scholarly journals Counterfeiting: Exploring mitigation capabilities and resilience in South African pharmaceutical supply chains

2021 ◽  
Vol 21 (1) ◽  
Author(s):  
Christine Terblanche ◽  
Wesley Niemann
Keyword(s):  
Supply Chains ◽  
South African ◽  
Risk Mitigation ◽  
Developed Countries ◽  
The South ◽  
Structured Interviews ◽  
Illicit Trade ◽  
Pharmaceutical Firms ◽  
Managerial Implications ◽  
Pharmaceutical Supply Chains

Orientation: Pharmaceutical supply chains (SCs) are experiencing a growing emergence of illicit trade of counterfeited products. This threat is amplified because of global distributed SC networks, increased access to the Internet and challenging economic conditions.Research purpose: The purpose of this study was to explore risk mitigation capabilities and SC resilience (SCRES) to reduce the effects of counterfeiting in the South African pharmaceutical industry.Motivation for the study: Developing countries such as South Africa tend to be more vulnerable to counterfeiting, as these countries do not have established responses that are seen in more developed countries, such as SC regulation, track-and-trace technology and enforcement regimes.Research design, approach and method: This study employed a generic qualitative research design. Semi-structured interviews were used to collect data from 12 pharmaceutical manufacturers, distributors and retailers in the South African pharmaceutical industry. A thematic analysis approach was followed to analyse the collected data.Main findings: The findings show that the sources of counterfeiting stem from the local and outsourced manufacturing of counterfeited products, presence of unauthorised distributors and importing of counterfeit products. Risk awareness can be enhanced by collaborating with industry members, training members to identify counterfeits and by developing authentication technologies. The industry actively combats counterfeiting by using SCRES enablers including visibility, collaboration, information sharing and by developing an SC risk management culture.Practical/managerial implications: South African pharmaceutical firms have limited resilience. Therefore, managers should develop flexibility, agility, sensing and redundancy as resilience enables firms to combat counterfeiting.Contribution/value-add: This study expands the current literature by identifying the unique sources of counterfeiting and risk mitigation capabilities to combat counterfeiting in pharmaceutical firms in a developing country context.

scholarly journals The establishment and early history of the South African Board for People Practices (SABPP), 1977–1991

2011 ◽  
Vol 9 (1) ◽  
Author(s):  
Huma Van Rensburg ◽  
Johan S. Basson ◽  
Nasima M.H. Carrim
Keyword(s):  
South Africa ◽  
South African ◽  
Historical Development ◽  
Field Research ◽  
The South ◽  
Structured Interviews ◽  
Hr Management ◽  
Managerial Implications ◽  
History Of ◽  
Value Add

Orientation: Human resource (HR) management is recognised as a profession worldwide, especially in countries that are forerunners in the field. Research purpose: The main purpose of this study is to record the historical development of HR management as a profession. This study will provide a platform for evaluating the professional standing of HR management in South Africa.Motivation for the study: The motivation for the study is to record the historical development of HR management in South Africa because this is long overdue.Research design, approach and method: The researchers achieved triangulation by examining archived documents they obtained from the South African Board for People Practices (SABPP) and semi-structured interviews with five founding members of the SABPP who were involved during the whole period of the study. The founding members also verified the researchers’ interpretations of the information they obtained from the documents and the interviews. The researchers used content analysis and coding to analyse the data they obtained from the archived documents and the semi-structured interviews.Main findings: The history of HR management in South Africa shows that it meets the four founding pillars of professionalism.Practical/managerial implications: The study also gives HR professionals confidence because HR management is achieving recognition as a profession.Contribution/value-add: The main contribution of the study is that it has recorded the history of HR management as a profession in South Africa properly for the first time.

scholarly journals South African MNCs’ HRM Systems and Practices at the Subsidiary Level: Insights From Subsidiaries in Nigeria

2021 ◽  
Author(s):  
◽  
Suwaiba S. Bako
Keyword(s):  
Performance Appraisal ◽  
South African ◽  
Code Of Conduct ◽  
Developed Countries ◽  
Multinational Companies ◽  
Employee Relations ◽  
Extensive Literature ◽  
The South ◽  
Structured Interviews ◽  
Hrm Practices

Despite the extensive literature on multinational companies’ (MNCs) human resource management (HRM) systems and practices from developed countries, there are gaps in the literature concerning emerging countries multinational companies’ (EMNCs) HRM practices and systems at home and host countries. This thesis examines the transfer of HRM practices in Nigerian subsidiaries of MNCs from South Africa (an emerging country). This study empirically examines the similarities and differences of South African MNCs’ HRM systems and practices at both the South African headquarters and the subsidiaries in Nigeria. Purposely, the study attempts to shed light on the nature of the employment practices, the transfer of HRM practices and the factors that influence the transfer process. The study adopted a qualitative approach with data/evidence collected through in-depth semi-structured interviews. It focused on group discussions conducted in the subsidiaries of three South African MNCs in Nigeria. The data was gathered primarily from HR managers, directors and officers in the Nigerian subsidiaries of the South African MNCs. The study revealed that the South African MNCs hybridised their recruitment and selection processes and localised compensation and employee relations. However, performance appraisal, talent management and code of conduct practices were mainly transferred to subsidiaries with minimal adaptation to contextual realities. Further research and practical implications are discussed in this thesis.

scholarly journals The transition to general management in South Africa

2017 ◽  
Vol 15 (0) ◽  
Author(s):  
Stephen J. Mallaby ◽  
Gavin Price ◽  
Karl Hofmeyr
Keyword(s):  
South Africa ◽  
South African ◽  
Personal Characteristics ◽  
Structured Interviews ◽  
General Manager ◽  
General Management ◽  
General Managers ◽  
Managerial Implications ◽  
Effective Development ◽  
The Right

Orientation: Understanding the nature and challenges of making the transition from a functional role to a general management role in South African organisations.Research purpose: The objective of this study was to gain insight into the obstacles that affect the transition from functional to general management and identify steps that may be taken to overcome these challenges.Motivation for the study: One of the most difficult crossroads for a manager is making the shift from being a functional specialist to becoming a general manager. New competencies and behaviours are required, as well as a more strategic mind set. If the transition is not made successfully, the manager and the organisation suffer.Research design, approach and method: A qualitative design was used consisting of in-depth, semi-structured interviews, with 19 senior business leaders who had successfully made the transition. The interviews were used to gather insights into the challenges they faced during their transitions, and how these were overcome.Main findings: To make the transition successfully, functional managers need to gain relevant experience to prepare them for the broader scope of a general management role. They need to develop appropriate skills, attitudes and personal characteristics. Mentoring is an effective development process. Newly appointed general managers need to learn to let go of control while maintaining ownership, build relationships and strike the right balance between strategic thinking and execution. There are unique aspects of being a general manager in South Africa, such as dealing with Black Economic Empowerment and challenges of race and identity, given the country’s history.Practical and managerial implications: Specific interventions are suggested which are directed at both aspiring general managers and organisations seeking to assist middle managers to make the transition to general managers.Contribution: This study contributes to knowledge concerning the skills and attributes required by potential general managers, and the practical steps to be taken by South African organisations to facilitate the development of general managers. 

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 Developing Knowledge of Supply Chain Resilience in Less-Developed Countries in the Pandemic Age

Logistics ◽  
2022 ◽  
Vol 6 (1) ◽  
pp. 3
Author(s):  
João M. Lopes ◽  
Sofia Gomes ◽  
Lassana Mané
Keyword(s):  
Supply Chain ◽  
Supply Chains ◽  
Qualitative Methodology ◽  
Developed Countries ◽  
Less Developed Countries ◽  
Structured Interviews ◽  
Developed Country ◽  
Supply Chain Resilience ◽  
Guinea Bissau ◽  
The Impact

The constraints imposed by the pandemic COVID-19 increased the risks of the disruption of supply chains, bringing new challenges to companies. These effects were felt more intensely in less-developed countries, which are highly dependent on imports of products and raw materials. This study aims to assess the impact of supply chain resilience in a less-developed country (Guinea-Bissau) using complex adaptive system theory. We used a qualitative methodology through multiple case studies. Semi-structured interviews were conducted with four companies. The semi-structured script contains questions about supply chain disruptions, vulnerabilities and resilience. The main results show that the companies in Guinea-Bissau, due to their dependence on the outside world and the absence of formal, larger and more diversified supply chains, suffered serious consequences with the disruption imposed by the pandemic. It was also concluded that the more resilient the supply chain, the fewer the impacts of crisis events and that the resilience of companies at this level depends on their obtaining competitive advantages over their competitors. The main practical implications of this study are the need to formalize the supply chain, diversify the supply of services and products of companies dependent on the exterior, adopt metrics that allow for the early detection of situations of supply chain disruption, effectively manage stocks and promote proactive crisis resolution strategies. Studies on the impact of resilience on supply chains in crises are scarce, especially on companies located in underdeveloped countries.

scholarly journals Self-perceived employability among undergraduate students at a South African university

2021 ◽  
Vol 19 ◽  
Author(s):  
Doret Botha
Keyword(s):  
South Africa ◽  
South African ◽  
Undergraduate Students ◽  
Survey Design ◽  
The Self ◽  
The South ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Perceived Employability ◽  
Managerial Implications

Orientation: South Africa has been suffering from persistently high levels of unemployment since 2008. The youth is regarded as the most at-risk group in the South African labour market and unemployment amongst the youth is considered one of the most critical socio-economic problems in South Africa. Increasing one’s employability is essential to securing employment and enhancing one’s well-being.Research purpose: This study aimed to explore the self-perceived employability of undergraduate students at a South African university.Motivation for the study: Currently, there is a scarcity of published research on the self-perceived employability amongst undergraduate students at higher education institutions in South Africa.Research approach/design and method: The study was conducted within a positivistic research paradigm. A quantitative-based cross-sectional survey design was used. Convenience sampling was used to select the students who were included in the survey. Data were collected through a web-based survey, using a standardised coded questionnaire that consisted of a five-point Likert-type scale.Main findings: The results indicated that the respondents were relatively confident about their internal employability, but they were less confident about their opportunities in the external labour market.Practical/managerial implications: Understanding one’s employability and the accompanied issues creates awareness of one’s potential, skills and knowledge to become a successful citizen and employee.Contribution/value-add: The study shed light on the self-perceived employability of undergraduate students at a South African university and consequently contributes to the existing literature on employability in the South African context.

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 The relative labour productivity contribution of different age-skill categories for a developing economy

2013 ◽  
Vol 11 (1) ◽  
Author(s):  
Gerhardus Van Zyl
Keyword(s):  
Labour Market ◽  
South African ◽  
Labour Productivity ◽  
Estimation Procedure ◽  
Current Debate ◽  
Simultaneous Estimation ◽  
The South ◽  
Managerial Implications ◽  
Labour Legislation ◽  
Relative Productivity

Orientation: The article dealt with the estimation, computation and interpretation of the relative productivity contributions of different age-skill categories. Research purpose: The aim of the article was to estimate and compute, (1) relative productivity contributions and (2) relative productivity contribution–employee remuneration cost levels for different age-skill categories.Motivation for the study: The research was deemed necessary given the current debate on relative productivity levels and possible changes to the retirement age in the South African labour market. No real research in this regard has been published regarding the South African labour market situation.Research design, approach and method: A less restrictive production function was used, allowing for the simultaneous estimation and final computation of relative labour contribution levels of different age-skill categories.Main findings: The lower-skilled segment produced significantly smaller productivity contributions and the relative productivity contribution–employee remuneration cost ratios of the 55 years and older age group were superior in the higher-skilled segment but, at the same time, the lowest in the lower-skilled segment.Practical/managerial implications: It is recommended that human resource practitioners (given the perceived rigidity of labour legislation) implement and maintain structures that promote higher productivity levels for all age-skill categories in the workplace.Contribution/value-add: An estimation procedure, which can be applied to the measurement of the relative productivity contribution of different age-skill categories, has been established.

scholarly journals The Glass Ceiling: Career Progression Barriers for Female Employees in the South African Hospitality Industry

2020 ◽  
pp. 1077-1093
Author(s):  
Tinaye Mwashita ◽  
Nanikie Zungu ◽  
Diane Abrahams
Keyword(s):  
South African ◽  
Glass Ceiling ◽  
Hospitality Industry ◽  
Key Factors ◽  
The South ◽  
Structured Interviews ◽  
Online Questionnaire ◽  
Corporate Hierarchy ◽  
Management Positions ◽  
Uniform Solution

This study examined the glass ceiling phenomenon in the South African hospitality industry, with a particular focus on four hotels in Gauteng. The primary aim was to investigate the different perspectives held on the glass ceiling by exploring the key factors inhibiting women in the hospitality industry from proceeding to the next level of the corporate hierarchy, and, ultimately, to reach senior executive positions. Data was collected through informal semi-structured interviews and an online questionnaire that was targeted at men and women in lower to top management positions within the different hotels. The key findings show that the glass ceiling indeed exists, as a fluid and dynamic phenomenon, which takes on various ever-evolving shapes within different work environments. Many women resonated with the nature of the glass ceiling. The literature depicts the glass ceiling as an overarching and all-encompassing phenomenon affecting women. The study sheds more light on the circumstantial nature of the glass ceiling and shows that certain factors exacerbate the effects of the ‘glass ceiling’ phenomenon. A study found that a combination of variables affected the careers of women and their work life balance. The study revealed that the circumstantial nature of the glass ceiling and its dynamic nature makes it impossible for there to be a uniform solution to navigating one’s career around it or to shatter it. This finding challenges the existing view of the glass ceiling and how women should be attempting to shatter it.

scholarly journals AFFECTING FACTORS OF SISTER CITY COOPERATION BETWEEN DENPASAR GOVERNMENT AND MOSSEL BAY GOVERNMENT IN 2019

2021 ◽  
Vol 5 (2) ◽  
pp. 264-291
Author(s):  
I Gusti Agung Made Diah Kencana Putri ◽  
Witri Elvianti
Keyword(s):  
South African ◽  
Online News ◽  
City Government ◽  
Affecting Factors ◽  
The South ◽  
Structured Interviews ◽  
African Government ◽  
The Status ◽  
Online News Sites ◽  
Government Website

Abstract This study aims to analyze the factors behind the establishment of sister city cooperation between the Denpasar City Government and the Mossel Bay Government since the end of 2019. The author conducted qualitative research to achieve this aim. Thus, this research is expected to enrich other research tools in matters relating to sister city cooperation or paradiplomacy in Indonesia, especially Denpasar. The main data analyzed in this study were obtained through semi-structured interviews with the Head of the Sub-Section for Foreign Cooperation of the Denpasar City in 2020 at the Secretariat of Denpasar. In addition, other types of data that support this research were obtained from the official local government website, several books, journals, reports, and online news sites which reliable and suitable for the content of the research. The focus of this research is to comply with the concept of paradiplomacy and south-south cooperation in identifying the motives behind this sister city cooperation, especially from the side of the Denpasar City Government. As a result, five motives were found that could encourage the Denpasar City Government to accept the sister city cooperation offered by the Mossel Bay Government in 2019, including the international market, tourism and culture, establishing the identity of international partners, the status of government administration, and most importantly, the bilateral relationship between the Indonesian government and the South African government, which in this regards, is an example of the implementation of the South-South Cooperation (SSC) concept. Abstrak Penelitian ini bertujuan untuk menganalisa faktor-faktor yang melatarbelakangi terjalinnya kerjasama sister city antara Pemerintah Kota Denpasar dengan Pemerintah Teluk Mossel pada akhir tahun 2019. Penulis melakukan penelitian kualitatif untuk mencapai tujuan ini. Sehingga, penelitian ini diharapkan dapat memperkaya perangkat penelitian lainnya dalam hal-hal yang berkaitan dengan kerjasama sister city atau paradiplomasi di Indonesia khususnya wilayah Kota Denpasar. Data utama yang dianalisis dalam penelitian ini diperoleh melalui wawancara jenis semi terstruktur dengan Kepala Sub Bagian Kerjasama Luar Negeri Kota Denpasar tahun 2020 di Sekretariat Kota Denpasar. Selain itu, jenis data lain yang mendukung penelitian ini diperoleh dari situs resmi pemerintah daerah, beberapa buku, jurnal, laporan, dan situs berita online yang dapat diandalkan dan sesuai dengan isi penelitian. Fokus penelitian ini adalah menggunakan konsep paradiplomasi dan kerjasama selatan-selatan dalam mengidentifikasi motif dibalik kerjasama sister city ini, khususnya dari sisi Pemerintah Kota Denpasar. Sebagai hasilnya, ditemukan lima motif yang dapat mendorong Pemerintah Kota Denpasar untuk menerima kerjasama sister city yang ditawarkan Pemerintah Teluk Mossel pada tahun 2019 antara lain pasar internasional, pariwisata dan budaya, membentuk identitas mitra internasional, status administrasi pemerintahan, dan yang terpenting, hubungan bilateral antara pemerintah Indonesia dengan pemerintah Afrika Selatan yang dalam hal ini merupakan contoh implementasi konsep Kerjasama Selatan-Selatan (KSS).

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