scholarly journals Understanding relational conditions necessary for effective mentoring of black-owned small businesses: A South African perspective

2016 ◽  
Vol 16 (1) ◽  
Author(s):  
Makatleho J. Matabooe ◽  
Elmarie Venter ◽  
Chantal Rootman
Keyword(s):  
South African ◽  
Small Businesses ◽  
Mentoring Relationships ◽  
Management Skills ◽  
Open Communication ◽  
Semistructured Interviews ◽  
Culture Sensitivity ◽  
Managerial Implications ◽  
African Perspective ◽  
Value Add

Orientation: To gain an understanding of the relational conditions required for effective mentoring of black-owned small businesses.Research purpose: To identify relational-based conditions for effective mentoring, which can be used to enhance business management skills of owner-managers of black-owned small businesses and eventually improve the survival of these businesses in South Africa.Motivation for the study: By identifying relational-based conditions needed for effective mentoring of black-owned small businesses, recommendations can be put forward that could help achieve harmonious mentoring relationships and ultimately ensure effective mentoring of these businesses.Research design, approach and method: An interpretivism paradigm was adopted and aqualitative research methodology was selected. Semistructured interviews were used to gauge the perceptions of participants about relational issues necessary for effective mentoring. Content and constant comparative analyses were used to analyse data.Main findings: The findings revealed that conditions surrounding the knowledge and expertise of the mentor, experience and age of the mentor, approachability of the mentor, mutual respect, open communication, mutual trust and honesty, passion and patience of the mentor, mentee’s willingness to learn, alignment of expectations, as well as culture sensitivity of the mentor are to be considered for effective mentor–mentee relationship.Practical/managerial implications: Although mentoring is important to develop management skills of owner–managers, it is equally important that the mentor–mentee relationship is nurtured to achieve the desired outcomes of the relationship.Contribution/value-add: The alarming failure rates of small businesses in general and blackowned small businesses in particular could be improved by providing effective mentoring programmes to owner–managers by ensuring harmonious mentor–mentee relationships.

scholarly journals Non-relational conditions necessary for mentoring of black small business owner–managers in South Africa

2017 ◽  
Vol 17 (1) ◽  
Author(s):  
Chantal Rootman ◽  
Elmarie Venter ◽  
Makatleho J. Matabooe
Keyword(s):  
Small Business ◽  
Small Businesses ◽  
Marketing Strategies ◽  
Board Members ◽  
Business Owner ◽  
Management Skills ◽  
Small Business Owner ◽  
Qualitative Research Methodology ◽  
Managerial Implications ◽  
Value Add

Orientation: This study focuses on effective mentoring of black small business owner–managers. It aims to gain an understanding of non-relational conditions necessary for the mentoring of their businesses.Research purpose: To identify non-relational-based conditions for effective mentoring of black small business owner–managers. Effective mentoring can help enhance business management skills and improve the survival of small businesses in South Africa.Motivation for the study: Previous research on mentoring mainly focused on relational conditions required for mentoring. It is equally important to investigate non-relational conditions required for mentoring and provide recommendations to help achieve effective mentoring of small business owner–managers.Research design, approach and method: An interpretivism paradigm and qualitative research methodology were followed. The experiences of participants were obtained through semi-structured interviews.Main findings: Conditions surrounding the accessibility of the mentoring location, accessibility of mentoring resources, capacity of mentors, financial support, marketing strategies and practical arrangements for the mentoring process are essential during mentoring of black small business owner–managers.Practical and managerial implications: Investigating the experiences of mentors, mentees and board members or managers provides insight into non-relational conditions required for effective mentoring of black small business owner–managers. Recommendations are provided to help enhance mentoring facilities and ultimately the success and longevity of small businesses.Contribution and value-add: Knowledge of non-relational conditions required for effective mentoring could result in successful skills development of owner–managers. Ultimately, the decision-making of owner–managers could be improved, and the success and longevity of their businesses could be enhanced.

scholarly journals The South African perspective on the lean manufacturing Respect for People principles

2019 ◽  
Vol 45 ◽  
Author(s):  
Rojanette Coetzee ◽  
Cara Jonker ◽  
Karl Van der Merwe ◽  
Liezl Van Dyk
Keyword(s):  
South African ◽  
Lean Manufacturing ◽  
Phenomenological Approach ◽  
South African Context ◽  
The South ◽  
Managerial Implications ◽  
African Context ◽  
African Perspective ◽  
Value Add ◽  
Tools And Techniques

Orientation: Many industries have adopted the popular continuous improvement (CI) approach, lean manufacturing, to facilitate CI initiatives. However, several studies have confirmed that the low success rate of lean implementation can be attributed to the disproportionate focus on lean tools and techniques at the expense of the human factor, as expressed in the Respect for People (RFP) principles mentioned in lean literature.Research purpose: To provide qualitative insight into the understanding and applicability of the Japanese RFP principles within the South African context.Motivation for the study: An improved understanding of these RFP principles within the South African context can contribute to more successful lean implementations.Research approach/design and method: A phenomenological approach was followed to conduct the study in different South African industries. Purposive, expert sampling was used and 22 individuals took part in the exploratory discussions. Data analysis was performed using applied thematic analysis.Main findings: The South African participants identified all the Japanese RFP principles as applicable to the South African context. However, additional RFP themes were also identified, specifically job security and aligned commitment.Practical/managerial implications: These findings are of importance to organisations planning to implement a Japanese-designed optimisation technique within a South African context. Organisations should pay attention to the original Japanese RFP themes and the additional RFP themes identified in this study.Contribution/value-add: This study contributes to the limited research available on lean manufacturing and the RFP principles within the South African context. New RFP themes are provided for organisations implementing a Japanese CI methodology within a South African context. The comparison of the understanding of the RFP themes in Japan and South Africa also contributes to the field of industrial psychology.

scholarly journals Environmental influences, employee resourcing strategies and small and medium-sized enterprises performance: Case of South African small restaurants

2019 ◽  
Vol 17 ◽  
Author(s):  
Honest Mupani ◽  
Crispen Chipunza
Keyword(s):  
South Africa ◽  
Environmental Factors ◽  
South African ◽  
Small Businesses ◽  
Business Performance ◽  
Environmental Influences ◽  
Research Literature ◽  
Business Failure ◽  
Managerial Implications ◽  
Value Add

Orientation: Small businesses’ contribution to economic growth and employment creation cannot be disputed in South Africa, amid operating in an environment that is highly competitive and reports of small and medium-sized enterprise (SME) high failure rates, in general. In view of this, and to our knowledge, no known theoretical study has been conducted in South Africa examining how certain environmental factors might influence the use of appropriate resourcing strategies for improved small businesses’ performance.Research purpose: This theoretical article investigates the relationships between environmental influences, employee resourcing strategies and business performance among South African small restaurants.Motivation for the study: There is a paucity of literature that has explored whether a relationship exists between the three variables among small restaurant businesses in South Africa, justifying the need for such an investigation.Research approach/design and method: This article, which is conceptual in nature, adopted a systematic literature review which entails combining all existing research literature related to the three variables so as to arrive at logical inferences.Main findings: The research contends that a relationship exists between the three variables.Practical/managerial implications: Small businesses need to be aware of the environmental influences that may contribute to business failure so that they attune employee resourcing strategies to the environment to achieve high performance.Contribution/value add: The article contributes to extant literature on the interplay between environmental factors, resourcing strategies and firm performance in small restaurant businesses of emerging economies.

scholarly journals Performance management and employee engagement: A South African perspective

2020 ◽  
Vol 18 ◽  
Author(s):  
Michelle Govender ◽  
Mark H.R. Bussin
Keyword(s):  
Performance Management ◽  
South African ◽  
Employee Engagement ◽  
Operational Efficiency ◽  
Organisational Effectiveness ◽  
Managerial Implications ◽  
African Perspective ◽  
Improved Performance ◽  
Value Add ◽  
And Performance

Orientation: To remain competitive South African organisations must improve their operational efficiency by lowering manufacturing and service costs, and the key is the performance of its employees.Research purpose: The purpose of the study was twofold: firstly, to establish if there is a relationship between performance management and employee engagement; and secondly to ascertain if performance management can be rebooted through increased employee engagement.Motivation for the study: Organisations that measure and manage performance generally outperform those that do not. Organisations need to understand what drives employee engagement and performance to outperform their competitors.Research approach, design and method: A qualitative approach was employed that included a review of research articles and interviews with employees from various functions across all levels within operations of a fast-moving consumer goods organisation based in Gauteng. A sample size of 20 employees was used.Main findings: The results suggest that a relationship exists between performance management and employee engagement and that an increase in employee engagement would result in improved performance of employees and subsequently the organisation. The study revealed that whilst engagement and communication occur across all levels within the organisation, there is still a significant gap. The messages and expectations are not simple enough to be understood. Employees are not empowered to have a voice which causes them to be demotivated. Supportive management, which is fundamental to the success of performance management, is lacking.Practical/managerial implications: The insight from this study may be used to change the way organisations engage with employees and manage performance to ensure it is a beneficial exercise that adds value to all stakeholders.Contribution/value-add: This study will contribute towards organisations understanding the relationship between performance management and employee engagement and how to leverage this towards improving operational efficiency and organisational effectiveness.

scholarly journals Prevalence of workplace bullying of South African employees

2012 ◽  
Vol 10 (3) ◽  
Author(s):  
Leanri Cunniff ◽  
Karina Mostert
Keyword(s):  
South African ◽  
Workplace Bullying ◽  
Demographic Characteristics ◽  
Negative Effects ◽  
Cross Sectional ◽  
Demographic Groups ◽  
Diversity Experiences ◽  
Managerial Implications ◽  
Value Add ◽  
Survey Approach

Orientation: Workplace bullying has negative physical and psychological effects on employees and several negative effects on organisations. Research purpose: The purpose of the research was to determine the prevalence of workplace bullying in South Africa and whether there are differences in employees’ experiences of bullying with regard to socio-demographic characteristics, sense of coherence (SOC) and diversity experiences.Motivation for the study: This study intended to draw attention to the implications and negative effects of workplace bullying and to determine whether employees with certain socio-demographic characteristics, SOC levels and diversity experiences experience higher levels of bullying than others do.Research design, approach and method: The researchers used a cross-sectional field survey approach. They used an availability sample (N = 13 911). They computed frequencies to determine the prevalence of workplace bullying and used a multivariate analysis of variance (MANOVA) and analyses of variance (ANOVAs) to determine the differences between the groups.Main findings: The results showed that 31.1% of the sample had experienced workplace bullying. The researchers found significant differences between all the socio-demographic groups. Participants with higher levels of SOC, and who experienced diversity positively, reported lower levels of workplace bullying.Practical/managerial implications: Employers need to realise that workplace bullying is a common problem amongst South African employees and should ensure that they have the necessary prevention methods.Contribution/value-add: This study contributes to the limited research on the prevalence of workplace bullying and its relationship with SOC and diversity experiences in the South African workplace.

scholarly journals How can work be designed to be intrinsically rewarding? Qualitative insights from South African non-profit employees

2016 ◽  
Vol 42 (1) ◽  
Author(s):  
Michelle Renard ◽  
Robin J. Snelgar
Keyword(s):  
Performance Management ◽  
South African ◽  
Structured Interviews ◽  
Extrinsic Rewards ◽  
Intrinsic Rewards ◽  
Non Profit ◽  
Performance Management Systems ◽  
Managerial Implications ◽  
Value Add ◽  
Traditional Performance

Orientation: Intrinsic rewards are personal, psychological responses to the work thatemployees perform, which stem from the manner in which their work is designed.Research purpose: This study sought to discover in what ways non-profit employees arepsychologically rewarded by the nature of their work tasks. The use of a qualitative approachto data collection and analysis ensured that in-depth responses from participants were gained.Motivation for the study: Intrinsic rewards are of particular importance to non-profitemployees, who tend to earn below-market salaries. This implies that their motivationoriginates predominantly from intrinsic as opposed to extrinsic rewards; yet, research into thisarea of rewards is lacking.Research approach, design and method: In-depth, semi-structured interviews were conductedusing a sample of 15 extrinsically rewarded non-profit employees working within South Africa.Thematic analysis was utilised in order to generate codes which led to the formation of fiveintrinsic rewards categories.Main findings: Intrinsic rewards were classified into five categories, namely (1) MeaningfulWork, (2) Flexible Work, (3) Challenging Work, (4) Varied Work and (5) Enjoyable Work.These rewards each comprise of various subcategories, which provide insight into why suchwork is rewarding to non-profit employees.Practical/managerial implications: Traditional performance management systems shouldbe re-evaluated in the non-profit sector to shift focus towards intrinsic rewards, asopposed to focusing only on the use of extrinsic rewards such as incentives to motivateemployees.Contribution/value-add: The study provides a qualitative understanding of how extrinsicallyrewarded non-profit employees perceive their work to be intrinsically rewarding, whichbridges the empirical gap pertaining to intrinsic rewards within this sector.

scholarly journals Trust and organisational performance: A grounded theory approach for a South African district municipality

2019 ◽  
Vol 17 ◽  
Author(s):  
Zwelinzima J. Ndevu
Keyword(s):  
Local Government ◽  
Performance Management ◽  
South African ◽  
Employee Performance ◽  
Research Literature ◽  
Theory Approach ◽  
Negative Consequences ◽  
Organisational Performance ◽  
Managerial Implications ◽  
Value Add

Orientation: A key role of local government in providing transparent, honest, accountable, efficient and effective service delivery to the communities they serve is determined by a number of plans, designs, actions and implementation. Trust among communities in the organisational set up is key in the success or failure of the efforts of the municipal entity and affects their individual and group performance.Research purpose: This study examines the relationship between trust and performance within a municipal environment and its effect on service delivery.Motivation for the study: The lack of sufficient and usable knowledge and information on the issue created the need for this research project that is an on-going effort dissecting and analysing key human resources challenges in the public sector.Research approach/design and method: Following a brief outline of the legislation, rules and regulations that determine the responsibilities of local government in South Africa and the context of the study, the qualitative method and design of focus groups as the key instrument of data collection was identified and analysed.Main findings: The results of the study pointed to the lack of trust among leadership and employees at all organisational levels.Practical/managerial implications: The existence of mistrust and problems identified in the process of performance management and evaluation has negative consequences on employee performance in the municipality.Contribution/value-add: The study findings have opened new doors to understanding key elements of organisational performance as the topic has received very scant attention in South African research literature.

scholarly journals Talent management in the South African construction industry

2019 ◽  
Vol 17 ◽  
Author(s):  
Sydwell Shikweni ◽  
Willem Schurink ◽  
Rene Van Wyk
Keyword(s):  
Construction Industry ◽  
South African ◽  
Management Practices ◽  
Talent Management ◽  
Research Approach ◽  
The South ◽  
Business Outcomes ◽  
Global Competitiveness ◽  
Managerial Implications ◽  
Value Add

Orientation: The South African construction industry is constrained by the shortage of a skilled workforce due to global competition and insufficient graduate output. There is a need to evolve attract and retain the most valuable talent.Research purpose: The aim of this study was to investigate talent management in a prominent South African internationally operating construction company. The objective is to develop a framework for enhancement of talent management practices.Motivation for the study: The South African construction industry’s inability to retain talent, hampers global competitiveness and productivity. Talent shortages need to be addressed at a strategic level to remain competitive.Research approach/design and method: A qualitative research approach examined a single South African construction organisation in the Gauteng Province. Grounded theory was used to analyse data generated from interviews, participant observations and company documents.Main findings: Firstly, talent management in the construction industry supposes mutual actions from the organisation and its talented employees. Secondly, internal enablers drive business outcomes by in alignment with a well-crafted strategy. Thirdly, a regulatory framework should acknowledge labour market dynamics and diversity. Fourthly, internal and external enablers should be taken into consideration. Finally, effective implementation of talent management practices yields talent sustainability and competitiveness.Practical/managerial implications: The two conceptual frameworks developed indicate: (1) key factors that play a role in talent management, and (2) the interface between talented employees and the organisation.Contributions/value-add: The findings provide two proposed frameworks that could guide leadership to devise an enabling global competitive talent management environment in the construction industry.

scholarly journals Emerging models of power among South African women business leaders

2016 ◽  
Vol 42 (1) ◽  
Author(s):  
Lisa Kinnear ◽  
Karen Ortlepp
Keyword(s):  
South African ◽  
Business Leaders ◽  
Social Constructionist ◽  
African Women ◽  
Narrative Texts ◽  
Representation Of Women ◽  
Managerial Implications ◽  
Value Add ◽  
South African Women ◽  
Patriarchal Power

Orientation: This paper represents a broader study which explores how South African women business leaders construct power in their life and leadership narratives. The research was approached with a feminist paradigm in its review of constructions of power and their potential for transformation of patriarchal power dynamics.Research purpose: The purpose was to critically analyse emerging models of power among South African women business leaders to include their perspectives in the process of theory building.Motivation for the study: Women in senior leadership positions are not necessarily enabling the transformation of organisations to include greater representation of women at senior levels. A critical understanding of women’s models of power may highlight unconscious processes contributing to this as well as emerging models that can facilitate change.Research design, approach and method: Qualitative research was conducted within a feminist social constructionist framework, using the method of discourse analysis of narrative texts to identify emerging models of power. The 10 women in the study included executives within corporations across a range of industry sectors in South Africa.Practical/managerial implications: The findings may guide approaches to gender transformation efforts in organisations and raise women leaders’ awareness of their conscious and unconscious impact on gender empowerment.Contribution/value-add: A novel contribution of this study is the emerging transformative model of power and the tensions women experience in asserting this power.

scholarly journals A review of four decades of research in organisational career psychology by academia in South Africa

2012 ◽  
Vol 13 (1) ◽  
Author(s):  
Dries Schreuder ◽  
Melinde Coetzee
Keyword(s):  
South Africa ◽  
South African ◽  
Career Guidance ◽  
The Body ◽  
Future Research ◽  
Career Interventions ◽  
Career Psychology ◽  
Managerial Implications ◽  
Value Add ◽  
Career Research

Orientation: Career research in organisations has increased in importance since the 1970s, which heralded new directions for organisational career research and practice both globally and nationally. Research purpose: The study critically reviewed trends in organisational career psychology research in South Africa from 1970 to 2011 in terms of global and present national challenges that require empirical investigation in the contemporary South African world of work context.Motivation for the study: The increasingly complex contexts, in which people have been pursuing their careers since the catalytic 1970s, demand the continuous generation and development of knowledge for the benefit of the discipline and practice of careers.Research design, approach and method: A broad systematic review was carried out to analyse documented academia research (N = 110) on careers from 1970 to 2011, which was published in six accredited South African scientific journals.Main findings: Much of the research addressed issues pertaining to career theory and concepts, the world of work and career assessment and technology. Career development, professional issues and organisational career interventions in the multi-cultural South African context appear to be under-researched.Practical/managerial implications: The insight derived from the findings can be employed by academia and researchers, in this field, to plan future research initiatives that will contribute to the profession and practice of career guidance and counselling in the contemporary workplace.Contribution/value-add: The findings provide preliminary insight that adds to the body of knowledge concerned with career studies in the South African organisational context.

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