Theses and dissertations (Management Sciences)

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The influence of organisational culture on job satisfaction : a case study of Nkomazi Municipaliy - Mpumulanga
(2019-11) Mabuza, Nontuthuzelo M.; Moodley, Dianna
Organisational culture plays an integral part in every organisation, particularly on aspects such as employees’ morale, emotions, satisfaction and performance. Earlier researchers have demonstrated the connectivity between an organisation’s culture and employees’ level of satisfaction. This study attends to probe further on this topic; however, its scope is within the Nkomazi Municipality in Mpumalanga, South Africa. The study’s core goal was to determine factors affecting the relationship between organisational culture and job satisfaction within the Mpumalanga Province of South Africa. To achieve this aim, the study pursued a qualitative research approach by interviewing personnel at the Nkomazi Municipality as a means to gaining deeper insight on their perceptions and opinions. The study revealed that organisational culture did impact on job satisfaction at Nkomazi Municipality; however, this positive note was downplayed by the insufficiency of information flow among different strata of the municipality. In line with this, the study recommends regular meetings as a means to enhancing the communication flow amongst role-players within the municipality. Furthermore, the study advocates training programmes as an agenda towards an efficient flow of communication at different levels within the Nkomazi Municipality; while also adopting capacity developmental programmes for the development of personnels’ communication, interpersonal and cognitive skills.
The relationship between entrepreneurial orientation, organisational orientation and innovation performance of manufacturing small and medium enterprises in KwaZulu-Natal province
(2019-03-24) Kankisingi, Gustave Mungeni; Dhliwayo, Shepherd
This study was conducted to investigate the relationship between entrepreneurial orientation, organisational orientation, and innovation performance of manufacturing small and medium enterprises (SMEs) in KwaZulu Natal province. To instil innovation culture, an organisational architecture of SMEs should accommodate both organisational and entrepreneurial factors in order to create a synergy that is likely to achieve innovation objectives of SMEs. The empirical investigation was based on a quantitative study and used a cross-sectional survey design to collect data from owner-managers of 308 small and medium firms in the manufacturing sector. The provincial SMEs database from the Kwa-Zulu Natal Department of Economic Development and Tourism was used and it contained an estimate population of 1255 SMEs. This study found that there was a positive and significant correlation between entrepreneurial orientation and organisational orientation dimensions. It further established that organisational and entrepreneurial dimensions were correlated with innovation performance dimensions in the SMEs. An aptly entrepreneurial orientation is proven to be grounded in a related organisational orientation. This implies that an organisational strategy, its culture, structure, systems and the management style in SMEs strengthen the entrepreneurial strategy leading to improvements in the standard of the product, the process, the market position and the business model of SMEs. In the same context, other organisational factors such as available rewards, SMEs’ age, size and ownership provided another dimension and an insight into the innovation performance of SMEs. Based on the findings, the researcher suggests two models: the proximity model of the correlation between entrepreneurial orientation and organisational orientation and the new model of innovation performance for SMEs. The managerial implication is that the success of an entrepreneurial strategy of an SME is rooted into organisational orientation dimensions: culture, structure, strategy, systems and management style of owner-managers. However, an organisational orientation is proven to be driven by a mindset which, if entrepreneurial, leads to an entrepreneurial orientation and consequently achieve an innovation performance of SMEs. With such variables, the study recommends new approaches in line with the suggested models in support of manufacturing SMEs and the manufacturing sector in terms of managerial decision-making about firms’ innovation performance and competitiveness at organisational and sectorial levels.
Corporate entrepreneurship and organisational performance in the Department of Basic Education, KwaZulu-Natal, South Africa
(2019-05) Thabethe, Michael Msawenkosi; Dhliwayo, Shepherd
Entrepreneurship has been hailed as the new engine of economic growth in both developed and developing countries. It is described as the process of innovatively exploring and exploiting opportunities in the midst of risk and uncertainty, by synthesising resources to create novel output, often within the context of new organisation formation. Exalted as the driving force of innovation, entrepreneurship offers the benefits of increased economic efficiencies, alleviation of poverty, bringing innovation to the market, and creating jobs and sustained employment. Traditionally, entrepreneurship was associated with the private sector and for-profit organisations, with entrepreneurial innovations considered to be those directed towards generating profits. The practice initially received marginal attention in public sector organisation management. Public sector organisations are state-owned suppliers of a service funded by the government; and are considered to be nationalised organisations; therefore their survival is seldom in doubt. However, public sector organisations are operating in an environment of increasing uncertainty. This uncertainty stems from their openness and consequent exposure to rapid environmental changes. This study, through researching the literature and quantitative empirical research, focused on establishing the levels at which corporate entrepreneurship was practised in the Department of Education in KwaZulu-Natal province, South Africa; and the effects this has had on organisational performance. In addition, the relationship between entrepreneurial orientation and performance was explored. Factors measuring entrepreneurial orientation were extracted from the literature review, and identified as innovativeness, proactiveness and risk taking. Grade 12 university entrance passes and through-put rates were used to measure organisational performance. Data was collected using a structured questionnaire from a sample of 426 Department of Education senior executives in the province of KwaZulu-Natal. The study found that positive and significant relationships exist between all corporate entrepreneurship elements: management support for corporate entrepreneurship; organisational tolerance; work discretion; rewards/reinforcement; discretionary time; and organisational boundaries. It also found that positive and significant relationships existed between entrepreneurial orientation factors (innovativeness, proactiveness, and risk taking) and organisational performance measures (university entrance performance and output performance). In addition, age was found to significantly influence perceptions of innovativeness, proactiveness and management support for corporate entrepreneurship. Younger executives felt that there was no management support for corporate entrepreneurship in the Department of Education in KZN. However, irrespective of age, participants did not believe that the Department of Education was promoting action- and results-oriented behaviour in its employees. All criteria were met to ensure that the research was conducted according to ethical research principles. Through this research, education and other public sector departmental managers in South Africa can gain insight into the generation of entrepreneurial success, as well as the measurements of organisational performance, in order to create sustainability and a competitive advantage. It is recommended that future research on the relationship between corporate entrepreneurship and peformance should include poor performing districts in other provinces and even other public sector organisations in South Africa.
An investigation of internal risk control mechanism within the various department of eThekwini Municipality
(2018-08-29) Khumalo, Zinhle P.; Lekhanya, Lawrence Mpele
The central aim of this study is to investigate the current internal risks control mechanism within the various departments of eThekwini Municipality. The research has been conducted specifically in Durban, with regard to the eThekwini municipality senior officials and junior management staff. The major motivation for this study is to assist government’s institutions especially the eThekwini Municipality to improve understanding or awareness within the department on activities affecting exposure to risk and to understand the barriers to implementation of effective internal risk management control mechanisms and strategies. A mixed method approach was employed and the analysis of data was done using data tabulation of themes. The findings of the study revealed that, if the eThekwini Municipality were to improve their risk control mechanisms, all staff members should be properly trained and encouraged to be involved in all levels of the organization. The study also recommended that the eThekwini Municipality consciously improve on identifying organizational risk by applying risk management processes that involve risk identification, risk evaluation, risk control, risk financing and risk monitoring. It is recommended that this process be monitored throughout. Another recommendation of this study was that the eThekwini Municipality must improve on internal risk control processes that include organizing, dividing the institution into various areas for evaluation, developing a plan for subsequent action, conducting internal control reviews, analyzing the general internal control review, documenting the event, evaluating internal control and preparing a report on internal control. This mechanism should be implemented contentiously and to be monitored throughout. It was recommended that eThekwini Municipality implement the ISO 31 000 standards. This policy is recommended because it assists the organizations to reduce the chances of risk and it will assist the eThekwini Municipality to effectively implement their internal control mechanisms. Areas of research include further research into the progress of implementation of strategies that can be employed to improve the internal control mechanism of the eThekwini Municipality and intentional follow up on the models for risk management in South Africa. There are more internal control strategies that can be discovered here and hence the study recommends further research particularly on risk internal control within government institutions.
The influence of rewards on job satisfaction and organisational commitment among academic staff at selected universities of technology in South Africa
(2017) Mabaso, Mzwenhlanhla Calvin; Dlamini, Bongani Innocent
Higher education institutions are particularly vulnerable to the loss of their highly qualified employees to better rewards and benefits from the private sector and other higher education institutions. Talent retention and employee turnover, therefore, are major concerns for higher education institutions (HEIs). Without well qualified and committed academic staff, no academic institution can really ensure sustainability and quality over the long-term. Owing to the competition for scarce skills, the attraction and retention of quality employees has emerged as the biggest challenge in human capital management, this phenomenon has also arisen in universities of technology. To attract and retain employees, organisations need novel reward systems that satisfy them. Employee rewards are an important component in exchange of employee contribution. It is generally accepted that employee rewards plays a significant role to attract, motivate, satisfy, retain and maintain commitment among employees in any organisation while ensuring a high standard of performance and workforce stability. Essentially, it is understood that reward systems in higher education institutions are at fault because they do not provide individuals with rewards that they value. The overall outcome of the study is to benefit employees, rewards practitioners and institutions by attracting and retaining talented employees. The study focuses on the academic staff at two universities of technology, namely, Central University of Technology and Tshwane University of Technology. A quantitative research approach was employed with a semi-structured questionnaire comprising a 5 Point Likert Scale to determine the influence of employee rewards on job satisfaction and organisational commitment among academic staff at universities of technology. The target population for the present study comprises all academic staff at Central University of Technology and Tshwane University of Technology (from level of lecturers, senior lecturers, head of departments and professors). The target population for this research was obtained from the Human Resources Management Department at both universities of technology. The source list indicates that both UOTs equated to staff of 1 089 (CUT = 296; TUT = 820). A semi-structured questionnaire was administered to 279 sample respondents of academic staff. Data obtained from 225 respondents and 8 uncompleted questionnaires yielded a response rate of 78%. Systematic sampling was used to select target respondents, nth element was drawn on every 4th element for the entire sample. The data collected from the responses were analysed with the Statistical Package for the Social Sciences (SPSS) and AMOS, version 24.0 for Windows. Three main data analysis techniques are employed: descriptive statistics, confirmatory factor analysis and structural equation modelling (SEM). Two models are employed in CFA to test dimensional structure of employee rewards. These include a model that allows all factors to be freely correlated, a proposed model was tested for correlation and a structural model. All factors are correlated because they measure one higher order factor, where all indicators test if they measure only one construct. The results of CFA provide solid statistical evidence that affirm relationship among constructs. However, some factors do not converge towards the job satisfaction construct in a South African context. Work-life balance and fringe benefits provided a negative correlation to job satisfaction. A significant statistical relationship is seen between employee rewards, job satisfaction and organisational commitment. The SEM results affirm that compensation, performance management, recognition, talent development and career opportunities have a positive and significant influence on job satisfaction. Job satisfaction has a significant effect on organisational commitment while total rewards components performance management, recognition, talent development and career opportunities has a positive and significant impact on organisational commitment. However, employee rewards have a significant effect on job satisfaction and organisational commitment. These results, therefore, can aid remuneration specialists in higher education institutions with specific reference to universities of technology to implement these total rewards components in order to affect job satisfaction while ensuring organisational commitment among academic staff. This study would benefit if these models are tested with an alternative data set. The research also suffered from a limitation common to survey research and SEM. Due to time and money constraints, it is a cross sectional sample at one specific point in time. As a result, while causal relationships can be inferred, they cannot be generalised towards other universities of technology in South Africa.
An investigation into organisational leadership for the development of community arts centres
(2017) Zulu, Lungani Innocent; Chetty, Gopalkrishna
Modern human resource management practices have the potential to ensure successful businesses and organisations. This is more so where the most significant resource in the organisation are people. This study seeks to examine the leadership and managerial style that ideally could be useful in promoting and developing sustainable businesses with the focus of the study being in community arts centres. This study may be able to contribute to identifying and/or developing future entrepreneurs who may have an interest in opening their own community arts centres and businesses. The results of successful art centres may result in a proliferation of such centres and ultimately offering alternative careers and the opportunities for growth and development for the young South African. This may result in the creation and development of a more robust creative art and drama industry. While it is acknowledged that various other resources are critical for a business to develop including finance, the focus on the management of people forms the basis of this research. The Department of Arts and Culture has identified cultural industries as one of the drivers of economic growth and job creation. Early indications are that the cultural industries are already making a significant contribution to the country’s Gross Domestic Product. The Department of Trade and Industry estimates that the craft sector alone contributes about R2-billion (about 200 million Euros) or 0.14% to South Africa’s GDP annually (Department of Arts and Culture 2013). Community art centres could be the seeds for the growth of the cultural industry. The study included 101 participants, made up of eight (8) centre managers, 69 administrative staff members and 24 centre users. The key findings in this study covered the identification of the leadership, managerial qualities and attributes needed by owners and employees to successfully run/manage a business such as community art centre; to determine whether there is leadership development taking place as a strategic intent so that the next level of managers can head up these centres as well as encouraging some staff to pursue the entrepreneurial route and finally examining human resource principle, processes and practices that are useful when leading and managing a successful community arts centres.
The role of internal communication in the transition process at the Durban University of Technology (DUT)
(2015) Govender, Vaneshree; Rampersad, Renitha; Ramlutchman, Nisha
The Southern African Higher Education system in the post-apartheid period had to respond to the various discriminatory practices that existed during the apartheid era. This entailed responding to inequalities in the education system at various levels. As far as higher education was concerned there was a need to serve society based on the principles of equality, equity and inclusivity. One such response was to merge higher education institutions such as ML Sultan Technikon and Technikon Natal to form the Durban Institute of Technology now referred to as the Durban University of Technology (DUT). The merger process revealed numerous challenges one of which was the human resource issue that underpinned the merger of staff between the two technikons which differed in practice. The rationale for this study was that staff at DUT were experiencing alienation; mistrust and a lack of shared purpose. The aim of this study was to evaluate the role of internal communication in the transition process of the merger at the DUT. The objectives were to examine existing organisational communication tools; to evaluate staff perceptions of the current methods of communication utilised in the internal communication process; and to determine how internal communication has contributed to the transition process. The study used a quantitative research method; this enabled an evaluation of the role of internal communication in a higher education setting during a transition process. The sample population was 400 administrative and academic staff from across the seven campuses. Staff were assessed via a survey questionnaire. The data was analyzed using SPSS. The study found that living and coping with change in the work environment is a fact of life for organisations and individuals. The success of any change programme depends on the organisation’s ability to communicate effectively with its employees; therefore internal communication plays a pivotal role in any change programme. Staff at the DUT had limited communication from Management during the change phase. They were of the opinion that effective internal communication could improve productivity in the workforce.
Impact of mergers on lower level employees : a case study of the Durban University of Technology
(2015) Daweti, Baphiwe; Chetty, Gopalkrishna; Lourens, Melanie E.
The study arose as a result of a merger between the former Technikon Natal and former M.L. Sultan Technikon, culminating in the formation of a new institution in 2002, called the Durban Institute of Technology (now known as the Durban University of Technology). The focus of the study was on the impact of mergers on lower level employee motivation and staff morale at the Durban University of Technology. Furthermore, the study focused on examining the perceptions of lower level employees towards the merger process which included the pre-merger, during and post-merger phases. A mixed methods research design was used in this study. The quantitative sample was n=50. In addition, six in-depth interviews were conducted for the qualitative part of the study. This study concluded that the merger had a negative impact on the perceptions of lower level employees regarding the merger process in the post-merger phase. The results indicated that staff morale of lower level employees was low post-merger. Some lower level employees proved to be less satisfied than others who adopted the new changes as a result of the merger. Interestingly, the results indicated a high level of motivation amongst lower level employees post-merger. Minimal communication originated from top management to lower level employees. It was recommended, amongst other suggestions that communication and training should be strengthened amongst lower level employees, supervisors and management in higher education institutions. Whilst lower level employees may have low skills and education, an attempt should be made to involve lower level employees early on and throughout higher education mergers.
Employee perceptions of project management at the Durban University of Technology
(2012-10-16) Perumal, Manoshni; Wallis, Malcolm Alan Henworth
Project Management for many years have been conducted using a traditional model with the focus being on time, cost and quality and its overall success on managing the organizations more effectively. Organisations are moving towards the use of a more modernistic approach where the focus is being extended to include cost, time, quality and linked to the strategic objectives, reward and recognition systems and building teams. The goals of the project must be communicated to all those who are involved in its implementation in order to ensure project success. Project managers who get people to want to do what they want by sharing their purpose, vision, and values also establish emotional and intellectual ties that result in sustained commitment. As the demand for project management increases, so does the use of tools and techniques. Project management offers a very structured approach to managing projects. The success of a project will be determined on the ability of the project manager to plan and develop a project, to implement, monitor and control and evaluate the project progress. DUT is faced with situation where there is an enormous demand by staff to participate in project management training. Many of these staff are directly involved in project management whilst others have requested this training as part of their capacity building drive. This study examines the perception of staff members who have attended the project management training with a view to making recommendations on how to improve project management at DUT. It also demonstrates the evaluation of the facilitator, the course content as well as the project management’s relatedness to the demographic profile of the University sample and presents and presents the perceptions of the respondents to the questionnaire. The method of research was largely quantitative and enabled comparison to be quantified. A self-administered closed-response questionnaire was adapted and used to obtain the information required. The study further investigated the staff members’ perception on project failure in respect of lack of user involvement, long timescales, failure to track the progress of projects, no formal change control, inadequately training project managers, poor leadership, cultural misalignment, poor planning and inadequate tracking and reporting. The dissertation makes recommendations on the project management course programme and the critical role of the project manager and the project team.
The effect that a quality management system has on small, medium and micro enterprises in the Durban Metropolitan area of KwaZulu-Natal
(2011) Kain, Cheryl-Anne; Penceliah, Soobramoney; Naidoo, Trevor
Quality management has not been developed and marketed well in South African based small, medium and micro enterprises (SMME‟s). The focus of SMME‟s has been on product price. In order to improve small business initiatives a culture or the behaviour towards quality needs also to be embraced by SMME‟s. Debenham (2008) finds that focussing on price alone indicates that SMME‟s do not grow and become sustainable. Support from both government and the private sector has focussed primarily on providing financial aid to SMME‟s. Ninety percent of South African small businesses largely remain in the survival stage because of a lack of skills and resources. It has become clear that financial support alone is not enough to grow and sustain SMME‟s. The aim of this study is to investigate the effect that the ISO 9001 quality management system (QMS) has on SMME‟s in the Greater Durban Area with the view to determine the contribution it has made in terms of growth and survival of those SMME‟s. This was a qualitative study investigating SMME‟s in the Greater Durban Metropolitan Area. The sampling frame was made up of two groups of SMME‟s. Unstructured interviews were conducted at 40 SMME‟s, comprising of 20 SMME‟s who have implemented ISO 9001 QMS(have the control/case) and 20 SMME‟s who have not implemented ISO 9001. The raw data was coded into categories and themes. Descriptive statistics, using the statistical package for the social sciences (SPSS), was used to analyse the data. The study indicates that the majority of respondents from both groups had a positive perception towards the ISO 9001 QMS contributing to their growth and survival.

Theses and dissertations (Management Sciences)

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