Browsing by Author "Shukla, Shuchita"

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    An empirical study of perceived usefulness, ease of use, risks and the intention to use mobile marketing by millennials in Botswana
    (University of the Witwatersrand, Johannesburg, 2024) Shukla, Shuchita; Mgiba, Freddy
    The use and impact of mobile marketing platforms have significantly increased in the Botswana market over the last few years, especially during the nationwide lockdown resulting from the COVID-19 pandemic. To better understand this, this research applied the technology acceptance model (TAM) and social penetration theory (SPT) to study the impact of perceived usefulness, ease of use and risks on millennials' intention to use mobile marketing in Botswana. The findings of this study showed that (a) perceived pessimism and privacy issues do not have a negative impact on the final intention to use mobile marketing platforms, while (b) perceived usefulness, ease of use, trust, financial issues and invasiveness does have an impact on the user’s final intention to use mobile marketing platforms. The results of this study offer academic and managerial implications that can contribute to businesses engaged in or intending to engage in mobile marketing strategies
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    Early career retention in consulting firms within Botswana.
    (2017) Shukla, Shuchita
    Financial consulting firms rely heavily on the scarce skills of their workers. These individuals possess scare skills and bring forth innovate concepts that provide firms with a strong competitive market advantage. Therefore, firms are sensitive to the movement of their top talent, making effective retention strategies a vital component of their business model. This study was conducted for the purposes of understanding effective retention strategies for early career professionals working in financial consulting firms in Botswana. A thorough review of existing literature related to management and retention theories was conducted to establish relevant and effective strategies firms used within the strategic Human Resources (HR) framework. The results of the qualitative research study were based on twelve (12) semi-structured interviews which took place in January (2017). Content analysis was used to analyse the responses received during the interviews. Thereafter outcomes were ranked based on the most frequent and supported responses amongst the interviewees. The results suggest that the early career professionals in the financial consulting field place more importance on factors that are ‘Motivators’ or provided long-term growth and achievements such as development, recognition and responsibility. While extrinsic factors such as higher remuneration are rated lower as factors leading to retention, even though other studies have suggested that early career professionals are driven mainly by financial gain. In addition, the results also highlight diversity, both cultural and skill, as a factor that talent considered when deciding whether to continue working in the organisation. Respondents found cultural and ethnic diversity to enhance productivity, create of new attitudes, skills, understanding and processes. Whilst skills diversity was said to influence the retention decisions as it enabled people to rely on the different strengths of one another, making the workplace more collaborative. Few of the recommendations highlighted include allowing employees to structure their own performance goals and the process needed in achieving them, alongside dealing with management’s lag as an obstruction in achieving these goals.