QMS accreditation for their business’s financial performance. They should incorporate financial indicators during QMS implementation and measure QMS’s economic effects on an ongoing basis. The original value of this paper is in its approach in uncovering the strengths and weaknesses of QMS accreditation in the financial performances of accredited small training providers in KZN.