Theses and dissertations (Management Sciences)
Permanent URI for this collectionhttp://ir-dev.dut.ac.za/handle/10321/14
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Item An assessment of the impact of quality standards on the business performance of small, medium and micro-sized enterprises in KwaZulu-Natal : selected cases in the Durban Metropolitan area(2019-10) Mkhize, Phindile Buyile; Matsiliza, Noluthando S.; Nombela-Mseleku, N.The aim of this research is to assess the impact of quality standards on the business performance of SMMEs in KwaZulu-Natal, with specific reference to selected cases in the Durban Metropolitan Area. Over the years, organizations have been frequently criticised for failing to comply with the quality standards such as the SANS 9001 / ISO 9001 that are required for effective implementation of Quality Management Systems and SANS 342 which provides specifications for diesel fuel products. Quality standards are defined as a set of detailed specifications, requirements, various guidelines and characteristics to be adopted in order to provide assurance that the product, service or process is fit for purpose. The perception amongst organizations has often been that systems and products certification do not add value towards improved business processes, best practices and customer satisfaction. It is further argued that product certification is erroneously perceived by organizations as a marketing tool and strategy that is needed for business survival and larger market penetration. The focus of this study is to critically evaluate the correlation between quality standards and organizational performance. Whilst looking at the impact of quality standards, the study critically assesses the holistic approach used in the adoption of quality standards. In order to meet the objectives of this study, the research adopts a mixed method approach. However, the quantitative approach is predominant since data will be collected using completed questionnaires, which can be quantified. This study was restricted to a targeted population and therefore the sample size was limited to twenty SMMEs, comprising ten non-certified SMMEs and ten certified SMMEs. This study adopted a qualitative research approach to collect and analyse data. The research methodology involved the use of semi-structured interviews and questionnaires. The surveys used to collect data involved both certified and non-certified organizations regardless of the type and size of business. Hence the scope covered businesses that manufacture products as well as those rendering services. The hypotheses to be tested and the results emanating from the survey formed an integral part of the research conclusions, recommendations for intervention and contemplated areas for further research. The study established that there is a positive relationship between the adoption of quality standards and business excellence of SMMEs. Based on the findings, several recommendations have been made including the significant role of government in the mitigation of the challenges and barriers associated with the acquisition of statutory quality management systems and compliance of quality standards as experienced by SMMEsItem The influence of work-life balance practices on employee job performance : a case study of Mi7 Security Intelligence in Durban, KwaZulu-Natal(2018-12) Zindoga, Thelma Kudzai; Makusha, TawandaThis research determines the influence of work-life balance practices on employee job performance at Mi7 Security Intelligence Company at Durban University of Technology (DUT). This study utilised mixed methods – both quantitative and qualitative research methods as a form of triangulation. The study context was DUT, and the 60 (35 female and 25 male) research participants who took part in the study were Mi7 Security Intelligence Company security officers employed to work at the DUT. From the 60 participants who took part in the quantitative survey, 10 security officers were selected to take part in individual in-depth interviews. Quantitative data was entered into Stata 11 Statistical Software and analysed using two sample t-tests and Ordinary Least Squares (OLS) regression analysis. Qualitative data was analysed thematically using Nvivo 10 Software. The quantitative results show that younger security officers, those with lower levels of education, those who do not have children and those who are not married, compared to other groups, were more likely to score high on security officer satisfaction survey scale, family-work balance scale, work- family balance scale, and psychological health scale. Qualitative results corroborated the quantitative results with regards to work-life balance practices and family satisfaction, with participants mostly complaining about the lack of growth and development opportunities which were coupled with long working hours which limit their family time.Item An evaluation of the relationship between performance management and increased efficiency in the Department of Education (Ilembe District)(2018) Sibiya, Lindiwe-Memory; Lekhanya, Lawrence MpeleThis research case study was conducted in the iLembe District; Department of Education. The study investigates how an Employee Performance Management and Development System (EPMDS) is implemented in the Department. The aim of the study was to improve employee’s performance and increase efficiency. The study revealed that there are challenges associated with the implementation of Employee Performance Management and Development System as an appraisal system within the Department of Education (iLembe District). The findings of the study showed that there was no proper training on EPMDS due to limited resources and unavailability of qualified practitioners. Hence, there was inconsistency in the implementation of EPMDS as an appraisal system which resulted in a lack of morale and demotivation in employees’ performance. Another contributing factor to employees lack of motivation was that the department was failing to pay performance bonuses to employees with good performance due to unavailability of funds. Furthermore, employees were not provided with performance outcomes. The study provides new strategies that will assist to improve performance within the District office. Therefore, the study recommends that Human Resource Development should identify and provide new necessary skills, competencies and proper training to District employees. The study further suggests that managers should liaise and provide performance feedback. The study suggests that the department should allocate funds and pay performance bonus to deserving employees. The research employed in this study is the triangulation method. A sample of 100 respondents was drawn from a population of 800 employees in the iLembe District; Department of Education. A non-probability sampling known as purposive sampling was utilised to generate qualitative data and probability sampling was employed to generate quantitative data.Item A study of equal pay for work of equal value through job evaluation in the KwaZulu-Natal Department of Arts and Culture(2018) Monakali, Lindiwe Constance; Nzimakwe, Thokozani IanThe purpose of this study is to analyse the perception of employees of KwaZulu Natal Department of Arts and Culture about job evaluation. The study was aimed at collecting and comparing employees' views and opinions regarding process of evaluating posts, and the functioning of job evaluation committees within the Department. The questionnaire was the primary tool that was used to collect data which was then analysed using SPSS version 24.0. The study findings identified a high number of employees who do not understand job evaluation. The summary of the research findings statistics indicated that 66% of the people who participated in the study do not understand job evaluation, and this was not influenced by gender, age, race, and occupation of the respondents. Over and above that, employees are not really convinced that job evaluation promotes equal pay for work of equal value since there are existing inconsistencies in terms of salary levels, where the same jobs requiring similar set of skill are graded differently. It was therefore recommended that, based on the study findings which revealed that 82% of the study population suggested that job evaluation process must be simplified and improved, this is probably one of the reasons why 66% of the study population indicated that they do not understand job evaluation. It is then recommended that, KwaZulu-Natal Department of Arts and Culture Management and Organisational Development and Design unit analyse the proposed improved job evaluation process, and, if possible implement the process with the aim of improving the efficiency when delivering services. It is also recommended that training/workshops be facilitated to educate all KwaZulu-Natal Department of Arts and Culture staff about job evaluation.Item The formulation of an exploratory human capital development model aligned to performance management system of administrative employees at the Durban University of Technology(2017-02) Rajlal, Ashnee; Dlamini, Bongani InnocentThe proposed contribution of this empirical study was the formulation of an exploratory human capital development model aligned to performance management for administrative employees at the Durban University of Technology (DUT). The human capital development model comprised of elements that encapsulated the link between performance improvement aided with human capital development strategies and the positive outcomes that stems from improved performance. In the context of the study, there is no standardised human capital development model for administrative employee at DUT. Hence, the study seeks to develop a human capital development model for administrative employees. The objective of the study was to develop a model that integrates the procedures of managing institutional performance with the development of its employees. The research design adopted a quantitative paradigm, using a self- administered questionnaire that was mailed to a sample 254 administrative employees. A significant response rate of 68.1% was obtained as 173 respondents returned the questionnaire. The data was analysed using the Statistical Package for Social Science (SPSS) version 24 for Windows. There were some significant findings that emerged from this study. It was indicated that 99.4% of respondents were not subjected to a performance evaluation, while 74% of the respondents showed that human capital development improved performance. A further 87.7% of the respondents reported that human capital development influence promotional opportunities, while 74.5% of the respondents responded to human capital development being linked to succession planning. A further 61.85% of the respondents also indicated that management commitment was imperative for the effective implementation of performance management systems. The Kaiser-Meyer-Olkin and the Barlett’s Test of Sphercity indicated the factorability of the measuring instrument. Correlation analysis was conducted to determine the relation between the variables that formulated the human capital development model. Eight of the ten analysis showed that there was a relationship between the variables. The Pearsons Chi-Square test showed a significant correlation for the hypothesis that tested the variables of the study. One of the recommendations suggested is for top management to buy-in to performance management so that their leadership can encourage supervisors to commit to the process. Effective feedback, training, development, mentoring and coaching are recommended to improve the performance of administrative employee. Recommendations suggested the development of a succession planning and career advancement policy for the institution. The study concluded with suggestions for future research.Item Investigating the link between performance and labour standards in the retail sector in South Africa(2017) Mfeka, Silungisele Yves; Msweli, PumelaThe study presented in this thesis is centred around three research questions: (1) How have labour standards changed in South Africa over time? (2) What is the relationship between labour standards and performance? (3) What is the causal direction of the relationship between labour standards and performance? In addition to these questions the study tests the hypothesis that there is a relationship between retail performance and labour costs. To address the research questions and to test the hypothesis the study empirically examines South African labour productivity and labour costs data covering the years 1970-2014. The study utilises 184 data points pulled from 1967 to 2014. Analysis is done using the linear regression method (OLS), Ordinary Least Squares and error correction time series model. The study highlights the connectedness between productivity, performance and labour standards within the South African context. Productivity is used through-out the document as a proxy for performance. The findings show that labour costs drive (performance) in the retail sector. The study also showed that there is statistically significant and positive relationship between labour standards and performance. The policy implications of this study is prioritisation of incentives that are tied to labour standards that motivate employees in the retail sector.Item Performance appraisal of administrative personnel within the Department of Education : a case study of iLembe District Office, KwaZulu-Natal (R.S.A)(2016) Nyembe, Zesuliwe Rita; Parker, Kudayja MahommedThis research examines the Performance Appraisal of administrative personnel in the Department of Education: iLembe District Office. The main aim of this study was to improve the understanding and the implementation of Performance Appraisal of all employees in the KZN Department of Education. This is a case study research utilising purposive sampling and thereafter census to identify the most appropriate participants based on the research objectives. This approach helped to reconcile findings through triangulation and complementing qualitative and quantitative data (both primary and secondary). This study relied on primary data as well as secondary data obtained from questionnaires administered to all administrative personnel in the Department of Education, iLembe District Office. The study revealed that management and administrative employees in the Department are aware that a Performance Appraisal policy exists but lack an understanding of its meaning and intent. Furthermore, Performance Appraisal was introduced without the appropriate training and follow-up by the Department of Public Service and Administration. Instead it was assumed that every worker in the Department understood the purpose and aim of the policy. However, management and particularly employees are still unclear about the main purpose of Performance Appraisal and employees in particular feel very dissatisfied and demotivated with the way in which it is implemented.Item Job satisfaction in the Royal Swaziland Police Service : a case study of Manzini and Hhohho regions(2014-07-15) Mabila, Ndiphethe Olive; Dorasamy, Nirmala; Wallis, Malcolm Alan HenworthWorld over, police officers are tasked with the responsibility of maintaining peace and order in the society. The Swaziland Government has given the Royal Swaziland Police Service (RSPS) performance targets of reducing crime in the country by twelve percent. Over the years, the RSPS has been struggling to meet its performance targets. The research aimed to investigate job satisfaction in the RSPS. The objectives of the study included to examine the factors that influence job satisfaction within the RSPS, to explore the perceived impact of job satisfaction on performance and to make recommendations to the police management on how job satisfaction in the RSPS can be enhanced. A case study involving two administrative regions (Manzini and Hhohho) using a quantitative and qualitative research was adopted. Questionnaires were handed to 345 police officers (respondents) using a personal approach as part of the quantitative research. This showed a 100 percent response rate. The qualitative research involved conducting recorded semi-structured interviews with 10 senior police officers, which included serving and retired officers. A focus group discussion was conducted with 9 junior police officers as a form of control in the qualitative research. Data was scientifically analyzed using the Scientific Package for Social Sciences (SPSS) version 12. It enabled the researcher to describe and compare variable numerically. The findings of the study showed that the respondents perform effectively when given necessary resources. Respondents are willing to put a great deal of effort beyond of what is normally expected of them in order to make the RSPS successful. On another note, most of the respondents are generally not satisfied with the salary increases and allowances as they are not adequate to meet the increasing cost of living. The respondents expressed that not everyone is treated fairly and that promotions are not based on ability. An improvement in police officers accommodation is needed. Recommendations to improving job satisfaction in the RSPS are presented in the study. Finally, the literature reviewed and findings show that there is a significant relationship between job satisfaction and performance.Item Performance appraisal policy and its impact on employee performance : a case study of Guaranty Trust Bank in Nigeria(2014-02-18) Akinbowale, Michael Abiodun; Jinabhai, Dinesh C.; Lourens, Melanie E.The research investigation focused on performance appraisal policy and its impact on employee performance in Guaranty Trust Bank in Nigeria. The aim of the study was to ascertain the extent to which the performance appraisal policy at Guaranty Bank contributed to employee performance. Arising out of the performance appraisal reviews, an important finding revealed that the training which employees received resulted in improved job performance. The performance appraisal reviews also showed that when feedback reports were effectively used they consequently improved employee performance. The research design was quantitative in nature and a closed ended structured questionnaire was used to gather the primary data. The survey method was used for all the employees of Guaranty Trust Bank in Nigeria. The questionnaire was administered to all 150 target respondents using the personal method and a high response rate of 100% was obtained. The data gathered were analyzed using the Statistical Program for Social Sciences (SPSS) for the statistical tests. The initial analysis involved the use of descriptive statistical tools. The main findings revealed that employee participation in the performance appraisal was generally high and this increased job satisfaction and enhanced employee performance. The results also revealed that manager-subordinate interaction was very cordial and this boosted employee performance. Moreover, the majority of respondents preferred performance appraisal to be used regularly for career pathing in the organization. The study recommends a set of guidelines which could be used in improving the current performance appraisal policy and further boost employee performance. The study concludes with directions for future research.Item Evaluating the Integrated Development Plan (IDP) as a performance management system for a selected KwaZulu-Natal municipality(2011) Hlongwane, Nkululeko Terrence; Dlamini, Bongani InnocentNotwithstanding the unsurpassed planning efforts, municipalities nationally seem to be losing their battle in pursuit of sustainable development. South African municipalities find themselves confronted with a harsh reality and that is that after 12 years of legislated Integrated Development Planning (IDP), poverty remains widespread and persists alongside affluence, while inequalities are increasing. The mechanism of service delivery in municipalities is hampered by bureaucratic settings within Local Government and the ambiguity attached to some of the projects. The service and infrastructural developments targeted for the poor, and the involvement of communities in the affairs of the Local Government might be seen as a partial panacea for poverty alleviation in South Africa, however the capacity of Local Governments to effectively carry out this developmental challenge assigned to them might be a new twist in the developmental challenge facing Local Governments in South Africa. The commonly-employed approach to local development to the challenges of co-ordinating and integrating efforts has revealed clear evidence of the usefulness of sustainable local development which helps to promote effective planning methods based on a multi-sectorial approach to poverty reduction and community development for an integrated local development planning process. The literature review contained in this research indicates that in South Africa the implementation of the IDP at Local Government level impacts upon by the Performance Management System (PMS). This research which has been grounded within the positivist paradigm, evaluates the IDP as a performance management system at Ugu District Municipality. Interviews were conducted amongst employees of the Ugu District Municipality and the community served by the municipality to evaluate the extent to which the IDP is used as a tool to deliver sustainable development.