ETD Collection

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Now showing 1 - 7 of 7
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    Empirical analysis of neural networks training optimisation
    (2016) Kayembe, Mutamba Tonton
    Neural networks (NNs) may be characterised by complex error functions with attributes such as saddle-points, local minima, even-spots and plateaus. This complicates the associated training process in terms of efficiency, convergence and accuracy given that it is done by minimising such complex error functions. This study empirically investigates the performance of two NNs training algorithms which are based on unconstrained and global optimisation theories, i.e. the Resilient propagation (Rprop) and the Conjugate Gradient with Polak-Ribière updates (CGP). It also shows how the network structure plays a role in the training optimisation of NNs. In this regard, various training scenarios are used to classify two protein data, i.e. the Escherichia coli and Yeast data. These training scenarios use varying numbers of hidden nodes and training iterations. The results show that Rprop outperforms CGP. Moreover, it appears that the performance of classifiers varies under various training scenarios.
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    Working ourselves to happiness: finding meaning at work through coaching in South Africa
    (2014-02-27) Bailes, Silvia Ana
    Happiness and meaning in individual and organisational functioning is addressed, as well as the role of executive and business coaching in supporting this process. Theories of applied positive psychology, as the conceptual framework underpinning happiness, and philosophies of meaning, are defined and tested within a South African context of trauma and violence. Happiness, the science, is controversial, but is explored as scientific research reports positive affects that could be relevant in alleviating related SA-specific conditions of stress and dysfunction. The study is qualitative, with data collected via semi-structured one-on-one interviews. An inductive approach is applied to the interpretation of data to arrive at recurring themes. Happiness is found to be both a concept and an outcome. The outcome is shown to comprise personal needs, intrinsic motivations and balance, the sum of which represents a construct of well-being, that leads to personal growth and performance. Limitations of the intrinsic motivations on personal growth are discussed, and the meaning motivation shown to be ‘unlimited’ and sustainable. Combining the intrinsic motivations with positive behaviours, with meaning, as a central theme, is demonstrated to result in sustainable positive impacts for individuals and their organisations. Happiness and meaning, namely, well-being, are found to be important elements of individual and organisational functioning and effectiveness. Differences in frames of reference relative to happiness are relevant in the South African context and socio-economic environment. Individuals overlook potential opportunities of benefit to organisations by ignoring the socio-economic environment when restricting the influence of their roles to their internal environments. Organisations can help employees to find meaning in their work that leads to workplace happiness and work satisfaction. Organisational threats to well-being are evidenced in negative affects that impact performance and pose a potential governance risk. Reciprocal benefits to employees and employers are evident when employees are supported by effective embedded organisational well-being programmes that mitigate this risk. Threats to employees in the well-being areas of being treated as human beings, purpose, learning, and balance, are evident. This includes existential angst and loss of hope which is attributed to SA-specific socioeconomic problems of significant proportion. In combination with trauma and violence that is endemic to SA society, this results in negative affects that impact on well-being and performance. These are important areas that could benefit from coaching support. Organisations can implement coaching processes to support employees find meaning in their personal and work lives that are of benefit to organisations. Differing perceptions of coaching needs between individuals and organisations are evident. Organisations do not appear to be aware of employees’ need for coaching in the area of purpose and meaning. Specialists express discomfort when dealing with organisations on soft issues of this nature, indicative of mindsets in need of change if coaching is to be given the organisational emphasis it deserves in supporting sustainable well-being. Findings are synthesised into a conceptual model of meaning for sustainable individual and organisational well-being, with specific reference to the coaching process. The conceptual model outlines the component parts of well-being and their symbiotic and systemic relationships for supporting personal meaning at work.
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    The executive's perceptions and experience of resilience as influenced by coaching interventions in South Africa
    (2013-08-28) Stevens, Tanya
    Today’s business world is dynamic and ever-changing, and for organisations and executives to survive and thrive, learning and self-development must be a vital component of their individual and business strategy (Luthans, Vogelgesang, & Lester, 2006). Linked to this, in their roles as leaders, executives have to navigate a constant onslaught of changes and challenges from the environment which makes their ability to ‘bounce back’ from negative events, and thus be resilient, crucial (Avolio & Gardner, 2005; Hamel & Valikangas, 2003). Continued learning and development is therefore required in order to enhance executives’ resilience and their ability to adjust to change and deal with the challenges they face (Moran, 2011; Passmore, 2010; Kaye, 2006). One method that has been identified to assist executives in their continued learning and self-development is Executive Coaching, which has emerged as one of the most important developmental and training tools for these individuals (Jones, Reafferty, & Griffin, 2006). This study aims to contribute to the field of Executive Coaching by investigating how executives who have been coached perceive and experience resilience and well as how executives who have not been coached perceive and experience resilience. The study explores the differences between the perceptions and experiences of resilience between the ‘coached’ and the ‘non-coached’ and examines the coaching interventions that played a part in influencing these perceptions. 18 South African executives were interviewed using an unstructured interview format for this study. These interviews were then transcribed and analysed using methods of thematic content analysis and several themes emerged as a result. The study found that, overall, coaching interventions do influence an executive’s perceptions and experience of resilience, most notably in the areas of increased self-confidence, selfawareness and emotional regulation and awareness. The findings further highlight that participants perceive resilience as a multi-dimensional process influenced by multiple factors, and although all the respondents who had been coached indicated they found Executive Coaching to be both helpful and useful, the influence of coaching interventions on resilience fluctuated across the themes that emerged. A significant recommendation from the study is the need for coaches to address coaching interventions and resilience holistically in order to provide comprehensive support and attention to all of the aspects that impact an executive’s resilience.
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    An investigation on the expenditure and number trained by big companies in South Africa
    (2011-12-12) Surgey, Gavin George
    This paper investigates the nature of company investment in training. A survey was undertaken in 2007 of 106 large companies operating in South Africa to examine the size of expenditure on training by these firms, the beneficiaries of the training; and investigate firms’ attitudes towards such programmes. Both the level of firm spending, and the proportion of payroll it amounts to are significant. The study reveals that businesses are acutely aware of the risks of skills shortages and their role in mitigating the risks to themselves. It also finds that investment into training and development is directly and largely driven by a need to increase productivity, profitability, and sustainability as companies try to proactively address a lack of skilled labour.
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    Do skills development and training promote professional and organisational development in the broadcasting information technology (BIT) unit of a broadcasting company?
    (2010-03-02T09:16:44Z) Hoosen, Nazira
    The information technology (IT) industry in South Africa has undergone major technological changes, and continues to do so. These changes are dynamic and demand significant interventions on the part of the workforce. If an organisation is to change, then systemic and sustainable changes are essential. Hence, a prerequisite is that employees within this industry need constantly to improve their knowledge and skills. The study was conducted within the broadcasting information technology (BIT) unit of a broadcasting company in South Africa. The aim of the research was to determine if skills development and training promotes professional and organisational development. A case study methodology within the qualitative paradigm was employed. Data was collected through a questionnaire, interviews, observations and document analysis. The research explored crucial issues in training and development in relation to professional and organisational development. The research findings indicated that perceptions of the success of skills development programmes far outweighed perceptions of failure. The research concluded that skills development and training programmes promote professional development. Organisational development, however, was promoted only to the extent that employees remained in the employ of the organisation. In addition, this research suggests that there is scope for future research in this field.
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    Educating audiologists in South Africa: internationally recognized specialists or locally relevent generalists? A pilot study investigating the perceived adequacy of undergraduate programmes in South Africa and the need for educational reform
    (2008-06-24T11:17:30Z) Wemmer, Kathleen
    The demands made on the profession of audiology by substantial theoretical, clinical and technological developments are extensive, resulting in an increased and specialised scope of practice. Professional bodies and tertiary institutions in the United States have responded to these demands by suggesting that the Clinical Doctorate in Audiology (Au.D.) be made the minimal entry-level into the profession. In South Africa, the minimum entry-level into the profession is a 4-year professional undergraduate degree. No consensus regarding how to deal with the demands of an increasing scope of practice has been reached and as a result there is currently a lack of consistency in training programmes and registration with the Health Professions Council of South Africa (HPCSA). While the HPCSA recognizes speechlanguage pathology and audiology as independent and autonomous professions, the two occupations are inextricably linked due to the historical evolution of training programmes in South Africa. This study investigated the perceptions of audiologists regarding the adequacy of undergraduate academic and clinical training in audiology and questioned the need for educational reform. A parallel study, which used the same research tool, documented an audit of audiological service delivery (Naidoo, 2006). A total of 284 responses (a response rate of 18.93%) were obtained from a self-administered postal questionnaire sent to professionals registered with the HPCSA. The sample was representative of all universities offering undergraduate training programmes and professionals working in all provinces. All workplaces were represented with an equal distribution between audiologists employed in the private and public sectors. Results of the study indicated that undergraduate training programmes were perceived as not providing adequate training in the fields of amplification, vestibular testing, practice management, supervision and the audiological management of persons infected with HIV/AIDS. The results of an audit of service delivery (Naidoo, 2006) confirmed that the majority of audiologists perform only basic testing and few provide advanced diagnostic services. The results of this study showed that audiologists felt most adequately prepared for basic audiology procedures and paediatric audiology, but only somewhat prepared for diagnostic testing and amplification. The majority of respondents indicated that they intend to maintain dual-registration with the HPCSA through Continuing Professional Development (CPD) and would prefer to study an undergraduate degree in speech-language pathology and audiology as opposed to a degree in speech-language pathology or audiology. Respondents were unable to identify core areas of audiology that were appropriate to be taught at undergraduate degree. The United States model of a Clinical Doctorate in Audiology (AuD) was rejected as the majority of respondents expressed the opinion that an undergraduate degree is appropriate as an entry-level into the profession of audiology. The results of the research are felt to be an accurate depiction of the status quo of the profession of audiology in South Africa, and do not negate the need for educational reform. .
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    The impact of municipal skills development programmes on the informal trading sector: Johannesburg (2001-2006)
    (2008-04-10T09:28:05Z) Radebe, Nkosinathi Witness
    This research report investigates the impact of skills development programmes on the informal traders in the City of Johannesburg (COJ). The research would like to determine if skills development provided by municipality has benefited individual traders, in terms of financial performance and increased employment. The researcher will ascertain the progress between informal traders who receive training and those who did not participate in the training programme. The report would further establish if there were any impacts at all. Was the impact directly influenced by municipal training or was because of some externalities such as trader’s innovation or trader’s organisations? To what extent has training been able to reduce the skills gap in the informal business? This research is responding to the lack of previous work on the impact of training offered to informal traders. There is a strong commitment on the part of COJ to dialogue with informal traders. Informal trading is regarded as integral part of broader economy (The Star: 2006: 21). The research was conducted through in-depth interviews with informal traders operating at Metro Mall in the City Business District (CBD). The researcher conducted interviews with service providers and municipality. The hypothesis suggests that informal traders who receive training are more productive than those who did not participate. The lack of skills in the informal business prompted the COJ to deliver skills training in an attempt to improve the condition of the informal traders. (Simon McGrath 1994), referred to this scenario as “planning for what was traditionally unplanned”. The argument is that training does not make successful informal traders. The report will argue that while training is important to informal traders who arrive in Johannesburg lacking skills, training should be monitored and be accompanied by incentives for example to help those who may not have a start-up capital. The selection criteria will have to be reviewed such that most informal traders are given equal opportunity to acquire skills necessary for the development of their business. As long as these factors, remain un-addressed there are limited potential growth in the informal business. Training should be an integral process linked to various structures such that survivalist activities are replaced by sustainable entrepreneurial business. The duty of the planners as the practitioners in the built environment is to ensure that informal trading coexist with formal business without one affecting negatively on the other. They also have a duty of influencing municipal decision-makers in ensuring that informal traders training programmes reinforce the enabling environment that would allow them to benefit and improve their business undertakings. This may be accomplished by restricting competition from illegal informal traders operating outside the mall, providing incentives to informal traders after the training and organise special events that would attract more customers at the mall. This is because “planning is a profession concerned with the management and development of human beings and their settlements within urban and rural settings. It is about the organisation of human activity in a way that will help to realise their hopes and dreams for future” (www.wits.ac.za/depts/wcs/archschool.html).