3. Electronic Theses and Dissertations (ETDs) - All submissions
Permanent URI for this communityhttps://wiredspace.wits.ac.za/handle/10539/45
Browse
24 results
Search Results
Item Leadership and strategy implementation in the Department of Home Affairs, Randburg(2017) Mokgautsi, BoitshokoThe purpose of the research was to investigate leadership deficits within the Department of Home Affairs and its impact in the implementation of strategy. The research explored what the leadership is doing to promote and drive high performance, and also considered how leadership dynamics can be a barrier to effective strategy implementation. Investigation of these challenges was conducted at the local, regional and provincial level of the Department of Home Affairs. The research is based on qualitative research methodology. Interviews with staff and managers explained the development and implementation of strategies within the department. Interviews were face-to-face and semi-structured and allowed the researcher to clarify responses and to establish the roles played by the participants within the DHA. The nine participants interviewed play a central role in strategy implementation and organisational performance, and have direct or indirect contact with customers. In order to understand the leadership challenges and the effects on effective strategy implementation, a thorough interrogation of literature will be employed. The literature review further provided an understanding of the role of leadership in strategy implementation and assisted in identifying leadership deficits within the DHA and its impact on the implementation of strategy as well the role of leadership in strategy implementation in the DHA and its influence on performance. The study revealed that effective leadership can assist the organisation to structure interventions appropriately to respond strategically and effectively. Leaders must be able to persuasively communicate the strategy and how it will benefit employees, so that they are able to fully embrace and support it. The theoretical framework enabled the researcher to inform or explain the phenomenon under investigation. The literature review explained significant leadership theories, which included the transformational leadership theory, servant leadership, and strategic leadership theory. The conceptual framework of the study employed the 20-60-20 theory by Anunzio which is premised on creating and sustaining high performance, by engaging the workforce, and increasing staff’s commitment and job satisfaction. The study provided recommendations on policy considerations for the improvement of leadership and strategy implementation.Item The effect of leadership on job satisfaction(2018) Govender, ShivaniLeadership, even though very difficult to define, is a process by which an individual tries to influence others to achieve a holistic organisational goal. Literature categorises leadership into three common styles namely, transactional, transformational and laissez-faire leadership, with transformational leadership and transactional leadership being the most domineering. Literature also proposes that leadership styles influence job satisfaction. The first objective of this study was to determine the leadership style within FNB Business: Projects and Operations and thereafter to investigate the effect of that leadership style on job satisfaction within the business. A descriptive research study using qualitative and quantitative methods was done. Questionnaires were distributed to all employees and the results were analysed. The results of Multifactor Leadership Questionnaire showed that a transformational leadership style, specifically inspirational motivational, prevailed within the department. The MLQ also showed that employees were very satisfied with their jobs. The Job Satisfaction Survey outlines the specific factors, namely, supervision and nature of work that lead to employees being satisfied in their work place. Finally, the Minnesota Satisfaction Survey solidified the high job satisfaction rate within FNB Business: Projects and Operations highlighting minimal variance between extrinsic and intrinsic satisfaction. The results, however, challenge the initial problem statement stating that there was job dissatisfaction due to leadership. This could be due to employees being afraid of being honest, employees not taking the survey or employees moving teams. Therefore, a recommendation is that the survey should be executed again and tracked at a team level. For example, respondents should answer which team they belong to. This field should also be a multiple-choice question as opposed to free text. In this way, leadership style and responses from individuals would be traceable to a specific leader. This would highlight the outliers for more accurate results and actions post this research survey.Item Towards an integrative framework of leadership development in the South African banking industry(2019) Jivan, Ajay ManhurThe thesis is a qualitative, multi-site case study of leadership development within the South African retail banking sector. It responds to the call for qualitative research to explore and give voice to the South African and other developing contexts within the predominantly Western-centric literature. It poses questions on the day-to-day organisational and lived realities of leadership and its development within this context. It is an enquiry of the forms and realities of aligning, designing and integrating leadership development, which leads to deliberation on the possibility of integrative frameworks. This follows from the thesis drawing together the reviews of the state of leadership and leadership development and how the thematic of alignment and integration is approached therein and within the human resource, management and organisational literature. Through this it develops an argument that the mainstream assumptions and programme-based approach to leadership development, including the remedial attempts to address this, do not provide the space to theoretically and empirically attend to, and engage with, the realities, complexities, contingencies and contestations at the individual, team, organisational, sector, national and global levels. The thesis explores this within the South African retail banking sector. This is done through qualitative interviews on, and thematic analysis of, the various mandates, purposes, funding and ways of configuring and managing leadership development within the banks’ Leadership Development Centres and the Banking Sector Education and Training Authority’s (BankSeta) International Executive Development Programme (IEDP) which is hosted at a local Business School. The thesis explores how leadership development is formalised, shaped, configured and managed as a function, purpose, programme and developmental process within the above sites, and how these are navigated, negotiated, enacted and embodied over time by the various stakeholders. It draws out the thematic of layered journeys; that is, the evolving and ongoing organisational, programmatic, pedagogic, personal and individualised journeys within the banks, BankSeta and the Business School. The journeys illustrate how leadership development evolves, opens up and differentiates over time at the different sites and levels as well as foregrounds the realities, complexities, contingencies and contestations therein. Through these journeys one appreciates the varied forms, perspectives, basis, sites, agency and spaces for designing and integrating leadership development and how these evolve, including how the standardisation, tailoring and customisation evolves. The deliberate, emergent, contingent and relational nature of designing and integrating, and the journey’s thematic, point to the limits of the mainstream assumptions and programme-based approach to leadership development. The thesis suggests a critical theoretical stance as an alternative as it provides space to critically attend to, engage with, and undertake the journey, task and process of aligning, designing, integrating and managing leadership development. It proposes ways to locate this task and process within the integrative theoretical models of leadership and the fields of instructional design, curriculum design and design of artefacts as well as the literature on the evolving human resources function, the identity work therein, and on space and place. It then suggests an organising model that can serve both as a guide for developing an open, modular platform and an analytical framework. In this way, the thesis contributes to the question and task of integrative frameworks of leadership development. Keywords: context, post-Apartheid, banking, leadership, leadership development, alignment, design, customisation, integration, pedagogy, journey, programme, function, centre, modular, platformItem Leadership development for women at the Department of Home Affairs(2017) Mlokothi, MbalentleThe researcher‟s main purpose of the study was to investigate reasons and challenges contributing to the slow progression of women into top leadership positions at the National Department of Home Affairs. Secondly, it aimed to present findings on reasons for the slow progression of women into top management positions; thirdly, to analyse and interpret the findings; and lastly, to recommend strategies for consideration. In the Department of Home Affairs (DHA), the researcher identified a problem of slow progression of women into top leadership positions. Currently, there are more women than men in the Department but this majority number of women in the Department is seen to be occupying the lowest occupational levels compared to their male counterparts. There is a significant improvement of women representation at senior management level but representation is still skewed at top management level. For example, at top management level the DHA comprises 12.5 per cent women compared to 87.5 per cent men. This is despite the available laws developed by government to close the gender gap and to eliminate gender discrimination. The research methodology employed for the purposes of this study was of a qualitative nature and the findings were presented in the narrative rather than in numbers. An interpretivist social science approach underpinned by phenomenology was adopted for this study. The data collection methods utilised for this study were participant observations, interviews and document analysis. These methods were also qualitative in their nature. In this study a combination of primary and secondary data was used. The original data collected by the researcher through interviews was used as primary data. Data collected by someone other than a researcher, which is secondary data, was also used. Examples of secondary data used were departmental policies, departmental reports, plans, minutes of the meetings, Acts and lastly previous research work on similar studies was also reviewed. The type of sampling used was non-probability sampling. The researcher also used special selection criteria to identify the most suitable individuals considered to be representative of the population to participate in the study. There were recurring themes that emerged during the data collection and the most common themes were around policy development where unavailability of gender policies and/or policy advocacy sessions was mentioned as a contributing factor, while implementation and monitoring and evaluation of these policies was mentioned as another challenge. The lack or absence of career development and succession plans in particular was described as contributing to slow progression and poor retention of women in the Department. Lack of reasonable accommodation of women‟s reproductive roles, gender discrimination and poor governance also came out strongly as serious issues that aggravate the problem in the Department. It was concluded that unless this issue is addressed, the lack of progression of women in the DHA will persist.Item Perceptions of incentives and leadership styles in innovative cultures: a study of South Africa's financial services and insurance industries(2016) Matema, MothusiSouth Africa’s business environment is very competitive. Organisations find themselves operating in environments where the rate of change is quite rapid. This study aimed to determine the perceptions of how incentives and leadership styles amplify or limit the effectiveness of employees in innovative cultures within South Africa. The study focused on a spectrum of leadership styles: autocratic leadership, democratic leadership and liberal leadership. An online cross-sectional questionnaire was used to test the hypotheses of this nature and to collect primary data for this study. The most dominant leadership style among the nine organisations surveyed appeared to be democratic leadership. The financial incentives that are perceived to be the most attractive to the employees surveyed were bonuses, followed by an increased basic salary, which is similar to their perceptions about what they actually receive from the organisation. The most attractive non-financial incentive is perceived to be promotion, which is not aligned to what they actually perceive to receive the most from the organisation, which is public honour (e.g. public praise, compliment, crowd cheering). It was found that none of the independent variables, with the exception of non-financial incentives, was correlated with an innovative culture. The study intends to add to the body of knowledge of corporate entrepreneurship by offering a theoretical framework and empirical evidence on the perceptions of incentives and leadership styles on an innovative culture so that companies can understand how these factors influence employees that work within an innovative culture and therefore, give these organisations a competitive advantage. The results of this study could provide insight to senior managers and executives into the potential benefits and attractiveness of certain incentives and the presence of certain of leadership styles within the organisationItem The role of traditional leadership in local government(2016) Baloyi, Tshepang BrigidThe study explores the role of traditional leaders in the Greater Taung Local Municipality (GTLM) situated in the Dr Ruth Segomotsi Mompati District Municipality, North West Province. The purpose of the study is to investigate the role and the participation of the traditional leadership in the Greater Taung Local Municipal affairs, as well as to establish the factors leading to the tension between the traditional leaders and the municipal councillors in the municipality. Furthermore, the study proposed leadership strategies aimed at harmonising the relations between the Greater Taung municipal councillors and the traditional leaders, with the aim of ensuring sound collaboration and partnership between the two important stakeholders in provision of service delivery and development, a partnership that is more likely to improve good governance and service delivery in the area of jurisdiction of Greater Taung Local Municipality.Item The leadership challenge in the Immigration Division of the Department of Home Affairs(2016) Macharavanda, Patience ImmaculateOver the past twenty years and even during the apartheid era, South Africa has undergone significant waves of migration and leadership challenges. Migration into South Africa has been, and still is, a result of many different factors that include economic reasons and seeking political refuge. This migration wave has also taken its toll on the country’s leadership skills and strategies as well as the Immigration Department as regards the issuance of legal documents to migrants to be able to stay legally in the country. Leadership is usually revered in Africa, but this places pressure to perform well on the country’s existing leadership in relation to the control of migration and the maintenance of peace within the borders of the country. The study aimed to identify whether the leadership is performing the way it is supposed to perform. Is the leadership performing with character and competence and are they taking responsibility for their actions when dealing with the public as this matter affects the public sector. Statistics South Africa has an estimate of number of the migrants flowing into the country and the Department of Home Affairs does not have an accurate number of the migration flow, due to the daily rapid movement at the border posts. It is known, however, that the number of migrants into the country has increased and continues to increase, and this poses a challenge for the leadership. One of the recommendations that emerged from the findings of the study is that more programmes and workshops should be undertaken to equip the civil servants in the Department of Home Affairs as they are all leaders in various ways and are also representatives of the Department. Their conduct should therefore be professional as they represent the image of South Africa.Item Leadership in the delivery of services at Kamhlushwa Township in the Nkomazi Municipality(2017) Makwakwa, Roy StevenThe study on the role of leadership in the delivery of services to the community of KaMhlushwa Township in the Nkomazi Municipality has been triggered by the growing outcry by communities regarding government’s inability to provide basic services as promised in the Human Rights Charter of the constitution of the Republic of South Africa. The said outcry finds its expression through the escalating service delivery protests as reflected in the Service Delivery Protest Barometer, (2014), the Municipal IQ Index and many other statistical surveys which have been recently conducted by professional bodies. While government reports reflects an upward mobility in the political landscape on the human development index, these surveys reflect that such a political transformation has not yet translated into economic growth to the people of the country. The black majority are still reflected to be living under heavy squalid conditions with their lives characterised by poverty, inequality and heavy unemployment levels, Mbeki, (2016). The KaMhlushwa community is no exception to the picture painted above and will be used to establish the causal factors to the dearth of leadership in directing the delivery of services to communities. The study, after exploring a number of leadership approaches, went further to suggest a number of leadership strategies which may be deployed to enhance the service delivery programme at a local level. It discusses at length the leadership trends from a global to a local level giving enough suggestions for future consideration on the same or similar topics to this one. The report concludes by drawing recommendations for further investigation by other researchers on the topic. There are also recommendations which can be used as best practice for replicability by other sectors to ensure the promotion of a coherent and effective delivery of services in local communities.Item Leadership and management in the collection of revenue in Tshwane(2017) Jumba, TabileThe challenge of not collecting enough revenue has its origin from the apartheid regime. Today municipalities still face the same challenges without any solution. Unemployment, poverty, inaccurate billing and illegal electricity connections all pose a challenge in the local government of South Africa. The issue is that the municipalities have been following the same pattern of doing things without solving any of the problems that affect its performance. Perhaps it’s time for change? Leadership and Management are two separate concepts but they complement each other. The research suggests that for any organization to succeed there must be equal contribution from leadership and management. Municipalities operate in a dynamic environment where demand of services is high. Municipality therefore cannot adapt the same processes and expect different results. There is a need for change and balancing leadership and management will initiate that change. The balance of leadership and management begins within the municipality, where management works hand-in-hand with leadership. The municipality is dependent on the municipal revenue it receives from taxpayers. The research reveals that the ratepayers are dissatisfied with the quality of service they receive. The municipality is not motivating the communities to continue paying. Public confidence in the municipality has declined. This calls for a need for leadership to motivate communities to continue paying. The main purpose of the study is to therefore investigate the impact of balancing leadership and management in City of Tshwane. The theoretical and empirical data was analyzed to answer the questions that this study asks. The results show that there is imbalance of leadership and management in City of Tshwane. Within the municipality management is over-managing and under-leading. This demotivates the employees at City of Tshwane and ultimately production will decrease. The research suggests that in order for production to increase and municipality to improve its performance, there needs to be leadership that goes beyond managerial position.Item Entrepreneurial leadership as a determinant of business performance: a study of small and medium enterprises (SMEs) in Johannesburg(2017) Shao, Patrick MaileEntrepreneurial Leadership is a fledgling discourse within the entrepreneurial fraternity, yet its absence in enterprises contributes to most of the firms’ abrupt ending. Studies show the lifespan of SMEs in South Africa only lasting the first three years of existence. Entrepreneurial Leadership plays critical role in the business performance of the SME in Johannesburg. A sample of 123 respondents was drawn from mostly owners and managers of SMEs in Johannesburg. A multi-prong approach for data collection was administered in the study; this included calling the prospective respondents both on their landline telephones and mobiles and some were given hard copies of the questionnaire to complete. For the convenience of other prospective respondents, an e-link questionnaire was sent by email, and directly, to the mobile phones. The conclusion of the study showed a correlation between entrepreneurial leadership and business performance, correlation between entrepreneurial orientation and business performance and finally, the moderating effect of entrepreneurial leadership on entrepreneurial orientation and business performance in Johannesburg. Given the gap in the market for the practitioners in the sphere of SME, the application of findings of this report will be helpful to the prolonged tenure of the SME in Johannesburg. The theory amassed in the study will also contribute towards further studies in Entrepreneurial Leadership.
- «
- 1 (current)
- 2
- 3
- »