Faculty of Commerce, Law and Management (ETDs)

Permanent URI for this communityhttps://hdl.handle.net/10539/37778

Browse

Has files: YesSubject: search.filters.subject.Management

Search Results

Now showing 1 - 6 of 6
  • Thumbnail Image
    Item
    Mini Glass Ceilings and Queen Bees in Management of South African Organisations
    (University of the Witwatersrand, Johannesburg, 2024) Du Preez, Samantha
    Gender equality in the workplace remains a business and Government imperative. Although the South African transformation journey had a positive impact to female careers by way of affirmative action policy, female career advancement remains lethargic. This study delves into the complex challenges hindering female career advancement, focusing on two prominent phenomena: the glass ceiling and queen bee syndrome. The glass ceiling refers to invisible yet formidable barriers that prevent women from ascending to leadership positions within organizations. It encompasses systemic biases, gender stereotyping, and organisational culture discrimination against females, creating a tangible, albeit invisible barrier to women's professional growth. Conversely, the queen bee syndrome describes a phenomenon where senior women have successfully broken through the glass ceiling, but seemingly creates a toxic barrier which inhibit the progress of their junior female counterparts. In combination, these barriers often perpetuate a hostile and toxic work environment underpinned by competition and lack of support. This quantitative study’s aim was to identify and analyse the prevalence of these barriers in South African organisations today. The study’s findings indicate that both these phenomena are found in the organisations respondents are employed by, with an indication of positive organisational cultures within these workplaces. Recommendations are proposed encompassing organisational intervention with suitable and targeted initiatives to create awareness, educate and guide all managers in the managerial hierarchy.
  • Thumbnail Image
    Item
    Management of teaching and learning material in no-fee schools: The case of Ekangala Township in Tshwane Municipality
    (University of the Witwatersrand, Johannesburg, 2021) Maimela, Joyce Matome; Wotela, Kambidima
    The gist of this quantitative study was to empirically establish how no-fee schools manage their teaching and learning material (TLM), employing the case of Ekangala Township in Tshwane municipality. To accomplish this, the study seeks to empirically determine the functionality of financial resources, human resources, and procurement processes of TLM in no-fee schools. A cross-sectional design was adopted. A combination of purposive and stratified random sampling techniques was used to draw HODs, Deputy Principals, Principals, SGBs, educators and administrative officers, yielding a total sample of 101 respondents. Data was collected using a questionnaire and inferential statistics were used to establish validity. The study was framed on the general systems theory, and the programme theory, used for converting research results to research findings. The preliminary findings revealed a linear relationship between effective management and budget processes of TLM, although not strong. However, there was no statistically significant linear relationship between management and procurement processes. The results concluded that there is ineffective management of TLM in no-fee schools in Ekangala Township. The researcher recommends that periodic audits be conducted when required, to ensure appropriate application and compliance with the policy. A further recommendation is the use of a Resource Management System (RMS), a web-based system designed to facilitate planning, online procurement, inventory updates and budget tracking of all TLM at schools at both district and provincial levels
  • Thumbnail Image
    Item
    An exploration into change management perceptions and approaches of two provincial government departments
    (University of the Witwatersrand, Johannesburg, 2023) Ndlovu, Zibusiso Khethiwe; Hobden, Christine
    Change in the South African public sector is unavoidable due to the turbulent political and economic climate and developing technologies presented to us by the 4th industrial revolution. It is widely acknowledged that organizational change is often plagued by failure, however, this study argues that contextual organisational dimensions such as deep structures and change ownership are frequently overlooked in public sector change management discussions. This prompted a qualitative case study between two Gauteng Provincial Government departments. This design enabled an in-depth exploration of approaches to change management in the two different departments to gain a better understanding of change management approaches within the GPG. Data was collected from recorded 30–60-minute semi-structured interviews with 12 key informants (senior, middle, and junior management staff in the respective provincial departments) identified through purposive criterion & snowball sampling. Interviews were transcribed identifying emerging themes and codes aligned to answering the research questions. Additionally, a desktop review of academic literature, departmental documents, and reports was undertaken to gain deeper contextual understanding and perspective of the GPG change management landscape. The study results revealed that the nature of change is characterised by a lack of ownership and poor reinforcement of change in the GPG. Furthermore, that communication within GPG exists, however, it doesn’t always filter down to the lowest employees
  • Thumbnail Image
    Item
    Participation in Professional Learning Communities by female principals in Bojanala, Northwest Province
    (University of the Witwatersrand, Johannesburg, 2023) Rabotapi, Tinti Enoch; Pillay, Pundy
    The study sought to determine the perceptions of female principals in secondary schools in the Bojanala district of the Northwest Province about the level of support they receive from each other through their networks and how this support impacts their confidence and motivation. The current study adopted a single case study to assess the PLC programme's implementation in the Northwest Bojanala District. The study combines qualitative and quantitative approaches to draw rich data. The study found that female principals used the PLC to exchange ideas and share best practices in a conducive and non-threatening environment. This enabled them to gain a lot of knowledge and improve the extent of their leadership and management skills. Improved knowledge and skills have had a ripple effect that has improved their confidence and motivation, resulting in the overall improvement of their schools and their learners' performance. The study concludes by recommending the model as an instrument that can address the under-representation of females at the managerial level. The recommendations also include how the model can be strengthened by providing additional support to participants. The study also recommends allocating time within the school timetable to create an opportunity for teachers to participate in the PLCs
  • Thumbnail Image
    Item
    Executive coaching as a vehicle to enhance organisational performance and culture in a mining company in the Northern Cape
    (2021) Nkomombini, Sipho
    This qualitative study explored executive coaching as a vehicle to enhance organisational performance and culture. The study was undertaken in an open cast mine in the Northern Cape, the mine is part of a bigger multinational mining group. The mine experienced a few leadership challenges when it came to holding leaders to account in driving high performance and to shape the requisite organisational culture. The key motivation of the study was that the study will help better understand the role of executive coaching and its impact on organisational performance and culture in a mining context. The main purpose of the study was to examine executive coaching as a vehicle to enhance organisational performance and culture within a mining company. The data was collected by means of face-to-face semi-structured open-ended interviews. The sample consists of 20 senior managers who have all undergone executive coaching within the company. The key findings of the study were that executive coaching plays a significant role in driving high performance and culture in organisations. The study contributes to an existing body of knowledge and positions executive coaching as key driver of high performance and culture in an organisation. In conclusion the study found that it is beneficial for companies deploy executive coaching as a leadership development tool. The results show that organisations that implement executive coaching have a high-performance culture and this will ultimately positively impact the organisations culture and strategy. the study has practical and theoretical implications for the leadership of the organisation, coaching practitioners, and coaching bodies because it outlines the role executive coaching played in leadership development. The study makes detailed recommendations for future research in the field of executive coaching
  • Thumbnail Image
    Item
    Barriers to the adoption of independent reviews by non-public interest entities in South Africa :the current perceptions of South African professional accountants
    (2019) Nyambuya, Kudzinetsa
    Orientation: The South African Companies Act no. 71 of 2008 introduced independent reviews as an additional form of providing assurance for the non-public interest entities (non-PIEs) with the aim of reducing the reporting burden. Despite the Companies Act becoming effective on 1 May 2011, some companies which qualify for independent reviews still opt to have their annual financial statements (AFS) audited. Research aim: The purpose of this study is to gain an understanding of the reasons that companies which qualify for independent reviews still select to have their AFS audited when there is a less burdensome option. The main research question is directed towards investigating why audits are still preferred to independent reviews and the barriers to the selection of independent reviews. Motivation of the study: Small and medium-sized enterprises (SMEs) play a crucial role in the South African economy so it is critical to ascertain whether the independent review option is meeting its goal of reducing the reporting burden. The feedback provided assists the government in developing and updating strategies meant to support SMEs. Research approach and method: The research follows a qualitative approach within an interpretive paradigm where the data were collected from a series of nineteen detailed semi-structured interviews with a sample of South African professional accountants with the relevant experience on the subject matter. Main findings: The main findings indicate that audits are retained due to the need of small companies to reduce agency costs and appease the demands of various stakeholders, specifically lenders, lack of knowledge and guidance from practitioners regarding independent reviews, independent reviews being compared to audits, misconceptions and the resistance to change. Contributions of the study: This study contributes to providing an understanding of the barriers to the successful adoption of independent reviews and also recommendations on how acceptance of independent reviews can be improved to meet the purpose of reducing reporting burden for non-PIEs in South Africa.