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Faculty of Management Sciences

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Start date: 2020Subject: search.filters.subject.Corporate culture

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Now showing 1 - 6 of 6
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    The influence of organisational change on organisational culture and employee engagement at a retail distribution centre in KwaZulu-Natal
    (2024) Ndlovu, Thobeka; Murwirapachena, Genius
    Organisational change remains one of the most critical challenges facing organisations. It is imperative for employee engagement and organisational culture to be incorporated into the organisational strategic goals to enhance employee performance and organisational success. Generally, organisational change can be triggered by factors including the business, political, economic, and cultural environments, competitor initiatives, technological innovations, globalisation, or restructuring. The riots that happened in several parts of Durban and Johannesburg in July 2021 affected several businesses. In the aftermath, studies have emerged detailing the impact of the riots, yet very few studies, if any, exist on the impact of the unrests on organisations across the retail distribution sector. This study aims to close this gap by investigating the impact of organisational change on organisational culture and employee engagement within the retail distribution sector. The study fulfils three main objectives to achieve this aim. The first objective is to examine the Influence of organisational change on organisational culture. Secondly, the study seeks to examine the Influence of organisational change on employee engagement, and lastly, the study aims to determine the role of demographic factors, if any, on the influence of organisational change on organisational culture and employee engagement.
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    Assessing the influence of organizational culture on small, medium and micro enterprise’s business sustainability in the eThekwini Municipal area
    (2024) Khoza, Ntokozo Thanks-Lord
    This research accepted that the government of South Africa supports the development of Small, Medium, and Micro Enterprises (SMMEs) due to their potential to grow the country’s economy. The research then aimed to ascertain the extent to which the influence of organizational culture on SMMEs can influence business sustainability in the eThekwini Municipal area of South Africa. The study scrutinized the ability of SMME managers and operators on how they can through organizational culture ensure business sustainability in a way that contributes to sustainable economic growth. Additionally, the factors that influence the development and the performances of SMMEs in the eThekwini Municipal area were observed. The study follows the human behaviour of SMME managers, operators, and business owners as to how they can contribute to economic development and survive in the competitive market. Using simple random sampling, data was collected from various SMMEs in the eThekwini Municipal area. A total of 250 entrepreneurs responded to the questionnaire. This data was captured and analyzed on SPSS (version 26) and yielded descriptive statistics. The key findings were that the entrepreneurs revealed that business awareness; transparency; market capturing; opportunity recognition; market intelligence; clarity of purpose; business risk; creativity; self-motivation; and team spirit were all significant in founding and operating a successful business. A challenge that emerged from the respondents was that a high number of entrepreneurs did not give much significance to assuming responsibilities. However, they were taking good care of their environments and using their cultural values to reform the environment. The main objective is that entrepreneurs, operatives and managers must learn to assume responsibly if they are to build their businesses and environment that renounces incorrigible act. This could also be an avenue for further research.
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    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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    An evaluation of the diversity management training programmes of eThekwini Municipality
    (2023) Mbatha, Nondumiso Lilian; Govender, Saths
    In terms of gender, ethnicity, religion and unique sexual orientation, today's workforce is becoming increasingly diversified each day. As a result, there has been a need to formulate and implement diversity management programmes in all organisations to manage diversity effectively. Diversity management concerns itself with practices, programmes and policies directed at incorporating the combinations of multiple social identity groups with the view of ensuring maximum organisational output. The eThekwini Municipality has formulated programmes to equip managers with the right skills to manage diversity. Such programmes, including workshops and seminars, have improved awareness about diversity management. However, these interventions have still not had the desired impact in significantly contributing to equipping managers with the necessary skills to manage diversity to the maximum advantage of the organisation. There is still the need to provide effective programmes with the relevant content that would provide managers with skills and information to manage a diverse workforce. Managing diversity is an ongoing process that needs collaboration from all departments within an organisation. The unavailability of a steering committee of employee representatives and management to monitor and evaluate diversity management programmes, contributes to ineffective diversity programme implementation in organisations. If there is a lack of implementation, then there is a lack of employee morale. Therefore, there is a need to assess the effectiveness of the existing programmes in the eThekwini Municipality to ensure continued employee performance for increased organisational productivity and improved service delivery. The study's overall objective is to identify and analyse the effectiveness of diversity management training programmes at the eThekwini Municipality, with specific reference to disability and sexual orientation. The researcher sees the need to focus on these two categories because she is of the belief they are often not taken into consideration during the formulation and implementation stages of training programmes. The research methodology used in the study was the qualitative research method. Semistructured interviews were conducted with 12 participants from the target population of human resource employees from the Department of Human Resources at the eThekwini Municipality. The position of the participants ranged from management to graduate trainees. After the data was collected, it was then analysed using thematic analysis. The participants acknowledged that they had knowledge of diversity management, and that the municipality recognises it. They all also stated that the training programmes are a good initiative but that there still exists ample room for improvement, as there are gaps in the implementation. Most of the responses on discrimination gave the researcher the impression that there was minimal discrimination, and that the municipality takes initiative in ensuring that it stays that way.
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    Customer centricity in enhancing organisational objectives at a selected government parastatal
    (2021-10) Swartbooi, Angelique; Bayat, Mohamed Saheed
    The selected Government Parastatal is an operating division of a State-Owned Entity, wholly-owned by the South African Government. The parastatal operates 3 800 km of pipeline throughout South Africa, transporting refined petroleum products, crude oil and methane rich gas. The focus of the parastatal is to provide an integrated pipeline service offering to customers, by maximising product volumes, while minimising logistical costs. The parastatal services six of the leading petroleum and gas companies in South Africa through its pipeline service offering. With the assistance of an external service provider, the parastatal conducted a customer satisfaction survey in the financial year 2018/19, with results indicating 70 percent customer dissatisfaction with their current service. The results highlighted areas of concern such as clear and proactive communication, operations and service delivery and delivery on contractual agreements. It is held that being customer-centric means being involved and invested in the organisation, knowing and helping customers to satisfy their needs. Nonetheless, organisations need to develop a new set of operating beliefs that are customer-focussed, with literature proposing customer-centricity as an important factor in the long-term growth and sustainability of an organisation. The parastatal selected for study is a service-driven organisation and its business depends on its customers, thus, it is important to consistently ensure a high-level of customer service. Organisations that focus on a customer-centric perspective have been shown as able to address customer needs. This research project will, therefore, focus on the role of customer-centricity and how it can enhance organisational objectives within a selected parastatal, through an evaluation of the need for a customer centric culture and the significance of employee participation in customer-centricity, in addition to an analysis of Customer Relationship Management (CRM) as a tool in evolving the Government Parastatal as a customer centric organisation. The study will employ a quantitative research design, with a 5-point Likert scaled questionnaire, comprised of closed-ended questions that will be distributed to the targeted population of 400 and a sample size of 199. A web-based survey will be used to distribute the questionnaire and a link emailed to participants, while hand delivering to those without email acces. Responses will be analysed using the Statistical Package for Social Sciences (SPSS) version 27. At the conclusion of the study, the researcher hopes to recommend the significance of customer-centricity to the Executive Management team of the government parastatal and how it can enhance organisational objectives. The researcher also expects to find a correlation between employee participation in creating a customercentric culture in an organisation and achieving organisational objectives.
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    The synergy between human resources and operations commitment at a selected car rental company
    (2021-11) Sing, Sudheer; Dlamini, Bongani Innocent
    Due to high staff turnover of the front line staff appointed as Rental Sales Agents, it has been established that this creates disharmony in the work place for the remaining employees that have been in their roles over a long period of time. From observation, employee morale is affected, due to stress, longer working hours and other related factors due to being short of manpower in the relevant business unit. A study by Zheng (2017), asks: Does Staff Turnover Affect Productivity? Zheng (2017), states that in the Corporate World of Business, each company’s productivity is complex and measured differently, but the one factor that remains constant and always hurts productivity is employee turnover. “When employees are constantly moving, it is difficult to maintain the level of output; that’s mainly because new employees need time to train and to get used to the work, before they reach full productivity”. The researcher has confirmed that the organisation in this study is a reputable brand that is a leader in the car rental service industry. It can therefore be argued that in order to remain a leader in the industry, it requires the appropriate resources in order to be able to stay ahead of its competitors. One of the key resources identified in this study is, Human Capital. Human Capital should be equipped with the requisite skills to be able to assist the customer fully. This will enable operations to successfully achieve its goal through its people which is the main function of an effective HRMS, defined as Human Resource Management System. It is alleged that synergy between the Operations and Human Capital Department is not cohesive and is therefore impacting on productivity, satisfaction and organisational commitment at the selected Car Rental Company. In order for this organisation to be in line with its vision, which is to exceed customer expectations at every Interface, it has been established that employee commitment, as brand ambassadors has to be aligned and re-enforced for maximum productivity which can be maintained, hence, according to Dattagupta (n.d), “organizational effectiveness points towards effective, prudent and strategic use of all the organizational resources, namely, Human, Financial and Technological resources for creating a competitive advantage. The organizational effectiveness also calls for creating sustainable growth and development by taking care of not only the senior shareholders' expectations, but also the expectations of the junior stakeholders. It also means that Management makes the right ethical decisions in the interest of all the stakeholders, which includes all the employees of the organisation”.