Faculty of Management Sciences

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Business leadership competency for innovative strategies post COVID-19 among small and medium enterprises in Gauteng Province, South Africa
(2023) Mugivhisa, Fulufhelo Lindelani; Ogulu, Christiana
The COVID-19 pandemic brought many challenges to South African business leaders, such as optimising hybrid teams, attracting and retaining workers with needed capabilities, and making the most of scarce competencies. Current and complex challenges require leadership with the necessary skills. Besides COVID-19 challenges, business organisations and Small and Medium Enterprises (SMEs) must deal with economic downfall, social unrest, and corruption. Leadership plays an important role in ensuring business competitiveness amid these challenges. This study investigated the business leadership competency required for innovative strategies required post-COVID-19 among SMEs in Gauteng Province, South Africa. This involves identifying leadership competencies and proposing a framework for innovative leadership. A sample size of 384 respondents was drawn from owner/managers of SMEs in Gauteng Province. A mixed-method approach was adopted using both structured interviews and a closed-ended questionnaire through an online survey. The results showed that most of the SMEs agreed that COVID-19 challenged SMEs with several difficulties. The research highlighted business leadership competencies for innovative strategies post-COVID-19. The main findings revealed that training and developing employees play a pivotal role in shaping and influencing business performance, which is critical to the success of a business and ensuring innovation. Furthermore, the survey results showed that most SME owners/managers prioritise the competency of setting targets, reviewing and improving financial performance. Results also indicated that adaptability, flexibility, and resilience are necessary to meet changing market conditions. Furthermore, the study highlighted the importance of building diverse and expansive networks. Additionally, findings show that SME Leaders must be willing to take calculated risks for the business to emerge successful.
Women in higher education institutions and the challenge of academic progression
(2023-08-03) Anwana, Emem O.; Kayode, Aderinsola E.
Female academics in Africa have historically faced several challenges that have hampered their advancement to positions of leadership in Higher Education Institutions (HEIs). The study's findings suggest that the COVID-19 pandemic contributed to women's inability to generate research outputs, which are required for advancement in HEIs. This problem was compounded by diverse degrees of infrastructural deficits and poor research funding. This study adopted a qualitative exploratory analysis approach whereby structured interviews were held with 20 female university academics in two African countries to examine the factors that inhibit need for HEIs to review the recognise the additional work that female academics perform in their homes and families. It provides recommendations that may be used by HEI managers to bridge the widening gender gap in leadership positions in HEIs in the selected African countries. The findings cannot be generalised as the sample was taken from female academics from public universities in only two African countries. The study could, however, assist HEI managers and policymakers find solutions to some of the issues affecting women's progression in HEIs.
Leadership approaches to talent development and retention : a case study of a UOT in South Africa based on system dynamics
(2024-05) Govender, Gonasagren; Bodhanya, Shamim
Higher Education (HE) in South Africa has been recently affected by high staff turnover in the science faculties. The higher education system is under severe pressure given that the academic cohort of scientists comprises a majority of ageing white males. Thus, the higher education sector will have to ensure it attracts and retains scientific staff to address this potential crisis. High turnover sometimes occurs as a result of poaching from ‘sister institutions’ but, in the main, is due to staff losses to the private sector because universities cannot match the salaries offered in the private sector. A shortage of scarce skills has left universities with no option but to appoint foreigners in some faculties. This has a negative impact on staff retention. Furthermore, a career in academia is sometimes embraced through default rather than conscious choice. This results in lower productivity as there is little motivation for new staff to perform to their potential since they see academia as a stepping-stone to their ‘real career.’ Therefore, this study, sought to evaluate leadership approaches to talent development and retention using a qualitative system dynamics model. System dynamics modelling is a computer simulation approach to addressing social issues that is rooted in the agency-structure debate. The fundamental thesis of system dynamics is that the behaviour or observed phenomena in any system over time is largely determined by its structure and that effective changes or modifications can only be achieved through an understanding of the structure. The research was primarily qualitative, as system dynamics requires elicitation and understanding of the prevailing mental models in a system as the basis for developing a simulation model. System dynamics modelling primarily follows the systems thinking paradigm, which is a philosophical world view that is rooted in holism. The system thinking paradigm holds that all things and events inadvertently form part of a larger whole and they can be best understood within the context of this larger whole. A purposive sample of 30 members of staff from human resources management, executive management and members of the University Council was used to collect data through interviews and focus groups. Data was analysed using NVivo and a qualitative system dynamic modelling approach. The findings of the study led to identification of four consolidated themes, viz. talent development and retention; a system for talent management and retention; a process for talent management and retention, and recommendations for talent management and retention. The afore-mentioned themes were further categorised into nine sub-themes. The results show that several factors impact talent management, including bureaucracy and a lack of proper promotion processes. The findings from the system dynamics approach led to the formulation of four key variables: work pressurised induced turnover, resource dynamics for staff development, training dynamics and consultative strategic planning. The identified variables led to the development of an integrated SD-CLD model on leadership approaches to talent development and retention, which is a key contribution of this study. Therefore, institutions of higher learning must come up with talent development strategies that adhere to the prevailing laws such as the Employment Equity Act to achieve their strategic goals. A targeted training initiative is fundamental in developing the skills of academics in terms of teaching and learning and research. Hence, departmental courses, seminars and workshops for teaching and learning research excellence and general academic development need to be seriously debated within a given collegial, intellectual, and academic environment. This study has contributed to the literature on talent management, leadership, and retention from a university of technology where resource, constraints, culture, and politics play a crucial role on the final recipe. The study has further provided a springboard for altering or reviewing institutional policies so that the needs of employees are properly addressed, and the talent management framework is enhanced. Future research should consider expanding the scope of the study by other variables that are key to organisational effectiveness using a system dynamics approach.
Ethical leadership and service delivery : a case of Mangaung Metropolitan area
(2024-05) Kganyape, Obakeng; Lekhanya, Lawrence Mpele
The study assessed the ethical leadership impact and service delivery challenges in Mangaung Metropolitan Municipality (MMM), in the Free State province of South Africa. An interview and open-ended questionnaire were used to gather in-depth information from individuals, allowing participants to voice their own opinions and ideas. The study provided inductive reasoning; as a result, holistic results can be interpreted. The sampling size was drawn from five ward committees consisting of 10 members, with two members from each ward selected as participants. Ten randomly selected residents from Mangaung and two senior managers from MMM were also considered for interviews. Therefore, a total of 10 ward committee members, two senior managers and 10 selected residents were used as a means of gathering data through interviews and a semi-structured questionnaire. The findings of the study reveal poor compliance with legislation, ineffective policy implementation, and shortage of skills required for Local Economic Development (LED), as well as poor ethical leadership, resulted in slow service delivery provision. The study also showed financial constraints are a significant problem in MMM. It was, furthermore, revealed that MMM is currently placed under national administration, and the researcher noted the unhappiness of the Mangaung community with the poor service delivery and unfair job appointments in MMM, which resulted in service delivery protests around Mangaung. The findings highlight that certain ward committees believe residents are deprived of services in Mangaung due to political (dys) functionality and failure of employees to execute their duties efficiently. The study results will be highly beneficial to researchers, scholars, policy makers, and MMM officials, as well as CoGTA, SALGA and other relevant stakeholders. Generalisation of the research findings ought to be undertaken with care; however, further research is encouraged and could focus on other municipalities and Metropolitan municipalities in the country.
A case study of superusers' influence towards productivity at Transient Port Terminals in Durban
(2024-05) Khumalo, Msizi Mafika; Sangham, Anilrai I
This thesis evaluated Superuser influence on organisational productivity in an organisation at Transnet Port Terminals in Durban. The study was motivated by a general concern in the Port terminals regarding Superusers, training, policies, leadership, and application information systems synergistical roles towards performance in Organisation. This study used qualitative data collection to gain a clearer view of the Durban Transnet Port Terminals environment and found that workers demand inclusivity when determining enablers and objectives. This study recommends the presence of a Superuser, structured training, application information systems, inclusive change management processes and engaging management to manage a successful Durban Port Terminal. It also identifies Superuser's positioning and input in enhancing the Port operational accomplishments. This review examines the influence of Superusers on organizational productivity in an organization. Due to the COVID-19pandemic, this study concentrated on the Durban Port Terminals, where access, mobility, and the open freedom of applying carefree observations were restricted. Only employees who were cleared to attend work and those with access to computers took part in the study, and interactions between respondents and the researcher were constrained by the COVID-19 protocols, study design research tools and safe distance guidelines. This study aims to evaluate the socio-economic impacts of malfunctioning systems, or users that are ill-equipped, on total productivity. It also aims to investigate the extent to which Superusers, and application information systems improvement could contribute to the performance and effectiveness of Transnet, and the impacts on national economic growth and social transformation. It is intended to reflect on superusers, strategies, leadership, and training which can synergistically bridge the gap between business, resources, and application systems to improve productivity. It aims to fill the knowledge gap regarding superusers, performance, and organizations. Superusers have the potential to significantly reduce the productivity gap
Integrative leadership approaches and their influence on employee engagement : a case for uMkhanyakude District Municipality
(2023) Sibiya, Vusumuzi Innocent; Mutambara, Emmanuel
The aim of this dissertation is to determine the role and influence that integrative leadership approaches have on employee engagement within the uMkhanyakude District Municipality in KwaZulu-Natal. Previous studies have investigated the causes and impacts of employee disengagement however, very few have attempted to investigate, in detail, whether disengagement is attributable to the leadership of an organisation. Therefore, the purpose of this study was to investigate the possible leadership consequences or outcomes across multiple leadership theories in terms of employee engagement (or disengagement) in uMkhanyakude District Municipality. The mixed method research methodology was used to investigate the phenomena as it increases the validity of the research findings due to the complementarity between the quantitative and qualitative research methods. The findings from both the quantitative and qualitative approaches converged in that most employees were of the view that while leadership and administration are correlated and share a common view, issues such as lack of education, favouritism and other negative elements led to lack of employee engagement or disengagement within the district. Ultimately, leadership, dominant leadership styles and leadership style consequences were identified as having a direct impact on employee engagement and affected employee satisfaction in the municipality. Based on the findings, the study recommends that qualified personnel whose academic prowess and knowledge be deployed in the appropriate positions to mitigate employee disengagement. Furthermore, it recommends that employees be made aware of recruitment processes so that the right talent is matched to the appropriate positions. Dispute resolution processes must be created to deal with issues of conflict at the top management level as this has contributed to the employee dissatisfaction. Ultimately, each employee needs to feel safe and uninhibited from carrying out their duties. The study recommends further areas of research that can enhance this subject such as why some leaders are more effective than others, whether there is a connection between integrative leadership and productivity and whether it is possible to determine a universally accepted “predictor” of effective leadership.
Professional leadership investigation in big data and computer-mediated communication in relation to the 11th Sustainable Development Goals (SDG) Global Blueprint global blueprint
(Step Academic, 2024-02-08) Aroba, Oluwasegun Julius; Dr. Bringula, Rex
Methodology–The method adopted here is a research design and with the use of a quantitative researchdesign approachto carry out the analysis, thestudy investigated the connection between leadership influence, communication satisfaction, and job satisfaction in the context of CMC. Convenience sampling was used to gather the data, and structured questionnaires were used to protect the privacy and identity of the participants. The association between employee engagement and CMC was examined using multiple regression analysis. Findings–The questionnaireused in this study also evaluated participants' perceptions of workplace leadership, their satisfaction with communication, and their job satisfaction with the 11thSustainable Development Goals. The results showed a gender distribution with a slight female preponderance among the 103 participants (48 men and 55 women). Furthermore, they indicated that computer-mediated communication (CMC) channels account for 65.4% of organizational communication. These results demonstrate the widespread adoption and utilization of information and communication technologies (ICTs) within the surveyed organizations. Practical Implication–The substantial presence of internet-based communication channels, representing 65.4% of organizationalcommunication, emphasizes these channels' crucial role in facilitating effective communication within these organizations. Overall, the study analyses the effects of big data and CMC on professionalism and provides insights into gender distribution among participants. Research Limitations–Encouraging inclusive, safe, resilient, and sustainable cities and human settlements is the focus of Sustainable Development Goal (SDG) 11. Although it focuses on housing and urban challenges, its theoretical implications can be applied to several different sectors, such as professional leadership in big data. Theoretically, SDG 11 may have the following effects on Big Data-related professional leadership investigations.
Leadership capabilities for improving financial management ineffeciencies in the public sector
(2023-06) Ntuli, Leanett Fanyana; Hardman, Stanley George
A sound public financial management system is a precursor for the enhancement of service delivery and poverty reduction in an independent, democratic South Africa. The government has, through various Acts, closely regulated financial management in public institutions to ensure sustainable resource management for future generations. However, complex challenges related to leading and managing such institutions have continued to monopolise the realities of public financial management in towns and cities. Basic amenities such as water, electricity, and roads remain in a deplorable state, more so in disadvantaged communities. A volatile, uncertain, complex and ambiguous socio-economic landscape has exacerbated overspending and further widened the budget deficit gap. Legislators and public office bearers spend most of the time debating and aligning policy instruments towards compliance with standard procedure. They have not considered the relationship between convectional management and their leadership capabilities and its effectiveness in enhancing proper financial management and the resultant service delivery. Thus, an appreciation of the dynamic nature of how various institutions interact with policies and procedures, and inherent values, societal beliefs, as well as ethics, in effective management of finances is key, with this option enabling a robust approach in the management of public financial systems. Essentially, the research applied a multi-methodology research approach, which used a combination of System Dynamics, Soft Systems Methodology and Critical Systems Heuristics. The study revealed that if the Municipalities could recruit competent staff, the level of irresponsibility in the accounts or finance department would reduce inefficiencies and accountability will improve. This research unearths how systems thinking can develop and enhance leadership capabilities in an environment that allows for continuous learning. The outcome of the research is pertinent to public financial management practitioners, managers, and politicians, on how to enact sustainable public financial management.
Experiences of senior female academic leaders in Universities of Technology in South Africa
(2023-03) Mabaso, Zanele; Govender, Ivan Gunass
The relationship challenges faced by females in leadership ranks within higher education are seldom researched. There is a dearth of research that explores the relationships between females in higher education settings and their colleagues, along with their ability to climb the ropes of leadership. Females have become well equipped to compete in academia. However, many females in leadership roles in academia are not prepared for the lack of support and comradery from female and male associates, and this is why this study intends to explore the experiences of senior female academic leaders in Universities of Technology in South Africa. This research aim was achieved via a qualitative face-to-face interview of ten female leaders from six universities of technology in South Africa. The data collected were transcribed and reviewed for common emerging characteristics which were clustered according to common themes in order to explore common experiences of social aggression, perceived causes of these occurrences, along with their discernments of relationships with female colleagues in their respective universities of technology. These data consisted of a combination of primary data obtained from the interviews conducted from the ten female leaders’, and secondary data obtained from the review of previous literature, newspapers and magazines. Some of the findings of this study indicate a life-career advancement continuum as well as the absence of accountability on the part of higher-education institutions, which need to be considered in the implementation of national and international policy, in particular to females and leadership. The analysis of the interview transcriptions revealed five major categories in the participants’ perceptions of their early leadership development: strong work ethic, academically driven, confidence, overcoming obstacles, and early leadership roles. Within the theme of career choices, the following categories emerged: sponsors, opportunities, timing, and professional growth. Within the theme of intersectionality, the following personality attributes dominated: gender, social norms, race, and age. Within the theme of leadership experiences, the following codes emerged: confidence, assertiveness, and role expectations. Within the theme of cultivating future leaders, the following codes emerged: pay it forward and lessons learned. One of the limitations of this study is due to the fact that a purely qualitative approach was employed and this may result in inconclusive answers based on the analysis of the stories told by the respondents due to differences in the individuals, culture and the university atmosphere. The main recommendation of this study is that government drive accountability at higher education institutions to ensure the implementation of legislation and policy promoting access to women in leadership at the highest echelons.
The influence of ethical leadership and organisational culture on employee commitment in the City of Johannesburg
(2023-03) Ndou, Joseph Mbulaheni; Agbenyegah, Albert Tchey
The key driver of this study was to explore the influence of ethical leadership and organisational culture on employee commitment in the City of Johannesburg. The study employed a quantitative research approach, and simple random sampling was used to select research participants. This study entailed a cross-sectional study. Four hundred online questionnaires were distributed to research participants, of whom 234 were returned, giving an initial response rate of 58.5%. Of the 234 online returned questionnaires, 14 were found to be invalid and were omitted from the study analysis. This resulted in a valid response rate of 55%. The study’s findings have revealed that ethical leadership is key in positively influencing employee commitment. Therefore, the City of Johannesburg Metropolitan Municipality employees should be trained to increase their knowledge of ethical leadership, apply it and be empowered to enhance employee commitment. Moreover, the study has also revealed that organisational culture contributes substantially to employees’ commitment to the City of Johannesburg. Therefore, the City of Johannesburg's leadership should create a strong culture that will result in a positive environment. This would assist in retaining employees and thus reduce employee turnover. Moreover, the study has also revealed that organisational culture contributes substantially to employees’ commitment to the City of Johannesburg. Therefore, the City of Johannesburg's leadership should create a strong culture resulting in a positive environment. This would assist in retaining employees and thus reduce employee turnover. Therefore, the study recommends that the City of Johannesburg recruit ethical employees and create a conducive organisational culture to foster employee commitment.

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