bluuebunny/crossref_metadata_2025 huggingface dataset:
The Contribution Of Co-Operative Education In The Growing Of Talent In South Africa: A Qualitative Phenomenological Exploration
Authors: Groenewald Thomas , Schurink Willem
Published: August 2012

Organisational talent is internationally regarded a key success factor in a competitive world and is continuously challenged. In South Africa, the Apartheid heritage further presents major challenges regarding developmental opportunities of talented people. Co-operative education presents, as structured educational strategy that progressively integrates academic study with learning through productive work experiences, itself as a means to grow the talent of the South African people. As result of the inadequate practice of co-operative education and a fair amount of associated resistance, ‘classical’ literature is reviewed. The literature review further identifies the core properties of co-operative education and the study has attempted to distil the core principles of a phenomenological research design. The specific ‘phenomena’ which the research focused on are existing joint ventures between Higher Education institutions and business enterprises aimed at educating people and growing talent. Selections of the voices of the research participants are presented in this article. Although the present study identifies several shortcomings regarding the practice of co-operative education, it pioneers the notion that the growing of talent can be enhanced through a co-operative education strategy.

OpsommingOrganisatoriese talent word internasionaal beskou as ’n sleutelfaktor in ’n kompeterende wêreld en word dus voortdurend aan uitdagings onderwerp. In Suid Afrika stel die nagevolge van Apartheid grootskaalse uitdagings ten opsigte van die ontwikkelings moontlikhede van talentvolle mense. Koöperatiewe onderwys bied, as gestruktureerde opvoedkundige strategie wat progressief akademiese leer met produktiewe werkservaring integreer, ’n geleentheid om die talent van Suid-Afrikaners op te bou. ‘Klasieke’ literatuur word weegegee ten einde die ontoereikende beoefening van koöperatiewe onderwys en ’n gepaartgaande redelike mate van weerstand aan te spreek. Die literatuurstudie identifiseer verder die kerneienskappe van koöperatiewe onderwys en probeer om die vernaamste eienskappe van ’n fenomenologiese studie raak te vat. Die spesifieke ‘fenomene’ waarop die studie fokus, is die bestaande samewerking tussen tersiêre instellings en besigheidsondernemings om mense op te lei en hul talent te ontwikkel. Geselekteerde uitsprake van die deelnemers aan die studie word weergegee en alhoewel daar verskeie tekortkominge rakende die beoefening van koöperatiewe onderwys geïdentifiseer is, verteenwoordig die studie baanbrekerswerk op die terrein van die rol van koöperatiewe onderwys in die ontwikkeling van talent.
Emotional Wellness And Management Effectiveness Within The Public Healthcare Sector
Authors: Stimie Gerrit , Fouche Christa
Published: August 2012

This article reports on a study undertaken to assess the state of emotional wellness of employees as well as management effectiveness within the public healthcare sector. For this purpose a Johannesburg public hospital was used as a case study. A qualitative approach was utilized, but it was decided to include triangulation of methodology to increase the reliability of the data. Both a self-administered questionnaire and focus group interviews were used as data gathering instruments. Forty-six focus group interviews were conducted and a total of 850 employees participated in these interviews. A total of 388 employees returned their questionnaires (response rate = 32%). A number of key issues relating to management effectiveness and employee wellness were identified. The findings and their implications will be explored further.

OpsommingHierdie artikel rapporteer ’n studie wat onderneem is om werknemers se stand van emosionele welsyn sowel as bestuursdoeltreffendheid binne die openbare gesondheidsdienssektor te ondersoek. Vir hierdie doel is ’n Johannesburgse openbare hospitaal as ’n gevalstudie gebruik. ’n Kwalitatiewe benadering is gebruik, maar daar is besluit om van intermetodiese kruisvalidasie gebruik te maak, sodat die betroubaarheid van die data verhoog kan word. Beide ’n self-voltooiingsvraelys en fokusgroeponderhoude is gebruik as data-insamelingsinstrumente. Ses-enveertig fokusgroeponderhoude is gevoer wat ’n totale groep van 850 werknemers betrek het. ’n Totaal van 388 werknemers het die vraelyste voltooi (responskoers = 32%). ’n Aantal kernvraagstukke wat met bestuursdoeltreffenheid en werknemerwelstand verband hou, is geïdentifiseer. Die bevindinge en hul implikasies sal verder ontgin word.
Is Disruptive Employee Behavior In Export Processing Zones (EPZs) Influenced By Their Employment In Firms Situated In Public Or Private Zones?
Authors: Simon Kariuki M. , Smith Nico J.
Published: August 2012

The Kenyan government’s Export processing zone (EPZ) policy has conceded large parts of existing labour laws to EPZ investors. This article sets out to establish whether there is a difference in the working conditions employers in the public and private zones expose their workers to and from which zone possible disruptive employee behaviours emanate from. A random sample of 376 employees was selected from EPZ garment firms located in both private and public zones. Statistical procedures were applied to determine possible differences. The findings indicate that employees from companies in the private zones were exposed to better working conditions than those employed in companies located in the public zone, which explains why disruptive employee behaviour originates from the public zone. It is recommended that working conditions of companies in the pubic zone should be improved. OpsommingDie regering se uitvoerprosesseringsbeleid (EPZ) het toegewings in terme van bestaande arbeidswetgewing aan EPZ investeerders gedoen. Hierdie artikel het ten doel om vas te stel of daar ’n verskil bestaan in die werktoestande waaraan werkgewers in die openbare en private sones hulle werknemers blootstel en van watter sone moontlike ontwrigtende gedrag hul oorsprong het. ’n Ewekansige steekproef van 376 werknemers is uit EPZ kledingfirmas in beide die private en openbare sones getrek. Statistiese prosedures is gebruik om moontlike verskille te bepaal. Die bevindinge dui daarop dat werknemers van maatskappy uit private sones aan beter werkstoestande blootgestel is teenoor dié wat uit die publieke sone afkomstige is, wat ook verklaar waarom ontwrigtende gedrag uit die openbare sone onstaan. Dit word aanbeveel dat werktoestande van maatskappye in die openbare sone verbeter word.
The Dominant Management Paradigm In A Transport Parastatal
Authors: Murray Chantelle , Verwey Anton
Published: August 2012

The objective of this research was to determine the current dominant management paradigm in a transport parastatal. The transformation from the Industrial Age to the Information Age has necessitated a corresponding transformation from Management to Leadership paradigms. Sixty two managers within the organization completed questionnaires to indicate which paradigm they currently perceive to be dominant within their relationship with their direct manager and the organization as a whole. A paradox emerged. Transition towards a Leadership paradigm is perceived within the relationship with the direct manager, whilst a Management paradigm is perceived to be dominant in the organization as a whole.

OpsommingDie doelwit met die navorsing was om die huidige dominante bestuur paradigma in ’n semi-staat vervoer onderneming te bepaal. Verandering vanaf die Industriële na die Informasie Era het ’n gepaardgaande verandering vanaf ’n Bestuur na Leierskap paradigma genoodsaak. Twee-en-sestig bestuurders vanuit die organisasie het ’n vraelys voltooi om hul waarneming van die dominante paradigma in terme van hul verhouding met hul direkte bestuurder sowel as die organisasie as geheel uit te wys. Skynbare teenstrydigheid het te voorskyn gekom. Oorgang na ’n Leierskap paradigma is waargeneem in die verhouding met die direkte bestuurder, terwyl ’n Bestuur paradigma waargeneem word as dominant in die organisasie as geheel.
The Importance Of Different Leadership Roles In The Strategic Management Process
Authors: Mosia Mojaki S. , Veldsman Theo H.
Published: August 2012

The drive towards flatter and more flexible, empowered, interdependent and responsive organisations in the current rapidly changing global situation necessitates the establishment of an integrated set of leadership roles. The purpose of this study was to propose the Integrated Leadership-Champion Framework (IL-C); and to determine empirically the importance of the IL-C for, as well as the importance of the sub-roles of the IL-C across the strategic management processes. The IL-C as a complete leadership framework could enable organisations to execute their strategic management processes more effectively and efficiently. The empirical study demonstrated the importance of IL-C overall and its leadership sub-roles for the strategic management processes. OpsommingDie soeke na platter, asook meer buigsame, bemagtigde, interafhanklike en responsiewe organisasies in die huidige vinnig veranderende, globale omgewing noodsaak die daarstelling van ’n geïntegreerde stel van leierskaprolle. Die doel van hierdie studie was om ’n Geïntegreerde Leierskap-kampioen Raamwerk (GL-R) voor te stel; en om empiries die belangrikheid van die GL-R vir, asook die belangrikheid van die subrolle van GL-R oor die strategiese bestuursprosesse te bepaal. Die GL-R as ’n volledige leierskapraamwerk kan organisasies in staat stel om hul strategiese bestuursprosesse meer doeltreffend en doelmatig te bestuur. Die empiriese studie toon die belangrikheid van GL-R oorhoofs, asook sy onderskeie leierskapsubrolle vir die strategiese bestuursprosesse.
An Investigation Into The Quality Of Service Delivered By The South African Police Service In The North Rand, Gauteng
Authors: Mofomme Leah , Barnes Neil
Published: August 2012

An investigation was conducted into the level and quality of service delivered by the SAPS in the Client Service Centres (CSC). Quality was measured in terms of the principles of batho pele. The concept of ubuntu was introduced to see how it could be used to enhance these principles. A customer service model was developed and used to evaluate the quality of service rendered. Interviews were conducted with staff, customers and managers. The results of the study showed that employees of the SAPS do not experience internal quality. The customers also do not receive service of a good quality as the principles of batho pele were not applied.

Opsomming’n Ondersoek is geloots, met betrekking tot die kwaliteitsvlakke van diens lewering by die Suid Afrikaanse Polisiediens se Kliente Diens Sentrums. Die kwaliteit van diens lewering word gemeet aan die maastawwe van die batho pele beginsels. ’n Kliente diens model is vir hierdie doel ontwerp om die kwaliteit van dienste gelewer te bepaal. Die resultate van hierdie studie toon dat die werknemers van die SAPD ondervind nie interne kwaliteit nie en hul nie die beginsels van batho pele implementeer nie.
Factors Driving Changes To Remuneration Policy And Outcomes
Authors: Bussin Mark , Huysamen Deon
Published: August 2012

The aim of this study was to develop an in-depth understanding of the relative importance of the factors driving change to remuneration policy decision making and the impact on organisations. Data from 148 organisations was analysed and subjected to rigorous statistical analysis. The results show that the most potent drivers of remuneration policy are retention of key staff, financial results and organisation strategy. The greatest changes to remuneration policy were in the areas of variable pay, merit/performance related pay, market position, total package and job evaluation/ broadbanding policy. A strong correlation was found between the extent of change in Remuneration policy and impact on the organisation. This suggests that the greater the change in Remuneration policy the greater the impact on the organisation.

OpsommingDie doel van hierdie studie is om die relatiewe belangrikheid van die faktore wat verandering in die vergoeding besluitnemingsbeleid dryf asook die impak wat dit op organisasie het in diepte te verstaan. Data van 148 organisasies is geanaliseer onderworpe aan streng statisiese analises. Die resultaat wys dat die mees kritieke drywers vir vergoedingsbeleid die volgende is: retensie van sleutelpersoneel, finansiële resultate en organisasie strategie. Die grootste veranderinge in vergoedsbeleid was in die volgende areas: veranderlike betaling, meriete/prestasie verwante betaling, markposisie, totale pakket en rolevaluasie/‘broadband’ beleid? Sterk korrelasie is gevind tussen die vlak van verandering in die vergoedingsbeleid en die impak op die organisasie. Dit wys onder andere uit hoe groter die verandering in vergoedingsbeleid, hoe groter die impak op die organisasie.
The Evaluation Of A Diversity Program
Authors: Fouche Christa , De Jager Cherylene , Crafford Anne
Published: August 2012

This article reports on the evaluation of a programme that was designed and developed in an attempt to address the reasons why diversity programmes fail. A large company in the banking sector initiated the development of the product and keynote personnel from this company evaluated the content. The content was found to adhere to Best Practice requirements.

OpsommingDie artikel evalueer die inhoud van ’n diversiteits-program wat ontwerp en ontwikkel is ten einde die redes waarom diversiteits-opleiding faal, aan te spreek.’n Groot maatskappy in die banksektor het die ontwikkeling geinisieer en ’n aantal senior personeellede is genader om die inhoud te evalueer. Daar is bevind dat die inhoud aan wêreldklas standaarde voldoen.
Transformation Of Managerial Skills Of Engineers
Authors: Visser Hercules , Naude Louis , Schepers Johann
Published: August 2012

This article argues that there is a difference in leadership styles between experienced and inexperienced engineers in South Africa. It was found that experienced engineers are more transformational and more transactional than inexperienced engineers. To demonstrate this in the study, the researcher uses the Multifactor Leadership Questionnaire (MLQ) of Bass and Avolio (1995) to identify leadership style. The argument is substantiated by the results of a statistical analysis of leadership style administered to 85 experienced and inexperienced engineers in total.

OpsommingHierdie artikel debateer die verskil in leierskapstyle tussen ervare en onervare ingenieurs in Suid-Afrika. Dit is bevind dat ervare ingenieurs meer transformasioneel en meer transaksioneel is wanneer vergelyk word met onervare ingenieurs. Om hierdie studie te demonstreer, het die navorser gebruik gemaak van die Multifaktor Leierskapvraelys (MLV) van Bass en Avolio (1995) om leierskapstyl te identifiseer Die argument word verder ondersteun deur die resultate van statistiese analise van leierskapstyl wat uitgevoer is op 85 deelnemers, beide van ervare en onervare ingenieurs in totaal.
English Language Proficiency As An Indicator Of Academic Performance At A Tertiary Institution
Authors: Stephen D. F. , Welman J. C. , Jordaan W. J.
Published: August 2012

The aim of this investigation was to ascertain the impact of English language proficiency on academic success of first-year black and Indian students in human resources management at a tertiary institution. Students enrolled for the period between 1996 and 2002 were included in the study. Statistical tests of differences between means were conducted. Significantly, the Indian group exhibited superior English language proficiency levels, compared to their black counterparts. The hypothesis that English language proficiency is associated with academic success appears to be substantially correct. Opsomming Die doel van die ondersoek was om die impak van Engelse taalvaardigheid op akademiese sukses van Swart en Indiese eerstejaarstudente in menslike hulpbronbestuur aan ’n tersiêre instelling te ondersoek. Studente wat vir die periode tussen 1996 en 2002 ingeskryf was, is in die studie betrek. Statistiese toetse vir verskille tussen gemiddeldes is toegepas. Die Indiese groep het beduidend beter taalvaardigheid as hulle Swart eweknieë openbaar. Die hipotese dat Engelse taalvaardigheid met akademiese sukses verband hou, blyk substantief korrek te wees.
Measuring A Customer Intimacy Culture In A Value Discipline Context
Authors: Potgieter A. , Roodt G.
Published: August 2012

The purpose of the study was to evaluate a questionnaire for the assessment of a customer intimacy culture in the value discipline context. The main survey was completed by using a convenience sample of permanent employees (N = 200) at line, middle and top management levels of an organisation in the entertainment industry. This sample was taken from staff on structured developmental paths, while attending scheduled training events. The 169 completed questionnaires that were returned were used for the final data analyses. Owing to the small sample size, an adapted procedure for first- and second-level factor analyses was used, followed by an iterative item analysis. The preliminary findings suggest that the questionnaire can be applied for assessing customer intimacy cultures. OpsommingDie doel van hierdie studie was om ’n vraelys te evalueer vir die beoordeling van ’n kliëntintimiteitskultuur in die waardedissipline konteks. Die hoofopname is voltooi deur ’n gerieflikheidsteekproef (N = 200) van permanente personeel in lyn, middel- en topbestuursvlakke van ’n organisasie in die vermaaklikheidsbedryf te gebruik. Dié steekproef is geneem vanuit personeel in gestruktureerde ontwikkelingspaaie wat geskeduleerde opleidingsgeleenthede bygewoon het. Die 169 voltooide vraelyste wat terugontvang is, is vir die finale dataontleding gebruik. Weens die klein steekproefgrootte, is ’n aangepaste prosedure vir eerste- en tweedevlakfaktorontleding gebruik, gevolg deur ’n iteratiewe itemontleding. Die voorlopige bevindinge dui daarop dat die vraelys toegepas kan word vir die beoordeling van ’n kliëntintimiteitskultuur.
The Stages Of Users’ Concern When Adopting New Technology
Authors: Harris Elaine , Stanz Karel , Zaaiman Jannie , Groenewald Thomas
Published: August 2012

The aim of this study is to determine whether users move through stages of concern when adopting technology and whether certain demographical characteristics; age, the department the employees operate in and the length of using the innovative technology affects the stage of technology adoption. The sample which were drawn from the oil industry, consisted of 25 Finance employees from Company A and 32 Customer Service Centre and 22 Logistics employees from Company B. In terms of the gathered statistics on the stages of concern, users reached either stages 1/2 (Information/Personal) or 4/5 (Consequences/Collaboration). No statistical significance was found in terms of age, department and length of using the innovative technology.

OpsommingDie doel van hierdie studie was om te bepaal of gebruikers deur verskillende fases van aanvaarding beweeg wanneer nuwe tegnologie ingebruik geneem word, en of sekere demografiese eienskappe soos byvoorbeeld ouderdom, die spesifieke afdeling waarin die individu werksaam is asook die duur van die gebruik van die tegnologie, die fase van aanvaarding van nuwe tegnologie affekteer. Die steekgroep het bestaan uit werknermers in die oliebedryf, naamlik 25 Finansiele werknemers van organisasie A, en 32 Kliente Dienssentrum werknemers asook 22 werknemers van die Logistieke Afdeling van organisasie B. Resultate het gewys dat die meerderheid van gebruikers, fase 1/2 of fase 4/5 bereik het. Geen statisties beduidende verband tussen, ouderdom, afdeling en duur van gebruik van nuwe tegnologie is gevind nie.
Identifying A National Leadership Skills Training And Development Strategy For Leaders Within Sector Education Training Authorities (SETAS)
Authors: Prinsloo Florus P. J. , Lategan A. H.
Published: August 2012

Through a literature survey and a qualitative survey of the views of a selected sample of key role-players in the implementation of the South African Skills Development Strategy a number of transformational leadership competencies were identified that influence the effectiveness of Sector Education and Training Authorities (SETAs). A subsequent quantitative survey of the views of a random sample of SETA managers and Board members ranked the identified leadership competencies in terms of relevance to and importance for effectiveness of SETA leadership teams. The research results were applied to propose a learning programme strategy to develop the identified transformational leadership competencies amongst SETA leaders.
Leadership Competencies In A Manufacturing Environment
Authors: Mollo S. M. , Stanz K. , Groenewald T.
Published: August 2012

Against the backdrop of a literature review on leadership approaches, models and theories, the aim of this study was the identification of shortcomings regarding leadership competencies within a particular manufacturer. Semistructured interviewing was used within a grounded theory research design. A stratified random sample of participants contributed to the study. Opposing perspectives about several themes emerged from the data such as, vision direction, communication channels, growth, rewarding performance, leadership-role, and change problems. Seminars and workshops towards improvement of competencies are recommended.
The Interface Between Knowledge Management And Human Resources: A Qualitative Study
Authors: Smith Helena , Schurink Willem
Published: August 2012

The aim of the study is to obtain new insight into the phenomenon of knowledge management (KM) in modern day organisations and the role Human Resources (HR) may play in facilitating access to knowledge via knowledge holders with the intention of contributing to theoretical and practical use within the South African context. A qualitative methodology, specifically the grounded theory approach was followed in developing the theory. The importance of organisational knowledge, management of knowledge and linking people to share knowledge were found particularly prominent in influencing the role HR plays in relation to and in support of KM in organisations. This triad formed the foundation for the theory revealing the changed role of HR to create opportunities for and linking people with one another to share knowledge.
The Social Construction Of Systems Applications Products (SAP) R/3 By Employees Of A South African Chemical Industries Company
Authors: Beyleveld Arnold , Schurink Willem
Published: August 2012

Many companies that have implemented an Enterprise Resource Planning (ERP) system do not reap the intended benefits of the potential inherent in these systems despite their exorbitant implementation cost. The reasons for this are numerous. This study is aimed at understanding the social impact a Systems Applications Products (SAP) R/3 implementation had on the end users of a South African Company in the Chemical Industry. A qualitative process evaluation study was undertaken to obtain a clearer understanding of the underlying organisational cultural factors that emerged from such an implementation. The objective was to provide a framework for companies considering such an implementation to ensure better system productivity and to assist companies already using an ERP solution with continuous improvement.
An Exploration Of The Relationship Between Leadership Styles And The Implementation Of Transformation Interventions
Authors: Naidu J. , Van der Walt M. S.
Published: August 2012

The objective of this research was to determine whether a relationship exists between the way in which subordinates experience their managers’ leadership styles and the influence of such leadership styles on the implementation of transformation interventions. A two-phase triangulated research design was employed where the qualitative phase preceded the quantitative phase. Ninety six (N = 96) respondents from a mining company participated in the survey. Results indicate a statistical and meaningful correlation between Integrated Leadership styles and transformation interventions but no correlation between Directive Leadership and implementation of transformation interventions.
Building Blocks Of Innovation Within A State-Owned Enterprise (Part One)
Authors: Van Zul Betsi , Roodt Gert , Coetsee Johan
Published: August 2012

This article (part one of a two-part study) presents a literature review aimed at establishing a theoretical framework on the innovation building blocks in a state-owned enterprise (SOE). Part two of the study will focus on SOE managers’ espoused theory on the building blocks of innovation. The findings of the literature (theoretical) review, suggested that the current theoretical framework on innovation consisted of five important building blocks, namely contextual setting; strategic enablers; business enablers; foundational enablers; and human resources; each with its own categories and sub-categories. The study also identified barriers to innovation.
Employee Retention Factors For South African Higher Education Institutions: A Case Study
Authors: Netswera F. G. , Rankhumise E. M. , Mavundla T. R.
Published: August 2012

The success of the most competitive companies throughout the world, including higher education institutions, lies in their highly skilled employees on which these institutions spend millions to retain. Literature reveals the cost of losing best employees to be enormous – beyond monetary quantification. Also worth noting is that the loss of one competent employee to a competitor institution strengthens the competitor’s advantage. This case study analysed human resources turnover data, and interviewed academic managers and employees in order to examine the possible employee retention factors for a higher education institution in South Africa. The findings reveal different institutional interests between institutional managers and employees. The former are concerned more about profits, business sustenance and justification for spending, while the latter are driven by introverted interests such as development, monetary rewards and personal fulfilment.
Factors That Affect The Retention Of Managerial And Specialist Staff: An Exploratory Study Of An Employee Commitment Model
Authors: Kotzé Koos , Roodt Gert
Published: August 2012

A study about the factors affecting the retention of managerial and specialist staff was conducted amongst the 120 highest paid employees of two banks. The response rate was 86%. The study investigated the Veldsman Employee Commitment model. The study also explored whether retention factor differences exist amongst biographical groupings. Various differences were identified between previously disadvantaged individuals (PDIs) and non-PDIs, male and female, service tenure groups and age groups.
Mergers And Change Management At The Micro Level: A Case Study
Authors: Kilfoil Wendy R. , Groenewald Thomas
Published: August 2012

The transformation of the South African higher education landscape resulted in, among other things, the merger of three distance education institutions: Unisa, VUDEC and TSA. The macro level of the merger will no doubt be studied in detail. This article explores a micro level process for two departments merged by a top-down decision that did not take cognisance of their dissimilar functions and structures. The result was both a merger and a demerging process. The two departments first had to confront the realities of their different functions and structures before a reconfiguration could occur, including the emergence of a strategic plan focusing on aspects such as specific contribution, drivers, objectives and structure. The change management principles adopted to ensure the success of the process are outlined, analysed and reflected upon.
Towards A Typology Of Gossip In The Workplace
Authors: De Gouda C. M. , Van Vuuren L. J. , Crafford A.
Published: August 2012

In today’s communication-driven world, informal communication can at some point be construed as malicious gossip. Literature shows that certain areas of gossip are insufficiently studied, such as how gossip is defined in the workplace, when communication is construed as gossip, and what characteristics highlight the parameters between healthy communication and gossip. This research is of value because workplace gossip could have direct implications on trust in workplace relationships, might undermine principles espoused by corporate governance and could therefore lead to higher staff absenteeism and turnover. A qualitative research study was undertaken to explore individual constructions surrounding this phenomenon. Data was collected from structured individual interviews and the technique of card sorting, and a grounded theory analysis resulted in the formulation of a working definition of the concept, the identification of its parameters as well as the development of a typology of gossip in the workplace. The implications of the findings are discussed.
Establishing And Maintaining Mentoring Relationships: An Overview Of Mentor And Mentee Competencies
Authors: Clutterbuck David
Published: August 2012

This introduction to this special edition of the SA Journal of Human Resource Management dealing with recent qualitative and quantitative work undertaken by South African Human Resource Practitioners and Industrial Psychologists on the topic of mentoring, attempts to draw together the thinking around the nature and concept of mentor and mentee competence. A framework of competencies which mentors and mentees can be helped to develop before or during their mentoring relationships is also suggested. Although the proposed competencies described have face validity, there is still a great deal of research to be done to establish the validity using more rigorous measures.
Formal Mentoring: Mentee And Mentor Expectations And Perceived Challenges
Authors: Pinho Sonia D. C. , Coetzee Melinda , Schreuder Dries
Published: August 2012

The purpose of this study was to investigate the expectations and perceived challenges of mentees and mentors regarding a formal mentoring programme within the South African work context. The convenience sampling method was used to identify respondents (N = 12). Qualitative methods were used to collect and analyse data on the respondents’ views on the formal mentoring programme. The results suggest that male and female mentees differ in terms of their expectations and the challenges they perceive in the formal mentoring relationship. The expectations of mentees also appear to be different from those of mentors regarding the formal relationship.
Institutionalising Ethics In Organisations: The Role Of Mentoring
Authors: Goosen X. , Van Vuuren L. J.
Published: August 2012

The phenomenon exists that organisations do not do much to ensure the institutionalisation of business ethics in general, and more specifically, to facilitate employees’ ethical behaviour. The possibility that mentoring may be utilised as a vehicle to institutionalise corporate ethical practices is proposed as a possible solution to the aforementioned problem. By means of a qualitative study, interviews were conducted to determine whether mentoring is used to institutionalise business ethics, and if not, how it can be utilised. An integrated model of mentoring in the institutionalisation of business ethics was generated. It highlighted the compatibility of the mentoring- and institutionalisation of ethics processes. The implications are discussed.
Introductory Overview
Authors: Coetzee Melinda , Schreuder Dries
Published: August 2012

This edition is about mentoring in the South African organisational context. Although extensive literature exists on the topic of mentoring, the current state of mentoring in the South African organisational context is under-researched and not yet well explored, particularly in the context of employment equity. This special edition on mentoring therefore aims to provide an overview of current research, practices and experiences regarding mentoring in the multi-cultural South African organisational context.
Levelling The Playing Field: Reducing Barriers To Mentoring For Women Protégés In The South African Organisational Context
Authors: Stone Kevin , Coetzee Melinda
Published: August 2012

The purpose of this study was to investigate the impediments to effective mentoring faced by women protégés at two South African organisations. The purposive sampling method was used to identify female employees who had participated as protégés in a mentoring relationship (N=17). Qualitative methods were used to collect and analyse data on the respondents’ experiences of the mentoring relationship. The findings indicated numerous barriers to mentoring for women. A basic taxonomy of recommendations for reducing these barriers in the workplace is recommended.
An Operational ’Project Management Culture’ Framework (Part 1)
Authors: Du Plessis Yvonne , Hoole Crystal
Published: August 2012

The aim of this research is to develop an operational ‘project management culture’ framework, which can be used by project managers and organisations to support project work. One of the main causes of project failure is attributed to a non-supportive project management culture in organisations. A triangulation method is followed inclusive of a thorough literature review, a survey questionnaire and a concept mapping process. A project management culture framework with descriptive elements, based on Deal and Kennedy’s (1982) definition of organisational culture, comprising of four dimensions i.e. project process; people in projects; project systems and structure, and project environment was developed.
Problems Surrounding Probation In The South African Public Service
Authors: Baloyi Z. , Crafford A.
Published: August 2012

The aim of the study was to investigate problems surrounding probation periods in the South African Public Service. A qualitative study was conducted to determine the views of both probationers and supervisors managing the probation process. Data was gathered by means of focus groups and individual interviews. Nine key areas were identified as being problematic, viz. clarity regarding the purpose of probation, lack of proper guidelines, the duration of probation, rotation during probation, lack of training, poor management of probation, performance management, anxiety and stress, power and authority. Recommendations are made concerning possible interventions.
The Development Of A Diagnostic ‘Project Management Culture’ Assessment Tool (Part 2)
Authors: Du Plessis Yvonne , Hoole Crystal
Published: August 2012

The growing interest in project management as a management approach requires organisations to adopt an operational culture that supports project management principles and practices. The availability of an empirically developed assessment tool would enable organisations to assess their present organisational culture's readiness for project work. The aim of this study is to develop a diagnostic instrument that can measure the operational ‘project management culture’ in organisations. The final tool (PMCAT) comprises of a five-factor scale. The overall reliability of the items in this scale was highly acceptable with a Cronbach alpha above 0,70. The tool has a high validity with a inter- item correlation above 0,32.
The Effectiveness Of High Levels Of Knowledge Regarding Hiv/Aids In Reducing Discriminatory Attitudes And Behaviour Towards Hiv-Infected People
Authors: Pirie M. , Coetsee W. J.
Published: August 2012

The primary objective of this study was to assess whether there is a relationship between increasing levels of knowledge about HIV/AIDS and perceptions of discriminatory attitudes and behaviour towards people with HIV/AIDS. Employees (3662) from a large accounting firm were exposed to a survey and a response rate of 41% or 1532 was received. The secondary objective of the study was to determine whether there were any statistically significant differences in the mean difference of knowledge scores of groups created in terms of the different biographical variables. ANOVA’S (to determine the significance of differences between the means), t-tests (two groups only) and F-statistics were used for the analysis. Given the large sample size an F-test is not conclusive and the effect of the difference in sample size needs to be taken into account. For this reason it was also necessary to look at the Partial Eta Squared. Results indicate that respondents are generally knowledgeable about the prevention and transmission of HIV/AIDS and that respondents’ level of knowledge correlates negatively with discriminatory practices.
Social Work Professionals’ Emotional Intelligence, Locus Of Control And Role Efficacy: An Exploratory Study
Authors: Singh Sanjay K.
Published: August 2012

The principal objective of the study was to study social work professionals psychologically. This study was conducted on a sample of 178 participants. The findings depict role efficacy to be associated positively with emotional intelligence and internal locus of control, but negatively with external locus of control. Similarly, emotional intelligence was found to be associated positively with internality, but negatively related to externality. The findings also indicated that emotional intelligence alone accounts for 43% of the variance on role efficacy of social work professionals. The findings of the study have major implications for non-governmental organizations and are discussed.
The Quality Of Leader/Employee Relationship
Authors: Carstens F. J. , Barnes Neil
Published: August 2012

This study set out to investigate what role the quality of the relationship between business leaders and their employees played in the performance of their business. The study compared the business performance of forty-five area managers in one of the major listed banks in South Africa with their specific leader/employee relationship profiles. The research approach was quantitative and of a correlational nature. The results indicate that although certain elements within the relationship between business leaders and employees indeed have an influence on business performance this alone was not a sufficient condition. The study suggested that the dimensions relating to vision, trust, accountability and decision- making have the strongest influence on business performance. Further research in this area is suggested.
‘The Corporate University’ Training And Learning
Authors: Pillay K. , Wijnbeek Danie
Published: August 2012

The training and development of employees in the airline industry usually take place within a decentralized structure and may result in fragmented and costly initiatives. To improve the current practice a corporate university (CU) model to be implemented in the airline is proposed. For the purpose of the study qualitative interviews were held, human documents were studied and participant observation and the views of employees of the South African airline industry were sought regarding training in general and CUs in particular. The study revealed support for the CU concept because it would encourage continuous learning at all levels in the organisation and would place emphasis on both employee and organisational needs.
The Role Of Human Capital In The Competitive Platform Of South African Industries
Authors: Kleynhans E. P. J.
Published: August 2012

The objective of this study was to investigate the role of human capital in the competitive platform of South African industries and to determine the ability of their human capital to address the challenges of modern technology and globalisation. Attention is given to the competitive strengths and investment opportunities, including the quality and availability of human resources, labour cost, level of education and skills, vocational and industry related training facility, work ethics, productivity, workplace regulations, as well as efficiency of the civil service; including productivity and competitiveness indexes. The study found that the level of human capital in South African industries is much higher than the general perception and not the worst element of South Africa’s competitive platform. The findings also indicated challenges, like absentees due to AIDS and other factors, a shortage of artisans and proficiency towards modern technology and innovation, which limits competitiveness.
Human Resources Practitioners’ Perceptions Of Their Role And Responsibility In Managing HIV/Aids In Industry
Authors: Van Wyk C. DE W.
Published: August 2012

The central question to be examined revolved around an analysis of the perceptions of Human Resources Practitioners regarding their role and responsibility in the management of HIV/AIDS in industry. A convenience sample of HR Practitioners was used in a cross-sectional design. A questionnaire measuring the constructs of managing HIV/AIDS in industry, as well as a biographical questionnaire was administered. The questionnaire proved to be reliable. A Cronbach alpha coefficient of 0,82 and 0,71 was obtained. Descriptive statistics were used to analyse the data. Results indicated that HR Practitioners experienced and perceived significant differences with regard to the implementation of their companies’ policy formation and -implementation, training needs of managers and employees, mentoring/ coaching -approaches and other AIDS-related issues in terms of their perceptions regarding the management of HIV/AIDS. The findings revealed a gap of knowledge on managing HIV/AIDS existing among HR Practitioners at all levels. While some HR Practitioners had a detailed knowledge of the disease and its prevention, others were ignorant about it, but agreed that the management of HIV/AIDS can be seen as an integral part of their daily role and responsibility in industry. Recommendations were proposed for future research, policy making and practice in the area of HIV/AIDS and the management thereof.
A Role For HR In Corporate Ethics? South African Practitioners’ Perspectives
Authors: Van Vuuren L. J. , Eiselen R. J.
Published: August 2012

Since few South African organisations have as yet appointed ethics officers, there is often a lack of clarity on who should take responsibility for coordinating organisations’ ethics management efforts. The purpose of this paper was to assess HR (the Human Resource function and its practitioners) as a possible contender to assume responsibility for ethics management in SA organisations. To this end a mail survey was conducted among registered HR practitioners (N=410). Two factors related to 1) the extent of HR’s ethics management competence and 2) HR’s responsibility for ethics management, were identified. The results showed that HR practitioners on average believe that they indeed have an ethics management competence and that they should be involved in ethics management. However, practitioners with a great deal of exposure to organisations that manage ethics believe to a lesser extent that they should be involved in ethics management. The implications of the findings are discussed.
Compilation Of An Econometric Human Resource Efficiency Model For Project Management Best Practices
Authors: Van Zyl G. , Venier P.
Published: August 2012

The aim of the paper is to introduce a human resource efficiency model in order to rank the most important human resource driving forces for project management best practices. The results of the model will demonstrate how the human resource component of project management acts as the primary function to enhance organizational performance, codified through improved logical end-state programmes, work ethics and process contributions. Given the hypothesis that project management best practices involve significant human resource and organizational changes, one would reasonably expect this process to influence and resonate throughout all the dimensions of an organisation.
Entrepreneurial Functionality Of New Venture Creation Learners
Authors: Buys Philna , Havenga Klaas
Published: August 2012

The primary objective of this study was to evaluate the suitability of individuals as potential entrepreneurs in the entrepreneurial economic environment. The scientifically validated Functional Intelligence Assessment Tool (FIAT) was applied to nineteen individuals (learners) during their training (New Venture Creation Learnership or NVC Learnership) which was managed by the Services Sector Education and Training Authority (SETA). Only three of the nineteen respondents were found to be suitable as entrepreneurs of whom two also displayed leadership qualities. The implications of the findings are discussed.
An Evaluation Of A Communication, Facilitation And Project Management Tool To Enhance The Effectiveness Of Project Execution
Authors: Van der Merwe Schalk , Bussin Mark
Published: August 2012

Project managers are in desparate need of a tool to help them save time and bridge the gap between different interfaces which they use to document, present to the business and manage their projecs. Mindmanager x5 Pro appears to be a viable solution. But it is of utmost importance that before rolling out the solution in the business that the solution be evaluated in the specific environment. Mindmanager x5 Pro makes certain claims that must be confirmed. Furthermore the software will be evaluated against best practices criteria in the field of change communication, facilitation and project management.
Leadership, character and its development: A qualitative exploration
Authors: De Braine Roslyn , Verrier Derek
Published: August 2012

The purpose of this study was to explore (1) what organisational leaders consider to be character elements of leaders within the workplace, (2) what influences leaders’ character development, and (3) how an organisation can continue the process of character development. The literature review and findings revealed that leadership, integrity, industriousness, empathy, loyalty, optimism, fairness and compassion are the most sought after character elements within leaders in the workplace. Leadership and integrity were found to be the most supported character elements. The findings also indicate that work environmental factors, a person’s own efforts, and the daily experiences of work life contribute towards character development.
The role of a positive trigger event in actioning authentic leadership development
Authors: Puente S. , Crous F. , Venter A.
Published: August 2012

Authenticity can best be understood in context, and context implies action (Payne, 1996). For the purpose of this study, leadership in general, and authentic leadership in particular, were explored in terms of the actions of former mayor of New York City, Rudolph Giuliani, who displayed authentic leadership in action during the tragic aftermath of the World Trade Centre attacks. Authentic leadership development tends to be triggered by a negative event (as in the case of 9/11 for Giuliani, for example). Since there is limited knowledge of how a positive event may trigger authentic leadership development, the aim of this study was to explore the potential of Appreciative Inquiry (AI) - an affirmative mode of action research - as a positive trigger event for authentic leadership development. The results indicated that this positive approach to change could indeed be implemented for this purpose.
A qualitative exploration of employees' views on organisational commitment
Authors: Lesabe Rankgoang Andrew-Face , Nkosi James
Published: August 2012

It is generally accepted that employee commitment has an impact on the overall functioning of organisations. Therefore, the primary aim of this qualitative explorative study is to detect and describe views of a group of employees at a local Johannesburg retail organisation regarding employee turnover and retention in the organisation. Relevant theoretical key concepts and views of scholars are carefully integrated and described briefly. Qualitative methods were used to collect and analyse the data. The research findings are explicitly outlined and linked to the existing literature on organisational commitment. The article is concluded with some recommendations.