scholarly journals Assessing the relative appropriateness of the credit management policies of South African universities of technology

2019 ◽  
Vol 12 (1) ◽  
Author(s):  
Gauda J. Maseko ◽  
Merwe Oberholzer ◽  
Susanna L. Middelberg
Keyword(s):  
South African ◽  
Quantitative Data ◽  
Best Practice ◽  
Institutional Environment ◽  
Management Policy ◽  
Mixed Method Research ◽  
Credit Management ◽  
Managerial Implications ◽  
Management Policies ◽  
Value Add

Orientation: The study explores credit management on the South African higher education landscape in the context of the institutional theory.Research purpose: To calculate a best practice frontier to assess the extent to which universities’ credit management policy as an institutional resource is appropriate for its environment.Motivation for the study: The study was undertaken to investigate how the institutional environment influences the development of formal university structures.Research design, approach and method: A parallel mixed-method research design was followed to collect both qualitative data and quantitative data: document analysis to assess five universities of technology’s credit management policies and quantitative data testing 1392 senior students’ perspectives on the credit management policies of these five universities of technology.Main findings: The lesson learnt from this study is that the more aggressive the credit management policy, the more the students rated it as appropriate (fair, understandable and accurate). Furthermore, contrary to extant literature, no evidence was found that a stringent or aggressive credit management policy is experienced as rigorous.Practical/managerial implications: Universities of technology may apply aggressive credit management policies without the fear that they will be perceived as rigorous.Contribution/value-add: Policymakers should note that students desire a credit management policy that: (1) is well communicated to them; (2) encourages them, by granting discounts, to do early settlements of debt; (3) is strictly implemented; and (4) is strict with regard to the collection and recovery of (deferred) debt.

scholarly journals An evaluation of Global Management Accounting Principles in the sustainability of a South African mechanised piggery

2018 ◽  
Vol 11 (1) ◽  
Author(s):  
Alick B. Burger ◽  
Susanna L. Middelberg
Keyword(s):  
Decision Making ◽  
South African ◽  
Best Practice ◽  
Management Accounting ◽  
Pork Production ◽  
Global Management ◽  
Accounting Principles ◽  
Managerial Implications ◽  
Effective Decision Making ◽  
Value Add

Research purpose: The aim of this article was to evaluate the relevance of Global Management Accounting Principles (GMAPs) in the sustainability of a mechanised piggery in a South African context.Motivation for the study: Considering the pressure which commercial agriculture in South Africa is experiencing, as well as the growing nature of pork production in this sector, mechanised piggeries would have to consider ways in which to manage their operations in order to remain sustainable.Research approach, design and method: The research design took the form of an exploratory case study and contextual applied research with an inductivist approach to qualitative research.Main findings: The findings include that, without pre-knowledge of GMAPs, Piggery A employed a large number of the concepts and principles described by GMAPs as best practice.Practical and managerial implications: All commercial farming operations should consider GMAPs as a tool to establish best practice in the support of decision-making that promotes sustainability of farming operations.Contribution or value-add: The article’s contribution is to highlight that GMAPs can also be utilised as an effective decision-making tool in a mechanised piggery albeit it was designed for use in large corporations.

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.

scholarly journals Confirming theoretical pay constructs of a variable pay scheme

2013 ◽  
Vol 11 (1) ◽  
Author(s):  
Sibangilizwe Ncube ◽  
Mark H.R. Bussin ◽  
Lukas De Swardt
Keyword(s):  
South African ◽  
Quantitative Research ◽  
Measurement Instrument ◽  
Critical Success ◽  
Confirmatory Factor ◽  
Variable Pay ◽  
Managerial Implications ◽  
Value Add ◽  
The Impact ◽  
Purposive Sample

Orientation: Return on the investment in variable pay programmes remains controversial because their cost versus contribution cannot be empirically justified. Research purpose: This study validates the findings of the model developed by De Swardt on the factors related to successful variable pay programmes.Motivation for the study: Many organisations blindly implement variable pay programmes without any means to assess the impact these programmes have on the company’s performance. This study was necessary to validate the findings of an existing instrument that validates the contribution of variable pay schemes.Research design, approach and method: The study was conducted using quantitative research. A total of 300 completed questionnaires from a non-purposive sample of 3000 participants in schemes across all South African industries were returned and analysed.Main findings: Using exploratory and confirmatory factor analysis, it was found that the validation instrument developed by De Swardt is still largely valid in evaluating variable pay schemes. The differences between the study and the model were reported.Practical/managerial implications: The study confirmed the robustness of an existing model that enables practitioners to empirically validate the use of variable pay plans. This model assists in the design and implementation of variable pay programmes that meet critical success factors.Contribution/value-add: The study contributed to the development of a measurement instrument that will assess whether a variable pay plan contributes to an organisation’s success.

scholarly journals Deploying culture as a defence against incompetence: The unconscious dynamics of public service work

2012 ◽  
Vol 38 (2) ◽  
Author(s):  
Peliwe P. Mnguni
Keyword(s):  
South African ◽  
Public Service ◽  
Resource Constraints ◽  
Service Work ◽  
The Unconscious ◽  
The Public ◽  
Social Defense ◽  
Defensive Role ◽  
Managerial Implications ◽  
Value Add

Orientation: The intractability of public service delivery and a polarised societal landscape heighten anxiety and reinforce a propensity for public service organisations to be used for defensive purposes.Research purpose: This article employs social defense theory to explore manifestations of anxiety and defense within South African public service organisations.Motivation for the study: Dominant discourse on public service institutions over-relies on political, sociological and public administration theories and tends to ignore psychosocial explanations. Further, whilst the psychodynamics of social service work are generally understood, the unconscious dynamics of generic public service work remain under-theorised. Research design, approach and method: This conceptual article draws on my personal observations as a reflective citizen and experiences as a consultant to government departments.Main findings: Herein, an argument is advanced that the deployment of ill-qualified party loyalists to key positions in the public service is perverse: it serves as a collective defense against the impossible aspects of the task at hand. The appointees, in turn, deploy organisational processes to defend against feelings of incompetence and the inevitability of failure. This practice, coupled with acute resource constraints, sets up front line staff for scapegoating.Practical/managerial implications: An appreciation of the multiple meanings of public service work and the defensive role played by public institutions stands to inform purposeful change towards sustainable public service organisational practice.Contribution/value-add: The discussion seeks to contribute to attempts that employ systems psychodynamics to make sense of anxiety and defense within organisations in general and public service institutions in particular.

Critical elements in defining work-based identity in a post-apartheid South Africa

2011 ◽  
Vol 37 (1) ◽  
Author(s):  
Sandra Lloyd ◽  
Gert Roodt ◽  
Aletta Odendaal
Keyword(s):  
South African ◽  
Management Strategies ◽  
Integrative Model ◽  
Theory Approach ◽  
Training Interventions ◽  
Managerial Implications ◽  
Value Add ◽  
Axial Coding ◽  
Definition Of ◽  
Individual Self

Orientation: The main focus of the study was to answer the question: ‘Who am I at work?’ in a post-apartheid South African organisation.Research purpose: The aim of the specific research questions was to determine which life sphere and life role elements, and which work-based identity facets were significant in forming work-based identity.Motivation for the study: The findings of the study will enable the formulation of an integrative definition of work-based identity applicable to the South African context.Research design, approach and method: Qualitative data was collected by means of unstructured interviews with 29 employees representing a range of job titles, levels and demographics in a large South African manufacturing company. A grounded theory approach (open and axial coding) was used to analyse the data.Main findings: Distinctive individual self-definitions and a number of common themes integrating social and personal identity perspectives emerged from the data. These themes provided a sound basis for the proposed integrative model to define work-based identity.Practical/managerial implications: The findings of this research will assist human resource practitioners to develop training interventions and management strategies for the potential enhancement of work-based identities. This will result in a more engaged and harmonised workforce.Contribution/value-add: This was the first study of its kind to identify and delineate significant work-based identity elements for the formation of a work-based identity within a South African work context.

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