Determining the impact of leadership on the success of entrepreneurs
- Authors: Mtshibe, Nomaswazi
- Date: 2013
- Subjects: Leadership , Success in business
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8852 , http://hdl.handle.net/10948/d1020126
- Description: The Eastern Cape Province has been cited as the second poorest province in South Africa. The impact of entrepreneurship on the economy, with respect to socio-economic development, has placed increased pressure on entrepreneurs to operate effectively. Moreover, entrepreneurs are required to adopt and adapt to leadership practices that lead to business success. Business success is largely dependent on the leader. The importance of this study may, thus, be attributed to the need for entrepreneurs to possess the necessary leadership attributes for the efficient running of a business. The primary objective of this study was to improve the success rate of entrepreneurs in the Eastern Cape Province. This was done by determining the impact of selected leadership attributes on the success of entrepreneurs. More specifically, this study investigated how the success of entrepreneurs is influenced by leadership attributes (the dependent variable), namely, leadership style, vision, networking, risk-taking and ethics (the independent variables). In order to achieve the research objectives, the researcher used the inferential statistical approach, specifically, hypothesis testing. The first step was to conduct a literature review on factors that influence entrepreneurs. This entailed the barriers to success, critical success factors, the impact of the SMME sector on the economy, as well as the selected leadership attributes. Secondly, the quantitative research method was used to assess the perceptions of entrepreneurs with regards to the influence of the leadership attributes on their businesses. This was done through an empirical survey, namely a self-administered questionnaire that was distributed to a sample of 100 entrepreneurs who are based in the Eastern Cape Province and have been operating for a minimum of three years. Out of the envisaged 100 respondents, 89 questionnaires were completed (89% response rate). The data obtained from the empirical survey was then analysed statistically and the descriptive statistics were presented by using graphs and tables. The results of the empirical survey revealed that although all the above-mentioned independent variables contribute towards increasing the success rate of entrepreneurs, networking and ethics exert the most significant influence. Based on the findings of the literature review and the results of the empirical survey, this study made recommendations on areas of improvement for entrepreneurs in order to increase their success rate. Suggestions were also made for possible future research.
- Full Text:
- Date Issued: 2013
- Authors: Mtshibe, Nomaswazi
- Date: 2013
- Subjects: Leadership , Success in business
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8852 , http://hdl.handle.net/10948/d1020126
- Description: The Eastern Cape Province has been cited as the second poorest province in South Africa. The impact of entrepreneurship on the economy, with respect to socio-economic development, has placed increased pressure on entrepreneurs to operate effectively. Moreover, entrepreneurs are required to adopt and adapt to leadership practices that lead to business success. Business success is largely dependent on the leader. The importance of this study may, thus, be attributed to the need for entrepreneurs to possess the necessary leadership attributes for the efficient running of a business. The primary objective of this study was to improve the success rate of entrepreneurs in the Eastern Cape Province. This was done by determining the impact of selected leadership attributes on the success of entrepreneurs. More specifically, this study investigated how the success of entrepreneurs is influenced by leadership attributes (the dependent variable), namely, leadership style, vision, networking, risk-taking and ethics (the independent variables). In order to achieve the research objectives, the researcher used the inferential statistical approach, specifically, hypothesis testing. The first step was to conduct a literature review on factors that influence entrepreneurs. This entailed the barriers to success, critical success factors, the impact of the SMME sector on the economy, as well as the selected leadership attributes. Secondly, the quantitative research method was used to assess the perceptions of entrepreneurs with regards to the influence of the leadership attributes on their businesses. This was done through an empirical survey, namely a self-administered questionnaire that was distributed to a sample of 100 entrepreneurs who are based in the Eastern Cape Province and have been operating for a minimum of three years. Out of the envisaged 100 respondents, 89 questionnaires were completed (89% response rate). The data obtained from the empirical survey was then analysed statistically and the descriptive statistics were presented by using graphs and tables. The results of the empirical survey revealed that although all the above-mentioned independent variables contribute towards increasing the success rate of entrepreneurs, networking and ethics exert the most significant influence. Based on the findings of the literature review and the results of the empirical survey, this study made recommendations on areas of improvement for entrepreneurs in order to increase their success rate. Suggestions were also made for possible future research.
- Full Text:
- Date Issued: 2013
Environmental sustainability leadership in South Africa: an empirical perspective
- Authors: May, Jode Joy
- Date: 2013
- Subjects: Organizational change , Leadership , Business -- Environmental aspects , Strategic planning -- Environmental aspects
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: vital:9320 , http://hdl.handle.net/10948/d1020766
- Description: Striking the balance between managing a successful organisation and paying attention to environmental sustainability requires excellent leadership. There are several benefits associated with being an environmentally sustainable organisation such as improved image (reputation and brand), increased customer loyalty, improved bottom line, attracting skilled experienced staff and improving the relationships with local communities. The purpose of this study was to explore and describe the change leadership qualities needed to drive environmental sustainability in the South African landscape to reduce global warming reduction. The qualitative paradigm was utilised to investigate the change leadership qualities needed to affect create environmental sustainability, with focus on global warming reduction actions in the workplace. A literature review was conducted on environmental sustainability, change leadership, and leadership qualities necessary to effect change. A survey was conducted among 13 participants using an interview schedule in the Gauteng, Western and Eastern Cape provinces of South Africa in both private and public organisations in various business sectors. Data was collected in 2013 over a four–month period by conducting face-to-face, telephonic and email interviews. The returned questionnaires were subjected to constant comparative, content and grounded theory analysis. Biographical profiles of the respondents and participating organisations were presented as case studies. Trustworthiness of the data was ascertained using data triangulation. Data was analysed in terms of the issues of environmental sustainability and change leadership. In-depth analyses were also conducted by means of provincial, business and employment sector comparisons. It was found that environmental sustainability was being addressed by the selected organisations, specifically relating to GHG emissions, energy and water saving actions. Change leaders should implement specific environmental sustainability strategies to assist in the reduction of global warming, create awareness, focus on employee involvement, report on their sustainability results and put and incentives in place to encourage environmental sustainability. In order to effect such changes, change leaders need to set targets to measure their sustainability progress. Green campaigns should be conducted internally to educate employees on the effects of global warming, and externally to inform the public about their commitment to environmental sustainability and to advise the public on courses of actions to assist in the quest to reduce global warming. It would be advisable for organisations to appoint a specific environmental sustainability team to drive these efforts. It was found that in order to bring about such changes, certain qualities were needed by change leaders to enable them to act as a change agents. Associated change leadership styles were also addressed. Change leaders should be knowledgeable in order to effectively communicate the importance of environmental sustainability. They should adopt a blend of leadership styles to drive environmental sustainability depending on the extent of change actions planned. Organisations should identify, appoint and mentor female leaders as they have the nurturing qualities that could successfully drive environmental sustainability actions. Change leaders should also preferably be personally involved in environmental sustainability as their personal values together with their job role at top leadership level could contribute towards successful implementation of environmental sustainability actions in the workplace. The study has provided general guidelines on the environmental sustainability issues necessary to address global warming reduction as well as guidelines on the change leaders qualities necessary to drive environmental sustainability actions in the workplace.
- Full Text:
- Date Issued: 2013
- Authors: May, Jode Joy
- Date: 2013
- Subjects: Organizational change , Leadership , Business -- Environmental aspects , Strategic planning -- Environmental aspects
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: vital:9320 , http://hdl.handle.net/10948/d1020766
- Description: Striking the balance between managing a successful organisation and paying attention to environmental sustainability requires excellent leadership. There are several benefits associated with being an environmentally sustainable organisation such as improved image (reputation and brand), increased customer loyalty, improved bottom line, attracting skilled experienced staff and improving the relationships with local communities. The purpose of this study was to explore and describe the change leadership qualities needed to drive environmental sustainability in the South African landscape to reduce global warming reduction. The qualitative paradigm was utilised to investigate the change leadership qualities needed to affect create environmental sustainability, with focus on global warming reduction actions in the workplace. A literature review was conducted on environmental sustainability, change leadership, and leadership qualities necessary to effect change. A survey was conducted among 13 participants using an interview schedule in the Gauteng, Western and Eastern Cape provinces of South Africa in both private and public organisations in various business sectors. Data was collected in 2013 over a four–month period by conducting face-to-face, telephonic and email interviews. The returned questionnaires were subjected to constant comparative, content and grounded theory analysis. Biographical profiles of the respondents and participating organisations were presented as case studies. Trustworthiness of the data was ascertained using data triangulation. Data was analysed in terms of the issues of environmental sustainability and change leadership. In-depth analyses were also conducted by means of provincial, business and employment sector comparisons. It was found that environmental sustainability was being addressed by the selected organisations, specifically relating to GHG emissions, energy and water saving actions. Change leaders should implement specific environmental sustainability strategies to assist in the reduction of global warming, create awareness, focus on employee involvement, report on their sustainability results and put and incentives in place to encourage environmental sustainability. In order to effect such changes, change leaders need to set targets to measure their sustainability progress. Green campaigns should be conducted internally to educate employees on the effects of global warming, and externally to inform the public about their commitment to environmental sustainability and to advise the public on courses of actions to assist in the quest to reduce global warming. It would be advisable for organisations to appoint a specific environmental sustainability team to drive these efforts. It was found that in order to bring about such changes, certain qualities were needed by change leaders to enable them to act as a change agents. Associated change leadership styles were also addressed. Change leaders should be knowledgeable in order to effectively communicate the importance of environmental sustainability. They should adopt a blend of leadership styles to drive environmental sustainability depending on the extent of change actions planned. Organisations should identify, appoint and mentor female leaders as they have the nurturing qualities that could successfully drive environmental sustainability actions. Change leaders should also preferably be personally involved in environmental sustainability as their personal values together with their job role at top leadership level could contribute towards successful implementation of environmental sustainability actions in the workplace. The study has provided general guidelines on the environmental sustainability issues necessary to address global warming reduction as well as guidelines on the change leaders qualities necessary to drive environmental sustainability actions in the workplace.
- Full Text:
- Date Issued: 2013
Promoting leadership effectiveness in the public hospitals: a case study at Uitenhage provincial hospital
- Authors: Hoffman, Nyameka
- Date: 2013
- Subjects: Leadership , Hospitals -- South Africa -- Management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8911
- Description: Effective leadership is essential for the achievement of any organisational success. The need for strong leadership and increased diversity is a prominent issue in today’s health service workforce. Effective leadership involves influencing others towards achieving the goals of the organisation. Leadership is the central ingredient necessary for progress as well as for the development and survival of organisations, especially in a changing environment such as is evident in South Africa. This study was undertaken to explore and describe the views of health professionals with respect to factors that promote or influence leadership effectiveness in public hospitals, with specific reference to Uitenhage Provincial Hospital. The research design of this study was a quantitative, explorative, descriptive survey. Interviews were conducted to explore and describe the views and perceptions of healthcare professionals (clinical and nonclinical), and the management of the Uitenhage Provincial Hospital, regarding leadership effectiveness in a public hospital. Firstly, a literature study was conducted on healthcare leadership generally and to identify various leadership approaches and factors that influence leadership effectiveness. More emphasis was put on the current and the most recent approaches to leadership. Secondly, an empirical study was conducted to gain the views and ideas of health professionals regarding leadership effectiveness in the institution. Lastly, the results of the empirical study were evaluated, conclusions were drawn and recommendations were made, based on the information obtained from both the literature study and the empirical study.
- Full Text:
- Date Issued: 2013
- Authors: Hoffman, Nyameka
- Date: 2013
- Subjects: Leadership , Hospitals -- South Africa -- Management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8911
- Description: Effective leadership is essential for the achievement of any organisational success. The need for strong leadership and increased diversity is a prominent issue in today’s health service workforce. Effective leadership involves influencing others towards achieving the goals of the organisation. Leadership is the central ingredient necessary for progress as well as for the development and survival of organisations, especially in a changing environment such as is evident in South Africa. This study was undertaken to explore and describe the views of health professionals with respect to factors that promote or influence leadership effectiveness in public hospitals, with specific reference to Uitenhage Provincial Hospital. The research design of this study was a quantitative, explorative, descriptive survey. Interviews were conducted to explore and describe the views and perceptions of healthcare professionals (clinical and nonclinical), and the management of the Uitenhage Provincial Hospital, regarding leadership effectiveness in a public hospital. Firstly, a literature study was conducted on healthcare leadership generally and to identify various leadership approaches and factors that influence leadership effectiveness. More emphasis was put on the current and the most recent approaches to leadership. Secondly, an empirical study was conducted to gain the views and ideas of health professionals regarding leadership effectiveness in the institution. Lastly, the results of the empirical study were evaluated, conclusions were drawn and recommendations were made, based on the information obtained from both the literature study and the empirical study.
- Full Text:
- Date Issued: 2013
An investigation into the relationship between leadership and cognitive styles of supervisory employees in the automotive industry
- Authors: Attwell, Terry-Anne
- Date: 2012
- Subjects: Supervisors, Industrial , Cognitive styles , Leadership , Automobile industry and trade
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9403 , http://hdl.handle.net/10948/d1009320 , Supervisors, Industrial , Cognitive styles , Leadership , Automobile industry and trade
- Description: Human attributes that constitute a good leader in terms of leadership qualities and thinking styles are somewhat limited. The latter situation makes it difficult to employ the right person with the right leadership qualities in the continuously changing world of work (Lussier & Achua, 2000). The researcher investigated the relationship between cognitive styles and leadership styles of individuals who are employed in the automotive industry and in a supervisory position. A quantitative research methodology was employed for the study of (n= 115) using the Cognitive-Style Indicator (COSI) developed by Cools and van den Broeck (2007) and the Leadership-style questionnaire developed by Clark (2007). Leadership styles have been researched throughout the world, but a dearth of research specifically pertaining to cognitive styles was rather limiting in the context of the research that was undertaken. On the one hand, leadership focuses on three main dimensions, namely: Authoritarian, Participative and Delegative Leadership Styles. According to Clark (2007), the above three dimensions are the core styles that are used within the workplace. On the other hand, a three-dimensional cognitive style model, as proposed by Cools and Van den Broeck (2007) incorporates three dimensions with specific characteristics pertaining to each style. These three dimensions were labelled as: Knowing (K), Planning (P), and Creating (C) styles, which were utilised to find a significant relationship between the various leadership styles. Significant relationships were found between the Cognitive-Planning style and the Participative Leadership style, the Delegative Leadership style and the Knowing-Cognitive style, the Creative-Cognitive style and the Delegative Leadership style, and the Knowing-and-Planning Cognitive style. Similarities were also found between the Coloured and African groups, as the Delegative style is relevant to both the Coloured and African groups, while the participative style is more prominent in the White racial group. No significant correlations were produced for the Asian group, however. Organisations are rapidly changing and adapting to various types of change; and it is essential for all employees – and not only those within a leadership position – but it is imperative that leaders should not only understand and know their cognitive and leadership style, but also of those individuals who are reporting to them.
- Full Text:
- Date Issued: 2012
- Authors: Attwell, Terry-Anne
- Date: 2012
- Subjects: Supervisors, Industrial , Cognitive styles , Leadership , Automobile industry and trade
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9403 , http://hdl.handle.net/10948/d1009320 , Supervisors, Industrial , Cognitive styles , Leadership , Automobile industry and trade
- Description: Human attributes that constitute a good leader in terms of leadership qualities and thinking styles are somewhat limited. The latter situation makes it difficult to employ the right person with the right leadership qualities in the continuously changing world of work (Lussier & Achua, 2000). The researcher investigated the relationship between cognitive styles and leadership styles of individuals who are employed in the automotive industry and in a supervisory position. A quantitative research methodology was employed for the study of (n= 115) using the Cognitive-Style Indicator (COSI) developed by Cools and van den Broeck (2007) and the Leadership-style questionnaire developed by Clark (2007). Leadership styles have been researched throughout the world, but a dearth of research specifically pertaining to cognitive styles was rather limiting in the context of the research that was undertaken. On the one hand, leadership focuses on three main dimensions, namely: Authoritarian, Participative and Delegative Leadership Styles. According to Clark (2007), the above three dimensions are the core styles that are used within the workplace. On the other hand, a three-dimensional cognitive style model, as proposed by Cools and Van den Broeck (2007) incorporates three dimensions with specific characteristics pertaining to each style. These three dimensions were labelled as: Knowing (K), Planning (P), and Creating (C) styles, which were utilised to find a significant relationship between the various leadership styles. Significant relationships were found between the Cognitive-Planning style and the Participative Leadership style, the Delegative Leadership style and the Knowing-Cognitive style, the Creative-Cognitive style and the Delegative Leadership style, and the Knowing-and-Planning Cognitive style. Similarities were also found between the Coloured and African groups, as the Delegative style is relevant to both the Coloured and African groups, while the participative style is more prominent in the White racial group. No significant correlations were produced for the Asian group, however. Organisations are rapidly changing and adapting to various types of change; and it is essential for all employees – and not only those within a leadership position – but it is imperative that leaders should not only understand and know their cognitive and leadership style, but also of those individuals who are reporting to them.
- Full Text:
- Date Issued: 2012
The impact of strength-based leadership on high-performance work teams : a Volkswagen case study
- Authors: Jacobs, Corneluis Theodorus
- Date: 2012
- Subjects: Leadership , Teams in the workplace
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8810
- Description: In the modern day organisation where the emphasis is largely on teams rather than individuals, it is of critical importance to have teams who can be regarded as high-performing. High performing teams will ensure that companies can achieve more with less in terms of resources required. However the creation of a high performing team remains a consistent challenge due to innate human behaviour and traits. One of the keys that could assist in the creation of a high-performing work team is a strength-based leadership approach. The study compromised of firstly, the philosophy of strength-based leadership and the underpinnings of this philosophy. Secondly, the author also looked at the high-performance team model, attributes associated with this model and the various theories of how a high-performing team can be created. Thirdly an empirical study was conducted using a selected management team within a major automotive manufacturer that was already following the strength-based leadership approach. The empirical study aimed to establish to what degree this leadership philosophy is being followed as well as gauging the current level of team performance. Finally the empirical findings were correlated with the theoretical back ground established, and recommendations were made. Overall the team studied can be regarded as a high-performing work team, partially due to their approach in following the strength-based leadership approach. Individual team members are very aware of their own strengths as well as those of their fellow team members. The manager also seeks to continually utilize the individual strengths of his team. The team also has a very positive attitude and subsequently team motivation and performance is very high. However conflict resolution is currently a potential barrier to further performance enhancement.
- Full Text:
- Date Issued: 2012
- Authors: Jacobs, Corneluis Theodorus
- Date: 2012
- Subjects: Leadership , Teams in the workplace
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8810
- Description: In the modern day organisation where the emphasis is largely on teams rather than individuals, it is of critical importance to have teams who can be regarded as high-performing. High performing teams will ensure that companies can achieve more with less in terms of resources required. However the creation of a high performing team remains a consistent challenge due to innate human behaviour and traits. One of the keys that could assist in the creation of a high-performing work team is a strength-based leadership approach. The study compromised of firstly, the philosophy of strength-based leadership and the underpinnings of this philosophy. Secondly, the author also looked at the high-performance team model, attributes associated with this model and the various theories of how a high-performing team can be created. Thirdly an empirical study was conducted using a selected management team within a major automotive manufacturer that was already following the strength-based leadership approach. The empirical study aimed to establish to what degree this leadership philosophy is being followed as well as gauging the current level of team performance. Finally the empirical findings were correlated with the theoretical back ground established, and recommendations were made. Overall the team studied can be regarded as a high-performing work team, partially due to their approach in following the strength-based leadership approach. Individual team members are very aware of their own strengths as well as those of their fellow team members. The manager also seeks to continually utilize the individual strengths of his team. The team also has a very positive attitude and subsequently team motivation and performance is very high. However conflict resolution is currently a potential barrier to further performance enhancement.
- Full Text:
- Date Issued: 2012
Improving leadership development in a selected manufacturing company
- Authors: Kalashe, Lunga
- Date: 2011
- Subjects: Leadership , Manufacturing industries -- Management , Executives -- Training of
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8586 , http://hdl.handle.net/10948/1629 , Leadership , Manufacturing industries -- Management , Executives -- Training of
- Description: Leadership development is very important in business and often much lip service is given to “growing” leaders in business organisations. Leadership development takes place at the individual, group or organisational level and aims for greater effectiveness of an organisation’s human, social and systems capital. One of the biggest motor manufacturers in the Eastern Cape which employs more than 6 500 workers in the local plant and thousands of allied jobs at suppliers was selected to conduct this study on leadership development. The reason for choosing this company is that, over the years, the company established strong training and development programmes to help employees achieve their full potential and to grow the company. This study assesses the success of leadership development in the selected company as well as the factors that could lead to the improvement of its leadership development programme. The primary objective of the study is therefore to improve leadership development in the selected company by investigating the influence of selected factors on leadership development in that company. The sample was drawn from the employees of the company who were enrolled for leadership development at the company’s training institute as at October 2010. They were 55 engineers, 15 supervisors, 20 buyers and 12 managers. A census of these employees was conducted, in other words, 102 questionnaires were distributed to them. Only forty (40) respondents (response rate = 39.2%) however participated in the final study. The empirical results showed that three variables were key ingredients for achieving and increasing leadership development success: organisational culture, participative leadership and senior-management support. Implementing the recommendations that emanated from these results will go a long way in securing success in the company’s leadership development programme.
- Full Text:
- Date Issued: 2011
- Authors: Kalashe, Lunga
- Date: 2011
- Subjects: Leadership , Manufacturing industries -- Management , Executives -- Training of
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8586 , http://hdl.handle.net/10948/1629 , Leadership , Manufacturing industries -- Management , Executives -- Training of
- Description: Leadership development is very important in business and often much lip service is given to “growing” leaders in business organisations. Leadership development takes place at the individual, group or organisational level and aims for greater effectiveness of an organisation’s human, social and systems capital. One of the biggest motor manufacturers in the Eastern Cape which employs more than 6 500 workers in the local plant and thousands of allied jobs at suppliers was selected to conduct this study on leadership development. The reason for choosing this company is that, over the years, the company established strong training and development programmes to help employees achieve their full potential and to grow the company. This study assesses the success of leadership development in the selected company as well as the factors that could lead to the improvement of its leadership development programme. The primary objective of the study is therefore to improve leadership development in the selected company by investigating the influence of selected factors on leadership development in that company. The sample was drawn from the employees of the company who were enrolled for leadership development at the company’s training institute as at October 2010. They were 55 engineers, 15 supervisors, 20 buyers and 12 managers. A census of these employees was conducted, in other words, 102 questionnaires were distributed to them. Only forty (40) respondents (response rate = 39.2%) however participated in the final study. The empirical results showed that three variables were key ingredients for achieving and increasing leadership development success: organisational culture, participative leadership and senior-management support. Implementing the recommendations that emanated from these results will go a long way in securing success in the company’s leadership development programme.
- Full Text:
- Date Issued: 2011
Critical assessment of leadership skills in developmental local government: a case study of Buffalo City Municipality in the Eastern Cape
- Mnyatheli, Mbeko Bandla Sizasomzi
- Authors: Mnyatheli, Mbeko Bandla Sizasomzi
- Date: 2011-01
- Subjects: Leadership , Municipal government , Buffalo City (South Africa)
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10353/26175 , vital:64950
- Description: This study seeks to examine the nature and role of leadership, in pursuit of a suitable leadership for a Developmental Local Government environment. The aim of this study is to describe the nature of leadership, particularly in local government, and in public organization in general. The study begins by teasing out the various concepts and terminology attendant with leadership in this environment. The study further reviews relevant literature as basis for understanding and goes on to interrogate the general theories on leadership with a view to choose the best practice in leadership of a developmental local government. Central to its quest for answers, is the drive from the constitutional mandate, a developmental local government imposed to municipality by the constitution of the Republic of South Africa, (1996) arising out of the need to transform the South African local government from an erstwhile policy of racial segregation to a new democratic political dispensation fostering equity and access to services and resources for all citizens. The challenge for the new leadership therefore is how to deal, speedily with the huge disparities and socio-economic backlogs? What kind of leadership and what level of knowledge, skills and competencies are required and how soon can public goods and services be delivered to the satisfaction of the communities it serves? ‘Analysis of variance’ was used to analyse and interpret data collected. Literature on the difference between transactional and transformational leadership formed the basis of the findings. Finally, findings and conclusions were drawn. On the bases of these, recommendations for Buffalo City Municipality were presented. , Thesis (MPA) -- Faculty of Management and Commerce, 2011
- Full Text:
- Date Issued: 2011-01
- Authors: Mnyatheli, Mbeko Bandla Sizasomzi
- Date: 2011-01
- Subjects: Leadership , Municipal government , Buffalo City (South Africa)
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10353/26175 , vital:64950
- Description: This study seeks to examine the nature and role of leadership, in pursuit of a suitable leadership for a Developmental Local Government environment. The aim of this study is to describe the nature of leadership, particularly in local government, and in public organization in general. The study begins by teasing out the various concepts and terminology attendant with leadership in this environment. The study further reviews relevant literature as basis for understanding and goes on to interrogate the general theories on leadership with a view to choose the best practice in leadership of a developmental local government. Central to its quest for answers, is the drive from the constitutional mandate, a developmental local government imposed to municipality by the constitution of the Republic of South Africa, (1996) arising out of the need to transform the South African local government from an erstwhile policy of racial segregation to a new democratic political dispensation fostering equity and access to services and resources for all citizens. The challenge for the new leadership therefore is how to deal, speedily with the huge disparities and socio-economic backlogs? What kind of leadership and what level of knowledge, skills and competencies are required and how soon can public goods and services be delivered to the satisfaction of the communities it serves? ‘Analysis of variance’ was used to analyse and interpret data collected. Literature on the difference between transactional and transformational leadership formed the basis of the findings. Finally, findings and conclusions were drawn. On the bases of these, recommendations for Buffalo City Municipality were presented. , Thesis (MPA) -- Faculty of Management and Commerce, 2011
- Full Text:
- Date Issued: 2011-01
An evaluation of leadership characteristics required to meet the demands of a strategic change process in the automative cluster in the Eastern Cape region
- Authors: Angloher, Sanette
- Date: 2010
- Subjects: Leadership , Organizational change
- Language: English
- Type: Thesis , Doctoral , DTech
- Identifier: vital:9341 , http://hdl.handle.net/10948/1261 , Leadership , Organizational change
- Description: Against a backdrop of increasing globalisation, deregulation, the rapid pace of technological innovation, a growing knowledge workforce, and shifting social and demographic trends, the primary task of management today is the leadership of organisational change (Graetz, 2000:550). In the words of Lussier and Achua Abstract v (2001:9): “The companies that will survive in the new global competitiveness environment are those that can attract and maintain leaders”. The above emphasises the important role of managers during times when change take place in the organisation. Yet employees are often managed inappropriately in a period of change. There are two reasons for this: (1) managers managing change are under pressure which undermines their own performance, (2) organisations often do not possess managers who are skilful at handling change. It is this second reason that will form the focus of this study. Carnall (1999:105) states that managing change effectively requires an understanding of both what is and seems likely to happen and of how people react to change, and a skilful management performance. Leaders must take on more facilitative roles, as competencies in change management become critical to creating and sustaining effective organisations. The major technological advances of today rely heavily on leaders to facilitate change. Leaders need to encourage people to “collaborate, take risks, take responsibility and be accountable for the change process the organisation must continually undergo to maintain a leadership position in its industry”, according to Moran and Brightman (2000:3). They furthermore argue that “change leaders recognise that they are always trying to balance stability and change. It is a delicate balance to accomplish since employees desire order and stability, while organisations must be ready to adapt to changing conditions quickly”. In this rapidly changing world, organisations must become more flexible, more responsive, and more willing to change and adapt. They must create and assimilate new knowledge at an increasing pace, encourage innovation, and learn to compete in new ways. Dess and Picken (2000:30) argue that the leaders of these organisations must be proactive in facilitating organisational learning and encouraging positive adaptation to external changes. The above shows what an important role leaders/managers have to play in the strategic change process. They need to possess the requisite skills in leadership, problem solving, continuous improvement, team effectiveness, and customer service in order to ensure the long-term growth and stability in the organisation which change can bring about. This research project will identify the various skills needed to successfully manage a change initiative.
- Full Text:
- Date Issued: 2010
- Authors: Angloher, Sanette
- Date: 2010
- Subjects: Leadership , Organizational change
- Language: English
- Type: Thesis , Doctoral , DTech
- Identifier: vital:9341 , http://hdl.handle.net/10948/1261 , Leadership , Organizational change
- Description: Against a backdrop of increasing globalisation, deregulation, the rapid pace of technological innovation, a growing knowledge workforce, and shifting social and demographic trends, the primary task of management today is the leadership of organisational change (Graetz, 2000:550). In the words of Lussier and Achua Abstract v (2001:9): “The companies that will survive in the new global competitiveness environment are those that can attract and maintain leaders”. The above emphasises the important role of managers during times when change take place in the organisation. Yet employees are often managed inappropriately in a period of change. There are two reasons for this: (1) managers managing change are under pressure which undermines their own performance, (2) organisations often do not possess managers who are skilful at handling change. It is this second reason that will form the focus of this study. Carnall (1999:105) states that managing change effectively requires an understanding of both what is and seems likely to happen and of how people react to change, and a skilful management performance. Leaders must take on more facilitative roles, as competencies in change management become critical to creating and sustaining effective organisations. The major technological advances of today rely heavily on leaders to facilitate change. Leaders need to encourage people to “collaborate, take risks, take responsibility and be accountable for the change process the organisation must continually undergo to maintain a leadership position in its industry”, according to Moran and Brightman (2000:3). They furthermore argue that “change leaders recognise that they are always trying to balance stability and change. It is a delicate balance to accomplish since employees desire order and stability, while organisations must be ready to adapt to changing conditions quickly”. In this rapidly changing world, organisations must become more flexible, more responsive, and more willing to change and adapt. They must create and assimilate new knowledge at an increasing pace, encourage innovation, and learn to compete in new ways. Dess and Picken (2000:30) argue that the leaders of these organisations must be proactive in facilitating organisational learning and encouraging positive adaptation to external changes. The above shows what an important role leaders/managers have to play in the strategic change process. They need to possess the requisite skills in leadership, problem solving, continuous improvement, team effectiveness, and customer service in order to ensure the long-term growth and stability in the organisation which change can bring about. This research project will identify the various skills needed to successfully manage a change initiative.
- Full Text:
- Date Issued: 2010
An investigation of the role of leadership in strategic planning
- Authors: Devenish, Sean
- Date: 2007
- Subjects: Leadership , Strategic planning , Management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8744 , http://hdl.handle.net/10948/746 , Leadership , Strategic planning , Management
- Description: Leadership and planning requires more strategic thinkers on all management levels in an organization. Historically, senior management does not effectively identify those leaders that posses the core traits and competencies to adequately influence the corporate culture by way of transformational and visionary leadership styles, so that it is aligned to the long-term strategy. In this research the author first embarked on a theoretical study into leadership and the associated contingency models, which have lead to the emergence of new styles of leadership, such as transformational, situational and visionary leadership. Thereafter, successful strategy planning and implementation was investigated to determine which leadership styles did the literature reveal are more conducive to successfully executing strategy in adaptive and culturally diverse corporate cultures. Thirdly, an empirical study was conducted to ascertain to what extent transformational and transactional leadership practices by South African firms are being adopted, and the amount of emphasis placed on the strategic thinking process between the leadership styles. Lastly, the data was analysed to explain the relationship between transformational and transactional leadership and strategic planning, and to make recommendations based on the research.
- Full Text:
- Date Issued: 2007
- Authors: Devenish, Sean
- Date: 2007
- Subjects: Leadership , Strategic planning , Management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8744 , http://hdl.handle.net/10948/746 , Leadership , Strategic planning , Management
- Description: Leadership and planning requires more strategic thinkers on all management levels in an organization. Historically, senior management does not effectively identify those leaders that posses the core traits and competencies to adequately influence the corporate culture by way of transformational and visionary leadership styles, so that it is aligned to the long-term strategy. In this research the author first embarked on a theoretical study into leadership and the associated contingency models, which have lead to the emergence of new styles of leadership, such as transformational, situational and visionary leadership. Thereafter, successful strategy planning and implementation was investigated to determine which leadership styles did the literature reveal are more conducive to successfully executing strategy in adaptive and culturally diverse corporate cultures. Thirdly, an empirical study was conducted to ascertain to what extent transformational and transactional leadership practices by South African firms are being adopted, and the amount of emphasis placed on the strategic thinking process between the leadership styles. Lastly, the data was analysed to explain the relationship between transformational and transactional leadership and strategic planning, and to make recommendations based on the research.
- Full Text:
- Date Issued: 2007
A strategy for the development of team leaders in the East Cape motor industry cluster : a competency based approach
- Authors: Melamed, Graham Morrison
- Date: 2006
- Subjects: Leadership , Teams in the workplace , Automobile industry and trade -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Doctoral , DTech
- Identifier: vital:8568 , http://hdl.handle.net/10948/419 , Leadership , Teams in the workplace , Automobile industry and trade -- South Africa -- Eastern Cape
- Description: The research undertaken in this study was to identify the strategy needed to be adopted by the East Cape Motor Industry Cluster (ECMIC) in order to develop the competencies of its Team Leaders. v Hamel and Prahalad (1994: 28) are of the opinion that the focus of a company must move from current market share, to the share of tomorrow’s opportunities that the company can reasonably expect to gain. The company must therefore consider what it can achieve with its existing set of competencies, and what new competencies need to be acquired in order to prosper in the future. The development of competencies is thus deemed to be critical to the South African economy as the various local automotive manufacturers enter the export field. The ECMIC has traditionally been considered the heart of the automotive industry in South Africa with three of the major manufacturers located in the Nelson Mandela and Buffalo City Metropoles. In order to support these manufacturers, a vast number of component manufacturers and service providers have been established to support the automotive manufacturers both in the ECMIC and in other areas of the country. Since the establishment of a democratic South Africa and the removal of sanctions, the automotive industry has started to establish itself globally. This study will undertake a literature study of the application of competencies in the workplace, teams and team leaders and how competencies are applied in the ECMIC. The results of an empirical study into core competencies in the ECMIC will be used to elucidate a set of competencies which will be used to develop a strategy utilising the competency approach in team leaders in the ECMIC.
- Full Text:
- Date Issued: 2006
- Authors: Melamed, Graham Morrison
- Date: 2006
- Subjects: Leadership , Teams in the workplace , Automobile industry and trade -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Doctoral , DTech
- Identifier: vital:8568 , http://hdl.handle.net/10948/419 , Leadership , Teams in the workplace , Automobile industry and trade -- South Africa -- Eastern Cape
- Description: The research undertaken in this study was to identify the strategy needed to be adopted by the East Cape Motor Industry Cluster (ECMIC) in order to develop the competencies of its Team Leaders. v Hamel and Prahalad (1994: 28) are of the opinion that the focus of a company must move from current market share, to the share of tomorrow’s opportunities that the company can reasonably expect to gain. The company must therefore consider what it can achieve with its existing set of competencies, and what new competencies need to be acquired in order to prosper in the future. The development of competencies is thus deemed to be critical to the South African economy as the various local automotive manufacturers enter the export field. The ECMIC has traditionally been considered the heart of the automotive industry in South Africa with three of the major manufacturers located in the Nelson Mandela and Buffalo City Metropoles. In order to support these manufacturers, a vast number of component manufacturers and service providers have been established to support the automotive manufacturers both in the ECMIC and in other areas of the country. Since the establishment of a democratic South Africa and the removal of sanctions, the automotive industry has started to establish itself globally. This study will undertake a literature study of the application of competencies in the workplace, teams and team leaders and how competencies are applied in the ECMIC. The results of an empirical study into core competencies in the ECMIC will be used to elucidate a set of competencies which will be used to develop a strategy utilising the competency approach in team leaders in the ECMIC.
- Full Text:
- Date Issued: 2006
Assessing the role of leadership in strategic planning
- Authors: Solomon, Wesley Anthony
- Date: 2006
- Subjects: Leadership , Strategic planning , Management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8758 , http://hdl.handle.net/10948/609 , Leadership , Strategic planning , Management
- Description: Effective leadership is one of the most important factors that influence the performance of an organization. Effective leadership together with supervision are similar in terms of their influence on others towards achieving the goals of the organization. Therefore, effective leadership and supervision are principal activities through which organizational goals and objectives are achieved.
- Full Text:
- Date Issued: 2006
- Authors: Solomon, Wesley Anthony
- Date: 2006
- Subjects: Leadership , Strategic planning , Management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8758 , http://hdl.handle.net/10948/609 , Leadership , Strategic planning , Management
- Description: Effective leadership is one of the most important factors that influence the performance of an organization. Effective leadership together with supervision are similar in terms of their influence on others towards achieving the goals of the organization. Therefore, effective leadership and supervision are principal activities through which organizational goals and objectives are achieved.
- Full Text:
- Date Issued: 2006
Relationship between employee performance, leadership and emotional intelligence in a South African parastatal organisation
- Authors: Hayward, Brett Anthony
- Date: 2006
- Subjects: Employees -- Rating of , Leadership , Leadership -- Psychological aspects , Emotional intelligence , Government business enterprises -- South Africa
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: vital:1206 , http://hdl.handle.net/10962/d1019740
- Description: This research investigates the relationship between employee performance, leadership and emotional intelligence in a South African parastatal. The literature provided discusses the three variables of performance, leadership and emotional intelligence. Information was gathered, using three instruments, from a sample of 160 leaders and 800 raters. The Multifactor Leadership Questionnaire was used to determine leadership style within the parastatal, while the Emotional Competency Profiler was used to determine the emotional intelligence of the leaders within the parastatal. Employee performance was captured and recorded using the parastatal’s performance appraisal process. Leadership and emotional intelligence were identified as the independent variables and employee performance as the dependent variable. Data obtained from each of the research instruments was then statistically analysed. Through linear regression analysis it was concluded that there is a significant relationship between employee performance and an emotionally intelligent, transactional leader. However, no significant linear relationship was found between employee performance and an emotionally intelligent, transformational leader. Simple correlation analysis showed that there is a relatively weak significant linear relationship between emotional intelligence and transactional leadership. Moreover, it was found that there is a very strong significant linear relationship between emotional intelligence and transformational leadership. This research therefore adds a new dimension to employee performance, leadership and emotional intelligence, since no similar study has been conducted. As this research takes place in the South African context, it contributes to the bank of findings relating to the concepts.
- Full Text:
- Date Issued: 2006
- Authors: Hayward, Brett Anthony
- Date: 2006
- Subjects: Employees -- Rating of , Leadership , Leadership -- Psychological aspects , Emotional intelligence , Government business enterprises -- South Africa
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: vital:1206 , http://hdl.handle.net/10962/d1019740
- Description: This research investigates the relationship between employee performance, leadership and emotional intelligence in a South African parastatal. The literature provided discusses the three variables of performance, leadership and emotional intelligence. Information was gathered, using three instruments, from a sample of 160 leaders and 800 raters. The Multifactor Leadership Questionnaire was used to determine leadership style within the parastatal, while the Emotional Competency Profiler was used to determine the emotional intelligence of the leaders within the parastatal. Employee performance was captured and recorded using the parastatal’s performance appraisal process. Leadership and emotional intelligence were identified as the independent variables and employee performance as the dependent variable. Data obtained from each of the research instruments was then statistically analysed. Through linear regression analysis it was concluded that there is a significant relationship between employee performance and an emotionally intelligent, transactional leader. However, no significant linear relationship was found between employee performance and an emotionally intelligent, transformational leader. Simple correlation analysis showed that there is a relatively weak significant linear relationship between emotional intelligence and transactional leadership. Moreover, it was found that there is a very strong significant linear relationship between emotional intelligence and transformational leadership. This research therefore adds a new dimension to employee performance, leadership and emotional intelligence, since no similar study has been conducted. As this research takes place in the South African context, it contributes to the bank of findings relating to the concepts.
- Full Text:
- Date Issued: 2006
The development of a leadership brand to enhance the competitiveness of organisations
- Authors: Baatjes, Jerome Clinton
- Date: 2006
- Subjects: Leadership , Competition
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8565 , http://hdl.handle.net/10948/189 , Leadership , Competition
- Description: Effective leadership is and will remain the cornerstone of business success. It is leadership that differentiates world class from mediocre performance. The objective of this study is to investigate how positive leadership brand can be developed in order to leverage human capital and enhance the competitive position of organisations. To achieve this objective a comprehensive literature study was performed to determine the extent of existing knowledge on branding, leadership and leadership branding. The study included an investigation into the attributes of effective leaders, leadership development activities, leadership styles and a formula for effective leadership was presented. Managers from selected organisations were requested to complete questionnaires in order to determine the views of South African managers on leadership branding. The questionnaire was developed in accordance with the findings from the literature research. The answers of the respondents were analysed and compared to the literature study. The information obtained from the literature study and from the respondents resulted in various recommendations and conclusions. In general, support was found for investing resources into developing leadership brand as respondents indicated that positive leadership brand could result in a source of competitive advantage. The major obstacles in developing positive leadership brands are: absence of a clear message of what makes an effective leader, lack of feedback that leaders receive on the behaviours they display and no (or an unknown) link between leadership behaviours and rewards.
- Full Text:
- Date Issued: 2006
- Authors: Baatjes, Jerome Clinton
- Date: 2006
- Subjects: Leadership , Competition
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8565 , http://hdl.handle.net/10948/189 , Leadership , Competition
- Description: Effective leadership is and will remain the cornerstone of business success. It is leadership that differentiates world class from mediocre performance. The objective of this study is to investigate how positive leadership brand can be developed in order to leverage human capital and enhance the competitive position of organisations. To achieve this objective a comprehensive literature study was performed to determine the extent of existing knowledge on branding, leadership and leadership branding. The study included an investigation into the attributes of effective leaders, leadership development activities, leadership styles and a formula for effective leadership was presented. Managers from selected organisations were requested to complete questionnaires in order to determine the views of South African managers on leadership branding. The questionnaire was developed in accordance with the findings from the literature research. The answers of the respondents were analysed and compared to the literature study. The information obtained from the literature study and from the respondents resulted in various recommendations and conclusions. In general, support was found for investing resources into developing leadership brand as respondents indicated that positive leadership brand could result in a source of competitive advantage. The major obstacles in developing positive leadership brands are: absence of a clear message of what makes an effective leader, lack of feedback that leaders receive on the behaviours they display and no (or an unknown) link between leadership behaviours and rewards.
- Full Text:
- Date Issued: 2006
Correlates and outcomes of emotional intelligence in organisations
- Authors: Bosman, Leon Abraham
- Date: 2003
- Subjects: Leadership , Emotional intelligence , Organizational behavior
- Language: English
- Type: Thesis , Doctoral , DCom
- Identifier: vital:11006 , http://hdl.handle.net/10948/337 , Leadership , Emotional intelligence , Organizational behavior
- Description: Emotional Intelligence and Leadership are two very important constructs to organizations. Likewise concepts like OCB, conflict handling and intention to quit of employees are equally important constructs to organizations. The primary aim of the present study was to determine how well Organisational Citizenship Behaviour and intention to quit as well as the conflict handling style of subordinates could be predicted by means of leadership style, and the emotional intelligence of leaders. A secondary aim was to determine whether a causal model could be built to represent the relationships among the variables included in the study. Relationships among these constructs were investigated in a South African sample of employees (N=470) working for various organisations. The construct validity and internal consistency of the measuring instruments were investigated. The finally accepted factor structure of not one of the measuring instruments matched the original structure as found by the authors/developers of the measuring instruments. It was therefore decided that in all cases the factor pattern as determined on the responses of the present sample would be used in further analyses of the data. Emotional intelligence of leaders as seen by subordinates and the self - perceived conflict handling styles of subordinates seem to be related in the case of Integrating and Obliging conflict handling styles and both the emotional intelligence sub-scales, i.e. Motivation and Vigilance. The Multiple Regression analysis indicated that the emotional intelligence sub-scales scores played a minor role in the prediction of Organizational Citizenship Behaviour. Models of the relationships among the variables were built by studying the results of v previous as well as the present study. The model, in which emotional intelligence is depicted as a causal variable influencing - through leadership behaviour – organizational citizenship behaviour and the integrating style of handling interpersonal conflict represented a good fit with the data. These results seem to provide some structure for thinking about the relationships among the variables and can possibly serve as frames of reference in future studies.
- Full Text:
- Date Issued: 2003
- Authors: Bosman, Leon Abraham
- Date: 2003
- Subjects: Leadership , Emotional intelligence , Organizational behavior
- Language: English
- Type: Thesis , Doctoral , DCom
- Identifier: vital:11006 , http://hdl.handle.net/10948/337 , Leadership , Emotional intelligence , Organizational behavior
- Description: Emotional Intelligence and Leadership are two very important constructs to organizations. Likewise concepts like OCB, conflict handling and intention to quit of employees are equally important constructs to organizations. The primary aim of the present study was to determine how well Organisational Citizenship Behaviour and intention to quit as well as the conflict handling style of subordinates could be predicted by means of leadership style, and the emotional intelligence of leaders. A secondary aim was to determine whether a causal model could be built to represent the relationships among the variables included in the study. Relationships among these constructs were investigated in a South African sample of employees (N=470) working for various organisations. The construct validity and internal consistency of the measuring instruments were investigated. The finally accepted factor structure of not one of the measuring instruments matched the original structure as found by the authors/developers of the measuring instruments. It was therefore decided that in all cases the factor pattern as determined on the responses of the present sample would be used in further analyses of the data. Emotional intelligence of leaders as seen by subordinates and the self - perceived conflict handling styles of subordinates seem to be related in the case of Integrating and Obliging conflict handling styles and both the emotional intelligence sub-scales, i.e. Motivation and Vigilance. The Multiple Regression analysis indicated that the emotional intelligence sub-scales scores played a minor role in the prediction of Organizational Citizenship Behaviour. Models of the relationships among the variables were built by studying the results of v previous as well as the present study. The model, in which emotional intelligence is depicted as a causal variable influencing - through leadership behaviour – organizational citizenship behaviour and the integrating style of handling interpersonal conflict represented a good fit with the data. These results seem to provide some structure for thinking about the relationships among the variables and can possibly serve as frames of reference in future studies.
- Full Text:
- Date Issued: 2003
An investigation of the effects of leadership training on junior managements' (sic) morale at three manufacturing organisations within the Buffalo City Area
- Authors: Naina, Ruweida Anastacia
- Date: 2002
- Subjects: Employee morale , Leadership
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:10908 , http://hdl.handle.net/10948/105 , Employee morale , Leadership
- Description: The present study was undertaken to determine the effects that leadership training has on employees’ morale at work. The study was conducted on 15 students from three organisations within the Buffalo City area, studying towards a Diploma in Manufacturing Management at the Johnson & Johnson Leadership Development Institute, Rhodes University, East London Campus. The main aims of the study were: · to review the literature of the leadership training conducted at the Johnson & Johnson Leadership Development Institute (JJLDI), and to assess the effects it has on employees’ morale at work. · to provide industry with documented evidence that the leadership training conducted at the JJLDI has a positive influence on employees morale. · to provide the JJLDI with valuable information as to whether or not the course material and methods has a positive impact on meeting industry demands. A secondary objective of the study was to provide a medium in which students undergoing the leadership training were able to address their concerns with regard to course content and structure. Fieldwork comprised a 5-day, week (40 hours) of intensive lectures and group discussions at Rhodes University. Students were then assigned a 4-month workbased project with the lecturer acting as mentor to each student. The researcher used self- administered electronic questionnaires as the research tool. Results revealed the following: · that the students morale increased by more than 20 percent after having undergone leadership training; that the students communication skills has increased, and, · that the students interpersonal relations with co-workers has shown a significant increase Future implications are that students exposed to this type of leadership training will have a positive influence on their co-workers. This will spurn a new organisational culture that will cope with global demands. In some cases these future leaders will be the source of sustained competitive advantage over insurgents through increasing the organisation’s human, social and knowledge capital.
- Full Text:
- Date Issued: 2002
- Authors: Naina, Ruweida Anastacia
- Date: 2002
- Subjects: Employee morale , Leadership
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:10908 , http://hdl.handle.net/10948/105 , Employee morale , Leadership
- Description: The present study was undertaken to determine the effects that leadership training has on employees’ morale at work. The study was conducted on 15 students from three organisations within the Buffalo City area, studying towards a Diploma in Manufacturing Management at the Johnson & Johnson Leadership Development Institute, Rhodes University, East London Campus. The main aims of the study were: · to review the literature of the leadership training conducted at the Johnson & Johnson Leadership Development Institute (JJLDI), and to assess the effects it has on employees’ morale at work. · to provide industry with documented evidence that the leadership training conducted at the JJLDI has a positive influence on employees morale. · to provide the JJLDI with valuable information as to whether or not the course material and methods has a positive impact on meeting industry demands. A secondary objective of the study was to provide a medium in which students undergoing the leadership training were able to address their concerns with regard to course content and structure. Fieldwork comprised a 5-day, week (40 hours) of intensive lectures and group discussions at Rhodes University. Students were then assigned a 4-month workbased project with the lecturer acting as mentor to each student. The researcher used self- administered electronic questionnaires as the research tool. Results revealed the following: · that the students morale increased by more than 20 percent after having undergone leadership training; that the students communication skills has increased, and, · that the students interpersonal relations with co-workers has shown a significant increase Future implications are that students exposed to this type of leadership training will have a positive influence on their co-workers. This will spurn a new organisational culture that will cope with global demands. In some cases these future leaders will be the source of sustained competitive advantage over insurgents through increasing the organisation’s human, social and knowledge capital.
- Full Text:
- Date Issued: 2002
An evaluation of the leadership effectiveness among production supervisors at selected pharmaceutical organisations in Port Elizabeth
- Authors: Swanepoel, Deon Andre
- Date: 2001
- Subjects: Leadership , Pharmacy management
- Language: English
- Type: Thesis , Masters , MTech
- Identifier: vital:10889 , http://hdl.handle.net/10948/62 , Leadership , Pharmacy management
- Description: Effective leadership is one of the most important factors that influence the performance of an organisation. Effective leadership together with supervision are similar in terms of their influence of others towards achieving the goals of the organisation. Therefore, effective leadership and supervision are principal activities through which organisational goals and objectives are achieved. The main objectives of this study are firstly to evaluate the leadership effectiveness of production supervisors at Lennon and Intramed. Secondly, to suggest recommendations to management to improve or eliminate shortcomings in the leadership effectiveness of the production supervisors at Lennon and Intramed. In this way, a contribution to the overall leadership effectiveness of the production supervisors at Lennon and Intramed is achieved. In order to achieve the said objectives, the following methodology was employed: Firstly, guidelines for effective leadership were identified by means of evaluating existing literature and theory. This was achieved by critically examining existing leadership theories and models. The major contributions, disadvantages, and advantages of each of these theories and models were evaluated which resulted in the list of guidelines for effective leadership. Secondly, the pharmaceutical industry and the theory surrounding supervision were critically examined and discussed. Attention was given to the pharmaceutical industry in South Africa, with special reference to Lennon and Intramed. The theory of supervision was examined with special focus on the skills, functions, power, and responsibilities of the supervisor. Thirdly, a postal questionnaire was used to gather the required empirical information. The response obtained from the questionnaire was critically evaluated against the guidelines for effective leadership and effective supervision, and the results were graphically represented in a company leadership profile. Lennon and Intramed were evaluated separately, and the major differences and similarities between the two organisations were critically evaluated. Lastly, the main findings and recommendations were formulated in order to remedy the shortcomings that were identified. The following recommendations may lead to more effective leadership among production supervisors at Lennon and Intramed: It is necessary that this study be made available to the supervisors at Lennon and Intramed, as it will give them insight into the theory of leadership and what effective leadership is about. It will furthermore give the supervisors an insight into the way that their subordinates view their leadership behaviour and effectiveness. It is further recommended that the information from this study be made available through sensitisation sessions where the necessary information is presented to a group or individual supervisors. Leadership training and development is required as it can make a meaningful contribution to equip supervisors with the necessary leadership skills to practise effective leadership. This leadership training and development can be done by means of short courses presented by a formal training institution, or by a suitably qualified in-house presenter. The last recommendation to leadership effectiveness involves the implementation of a performance management system and incentive scheme to further motivate and drive the supervisor’s leadership behaviour towards effective leadership.
- Full Text:
- Date Issued: 2001
- Authors: Swanepoel, Deon Andre
- Date: 2001
- Subjects: Leadership , Pharmacy management
- Language: English
- Type: Thesis , Masters , MTech
- Identifier: vital:10889 , http://hdl.handle.net/10948/62 , Leadership , Pharmacy management
- Description: Effective leadership is one of the most important factors that influence the performance of an organisation. Effective leadership together with supervision are similar in terms of their influence of others towards achieving the goals of the organisation. Therefore, effective leadership and supervision are principal activities through which organisational goals and objectives are achieved. The main objectives of this study are firstly to evaluate the leadership effectiveness of production supervisors at Lennon and Intramed. Secondly, to suggest recommendations to management to improve or eliminate shortcomings in the leadership effectiveness of the production supervisors at Lennon and Intramed. In this way, a contribution to the overall leadership effectiveness of the production supervisors at Lennon and Intramed is achieved. In order to achieve the said objectives, the following methodology was employed: Firstly, guidelines for effective leadership were identified by means of evaluating existing literature and theory. This was achieved by critically examining existing leadership theories and models. The major contributions, disadvantages, and advantages of each of these theories and models were evaluated which resulted in the list of guidelines for effective leadership. Secondly, the pharmaceutical industry and the theory surrounding supervision were critically examined and discussed. Attention was given to the pharmaceutical industry in South Africa, with special reference to Lennon and Intramed. The theory of supervision was examined with special focus on the skills, functions, power, and responsibilities of the supervisor. Thirdly, a postal questionnaire was used to gather the required empirical information. The response obtained from the questionnaire was critically evaluated against the guidelines for effective leadership and effective supervision, and the results were graphically represented in a company leadership profile. Lennon and Intramed were evaluated separately, and the major differences and similarities between the two organisations were critically evaluated. Lastly, the main findings and recommendations were formulated in order to remedy the shortcomings that were identified. The following recommendations may lead to more effective leadership among production supervisors at Lennon and Intramed: It is necessary that this study be made available to the supervisors at Lennon and Intramed, as it will give them insight into the theory of leadership and what effective leadership is about. It will furthermore give the supervisors an insight into the way that their subordinates view their leadership behaviour and effectiveness. It is further recommended that the information from this study be made available through sensitisation sessions where the necessary information is presented to a group or individual supervisors. Leadership training and development is required as it can make a meaningful contribution to equip supervisors with the necessary leadership skills to practise effective leadership. This leadership training and development can be done by means of short courses presented by a formal training institution, or by a suitably qualified in-house presenter. The last recommendation to leadership effectiveness involves the implementation of a performance management system and incentive scheme to further motivate and drive the supervisor’s leadership behaviour towards effective leadership.
- Full Text:
- Date Issued: 2001
An investigation into the role of leadership in strategic planning
- Authors: Van Wyk, Luhan George
- Date: 2001
- Subjects: Leadership , Strategic planning
- Language: English
- Type: Thesis , Masters , MTech
- Identifier: vital:10888 , http://hdl.handle.net/10948/65 , Leadership , Strategic planning
- Description: Strategic planning will reach its full potential once leadership operates effectively within the South African organisation. In this research, theoretical views of strategic planning and the role leadership should perform within South African organisations in the year 2000 are investigated. Firstly, the author conducted a theoretical study into the strategic management model, and the most important factors influencing it. Secondly, the author investigated the leadership theories in relation to strategic planning. Thirdly, an empirical study was conducted to determine to which extent South African managers are successful leaders, and the resulted impact on strategic planning. Lastly, the author evaluated the empirical study, and made recommendations based on the literature and empirical study conducted.
- Full Text:
- Date Issued: 2001
- Authors: Van Wyk, Luhan George
- Date: 2001
- Subjects: Leadership , Strategic planning
- Language: English
- Type: Thesis , Masters , MTech
- Identifier: vital:10888 , http://hdl.handle.net/10948/65 , Leadership , Strategic planning
- Description: Strategic planning will reach its full potential once leadership operates effectively within the South African organisation. In this research, theoretical views of strategic planning and the role leadership should perform within South African organisations in the year 2000 are investigated. Firstly, the author conducted a theoretical study into the strategic management model, and the most important factors influencing it. Secondly, the author investigated the leadership theories in relation to strategic planning. Thirdly, an empirical study was conducted to determine to which extent South African managers are successful leaders, and the resulted impact on strategic planning. Lastly, the author evaluated the empirical study, and made recommendations based on the literature and empirical study conducted.
- Full Text:
- Date Issued: 2001
The development of a model of factors promoting leadership effectiveness in the private hospitals of Afrox Healthcare in the Port Elizabeth area
- Authors: Bosch, Wouter Conrad
- Date: 2001
- Subjects: Leadership
- Language: English
- Type: Thesis , Masters , MTech (Management)
- Identifier: vital:10901 , http://hdl.handle.net/10948/53 , Leadership
- Description: Effective leadership is essential for the achievement of organisational success in the long term. Leadership is the central ingredient necessary for progress as well as for the development and survival of organisations, especially in a changing environment such as South Africa. In this study an evaluation of various leadership models was conducted and a model of factors promoting effective leadership has been developed and proposed. This model was then tested amongst managers in the Private Hospitals of Afrox Healthcare in the Port Elizabeth area. The following procedure was followed: Firstly, a literature study was undertaken to identify the various leadership approaches. Attention was mainly focused on the most recent or advanced approaches to leadership. Secondly, based on the most recent approaches to leadership, a model of factors promoting effective leadership has been developed and proposed. The key elements identified for effective leadership are contained in this model. Thirdly, an empirical study was conducted to test the proposed model of leadership. Lastly, the results of the empirical study were evaluated, conclusions were drawn and recommendations made, based on the information obtained from both the literature study and the empirical study. The model of factors of effective leadership that has been developed is a combination of : · Leader Behaviours, which includes the elements of vision, communication, planning and empowerment; · Follower Behaviours, consisting of identification with the leader and the leader’s vision, commitment, motivation and goal pursuit, as well as trust; and · Organisational Environmental factors, including organisational configuration, organisational structure and organisational culture. It is argued that when the factors contained in the model achieve synergy, leadership will be effective, leading to enhanced organisational performance and success.
- Full Text:
- Date Issued: 2001
- Authors: Bosch, Wouter Conrad
- Date: 2001
- Subjects: Leadership
- Language: English
- Type: Thesis , Masters , MTech (Management)
- Identifier: vital:10901 , http://hdl.handle.net/10948/53 , Leadership
- Description: Effective leadership is essential for the achievement of organisational success in the long term. Leadership is the central ingredient necessary for progress as well as for the development and survival of organisations, especially in a changing environment such as South Africa. In this study an evaluation of various leadership models was conducted and a model of factors promoting effective leadership has been developed and proposed. This model was then tested amongst managers in the Private Hospitals of Afrox Healthcare in the Port Elizabeth area. The following procedure was followed: Firstly, a literature study was undertaken to identify the various leadership approaches. Attention was mainly focused on the most recent or advanced approaches to leadership. Secondly, based on the most recent approaches to leadership, a model of factors promoting effective leadership has been developed and proposed. The key elements identified for effective leadership are contained in this model. Thirdly, an empirical study was conducted to test the proposed model of leadership. Lastly, the results of the empirical study were evaluated, conclusions were drawn and recommendations made, based on the information obtained from both the literature study and the empirical study. The model of factors of effective leadership that has been developed is a combination of : · Leader Behaviours, which includes the elements of vision, communication, planning and empowerment; · Follower Behaviours, consisting of identification with the leader and the leader’s vision, commitment, motivation and goal pursuit, as well as trust; and · Organisational Environmental factors, including organisational configuration, organisational structure and organisational culture. It is argued that when the factors contained in the model achieve synergy, leadership will be effective, leading to enhanced organisational performance and success.
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- Date Issued: 2001
Organisational leaders' perceptions of the challenges and constraints of the leadership development of Blacks in South African private organisations
- Authors: Nyamuda, Paul Andrew
- Date: 2000
- Subjects: Leadership , Black people -- South Africa , Black people -- Employment -- South Africa
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: vital:3033 , http://hdl.handle.net/10962/d1002542 , Leadership , Black people -- South Africa , Black people -- Employment -- South Africa
- Description: In recent years, it has become clear that a lot of corporate collapse can be traced down to poor leadership. As more and more black executives are climbing the corporate ladder, it is becoming all the more necessary to explore how their effective leadership development can occur with private organisations in South Africa. There are many challenges and constraints associated with the leadership development of these executives. This can be expected as they are entering an environment which has been largely white-dominated. As a result they find themselves facing the challenges of succeeding amidst negative perceptions they have experienced from their superiors and subtle pressures from subordinates. Therefore, it can only be expected that if organisations are to maintain a competitive advantage they need to understand how to effectively develop this new breed of leaders. Hence, the researcher has used a qualitative approach to investigate the complexities of the experiences of black executives in private organisations. In terms of the theoretical framework, the research focuses on some of the new approaches to leadership. It was discovered that leadership development is essentially a process that goes beyond mere training sessions, and largely involves the relationships one has within the organisation. This involves relationships with superiors, peers, and subordinates. The research indicates that if these relationships are managed effectively, leadership development is enhanced. Whilst the role of formal training programs appeared somewhat downplayed, it was clear that these programs had a strong role in terms of their psychological impact on participants. They certainly affected their perception of the organisation and their own self-efficacy. The research, therefore illustrates how there are a variety of individual and organisational attributes that form a basis for effective leadership development of blacks in private organisations. The researcher argues that if these are implemented, organisational well-being is enhanced.
- Full Text:
- Date Issued: 2000
- Authors: Nyamuda, Paul Andrew
- Date: 2000
- Subjects: Leadership , Black people -- South Africa , Black people -- Employment -- South Africa
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: vital:3033 , http://hdl.handle.net/10962/d1002542 , Leadership , Black people -- South Africa , Black people -- Employment -- South Africa
- Description: In recent years, it has become clear that a lot of corporate collapse can be traced down to poor leadership. As more and more black executives are climbing the corporate ladder, it is becoming all the more necessary to explore how their effective leadership development can occur with private organisations in South Africa. There are many challenges and constraints associated with the leadership development of these executives. This can be expected as they are entering an environment which has been largely white-dominated. As a result they find themselves facing the challenges of succeeding amidst negative perceptions they have experienced from their superiors and subtle pressures from subordinates. Therefore, it can only be expected that if organisations are to maintain a competitive advantage they need to understand how to effectively develop this new breed of leaders. Hence, the researcher has used a qualitative approach to investigate the complexities of the experiences of black executives in private organisations. In terms of the theoretical framework, the research focuses on some of the new approaches to leadership. It was discovered that leadership development is essentially a process that goes beyond mere training sessions, and largely involves the relationships one has within the organisation. This involves relationships with superiors, peers, and subordinates. The research indicates that if these relationships are managed effectively, leadership development is enhanced. Whilst the role of formal training programs appeared somewhat downplayed, it was clear that these programs had a strong role in terms of their psychological impact on participants. They certainly affected their perception of the organisation and their own self-efficacy. The research, therefore illustrates how there are a variety of individual and organisational attributes that form a basis for effective leadership development of blacks in private organisations. The researcher argues that if these are implemented, organisational well-being is enhanced.
- Full Text:
- Date Issued: 2000
Demystifying leadership connectivity: rediscovering the soul of leadership
- Authors: Poisat, Paul
- Subjects: Leadership , f-sa
- Language: English
- Type: text , Lectures
- Identifier: http://hdl.handle.net/10948/35773 , vital:33811
- Description: INTRODUCTION: A Google search on ‘leadership’ produced 4.2 million articles, books, blogs and webinars on how to become a better leader. Most of the literature, comprising experts and the popular press, abound with formulistic prescriptive steps endorsed by two or three iconic figures that support their regimen. Regardless of the plethora of literature in leadership providing practical and logical tactics, many fall short on implementation and thus result in failure. What numerous sources fail to acknowledge is that the great leaders apply these tactics together with their innate skills to offer clear direction for themselves and their followers. Providing a clear vision and/or strategy to deal with uncertainty and ambiguity is one of the foremost abilities distinguishing leaders in our rapidly changing world and the ability to take employees with them. In addition, various individual (personality, values, cultural, ability) and contextual (nature of the business, complexity, rate of change, work team, diversity) factors may contribute to leadership failure that is characterised by a lack of vision, uncertainty, bullying, management by exclusion, and in extreme cases fraud and corruption. Regardless of the proliferation of leadership literature the world has never been more desperate for sound leadership. We have enough leaders but not enough leadership. With all the literature on leadership, how do you find the essence of leadership?
- Full Text:
- Authors: Poisat, Paul
- Subjects: Leadership , f-sa
- Language: English
- Type: text , Lectures
- Identifier: http://hdl.handle.net/10948/35773 , vital:33811
- Description: INTRODUCTION: A Google search on ‘leadership’ produced 4.2 million articles, books, blogs and webinars on how to become a better leader. Most of the literature, comprising experts and the popular press, abound with formulistic prescriptive steps endorsed by two or three iconic figures that support their regimen. Regardless of the plethora of literature in leadership providing practical and logical tactics, many fall short on implementation and thus result in failure. What numerous sources fail to acknowledge is that the great leaders apply these tactics together with their innate skills to offer clear direction for themselves and their followers. Providing a clear vision and/or strategy to deal with uncertainty and ambiguity is one of the foremost abilities distinguishing leaders in our rapidly changing world and the ability to take employees with them. In addition, various individual (personality, values, cultural, ability) and contextual (nature of the business, complexity, rate of change, work team, diversity) factors may contribute to leadership failure that is characterised by a lack of vision, uncertainty, bullying, management by exclusion, and in extreme cases fraud and corruption. Regardless of the proliferation of leadership literature the world has never been more desperate for sound leadership. We have enough leaders but not enough leadership. With all the literature on leadership, how do you find the essence of leadership?
- Full Text: