Dissertations / Theses on the topic 'Industrial Development Decade for Africa'

The small, medium and micro enterprises sector in South Africa is critical in addressing poverty, job creation and social instability inherited by the democratic government. The transformation of the economy has seen various pieces of legislation being enacted in order to promote a favourable environment for the growth of the SMME sector. As such, instruments such as the Industrial Development Zones were put in place to facilitate investment, create jobs and promote exports with one of the main objectives to grow the SMME sector. In this study, the case of the East London Industrial Development Zone (ELIDZ) in supporting the growth of the SMME sector in economic growth and addressing socio-economic challenges was analysed. The exploratory qualitative research methodology was used in the study. Structured questionnaires and a semi-structured interview guide were used to collect data from the 49 identified participants and an Executive Management representative from the ELIDZ in order to present the data obtained precisely. The study recommends that an integrated model of SMME growth by the private and public sector be developed in ensuring that there are clear expectations on the determinants of growth for the sector. In addition, the Buffalo City Metropolitan Municipality must have in place a consolidated database of SMMEs in order for the private and public institutions to elect the SMMEs which can be participants in their SMME development programmes.

On 16 August 2012, the South African Police Service fired upon striking miners in Marikana, South Africa, resulting in the death of 34 mineworkers. The purpose of this study is to examine the effects of protracted violent industrial labour disputes on socio-economic development in South Africa. The study explores the root causes of labour disputes in Marikana and considers strategies that can be employed to avoid similar violent and destabilising strikes in the mining and other industries. This research confirms that presumably the pursuit of wage increase is still the primary cause of violent strikes in the country. Furthermore, the research shows clearly that working hours, work conditions, sympathy, and demands from employees and trade unions are major causes of labour disputes. The findings also show that amongst other things participation of employees in work related issues like policy formulation can reduce prevalence of labour disputes. The study also reveals that communication between workers and employees in work places can help both parties to discuss issues before extreme measures are taken.

In order to become globally competitive, South Africa has embarked on an industrial development zone (IDZ) programme to boost investment, increase the socio-economic climate, attract world-class manufacturers and generate local and foreign direct investment (FDI) while creating employment, encouraging skills and technology transfer, and increasing foreign exchange earnings. Twelve strategic areas within South Africa have been identified and are in the process of, or have been, declared IDZs. East London and Coega are the first two IDZs to come online in South Africa and have generated much publicity in the past number of years. One of the aims of the IDZs, as world-class production areas, is to generate FDI. Drivers of international FDI include globalisation, political, economic and legal environments and competitive advantage. According to the United Nations Conference on Trade and Development (2002: 25), FDI accounts for 16 percent of worldwide gross fixed capital formation – and a growing proportion of this is going to developing nations. According to the World Economic Processing Zones Association (WEPZA), IDZs have been the star performer in attracting investment and technology to developing countries during the past 50 years (2002: www.wepza.org). If the Eastern Cape IDZ programme is to be a success, the development corporations that have been established as the management arms of the IDZs will need to facilitate strategic economic advantage, look towards strategic investments that are sustainable, take advantage of and grow existing industrial capacity and create economic and social benefits for the region. There are a number of dynamics and reasons behind global FDI decisions. In order to be successful at attracting FDI the development corporations need to understand these dynamics and reasons in order to achieve a strategic fit between potential investor and the IDZ. This can be done by adopting a strategic management model for greenfield FDI from international investors.

This dissertation focuses on the local defence-related industry as a beneficiary under the Department of Defence’s defence industrial participation (DIP) programme, managed by Armscor. Attention is given to the main construct of the development theory and how the DIP process in South Africa compares with the international reciprocal trade phenomena commonly referred to as ‘countertrade’. The author does an in-depth analysis of the Government’s policy regarding the defence-related industry (DRI) that forms part of the local defence industrial base (DIB), as well as the DIP policy, procedures and practices and their subsequent bearing on the local defence industry. The study is further substantiated with a comprehensive review of the consequences and outcomes resulting from the largest defence package deal (SDP), signed in December 1999, between the Department of Defence and several major foreign original equipment manufacturers (OEMs) and subsequently benchmarked against academic discourse on the subjects of international countertrade and development theories.

The research focuses on NGOs in Africa, a study site previously almost ignored by the literature on OD and leadership development. The research produced a wealth of publications, including peer-refereed articles, monographs, occasional papers and features. The findings resonate with, rather than develop, prevailing thinking in the mainstream management literature (Tannenbaum and Schmidt 1973; Daft and Lengel 1998; Kakabadse and Kakabadse 1999; Quinn 2000; Burnes 2004; Balogun and Hope-Hailey 2008). However, they make an important new contribution to knowledge in the specialist NGO management literature. The message that emerges from the research is that OD and leadership development in NGOs in Africa benefit from being both contextualised and personalised. They need to be contextualised by systematically seeking to understand the local context and culture and adjust the change process accordingly. They need to be personalised by taking into account the personal dimension to both individual and organisational change. The research also makes a contribution to thinking about research methodology by explicitly combining a practice-research engagement. The research was conducted using an 'insider' approach, simultaneously operating as both consultant as well as researcher. This research philosophy, combined with character of the researcher and the length of engagement, built trust with respondents and gave access to sensitive information. It enabled the findings to be quickly and extensively disseminated to a ready audience of practitioners and policy-makers. Though this approach was not without its dangers, it proved sufficiently reflexive, ethical and methodologically rigorous to generate knowledge that was externally validated in peer-refereed academic journals. The practice-research engagement meant that the research did not end with the fieldwork and write-up, but constantly renewed itself with questions for further investigation. To academics, this emphasises the benefit of developing and supporting practitioner led research. To practitioners, it encourages taking an action research, reflexive approach, and documenting experience.

In an attempt to create employment opportunities and uplift economic development, government has embarked on industrial development through arms acquisition. The two major Spatial Development Initiatives namely, the Fish River SDI and the Wild Coast SDI were developed to enhance economic development in the Eastern Cape. The Coega Industrial Development Zone (IDZ) is one of the elements of the Fish River SDI aimed at enhancing economic development through industrial development (Haines & Hosking, 2005). The Coega IDZ is one of government’s initiatives under the Industrial Participation program that has gained a lot of recognition. The Coega project has been under a lot of controversy since its conception and was highly linked to the arms deal as this project consumed most of government funds through the arms procurement program (Haines & Hosking 2005). The study therefore will attempt to address aspects premised in objectives of this study from the viewpoint of trade unions.

Thesis ((MS en S)--Stellenbosch University, 2002.<br>ENGLISH ABSTRACT: South Africa is experiencing similar problems as those occurring in other developing countries. Such problems include: large scale poverty; unequal regional development; inefficient policies; fragmented transport systems. The list goes on. This is largely due to apartheid policiesthat were implemented. After 1994 a series of new policies and programmes was implemented. Their aim was to eradicate apartheid planning; to provide equal and fair development for everyone and to stimulate and boost the economy. The Reconstruction and Development Programme (RDP) was the first policy of its kind, followed by the Growth, Employment and Redistribution programme (GEAR). The aim of these two policies was to stimulate the economy, especially in areas where there is a need for an economic boost. This ultimately led to programmes such as the Spatial Development Initiative (SDI); Local Economic Development and Export Processing Zones or as they are better known in South Africa, Industrial Development Zones. Programmes or initiative such as these were aimed at boosting the economy, providing employment and utilising resources in a region. This is the shift that has taken place in development planning, from traditional regional policies towards incentive driven policiesthat try to attract investment into under-developed regions. Programmessuch as Industrial Development Zones however have a long history, not all of it positive. These zones have been known as sweatshops and that they use child labour. The largest problem of these zones is that labour legislation is almost non-existent. In 2001 South Africa declared Coega the first Industrial Development Zone in the country. The zone will link to the Spatial Development Initiative programme that was implemented in 1996. An uproar followed when labour organisations such as COSATUlearned that the government is going to use Industrial Development Zones, which are similar to Export ProcessingZones, to stimulate the economy and to solve the problem of unemployment in specific areas of the country. However the labour legislation of South Africa will be applied in the Industrial Development Zones. That just leaves the problem of efficiency and effectiveness. Will these zones really address and solve the employment problems in South Africa? Zones such as those in Mauritius have been a success, but there are cases where the zones did not create employment and more money was spend on putting in the infrastructure and services in the zones, than was made in the zone. Time will be the judge in the case of Coega Industrial Development Zone.<br>AFRIKAANSE OPSOMMING: Suid-Afrika ondervind basies dieselfde probleme as wat ander onderontwikkelde lande ondervind. Die probleme sluit in: grootskaalse armoede; ongelyke streekontwikkeling; ondoeltreffende beleide. Die probleem spruit grootliks uit die apartheidsbeleide. Na 1994 is daar egter 'n reeks van nuwe beleide en programme geïmplementeer. Die beleide moes apartheidsbeplanning uitwis; moes gelyke ontwikkeling aan almal voorsien en die ekonomie stimuleer. Die Heropbou- en Ontwikkelingsprogram was een van die eerste beleide, en is gevolg deur die "Growth, Employment and Redistribution" program. Die twee beleide se doel was om die ekonomie te stimuleer, veral in gebiede waar daar 'n behoefte aan ekonomiese groei is. Dit het dan ook gelei tot programme soos "Spatial Development Initiatives", "Local Economic Development" and "Export Processing Zones" of soos wat dit in Suid-Afrika bekend staan "Industrial Development Zones". Programme of inisiatiewe soos die se doel is om die ekonomie van 'n streek te versterk, om werksgeleenthede te skep en om gebruik te maak van die hulpbronne in die spesifieke streek. Die programme het 'n groot verandering in ontwikkelingsbeplanning meegebring, vanaf tradisionele streekbeleide tot inisiatief-gedrewe beleide wat poog om beleggings in onderontwikkelde streke te versterk. Programme soos "Industrial Development Zones" het 'n lang geskiedenis, en nie almal is posititief nie. Hierdie sones het 'n algemene naam van "sweatshops" gekry waar kinderarbeid gebruik word. Die grootste probleem van hierdie sones is dat arbeidwetgewing gewoonlik nie toegepas word binne die sones nie. In 2001 is Coega as die eerste "Industrial Development Zone" verklaar in Suid Afrika. Die sone is verbind tot die "Spatial Development Initiative" programme wat geïmplementeerd is in 1996. Dit is egter sterk deur die arbeidsorganisasie COSATU veroordeel, toe hulle hoor dat die regering nou "Industrial Development Zones", wat basies dieselfde is as "Export Processing Zones", gaan gebruik om die ekonomie te stimuleer en die hoë werkloosheid in die land te verminder. Maar, in hierdie sones sal arbeid wetgewing toegepas word. Dit los net die probleem van effektiwiteit en doeltreffendheid. Gaan hierdie sones die werkloosheids probleem van Suid Afrika oplos? Sones soos in Mauritius was suksesvol, maar daar is egter talle ander wat nie werkgeleenthed geskep het nie en die uitgawes wat gemaak is om infrastruktuur en dienste in die sones te voorsien is veel hoër as die profyt wat gemaak is op die einde. Tyd sal leer in die Coega "Industrial Development Zone'.

Thesis (MTech (Business Administration)--Cape Technikon, Cape Town, 2003<br>Unemployment has economic and social effects. The main social threat is the stability of the family as an economic and social unit as family relationships suffer should basic needs not be met. The most practical way to combat this problem is through entrepreneurship, where small medium and micro enterprises can address issues such as job creation and economic growth. These enterprises are of particular importance to government and donors resulting in numerous studies being done in especially urban environments. Rural areas have, however, been neglected, owing to the lack of knowledge, funds and initiatives on the part of local authorities. Rural development differs from urban development owing to smaller markets, seasonal fluctuations and slower growth rates, especially in coastal towns. This study was therefore undertaken to provide guidelines to local authorities and community leaders, specifically in Hermanus, to enable them to support local small businesses. As a first step, existing government policy and strategies were investigated (Chapter 2), after which available assistance, on government and non-government level, was discussed (Chapter 3). The Department of Trade and Industry is the main role player in terms of small business development There are also institutions providing financial assistance (for example Khula and the Industrial Development Corporation), institutions providing services (such as NEPA, SABS and CSIR), and finally, institutions providing indirect support (such as SACOB and DBSA). Hermanus as the basis of the study has certain poIicies in place, namely the Integrated Development Plan, Spatial Development Framework and two tourism-related studies (Chapter 4). Individual interviews were held with certain role players in the area (Chapter 5) which resulted in the following: • Role players are not aware of government initiatives in terms of small, medium and micro enterprises in the region. • Role players are unsure if hives/craft: markets could contribute to job creation. • Role players are concerned about job creation but not through small, medium and micro enterprises as a vehicle. Chapter 6 concludes with two success stories, namely Stutterheim and Melkhoutfontein, and provides broad guidelines in terms of small business development in Hermanus.

Thesis (MComm)--Stellenbosch University, 2013.<br>ENGLISH ABSTRACT: This study aimed at developing and empirically evaluating an affirmative development coach competency questionnaire. The development and empirical evaluation of the affirmative development coach competency questionnaire forms the first phase of a larger project of developing and testing a comprehensive affirmative development coach competency model. A coaching@work competency model would help in clarifying and defining the characteristics that affirmative development coaches need to possess and what affirmative development coaches need to do and need to achieve to be successful on the job. Inequalities brought about by exclusionary policies in terms of education as well as employment that characterised South Africa before the advent of democracy meant that many members of the previously disadvantaged groups lack the necessary skills to succeed at work, especially the ability to occupy higher level positions. Theirs was the world of unskilled work. In order to rectify the injustices experienced by members of the designated groups the new post-apartheid government enacted policies and laws based on the principle of affirmative action. However the preferential hiring in favour of Blacks required by the affirmative action measures disadvantages organisations and the economy because most members of the previously disadvantage groups lack the necessary job competence potential to succeed at work. Affirmative development has to play an important role in rectifying the injustices of the past. Coaching in addition has to play an important role in honing the newly developed abilities and skills. The study aimed at identifying the various coach competencies that behaviourally constitute coach success. Competencies were derived from examining the outputs that need to be achieved through the competencies. Understanding the relationships between the affirmative development coaching competencies (behaviours) and the outcomes the affirmative development coach attempts to achieve was important because the relevance of the hypothesised competencies need to be validated (logically and empirically) against the structural network of outcomes. The study identified nine outcome variables namely employee personal learning, role clarity, job satisfaction, organisational commitment, employee self-efficacy, work engagement, contextual performance, task performance and intention to quit. Seventeen coach competencies were examined in this study. The proposed partial coach competency model shows various structural paths between the coach competencies and the coach outcome variables the coach is held accountable for. The objective of the research was to develop the Chikampa Coach Competency Questionnaire (CCCQ) aimed at measuring the seventeen coach competencies and to empirically evaluate the psychometric properties of the CCCQ. The hypothesis of exact measurement model fit was rejected but the hypothesis of close fit could not be rejected (p>.05). The position that the CCCQ measurement model fits the data closely in the parameter was found to be a tenable position. The fit indices reflected good model fit in the sample. The measurement model parameter estimates indicated that the indicator variables represented the latent coaching competencies satisfactorily. Discriminant validity was problematic. The seventeen latent coaching competencies as measured by the CCCQ are not clearly separate but tend to flow into each other.<br>AFRIKAANSE OPSOMMING: Hierdie studie was gerig op die ontwikkeling and empiriese evaluering van ‘n regstellende ontwikkingafrigter1bevoegdheidsvraelys. Die ontwikkeling and empiriese evaluering van ‘n regstellende ontwikkingafrigterbevoegdheidsvraelys verteenwoordig die eerste fase in ‘n groter projek om ‘n omvattende regstellende ontwikkingafrigterbevoegdheidsmodel te ontwikkel. ‘n Afrigter@werk bevoegheidsmodel sou meewerk om die persoonseienskappe waaroor regstellende ontwikkelingsafrigters moet beskik te identifiseer en te definieer en om helderheid te kry ten opsigte van die handelinge wat regstellende ontwikkelingsafrigters moet verrig en die uitkomste wat hul daardeur moet bereik om as suksesvol geag te word. Ongelykhede wat te weeg gebring is deur die uitsluitingspolitiek in terme van opvoeding en werksgeleenthede wat Suid Afrika gekenmerk het voor die aanbreek van demokrasie het meegebring dat baie lede van die voorheenbenadeelde groepe die nodige vaardighede ontbreek wat vereis word om in die wereld van werk sukses te behaal, spesifiek die vermoë om hoër-vlak posisies te bekleë. Hulle was gedoem tot ‘n wereld van ongeskoolde werk. Ten einde die ongeregtighede wat lede van die aangewese groepe ervaar het reg te stel het die nuwe post-apartheid regering beleide en wetgewing verorden gebaseer op die beginsel van regstellende aksie. Die voorkeur-indiensneming van Swartes wat deur regstellnde aksiemaatreëls vereis word benadeel egter organisasies en die ekonomie omdat die werksbevoegdheidspotensiaal wat vereis word om in die wereld van werk te slaag by die meerderheid lede van die voorheenbenadeelde groepe ontbreek. Regstellende ontwikkeling moet ‘n belangrike rol speel in die regstelling van die ongeregtighede van die verlede. Afrigting moet daarbenewens ‘n belangrike rol speel om die nuutontwikkelde vermoëns en vaardighede te slyp. Die doel van hierdie studie was om die afrigerbevoegdhede wat vanuit ‘n gedragsperspektief afrigtersukses beliggaam te identifiseer. Bevoegdhede is geïdentifiseer deur die uitkomste te bestudeer wat via die bevoegdhede bereik moet word. ‘n Begrip van die verwantskappe tussen die regstellende ontwikkelingafrigterbevoegdhede (gedrag) en die uitkomste wat die regstellende ontwikkelingafrigter probeer bereik was belangrik omrede die relevansie van die voorgestelde bevoegdhede teen die strukturele network van uitkomste (logies en empiries) gevalideer moet word. Hierdie studie het nege uitkomsveranderlikes geïdentifiseer, naamlik persoonlike leer, rolduidelikheid werkstevredenheid, organisasieverbondenheid, selfvertroue, werksverbondenheid, kontekstuele prestasie, taakprestasie en bedankingsvoorneme. Sewentien afrigterbevoegdhede is bestudeer in hierdie studie. Die voorgestelde gedeeltelike afrigterbevoegdheidsmodel dui verskeie strukturele bane aan tussen die afrigterbevoegdhede en die afrigteruitkomste waarvoor die afrigter verantwoordelik gehou word. Die doel van die navorser was om die Chikampa Coach Competency Questionnaire (CCCQ) gerig op die meting van die sewentien arigterbevoegdhede te ontwikkel en om die psigometriese eienskappe van die CCCQ te evalueer. Die hipotese van presiese metingsmodel passing is verwerp maar die hipotese van benaderde passing kon nie verwerp word nie (p>.05). Die standpunt dat die CCCQ metingsmodel die data in die parameter by benadering pas is dus ‘n houdbare standpunt. Die pasgehalte-maatstawwe het goeie modelpassing in die steekproef aangedui. Die metingsmodelparameterskattings het aangtoon dat die waargenome veranderlikes die latent afrigterbevoegdhede suksesvol verteenwoordig. Diskriminantgeldigheid was egter problematies. Die sewentien latent afrigterbevoegdhede soos gemeet deur die CCCQ word nie duidelik van mekaar onderskei nie maar neig om in mekaar te vloei.

This dissertation examines the internationalisation of production and its implications for the role of government in South Africa's industrial development. The research has two specific areas of focus. The first is a case study of government policy formulation and implementation in the instance of competition policy. The second is a study of firms in the plastics sector. Through an analysis of secondary data on the performance of manufacturing sub-sectors it is demonstrated that the expectations of the policy of trade liberalisation have not been realised in South Africa, nor are the outcomes consistent with the orthodox trade theory underpinning the policy framework. Understanding government policy formulation and its influence on economic outcomes requires a deeper analysis of the nature and extent of the internationalisation of production. Close examination of the formulation and implementation of competition policy reveals the influence of large established business in setting the terms of the debate and the way in which internationalisation affects the relative strengths of interests. The study utilised case-study interviews and participatory observation to collect information on the formal and informal policy processes, the negotiation of the policy agenda, decisionmaking within this agenda, and establishment and operation of the institutions responsible for implementation of the new legislation. A survey of plastics firms complemented by in-depth interviews of selected firms enabled an analysis of the importance of the internationalisation of production for the sector. This revealed the importance of relationships beyond those involving either trade or ownership. The survey focused in particular on the factors underlying production changes, and the relationship between domestic competition and international competitiveness. The combination of methodologies and research areas allowed the central research question to be approached from different sides, integrating understandings of firm behaviour and government policy in an approach embodying a dynamic interpretation of internationalisation.

Health and safety management forms part of the overall risk management of medical institutions, and deals with the responsibility of an organisation to provide a risk free environment for all who are exposed to the activities of such medical institutions. Affected people include health care workers, contractors, visitors, and patients. Medical institutions, and hospitals specifically, are uniquely distinct from other industries in that they employ highly skilled staff with specific specialised knowledge. These institutions are also increasingly making use of complex technology that requires specialist staff to operate medical machines and equipment. These specific aspects are accounted for in this research. The overall purpose of this research is to determine the need for an alternative approach to the management of health and safety in medical institutions. An appropriate model will be developed that can be integrated into the existing health and safety management system. The research methodology for this study comprises the following steps: Firstly, the health and safety environment was researched in relation to all stakeholders, external and internal, that are affected by medical institutions’ activities. The effect of these activities, and how it influences health and safety management, was evaluated in a South African context. Secondly, the overall risk management approach of medical institutions and the effect of organisational culture were researched to determine the effect on health and safety performance. Thirdly, a questionnaire was sent to selected staff of five hospitals in the Eastern and Western Cape to determine their perception and experience of health and safety management. Quantitative data on incidents in Netcare Hospitals were obtained, and a comparison of the questionnaire studies was done to determine the need for a health and safety model. The final step of this study entailed the development of a health and safety model using legislative requirements and the needs identified in the research. A proposal is made to integrate specialist functions and departments into the existing health and safety management system, in order to strengthen the managerial capabilities of such a system. The importance of improving the safety and compliance culture is indicated.

Thesis (MDF)--Stellenbosch University, 2011.<br>This study considers the impact that the particular funding structure used in the financing of black economic empowerment (BEE) transactions has on the expected outcome. Various structures are evaluated, each with their particular advantages and disadvantages. The report details the history of South Africa, the Industrial Development Corporation (IDC), as well as the black economic empowerment phenomenon. An in-depth commentary on the financing structures used for BEE transactions within the IDC is presented together with a new, remodeled structure to be used in the analysis as part of a comparative study to determine whether the existing preferential Vanilla Special Purpose Vehicle (SPV) structure garners the most appropriate result for the BEE entrepreneur. The statistical study tests whether the Vanilla SPV structure, where the financier is reliant on dividends for the repayment of their preference shares, is a better structure than the reworked SPV structure, where the financier is reliant on free cash flow for repayment. The results infer that access to free cash flow is preferred by both the financier, as well as the BEE party, as vesting is higher and the bullet payment required to attain that vesting is significantly lower.

Thesis (MA)--University of Stellenbosch, 2001.<br>ENGLISH ABSTRACT: The 1990s were characterised by a process of rapid political change in South Africa, which resulted in a period of transition in the economic and social spheres of this society. South Africans need to adapt to the shift in political leadership as well the rapid rate of technological innovation globally. Leadership theory has evolved from more traditional approaches such as the trait approach and behavioural approach to more recent theories such as situational leadership theories, leader-follower exchange theories and leadership decision-making theories. The recent trends in the field of Industrial Psychology lead to a more comprehensive and all-inclusive theory of leadership, namely transformational leadership. South Africa needs transformational leaders to drive and manage the change process. From the literature study it is evident that there is a need for transformational leadership training and development in South Africa. Therefore the main goal of this study was to determine the feasibility of transformational leadership training and development in South Africa. The main problem is divided into four sub-problems. In order to develop South African managers into transformational leaders, it is important that a need for transformational leadership training exists. Therefore the first subproblem is concerned with the need for the development of transformational leadership skills in South African leaders. The data of all South African leaders (7,563 cases) that were rated on Form 5X of the Multi-factor-Leadership Questionnaire (instrument measuring transformational leadership) was obtained from Productivity Development Pty. (Ltd.). This data was generated from March 1995 to June 1999. Firstly, the Ideal Theoretical Leadership Profile is compared to the total South African sample (N=7563). Secondly, leaders who performed effectively in the world of work were extracted from the total South African sample and were compared to the rest of the South African sample. Thus the Ideal Effectiveness Leadership Profile (N=657) is compared to the rest of the South African sample (N=6906). In both instances the profiles of the South African sample resembles the two ideal leadership profiles. The fact that the South African leaders scored well below the norms of the two ideal profiles on transformational leadership dimensions indicates that there is a need for the development of transformational leaders in South Africa. Thirdly, the t-test is utilised in order to compare the total South African sample (N=7,443) to an international sample (N=2080). The South African sample scored significantly higher on transformational leadership scales than their international counterparts. This indicates that South African leaders compare well to international standards regarding transformational leadership Once it was assessed that there is a need for South African leaders to be developed as transformational leaders, it was important to determine whether the Multi-factor Leadership Questionnaire (MLQ) is a valid instrument for measuring transformational leadership in South Africa. Transformational leadership training and development can not be managed in South Africa unless it can be measured. Therefore the second subproblem was concerned with the construct validity of the MLQ in South Africa. Confirmatory factor analysis was utilised in order to assess the construct validity of the MLQ on 7563 cases. The final first-order analysis indicated that there is not conclusive evidence for the 8-factor structure in the South African context. More comprehensive research is needed in order to prove the validity of the MLQ beyond reasonable doubt in the South African context. After the conclusion was reached that transformational leadership training is needed in South Africa, it was decided to investigate the practical implementation of transformational leadership training in South Africa. In order to investigate the practical implementation of transformational leadership training, high-level managers trained at the Graduate School of Business, University of Stellenbosch (USB) were assessed as a microcosm of the larger South African sample. The USB group (N=120) was compared by means of t-tests to two other groups, namely the rest of the South African sample (N=7443) and an international sample (N=2080). The third sub-problem was thus concerned whether the USB group was a select group. The USB group scored significantly higher on all of the individual transformational factors than the two other groups. The results suggest that the USB is a select group. Once it was concluded that the USB group was a select group, they were tested on Kirkpatrick's reaction level of evaluation in order to determine whether they benefited from the course, although their MLQ scores reflected that they were already acting in a transformational manner. The fourth sub-problem was thus concerned with evaluating the reactions of the USB group towards the Full Range Leadership Programme. Overall the participants (N=46) gave a positive reaction towards the programme. Although the USB group can be classified as a select group, participants believed that the programme was of practical use. This substantiates the argument that there is a need for developing transformational leaders. The results indicate that transformational leadership training and development is feasible in South Africa. Finally, on the basis of the results of this study, conclusions and recommendations are made for future research.<br>AFRIKAANSE OPSOMMING: Die negentigerjare word gekenmerk deur 'n proses van snelle politieke verandering in die Suid-Afrikaanse samelewing, wat In oorgangsperiode in die ekonomiese en sosiale sektore ingewy het. Dit is noodsaaklik dat Suid-Afrikaners aanpas by die veranderinge in politieke leierskap, asook by tegnologiese vooruitgang. Die leierskapsteorie, wat vroeër bestaan het uit die meer tradisionele benaderings soos die karaktertrek- en die gedragsbenadering, het gestalte gekry in meer onlangse teorieë. Hierdie teorieë sluit in die gebeurlikheids-, leier-volgeling-uitruilings- asook die leierskapsbesluitnemingsbenaderings. Die huidige neiging binne die wêreld van die Bedryfsielkunde is In meer omvattende en alles-inklusiewe benadering ten opsigte van die leierskapsteorie, naamlik transformasieleierskap. Suid-Afrika benodig transformasieleiers om die proses van verandering aan te dryf en te bestuur. Uit die literatuurstudie is dit duidelik dat daar 'n behoefte is aan transformasieleierskap-opleiding en -ontwikkeling in Suid-Afrika. Vervolgens is ~die hoofdoel van hierdie studie om die praktiese uitvoerbaarheid van transformasieleierskap-opleiding en -ontwikkeling in Suid-Afrika te bepaal. Die hoofprobleem word in vier sub-probleme verdeel. Daar word van die standpunt uitgegaan dat dit belangrik is om die transformasieleierskapsvaardighede van Suid-Afrikaanse bestuurders te ontwikkel. Die eerste sub-probleem fokus op die behoefte van Suid-Afrikaanse bestuurders aan opleiding in transformasieleierskap. Die data is ingesamel van alle Suid-Afrikaanse leiers (7,563 proefpersone) wat op die Multi-faktor Leierskapsvraelysvorm 5X (instrument wat transformasieleierskap meet) beoordeel is. Hierdie data is deur Productivity Development (Pty) Ltd beskikbaar gestel, en is vanaf Maart 1995 tot Junie 1999 ingesamel. Eerstens is die Ideale Teoretiese Leierskapsprofiel vergelyk met die leierskapsprofiel van die totale Suid-Afrikaanse steekproef (N=7,563). Tweedens is leiers wat effektief in die praktyk funksioneer, die Ideale Effektiwiteit Leierskapsprofiel (N=657), onttrek van die totale Suid-Afrikaanse steekproef en vergelyk met die res van die Suid-Afrikaanse steekproef (N=6,906). In beide gevalle is daar 'n verwantskap gevind tussen die Suid-Afrikaanse steekproef en die twee ideale leierskapsprofiele. Derdens is daar van 'n t-toets gebruik gemaak om die res van die Suid-Afrikaanse steekproef (N=7,443) met In internasionale steekproef te vergelyk. Die Suid-Afrikaanse steekproef het beduidend hoër tellings as die internasionale steekproef op alle transformasieskale behaal. Hiervolgens voldoen die Suid-Afrikaanse steekproef aan internasionale standaarde ten opsigte van transformasievaardighede. Nadat vasgestel is dat daar 'n behoefte bestaan aan transformasieleierskap-opleiding in Suid-Afrika, is daar ook besluit om die geldigheid van die Multi-faktor Leierskapsvraelys (MLO) onder Suid-Afrikaanse omstandighede te ondersoek. Transformasieleierskapopleiding en -ontwikkeling in Suid-Afrika kan nie bestuur word tensy dit akkuraat gemeet word nie. Daarom fokus die tweede sub-probleem op die konstrukgeldigheid van die MLO onder Suid-Afrikaanse omstandighede. Daar is van bevestigende faktor-ontleding gebruik gemaak om die konstrukgeldigheid van die MLO by 7,563 proefpersone te bepaal. Die 8-faktorpatroon lewer nie voldoende bewys dat die MLO weloor 'n mate van konstrukgeldigheid onder Suid-Afrikaanse omstandighede beskik nie. Nog in-diepte navorsing word benodig om bo redelike twyfel die geldigheid van die MLO onder Suid-Afrikaanse omstandighede te bevestig. Nadat tot die gevolgtrekking gekom is dat daar 'n behoefte aan opleiding in tranformasievaardighede bestaan, is die praktiese implementering van transformasieleierskap-opleiding in Suid-Afrika ondersoek. Vir hierdie doel is hoëvlakbestuurders, wat opgelei is by die Nagraadse Bestuurskool aan die Universiteit van Stellenbosch (USB), ondersoek as 'n mikrokosmos van die groter Suid-Afrikaanse steekproef. Die USB-groep (N=120) is deur middel van t-toetse met die res van die Suid-Afrikaanse groep (N=7,443) en 'n internasionale steekproef (N=2,080) vergelyk. By die derde sub-probleem moes bepaal word of die USB-groep 'n uitgelese groep is. Dié groep het beduidend hoër tellings by al die afsonderlike transformasiefaktore as die ander twee groepe behaal. Die gevolgtrekking kan dus gemaak word dat die USB-groep wel uitgelese is. Hierna is die groep gemeet aan Kirkpatrick se reaksievlak. By die vierde sub-probleem is die USB-groep se reaksie ten opsigte van die "Full Range Leadership Programme" geëvalueer. Oor die algemeen het respondente (N=46) 'n positiewe reaksie teenoor die program getoon. Die USB-groep het die program as betekenisvol beskou, en alhoewel hulle 'n geselekteerde groep is, dui dit aan dat daar tog onder hulle 'n behoefte is aan opleiding in transformasievaardighede van Suid- Afrikaanse bestuurders. Die resultate dui aan dat daar onder bestuurslui in die algemeen 'n behoefte aan transformasieleierskap-opleiding en -ontwikkeling in Suid-Afrika is. Ten slotte is gevolgtrekkings en aanbevelings wat op die resultate van die studie gebaseer is, vir toekomstige navorsing gemaak.

Thesis (MDF)--Stellenbosch University, 2015.<br>ENGLISH ABSTRACT: The research on this topic was motivated by the concern about the state of disarray in the public hospitals infrastructure and that due to budget constrain across the globe, the governments can no longer afford to provide public health services alone without the assistance of the private sector. South African public healthcare system continues to function in a state of disarray. Public hospitals serve the vast majority of the South African population, but are underfunded and in most cases these hospitals have ailing infrastructure. The study will look at the mechanism to fund public hospitals. This study examines the role that the Industrial Development Corporation and the Development Bank of Southern Africa can play in addressing the gap that exists in funding public hospitals. It will attempt to answer the following questions of concern, how is public healthcare financed in South Africa, what are the major challenges in financing public hospitals, what is the current role played by the Industrial Development Corporation and the Development Bank of Southern Africa in funding the public hospitals and what are the other possible solutions to address these challenges. The findings indicate that, despite the government funding the public hospitals there is a shortfall of funds for hospitals to complete the project that they are engage in. Chris Hani Baragwanath Academic Hospital and other five cases of hospitals in KwaZulu Natal were looked at and confirmed that there is definitely a gap in funding public hospitals

Through various policy mechanisms deployed in the last seven years, the South African government has pursued the localization of renewable energy manufacturing. These efforts are related to the Department of Trade and Industry's broader goals to industrialize the South African economy by increasing the range and value-add of domestically manufactured products. This thesis uses global value chain analysis to determine what ways local wind and solar manufacturing firms relate to this goal by pursuing innovation, upgrading, workforce development, and regional market penetration strategies. The author uses the theoretical framework of Vertically Specialized Industrialization (VSI) as outlined by Milberg, Jiang, and Gereffi as the basis for assessing firm-level governance strategies. The research was performed through semi-structured telephonic interviews with senior level staff at renewable energy firms and non-governmental organizations, as well as a review of public reports. The findings revealed that wind and solar firms are not significantly pursuing upgrading or innovation strategies as associated with VSI. This is likely the result of insufficient market demand and policy incentives, as well as competition from countries with comparative advantage.

Includes bibliographical references (p. 81-87).<br>This thesis has drawn on Fine and Rustomjee's (1996) notion of the Minerals-Energy Complex (MEC) as a tool to analyse the relationship between industrial policy, energy use, and climate change mitigation policy in the South African context. The analysis finds that the South African economy has clearly developed in response to sets of industrial incentives offered both pre- and post-apartheid, which have structured the economy in such a way that electricity-intensive industry have come to dominate exports and investment in the country, but with very little positive effect on socio-economic development. This structure has a detrimental effect on possible mitigation actions; firstly because with the current development trajectory, it will be very challenging to meet mitigation targets as laid out in the country's Long-term Mitigation Scenarios (LTMS), and secondly because the mitigation wedges outlined in the LTMS will require significant shifts in the approaches, types and range of industrial policy measures that the country uses.

The retention of knowledge workers has become an increasing challenge both locally and internationally. This study focusses on the factors contributing to the retention of knowledge workers at an Industrial Development Zone in the Eastern Cape. The aim of the study was to investigate the factors that would facilitate the retention of knowledge workers in the IDZ. This was explored through the employee value proposition framework which includes affiliation, career development, work content, compensation, company benefits, work-life balance and performance and recognition. The sample consisted of 30 employees from the IDZ from all business units. Three categories of employee levels were selected namely the executive managers, managers and specialists and professionals. Thematic analysis was used to analyse data which was gathered through semi-structured interviews. The literature reviewed explored the various retention strategies used by organisations. From the literature review it is realised that employee retention strategies vary from one organisation to another. In most cases they are very similar. Although this is the case, not all strategies will work for all organisations, each organisation requires preferred and unique strategies for its employees. The findings indicate that the majority of employees were satisfied with the employee value proposition dimensions in the organisation. The exceptional areas of satisfaction were retirement benefits, career development, performance recognition, relationships with colleagues, health benefits, relationships with direct manager or supervisor and relationships generally within the organisation. Areas of dissatisfaction were also raised on long service incentives, autonomy to do work, relationships with other business units and the performance review process. In order to retain employees at the IDZ, it is recommended that the organisation should focus on enhancing long service incentives. It is also recommended that employees should be given greater autonomy to do their work. Relationships with business units also need to be strengthened. Work-life balance of employees and performance review process also need to be revised.

Foreign Direct Investment (FDI) has been perceived by most developing countries, emerging economies and countries in transition as a major vehicle for development that would not only boost a host country’s economic development but also enhance its integration into the global economy. The common assumption is that presence of foreign companies in a host country, particularly a developing country, would lead to economic benefits; among them, transfer of technology, and skills and human capacity development. The establishment of special “development zones” and the roll-out of incentives to attract FDI are often predicated on the expectation by host countries that these benefits would be achieved. It is against this background that this study sought to find out the character of FDI in the East London Industrial Development Zone (ELIDZ), located in the Eastern Cape. The study focused on the institutional preconditions and incentives used by the ELIDZ to attract FDI into the zone, and on whether these had any bearing on labour and environmental standards as well as on local skills development. Empirical data for the study were collected using in-depth interview with senior management staff of both the ELIDZ as an organisation, and one of the foreign companies located in the zone (a “tenant” of ELIDZ). In addition, a mini survey was conducted with a random sample of employees of the selected ELIDZ company. Among the key findings of the study was that the ELIDZ had in place a range of incentives and preconditions for the attraction of FDI, and that there were concerted efforts on the part of ELIDZ management to compel companies operating in the zone to adhere to specific iv standards – especially on the environmental front. From the mini survey results, however, the study established that achievements on the labour front were mixed. While most of the responses indicated that ELIDZ was playing a positive role in terms of employment creation, a high number of responses (from surveyed employees in the selected ELIDZ company) pointed out that employment standards were in question. For example, 41% of respondents reported “unhappiness” with their conditions of employment, while 50% deplored the fact that they were not allowed to belong to unions. Furthermore, responses were nearly evenly split (53%/47%) between those who reported that their employment had resulted in the acquisition of new skills and those who reported that it had not. From these and other findings, the study concluded that ELIDZ was facing a “balancing act” by expecting foreign companies to create jobs, transfer technology and contribute to local skills development while at the same time adhering to strict environmental and labour standards. The study thus confirmed a major consensus in the FDI literature, while FDI could bring about important socio-economic achievements in a host country, foreign companies and host governments are not necessarily motivated by the same set of factors. Indeed, at least a small facet of the study’s findings seemed to confirm the well-documented anti-FDI sentiment that the faith placed in FDI by host governments (especially in developing countries) does not always have a sound basis.

Competitive advantage is crucial for a business to be sustainable, yet many small- and medium-sized enterprises are not engaging in supplier development in order to achieve a competitive advantage. This empirical study was conducted on a sample of 64 small- and medium-sized enterprises in the manufacturing industry in Kempton Park, Gauteng. The factors that influence engagement in supplier development were analysed to assess whether supplier development can lead to competitive advantage and other benefits. The findings indicate that supplier development can create and improve competitive advantage, as well as lead to other benefits. Four factors were found to have a relationship with supplier development, and therefore could influence the decision to take part in supplier development. Small- and medium-sized enterprises can use tools such as supplier development in order to be competitive and have an advantage over their competitors. The awareness of operational performance measures, competitive advantage, judgment of the absence or existence of trust, and a buyer’s relative power can all influence participation in supplier development.

Thesis (MScEng)--Stellenbosch University, 2012.<br>ENGLISH ABSTRACT: The concept of National Innovation System (NIS) as new conceptual framework appeared in the late 1980s. The framework of NIS not only focuses on the science and technology development of a country, but also on concerns about a nation’s demand and strategy. The best technology, as well as patents, can be found in developed countries. Their development leads world development in many ways and influences the development model in developing countries. Although it is not hard to see that they seem to be progressing well, the question is why development just happens in some countries. Even fast developing countries, like China, India, Brazil, and South Africa have fewer such well-known or successful business models, compared to developed countries. The thesis attempts to scrutinise the internal and external factors in NIS which may influence countries and the innovation of enterprises within South Africa and China. The thesis focuses on fundamental research of the NIS of South Africa and China. The objective of the thesis is to find out which factors are involved in the NIS and how the system works in South Africa and China. The purpose of the study is to ascertain the difference and gap between these two countries and other more innovative countries, as well as the differences between South Africa and China. The literature study and quantitative method will be used to research and compare the NIS of South Africa and China.<br>AFRIKAANSE OPSOMMING: Die konsep van Nasionale Innovasie Stelsels (NIS) as ʼn nuwe konsepsionele raamwerk het in die laat 1980s na vore gekom. Die raamwerk van NIS het beide op die wetenskap en tegnologiese ontwikkeling, asook nasionale strategie van ʼn land gefokus. Die beste tegnologie sowel as patentregte kan in ontwikkelde lande gevind word. Hul bydrae is aan die voor front van globale ontwikkeling en het ʼn direkte invloed op ontwikkelingsmodelle vir ander ontwikkelende lande. Die voorspoed in hierdie lande is vir almal duidelik, maar die vraag is waarom ontwikkeling slegs plaasvind in sommige lande. Lande soos China, Indië, Brasilië en Suid Afrika het minder goeie en suksesvolle besigheidsmodelle, in vergelyking met ontwikkelde lande, alhoewel ontwikkeling steeds vinnig plaasvind. Die tesis poog om interne en eksterne faktore van die NIS te ontleed wat sal bydra tot die innovasie van ondernemingsontwikkeling in Suid Afrika en China. Die tesis fokus op fundamentele navorsing op die NIS van Suid Afrika en China. Die doel van die tesis is om uit te vind watter faktore die NIS in beide Suid Afrika en China beïnvloed. Die besondere oogmerk van die studie is om verskille en gapings tussen die twee lande en ander innovasie georiënteerde lande te beklemtoon, asook die verskil tussen Suid Afrika en China. Die literatuurstudie en kwantitatiewe metode word geïmplementeer om die NIS in Suid Afrika en China te ondersoek en vergelyk.

To date the SADC region has managed to develop a manufacturing base but this base is still small as evidenced by its low contribution to GDP. For example, only three out of the fourteen SADC countries, viz. Mauritius, South Africa and Swaziland, had over 20 percent of their GDP originating from the manufacturing sector throughout the 1990s. Also to note is that while the manufacturing sector is quite diversified, the sector is dominated by industrial processes which are more of resource and labour-intensive in nature than those processes of scale-intensive, differentiated and science based in nature. TIle trade performance of the manufacturing sector supports these observations and as such the region is heavily dependent on imports for scale-intensive, differentiated and science based commodities. However, despite the fact that the region tends to focus more on resource- and labour-intensive manufacturing activities, products from these manufacturing activities are still significant components of manufactured goods imports into the region. Also to note is that since resource- and labour-intensive industries dominate manufacturing activities; these are the areas in which investment opportunities abound. For example, agro-based manufacturing presents most of the investment opportunities, with food processing presenting the majority of the investment opportunities followed by garments and textiles production. Mineral processing also presents significant investment opportunities. The analyses of the nature of the manufacturing sector also show that in a few SADC countries, viz. Mauritius, South Africa and Zimbabwe; scale-intensive, differentiated and science based industries also form a significant component of the industrial base implying more technologically complex manufacturing sectors. Since high technology and technologically complex manufacturing activities are limited, investment opportunities in these manufacturing sub-sectors are also limited to just a few countries However, with the SADC ITA in place, opportunities could arise for these limited technology-related manufacturing facilities to expand or engage in import substitution production so as to meet the demands of the growing regional market. It is also important to note that, while the region may not have as competitive advantage in these industries as in the resource- and labour-intensive industries, there is a need for the region to selectively identify and target such industries for priority development, a lesson SADC could learn from the East Asian NIC's took in their industrialisation strategy. The study also shows that the manufacturing sector has been a priority sector for both domestic and foreign investors. This has implications for industrial development because a strong and dynamic manufacturing sector would be developed, forming a sound basis for industrialisation as well as being able to effectively link and support all the other sectors of the economy. FDI could help the region to fully utilise the labour-intensive industries and use them as a stepping-stone to higher levels of industrial development. This is a lesson to SADC from the experiences of the East Asian NICs where while industrialisation was initiated by labour-intensive manufacturing, the countries were able to move into capital-intensive manufacturing due to FDI as it enabled the establishment of the industrial bases, thus leading to a rise in the share of manufactured exports. FDI could also help to develop the resource-intensive industries further by promoting further processing of raw materials into products of more value, thus propelling industrialisation through a resource-led industrial development programme as the current resource-intensive industries become fully utilised. The raw materials which occur in great abundance in the region's primary sector would have a ready market in the manufacturing sector where they would serve as inputs to the production of high value products. The currently smaller industrial base for scale-intensive products, differentiated and science-based manufactured products would benefit from the improved technological capabilities and managerial skills that result from FDI. Therefore, by impacting positively on manufacturing activities of both low and high MVA, FDI would thus have a facilitating role in establishing a more solid industrial base, broadening the current manufacturing base, and improving installed capacity utilisation. The study also shows that investment in productive capacity in the form of machinery and equipment is of great importance in the sampled SADC countries. Investment towards the acquisition of this capital is very important as this is directly relevant towards improving productive capacity. FDI could thus play a facilitating role by augmenting the current domestic investment in machinery and equipment. While the manufacturing sector within the region is still small and the current utilisation of installed industrial capacity is low, there is potential for further industrial growth. The current process to usher in the SADC Free Trade Area would have a facilitating role through various ways: viz. increasing the market size and enabling easier access through the reduction of tariff and non-tariff barriers, promoting regional competitiveness, improved utilisation of regional corridors, increasing opportunities for utilising identified intra-industry trade potentials, and providing opportunities for increased regional cross-border investment. Apart from the SADC FTA, the USA African Growth and Opportunity Act (AGOA) and the Cotonou Agreement will also motivate the identification and utilisation of existing and new potentials within the manufacturing sector in SADC. In order to improve the current nature of industries in the region, there is also a need to design and implement appropriate industrial policies and strategies. Such policies should consider the region's trade policies and the recently launched Regional Indicative Strategic Development Plan (RISDP) so as to complement them. The industrial policies should also address issues relating to industrial investment, technology and local technological capabilities development, human resources development, the structure and nature of industry, the competitiveness of industries, as well as facilitating the complementarities between the agricultural and manufacturing sectors. To this end therefore, instead of relying solely on individual national industrial policies, SADC is in the process of formulating a regional industrial policy and strategies which seek to promote and support sustainable industrial growth across the region, thus facilitating industrial development.

Thesis (MComm)--Stellenbosch University, 2013.<br>ENGLISH ABSTRACT: The ability of organisations to be successful in the current global business environment will ultimately be dependent on their ability to be innovative. However, creativity and innovation will not take place spontaneously in any team setting and will be the result of meticulous planning and implementation efforts on the part of the team’s members. The current global business environment is characterised by constant change and this makes leadership more important than ever before as leaders are considered the drivers of change and ultimately responsible for organisational success. Leaders within organisational team settings have an essential role to fulfil in stimulating and facilitating innovative behaviour in their subordinates. The fact that some leaders manage to successfully stimulate and facilitate innovative behaviour in their subordinates, while others fail to do so, might well be contributed by some to a number of simplistic variables– but this is not the case. The fact that some leaders manage to successfully stimulate and facilitate innovative behaviour in their subordinates can be attributed to the fact that these leaders possess specific competencies based on different sets of knowledge, skills and attitudes. The innovation process consists of four distinct phases (idea generation, idea screening, feasibility and commercialisation) and innovative outcomes for a team will only result if team members successfully progress through each of these four phases. The reality, however, is that the innovation process itself is filled with challenges that will need to be overcome by team members if innovation is to flourish. Accordingly leaders should apply specific sets of knowledge, skills and attitudes during each of the phases in the innovation process to help guide subordinates successfully through the innovation process. It should hence be clear that being aware of the specific leadership competencies that will stimulate and facilitate innovative behaviour in subordinates will be of immense value to any organisation who wishes to act more innovatively. The primary purpose of this study was consequently to design a psychological measurement instrument that would provide a measure of the specific competencies leaders should possess to stimulate and facilitate innovative behaviour in subordinates. This instrument would enable management to customise training and development programmes to meet the specific needs of leaders and hence develop the necessary knowledge, skills and attitudes on their part. A pilot study was conducted with the experimental version of the ILQ to obtain information regarding the psychometric properties of the instrument. Results obtained from the pilot study provided evidence that the ILQ instrument possesses high levels of internal reliability and satisfactory levels of concurrent validity. It can therefore be claimed that the ILQ instrument would serve as a valuable diagnostic tool for organisations who wish to improve their innovative capabilities.<br>AFRIKAANSE OPSOMMING: Die mate waartoe organisasies suksesvol sal wees in die huidige globale besigheidsomgewing sal bepaal word deur hul vermoë om innoverend op te tree. Dit is belangrik om daarop te let dat kreatiwiteit en innovasie nie spontaan sal plaasvind binne ‘n spankonteks nie, maar eerder die resultaat sal wees van doelbewuste praktyke en gedrag deur spanlede. Die huidige globale besigheidsomgewing word gekenmerk deur konstante verandering en lei daartoe dat leierskap belangriker as ooit geag word vanweë die feit dat leiers beskou word as die dryfkrag vir verandering en verantwoordelik is vir organisasie sukses. Spanleiers in organisasies moet ‘n essensiële rol vervul met betrekking tot die stimulering en fasilitering van innoverende gedrag in hul ondergeskiktes. Die feit dat sommige leiers dit regkry om suksesvol innoverende gedrag in hul ondergeskiktes te stimuleer en te fasiliteer, terwyl ander leiers misluk om dit reg te kry, word deur sommige individue aan ‘n klein aantal eenvoudige veranderlikes toegeskryf – dit is egter nie die geval nie. Die feit dat sommige leiers dit regkry om suksesvol innoverende gedrag in hul ondergeskiktes te stimuleer en te fasiliteer, kan toegeskryf word aan die feit dat hierdie leiers oor sekere bevoegdhede beskik gebaseer op spesifieke stelle kennis, vaardighede en houdings. Die innovasieproses bestaan uit vier onderskeie fases (idee-generering, idee-evaluering, bepaling van uitvoerbaarheid en kommersialisering) en werkspanne sal slegs innoverende uitkomstes behaal indien hulle suksesvol vorder deur elkeen van hierdie vier fases. Die realiteit is egter dat die innovasieproses inherent gevul is met uitdagings wat oorkom sal moet word deur spanlede indien innovasie enigsins sal floreer in die spanne. Dit is dus noodsaaklik dat leiers ‘n spesifieke versameling kennis, vaardighede en houdings sal aanwend om die pogings van ondergeskiktes suksesvol te bestuur deur die verskeie fases van die innovasieproses. Om kennis te dra omtrent die spesifieke leierskap-bevoegdhede – gebaseer op kennis, vaardighede en houdings – wat innoverende gedrag in ondergeskiktes sal stimuleer en fasiliteer, sal van onskatbare waarde wees vir organisasies. Die doel van hierdie studie was gevolglik om ‘n meetinstrument te ontwerp wat die bevoegdhede sal meet waaroor leiers moet beskik indien hulle beoog om suksesvol innoverende gedrag in hul ondergeskiktes te stimuleer en te fasiliteer. ‘n Meetinstrument van hierdie aard sal organisasies en hul bestuur in staat stel om opleiding en ontwikkeling programme nommerpas te maak en sodoende spesifieke bevoegdhede in hul leiers te ontwikkel. ‘n Loodsstudie is vervolgens uitgevoer om inligting rakende die psigometriese eienskappe van die instrument te verkry. Die resultate het getoon dat die ILQ oor hoë vlakke van interne betroubaarheid beskik, asook bevredigende vlakke van samevallende geldigheid. Die aanspraak kan gevolglik gemaak word dat die ILQ as ‘n waardevolle diagnostiese instrument vir enige organisasie sal dien wat beoog om hul innoverende vermoë uit te brei.

The research problem addressed in this study was to analyse and report on the development of the Coega Industrial Development Zone as an infrastructure for renewed entrepreneurial activity and profitable management of existing firms in the Eastern Cape. To achieve this objective, a literature study was undertaken to assess the potential benefits achieved at similar industrial development zones around the world and what could be learnt from these developments which will make the Coega Industrial Development Zone workable. The Empirical results obtained, indicate that most local companies are confident that the Coega industrial Development Zone will be beneficial to the region. In conclusion, various recommendations have been made with regard to the findings ascertained in the Empirical Study.

Thesis (MBA)--Stellenbosch University, 2006.<br>ENGLISH ABSTRACT: 'Our industrial development zones have not performed as we have expected - we need to revisit the incentives that we give in these zones', says the deputy president of South Africa, Phumzile Mlambo-Ngcuka (Business Report, 2005: http://www.ecdc.co.za/media/article.asp?pageid=929). This statement raises 2 important questions. Firstly, how was the deputy president able to conclude that these zones have underperformed and secondly, which incentives must South Africa offer potential investors to turn around the fortunes of their programme? To determine how performance can be measured, two investigations were consulted to come up with a list of ten criteria against which export processing zones can be measured to determine whether they have performed successfully or not. As experts are of the opinion that industrial development zones run along similar lines to export processing zones, these criteria could very easily be applied to measuring the success of the former as well. The list includes: • Location • A politically and socially stable host country • High business confidence • Adequate infrastructure • Incentives on offer and administrative set-up • Employment creation • Backward linkages and technology transfer • Foreign exchange eamings • The availability of a competitive labour force • Market accessibility By assessing the zones in Mauritius and Namibia in terms of these criteria, it becomes clear why Schulze (1999: 182) states that Mauritius has become the shining star on the horizon of successful export processing zones and why Tabby Moyo (1999: 1), deputy news editor at The Namibian, is of the opinion that Namibia has so far achieved dismal results. The South African industrial development zone programme was started in the late 1990's and the zones - which are located at Coega, East London, Richards Bay and the Johannesburg International airport - have been in operation for too short a period to allow accurate conclusions to be made about their performance in terms of the ten criteria listed above. However, since their inception, these zones have attrac1ed less than R3.5-billion in planned investments despite the government spending more than R4-billion on infrastructure (www.eedc.co.zalmedia/article.asp?pageid=929). To make these investment-starved zones more attractive to foreign investors, the South African government and the National Treasury, in particular, will have to offer potential investors a much more comprehensive incentive package. They need to: • Review the tax incentives they offer; • Maintain the country's general business; • Make the country's labour laws more flexible; • Increase the literacy rate of the labour force; • Lower the cost of transport, energy and telecoms; • Articulate a vision, build consensus around It and move to action this vision. South Africa needs a world class industrial development zone programme as Schulze (1999: 170) sums it up nicely when he says that free trade zones can indeed contribute to domestic economic growth which will thereby help to alleviate the country's dramatic unemployment rate in addition to enhancing foreign commerce, generating additional foreign exchange and attracting foreign investment. Improvements that South Africa can greatly benefit from.<br>AFRIKAANSE OPSOMMING: 'Our industrial development zones have not performed as we have expected - we need to revisit the incentives that we give in these zones', verklaar die adjunkpresident van Suid-Afrika, Phumzile Mlambo-Ngcuka (Business Report, 2005: hltp:/lwww.ecdc.co.za/media/article.asp?pageid=929). Hierdie stelling wek twee belangrike vrae. Eerstens, hoe was dit vir die adjunk-president moontlik om tot die slotsom te kom dat hierdie sones onderpresteer en tweedens, watter tipe aanmoedigingsmaatreels moet Suid Afrika aan potensiele beleggers bied om 'n ommekeer in die voorspoed van die programme te bewerkstellig? Twee ondersoeke is geraadpleeg ten einde vas te stel hoe prestasie gemeet kan word. Hieruit is 'n Iys van tien kriteria bepaal waarteen uitvoerproseseringssones gemeet kan word om vas te stel of hulle suksesvol presteer of nie. Aangesien deskundiges van mening is dat nywerheidsontwikkelingssones op soortgelyke basis as die van uitvoerproseseringssones funksioneer, kan hierdie kriteria ewe maklik toegepas word om die sukses van die eersgenoemde te bepaal. Die Iys sluit die volgende in: • Ligging; • 'n Politieke en sosiaal standvastige gasheerland; • Hoe handelsvertroue; • 'n Bevredigende infrastruktuur; • Die aanbieding van aanmoedigingsmaatreels en 'n administratiewe opset; • Werkskepping; • Terugskakeling en tegnologiese oordrag; • Buitelandse valuta inkomste; • Die beskikbaarheid van 'n kompeterende werksmag; • Toegang tot die mark. Deur die sones in Mauritius en Namibia te evalueer na aanleiding van hierdie kriteria, word dit duidelik waarom Schulze (1999:182) verklaar dat Mauritius die skynende ster op die horison geword het van suksesvolle uitvoerproseseringssones en waarom Tabby Moyo (1999:1), adjunk-redakteur vir The Namibian, van mening is dat Namibia tot dusver uiters swak resultate behaal het. Die Suid Afrikaanse nyweheidsontwikkelingssone program het in die laat 1990's begin en die sones - Coega, Oos Londen, Richardsbaai en die Johannesburgse Internasionale Lughawe - is nog vir te kort 'n periode in werking om 'n akkurate gevolgtrekking te maak van hulle prestasie in terme van die voorafgenoemde tien kriteria. Nogtans, sedert hul begin, het hierdie sones minder as R3.5b in beplande investering gelok ten spyte daarvan dat die regering meer as R4b op infrastruktuur spandeer het (www.eedc.co.za/media/article.asp?pageid=929). Om hierdie beleggingshonger sones meer aanloklik te maak vir buitelandse beleggers, sal veral die Suid Afrikaanse Regering en die Nasionale Tesourie 'n meer omvattende aanmoedigingspakket aan potensiele beleggers moet bied. Hulle sal die volgende moet doen: • Die belastingsaanmoedigings wat hulle tans bied, te hersien; • Die land se algemene sakebedryf te ondersteun; • Arbiedswetgewing meer buigbaar maak; • Die geletterdheid onder die ambagsmag te verhoog; • Vervoer-, energie- en telekommunikasie koste te verlaag; • 'n Visie artikuleer, konsensus daar random bou en hierdie visie tot aksie te transformeer. Suid Afrika benodig 'n wereld-gehalte industriele ontwikkelingssone-program soos wat Schulze (1999:170) goed opsom wanneer hy sê dat vrye handelsones inderdaad kan bydra tot binnelandse ekonomies groei wat kan help om die land se dramatiese werkloosheid syfer te verlaag asook om buitelandse handel te bevorder. Hierdeur kan addisionele buitelandse valuta gegenereer word en buitelandse beleggings gelok word. Suid-Afrika kan baie baat vind by hierdie verbeterings.

From Integrative Summary: This research paper comprises of three sections that include: an evaluation report, a literature review and the research methodology. The first section assesses the management of resistance to change as encountered during the ELIDZ structural re-alignment initiative. The assessment was done after the change initiative had been implemented to see what could be learnt from the exercise, in order to be better prepared for future change programmes. The implemented change was initiated by the CEO of the ELIDZ but its criticality in terms of purpose, or the need for the change was unclear to many employees at the time of initiation. An examination of the literature on change management highlighted the importance of managing resistance to change as part of a change initiative, so as to ensure a successful transition. The review of the literature on management of resistance to change in section 2 of this paper examines the definition of management of resistance to change and in particular, covers key factors like change readiness, participation in change and change communication. These key concepts underpin effective management of resistance during change. The literature on management of resistance to change with respect to the role of change readiness, participation in change and change communication was used to develop a questionnaire that was used to assess the ELIDZ change initiative. The questionnaire was developed in a Likert Scale format with questions across the spectrum of change readiness, change participation and change communication. Section 3 of this paper describes how the quantitative research was provided to the population sample of employees from the ELIDZ where the questions on change readiness, change participation and change communication was used to assess the effectiveness of management of resistance to change during the ELIDZ change initiative. In addition section 3 provides an explanation of how the results of the research were derived. The results on change readiness suggest that the ELIDZ change initiative did not address change readiness adequately. There is therefore a risk of resistance to change that could manifest. This also indicates that change readiness must be planned more thoroughly in future change endeavours. Most of the population sampled did not feel that they participated in the change initiative, suggesting that the ELIDZ did not address participation in the change initiative adequately. Not enabling employees to actively participate in the change is tantamount to decreasing the potential for acceptance of change and increasing the risk of resistance to change. In order to ensure that future change initiatives are not met with employee resistance to change, the ELIDZ should plan for employee participation throughout the change process. The extent to which change communication was addressed in the ELIDZ change initiative was demonstrated by very poor results. The results from the population sampled suggest that the change was not well communicated to employees. As change communication is known to reduce the potential for resistance to change, it is imperative for the ELIDZ to plan for comprehensive communication strategies to cover the change process for future change action.

The use of autonomous robots in industrial applications is growing in popularity and possesses the following advantages: cost effectiveness, job efficiency and safety aspects. Despite the advantages, the major drawback to using autonomous robots is the cost involved to acquire such robots. It is the aim of GMSA to develop a low cost AGV capable of performing material handling in an industrial environment. Collective autonomous robots are often used to perform tasks, that is, more than one working together to achieve a common goal. The intelligent controller, responsible for establishing coordination between the individual robots, plays a key role in managing the tasks of each robot to achieve the common goal. This dissertation addresses the development of an AGV capable of such functionality. Key research areas include: the development of an autonomous coupling system, integration of key safety devices and the development of an intelligent control strategy that can be used to govern the operation of multiple AGVs in an area.

The thesis critically and empirically examines the development of manufacturing in Zimbabwe, through a case study of the metal engineering sector, following the introduction of the structural adjustment programme (ESAP) in 1990/91. Original field research of manufacturing firms and supporting organisations was conducted in Zimbabwe during 1995 and 1996. A theoretical framework is applied using concepts of institutional legacy and path dependency. This provides an alternative approach to use of neo-classically based analytical frameworks. It is concluded that orthodox economic approaches are inadequate as a basis for improving the prospects for successful industrial development, especially in sub-Saharan Africa. There is a need to improve the understanding of a country's changing social relations, in their historical context. This includes analysing patterns of agency within and between institutions and the individuals that comprise them. In part this can be accomplished by examining class and power relations and conflicts. Zimbabwe's structural adjustment programme was not followed by industrial rejuvenation and expansion. Firm performance varied in ways that cannot be explained using conventional economic approaches. Overall, there has been: a lack of technological and organisational improvements and industrial investment; a decline in real wages and industrial employment; and, a lack of skills improvement across firms and supporting organisations. Zimbabwean industrial development suffers from a dislocation of interest between those owning most of the productive industrial capital and those formulating policies that affect industry. The capitalist class is fragmented between historically established white capitalists, and emergent indigenous or black interests. Explanations are offered for the observed weaknesses of supporting institutions, including government ministries, training organisations and workers' and employers' organisations. The findings make a strong case that without better data collection from firms and an improved understanding of historical contexts and constraints, policy shifts to promote industrial development will not have the desired results. Even though the research collects a better data set than previously available, it is difficult to draw the types of definite conclusions and recommendations presented by most commentators on the same questions.

In March 2002, the Coega Development Cooperation (CDC) announced that the infrastructure design was complete, and the Coega Industrial Development Zone (IDZ) was declared the first IDZ in South Africa. The Coega IDZ was established to improve the delivery of infrastructure in the Eastern Cape by addressing skill shortages, unemployment, constrained planning and project management capacity, under-expenditure, sub-standard infrastructure, and inefficiencies that characterise delivery of infrastructure by government in South Africa generally and the Eastern Cape Province in particular. In the process, socio-economic development and transformation in the Eastern Cape and South Africa as a whole will be advanced. The primary objective of the study was to investigate the extent to which the various determinants of foreign direct investment (FDI) influence the investment promotion strategy (IPS) used by the CDC, and how these determinants can be used in the IPS to increase the number of signed investors at the CDC.

Submitted in fulfilment of the requirement for the degree MAGISTER TECHNOLOGIAE in Quality Faculty of Engineering CAPE PENINSULA UNIVERSITY OF TECHNOLOGY, 2012<br>Post apartheid South Africa experienced major economic turbulence with poverty, unemployment and skills shortage, with most manufacturing and other key economic sectors affected by poor productivity and a subsequent downsizing of their labour work force. At the same time, many economic opportunities arose, including the full impact of globalisation, the emergence of China and Africa as economic partners and becoming a full member of the Brazil, Russia, India, China and South Africa (BRICS) economic development group by the year 2010. The government and business communities at large realised the necessity for skills augmentation in order to expedite economic development and alleviate the scarcity of employment opportunities and growth across the major economic sectors. The backdrop of the economic upheaval of 2008 and 2009 placed manufacturing firms under pressure to reconsider their current operational strategies by streamlining their organisations and adopting aggressive lean and cost saving approaches in order to remain competitive. There is a perceived lack of alignment between industry and institutions alike, sometimes resulting in a perception that graduating industrial engineers do not entirely match industry expectations. Thus, it is imperative to explore the articulation and relationship between those industries that rely on the skills of industrial engineering technologists and the graduate industrial engineers with emphasis on the skills expectations as stressed by the national priorities and the academic capacity to meet these skills expectation in today’s competitive professional arena. This perceived lack of alignment between end user requirements and the service provided falls within the ambit of the field of quality management. This study focuses on two main sample groups within two areas of interest: • The industrial engineering student community and their respective academic environments; and • the relevant industrial engineering industry and its working environment. A self-administered questionnaire coupled with a number of interviews is employed in order to gather the required data. Grouped samples, involve the relevant industry employers, students and academic institutions. The research explores the pertinent roles and responsibilities expected of industrial engineers and industrial engineering technologists on entry into the working environment, as compared to the current level of training offered by various institutional bodies as expressed by the South African qualifications authority (SAQA) and the national qualifications framework (NQF). The validation of the analysis and outcomes of the study culminates through the exploration of the following: • The influence of skills levels on productivity within the relevant industrial engineering industries. • The demand and supply of industrial engineering skills. • Skilling industrial engineering graduates for their required roles and responsibilities. • Governing bodies responsible for the curriculation of industrial engineering programmes, offered by institutions of higher learning. The study aims to proffer valuable knowledge by identifying better opportunities for employment in the industrial engineering field, the addition of value towards better industrial engineering schooling and output quality of students emerging from institutions, and lastly superseding earlier misconceived perceptions of industrial engineering.

This thesis consists of three independent but thematically related papers exploring the income determination process in African labour markets from spatial and sectoral perspectives. Using long-run household panel data from rural Tanzania, chapter 2 investigates the extent to which education can explain migrants' income and consumption gains. We expect that the higher return to schooling at the destination primarily drives migrants' gains, suggesting that those who cannot afford the cost of schooling cannot reap the benefits of migration. We find that education indeed plays the role, but that it does not appear to be a major factor in limiting the internal migration as a source of raising income and consumption. Exploiting data drawn from urban household panel surveys in Ghana and Tanzania, chapter 3 investigates how rural-to-urban migrants' earnings compare with those of natives in urban labour markets. The chapter attempts to identify the growth of migrants' earnings at the destination (assimilation), making a distinction between wage and self-employed migrants. We find that wage-dependent migrants would achieve higher lifetime earnings if they entered a self-employed sector from their arrival, conditional on individuals' attributes and the varying returns to those attributes across urban residents. The evidence points towards the importance of capital constraints in a decision to start a business. Using firm-level data of manufacturing and retailing from the Enterprise Surveys conducted in seven Sub-Saharan African countries, chapter 4 attempts to improve our understanding of enterprise performance in urban Africa by investigating three aspects of firms' productive structure: technology, total factor productivity (TFP), and firm size. We find that the technology is similar between sectors, that retailing firms are smaller and less capital intensive but not, on average, ones with lower TFP, and that TFP differences are primarily within sectors. All these findings might point towards the importance of factor prices in characterising the industrial structure in urban Africa.

Bibliography: leaves 123-136.<br>Recognition of the need to develop black employees' interpersonal skills in order that they cope with the demands of the western business environment formed the backdrop to this study. The use of currently available self-report measures of assertiveness to assess behaviour change was questioned in terms of their psychometric properties and relevance to the black employee working in South African organisations. The aim of this study, therefore, was to develop a self-report instrument to measure assertiveness of black employees in work organisations. Another objective was the assessment of criterion-related validity. Information gathered from 12 in-depth interviews was used in the writing of new items and assisted in the modification of items from available self-report assertiveness measures. A preliminary questionnaire, consisting of 55 items was subsequently developed. After a number of changes, the questionnaire, consisting of a four-point Likert scale, was distributed to 80 potential respondents for the pilot study. A response rate of 37.5% enabled the analysis of 30 pilot study questionnaires. After further changes, 450 questionnaires were distributed through training and personnel managers from 10 major South African organisations sampling both the commercial and manufacturing business sectors. A response rate of 57% (240 questionnaires) allowed for the analysis of 234 usable questionnaires. The statistical analysis of responses was done by using both item and factor analytic techniques. After two phases of analysis a 20 item instrument with a three factor structure emerged. The first factor was labelled "anxiety behaviour in interpersonal situations", the second, "collaborative and complimentary behaviour", and the third factor "confronting behaviour". A sub-sample (n = 48) of peer-and self-ratings were correlated for each of the three factors to establish criterion-related validity. Results of this study supported the multidimensional and situation specific nature of the assertiveness construct. The value of developing measuring instruments suited to local conditions was also emphasised. However, the inadequate construct validity and reliability of the instrument indicates the need for further research before - application of the measure in decision making regarding the assertive behaviour of black employees.

There is a consensus globally that climate change is one of the biggest challenges facing operations. Immediate actions are required to reduce the carbon footprint in order for the environment to endure future logistics processes and activities (The National Treasury department of South Africa, 2010). Greenhouse gases (GHGs) are emissions generated from manufacturing processes, distribution networks and treatments processes (Verfaillie and Bidwell, 2000). Companies globally are expected to monitor pollution and focus on reducing the discharge of pollutants. Logistics Managers are therefore pressured to reduce the carbon footprint as it affects the environment and our health. Companies are becoming more concerned with the impact of various activities and processes on the environment. Traditional logistics models, primarily focuses on minimising cost with little focus on the environmental impact and sustaining operations for the future (Sbihi and Eglese, 2009) General Motors (GM) is a multi-national vehicle manufacturer with operations in various countries. GM filed for bankruptcy in 2009 resulting in the formation of the new GM; one of the focus areas was to ensure sustainability which resulted in the introduction of the ‘Sustainability in motion’ program in 2009 (New York Times, 2009). General Motors South Africa (GMSAf) is a vehicle assembler with manufacturing facilities and head offices located in Port Elizabeth. The company is a wholly owned subsidiary of the multinational General Motors Company. The aim of the research is to determine whether a culture that promotes environmentally conscious behaviour exists within employees and their relationships within a team, with management, stakeholders and suppliers. The study will assist in highlighting areas which need improvement to enable the creation of environmentally sustainable initiatives and implementation thereof. The empirical study revealed that the following management commitment, education and training, performance management and participation and involvement were important factors in the effective implementation of an environmental sustainability program.

Thesis (MBA)--Stellenbosch University, 2001.<br>ENGLISH ABSTRACT: The replacement of earthmoving machines forms a significant portion of the annual capital expenditure on South African mines. The decision on the timing of the replacement varies substantially between different operations, but frequently it is not based on any scientific study or analysis. The reason for this is that most textbooks propose complex calculations for the determination of an optimal replacement point, and subsequently the mathematical effort serves as a deterrent to those who are tasked with replacement evaluation. This study proposed a simple graphic method which is suitable for everyday use, and which can quickly be adapted when conditions change. The model furthermore makes provision for the analysis of the replacement of both the current machines (the so-called defenders) as well as an evaluation of potential replacement machines (the so-called challengers). In addition, the model also makes provision for the incorporation of non-cash factors, such as productivity and reliability.<br>AFRIKAANSE OPSOMMING: Die jaarlikse vervanging van grondversuiwing masjienerie maak 'n groot deel uit van die kapitaalplan van die meeste Suid-Afrikaanse myne. Die metode van besluitneming oor die presiese tydsberekening van die vervanging verskil ook tussen die verskillende organisasies, maar dit is selde gebaseer op 'n wetenskaplike analiese. Die rede hiervoor is dat die meeste handboeke komplekse wiskunde modelle voorstel vir die berekening van 'n optimate masjien vervangingspunt. The kompleksiteit gee daartoe aan dat baie nie kans sien om dit te probeer doen nie, en gevolging wegskram van enige analise. Hierdie studie projek stel 'n eenvoudige grafiese model voor vir allerdaagse gebruik, wat ook vinning gewysig kan word as toestande verander. The model maak ook voorsiening vir die analise van beide die huidige masjien (die sogenaamde verdediger) se optimale vervangingspunt, sowel as die evaluasie van potentiele nuwe masjiene (die sogenaamde aanvallers.) Die model maak verder ook voorsiening vir faktore wat nie normaalweg in geldwaarde beskryf word nie soos byvoorbeeld produktiwiteit en betroubaarheid.

Thesis (MComm)--University of Stellenbosch, 2007.<br>ENGLISH ABSTRACT: Understanding and measuring job performance constructs enables organisations to utilise their human resources more effectively. The job performance of workers can be conceptualised on two levels, namely on a job result or outcome level (e.g. sales figures, units produced) and on a behavioural level (e.g. planning a budget, attentiveness to customers). To the extent that the former is within the control of the worker responsible, its success is a function of the worker’s behaviour on the job. Successful performance on the job outcome level for which the job exists thus requires specific levels of performance (i.e., competence) on the behavioural competencies in that the latter complexly determines the former. The level of performance achieved on the outcome level could, however, also recursively feed back onto the level of performance reached on the behavioural competencies. A complex network of causal influences thus exist between the job outcomes for which the job exists and the latent behavioural competency variables. Although this multi-dimensional structural model between job behaviour and job outcomes are widely recognised in theory, it is not often developed or tested in practice. Such models will give credence to performance criteria used as part of performance management and will also assist organisations in selecting and evaluating job success predictors. In addition, these models can serve as diagnostic tools for organisational development. This research study develops and evaluates a performance or competency structural model for branch managers in the clothing retail industry. The results seem to suggest a reasonable good fit for the exogenous model (i.e. competency measurement model), but a poor fit for the endogenous model (i.e. job outcomes measurement model). Due to estimation problems with the endogenous model, multiple regression analysis is used instead of the more appropriate analysis in this case, structural equation modelling, for evaluating the structural model. The regression results confirm the importance of certain competencies in terms of unit performance and provide understanding of the rather complex performance domain.<br>AFRIKAANSE OPSOMMING: Die verstaan en meet van posprestasie stel organisasies in staat om hul menslike hulpbronne meer effektief te bestuur. Die posprestasie van werkers kan op twee vlakke gekonseptualiseer word, naamlik op ‘n posuitkomsvlak (bv. verkoopssyfers, eenhede geproduseer) en op ‘n gedragsvlak (bv. beplanning van ‘n begroting, oplettendheid teenoor klante). Sukses op die eersgenoemde vlak, in die mate waartoe dit binne die beheer van die verantwoordelike werker is, is ‘n funksie van die werker se gedrag in die werk. Suksesvolle prestasie op die posuitkomsvlak, waarvoor die pos bestaan, vereis dus spesifieke vlakke van prestasie (dws. bevoegdheid) op die gedragsvlak deurdat die laasgenoemde die eersgenoemde op ‘n komplekse wyse bepaal. Die vlak van prestasie behaal op die uitkomsvlak sou egter ook ’n terugvoereffek kon hê op die vlak van prestasie op die gedragsbevoegdhede. ‘n Komplekse netwerk van kousale invloede bestaan dus tussen die posuitkomse waarvoor die pos bestaan en die latente gedragsbevoegdhede veranderlikes. Alhoewel hierdie multi-dimensionele strukturele model tussen werksgedrag en posuitkomste wyd erken word in die teorie, word dit nie algemeen ontwikkel of getoets in die praktyk nie. Sulke modelle sal geloofwaardigheid bied aan prestasiekriteria wat aangewend word as deel van prestasiebestuur en sal ook bydra tot organisasies se seleksie en evaluasie van voorspellers vir possukses. Hierdie modelle kan verder as diagnostiese instrumentasie dien vir organisasieontwikkeling. Hierdie navorsingstudie behels die ontwikkeling en evaluering van ‘n strukturele prestasie- of bevoegdheidsmodel vir takbestuurders in die klere-kleinhandelindustrie. Die resultate blyk ‘n redelike goeie passing aan te dui vir die eksogene (bevoegdheids-) model, maar ‘n swak passing vir die endogene (posuitkoms-) model. As gevolg van beramingsprobleme met die endogene model word meervoudige regressieontleding gebruik in plaas van strukturele vergelykingsmodellering wat ‘n meer toepaslike analise in hierdie geval sou wees. Die regressieresultate bevestig die belangrikheid van sekere bevoegdhede in terme van eenheidsprestasie en werk mee om ‘n redelike komplekse prestasiedomein meer verstaanbaar te maak.

The research problem addressed in this study was to analyse and report on the potential use of Spoornet’s excess warehousing to support the Industrial Development Zones (IDZs) in the Eastern Cape. In order to achieve this objective, a literature study was undertaken to ascertain the world-class practices for warehousing. A study was conducted on Spoornet strategy in order to determine whether the company can apply its existing strategy for warehouse operations. The empirical results obtained, indicated that there would be a need for warehousing to support the IDZs in the Eastern Cape. There would be opportunities for storage of raw materials, distribution of parts for production, and finished goods to be delivered to consumers. Spoornet has gained ground on its competitor with respect to logistics and has progressed with its “Freight Logistics Solution” initiative. In conclusion it was recommended that Spoornet uses its existing strategy and convert their goods sheds into world-class warehousing. The warehouse space can be used as a trade-off to gain rail clients.

Thesis (PhD)--Stellenbosch University, 2014.<br>ENGLISH ABSTRACT: This study is rooted in career psychology with implications for career management. In addition, the study draws from various fields including the positive organisational behaviour paradigm. The underlying assumption of this study is that certain organisational and individual factors influence the experience of subjective career success amongst black employees in the South African work environment. In order to evaluate this assumption an attempt was made to gain an understanding of the antecedents of subjective career success. An overview of the literature led the researcher to the conclusion that transformational leadership, job resources, supportive organisational climate, psychological empowerment, and psychological capital (PsyCap), could be regarded as antecedents of subjective career success. Based on the literature, a theoretical model was developed that portrays a sequential process within which the identified variables play roles that vary in salience, depending on the stage in the sequential process. A mixed-methods research design was employed to guide the investigation. More specifically, the study consisted of a qualitative strand, followed by two quantitative strands. In the qualitative strand (Phase 1), a semi-structured interview was used to obtain information about the factors influencing career success from 30 black employees in white-collar jobs from three different South African organisations. The purpose of the qualitative strand was two-fold, firstly to seek confirmation that the instruments utilised covered the most salient issues. Secondly, to obtain guidance on how to supplement constructs that were not adequately covered, before continuing with the subsequent quantitative strands. The outcome of Phase 1 provided evidence of sufficient coverage of the variables as based on the literature review. However, it was decided to add three questions to the job resources measuring instrument, as well as two items to the supportive organisational climate instrument. During both the quantitative strands, survey research was used. To facilitate the collection of data during the survey research, an electronic web-based questionnaire was compiled. Standardised questionnaires were utilised to measure each of the ten constructs. The purpose of Phase 2 was to pilot test the composite questionnaire. A total of 220 usable questionnaires were analysed during Phase 2 with regard to the psychometric properties associated with each of the constructs. Evidence of the psychometric properties was obtained by means of internal consistency, confirmatory and exploratory factor analysis. All the instruments used in Phase 2 had acceptable reliabilities and goodness-of-fit, with the exception of the psychological capital instrument (PCQ). More specifically, less than satisfactory reliability coefficients were observed for resilience (α= .60) and optimism (α= .48). On the basis of this, no changes were made to the content of the instruments for use in Phase 3. However assumptions about the factorial structure of the job resources scale had to be revisited. The outcome of Phase 2 was a set of reliable and valid measuring instruments that could be used with confidence. The purpose of Phase 3 was to evaluate thirteen propositions guiding the current study. A total of 418 usable questionnaires were analysed during Phase 3. During Phase 3, further confirmation was found that all the instruments used had acceptable reliabilities, as well as goodness-of-fit. In addition, correlation analysis, step-wise multiple regression and structural equation modelling (variance and covariance-based) were employed. All the independent variables were significantly related to the dependent variable, subjective career success, except for objective career success (past). Job resources, psychological capital and supportive organisational climate, however, were the only significant predictors of career success. In order to evaluate the appropriateness of the proposed sequential model, both variance and covariance-based structural equation modelling were used. Model exploration was facilitated by the use of variance-based structural equation modelling. Both non-significant paths, as well as significant, but weak paths, were removed during the exploration process. The covariance-based approach allowed the utilisation of modification indices to arrive at an optimal model. A model consisting of only the significant paths were subjected to covariance-based structural equation modelling. The modification indices suggested adding three direct paths between subjective career success and transformational leadership, job resources, as well as supportive organisational climate. However, in the optimal model, the direct path between transformational leadership and subjective career success was excluded due to not being statistically significant. In the optimal model all the proposed paths were significant. Acceptable goodness-of-fit was obtained for this optimal model. The results of Phase 3 provided evidence supporting the majority of the thirteen propositions that guided the current study. With the unique combination of variables, this study can be seen as making a contribution to the existing theory and literature by explicating the interrelationships between transformational leadership, job resources, supportive organisational climate, psychological empowerment, psychological capital (PsyCap), and subjective career success. The researcher made recommendations for future research, as well as for scientific and practical interventions regarding the development of subjective career success.<br>AFRIKAANSE OPSOMMING: Hierdie studie is gegrond in loopbaansielkunde met implikasies vir loopbaanbestuur. Hierbenewens het die studie op verskeie velde gesteun, insluitend, en veral, die positiewe organisatoriese gedragsparadigma. Die onderliggende aanname in die studie was dat die ervaring van subjektiewe loopbaansukses onder swart werknemers in die Suid-Afrikaanse werkomgewing deur sekere organisatoriese en individuele faktore beïnvloed word. Ten einde hierdie aanname te evalueer, is gepoog om ’n begrip te vorm van die aanleidende oorsake van subjektiewe loopbaansukses. ’n Literatuuroorsig het die navorser tot die slotsom gebring dat transformasionele leierskap, werkhulpbronne, ondersteunende organisatoriese klimaat, sielkundige bemagtiging en sielkundige kapitaal (PsyCap) as oorsaaklike faktore van subjektiewe loopbaansukses beskou kan word. ’n Teoretiese model wat op die literatuur gebaseer was, is ontwikkel om ’n opeenvolgende proses waarin die geïdentifiseerde veranderlikes wissellende rolle ten opsigte van prominensie speel, weer te gee. ’n Gemengde-metodes-ontwerp is in die navorsing gebruik om die ondersoek te rig. Meer besonderlik het die studie ’n kwalitatiewe fase behels, wat deur twee kwantitatiewe fases gevolg is. In die kwalitatiewe fase (Fase 1) is semigestruktureerde onderhoude met 30 swart gesalarieerde werknemers in drie verskillende Suid-Afrikaanse organisasies gevoer om inligting oor die faktore wat loopbaansukses beïnvloed, in te win. Die doel van die kwalitatiewe fase was tweeledig: eerstens om bevestiging te verkry dat die instrumente wat gebruik is, die mees belangike kwessies gedek het. Tweedens was die doel om uit te vind hoe om die konstrukte wat nie behoorlik gedek is nie, aan te vul voordat daar met die daaropvolgende kwantitatiewe fases voortgegaan word. Die uitkoms van Fase 1 het getuienis gelewer dat daar, soos op die literatuuroorsig gebaseer, voldoende dekking van die veranderlikes was. Daar is egter besluit om drie vrae by die meetinstrument vir die meet van werkhulpbronne by te voeg, sowel as om twee items by die meetinstrument vir die meet van ondersteunende organisatoriese klimaat by te voeg. Opname-navorsing is gedurende beide kwantitatiewe fases gebruik. ’n Elektroniese web-gebaseerde vraelys is opgestel om die opname-navorsing te vergemaklik. Gestandaardiseerde vraelyste is gebruik om elk van die tien konstrukte te meet. Die doel van Fase 2 was om ’n voortoetsing met die saamgestelde vraelys uit te voer. Twee honderd en twintig bruikbare vraelyste is gedurende Fase 2 ontleed met betrekking tot die psigometiese eienskappe wat met elk van die konstrukte geassosieer was. Getuienis omtrent die psigometriese eienskappe van die meetinstrumente is deur middel van interne konsekwentheid, en bevestigende en ondersoekende faktorontleding verkry. Al die instrumente wat in Fase 2 gebruik is, het aanvaarbare betroubaarheid en goeie passing getoon, met die uitsondering van die sielkundige kapitaal (PsyCap) instrument, meer spesifiek, minder aanvaarbare vlakke van betroubaarheid is gevind in die geval van veerkragtigheid (α= .60) en optimisme (α= .48). Daar is egter geen veranderinge vir gebruik in Fase 3 aan die inhoud van die instrumente aangebring nie. Aannames ten opsigte van die faktoriale struktuur van die werkhulpbronneskaal moes egter hersien word. Die uitkoms van Fase 2 was ’n betroubare en geldige stel meetinstrumente wat met vertroue gebruik kon word. Die doel van Fase 3 was om die dertien hipoteses wat die huidige studie gerig het, te evalueer. Hiervoor is 418 bruikbare vraelyste tydens Fase 3 ontleed. Verdere bevestiging dat al die instrumente aanvaarbare betroubaarheid, asook goeie passing getoon het, is tydens Fase 3 verkry. Daarbenewens is korrelasie-ontleding, stapsgewyse meervoudige regressie en strukturele vergelykingsmodellering (variansieen kovariansie-gebaseerd) gebruik. Behalwe vir objektiewe loopbaansukses (vorige), was al die onafhanklike veranderlikes beduidend verwant aan die afhanklike veranderlike, naamlik subjektiewe loopbaansukses. Werkhulpbronne, sielkundige kapitaal en ondersteunende organisatoriese klimaat was egter die enigste beduidende voorspellers van loopbaansukses. Beide variansie- en kovariansie-gebaseerde strukturele vergelykingsmodellering is gebruik om die toepaslikheid van die voorgestelde konseptuele model te evalueer. Verkenning van die model is met gebruik van variansie-gebaseerde strukturele vergelykingsmodellering bewerkstellig. Beide nie-beduidende bane, sowel as beduidende, maar swak bane, is tydens die verkenningsproses verwyder. Met die benutting van modifikasie-indekse het die kovariansie-gebaseerde benadering dit moontlik gemaak om ’n optimale model daar te stel. Die model, wat slegs uit die beduidende bane bestaan het, is aan kovariansie-gebaseerde strukturele vergelykingsmodellering onderwerp. Die modifikasie-indekse het die toevoeging van drie direkte bane tussen subjektiewe loopbaansukses en transformasionele leierskap, werkhulpbronne, en ondersteunende organisatoriese klimaat voorgestel. In die optimale model is die direkte baan tussen transformasionele leierskap en subjektiewe loopbaansukses egter uitgeskakel omdat dit nie statisties beduidend was nie. Al die voorgestelde bane was in die optimale model beduidend en goeie passing is vir hierdie optimale model verkry. Die resultate van Fase 3 het bewys gelewer vir die aanvaarding van die meerderheid van die dertien hipoteses wat die huidige studie gerig het. Vanweë die ontwikkeling van die onderlinge verband tussen transformasionele leierskap, werkhulpbronne, ondersteunende organisatoriese klimaat, sielkundige bemagtiging, sielkundige kapitaal (PsyCap), en subjektiewe loopbaansukses, kan hierdie studie, met hierdie unieke samestelling van veranderlikes, as bydraend tot die bestaande teorie en literatuur beskou word. Die navorser doen aanbevelings vir toekomstige navorsing, sowel as vir wetenskaplike en praktiese intervensies ten opsigte van die ontwikkeling van subjektiewe loopbaansukses.

This treatise revisits the process of the implementation of the Coega Project and discusses political economic issues which emerge therein locating them in the political economic context of post-1994 South Africa. Based on an in-depth study of the “Coega Story”, and three years of observing the Coega Development Corporation engaging in the political economic space to implement the project, key themes which are relevant in understanding the nature of politics in the country are highlighted and discussed with a view to drawing lessons for future implementers of economic development projects and policy makers. Key discussions in the study include a critical analysis of the symbiotic relationship between politics and development (or broadly the economy) – where emphasis is made about the centrality of politics in implementing economic development projects; the developmental state – where key characteristics of a developmental state are highlighted; the transition from apartheid to democracy and its implications on the nature of political relations post-apartheid; industrial development as a growth strategy and the interplay of social forces in the post- 1994 political economic space. The Coega Project is located within the broader context of the ruling party seeking to advance what is called the second and, perhaps the ultimate task of the liberation struggle, socio-economic liberation. Its strategic fit in that task is discussed critically taking into account paths to industrialisation as they have been observed from Newly Industrialising Countries and South Africa’s attempts at industrialisation before and after 1994.

Research in strategic performance measurements has focused mostly on large organisations. In the last few years, there has been a widespread adoption and implementation of balanced strategic performance measurements that no longer narrowly focus on financial measurements but include other non-financial measures. Again, such improvements have focused on large organisations. This study aims to assess strategic performance measurement practices in the Small and Medium Enterprises within the construction industry. The Balanced Scorecard is used as a generic measurement framework to ascertain the current strategic performance measurements within this sector. The four perspectives of measurement; namely, financial, customer, internal process and learning and growth are used to determine the generic measurements within the construction industry. These are then used to determine to what the extent Small and Medium Enterprises in the construction industry have adopted the measurements outlined in these four perspectives. The nature and extent of strategic planning and perceived relevance of various sets of balanced measurements were also assessed. A survey was conducted in the form of a questionnaire in order to obtain primary data from a selected sample group. Using qualitative and quantitative techniques, the data was analysed to get a clear picture of current practice. From the results obtained from the respondents in the sample group, it seemed that there was some strategic planning within this sector although the process was mostly unstructured. The results also showed that the owner-manager is still solely responsible for strategic planning with little or no inclusion of other managers or employees.

Thesis (MPhil)--Stellenbosch University, 2005.<br>ENGLISH ABSTRACT: Thus far, no youth intervention strategy has responded to the root causes of the HIV/AIDS crisis amongst young people through an approach that encompasses both a prevention and a future leadership strategy in one development model. This article tells the story of the development and pilot process of an adolescent peer education model, for which the author of this paper was the leader. The model is being proposed as a youth development strategy to positively impact community social norms by using young opinion leaders as the catalyst for change. The model was developed through an NGO, OIL Reach Out Adolescent Training (OIL), that specifically set out to pioneer, implement and evaluate best practice adolescent peer education in one cross-cultural community as a model for other communities in Africa. OIL set out basing its belief in the efficacy of peer education on behavioural theories, which support it as a strategy for behaviour change. At the heart of their peer education pilot was the belief that the message giver is the strongest message; people don’t change with information, they change when others around them change. Together with peer education theories, OIL applied a “futures-oriented” education approach in their curriculum development. OIL set out with a definition of peer education as being “the process whereby skilled facilitators assist a group of suitable young people to: educate their peers in a structured manner; informally role-model healthy behaviour; recognise youth in need of additional help and refer them for assistance; and advocate for resources and services for themselves and their peers”. (Deutsch, C. & Swartz. S 2003), OIL strategically selected a community at the tip of the Western Cape to pilot, made up of 4 diverse school communities and representing a microcosm of periurban South Africa as a whole. OIL was selected by the Western Cape Education Department as part of the provincial pilot programme. The core programme framework was designed together with community stakeholders and adolescent community representatives. Selection of Adolescent Peer Educators was through a combination of self-nomination and referrals from peers. The aim of this process was to yield a diverse group of teens from all the different sub-cultures who were leaders, chosen on their shared experience with learners and making up 10-15% of the class. Training content included a diverse values based curriculum that was designed to provide skills and information needed to tackle root issues facing young people and providing a sense of vision and purpose. Personal transformation of the peer educator was realized to be the critical factor in effective peer education.Over three years, a structured and long-term programme was put in place with programme standards and clear manageable outputs for peer educators. Once the pilot was drawing to completion in 2004, the author of this paper as representative of OIL at the time, together with representatives of the seven other implementing organisations involved in the pilot, were brought together to compile their learnings and document a proposed common model for implementation from 2005 into other communities. OIL’s model and uncompromising standards of peer education were recognized for future programmes to learn from and model. Challenges for future implementers include accessing financial sustainability, community buy and combatting HIV related attitudes<br>AFRIKAANSE OPSOMMING: Weinig beskikbare voorkomingsprogramme is tans op die jeug en toekomstige leiers gerig. In ander lande in Suider-Arika word voorkomingsprogramme sterk op die jeug gevestig ten einde die visie van 'n Vigsvrye generasie in die toekoms te probeer verwesentlik. Hierdie studie is as 'n gevallestudie opgeskryf met sterk klem op 'n volwasse opvoedkundige model en jeugontwikkeling en 'n positiewe fokus op jong opinieleiers, as teikengroep. Die uitkomste van die program is sterk op voorkoming gerig. Die model is ontwikkel deur 'n nie-winsgewende organisasie (NGO), OIL (Reach Out Adolescent Training). Die studie beskryf die ontstaan, metodiek en implementering van OIL en beskryf sekere van die suksesse wat reeds daarmee bereik is. Die teoretiese basis van die OIL program word beskryf. Ook word die belangrikheid van deeglike voorafopleiding en die transformasie wat deur OIL bereik kan word, deeglik op skrif gestel. Die verdere verloop van die opleidingsprogram word uitgespel en voorstelle vir verdere navorsings- en ontwikkelingswerk word aan die hand gedoen.

Thesis (MComm)--Stellenbosch University, 2012.<br>ENGLISH ABSTRACT: South Africa’s past has shaped the way Human Resource management should look to the future. South Africa has a history of racial discrimination that was lead by the Apartheid system. The effects of the past have left members of the previously disadvantaged group with underdeveloped job competency potential. This has subsequently led to adverse impact in valid, fair (in the Cleary sense of the term) strict-top-down selection. The fundamental cause of Black under-representation in higher level jobs is due to the legacy of the previous political dispensation. The root problem is that South Africa’s intellectual capital is not, and has not been, uniformly developed and distributed across races. The current situation must be dealt with not only as the situation could potentially become volatile, but also as it is simply the right thing to do. Those individuals from the previously disadvantaged group that have the potential to learn should be identified and subsequently developed. A need therefore exists in South Africa for a method to identify individuals who will gain maximum benefit from affirmative developmental opportunities, especially cognitively demanding development opportunities, and hence display a high potential to learn. A need in addition exist to arrange circumstances to optimise the prognosis that those identified with learning potential will successfully realise their potential. Learning performance is complexly determined. To successfully address the negative effects of the past in South Africa through affirmative development the determinants of learning performance need to be understood. Accelerated affirmative development will be effective to the extent to which a comprehensive understanding exists of the factors underlying learning performance and the manner in which they combine to determine learning performance. The primary objective of this study consequently was to expand on De Goede’s (2007) learning potential structural model. Non-cognitive factors were added to the De Goede (2007) learning potential structural model in order to gain a deeper understanding of the complexity underlying learning and the determinants of learning performance. A subset of the hypothesised learning potential structural model was then empirically evaluated. The initial reduced model failed to converge and was subsequently revised by deleting a single causal path from the model. The revised model was found to fit the data well. All paths contained in the final model were empirically corroborated. Suggestions for future research are made by indicating how the model can be further elaborated.<br>AFRIKAANSE OPSOMMING: Suid-Afrika se verlede het gestalte gegee aan die wyse waarop Menslike Hulpbronbestuur na die toekoms behoort te kyk. Suid-Afrika het ’n geskiedenis van rassediskriminasie wat deur die Apartheidstelsel aangevoer is. Die gevolge van die verlede het die lede van die voorheen agtergeblewe groep met onderontwikkelde werkbevoegdheidspotensiaal gelaat. Dit het vervolgens gelei tot nadelige impak in geldige, billike (in die Cleary-sin van die woord) streng bo-na-onder keuring. Die fundamentele oorsaak van swart onderverteenwoordiging in hoër-vlak posisies is tot ‘n groot mate te wyte aan die nalentskap van die vorige politieke bedeling. Die kernprobleem is dat Suid-Afrika se intellektuele kapitaal nie nou of voorheen eenvormig oor die rasse heen ontwikkel en versprei is nie. Die huidige situasie moet hanteer word, nie net omdat dit potensieel onbestendig mag word nie, maar ook bloot omdat dit die regte ding is om te doen. Dié individue uit ‘n voorheen agtergeblewe groep wat wel die vermoë het om te leer, behoort geïdentifiseer en vervolgens ontwikkel te word. Dus bestaan daar in Suid-Afrika ’n behoefte aan ’n metode om individue te identifiseer wat ’n hoë leerpotensiaal het en derhalwe die meeste voordeel sal trek uit geleenthede vir regstellende ontwikkeling, veral dié geleenthede van ’n veeleisende kognitiewe aard. Daar bestaan voorts ook ’n behoefte om omstandighede te reël om die prognose te optimaliseer dat diegene wat met leerpotensiaal geïdentifiseer is, hul potensiaal suksesvol sal kan verwesenlik. Leerprestasie word deur ‘n komplekse netwerk van veranderlikes bepaal. Om die negatiewe gevolge van die verlede in Suid-Afrika deur regstellende ontwikkeling aan te spreek, moet die determinante van leerprestasie verstaan word. Versnelde regstellende ontwikkeling sal doeltreffend wees in dié mate waartoe ’n omvattende begrip bestaan van die faktore onderliggend aan leerprestasie en die wyse waarop hulle kombineer om leerprestasie te bepaal. Die primêre doelwit van hierdie studie was gevolglik om de Goede (2007) se leerpotensiaal-strukturele model uit te brei. Nie-kognitiewe faktore is tot de Goede (2007) se model toegegevoeg om ’n meer indringende begrip van die kompleksiteit onderliggend aan leer en die determinante van leerprestasie te verkry. ’n Subversameling van die voorgestelde leerpotensiaal-strukturele model is vervolgens empiries geëvalueer. Die aanvanklike gereduseerde model het nie gekonvergeer nie en is vervolgens hersien deur ’n enkele kousale baan uit die model te verwyder. Die bevinding was dat die hersiene model die data goed pas. Alle bane in die finale model is empiries bevestig. Voorstelle vir toekomstige navorsing is gemaak deur aan te dui hoe die model verder uitgebrei kan word.

Dissertation (PhD)--Stellenbosch University, 2003.<br>ENGLISH ABSTRACT: The dissertation firstly outlines the findings of recent studies that have recorded the relationship between transport and economic development. This includes the assessment of a number of economic evaluation techniques that are available to predict the impact of improvements in transport on economic development. An historic overview is provided of the role that transport has played in the development of Cape Town. Due to the fact that the phases of development followed international development trends, it is concluded that development in Cape Town will follow the global trend. A number of economic growth scenarios are developed for Cape Town to assess how the City will be able to cope with the socio-demographic challenges facing it in the next century. The relationship between land price and the economic development potential of land is outlined, as are the factors that determine industrial land price, namely the demand and supply of industrial land. The process of determining the economic value of industrial land is described. This includes the collection and analysis of occupation rent of industrial townships in Cape Town, the calculation of property values and the calculation of the shadow price of land. A procedure of determining accessibility to industrial townships in Cape Town was developed. Firstly, accessibility was defined in broad terms. This was followed by a discussion of each of the elements of accessibility namely proximity, access and mobility in order to understand the factors that may impact on the level of accessibility. Finally, the level of accessibility is quantified in terms of generalised cost. A regression analysis was undertaken to establish a statistical relationship between the economic value of industrial land and accessibility to the industrial townships. The development of a numerical model was based on the regression analyses to forecast changes in industrial land price given a change in accessibility. The model was then tested on a case study. The main conclusions of the study are as follows: (a) The accessibility of industrial land in Cape Town is linked closely to its CSD I Port (it was not possible to separate the CSD and the port), which is typical of a monocentric city structure. (b) There is a positive, significant, quantifiable relationship between accessibility as quantified by means of generalised cost and the economic value of industrial land, which was calculated by means of the shadow price technique. (c) There are a number of conditions that should be met for an increase in local industrial production potential to be translated into an equal amount of economic output.<br>AFRIKAANSE OPSOMMING: Die proefskrif som eerstens die bevindings van onlangse studies op wat die verwantskap tussen vervoer en ekonomiese ontwikkeling dokumenteer. Dit sluit die taksering van 'n aantal ekonomiese evaluasietegnieke in wat beskikbaar is om die impak van vervoer op ekonomiese ontwikkeling te voorspel. 'n Historiese oorsig word verskaf van die rol wat vervoer gespeel het in die ontwikkeling van Kaapstad. As gevolg van die feit dat die fases van ontwikkeling in die verlede internasionale ontwikkelingstendense gevolg het, word tot die gevolgtrekking gekom dat Kaapstad die globalisasie markera, wat tans internasionaal gestalte kry, sal navolg. 'n Aantal ekonomiese groeiscenarios word vir Kaapstad ontwikkel ten einde te bepaal hoe die stad die sosiodemografiese uitdagings van die volgende eeu sal hanteer. Die verwantskap tussen grondprys en die ekonomiese ontwikkelingspotensiaal van grond word omskryf, asook die faktore wat industriële grondprys bepaal. Die proses van die bepaling van die ekonomiese waarde van industriële grond word beskryf. Dit sluit die insamel en analise van besettingshuurdata van industriële dorpsgebiede, die berekening van eiendomswaarde en die berekening van die skaduprys van grond in. 'n Prosedure is ontwikkel vir die berekening van die toeganklikheid van industriële dorpsgebiede in Kaapstad. Eerstens is toeganklikheid in breë trekke gedefinieër. Dit is gevolg deur 'n bespreking van elk van die elemente van toeganklikheid, naamlik nabyheid, aansluiting en mobiliteit ten einde die faktore wat op die vlak van toeganklikheid mag impakteer te verstaan. Laastens is die vlak van toeganklikheid gekwantifiseer in terme van veralgemeende vervoerkoste. 'n Regressie-analise is onderneem ten einde die statistiese verwantskap tussen die ekonomiese waarde van industriële grond en toeganklikheid na industriële dorpsgebiede te bepaal. Die ontwikkeling van 'n numeriese model is op die regressie-analise gebaseer ten einde veranderinge in industriële grondpryse te voorspel, gegewe 'n verandering in toeganklikheid. Die model is op 'n gevallestudie toegepas. Die vernaamste gevolgtrekkings van die studie is : (a) Die toeganklikheid van industriële grond in Kaapstad is nou gekoppel aan die sentrale sakekern I hawe (dit was nie moontlik om die sentrale sakekern en hawe te skei nie), wat tipies is van n monosentriese staduitleg. (b) Daar is n noemenswaardige positiewe kwantifiseerbare verwantskap tussen toeganklikheid, soos gekwantifiseer in terme van veralgemeende koste, en die ekonomiese waarde van industriële grond wat deur middel van die skaduprystegniek bereken is. (c) Daar is 'n aantal voorwaardes waaraan voldoen moet word alvorens 'n toename in plaaslike industriële produksiepotensiaal tot 'n soortgelyke toename in ekonomiese ontwikelingspotensiaal sal lei.

Thesis (MCom)--Stellenbosch University, 2014.<br>ENGLISH ABSTRACT: The Military Skills Development System (MSDS) of the South African National Defence Force (SANDF) is the military contribution towards the South African National Skills Development Strategy. The purpose of this study was to determine if the SANDF is succeeding in contributing towards youth development, by investigating the career maturity (CM) of MSDS members. The adolescent years are a critical time for youth to explore and confirm their career choices, and to make major decisions at what can be perceived as a turning point in their lives. The factors that influence CM were investigated in order to determine the most suitable focus for possible career guidance programmes or interventions within the MSDS. A sample of 310 MSDS members was used to gather information on CM and the most prominent factors that have an impact on CM were identified from the literature review. Data was collected by means of administering five questionnaires; The Career Maturity Inventory- Revised short form (CMI-R), The Career Decision Self-Efficacy scale short form (CDSE), The Military Hardiness Scale (MHS), the Seven Habits Profile (SHP) and a Biographical Information Form (BIF). The CM of the MSDS members was found to be moderate. MSDS members seem to have high levels of confidence in their abilities to make career decisions (self-efficacy) and they perceive themselves as being hardy and having very good life skills. Moderate and weak, positive relationships were discovered between all twenty of the factors (scales and subscales of independent variables) and CM (dependent variable); however, they were not all significant. Multiple regression analysis resulted in a set of predictor variables (factors) which were used as the focus for recommendation on how CM may be improved for MSDS in the SANDF. These factors include: self-efficacy, seeking occupational information, self-appraisal, commitment, challenge, conscientiousness and continuous improvement.<br>AFRIKAANSE OPSOMMING: Geen opsomming beskikbaar.

Thesis (MPhil)--Stellenbosch University, 2014.<br>ENGLISH ABSTRACT: HIV counseling and testing (HCT) is a cornerstone of both HIV prevention and care in South Africa, but only one in five South Africans who are aware of HCT services have been tested for HIV and hence the uptake is reportedly low. This study investigated factors that prevent the uptake of HCT programme in the workplace. Specific factors that were looked at include: fear of learning about one‟s HIV status, HIV-stigma and discrimination and knowledge of and attitudes towards HCT. The study employed descriptive survey design; anonymous questionnaires were randomly distributed irrespective of age, gender, marital status, race, educational level, work position and experience. Closed and open-ended easy- to- answer questions which were written in English were asked; and they required fewer instructions. Ethical issues were considered and university guidelines followed. The results of this study showed that a great proportion of participants (93.8%) tested for HIV as compared to (6.2%) who had never tested. Of these, 59.4 % tested because they wanted to know their HIV status and, 43.8% of participants preferred using the workplace HCT programme for convenience; while 50% used private facilities for privacy and confidentiality. The study further established that fear of knowing one‟s HIV status, workplace discrimination, knowledge of and attitudes towards HCT were not associated with workplace HCT programme uptake. The results did however show that both participants who had tested and those who had not tested (68.8%) demonstrated significantly greater AIDS-related stigma. Supportive and collaborative efforts are necessary to create and promote an enabling and conducive environment in order to dispel workplace HIV-related stigma. In addition, it is imperative to develop and implement workplace stigma mitigation strategy putting in place interventions that aim to reduce all forms of stigma, as well as emphasizing on the benefits of testing.<br>AFRIKAANSE OPSOMMING: MIV/Vigs-voorligting en toetsing is die hoeksteen vir beide die voorkoming en versorging van MIV-pasiënte in Suid-Afrika. Ongelukkig is net ongeveer een uit elke vyf mense bewus van hulle MIV-status. Die doel van hierdie studie is 'n poging om vas te stel waarom so min mense gebruik maak van gratis toetsingsdienste in die werksplek. 'n Beskrywende studie-ontwerp is in hierdie navorsing gebruik met anonieme vraelyste wat ewekansig versprei is onder 'n steekproef waarin geen onderskeid ten opsigte van ras, geslag. opvoedkundige vlak, posisie in die werk en ervaring gemaak is nie. Geslote en oop-einde vrae is gebruik en Engels is as kommunikasiemedium gebruik omdat al die proefpersone dit verstaan het. Resultate van die studie het aangetoon dat beduidend meer mense hulle wel laat toets het teenoor die wat hulle nie laat toets het nie. Die studie het verder bevind dat faktore soos die vrees om status te weet; diskriminasie in die werksplek, kennis van en houding teenoor MIV/Vigs nie geassosieer kan word met die lae opname van vrywillige toetsing in die werksplek nie. Die studie het wel bevind dat diegene wat hulle . laat toets het, beduidend meer stigma in die werksplek ondervind. Ondersteunende dienste is uiters nodig ten einde stigma suksesvol in die werksplek te bestuur. Daar word voorgestel dat daar 'n volledige opleidingsprogram ,in die werksplek van die organisasie wat in die studie gebruik is, ontwikkel moet word ten einde die invloed van stigma tot 'n minimum te beperk.

Thesis (PhD)-- Stellenbosch University, 2013.<br>ENGLISH ABSTRACT: A telemedicine service is a healthcare service (-medicine) that is delivered over a distance (tele-). The interest in the potential of telemedicine to increase the quality, accessibility, utilization, e ciency and e ectiveness of healthcare services is fuelled by the rapid development of information and communication technology (ICT) and connectivity. Despite this potential, the success rate of telemedicine services disappoints. Many mistakes in the implementation of telemedicine services are repeated over and over again and best practices are not captured and replicated. This study responds to the need for reference models for the assessment and optimization of telemedicine services in a consistent, systematic and systemic way. Maturity models are reference models that describe typical patterns in the development of organizational capabilities and depict a sequence of stages towards the desired state. Many reference models exist that are applicable to telemedicine services, but none of these provide guidance for the optimization of services, like a maturity model does. Many maturity models exist within a health systems context, but none of these can be applied "as is" to telemedicine services. In this study an iterative top-down design approach is followed to develop a Telemedicine Service Maturity Model (TMSMM). This model facilitates the assessment of a telemedicine service on micro, meso, and macrolevel along all the domains that comprise the telemedicine health system. Sets of capability statements are de ned, which follow each other in a cumulative manner, hence providing a maturation path towards the desired maturity state. These sets of capability statements provide yardsticks according to which quantitative values are allocated to an intangible concept, such as maturity. Once an individual service is assessed, further actions towards the optimization of the service can be derived from these yardsticks. The multidimensional design of the TMSMM, as well as the fact that capability statements facilitate the consistent quanti cation of maturity, makes it possible to analyze the aggregated results of cohort of services. To accomplish this, principles of business intelligence and data warehouse design are applied together with online analytic processing (OLAP) procedures. The TMSMM addresses the previously unful lled need for a reference model to assess and optimize telemedicine services in a consistent, systematic and systemic way. This study spans several academic and professional domains and thereby contributes to the scienti c world of telemedicine and ehealth.<br>AFRIKAANSE OPSOMMING: 'n Telegeneeskunde diens is 'n gesondheidsdiens (-geneeskunde) wat oor 'n afstand gelewer word (tele-). Met die snelle ontwikkeling van inligtings-en kommunikasietegnologie hou telegeneeskunde die potensiaal in om die kwaliteit, toeganklikheid, benutting, doelmatigheid en doeltre endheid van gesondheidsdienste te verhoog. Ten spyte van hierdie potensiaal, stel die aantal onsuksesvolle telegeneeskunde dienste teleur. Heelwat foute in die implementering van telegeneeskundedienste word oor en oor gemaak, terwyl die beste praktyke nie vasgevang en herhaal word nie. Hierdie studie is onderneem in reaksie op die behoefte aan 'n verwysingsmodel vir die assessering en optimering van telegeneeskunde dienste op 'n konsekwente, sistematiese en sistemiese manier. Volwassenheidsmodelle is verwysingsmodelle wat tipiese patrone in die ontwikkeling van organisatoriese vermoeëns beskryf. Dit stip 'n aantal fases neer wat uiteindelik behoort te lei na die ideale organisatoriese toestand. Daar bestaan verskeie verwysingsmodelle wat van toepassing is op telegeneeskunde dienste, maar geeneen daarvan gee leiding met die oog op die optimering van die diens, soos in die geval van 'n volwassenheidsmodel nie. In hierdie studie word 'n iteratiewe van-bo-na-onder ontwerpsbenadering gevolg om 'n telegeneeskunde volwassenheidsmodel (TMSMM) te ontwikkel. Hierdie model fasiliteer die assessering van 'n telegeneeskunde diens op 'n mikro-, mesoen makrovlak en met betrekking to al die fasette waaruit 'n telegeneeskunde stelsel bestaan. 'n Aantal vermoeëstellings is gede nieer. Hierdie stellings volg op mekaar en akkumuleer om sodoende 'n volwassenheidspad na die verlangde toestand aan te dui. Hierdie vermoeëstellings verskaf maatstawwe waarvolgens kwantitiewe waardes toegeken kan word aan 'n ontasbare konsep, soos volwassenheid. Sodra 'n individuele diens geassesseer is, kan verdere aksies met die oog op die optimering van die diens afgelei word. Die multidimensionele ontwerp van die TMSMM, tesame met die feit dat die vermoeëstellings volwassenheid op 'n konsekwente manier kwanti seer, maak dit moontlik dat die data van 'n kohort dienste saamgevoeg kan word met die oog op analise. Beginsels van besigheidsintelligensie, datastoorontwerp asook aanlyn analitiese prosessering (OLAP) word hiervoor ingespan. Die TMSMM spreek tot die voorheen onvervulde behoefte aan 'n verwysingsmodel waarmee telegeneeskunde dienste geassesseer in geoptimeer word in 'n konsekwente, sistematiese en sistemiese manier. Hierdie studie strek oor verskeie akademiese en professionele domeine en lewer sodoende 'n bydrae tot die multidissiplinêre wetenskapswêreld van telegeeskunde en e-gesondheid.

Thesis (PhD)--Stellenbosch University, 2014.<br>ENGLISH ABSTRACT: In South Africa, selection from a diverse population poses a formidable challenge. The challenge lies in subgroup difference in the performance criterion. Protected group members perform systematically lower on the criterion due to systematic, group-related differences in learning and job competency potential latent variables required to succeed in learning and on the job. These subgroup differences are attributable to the unequal development and distribution of intellectual capital across racial-ethnic subgroups due to systemic historical disadvantagement. This scenario has made it difficult for organisations in South Africa to meet equity targets when selecting applicants from a diverse group representative of the South African population, while at the same time maintaining production and efficiency targets. Therefore there is an urgent need for affirmative development. Ensuring that those admitted to affirmative development interventions successfully develop the job competency potential and job competencies required to succeed on the job requires that the appropriate people are selected into these interventions. Selection into affirmative development opportunities represents an attempt to improve the level of Learning performance during evaluation of learners admitted to affirmative development opportunities. A valid understanding of the identity of the determinants of learning performance in conjunction with a valid understanding of how they combine to determine the level of learning performance achieved should allow the valid prediction of Learning performance during evaluation. The primary objective of the present study was to integrate and elaborate the De Goede (2007) and the Burger (2012) learning potential models in a manner that circumvents the problems and shortcomings of these models by developing an extended explanatory learning performance structural model that explicates additional cognitive and non-cognitive learning competency potential latent variables that affect learning performance and that describes the manner in which these latent variables combine to affect learning performance. A total of 213 participants took part in the study. The sample was predominantly made up of students from previously disadvantaged groups on the extended degree programme of a university in the Western Cape Province of South Africa. The proposed De Goede – Burger – Mahembe Learning Potential Structural Model was tested via structural equation modeling after performing item and dimensional analyses. Item and dimensional analyses were performed to identify poor items and ensure uni-dimensionality. Uni-dimensionality is a requirement for item parcel creation. Item parcels were used due to sample size restrictions. The fit of the measurement and structural models can generally be regarded as reasonable and both models showed close fit. Significant relationships were found between: Information processing capacity and Learning Performance during evaluation; Self-leadership and Motivation to learn; Motivation to learn and Time-engaged-on-task; Self efficacy and Self-leadership; Knowledge about cognition and Regulation of cognition; Regulation of cognition and Time-cognitively-engaged; Learning goal orientation and Motivation to learn; Openness to experience and Learning goal orientation. Support was not found for the relationships between Conscientiousness and Time-cognitively-engaged, as well as between Time-cognitively-engaged and Learning performance. The hypothesised moderating effect of Prior learning on the relationship between Abstract reasoning capacity and Learning performance during evaluation was not supported. The statistical power of the test of close fit for the comprehensive LISREL model was examined. The discriminant validity of the item parcels were ascertained. The limitations of the research and suggestions for future studies have been highlighted. The results of the present study provide some important insights for educators and training and development specialists on how to identify potential students and talent for affirmative development in organisations in South Africa.