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Journal articles on the topic 'Executive coaching – South Africa'

Author: Grafiati
Published: 4 June 2021
Last updated: 12 February 2022

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1

Scheepers, Caren Brenda, Anastasia Douman, and Preya Moodley. "Sponsorship and social identity in advancement of women leaders in South Africa." Gender in Management: An International Journal 33, no. 6 (August 6, 2018): 466–98. http://dx.doi.org/10.1108/gm-06-2017-0076.

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Purpose In South Africa, women in senior management positions experience social identity dilemmas, necessitating more research into this domain. While research has been conducted into coaching and mentoring of these women, limited scholarly attention has been paid to sponsorship. This paper aims to explore the social identity of women at senior management levels and sponsorship as a proposed mechanism to develop talented women. Design/methodology/approach This qualitative research included two studies using two sample groups, both of which included executive-level respondents in corporate organisations. One study focussed on sponsorship; here, the 29-strong sample included 14 male and 15 female executives, of whom 15 were White; 9 were African and 5 were Indian. The second study, consisting of only African, coloured and Indian (ACI) female executives (23 interviewees), focussed more broadly on their development path to the C-suite. Findings A common theme across the two studies was the inclination to give developmental support, in turn, once supported. There were prerequisites in this support-giving, however. For example, sponsors identified criteria that protégés had to meet. Despite evident gender inequality at senior management levels in South Africa, this paper reveals that in the Study 1 sample, gender and race were ostensibly irrelevant when choosing a sponsor or who to sponsor. A closer examination revealed a gender-based expectation, embedded in the South African context. Study 2 showed that ACI women above 50 years of age were more inclined to mentor others; even when they themselves were not mentored, some purposefully developed other ACI women. This paper thus suggests age as an important additional diversity dimension in relation to the career development of ACI women towards the C-suite. The findings have implications for the career development of individual ACI women and for organisations in reaching equality. Research limitations/implications Gender differences with regard to perceptions also revealed that male respondents perceived sponsorship more as task-based actions, whereas female respondents focussed on relational elements. The paper concludes with recommendations on how individual ACI women and organisations can proactively develop talented women. Originality/value The paper offers insight into the gendered expectations of sponsors and gendered perceptions around merit in identifying protégés worthy of sponsorship. ACI women’s social identity changed when they joined the C-suite to identify more with their roles as executives and became less associated with their original ACI women group.
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Appiea, Linda, Dorothy Ndletyana, and Anthony Wilson-Prangley. "Empowering the next generation of leaders." Emerald Emerging Markets Case Studies 10, no. 2 (June 6, 2020): 1–24. http://dx.doi.org/10.1108/eemcs-12-2019-0323.

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Learning outcomes The main teaching objective for the case is for students to build a better understanding of how to advance women (and other minorities) in the workplace through mentorship. This is achieved through recognizing the wide variety of issues that enable and constrains women’s advancement in the workplace; defining mentoring, sponsorship, coaching and networking; and highlighting how mentoring, sponsorship, coaching and networking can overcome the challenges of facing women’s advancement in the workplace? Case overview/synopsis The case study explores the role of senior women leaders in the career advancement of other women in the workplace. It helps us understand how mentoring can address the low prevalence of women at senior levels despite companies’ efforts to advance women. The case profiles the career and leadership journey of a senior female executive, Maserame Mouyeme. It documents her rise from the dusty streets of Soweto, South Africa to become one of the first black female executives in several corporate contexts across Africa and especially at Coca-Cola. The case illustrates her practice of mentoring and its impact on her and others’ careers. Also illustrated is Mouyeme’s leadership style, mentoring approach and workplace experiences. Students deliberate Mouyeme’s dilemma: whether to continue to advance a new generation of women leaders or whether to focus on her core role of building the business she is responsible for. The selected research method is a teaching case study, grounded in an exploratory approach. Primary data was collected via semi-structured interviews with the protagonist and four of her mentees. Secondary data was collected via studies about the protagonist and the companies she has worked for in her career. The case provides empirical insights about the role of leaders and especially women, in advancing women. The case shows the approaches in which organizations can advance women. It also shows how emerging leaders can better manage their own careers. The case deepens knowledge of women advancement and career development. Complexity academic level The case is appropriate for post-graduate level study, including MBA-level. It is also appropriate for use on executive development programs. Supplementary materials Teaching Notes are available for educators only. Subject code CSS 6: Human Resource Management.
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Moore, Amy Fisher, and Verity Hawarden. "Sport psychology coaching to align individual and team performance." Emerald Emerging Markets Case Studies 11, no. 2 (May 21, 2021): 1–29. http://dx.doi.org/10.1108/eemcs-10-2020-0366.

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Learning outcomes Upon completion of the case discussion, students will be able to: identify the enablers of a mental skills coaching process and the broad outcomes as a result of a coaching intervention; understand the contributing factors towards creating greater psychological safety in a team and the impact this has on team performance; and identify positive leadership strategies to create an environment in which meaningful work and goal achievement increase engagement. Case overview/synopsis Leanne Redding was the mental skills coach for Maccabi, a professional league soccer club in Johannesburg, South Africa. Redding had worked with the club’s players using mental techniques, the ultimate aim being to improve performance. Redding’s work was based on the premise of trust, lived values, self-respect and reflection. She believed that a strengths-based approach grounded in sports psychology and aligned with mental contrasting enabled resilience. Her process of holding individual and team sessions helped with sustaining motivation, overcoming limiting fears and encouraging focus on the greater good of the team. The result was Maccabi’s promotion to the professional league of soccer. However, not all of her broad stakeholder group had bought into the value of sports psychology coaching. The case explores Redding’s process and her belief of the importance and buy-in from all players of the team values which should inform behaviour. The case concludes with Redding contemplating what she should do to gain greater acceptance from the rest of the coaching staff for her work. Complexity academic level This case can be used in graduate and postgraduate level courses such as an MBA, in management development programmes or in short executive education courses focusing on organisational behaviour, leadership and human capital development and sports management. Supplementary materials Teaching notes are available for educators only. Subject code CSS 7: Management Science.
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Segwaba, Jerry, Desiree Vardhan, and Patrick Duffy. "Coaching in South Africa." International Sport Coaching Journal 1, no. 1 (January 2014): 33–41. http://dx.doi.org/10.1123/iscj.2013-0042.

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The South African government and the South African Sport Confederation and Olympic Committee (SASCOC) have committed to the creation of an active and winning nation through sport. As part of the national sports plan, coaching has been identified as a key element in the success of the South African sports system. In this context, SASCOC commissioned the development of the South African Coaching Framework, which was formally launched in 2011. The development and launch of the Framework has been accompanied by the gathering of research and scoping data to inform the processes of planning, implementation and impact evaluation. This article describes the current position of coaching in South Africa and the key issues being addressed through the South African Coaching Framework. The challenges that remain to be faced in maximising the contribution of sport coaching to the sporting and social vision of the nation are also identifed.
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5

Kubayi, Alliance, Yoga Coopoo, and Heather Morris-Eyton. "Coaches’ Preferences for Continuing Coaching Education in South Africa." Journal of Human Kinetics 50, no. 1 (April 1, 2016): 229–34. http://dx.doi.org/10.1515/hukin-2015-0160.

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AbstractThe purpose of this study was to examine coaches’ preferences for continuing coaching education. The sample consisted of 122 male and 102 female coaches from the Gauteng Province of South Africa who were purposively recruited to participate in this study. The results of this study showed that the coaches wanted to learn more about motivational techniques, advanced instructional drills, advanced first aid, goal setting, character building and conditioning drills. The results further indicated that sport coaches would be more likely to continue their coaching education if they had a desire to coach at a high level, if topics were relevant and if courses were in line with league requirements and were available online. The practical implications of the findings for the development of coaching education programmes in South Africa were discussed.
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Basson, Jacques, Karel van Deventer, and Wilbur Kraak. "A profile of mini rugby coaches in the Western Cape Province, South Africa." International Journal of Sports Science & Coaching 13, no. 1 (November 24, 2017): 104–12. http://dx.doi.org/10.1177/1747954117741256.

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A coach and a coaching process that offers a supportive learning environment and appropriate levels of challenge, and that engenders a passion for the sport can produce positive and productive sporting outcomes. The aim of this study was to determine a profile of mini rugby coaches in the Western Cape Province, South Africa. Mini rugby coaches (N = 91) completed a 15-item questionnaire to obtain descriptive information about the coaches, as well as their perceptions about their ability and confidence to coach mini rugby. The results indicate that a significant number of coaches did not have any experience in playing rugby (32%) or coaching mini rugby (19%), and the majority of coaches (51%) did not have any form of rugby coaching education. The results also show that a significant number of the coaches did not feel efficacious in coaching mini rugby (23%) and did not believe that they were optimally developing the skills of the mini rugby players (29%). The findings from the current study highlight an unfavourable situation where untrained and inexperienced individuals coach mini rugby, which has important practical implications for rugby administrators, developers of coaching education courses, players, as well as the game itself. One recommendation to remedy this situation would be that all coaches must be educated to coach rugby. A coaching education course designed specifically for mini rugby will aid in preparing individuals to successfully coach mini rugby. The content and structure of coaching education courses also need to be reviewed to ensure it is pertinent to the coaches’ needs.
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Phetlhe, Lesego, Heather Morris-Eyton, and Alliance Kubayi. "Sources of Stress among Soccer Coaches in Gauteng Province, South Africa." International Sports Studies 42, no. 2 (December 21, 2020): 45–52. http://dx.doi.org/10.30819/iss.42-2.05.

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The purpose of this study was to examine sources of stress among football coaches in Gauteng Province, South Africa. Participants were 150 football coaches who completed the twenty-six item Stressors in Sports Coaching Questionnaire (Kubayi, Toriola, and Didymus, 2018). Players were generally seen as providing the greatest source of stress through ‘players underperforming in training’ and ‘lack of discipline and commitment from players’. The most important task related stressors came from the ‘lack of recognition of good coaching’ and ‘performing multiple roles’. ‘High expectation to win’ and ‘my performance is judged on players’ results’ were the major sources of performance stress and ‘job insecurity’ was the leading environmental stressor. It is recommended that sport clubs and managers in Gauteng need to increase the resources available to their coaches to cope with the stresses that have been identified. Particular attention should be paid to assist coaches in improving their resilience and coping skills when under pressure from the many external demands that accompany their coaching role.
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8

Ganesh, Aaron, Alec Bozas, Mogie Subban, and Elias Munapo. "The benefits of mentoring and coaching in the public sector." Journal of Governance and Regulation 4, no. 3 (2015): 16–29. http://dx.doi.org/10.22495/jgr_v4_i3_p2.

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A project at the Frontier Hospital in Queenstown (South Africa) commenced in January 2009, and extended over a period of four months. Two mentoring and coaching workshops were held to create a broad awareness and a common understanding about mentoring and coaching as tools for learning and growth. A study was carried out to determine the effects of mentoring and coaching on managers following attendance of the workshops. The study results revealed that the race and gender of the respondents did not significantly affect mentoring and coaching. The respondents were in unanimous agreement that the programme was beneficial and the functional specialisation of the respondents did not affect their assessment of the mentoring and coaching programme. The study also revealed that mentoring and coaching did improve work performance and that it had far reaching positive effects in improving work-place performance at Frontier Hospital, in South Africa.
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9

Fralic, Maryann F., and Anna Marie Van Der Walt. "Nurse Executive Practice in the Republic of South Africa." JONA: The Journal of Nursing Administration 23, no. 9 (September 1993): 7–8. http://dx.doi.org/10.1097/00005110-199309000-00002.

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10

Grote, M., N. J. Schoeman, M. L. Truu, J. H. Van Heerden, and J. J. Van Tonder. "Aspects of fiscal devolution in South Africa." South African Journal of Economic and Management Sciences 3, no. 1 (March 31, 2000): 59–74. http://dx.doi.org/10.4102/sajems.v3i1.2599.

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This paper is the joint product of a think tank, initiated in the public sector and extended to a group of academics. It may be seen as the executive summary of a rather voluminous report for internal use in the Department of Finance on fiscal federalism, one of the large economic issues facing the New South Africa. Debate on the subject continues.
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Witcher, Barry J., Vinh Sum Chau, and Paul Harding. "Dynamic capabilities: top executive audits andhoshin kanriat Nissan South Africa." International Journal of Operations & Production Management 28, no. 6 (May 23, 2008): 540–61. http://dx.doi.org/10.1108/01443570810875359.

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12

Venter, Albert. "Designing an executive for South Africa: a constitutional engineering perspective." Politikon 23, no. 1 (June 1996): 62–78. http://dx.doi.org/10.1080/02589349608705030.

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13

Volman, Daniel P. "The Clinton Administration and Africa: Role of Congress and the Africa Subcommittees." Issue: A Journal of Opinion 26, no. 2 (1998): 14–16. http://dx.doi.org/10.1017/s0047160700502881.

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Studies of U.S. government relations with Africa have generally focused on the role of the executive branch, specifically by examining and analyzing the views and activities of administration officials and the members of executive branch bureaucracies. This is only natural, given the predominant role that the executive branch has historically played in the development and implementation of U.S. policy toward the continent. However, the U.S. Congress has always played an important role in determining U.S. policy toward Africa due to its constitutional authority over the appropriation and authorization of funding for all foreign operations conducted by the executive branch. Furthermore, Congress enacted legislation on several occasions during the Cold War period that directly affected U.S. policy. For example, Congress approved the Clark Amendment prohibiting U.S. intervention in Angola (although it later voted to repeal the amendment) and also passed the 1986 Comprehensive Anti-Apartheid Act, which imposed sanctions on South Africa over the veto of the Reagan administration.
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Kubayi, Alliance, Yoga Coopoo, and Heather Morris-Eyton. "Work-related constraints in sports coaching: Perceptions of South African female coaches." International Journal of Sports Science & Coaching 12, no. 1 (December 22, 2016): 103–8. http://dx.doi.org/10.1177/1747954116684391.

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The purpose of this study was to investigate the work-related constraints encountered by female coaches in the Gauteng Province of South Africa. Participants were 100 female coaches who completed a 34-item questionnaire on the perceived constraints/hindrances to coaching. A Cronbach’s α of 0.953 was recorded for the questionnaire. Results indicated that coaches identified lack of support for women coaches, inadequate salary, job insecurity, difficulties in working with parents/spectators and coaching at weekends and evenings as the major constraints to their coaching. Based on the results of this study, it is recommended that female coaches should be provided with support programmes which could ensure fair treatment of female coaches, promote equitable salaries, alleviate all forms of discrimination and ensure that their needs are well catered for.
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Middleton, Charlotte. "Turning Point: Interview with Michael Spicer, Chief Executive, South Africa Foundation." Journal of Corporate Citizenship 2005, no. 18 (June 1, 2005): 21–24. http://dx.doi.org/10.9774/gleaf.4700.2005.su.00005.

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Corder, Hugh. "Crowbars and Cobwebs: Executive Autocracy and the Law in South Africa." South African Journal on Human Rights 5, no. 1 (January 1989): 1–25. http://dx.doi.org/10.1080/02587203.1989.11827757.

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17

Obiyo, Robert. "Oversight of the Executive in the Eastern Cape Province, South Africa." Journal of Contemporary African Studies 31, no. 1 (January 2013): 95–116. http://dx.doi.org/10.1080/02589001.2012.758457.

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International Monetary Fund. "South Africa: 2016 Article IV Consultation-Press Release; Staff Report; and Statement by the Executive Director for South Africa." IMF Staff Country Reports 16, no. 217 (2016): 1. http://dx.doi.org/10.5089/9781475568608.002.

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International Monetary Fund. "South Africa: 2017 Article IV Consultation-Press Release; Staff Report; and Statement by the Executive Director for South Africa." IMF Staff Country Reports 17, no. 189 (2017): 1. http://dx.doi.org/10.5089/9781484307557.002.

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20

Ngwenya, Sam. "CEO compensation, corporate governance, and performance of listed platinum mines in South Africa." Corporate Ownership and Control 13, no. 2 (2016): 408–16. http://dx.doi.org/10.22495/cocv13i2clp8.

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Executive compensation has been studied extensively in the past three decades, yet the relationship between company performance and executive compensation continues to be a debated topic judging from the number of articles in academic literature. The main objective of this study was to determine the relationship between CEO compensation, corporate governance and financial performance of listed platinum mines in South Africa. The results of the study indicated no statistics significant relationship between CEO compensation and the financial performance variables ROE and ROA. The results also indicated a positive relationship between some corporate governance variables such as board size and proportion number of independent non-executive directors, but found no statistic significant relationship between CEO compensation and proportion number of female board members.
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Ndlovu, Vuyani, Emmanuel Mutambara, and Akwesi Assensoh-Kodua. "Executive remuneration and company performance." Corporate Ownership and Control 15, no. 1 (2017): 253–64. http://dx.doi.org/10.22495/cocv15i1c1p9.

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Executive remuneration has been the subject of close scrutiny, huge public outcries and criticisms in the recent past in South Africa. This has invariably attracted unprecedented research interest across different sectors of the economy. Various studies on executive remuneration versus corporate performance have been conducted across South African companies with no finite consensus. This study joins the debate with the hope of reaching common understanding on the relationship between the two variables. The study seeks to investigate the relationship between CEO remuneration and company performance on the Johannesburg Stock Exchange Listed (JSE) Companies from 2010 to 2015. In particular, the focus of the study was to determine if these two constructs were correlated and aligned with the corporate governance principles. The study, employed a deductive methodological approach, based on a longitudinal, descriptive quantitative design. Purposive sampling technique was used to select the actively listed companies that met the prescribed criteria. Secondary data, sourced from McGregor BFA database was used for the study. Data analysis took an archival quantitative research approach. Regression and time series statistical analyses were performed on secondary data on CEO remuneration and company performance metrics. The findings confirmed the existence of a positive relationship between CEO remuneration and company performance in South Africa as hinted by previous studies
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International Monetary Fund. "South Africa: 2010 Article IV Consultation-Staff Report; Staff Supplement; Public Information Notice on the Executive Board Discussion; and Statement by the Executive Director for South Africa." IMF Staff Country Reports 10, no. 296 (2010): 1. http://dx.doi.org/10.5089/9781455208791.002.

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International Monetary Fund. "South Africa: 2002 Article IV Consultation-- Staff Report; Staff Statement; Public Information Notice on the Executive Board Discussion; and Statement by the Executive Director for South Africa." IMF Staff Country Reports 03, no. 17 (2003): i. http://dx.doi.org/10.5089/9781451840971.002.

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International Monetary Fund. "South Africa: 2006 Article IV Consultation: Staff Report; Staff Statement; Public Information Notice on the Executive Board Discussion; and Statement by the Executive Director for South Africa." IMF Staff Country Reports 06, no. 327 (2006): 1. http://dx.doi.org/10.5089/9781451841039.002.

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International Monetary Fund. "South Africa: 2007 Article IV Consultation -Staff Report; Staff Statement; Public Information Notice on the Executive Board Discussion; and Statement by the Executive Director for South Africa." IMF Staff Country Reports 07, no. 274 (2007): 1. http://dx.doi.org/10.5089/9781451841053.002.

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International Monetary Fund. "South Africa: 2008 Article IV Consultation: Staff Report; Staff Statement; Public Information Notice on the Executive Board Discussions; and Statement by the Executive Director for South Africa." IMF Staff Country Reports 08, no. 348 (2008): 1. http://dx.doi.org/10.5089/9781451841077.002.

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Hatchard, John. "Towards Majority Rule in South Africa: The Transitional Executive Council Act 1993." Journal of African Law 37, no. 2 (1993): 206–11. http://dx.doi.org/10.1017/s002185530001127x.

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Karia, Pooja M., and Ally Possi. "South Africa’s Withdrawal from The Rome Statute: A Note on Democratic Alliance v. Minister of International Relations and Cooperation and Others." African Journal of Legal Studies 10, no. 2-3 (December 7, 2017): 227–33. http://dx.doi.org/10.1163/17087384-12340023.

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Abstract Africa and the International Criminal Court (ICC) are having a turbulent relationship, since the implication of the Sudanese President Omar A-Bashir by the Court with the atrocities committed in the Darfur region. The attitude of African countries against the Court has led to some rampaging voices, calling for an African solidarity to exit the ICC. Few African countries, including South Africa, have stepped to the plate responding to the call. However, the process has been coated with uncertainties, mostly leading to constitutional power wrangle among the constitutional branches of governance. The High Court of South Africa, for instance, has been the ‘mediator’ when the executive and legislature clashed over South Africa’s pursuance to withdraw from the ICC. Thus, this commentary revisits the case of Democratic Alliance v. Minister of International Relations and Cooperation and Others, and exposes the power ‘wrangle’ between the executive and legislature when South Africa engineered her failed exit from the ICC.
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International Monetary Fund. "South Africa: 2009 Article IV Consultation: Staff Report; Staff Statement and Supplement; Public Information Notice on the Executive Board Discussion; and Statement by the Executive Director for South Africa." IMF Staff Country Reports 09, no. 273 (2009): 1. http://dx.doi.org/10.5089/9781451841091.002.

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Kotze, Janeli, Brahm Fleisch, and Stephen Taylor. "Alternative forms of early grade instructional coaching: Emerging evidence from field experiments in South Africa." International Journal of Educational Development 66 (April 2019): 203–13. http://dx.doi.org/10.1016/j.ijedudev.2018.09.004.

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Doubell, Marianne, and Miemie Struwig. "Factors influencing the career success of professional and business women in South Africa." South African Journal of Economic and Management Sciences 17, no. 5 (November 28, 2014): 531–43. http://dx.doi.org/10.4102/sajems.v17i5.514.

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This article reports on an empirical study that investigated factors influencing women’s career success. Statistics relating to the field of women in management indicate that, worldwide, women are underrepresented in executive and decision-making positions. Women face unique challenges in their career pursuit that may prevent them from moving up to executive positions. A framework to investigate the factors influencing career success indicates that factors such as demographics, personality, culture, barriers, external and internal support impact on the career success of women. This study surveyed a sample of 301 professional and business women in South Africa. The results of the empirical survey showed that there are statistical significant relationships between groups of women based on their demographics and their perceptions of the factors that influence their career success.
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Coetzee, Jos, Frederik J. Mostert, and Jan Hendrik Mostert. "The management process of project risk in South Africa." Corporate Ownership and Control 8, no. 2 (2011): 285–95. http://dx.doi.org/10.22495/cocv8i2c2p5.

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As enterprises need to remain financially viable and competitive in a business environment which changes continuously, projects are of prime importance to assist the transformation process. Executive managers should therefore play a proactive role by handling project risks during the project life cycle to ensure the successful completion of projects. The objective of this research embodies the improvement of financial decision-making concerning the management of project risk. To achieve this objective, attention is paid, amongst others, to the project life cycle, the importance, duration and re-evaluation of the phases of the management process of project risk, the techniques used to identify, as well as analyse project risks, and alternative response strategies used when handling project risk. The various aspects mentioned will be addressed by means of a literature study and an empirical survey.
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Fuo, Oliver Njuh. "Constitutional Basis for the Enforcement of ''Executive'' Policies that give effect to Socio-Economic Rights in South Africa." Potchefstroom Electronic Law Journal/Potchefstroomse Elektroniese Regsblad 16, no. 4 (May 17, 2017): 1. http://dx.doi.org/10.17159/1727-3781/2013/v16i4a2381.

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Although "executive" policies remain an important governance tool, there appears to be confusion on the status and possible basis for their judicial enforcement in South Africa. The aim of this article is to critically reflect on the status and possible constitutional basis for the enforceability of "executive" policies that give effect to socio-economic rights in South Africa. Based on the jurisprudence of courts and some examples of "executive" policies, this article demonstrates that the constitutional basis for the enforceability of "executive" policies could be located inter alia in the positive duties imposed on government by sections 24(b), 25(5), 26(2) and 27(2) of the Constitution to "take reasonable legislative and other measures" within the context of available resources to give effect to relevant rights. This article argues that these duties amount to a constitutional delegation of authority to the legislative and executive branches of government to concretise socio-economic rights. In addition, this article demonstrates that where "executive" policies give effect to socio-economic rights pursuant to powers delegated by enabling provisions in original legislation that covers the field of socio-economic rights, such policies may be perceived to have the force of law, thereby providing a legal basis for their judicial enforcement.
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Harry Munzhedzi, Pandelani. "Holding the Executive to Account in South Africa: Analysis of Weaknesses and Strengths." African Journal of Development Studies (formerly AFFRIKA Journal of Politics, Economics and Society) Si, no. 1 (March 6, 2021): 145–62. http://dx.doi.org/10.31920/2634-3649/2021/sin1a8.

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35

Sutherland, Margie, Hayley Pearson, and Greg Fisher. "Due diligence: Plantation Shutters®, South Africa." Emerald Emerging Markets Case Studies 7, no. 2 (June 19, 2017): 1–19. http://dx.doi.org/10.1108/eemcs-10-2016-0203.

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Subject area Company turnaround, General Management. Study level/applicability Executive education, MBA. Case overview This is a four-part case study in which the case of a company turnaround emerges as the students work through a series of decision-making processes. In teaching the case, the students would only be given Part A to begin with, about which they need to make decisions as to what they would do, as preparation for the first part of the lecture. After that has been discussed, they are provided with the second part which tells them what in fact happened in the situation and leads them to the next decision point, and so on. The case deals with an entrepreneur hearing about a business that has gone insolvent; it then tracks the process from investigating the small manufacturing and sales company through the various stages of its subsequent remarkable turnaround to the point where the protagonist was voted Entrepreneur of the Year in South Africa. It covers the period 2007 to 2012 and includes the annual financial statements. Expected learning outcomes Following are the expected learning outcomes: an understanding of the broad range of management competencies; an understanding of how to turnaround a small organisation; and to experience group-based decision-making. Supplementary materials Teaching notes are available for educators only. Please contact your library to gain login details or email support@emeraldinsight.com to request teaching notes. Subject code CSS 11: Strategy.
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Ford, J. C., and M. Lurie. "Budgeting in small manufacturing firms in South Africa." South African Journal of Business Management 20, no. 2 (June 30, 1989): 57–69. http://dx.doi.org/10.4102/sajbm.v20i2.942.

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This paper reports on a general investigation into budgeting in small manufacturing firms in South Africa. The study was undertaken using 18 semi-formal interviews and 175 questionnaires addressed to the Chief Executive Officers (CEOs) of small manufacturing firms in six industry sectors in the greater Johannesburg region. The 63 usable responses (a response rate of 36%) were analysed using the SAS statistical package. Several results and conclusions were reached. A wide range of budgetary processes and procedures are used by small manufacturing firms. Budgeting is short-term, informal, simple and flexible, and is considered an essential element of management. There is room for much improvement in certain areas of budgeting. Although accounting reports are perceived to be adequate, CEOs may lack the necessary knowledge to develop more effective reporting systems. The degree of budgeting used is probably influenced by the nature of the business, and the background and training of the CEO. CEOs are completely involved in budgeting, but there is little participation by managers and staff. The major benefits of budgeting are perceived to be its use in planning and control, particularly of cash, and the major problems relate to the uncertainty of future conditions.
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Madzimure, Jeremiah, and Lebereko Phillip Tau. "CHALLENGES FACING SMALL TO MEDIUM ENTERPRISES IN METSIMAHOLO MUNICIPALITY, SOUTH AFRICA." EURASIAN JOURNAL OF SOCIAL SCIENCES 9, no. 1 (2021): 14–23. http://dx.doi.org/10.15604/ejss.2021.09.01.002.

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In South Africa, the failure rate of Small to Medium Enterprises (SMEs) amounts to 75% in an estimated interval of 42 months of operation. The purpose of this study is to determine the challenges facing SMEs in Metsimaholo municipality, Free State province of South Africa. Quantitative data was acquired from 102 Metsimaholo SME owners or their representatives, utilizing questionnaires which were completed, returned, and analyzed using Statistical Package for the Social Sciences (SPSS) version 26.0 software. It was then established that economic factors have realistic control on the sustainability of SMEs. In addition, further development of SMEs is restrained by competition from immigrant businesses, transportation of inventory, inadequate management skills, substandard marketing, miserable manipulation of financial activities and business, unreachable loans. Notwithstanding the afore-said outcome, SMEs must carefully look at obtaining business skills coaching and support, enlarge or vary the range of products, put back any profits made by a business into it in order to make it more successful. Cooperation amongst SMEs would be a strategy for them to challenge rivalry. Therefore, SMEs will bargain from transportation of goods bought in large quantities for a unit price that is lower than usual.
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Klaaren, Jonathan. "Regulatory Politics in South Africa 25 Years After Apartheid." Journal of Asian and African Studies 56, no. 1 (February 2021): 79–91. http://dx.doi.org/10.1177/0021909620946852.

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This paper explores debates and politics over the place of regulatory democracy in contemporary South African constitutionalism. Twenty-five years after the formal legal transition from apartheid, regulatory institutions – by and large not the focus of negotiations in the early 1990s – have increasingly assumed prominence within the South African state. Such organisations and their functions do not fit easily within one ‘branch’ of the classic legal theory of the separation of powers into three parts, namely the judiciary, the legislature, and the executive. A typology of regulatory institutions in the South African polity includes at least four distinct types. The work of these regulatory organisations in formulating and implementing law in post-apartheid South Africa has become significant in politics, especially over the past decade. While the existence and operation of regulatory institutions does not itself comprise the whole of regulatory politics, such organisations do constitute a crucial component of and locus for such politics.
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Munier, Nathan. "Non-Electoral Executive Turnover and Low-Capacity Democracy in Southern Africa." Africa Spectrum 56, no. 2 (August 2021): 194–215. http://dx.doi.org/10.1177/00020397211031915.

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What do non-electoral turnovers tell us about the relationship between elections, executive turnover, and democratisation? Can they contribute to democratisation? To gain insight into these questions, we consider the experiences of Southern Africa. While transfers of executive authority have become commonplace in Southern Africa, they do not necessarily coincide with elections and rarely involve partisan turnover. Neither the mode nor the form of executive turnover corresponds clearly with prior assessments of democracy. This study examines recent non-electoral turnovers in Zimbabwe (November 2017), South Africa (February 2018), and Botswana (April 2018). This research finds that non-electoral transfers of presidential authority in Southern Africa represent efforts by dominant parties to manage factional conflicts and enhance their ability to benefit from incumbency in competitive elections. While non-electoral turnover in executive authority might promote democracy under some conditions, they do more to sustain dominant party rule and a stagnate level of low-capacity democracy.
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Bussin, Mark, and Sean Barrett. "The effect of race on CEO pay-performance sensitivity in South Africa." African Journal of Employee Relations (Formerly South African Journal of Labour Relations) 40, no. 2 (February 18, 2019): 8–29. http://dx.doi.org/10.25159/2520-3223/5850.

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South Africa’s labour policies and the growing societal calls to better explain executive remuneration create a unique opportunity to examine the effects of race on CEO pay. This empirical research study sought to investigate the effects of race on the sensitivity of executive pay to corporate performance. The study aims to contribute to the literature by providing an evidence-based approach to understanding the effect of race on CEO remuneration. The research design was quantitative, descriptive and longitudinal in nature, utilising validated secondary data sources. The sample consisted of 19 black CEOs and a random sample of 45 white CEOs. All components of South African CEO remuneration studied were found to correlate strongly with PAT (Profit after Tax) and EBITDA (Earnings before Interest, Taxes, Depreciation and Amortisation) and to a lesser degree with ROE (Return on Equity) and HEPS (Headline Earnings per Share). Black and white CEO mean remuneration was found to show no significant difference as a result of race. A notable difference found was the higher degree of payperformance sensitivity and variability seen within the black CEO sample. The study showed that race does not affect the level of CEO remuneration but does impact on pay-performance sensitivity and variability.
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Strümpfer, D. J. W. "An Overview of Jenkins Activity Survey Data in South Africa." South African Journal of Psychology 23, no. 3 (September 1993): 134–44. http://dx.doi.org/10.1177/008124639302300305.

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Jenkins Activity Survey (JAS) data on samples of executives are reviewed first, followed by data on non-executive samples. A strong possibility exists of an unusually high incidence of the Type A behaviour pattern, as measured by the JAS Type A scale, among white managers in business and industries characterized by a strong marketing orientation and in occupations characterized by fast, personalized feedback on performance. Afrikaans speakers tended to obtain higher mean Type A scores than English speakers, in some cases significantly so. Patterns of scores on the Factor S, J and H scales suggest that the high Type A scores do not necessarily imply a high risk for coronary heart disease. However, the possibility of other ill-health as a consequence should be considered.
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Ngwenya, Sam. "Corporate governance and performance of listed commercial banks in South Africa." Corporate Ownership and Control 11, no. 2 (2014): 677–87. http://dx.doi.org/10.22495/cocv11i2c7p1.

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The global financial crisis of 2008 that resulted in the collapse of many financial institutions in the United States (US) and Europe have resulted in debates over the failures of corporate governance structures to properly protect investors. The main objective of the study was to determine the relationship between corporate governance and performance of listed commercial banks in South Africa. The results of the study indicated a statistically positive significant relationship between board size, proportion of non-independent and non-executive directors and bank performance. The results of the rest of the corporate governance indicators are mixed when using different performance measurement variables.
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Smit, B., Frederik J. Mostert, and Jan Hendrik Mostert. "Financial innovation in retail banking in South Africa." Corporate Ownership and Control 13, no. 3 (2016): 393–401. http://dx.doi.org/10.22495/cocv13i3c2p11.

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Innovation in general refers to an action to do something differently. Financial innovation, which embodies the topic of this research, has therefore the creation of financial products, services and/or systems in mind in order to satisfy the needs of customers and clients and ultimately to improve the financial performance of the enterprises concerned. As the requirements of customers and clients change continuously, financial innovations are important for the survival of enterprises. Capital investments to accommodate financial innovations should be considered very carefully as they will determine the business activities of an enterprise for many years. The objective of this research focuses on the improvement of financial decision-making by executive managers in retail banking when they are engaging in financial innovations. A literature study represented the start of this research to provide a proper basis for compiling the empirical study’s questionnaire. The empirical study consisted of an opinion survey where the three pillars of financial innovation were addressed, viz.: products and services innovation, organisational innovation and distribution channel innovation. The empirical study indicated amongst others the importance of these three pillars of financial innovations as perceived by eight of the largest banks in South Africa. Furthermore, the obstacles to financial innovations also received the necessary attention. The empirical results of this research should be valuable to countries which are classified as developing economies with emerging market economies, as South Africa is a member of this group
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44

Averweg, Udo Richard, and José L. Roldán. "Executive Information System implementation in organisations in South Africa and Spain: A comparative analysis." Computer Standards & Interfaces 28, no. 6 (September 2006): 625–34. http://dx.doi.org/10.1016/j.csi.2005.06.001.

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45

Mujuz, Jamil D. "Unpacking the Law and Practice Relating to Parole in South Africa." Potchefstroom Electronic Law Journal/Potchefstroomse Elektroniese Regsblad 14, no. 5 (June 8, 2017): 204. http://dx.doi.org/10.17159/1727-3781/2011/v14i5a2602.

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The possibility of the early release of offenders on parole is meant to act inter alia as an incentive to ensure that prisoners behave meritoriously while serving their sentences. The South African Correctional Services Act No.111 of 1998 deals with the release of offenders on parole. This article discusses the jurisprudence emanating from South African courts dealing with various aspects of parole. In particular, the article deals with the following issues: parole as a privilege; the role of the executive and the legislature in the parole system; the period to be served before an offender is paroled; the stipulated non-parole period; and the courts’ intervention in releasing prisoners on parole.
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46

Maduku, Harris, Andrew Osehi, and Enaifoghe. "Understanding Political Will and Public Corruption in South Africa." Journal of Social and Development Sciences 9, no. 3 (October 19, 2018): 6–14. http://dx.doi.org/10.22610/jsds.v9i3.2473.

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The objective of this paper is to extensively analyse if there is adequate political will to eradicate corruption in South Africa using existing literature. There has been a huge increase in the level of attention paid to corruption, measures to curb it as well as its socio-economic consequences. In South Africa, corruption has been at the focal point of development an obstruction and impediment of genuine improvement in the general public service delivery. South Africa’s public procurement system has been filled with corrupt practices, making the country to be one of the most degenerate on the continent of Africa. In the event that Africa is to be spared from this disease, the endemic presence of corrupt practices must be managed appropriately by the executive of the state. This paper addressed the concept of political will and normalized corruption in South Africa and proposed a route forward for the coveted change. We feel that corruption should be classified in the same category as crimes like treason, murder and rape and heavy sentences have to accompany corruption as a crime. A qualitative method was adopted in this study.
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Verwey, Ingrid. "Women helping women: outcomes of a South African pilot project." Journal of Engineering, Design and Technology 6, no. 2 (July 11, 2008): 162–77. http://dx.doi.org/10.1108/17260530810891298.

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PurposeThis paper reviews how women help women in the South African Women in Construction (SAWIC) organization to effectively participate in projects. In a pilot project partnering with industry stakeholders, the Development Bank of Southern Africa as incubator of SAWIC, further explored what support women contractors required to succeed, tested mentoring and coaching as part of enterprise development.Design/methodology/approachRelevant literature were studied and analysed, testing the views and measure of success of women contractors against existing models. A survey instrument was developed to test the constructs empirically.FindingsThe empirical testing of success as a construct indicated that women overwhelmingly view mentoring and coaching as key capacity building and growth strategies towards successful women‐owned construction enterprises, underpinned by preliminary indications of the almost complete pilot study.Research limitations/implicationsA limitation to the study is that it is based on preliminary findings and limited scope of the civil project.Practical implicationsGiven the excellent results of the Cronbach α and factor analysis, the instrument developed proved to be reliable and valid and could be used for similar studies.Originality/valueKnowledge sharing of lessons learnt in the joint initiative between government, the building industry, development finance institutions and women associations towards addressing critical skills shortages and gender equity.
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Scholtz, H. E., and W. A. Engelbrecht. "The effect of remuneration committees, directors’ shareholding and institutional ownership on the remuneration of directors in the top 100 companies in South Africa." Southern African Business Review 19 (February 26, 2019): 22–51. http://dx.doi.org/10.25159/1998-8125/5803.

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Executive directors’ remuneration of leading South African companies often attracts the attention of the press, shareholders and unions. The research on which this article is based investigated whether executive directors’ remuneration of the Top 100 companies listed on the Johannesburg Securities Exchange (JSE) is influenced by the implementation of certain corrective corporate governance measures. The remuneration of executive directors was regressed on a number of firm and corporate governance characteristics to determine whether these characteristics have an influence on executive directors ’remuneration. It was found that corporate governance reforms relating to institutional ownership, the number of non-executive directors on the remuneration committee, shareholder voting on the remuneration policy and the number of remuneration committee meetings act as an effective governance tool to protect shareholders’ interests with regard to some of the elements of executive directors’ remuneration.
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Townsend, Stephanie, and Geoff Bick. "Kulula.com: now anyone can fly in South Africa." Emerald Emerging Markets Case Studies 1, no. 1 (January 1, 2011): 1–28. http://dx.doi.org/10.1108/20450621111126792.

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Subject area Marketing. Study level/applicability This case can be used in a principles of marketing course, at Introductory, Executive or MBA level, it is particularly suitable as a case on promotions policy as one of the 4-P's, to illustrate the role of marketing communications as part of an integrated marketing strategy, or to illustrate the building of a service brand. Case overview The case illustrates a number of practical marketing issues: the marketing challenges of launching a budget airline: gaining high visibility and awareness with a relatively low share of voice; the relationship between an organisation and its advertising agency; the requirement to maintain a consistent marketing strategy over time, but to adapt the execution as market dynamics impact the consumer. Given the dynamics of most industries, kulula.com cannot afford to be complacent, as new entrants are always on the horizon. The dilemma facing Gidon Novick and his team is to rethink the sustainability of its current strategy, how to grow and protect its position, as well as the relationship with its advertising agency and its communication strategy – is a more relevant campaign or a new agency required to keep the marketing communications interesting and current? Expected learning outcomes The expected learning outcomes are: to analyse the success of communications campaigns; to explore the issue of client/agency relationships; to understand brand building strategies, how to create a distinctive position, and how to build a services brand; To understand the key success factors for a low-fare niche positioning strategy, and to examine the sustainability of this low-fare strategy; and to identify some product line extension opportunities for kulula.com. Supplementary materials Teaching note.
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Hills, Janine. "Addressing Gender Quotas in South Africa: Women Employment and Gender Equality Legislation." Deakin Law Review 20, no. 1 (September 18, 2015): 153. http://dx.doi.org/10.21153/dlr2015vol20no1art498.

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A significant development in the area of gender quota legislation is driven by South Africa’s latest National Policy Framework for Women Empowerment and Gender Equality (WEGE) legislation. This legislation expands on the values and principles that need to be integrated into policies, practices and programs of the private sector and government to ensure gender equality and quotas. The legislation strives for 50 per cent female representation on the executive bodies of all organisations. Another unique feature of diversity in South Africa is achieved through the Black Economic Empowerment (BEE) Program. South Africa’s BEE Scorecard Policies and Empowerment Strategies are unique, affecting quota decisions and behaviour.
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