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Kang, Hyun-gu. "Organizational downsizing." Online version, 1999. http://www.uwstout.edu/lib/thesis/1999/1999kang.pdf.
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Winkelmann, Sabine. "Customer-related consequences of downsizing /." [S.l. : s.n.], 2008. http://swbplus.bsz-bw.de/bsz294355618inh.htm.
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Woodcock, Margaret Anne. "Impact of voluntary redundancy on workers who left the Australian public service aged over 50." Title page, table of contents and summary only, 1999. http://web4.library.adelaide.edu.au/theses/09ARM/09armw886.pdf.
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Chipunza, Crispen. "Factors influencing survivor qualities after downsizing." Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/1219.
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Today organisations all over the world have to cope with the ever-increasing rate of local and global change. Those in developing countries have to cope with the inefficiencies engendered by state-led economic, developmental and political strategies, such as new government regulations. These have had an impact on the management of human resources and are exemplified by an increasing adoption of strategies meant to reduce pressure on costs and margins. An increasing popular management response to these challenges has been to engage in some form of organisational restructuring such as downsizing. Often employees who remain (survivors) after downsizing are not given much attention, yet the achievement of new strategic goals depends on the survivors having positive attitudes, relentless commitment and high motivation. Research indicates that employees who are motivated and committed contribute vastly to the financial-bottom-line of the organisation. Therefore, downsizing organisations should continuously search for ways to increase such qualities among their survivors. The objective of this study was to identify the factors that influence the attitudes, commitment and motivation of survivors in a developing economy with a volatile environment. To achieve this objective, a theoretical survivor quality model was presented. In order to present the model, firstly, a literature survey on the importance of survivor quality in terms of attitudes, commitment, and motivation among survivors was conducted. Secondly, literature survey pertaining to the drivers of survivor quality was done, and thirdly, literature dealing with strategies to deal with survivor quality was surveyed. The theoretical survivor quality model was used to compile the research instrument that determined the attitudinal, commitment and motivational levels of survivors, how the three constructs are related after downsizing, as well as the factors influencing the observed levels. The questionnaire was randomly distributed among survivors in the selected manufacturing organisations in Zimbabwe. The empirical results obtained from the study showed that survivors in a developing economy with a volatile environment had moderate levels of attitudes, commitment ad motivation. Two categories of factors were identified as important in influencing these levels. They were downsizing strategy and demographic factors. The downsizing strategy factors were communication and victim support, while education, age, and number of years employed emerged as the demographic factors. The study further highlighted that older survivors with less education contributed more to the moderate levels of attitude, commitment and motivation observed. The study highlights that these variables must be taken into consideration when implementing downsizing in an economically volatile environment in order to manage survivor quality. A further point emanating from the study is that prior to downsizing, organisations should adopt effective communication strategies throughout the process. The key factors identified as influencing survivor quality in this study were integrated into the survivor quality model which can be used by other organisations in a similar context to manage survivor quality in order to increase their efficiency, effectiveness, iv and competitive advantage after downsizing.
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Mabaso, Fulufhelo Given. "Rationalizing downsizing with long-term profitability : an empirical focus in South African context." Thesis, Stellenbosch : Stellenbosch University, 2008. http://hdl.handle.net/10019.1/850.
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Thesis (MBA (Business Management))--Stellenbosch University, 2008.ENGLISH ABSTRACT: The purpose of this research is to test the rationale of corporate downsizing as a method of promoting long-term profitability in South African companies. This study is similar to that conducted by Pallian & Shalhoub (2002: 436-447) on US-based companies. The sample consists of 58 JSE-listed companies, which announced their intention to downsize during the period 1995 - 1997. This period gives 10 years after the announcement to study the effect of downsizing on long-run profitability. The original sample consisted of more than 172 companies (listed, non-listed and state-owned companies). 82 of these companies were listed on the JSE, and the rest were state-owned companies, government departments, universities or small companies. Of the 82 listed companies about 24 were delisted from JSE due to number of reasons, including liquidation, winding up and failure to meet the JSE listing requirements. Thus these companies did not survive, despite downsizing. For that reason, the sample was reduced to 58 companies. The financial data for each company was collected for the period 1997-2006. The relationship between the downsizing index and the six financial variables (i.e., ROE, ROI, operating costs, cash flow from operations, earnings per share (EPS) and market share) was explored to study the impact of downsizing actions in long-run financial performance. The findings of this study suggest that downsizing is not in the best interests of financial performance in the long run. There is a very low correlation between downsizing activity and these variables. Where the correlation does exist, it is negative. Downsizing also accounts very little for the variations in these variables. That means if there is an improvement in any of these financial performance variables it could not be explained by the downsizing, but instead by other variables. Thus there are many other factors that organizations need to explore in order to improve their long-run financial performance. These findings also similar those of Pallian & Shalhoub (2002) study. Some authors like Balazas, De Vries & Manfred (2004), and Biratti & Tziner (2004), suggested some ways to prevent downsizing failures, which include: • Giving advance notice, to give the victims a chance to look for employment elsewhere, • Supporting the victims by offering them financial aid, • Counseling support, etc. Despite these measures, downsizing will still reduce the level of trust in the organization, hence the negative impact on the financial performance. It is thus suggested that downsizing should be applied only as a last resort. Based on the findings of this and the US study, downsizing is seen as a painful and costly exercise that does not benefit organizations in the long run. Organizations need to adopt strategic directions which will be able to sustain them in the future. Therefore, as an alternative to the downsizing strategy, the following model by Oosthuizen (2006) is recommended in order to formulate successful business strategy, regardless of the situation the organizations find themselves in. This process is divided into four steps, namely: 1. Strategic intent, which includes defining the vision, mission, goals and objectives of the business. 2. External environment analysis. This includes macro analysis (PESTE) and industrial analysis. 3. Internal environment analysis. This includes analysis of company’s current strategy and its past performance, the value chain and processes (resources, capabilities and competencies). 4. Formulation of business strategy.
AFRIKAANSE OPSOMMING: Die doel van hierdie navorsing is om die rationale agter korporatiewe downsizing as metode om langtermyn winsgewendheid in Suid-Afrikaanse maatskappye te bevorder. Dié studie is soortgelyk aan ‘n studie wat op VSA gebaseerde maatskappye deur Pallian & Shalhoub (2002: 436-447) uitgevoer is. Die steekproef bestaan uit 58 Johannesburgse Effektebeurs (JSE) genoteerde maatskappye wat hulle voorneme aangekondig het om tussen 1995 en 1997 te downsize. Dié tydperk laat toe 10 jaar om die uitwerking van downsizing op langtermyn winsgewendheid te bepaal. Die oorspronklike steekproef het uit meer as 172 maatskappye bestaan (genoteerd, nie genoteerd nie en maatskappye in staatsbesit). 82 hiervan was op die JSE genoteer, die res was of in staatsbesit of staatsdepartemente. Van die 82 maatskappye, is omtrent 24 van die JSE verwyder om verskeie redes, insluitend likwidasie, afwikkeling of versuim om aan JSE vereistes te voldoen. Hierdie maatskappye het dus ten spyte van downsizing nie oorleef nie. Om die rede, is die steekproef tot 58 maatskappye verminder. Die finansiële data vir elke maatskappy is vir die tydperk 1997-2006 versamel. Die verwantskap tussen die downsizing indeks en die ses finansiële veranderlikes (d.w.s wins op uitgawes (ROE), wins op belegging (ROI), operasionele kostes, kontantvloei vanaf operasies, verdienste per aandeel (EPS) en markdeel) is ondersoek om die uitwerking van downsizing op langtermyn finansiële verrigting te bepaal. Die bevinding van hierdie studie stel voor dat downsizing nie die belange van langtermyn finansiële verrigting dien nie. Daar is ‘n lae korrelasie tussen downsizing optredes en dié veranderlikes. Waar korrelasies wel bestaan, is hulle negatief. Downsizing verklaar ook min van die wisseling van hierdie veranderlikes. Dit beteken dat as daar ‘n verbetering is in enige van hierdie finansiële verrigtingsveranderlikes, dit nie aan downsizing toegeskryf kan word nie, maar wel aan ander veranderlikes. Daar is dus baie ander faktore wat organisasies behoort te ondersoek om hulle langtermyn finansiële verrigting te verbeter. Hierdie bevindings weerspieël dié van Pallian & Shalhoub (2002) se navorsing. Skrywers soos Balazas, De Vries & Manfred (2004), en Biratti & Tziner (2004), stel sekere metodes voor om downsizing mislukkings te vermy, insluitend: • Om vooruit kennis te gee, sodat slagoffers kans kry om elders indiensneming te soek; • Om slagoffers te ondersteun deur middel van om finansiële hulp aan te bied; • Ondersteunende raadgewing, ens. Ten spyte van sulke maatreëls, sal downsizing steeds die vlak van vertroue in ‘n organisasie verminder en ‘n negatiewe uitwerking op finansiële verrigting tot gevolg hê. Dit word dus voorgestel dat downsizing slegs as laaste toevlug aangewend word. Gebaseer op die bevindings van hierdie en die VSA studie, word downsizing as ‘n pynlik en duur oefening beskou wat organisasies nie in die langtermyn baat nie. Organisasies behoort strategiese rigtings te volg wat hulle in die toekoms sal uithou. Dus, in plaas van die downsizing strategie, word die volgende model deur Oosthuizen (2006) aanbeveel om ‘n besigheidsstrategie te formuleer ongeag die organisasie se omstandighede. Die proses word in vier stappe opgedeel, naamlik: 1. Strategiese bedoeling, wat definering van visie, misie, doel en spesifieke doelwitte van die besigheid insluit. 2. Eksterne omgewingsanalise. Dit sluit in makroanalise en nywerheidsanalise. 3. Interne omgewingsanalise. Dit sluit in analise van maatskappy se huidige strategie, sowel as sy vorige verrigting, die waardeketting en prosesse (hulpbronne, bekwaamhede en beskikthede). 4. Formulering van besigheidsstrategie.
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Lahner, Jessica M. "The Impact of Downsizing on Survivors' Career Development: A Test of Super's Theory." Thesis, University of North Texas, 2004. https://digital.library.unt.edu/ark:/67531/metadc4596/.
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The present study compared the career development concerns and other vocationally relevant variables of employees of organizations who have and have not engaged in downsizing within a one year timeframe. The sample consisted of 162 participants, 72 layoff survivors (those who remained in an organization after its downsizing) and 92 non-survivors (employees in organizations who have not downsized within 12 months). Significant results were found that differentiated the career related experiences of participants in the survivors group, survivors from non-survivors, and participants in general regardless of survivorship status. In general, results indicated that non-survivors reported greater job satisfaction and job security than layoff survivors, that being married with children may increase job satisfaction, and social support may buffer the grief reactions that survivors have to the loss of their co-worker friends. Furthermore, Super's age-associated stages within the Life-Span, Life-Space Theory were moderately upheld in the sample, especially for the Exploration stage. However, younger workers demonstrated more Maintenance concerns that would be predicted by the theory. A discussion of the relevant literature is included as well as possible explanations of the results, small sample size, and implications for future research.
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Young, Roger Scott. "Survivors of downsized organizations: An analysis of organizational variables before and after downsizing." CSUSB ScholarWorks, 1996. https://scholarworks.lib.csusb.edu/etd-project/1164.
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Saungweme, Maxwell. "Factors influencing financial sustainability of local NGOs : the case of Zimbabwe." Thesis, Stellenbosch : Stellenbosch University, 2014. http://hdl.handle.net/10019.1/97293.
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Thesis (MDF)--Stellenbosch University, 2014.ENGLISH ABSTRACT: Local non-governmental organisations play an important role in the development processes of Zimbabwe. However, they face an uncertain future, as they depend on volatile external donor funding which leaves them financially unsustainable. This research sought to determine whether local non-governmental organisations in Zimbabwe were sustainable, and to analyse the main factors that influenced their financial sustainability. Through a mixed methods research design including literature review, secondary data analysis and a survey using a structured questionnaire, this research revealed that local non-governmental organisations in Zimbabwe were financially unsustainable. A regression analysis was employed to determine the relationships between the different factors and financial sustainability. The research focused on four factors of financial sustainability of local non-governmental organisations: sound financial management practices, income diversification, own income generation, and good donor relationship management practices. Data used for the research was from 2009 to 2013. The survey of 52 local non-governmental organisations spread throughout Zimbabwe provided primary data for the research. The research confirmed findings of others that local non-governmental organisations in Zimbabwe were not financially sustainable and depended on external donor funds. The research revealed that most local non-governmental organisations were funded entirely by external donors, had no reserve funds, were not generating own income, and depended on average on about three donors. This meant that if the external donors pulled out these organisations would cease operations. The research revealed that on average donor dependency ratios for Zimbabwean non-governmental organisations were above 93 percent, while survival ratios were very low with 22 days being the maximum. These results meant that if external donors completely pulled out their funding, local non-governmental organisations would operate for at most 22 days before closing down. The research also revealed that most local non-governmental organisations in Zimbabwe were not leveraging their assets to generate income, and most were not engaged in own income generating activities while their funding sources were not diversified enough to be regarded sustainable. The government of Zimbabwe was not funding local non-governmental organisations and local donors were scant. The regression analysis ascertained that sound financial management practices had the largest influence on financial sustainability of local non-governmental organisations in Zimbabwe, followed by income diversification, then own income generation and good donor relationship management. The research recommends that international donors should provide local non-governmental organisations with some unrestricted income to support start-up of social entrepreneurship activities and small businesses to ensure the financial sustainability of the programmes they fund. The government of Zimbabwe must view local non-governmental organisations as partners that complement its work and are therefore deserving of government funding. Non-governmental organisations need to change their mind-set, start social entrepreneurship and small business activities, and refrain from just seeing external donors as their main source of funding. Networks of non-governmental organisations must fundraise to train and enhance the capacity of their member organisations in running social enterprises and small businesses, and hire staff with expertise in running profit-making activities to complement their non-profit work.
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Sung, Mei-yee, and 沈美怡. "Downsizing exercise of the HKSAR Government: what are the alternatives besides the voluntary retirement (VR) schemes ?" Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2005. http://hub.hku.hk/bib/B31362485.
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Helliker, Kirk David. "A sociological analysis of intermediary non-governmental organizations and land reform in contemporary Zimbabwe." Thesis, Rhodes University, 2007. http://hdl.handle.net/10962/d1003091.
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The thesis offers an original sociological understanding of intermediary Non-Governmental Organizations (NGOs) in the modern world. This is pursued through a study of NGOs and land reform in contemporary Zimbabwe. The prevailing literature on NGOs is marked by a sociological behaviourism that analyses NGOs in terms of external relations and the object-subject dualism. This behaviourism has both ‘structuralist’ and ‘empiricist’ trends that lead to instrumentalist and functionalist forms of argumentation. The thesis details an alternative conceptual corpus that draws upon the epistemological and theoretical insights of Marx and Weber. The epistemological reasoning of Marx involves processes of deconstruction and reconstruction. This entails conceptualizing NGOs as social forms that embody contradictory relations and, for analytical purposes, the thesis privileges the contradiction between ‘the global’ and ‘the local’. In this regard, it speaks about processes of ‘glocalization’ and ‘glocal modernities’ in which NGOs become immersed. The social field of NGOs is marked by ambiguities and tensions, and NGOs seek to ‘negotiate’ and manoeuvre their way through this field by a variety of organizational practices. Understanding these practices necessitates studying NGOs ‘from within’ and drawing specifically on Weber’s notion of ‘meaning’. These practices often entail activities that stabilize and simplify the world and work of NGOs, and this involves NGOs in prioritizing their own organizational sustainability. In handling the tension between ‘the global’ and ‘the local’, NGOs also tend to privilege global trajectories over local initiatives. The thesis illustrates these points in relation to the work of intermediary NGOs in Zimbabwe over the past ten years. Since the year 2000, a radical restructuring of agrarian relations has occurred, and this has been based upon the massive redistribution of land. In this respect, local empowering initiatives have dramatically asserted themselves against globalizing trajectories. These changes have posed serious challenges to ‘land’ NGOs, that is, NGOs involved in land reform either as advocates for reform or as rural development NGOs. The thesis shows how a range of diverse ‘land’ NGOs has ‘handled’ the heightened contradictions in their social field in ways that maintain their organizational coherence and integrity.
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Mapuva, Jephias. "An examination of the role played by selected civil society organizations in promoting democracy in Zimbabwe, 1980-2007." Thesis, University of the Western Cape, 2007. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_7099_1257320792.
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Korns, Michael T. "Organizational change, restructuring, and downsizing the experience of employees in the electric utility industry /." Open access to IUP's electronic theses and dissertations, 2009. http://hdl.handle.net/2069/147.
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Calderone, Wilma K. "Survivor reactions to organizational downsizing: The influence of justice perceptions and the psychological contract." Thesis, University of North Texas, 2004. https://digital.library.unt.edu/ark:/67531/metadc4714/.
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The present study examined the relationships of organizational justice and the psychological contract with four outcome variables in a downsizing context. Multinational data were gathered from survivors representing a variety of organizations and industries. The main focus of the current study examined the relationships between survivors' perceptions of procedural, interpersonal, and informational justice and organizational commitment, job satisfaction, turnover intentions, and trust in management. Correlational data indicated that procedural, interpersonal, and informational justice all demonstrated significant correlations with the outcome variables with interpersonal justice demonstrating higher correlations with the outcome variables than procedural justice. Additionally, the results of two structural models indicated that, although both models fit the data equally well, interpersonal justice was the dominant predictor of the outcome variables. Finally, moderated multiple regression analyses indicated that the psychological contract did not act as a moderator on the relationships between the justice and the outcome variables. However, supplemental confirmatory factor analysis suggested that the justice variables might act as a mediator of the psychological contract - outcome variable relationships. Possible explanations of the results as well as implications for practice and future research are provided.
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Gwarinda, Shungu Agnes. "An analysis of the role of Non-Govermental Organisations in the social welfare policy process: a case study of Zimbabwe." Thesis, Nelson Mandela Metropolitan University, 2013. http://hdl.handle.net/10948/6606.
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This study is an interpretive analysis of the roles of NGOs in the social policy process, using the case of postcolonial Zimbabwe. Assessing the period between 2000 and 2010 and the prevailing unique socio-economic and geopolitical crisis, the study engages the major contextual factors influencing evolution of NGOs and their engagement in the policy process. It focuses on the conceptual and state – civil society contestations on the legitimacy of NGO’s as well as an assessment of their impact on the social policy process. NGOs in Zimbabwe have played two major and two minor roles in the social policy process as identified in the study in terms of their prominence and impact on the policy process. That is: policy implementer role complementing state social policy provision, democratisation to pluralism the social policy arena as the major roles; educational role to developing interventions for better social policy and watchdog role monitoring government and other state institutions in meeting the social policy needs of citizens. The thesis argues that analysis of NGOs is embedded in understanding the role of the state and dialectical relationship between state and civil society. Using a neo-Marxist perspective and social democratic approach to the role of the state in social policy, the theoretical generalisations of the study are that NGOs have a legitimate role to play in the social policy process. However, this is defined by the nature and role of the state itself as central driving agent in social policy. Therefore, the roles NGOs are not exclusive in themselves but are anchored within the contextual framework and its definition of societal spheres within it. The thesis established the evolution of the NGO sector in Zimbabwe, its impact on the social, political landscape and argues that the democratisation agenda in Zimbabwe requires a political solution embedded in a transformative state as the panacea for building a redistributive and participatory social policy agenda that engages with non-state actors, NGOs included within a developmental framework. Conclusively, the thesis proposes a theoretical distinction between NGOs as service oriented entities and CSOs as forums for associational life and civic engagement.
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Matsanga, Mavis. "An exploration of the effect of world politics on SADC's capacity to manage and resolve violent conflict." Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/6886.
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The rise of International Non-Governmental Organisations (INGOS) in the post-Cold War era in Africa exerted pressure on conflict resolution mechanisms as governments responded to perceived and real pressure from external, mainly Western countries. INGOs are well resourced and conduct ‘humanitarian’ and other work funded by donors. The issue of funding is critical to control and legitimacy. It is also tied to achievement of intended goals. The study explores the relationships and in some cases conflict between Western NGOs in Zimbabwe and the government during the period when the latter was experiencing diplomatic estrangement with Western countries. The qualitative study seeks to establish whether INGO operations were influenced by political relations. The researcher interviewed twenty experts in NGO and governmental operations using an interview guide. Data was collected and entered into Nvivo software where it was thematically analysed. The major findings of the study are that the political strand is the main relational context that determined the relationship between the government and INGOs. INGOs were viewed as active conflict drivers mostly due to the bias towards certain political parties and being conduits of Western initiatives. Local conflict resolution mechanisms were also established to be inadequate. The study recommends that the government of Zimbabwe needs to work on maladministration and resolve differences with Western countries. Local NGOs and INGOs should not meddle in politics in order to have a trustworthy relationship with government while donor funds are more appreciated when channelled through governments.
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Garutsa, Tendayi C. "The role of non-governmental organisations in addressing the needs of orphans and vulnerable children in Marondera district, Zimbabwe." Thesis, University of Fort Hare, 2012. http://hdl.handle.net/10353/491.
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The diminishing provision of services by the state, coupled with the escalating numbers of Orphans and Vulnerable Children in Zimbabwe, represents a crucial concern for Non-Governmental Organisations. The socio-economic and political crisis in Zimbabwe has created a vacuum for social service provision. In this gap, Non-Governmental Organisations have stepped in as alternatives playing a critical and positive role in caring for Orphans and Vulnerable Children. Notwithstanding the generally valid critique of the imperialist role of Non-Governmental Organisations as agents of multi-lateral institutions and dominant western governments, the repressive despotism and the consequent socio-economic crisis in Zimbabwe has necessitated that Save the Children play a prominent role in caring for Orphans and Vulnerable Children. This study builds upon fieldwork undertaken in the Marondera district in Zimbabwe. This fieldwork was conducted amongst children who have been left orphaned and vulnerable because of various reasons, and investigates the interventions of Save the Children in the lives of these orphans. Ethnographic research, encompassing three kinds of data collection methods, was used. These data collection methods are interviews, observation and documents. This, in turn, produced three kinds of data namely, quotations, descriptions, and excerpts of document on the basis of which narrative descriptions where derived. Interviews were transcribed and later analyzed through content analysis. The findings indicated that, as a consequence of the failure of the state in Zimbabwe, Save the Children has played a primary role in addressing the needs of Orphans and Vulnerable Children despite the idea that non-governmental organisations have expanded and consolidated the neoliberal hegemony, at a global level, in the name of mitigating the social and economic dimensions of Structural Adjustment Programmes (Kothari, 1993). Save the Children’s interventions for orphans and vulnerable children take many forms, including educational assistance, legal protection, HIV/AIDS mitigation programs, psychosocial support and material support. The formal and informal systems also act as safety nets for Orphans and Vulnerable Children. However, these have failed to appropriately assist the Orphans and Vulnerable Children with sustainable initiatives. The vacuum created by the Zimbabwean context has however necessitated the growing importance of the activities of Save the Children in caring for Orphans and Vulnerable Children.
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Aucamp, Mertz. "Change management implications of a retrenchment strategy in a selected section of a telecommunications organisation." Thesis, Port Elizabeth Technikon, 2001. http://hdl.handle.net/10948/46.
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An audit report by the Australian National Audit Office (ANAO) indicated that a company needs to ensure that support is provided to those employees who remain after a staff reduction process and that their needs are managed effectively. One of the recommendations by ANAO for companies that are embarking on restructuring and future staff reduction programs, is the facilitation of change management workshops, or intervention to prepare the staff to manage change. A literature study revealed that no change management model existed that specifically focused on the “survivors” of a retrenchment or restructuring strategy in a company. The literature study was therefore used to assist in developing a change management in Telkom SA. Pre-assessment and post-assessment questionnaires were developed to test the employees’ abilities to manage change and their understanding of the changes that the telecommunications industry is facing. The findings of the survey showed a high level of employee tolerance to change and illuminated the value that was added by the developed change management model.
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Wai, In-fun Perseus, and 衛彥勳. "Reforming the civil service: the impact of HKSAR's 'Downsizing' policies to the civil service employees." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2004. http://hub.hku.hk/bib/B45012672.
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Nyathi, Daina. "Evaluation of poverty alleviation strategies implemented by non-governmental organisations (NGOs) in Zimbabwe: a case of Binga rural district." Thesis, University of Fort Hare, 2012. http://hdl.handle.net/10353/507.
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The problem this research seeks to address is about the ineffectiveness of NGOs’ strategies implemented in the rural areas of Binga District in Zimbabwe. The research has been basically influenced by personal concerns which I believe have influenced the selection of the research problem. My main concern is the deepening of poverty in Binga District. Lack of infrastructure like roads, shortage of schools leading to high illiteracy levels, shortage of clinics and hospitals, lack of clean water, high unemployment levels are the indicators of poverty in Binga. Country wide, the district is regarded as one of the poorest districts. The purpose of this study was to evaluate the effectiveness of the poverty alleviation strategies implemented by NGOs in the rural areas of Zimbabwe specifically in Binga. Today there are more than fifteen NGOs that operate in Binga and they specialise in different areas ranging from food distribution, education, agriculture, conservation and advocacy. What matters most is that despite the number of NGOs operating in Binga, poverty is still intensifying and widening. Through the research, it was found that most NGOs’ strategies in Binga focus on relief than developmental aid. Also when addressing poverty, NGOs use the trickle down approach than the bottom up approach. Moreover, the strategies implemented in Binga do not address the needs of the poor. The political instability in Zimbabwe is also believed to be a serious stumbling block to the operation of NGOs in Binga and the rest of the country. Finally, the research recommends NGOs to use the participatory approach as well as the sustainable livelihoods approach in dealing with poverty. Again, NGOs need to monitor and evaluate their projects because most of their projects are not monitored and evaluated properly. Above all the NGOs’ strategies for alleviating poverty need to be reviewed.
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Kosovich, Stephen M. "The value of job displacements as a signal of worker quality : layoffs, lemons, and labor market conditions /." view abstract or download file of text, 2005. http://wwwlib.umi.com/cr/uoregon/fullcit?p3190528.
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Thesis (Ph. D.)--University of Oregon, 2005.Typescript. Includes vita and abstract. Includes bibliographical references (leaves 158-160). Also available for download via the World Wide Web; free to University of Oregon users.
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Cheung, King-wai Louis. "Greater private sector involvement in estate management : a case study of Chuk Yuen South Estate and its impact on Housing Department /." View the Table of Contents & Abstract, 2006. http://sunzi.lib.hku.hk/hkuto/record/B36438959.
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Lippincott, Barbara. "The effect of restructuring on earnings expectations and firm value : an empirical investigation /." free to MU campus, to others for purchase, 1998. http://wwwlib.umi.com/cr/mo/fullcit?p9924900.
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Knight, Kayla Christine. "Development NGOs : understanding participatory methods, accountability and effectiveness of World Vision in Zimbabwe with specific reference to Umzingwane District." Thesis, Rhodes University, 2014. http://hdl.handle.net/10962/d1013135.
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Non-governmental Organizations (NGOs) have occupied a prominent role in the development of rural Zimbabwe since the time of its independence in 1980. NGO work in Zimbabwe currently takes place within the context of a tense and fluid political climate, an economy struggling to recover from crisis, international skepticism toward long-term donor investment in development, and global expectations about the methodologies and accountability measures carried out in intervention-based development work. In the light of the participatory methodologies and empowerment-based development frameworks that dominate the current global expectations for work within the NGO sector, this thesis focuses on the work of one particular NGO working in Zimbabwe, namely, World Vision. The main objective of the thesis is to understand and explain the participatory methods, accountability and effectiveness of World Vision in Zimbabwe (with particular reference to Umzingwane District) and, in doing so, to deepen the theoretical understanding of NGOs as constituting a particular organizational form. World Vision is a large-scale international NGO that has a pronounced presence in Zimbabwe and it is specifically active in Umzingwane District in Matabeleland South Province. The thesis argues that NGOs exist within a complex and tense condition entailing continuous responses to pressures from donors and states that structure their survival. Ultimately, in maneuvering through such pressures, NGOs tend to choose directions which best enable their own sustainability, often at the cost of the deep participatory forms that may heighten the legitimacy of their roles. World Vision Zimbabwe responds to donor trends, national and local expectations of the state and its own organizational expectations by building local government capacity in order to maintain the longevity and measureable outputs of its projects. In doing so, it redefines the concept of participation in pursuing efficient and practical approaches to ‘getting things done’. This compromises deep participatory methodologies and, in essence, alters the practices involved in participatory forms in order to maintain World Vision’s own organizational sustainability and presence in Zimbabwe.
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Mundau, Mulwayini. "The impact of donor-funded community empowerment projects on poverty alleviation: a case of selected projects in Chiredzi district of Zimbabwe." Thesis, University of Fort Hare, 2013. http://hdl.handle.net/10353/d1005637.
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The aim of the study was to carry out an investigation into the impact of donor-funded community empowerment projects on poverty alleviation. The data for this study were from the use of triangulation method of data collection which enhanced the assessment of the impact of donor funded community empowerment projects on poverty alleviation with specific focus on selected projects in the Chiredzi district of Zimbabwe. The findings of the study show the need for adoption of empowerment inclined practices by the local NGOs. There is need for community involvement in decision making, project ownership, and clear lines of communication with the NGOs, among others. However the findings also show the strength in linking project members with relevant institutions, and training, in order to ensure sustainability of community projects in ensuring community empowerment towards poverty eradication.
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Chitiyo, Plaxedes. "Assessing policy and institutional change's influence on alternative agriculture in Zimbabwe since 1980." OpenSIUC, 2014. https://opensiuc.lib.siu.edu/dissertations/944.
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ABSTRACT: Policy makers and nongovernmental organizations (NGOs) in Zimbabwe are advocating for alternative agriculture as a better form of agriculture compared to conventional agriculture in order to increase agricultural productivity, as well as address challenges such as climate change, erratic rainfall patterns, and environmental degradation. The country is now a net importer of food with many people in need of food aid. Conventional agriculture as well as policies supporting it has not been able to address these challenges. Although there is a growing interest in alternative agriculture in the country, it is a field that is under researched. This study therefore sought through three main objectives to clarify characteristics of alternative agriculture in Zimbabwe, determine the role of NGOs promoting it and assess whether pro-conventional agriculture policies have impacted development of alternative agriculture in the country.Results from the first study indicate that there is lack of respect for alternative agriculture as compared to conventional agriculture. Disrespect for alternative agriculture has resulted in lack of proper pricing and policy support for alternatively produced products. In addition, alternative agriculture is viewed as the farming for the future for it results in many benefits and is able to address challenges faced by farmers in Zimbabwe due to its holistic approach. It is also viewed as an old form of agriculture practiced before the introduction of Green Revolution technologies. Since alternative agriculture is an ambiguous term and is under researched in Zimbabwe this study clarified what it means within the Zimbabwean context. Results from the second study show that NGOs are using certified organic agriculture, a form of alternative agriculture to facilitate community development. They are targeting poor vulnerable communities and facilitate training in organic farming, research, market linkages, create awareness, advocate for policy change and provide social support to these communities. However, it is clear from the study that there is need for government and other stakeholders to partner with NGOs so as to further develop certified organic agriculture in the Zimbabwe.The third study indicates that pro-conventional agriculture policies resulted in lack of respect for certified organic farming which leads to lack of organic policy. It is evident from the study that there is long term disregard for alternative agriculture with most policies supporting conventional agriculture development. Poor governance and land reform policy have further undermined the development of certified organic agriculture. These factors have prevented Zimbabwe from addressing real problems of declining food production, climate change, land degradation and loss of biodiversity through sustainable forms of agriculture such as certified organic agriculture.
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Moyo, Phoebe Michelle Zibusiso Sandi. "An assessment of community participation in Non-Governmental Organizations (NGOs) development projects in Zimbabwe: the case of Bulilima and Mangwe Districts, Matabeleland South." Thesis, University of Fort Hare, 2012. http://hdl.handle.net/10353/d1007232.
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Since the mid 1970s there has been an increasing effort to adopt community participation as a necessary instrument for people driven development. NGOs and governments have come to use this participatory approach not only to empower local people, but also to give them a platform to plan and implement their own development projects. However in Zimbabwe, the government has failed to fund most projects and it has created a gap for NGOs to provide most, if not all services in rural communities. NGOs have been seen as better institutions to facilitate development projects and to engage local people to actively participate in development issues. Community participation is a central component in development projects as the projects respond to the people’s needs and that local people are in full control and ownership of these projects. This study is an assessment of community participation in NGO development projects in Zimbabwe. The study investigates the extent of community participation in development projects and it is guided by the Participatory Development (PD) theory. Research findings reveal that community participation is minimal in development projects of Bulilima and Mangwe districts in Zimbabwe. Local people are just passive participants of the development projects who are told what to do. The local people’s contributions and influences are sidelined in the planning and decision-making processes; instead these are made by the rural elite who plan and make decisions on behalf of the local people. It is the view of this study that the purpose of community participation is to create opportunities for local people to participate in planning, decision making, implementation, allocation and distribution of resources. The development projects should be responsive to the people’s needs. Similarly, participatory development just like community participation is a process whereby communities are given the opportunity to determine their future in terms of their needs and resources. In this regard, it is relevant that rural communities actively participate in planning, decision making, implementation, monitoring and evaluation of development projects. By so doing, the projects become not only successful but also sustainable.
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Pemberai, Zambezi. "Relief or development? An analysis of the outcome of NGO community development interventions in Marange communal area of Zimbabwe." Thesis, University of Fort Hare, 2010. http://hdl.handle.net/10353/d1004360.
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Development is a critical aspect of individuals, groups, communities or nations. Community development is even more critical aspect of development as it purportedly leads to self reliance. Huge amounts of funds, time, and resources, just but to mention a few have been continuously channeled towards communities over time in a bid to facilitate community development. Unfortunately, results of such actions and interventions by NGOs, governments and a host of development agencies have so far largely proved elusive. Contrary to NGO expectations and popular opinion, target communities continuously demand, request and expect increased direct support from development agencies. Solving acute community problems and challenges, the focus of most NGO development interventions has been less successful. Target problems have largely graduated and turned to chronic levels. All this is unfortunately worsening against the background of increased donor and NGO support. Deteriorating and widening community challenges are also taking place against general claims by NGOs to the application of community development ideals in communities as a successful development alternative. Contrastingly, rather than being self reliant, communities have become more dependent on donors. In addition, NGO target communities continue to grapple with short-lived changes, limited participation by the majority, reversal of past successes and dwindling self representation and reliance. Inequalities have widened. This is to the detriment of ongoing NGO claims and efforts at promoting community development. Development is a critical aspect of individuals, groups, communities or nations. Community development is even more critical aspect of development as it purportedlyleads to self reliance. Huge amounts of funds, time, and resources, just but to mention a few have been continuously channeled towards communities over time in a bid to facilitate community development. Unfortunately, results of such actions and interventions by NGOs, governments and a host of development agencies have so far largely proved elusive. Contrary to NGO expectations and popular opinion, target communities continuously demand, request and expect increased direct support from development agencies. Solving acute community problems and challenges, the focus of most NGO development interventions has been less successful. Target problems have largely graduated and turned to chronic levels. All this is unfortunately worsening against the background of increased donor and NGO support. Deteriorating and widening community challenges are also taking place against general claims by NGOs to the application of community development ideals in communities as a successful development alternative. Contrastingly, rather than being self reliant, communities have become more dependent on donors.
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Rinkwest, Shani Lucille. "The interrelationships among job insecurity, locus of control, sense of coherence and organisational commitment of survivors of downsizing." Thesis, University of the Western Cape, 2003. http://etd.uwc.ac.za/index.php?module=etd&.
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Downsizing is one of the most common organisational reactions to organisational change. The effects of global competition, mergers, and the privatisation of public sector companies, among others, are forcing organisations in South Africa to resort to workforce reduction. The purpose of the present study was to address the lack of research on the impact of downsizing on survivors. Specifically, the study examined the interactive effects of job insecurity, locus of control and sense of coherence on the organisational commitment of survivors.
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Kleen, Penny L. "The complementary role of accounting information in the stock market's assessment of corporate downsizing announcements and the firm performance surrounding the announcement year /." free to MU campus, to others for purchase, 1996. http://wwwlib.umi.com/cr/mo/fullcit?p9737885.
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Dyakala, Maynard. "The consultation and other requirements of dismissal for operational reasons." Thesis, University of Port Elizabeth, 2004. http://hdl.handle.net/10948/344.
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Our employment law which originates from the common principles has in recent years undergone significant changes. Under common law the employers and employees capacity to regulate their relationship has always been limited. The recommendations of the Wiehahn Commission introduced amendments to the Labour Relations Act of 1956. The introduction of the unfair labour practice concept and the establishment of the Industrial Court was a direct consequence of the recommendation of the Wiehahn Commission. The Industrial Court together with the higher courts developed new principles regarding unfair labour practices. In the process, a wealth of unfair labour practice jurisprudence was developed by these courts. However, the unfair labour practice definition did not include dismissals. The coming into power of the democratic government played an important role in transforming our labour law system. After the Labour Relations Act 66 of 1995 was implemented on 11 November 1996, the old Labour Relations Act of 1956 was repealed. The law on retrenchment forms an integral part of our law of dismissals. The South African labour market has in the past years been characterised by restructuring and consequently retrenchment of employees. In most cases, employer’s decisions to retrench were challenged by the employees and unions in our courts. Section 189 of the Labour Relations Act of 1995 stipulates procedures to be followed by an employer when contemplating dismissal of one or more employees for reasons based on operational requirements. The employer does not only have to follow the procedures set out in section 189 to render dismissals for operational reasons fair, but there must also be a valid reason to dismiss. The courts have always not been willing to second-guess the employer’s decision to retrench provided that the decision is made in good faith. Whilst section 189 deals with small-scale retrenchments, section 189A applies to large-scale retrenchments. These are employers who employ more than 50 employees and who contemplate retrenchment of more than the number of employees provided for in section 189(1)(a) or (b). Section 189A also introduced a facilitation process to be conducted in terms of regulations made by the Minister of Labour. The amendments to section 189 should be seen as an attempt to tighten the procedural aspect of retrenchments. The new law on retrenchments is a product of tough negotiations between the social partners at NEDLAC in which compromises were reached. There are still certain areas of concern to both labour and business. In those areas in which uncertainty still exists, the courts will be required to provide some guidance.
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Tucci, Jack E. (Jack Eugene). "The Influence of Change in Organizational Size, Level of Integration, and Investment in Technology on Task Specialization." Thesis, University of North Texas, 1996. https://digital.library.unt.edu/ark:/67531/metadc278514/.
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Major changes in organizational structural paradigms have been occurring. Recent journal articles propose that the older philosophies of expanding organizations and increasing internal specialization are no longer viable means to enhance competitiveness as espoused in earlier journal articles. Downsizing, rightsizing, and business process reengineering have all been used as methods of accomplishing organizational work force reduction (OWFR) and enhancing organizational posture.
It has been established that as organizations grow, specialization increases. Causes for OWFR have not been established nor have effects upon structure been studied. Previous structural factor studies have focused upon organizations engaged in end-game strategies done during periods of internal and economic growth. This study evaluates the impacts of OWFR and its relationship to the structural factor of specialization during a non-munificent economic period.
Three independent variables, dis-integration, change in the number of employees, and change in technology, were used as measures to determine whether specialization decreased when organizations downsized. The dependent variable, specialization, was obtained through a pre-tested questionnaire. The three independent variables were obtained using the Compustat data base as a secondary source of information. The Compustat data was verified using data from Compact Disclosure.
Questionnaires were mailed to fifty-one fully integrated oil companies. Forty were returned after three mailings yielding a response rate of seventy-eight percent. The unit of analysis for the data collected was the firm. The data were analyzed using multiple regression to determine the strength of the relationship between the variables. Results indicate a significant relationship between two of the independent variables and the dependent variable: dis-integration and specialization and change in the number of employees and specialization. Findings were insignificant for the third independent variable and the dependent variable: change in technology and specialization. Analysis of the quantitative results and the qualitative responses of the participants show that dis-integration and a change in the number of employees are both useful for measuring structural change for organizations engaged in organizational work force reduction.
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Holliday, Linda Ann. "Knowledge convergence theory the role of knowledge transfer in a corporate transformation /." Full text available, 1997. http://images.lib.monash.edu.au/ts/theses/holliday.pdf.
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Yim, Chi-wah Richard. "Civil service reforms and changes in the local economy of Hong Kong, 1996 to 2005." Click to view the E-thesis via HKUTO, 2006. http://sunzi.lib.hku.hk/hkuto/record/B36546264.
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Yim, Chi-wah Richard, and 嚴智華. "Civil service reforms and changes in the local economy of Hong Kong, 1996 to 2005." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2006. http://hub.hku.hk/bib/B36546264.
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Mazantsana, Vuyo Leonard. "The retrenchment processes and procedures in an Eastern Cape motor manufacturing company." Thesis, Nelson Mandela Metropolitan University, 2012. http://hdl.handle.net/10948/d1018507.
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Previously, the Labour Relations Act made it compulsory for the employer to consult on appropriate measures to avoid, minimise and change the timing of dismissals, mitigate the adverse effect of the dismissals, the method for selecting the employees to be dismissed, and severance pay for the dismissed employees. The Labour Relations Act 66 of 1995 (LRA) specifies the steps that must be followed when they consider dismissing employees for reasons based on the operational requirements of their business. The necessary and appropriate steps to be followed for dismissal for operational reasons are contained in Section 189 of the LRA. Before an employer can start the retrenchment process, he/she is required by law to give a written notice inviting the other parties to consult and the employer must be prepared to disclose all relevant information. The new law that governs disclosure states that if an arbitrator or the Labour Court is required to decide whether or not information is relevant to the proposed retrenchments, the onus is on the employer to prove that any information that it refuses to disclose is not relevant for the purpose for which it is sought. It is also provided that if a consulting party makes any representation to the employer in writing, the employer must respond in writing. In terms of Section 189A (19) of the LRA clear guidance is given as to when will a fair reason be granted to dismiss for reasons based on operational requirements. This Section, further suggests that the Labour Court must ascertain that an employee was dismissed for a fair reason if: the dismissal was for requirements based on the employer's economic, technological, structural or similar needs; the dismissal was operationally justifiable on reasonable grounds; there was a proper consideration of other options to save job loses; and criteria used for selecting people for retrenchment were fair and objective. This is a much stricter test for substantive fairness than was previously applied. The aim of this study is to determine whether the retrenchment processes and procedures practiced in the motor manufacturing company in the Eastern Cape are compliant with the legislative framework. The company policy was examined against the literature available and the retrenchment processes of different authors were investigated. For the purpose of this study, the researcher used a structured self-administered questionnaire to collect data from the respondents. The questionnaire was delivered by hand to each respondent and collected later. The questionnaire was carefully designed considering the main components and aspects of dismissal for operational requirements as revealed in the theory. The results of the empirical study revealed that the company conducts fair and proper retrenchment processes and procedures, consults with all the relevant stakeholders, follows the right consulting process when it contemplates dismissing employees for operational requirements, uses fair selection criteria and does not unfairly discriminate against employees based on arbitrary grounds. In respect of disclosure of information, the respondents were aware of what information is shared and disclosed and for what purposes. The findings indicated that the majority of the retrenchment processes and procedures applied in the motor manufacturing company in the Eastern Cape are in line with the best practise and compliant with legislative framework. Based on the findings of the study, the researcher recommends that the employer should create awareness and educate employees on the importance of the dimensions related to retrenchment processes and procedures whenever the company embarks on dismissal for operational requirements.
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Mpofu, Sibusisiwe. "An investigation into the challenges impeding non governmental organizations in carrying out supplementary feeding programmes : the case of care international and plan international in Zimbabwe." Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/1334.
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The study set out to investigate the challenges faced by NGOs in carrying out supplementary feeding programmes in Zimbabwe’s rural areas. CARE and PLAN International in Zimbabwe were the two NGOs used as case studies and their operations in the Lower Gweru district of the Midlands Province Zimbabwe provided the empirical data for this study. This study was principally qualitative in nature as it sought to provide an in-depth analysis of the main challenges that NGOs face when carrying out supplementary feeding programmes in the rural areas of Zimbabwe. For the purpose of collecting data the study relied on Focus Group Discussions, in-depth interviews with key informants and document study. The key informants included Country Directors, Programme and Field officers at both CARE and PLAN International who had intimate knowledge of some of the challenges that their supplementary feeding programmes faced. Challenges that faced CARE and Plan International’s supplementary feeding programmes were categorized into two themes, internal and external organizational challenges. Internally the study revealed that the NGOs were unable to retain critical personnel such as nutritionists and programme officers. It also emerged from the study that field officers were involved in the thefts of food meant for the supplementary feeding programmes. The management of the supplementary feeding programmes was made difficult by lack of adequate information about the target beneficiaries. Further the study noted that there were contestations when it came to the selection of the beneficiaries of the programme. It was also found that during the rainy season it was difficult to 8 avail food timeously to the beneficiaries of the supplementary feeding programmes. It emerged from the study that supplementary feeding programmes were victims of political interference as the government and war veterans were suspicious that the programmes were being used to influence the voting behavior of the recipients. The global financial crisis also limited the capacity of the donors to continue availing substantial amounts of money for food procurement. As part of the broader strategy to increase the effectiveness of the NGOs in carrying supplementary feeding programmes this study recommended that NGOs should re-strategize on how they remunerate key personnel such as nutritionists. The NGOs through their mother body NANGO should constantly engage government so that there is a good working relationship supportive of poverty reduction through supplementary feeding programmes.
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Erwee, Andries. "Influence of restructuring on surviving employees." Thesis, Stellenbosch : Stellenbosch University, 2007. http://hdl.handle.net/10019.1/18150.
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Thesis (MBA)--Stellenbosch University, 2007.ENGLISH ABSTRACT: Restructuring is a fact of modem day life and has a huge impact on the employees of organisations who follow such strategies. It is critical that the change process as well as the surviving employees are managed effectively to ensure a committed and productive workforce. The purpose of the research study was the measure employee perception on the change process and the current environment in the organisation. Background to the organisation was provided to give perspective to the reader. Led by literature a unique questionnaire using a five-point scale was developed to measure employee perception in terms of the change process and current conditions in the organisation. The final questionnaire consisted of 59 items and was analysed according to different aspects of the change process and working environment identified. The arithmetic mean and standard deviation were determined for questions, the aspect identified as well as different demographic groups. The results showed that employees have a positive perception on the need for change, have confidence in the abilities of top management and are positive about the organisation's future prosperity. Employees are divided on the subject of loyalty towards the organisation. Results further show that employees have a negative perception on how the organisation managed the change process and the surviving employees, feel negative about their current working environment, have a negative attitude and commitment towards the organisation, feel insecure about their jobs and do not believe that the organisation is assisting them in their career development. It was lastly found that the majority of employees have not developed an internal drive to take responsibility for their won career development. Conclusions were made based on the results, focus areas were identified and recommendations were made on possible interventions to address the problems identified.
AFRIKAANSE OPSOMMING: Herstrukturering is deel van die hedendaagse lewe en het 'n massiewe invloed op die lewens van werknemers wat vir organisasies werk wat die besiheidsstrategie volg. Dit is krities dat die veranderingsproses en die oorblywende werknemers effektief bestuur word om 'n toegewyde en produktiewe werksmag te verseker. Die doel van die studie was om werknemer persepsie te meet ten opsigte van die herstrukturerings proses sowel as die huidige omstandighede in die organisasie. Agtergrond tot die organisasie was verskaf om perspektief by die leser te wek. Gegewe die literatuur, is 'n unieke vraelys met 'n vyf-punt skaal opgestel om werknemerpersepsie te meet in terme van die herstruktureringsproses en die huidige omstandighede in die organisasie. Die finale vraelys van 59 vrae is geanaliseer volgens verskillende aspekte van die herstruktureringsproses en werksomstandighede wat geïndetifiseer is. Die wiskundige gemiddeld en standaard afwyking van vrae en aspekte is bepaal sowel as vir verskillende demografiese groepe. Die resultate toon dat werknemers positief is oor die behoefte vir verandering, vertroue in topbestuur het en positief is oor die organisasie se finansiele vooruitsigte in die toekoms. Werknemers is verdeeld op die onderwerp van lojaliteit teenoor die organisasie. Resultate wys verder dat werknemers 'n negatiewe persepsie het oor die wyse waarop die organisasie die hersrtruktureringsproses en oorblywende werknemers bestuur is, voel negatief oor hulle werksomstandighede, het 'n negatiewe houding teenoor die organisasie, voel onseker oor hulle werk en glo nie die organisasie ondersteun werknemers in hulle loopbaanbeplanning nie. Dit is laastens bevind dat die meerderheid van werknemers nog nie 'n interne dryf ontwikkel het om verantwoordelikheid te neem vir hulle eie loopbaan ontwikkeling nie. Gevolgtrekkings was gebaseer op die resultate behaal, fokus areas is geïdentifiseer en aanbevelings is gemaak op moontlike stappe om die geïdentifiseerde probleme op te los.
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Rune, Mawethu Siyabulela. "Application of Section 189 and Section 189A of the Labour Relations Act 66 of 1995 as amended." Thesis, Nelson Mandela Metropolitan University, 2010. http://hdl.handle.net/10948/1281.
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Economies worldwide have become more integrated and competitive due to the phenomenon of globalisation and its antecedents, which are improved technological communication, the use of technology in production, ever improving management of skills as well as standards of education. Amongst the consequences have been changing demands and rising expectations in terms of employee remuneration, job security and conditions of work. This has at the same time been accompanied by employers expecting greater profit. Against this backdrop, this treatise seeks to interrogate and to explain the processes that should constitute fair, rational and justifiable employee dismissal for operational purposes. This is done bearing in mind the global economic crisis and its impact on employees. The treatise constitutes an attempt to carve a cushioning mechanism for employees in the midst of the global economic storm. We consider the inadequacies of common law principles. We also submit that section 189 in its present form and its application by courts do not provide for substantive fairness interrogation when dealing with dismissal for operational reasons. We explore the legislative framework, interpretation by leading academics as well as applications by courts of section 189A, which prescribes that if dismissal is based on operational reasons, consideration must not only be based on substantive and procedural fairness but also that proper consideration of alternatives must have been explored before dismissal is effected.
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Tasaranago, Collet. "Communication practices of NGOs in poverty alleviation programmes in rural communities of Zimbabwe: the case of Deutsche Welthungerhilfe German Agro Action (GAA) in Gowke South Rural District." Thesis, University of Fort Hare, 2013. http://hdl.handle.net/10353/d1006028.
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The aim of this study was to analyse the communication practices of Non-Governmental Organisations (NGOs) in their poverty alleviation programmes, using Deutsche Weltihungerhilfe German Agro Action (GAA) in Gokwe South Rural District, Midlands Province, Zimbabwe as a case study. The study was based on the premise that effective communication is essential for successful poverty alleviation programmes. Communication facilitates the diffusion of innovations and encourages active participation by local people in programmes. It is also clear that despite several attempts to end the social malaise, poverty still persists. While several factors such as corruption, misappropriation of funds and misdirection of programs are not innocuous considering the failures of poverty alleviation programmes, communication is an indispensible tool to their success. It therefore becomes imperative that the communication practices be evaluated to identify the missing links. It is evident that by so doing, going forward, NGOs can effectively communicate with the local people and advances towards poverty alleviation can be realised. To this end, third world countries amongst them Zimbabwe and particularly rural communities, Gokwe included continue to suffer from poverty despite a number of programmes to address the pandemic by NGOs. The study was guided by the tenets of the Diffusion of innovations and Participatory development communication theories. These theories were considered the most applicable in terms of the research subject. The study employed both quantitative and qualitative research methods and it was carried out in four of the wards in the district. The research methods were applied to solicit information from the rural people on how communication took place between the organisation and the community. The study found out that GAA used mainly the Indigenous Communication Systems (ICSs) in form of meetings and interpersonal face-toface communication modes. Names of projects were also fairly used for communication. The Modern Communication Systems (MCSs) used were cell phones and letters. GAA used local Page v languages mainly Shona and Ndebele and was flexible with the use of the indigenous languages. English language was also used for communication. The communication modes as well as the languages used were effective. The research also analysed and evaluated the communication practices by GAA. The study found out that the organisation effectively used the communication modes which were available for use but there were limitations in terms of access to other communication modes, especially the modern mediums due to poor infrastructure, state monopolisation of the mass media industry using regulations and fear of political persecution. The modern communication modes which GAA did not have access to could facilitate the diffusion of innovations and provide adequate information for active participation by the rural people in poverty alleviation programmes. The study also found out that only one person had heard about GAA through radio and no-one heard about GAA through the television, magazine or newspaper. The orgnanisation did not use these forms of mass media. In addition, the integration of ICSs and MCSs would provide an effective feedback system in Gokwe South Rural District. The researcher suggested the Tilled Communication Field approach whereby every stakeholder is required to make sure that the ICSs and MCSs are available for use by anyone at anytime for development purposes. There is need to give everyone adequate opportunity to use all the communication systems and users are advised to use communication for positive purposes, poverty alleviation included.
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Davids, Marwan. "The relationship between retrenchment, organisational commitment, absenteeism and labour turnover in an information technology call centre." Thesis, University of the Western Cape, 2004. http://etd.uwc.ac.za/index.php?module=etd&.
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Until recently South Africa experienced an economic decline, however, despite the current positive trends, many large corporations are compelled to reduce personnel costs. Retrenchments have therefore become an increasingly common occurrence within South Africa. This has had an impact on the level of organisational commitment, absenteeism and turnover. Studies support the link between the levels of organisational commitment of employees, absenteeism and subsequently labour turnover. There is a relative lack of research in South African organisations into the influence of retrenchments on employees within call centre environments that have undergone retrenchments. The aims of this study was therefore to identify the levels of organisational commitment amongst call centre employees who survived a retrenchment that occurred in 2001.
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Schmitz, Heidi Anne. "Degree of organizational change and job insecurity." CSUSB ScholarWorks, 1997. https://scholarworks.lib.csusb.edu/etd-project/1402.
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Cheung, King-wai Louis, and 張景維. "Greater private sector involvement in estate management: a case study of Chuk Yuen South Estate and its impact onHousing Department." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2006. http://hub.hku.hk/bib/B45008425.
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Ousley, Timothy Paul. "Municipal layoffs in Southern California: Should seniority outweigh productivity?" CSUSB ScholarWorks, 1997. https://scholarworks.lib.csusb.edu/etd-project/1489.
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This study consists of literature research providing background and basic knowledge on layoff-related issues, and analysis of data obtained through a survey of human resources professionals in 30 mid-size Southern California cities. The survey provided information on the layoff experiences of respondents' cities and the current state of affairs pertaining to layoff policies, procedures and perceptions.
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Van, Staden Leon. "The law relating to retrenchment." Thesis, University of Port Elizabeth, 2003. http://hdl.handle.net/10948/304.
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Retrenchment, as a form of dismissal, is regulated by section 189 and 189A of the Labour Relations Act 1995. In order for a retrenchment to be fair, it must comply with both the substantive and procedural requirements stipulated in the Act. After an employee has proved the dismissal, the onus rests on the employer to comply with these two requirements by providing proof thereof. One of the most important procedural requirements that must be complied with by the employer is that the employer cannot merely make a decision to retrench. This decision may only be made once the employer, when contemplating a retrenchment, followed the lengthy consultation process as required in section 189. Recent amendments to section 189 introduced a distinction between a small and big employer and further between a large-scale and small-scale dismissal. If the employee is of the opinion that the employer did not comply with either the procedural or substantive requirements or both, he/she may refer such a dispute for conciliation and thereafter for arbitration or adjudication, according to a dispute resolution process contained in the Act, during which process certain remedies are available to the dismissed employee. The Labour Relations Act 1995 also introduced important amendments which have the effect that employees are allowed to, in certain circumstances, to strike over collective retrenchment disputes.
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Solis, Lovekvist Cecilia, and Elin Topphem. "LEARNING THROUGH OBJECTIVES - A minor field study on knowledge and understanding of objectives related to learning processes in the organizations SOIR and Mandeya 2 Development in the rural area of Manicaland, Zimbabwe." Thesis, Malmö högskola, Fakulteten för hälsa och samhälle (HS), 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-26097.
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ABSTRACTNGOs today meet several challenges due to growing competition and shrinking aid budgets. These demands are something all NGOs need to find strategies to meet. Learning thereby becomes essential for the organizations survival, success and for sustainable development. To meet these demands organizations need to be able to learn and develop. This minor field study is carried out to promote learning by highlighting knowledge and understanding for goals and objectives. SOIR is a non- governmental organization that in their new strategy for development work is supporting the civil society in building their own community based organizations (CBO) in the rural area of Manicaland, Zimbabwe. The organization Mandeya 2 Development was through the support of SOIR registered as a community based organization (CBO) in the spring of 2012. Mandeya 2 development is in its initial stages implementing SOIRs goals, objectives and strategies for operational work. This study has been focusing on the objective: Reduce stigma and discrimination of orphaned and vulnerable children (OVC) whose parents passed on due to HIV related illness by December 2012.The purpose of the study was to analyze staff and volunteers’ knowledge, coherence and perception of the objective and the root causes the objective aim to address, in order to promote the building of a “learning organization”. The result showed that there was a lack of knowledge and understanding for the objective and that the objective was perceived in different ways by the informants. The result further showed that this has consequences for the organizations possibility to learn and also have impact on the motivation, participation and volunteers’ possibility to affect the operational work performed.Keywords: Coherence, Goals, Learning Organization, NGO, Objectives, sustainable development
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James, Ncumisa Portia. "The relationship between an automatically unfair dismissal in terms of section 187(1)(c) of the labour relations act and a dismissal for operational reasons." Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/1034.
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Common law does recognise the concept of dismissal based on operational requirements. It recognises dismissals that are based on breach of expressed or implied terms of contract of employment. The concept of operational requirements has its roots in the Labour Relations Act 28 of 1956. This Act recognised termination of employment of a number of employees due to ability, capacity, productivity, conduct and operational requirements and needs of undertaking industry trade or occupation of the employer as legitimate. Under the 1956 LRA, employers were allowed to dismiss employees if employees refused to accept the proposed change to conditions of employment. The dismissal is called lock-out dismissal. This kind of dismissal entitled employers to dismiss employees on condition that the dismissal was temporary and the workers would be re-employed when they agree to the demands of the employer. After the contract of employment was terminated between the employer and employees, the employer was allowed to implement the changes using scab labour. The 1995 Labour Relations Act introduced section 187(1)(c) that was intended to re-enforce the abolishing of the lock-out dismissal. This section strictly forbids the dismissal of employees in order to compel them to accept demands of the employer in matters of mutual interest. Such dismissals are regarded as automatically unfair. In terms of section 64(4) of the 1995 LRA employers are not permitted to unilaterally effect changes to employees’ terms and conditions of employment. They are required to seek and obtain consent of the affected employees. If employees refuse to accept the proposed changes, the employer can use lock-out as defence. Firstly, the employer can initiate lock-out until employees accede to its demand. Secondly, the employer can lock-out employees in response to the notice of strike or strike of the employees. The employer can use scab labour during this lock-out period. Unlike the lock-out dismissal, lock-out under the 1995 LRA does not include termination of contract of employment. iv In contrast, employers are allowed to dismiss employees who refuse to agree to change to their terms and conditions of employment on the ground of operational requirements provided a fair procedure is followed. This reason for dismissal is not viewed by the courts as a dismissal to induce employees to accept the demand of the employer. The question that this study seeks to examine is the relationship between automatic unfair dismissal in terms of section 187(1)(c) of the Labour Relations Act and dismissal for operational requirements. A dispute between the employer and employees regarding change to terms and conditions of employment is a mutual interest dispute; and it therefore falls under collective bargaining. The same dispute can easily fall to rights dispute, because the reason for the proposed change to the production system and demand to the pursuit of improved efficiency and better achievement of profit objective related to operational requirement. There is obvious overlap between operational requirements and wage work bargaining. In Schoeman v Samsung Electronics, the court held that the employer is entitled to run its business in a prosperous way and this may entail affecting changes to terms and conditions of employment when the market forces demand so. In Mwasa v Independent Newspapers, the court held that change to terms and conditions of service of an employee can be proposed as a way to avoid retrenchment; dismissal of employees for refusing to accept the change is not covered by section 187(1)(c). In Fry’s Metals v Numsa, the court has rejected the notion that there is tension between section 187(1)(c) and section 188(1)(a)(ii). The court held that section 186(1) refers to dismissal or termination of workforce with the intention to end the employment contract and replacing the workforce with employees that are prepared to accept terms and conditions of employment that suit the employer’s operational requirements. The court argued further that the meaning of dismissal should be a v starting point when one wants to dispute the two sections. On the other hand, section 187(1)(c) was effected with a certain purpose, which is to prohibit the employer from dismissing employees in order to compel them to accept its demand in dispute of mutual interest. The court held that the dismissal in this case was final. The employer dismissed its employees because it did not need them anymore. This dismissal is in accordance with section 186(1). The court rejected that operational requirements is confirmed to saving business from bankruptcy. The court argued that the principle includes measures calculated to increase efficiency and profitability. The employer can dismiss and make more profit.
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Benatti, Glauco. "O ato performático da reestruturação: dissonâncias entre o discurso e os resultados em umeEstudo de caso brasileiro sobre financeirização." Universidade Federal de São Carlos, 2016. https://repositorio.ufscar.br/handle/ufscar/7900.
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This paper presents a case study on the restructuring process of a Brazilian operation of a century-old Fortune 500 American multinational manufacturer of industrial equipment. The focus of the work lies with the dissonance between discourse and the result of that process, raising the hypothesis that capital market pressure is behind such restructuring. The annual reports of this company portray the restructuring as a recurring corporate strategy, through which the company seeks to boost confidence in the capital market itself and its ability to deliver better results (or reverse bad ones) without, however, such results are achieved in fact, as this case study aims to show. This institutional literature proved to be a flagship tool company speech aimed at telling the actors of the capital market, stories about the strategies set in motion in defense of the interests of shareholders. The examination of such documents for this case study revealed that these strategies unfold in sometimes more tangible actions, sometimes more performing ones and, while restructuring proved to be more performing actions; the strategy of acquisitions / divestiments in series proved to be the most tangible ones.
Este trabalho apresenta um estudo de caso sobre o processo de reestruturação da operação brasileira de uma multinacional americana centenária, fabricante de equipamentos industriais e presente na Fortune 500. O foco do trabalho recai sobre a dissonância entre o discurso e o resultado desse processo, levantando a hipótese de que a pressão do mercado de capitais esteja por trás de tal reestruturação. Os relatórios anuais desta empresa retratam a reestruturação como uma estratégia corporativa recorrente, através da qual, a empresa busca reforçar a confiança do mercado de capitais em si e em sua capacidade de oferecer melhores resultados (ou reverter os ruins), sem que, no entanto, tais resultados sejam alcançados de fato, como o presente estudo de caso pretende mostrar. Tal literatura institucional revelou-se uma ferramenta emblemática do discurso da empresa que visa contar aos atores do mercado de capitais, histórias sobre as estratégias colocadas em movimento em defesa dos interesses dos acionistas. O exame de tais documentos para este estudo de caso revelou que tais estratégias se desdobram em ações ora mais tangíveis, ora mais performáticas sendo que, enquanto as reestruturações se revelaram ações mais performáticas, a estratégia de aquisições / alienações em série revelaram-se as mais tangíveis.
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Silva, Daniela Bainy da. "Impacto da redução de pessoal sobre o trabalho e desempenho do sistema: experiência em uma subestação conversora de energia elétrica." Universidade Federal de São Carlos, 2016. https://repositorio.ufscar.br/handle/ufscar/8519.
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This research analyzes the work of the operators of a converter substation of electricity from the interior, which can be considered exhausting due to the operating modes that are intrinsic in their daily lives. The objective seeks to identify the impacts caused by organizational changes on the work of people and the system performance due to reduced staff started in 2011. The methodology used was a case study outlined by the Activity Ergonomics of Work. The results indicated that before the staff reduction procedures were performed more safely and accompanied by aspects related to learning issues and recognition of operators. It was concluded that changes in work organization impacted in accelerating the scrapping of the equipment and the precariousness of the work of operators.
Esta pesquisa analisa o trabalho dos operadores de uma subestação conversora de energia elétrica do interior paulista, que pode ser considerado desgastante devido aos modos operatórios que estão intrínsecos no seu cotidiano. Como objetivo busca identificar quais os impactos causados pelas mudanças organizacionais sobre o trabalho das pessoas e no desempenho do sistema, advindo principalmente da redução da equipe, iniciada em 2011. A metodologia aplicada foi um estudo de caso delineado pela Análise Ergonômica do Trabalho. Os resultados indicaram que antes da redução de pessoal os procedimentos eram executados de forma mais segura e acompanhados de aspectos relacionados a questões de aprendizado e reconhecimento dos operadores. Concluiu-se que as mudanças na organização do trabalho impactaram na aceleração do sucateamento dos equipamentos e na precarização do trabalho dos operadores.
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Taduvana, Stephen. "The impact of job security on job satisfaction and organisational commitment at Femina Garments in Zimbabwe : a case study." Thesis, 2017. http://hdl.handle.net/10321/2599.
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Submitted in fulfillment of the requirements for the Degree of Masters in Management Sciences: Human Resources Management, Durban University of Technology, Durban, South Africa, 2017.The overall aim of the study was to investigate the impact of job insecurity on job satisfaction and organisational commitment at Femina Garments in Zimbabwe. Job insecurity has increased considerably over the recent decade in the clothing industry of Zimbabwe. Negative economic growth, retrenchments and company closures have led to job insecurity increase in Zimbabwe. Against this background, the literature suggests that job insecurity has a negative impact on different job attitudes. The study was conducted at Femina Garments, a clothing manufacturing company in Zimbabwe. The study adopted the quantitative research design and a survey method was employed for all 109 employees at Femina Garments. A structured closed-ended questionnaire was used to collect data. A significant response rate of 93.58% was obtained using the personal method of data collection. The responses to the questionnaire were captured and analysed using the Statistical Package for Social Sciences (SPSS) version 24.0 for Windows. Several hypotheses were formulated and tested using the Pearson`s chi-square and Spearman`s rank order correlation co-efficient. The main findings revealed that job insecurity did have an impact on organisational commitment. The findings also revealed that job insecurity had no relationship with job satisfaction at Femina Garments. The recommendations suggest that management at Femina Garments should provide clear communication, provide social support and maintain a balanced psychological contract. The recommendations also suggest that management at Femina Garments should provide salaries and benefits that are market related. The study concludes by providing directions for future research.
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Baker, David. "Fairness in downsizing : judgement and complexity." 2006. http://arrow.unisa.edu.au:8081/1959.8/78915.
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People make all sorts of judgements of their life experiences. Some include perceptions of fairness, often about negative events. One such event is organisational downsizing, personally experienced or observed.Downsizing includes retrenchment, redundancy and redeployment. Its use has become a widespread practice in workplace change. Research into downsizing and fairness has shown that judgements of distributive, procedural and interactional fairness have significant effects on individuals and on the productivity of organisations. Most research into these matters originates in the United States private sector, and is predominantly positivist. Interpretive approaches may give a wider perspective on people's judgements. This study complements and extends the findings of the earlier positivist research.
Semi-structured interviews were conducted with 44 private and public sector individuals. Some of them had themselves been retrenched, made redundant or redeployed; others included their colleagues, managers and union officials. Interviewees were drawn from a bank and a supermarket in the private sector and a government business enterprise (GBE) and 6 government departments in the private sector. There were 25 public sector interviewees who participated with 18 from departments and seven from the GBE.
The results of the interviews give evidence about the importance of several different factors in people's judgements of their downsizing experiences and particularly suggest that a comprehensive management approach that addresses employees' whole of experience fairness judgements is more likely to achieve results that are beneficial to the organisation and the people involved in the downsizing, compared to approaches that refer to stereotyped processes or preconceived principles. The results can also inform employees and their representatives about what might be reasonable expectations of fair treatment at times of organisational change, and can inform policies relating to human resource management standards across government and major corporations.
Thesis (PhD)--University of South Australia, 2006.