Business Management

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Open Access
Adapting music teaching methods for children diagnosed with autism spectrum disorders
(University of the Free State, 2019) Nell, Nadia; De Villiers, A. M. F.; Griessel, D.
Teaching piano to an autistic learner requires a piano teacher who understands autism and can adapt teaching material according to the individual’s learning strengths. Literature revealed little information about practical and structural piano teaching methods that can be applied in a private lesson for autistic learners. This dissertation explored the practical adaptation of piano teaching methods to tutor autistic learners in a one-on-one music environment. A qualitative research method was applied and a practical action research strategy was used to teach 12 autistic learners to play the piano. Participants were selected using purposeful, stratified sampling. Journal writings and observations were kept, evaluating each participant’s progress at the piano over a period of six months, while secondary information was gathered through questionnaires and semi-structured interviews were completed by parents and schoolteachers. The data were analysed thematically and themes as well as subthemes emerged that were synthesised with existing literature. The findings indicate that piano lessons should be taught by using visual adaptation as well as considering the learners’ physical development and comorbidities. Piano lessons also had a positive effect on autistic learners’ daily activities and progress was noticed in physical improvement, communication and social interaction, and academic improvement as well as emotional development. The results showed that 10 of the 12 participants could play easy piano pieces with confidence after six months of weekly lessons. The conclusion of this study could be valuable for teachers interested in teaching autistic learners piano, providing practical guidance how teachers could adapt the teaching methods and the environment as well as the inclusion of physical activities in the lessons. The lessons also fit into the theoretical scheme of the Naturalistic Developmental Behavioural Interventions (NDBI), allowing parents to practise and apply concepts learned in class at home and in daily activities, strengthening the child’s motivation.
Open Access
An analysis of the process from innovation to commercialization: a South African perspective
(University of the Free State, 2010) Booysen, Karen; Van Zyl, J. H.
Afrikaans: Ekonomieë, ondernemings (klein, medium en groot) en individue moet nuwe produkte ontdek en kommersialiseer om mee te ding en vooruit te gaan in die globale 21ste eeu ekonomie. Die belangrikheid daarvan om nuwe produkte aan die mark bekend te stel kan gesien word in die feit dat dit ‘n volhoubare mededingende voordeel vir ekonomieë, ondernemings en individue meebring. Die nuwe produkte lei nie net na wins vir individue en ondernemings nie, maar dit verbeter ook die kwaliteit van lewe van alle individue en genereer verdere ekonomiese geleenthede. Deur die kommersialisering van innovasie word die gaping tussen die behoeftes van die mark en die uitvindsels van die innoveerders oorbrug. Dit bly tog ‘n kern uitdaging vir alle innoveerders om ‘n uitvindsel van idée-fase na die mark te neem, ten einde ekonomiese opbrengste te produseer. Idees of uitvindsels kan nie ekonomiese opbrengste vir die innoveerder lewer nie. Slegs wanneer die uitvindsel suksesvol in die mark absorbeer word kan die innoveerder wins genereer en hierdeur word die belangrikheid van kommersialisering weer beklemtoon. Die mislukkingskoers van nuwe produkte is internasionaal baie hoog en dus verhoed dit innoveerders om finansiële voordele te bekom. Nuwe produkte se mislukkingskoers word bereken op tussen 50-80% en selfs groot ondernemings met genoegsame hulpbronne sukkel met die kommersialisering van uitvindsels. Die hoë mislukkingskoers van uitvindsels kan toegeskryf word aan ‘n wye verskeidenheid faktore, insluitend beperkte toegang tot hulpbronne, die onvermoë van innoveerders om hul uitvindsels genoegsaam te beskerm of swak bemarkingspogings, Een so ‘n rede vir mislukking is die feit dat innoveerders onseker is oor die stappe om te volg in die kommersialisering van hul uitvindsel. Innoveerders neem vals stappe en mors kosbare tyd, of hulle laat kritiese stappe in die proses uit. Dit is belangrik vir innoveerders om te weet wat die stappe in die kommersialiseringsproses is en dit te volg ten einde te verseker dat hulle ‘n logiese proses volg, beplan vir al die belangrike aspekte aangaande kommersialisering en bewus is van wat van hulle vereis sal word in die verskillende fases van die proses. Suid Afrika vaar nie goed daarmee om nuwe navorsingsuitvindsels na die mark te bring nie en daar kan verskeie redes vir die probleem wees. Ten einde suksesvol nuwe uitvindsels aan die mark voor te stel deur kommersialisasie is dit belangrik om te weet wat die probleem/hindernisse is wat innoveerders gedurende die kommersialiseringsproses ondervind. Dit is ook belangrik om die behoefte aan ‘n gemeenskaplike raamwerk wat verstaan word deur die regering, hoër onderwys, navorsingsrade, tegnologie ondernemings en risikodraende kapitaliste, ten opsigte van die rolle en funksionele verhoudings in die sisteem van innovasie uit te wys. Die studie het gepoog om inligting rakende die probleme en/of hindernisse wat entrepreneurs in die kommersialiseringsproses konfronteer te bekom deur te bepaal hoe suksesvol individue en SMMEs was in die kommersialisering van hul innovasie. Die kliëntebasis van die Centrum for Rapid Prototyping and Manufacturing (CRPPM) en die Tegnologie Stasie (PDTS) vir 2005 tot 2010 is gebruik in die studie. Die sekondêre doelwitte het ingesluit om die stappe wat die entrepreneur in die kommersialiseringsproses gevolg het, te ondersoek; om die faktore, beide positief en negatief, wat die die kommersialisering van innovasie beïnvloed te identifiseer; om die probleme/foute wat entrepreneurs maak in die kommersialiseringsproses te bepaal; en om die suksesfaktore vir entrepreneurs in die kommersialiseringsproses te bepaal. Die resultate het gewys dat die minderheid van die respondente (20%) suksesvol hul uitvindsels kommersialiseer het. Die oorblywende 80% van die respondente was of steeds besig om deur die kommersialiseringsproses te beweeg of het stagneer. Die resultate het verder ook uitgewys dat die tipiese innoveerder nie die kronologiese orde van die stappe in die kommersialiseringsproses, soos aangedui in die literatuur, volg nie. Baie van die stappe in die kommersialiseringsproses is nie so deeglik voltooi soos wat nodig is nie en verskeie van die stappe is bloot uitgelaat. Die redes wat die respondente die gereeldste aangehaal het vir hul tekort aan vordering en/of stagnasie in die kommersialiseringsproses was ‘n tekort aan fondse en ‘n tekort aan ondersteuning. Met ander woorde, die respondente het nie genoegsame kapitaal gehad om die uitvindsel op hul eie te kommersialiseer nie en het of nie geweet waar om finansiële hulp te kry nie, of was onsuksesvol in hul aansoek om finansiering. Die tekort aan ondersteuning waarna verwys word, sluit in ondersteuning ten opsigte van kennis aangaande die kommersialiseringsproses (maw. wat die stappe in die kommersialiseringsproses behels) sowel as wat volgende gedoen moet word in die kommersialiseringsproses. Die twee redes is gereeld genoem as hindernisse tot die suksesvolle kommersialisering. Ten einde die bogenoemde hindernisse te oorkom word verskeie aanbevelings aan die einde van die studie gemaak. Die fokus val hoofsaaklik op die regering, en verskeie aanbevelings aangaande die regeringsondersteuningsinstellings word gemaak ten einde innoveerders beter deur die kommersialiseringsproses te help.
Open Access
Antecedents of psychological well-being among workers within small and medium enterprises
(AOSIS, 2019) Maziriri, Eugine T.; Chuchu, Tinashe; Madinga, Nkosivile W.
Orientation: In the contemporary business environment, employee mental health is neglected, especially in mental health research and practice in African Small and Medium-sized Enterprises (SMEs). This occurs even though this sector is the largest contributor to developed economies. This study highlights the importance of psychological well-being in SME performance and the individual employee. Research purpose: To investigate the influence of perceived organisational support, career goal development and empowering leadership on the psychological well-being of SME employees in Gauteng province, South Africa. Motivation for the study: Despite increasing research on SMEs, few studies have investigated the impact of perceived organisational support, career goal development, and empowering leadership on psychological well-being in a Southern African context. Research approach/design and method: This study followed a quantitative approach, using the survey methodology where a structured questionnaire was administered to 250 SME employees. To evaluate the psychometric properties of measurement scales, a confirmatory factor analysis was performed. Structural equation modelling was used to test the hypotheses. Main findings: Perceived organisational support, career goal development and empowering leadership have a positive and significant impact on the psychological well-being of SME workers. A robust, positive and significant relationship exists between empowering leadership and psychological well-being. Practical/managerial implications: The results indicate that SME managers in South Africa should pay more attention to, or place greater emphasis on, supporting employees in their organisations, recognising and assisting them in achieving their goals, and empowering them to be happy at work. If the psychological well-being of employees is prioritised, SME business performance will ultimately improve. Contribution/value-add: This study contributes to the current body of Africa’s industrial psychology and mental health literature – a field that has received little research attention in developing countries like South Africa.
Open Access
Business practices as an implication for SMEs growth
(University of the Free State, 2016) Motlhaudi, Galaletsang Gail; Booysen, Karen
English: With the current bleak state of the economy, both in South Africa and globally, resulting in high unemployment and poverty levels, citizens of countries have had to resort to entrepreneurship as a means to generate an income and in turn create jobs. As a result of the quest of financial freedom stemming from entrepreneurship, many small and medium-sized enterprises (SMEs) are established. However, SMEs are faced with high failure rates. This is witnessed in the number of SMEs that rarely make it past the second year of trading, with failure rates as high as 63 percent. As a means to cope with these challenges, scholars have often looked to business practices as an initiative to enhance SME growth. It is as a result that this study purposed to determine which business practices can enhance SME growth. The population used to examine this primary objective consisted of SMEs in the Kimberley, Northern Cape area. There is an increasing consensus that SME owners and managers should play a pivotal role in nurturing entrepreneurial activity in SMEs so as to compete successfully. Subsequently, corporate entrepreneurship (CE) - a concept that describes the entrepreneurial behaviour inside an established organisation- has received much attention in literature as a means to curb the challenge of SME failure and enhance SME growth. As such, the secondary objectives aimed to evaluate prior studies on business practices, assess theoretical studies on SME growth in South Africa, review theoretical studies on CE, determine which business practices SMEs engage in, empirically identify the determinants of SME growth, determine which dimensions of CE SMEs engage in, determine which key business practices can enhance CE and establish a conceptual framework identifying the relationship between business practices and CE as initiatives to enhance SME growth. The population of the study consisted of SMEs in the Kimberley, Northern Cape area and a statistical methodology was implemented to address the primary objective and the secondary objectives. The findings revealed that a positive and significant relationship exists between all of the selected business practices selected for the purpose of this study (Human Resource Management practices, Performance Management practices, Change Management practices, Risk Management practices, Marketing practices and Networking practices) and SME growth. Furthermore, the findings reiterated scholars’ argument that the implementation of business practices in SMEs can help increase the level of innovation, creativity and entrepreneurial behaviour, which in essence refers to CE. A number of recommendations were made at the end of this study that could serve as a guide to formulating and implementing strategies to address the challenges in the study. The emphasis is placed primarily on educational institutions to incorporate the collective implementation of business practices and CE as a means to enhance SME growth in their curriculum; and SME owners and managers to invest in acquiring the right skills set necessary to operate their businesses successfully.
Open Access
Challenges faced by urban Zimbabwean women entrepreneurs
(University of the Free State, 2011) Nani, Gwendoline Vusumuzi; Smith, A. van A.; Cilliers, J. O.
The primary objective of this study was to investigate the challenges that urban Zimbabwean women entrepreneurs face. The study was motivated by the theoretical findings that women have always been discriminated against politically, economically, socia-culturally, legally, educationally and at work. Scholars of gender studies assert that despite the fact that over the last decades women had attained educational levels comparable to those of men, women still remained in relatively low paying jobs (Wirth, 2001:49; Carter & Silva, 2010:19, 20-1). Due to frustrations and challenges faced in the workplace, some women in both developed and developing countries had left formal employment to start their own businesses. According to Coulter (2000:114), even in business where women had opted to be, they continued to face challenges. A review of literature further indicated that the historical background of women in developed countries differed from that of women in developing countries because of differences in environmental factors (Adler & Israeli quoted by Waldie & Ardesua, 2004:79). However, the challenges that women faced were similar except that in developed countries more gains had been registered in improving women's lives compared to developing countries. Theoretical findings about Zimbabwe showed that historically, women were excluded from actively participating in politics and in decision making. Economically, women were denied ownership of resources such as land and were thus dependent on men who were regarded as bread winners. Socia-culturally, activities were arranged according to gender; thus, there were activities strictly done by men and others reserved for women. Legally, women were regarded as minors and for that reason women could not enter into any contractual obligations in their own right. In regards to education, girls were encouraged to take up subjects that were not strategically linked to the mainstream economy, while boys were channeled towards subjects that would enable them to occupy meaningful and strategic positions in the workplace. However, it was worth noting that the Government of Zimbabwe, just like governments in other countries had instituted legal amendments to redress discrimination on the basis of sex and positive developments had been achieved. These developments had enabled women to start their own businesses. According to Ministry of Small and Medium Enterprises (SMEs), Zimbabwe, 2010}, in Zimbabwe, there are 20 665 registered urban women entrepreneurs. In the light of the statement by Coulter (2000:114) that in business women continued to face challenges, it was fundamental that the challenges faced by urban Zimbabwean women entrepreneurs be identified, hence the need for this study. Identification of these challenges would enable the government of Zimbabwe and other stakeholders to devise specific policies and strategies to minimise the impact of these challenges on women owned businesses. This would enable women entrepreneurs to operate viable and sustainable businesses. An empirical study was therefore conducted to investigate what the challenges women entrepreneurs faced were. This study was a combination of quantitative research design and descriptive research in which the simple random sampling technique was used to draw the sample. The sample comprised 580 registered women entrepreneurs drawn from the Small and Medium Enterprises sector in the four major cities of Zimbabwe, namely, Harare, Bulawayo, Gweru and Masvingo. The survey method was adopted as the data gathering method where a self constructed and self administered questionnaire was used as the data gathering instrument. A pilot study was conducted before the questionnaires were distributed for the main study. Reliability testing of the questionnaire showed a Cronbach's Alpha value of 0.802 for all Likert questions based on the background of women of Zimbabwe and business challenges. These results indicated that the questionnaire was reliable as a data collecting instrument. Data collected was transformed for statistical analysis through the use of Excel software. After data processing, the Statistical Packages for Social Sciences (SPSS) was used for data analysis. Statistical techniques used in this study included frequencies, percentages, cross tabulations and Pearson chi-square tests, descriptive statistics and Analysis of Variance (ANOVA). Relating to respondents' demographic profile, empirical results showed that 50.4 percent of the respondents in this study are married compared to 24.5 percent single and 25.1 percent separated, divorced or widowed. Results further indicated that 83.8 percent of the respondents have children and 73.2 percent have dependent children. The average number of children is 2.26 and the average number of dependent children is 1.50. The average age of respondents in this study was 38.0 years. Results further indicated that respondents in this study are highly qualified, with 51.5 percent having tertiary education. The dominant religion in this study was Christianity. Most of the respondents owned businesses in the services sector compared to 'other' businesses (67.2 percent and 32.8 percent respectively). Results indicated that 54.7 percent of the respondents had been in business for 5 years and below. Results also showed that 37.2 percent of the respondents had relevant start-up experience. In terms of start-up capital, women entrepreneurs in this study used internal more than external sources of finance (79.2 percent and 20.8 percent respectively). Findings also indicated that women entrepreneurs were predominantly sole proprietors compared to those in partnership. The following empirical findings were indicated regarding women's background. Firstly, women can now actively participate in politics and decision making processes in spite of the fact that women have more confidence in male than female political leaders. Secondly, economically, women can own property in their own right and the majority of women are no longer financially dependent on men. Thirdly, socio-culturallv, women are more confident than they were historically and can now challenge men on religious issues. Fourthly, women can now engage in activities that were previously done by men only, such as being formally employed. Men can also perform duties that were previously done by women only. Fifthly, legally, men and women are equal before the law. Sixthly, after 18 years of age, women can make any legal decisions without consulting male members of the family. Seventhly, some men do not accept women as their equals. Eighthly, some men still abuse their wives because they have paid lobola (bride price) for them. Ninthly, despite their legal rights, married women predominantly still have to consult their husbands before making any business decisions. Tenthly, regarding education, girls are now given equal educational opportunities by their parents and at school girls are free to study subjects and embark on courses of their choices. However, there are still some cultures and religions that expect girls to leave school young to marry. Finally, at work, both in the private and public sectors, there are equal job opportunities for both men and women. There are also fair promotional opportunities for both men and women in the public and private sectors. Men and women doing the same jobs are remunerated at the same levels and there is equal taxation for both men and women. There are no jobs exclusively reserved for women both in the government and private sectors. However, there are more educated men than women in the job market. According to empirical results, women started their businesses due to opportunity (pull) and necessity (push) factors. Findings also showed that some women have left formal employment to start their own businesses due to work related factors such as the "glass ceiling" that blocked their access to top executive ranks; gender role stereo typing, negative societal influences and pay differentials, lack of acceptance by men, sexual harassment, balancing home and family responsibilities, and stress. The following empirical results were revealed about the market environment: First, customers no longer look down upon women owned businesses. Second, male workers now respect women who have employed them. Third, suppliers now offer both men and women entrepreneurs the same credit terms. Fourth, bank officials in Zimbabwe give women the same treatment as men when applying for loans. Fifth, women entrepreneurs can easily access established private business networks. Sixth, male auditors have developed a positive attitude towards women running businesses. Finally, some men entrepreneurs have accepted women entrepreneurs as equal business partners. The study also revealed some challenges that women entrepreneurs still have to contend with in the market environment. Women still have a problem of lack of collateral. Another challenge that women entrepreneurs face is that of becoming members of formal business organisations. Women also find it difficult to access government networks. According to empirical findings on the macro environment, women now have equal chances of getting business tenders as men. On the socio-cultural front women indicated that their religions allowed them to run their own businesses. There are now support services to enable women to operate their own businesses. Respondents also indicated that they registered their businesses without legal problems and that women can now own property in their own names. Women entrepreneurs also confirmed that amended laws have brought equality between men and women entrepreneurs. However, empirical results also indicated that at economic level, women still find it difficult to enter male dominated sectors like construction. Socia-culturally, most women entrepreneurs indicated that they still face the challenges of balancing home and business responsibilities. Despite the availability of support services, the HIV/AIDS pandemic has also exacerbated their workload. Married women still have to request their husbands to co-sign before they can get any loans. Conclusively, empirical findings indicate that most of the cases of discrimination highlighted in the problem statement in Chapter 1 Section 1.4, and in the historical background of Zimbabwean business women, have been reduced and in some cases eliminated.
Open Access
Challenges faced by urban Zimbabwean women entrepreneurs
(University of the Free State, 11-Nov) Nani, Gwendoline Vusumuzi; Van Aardt Smit, A; Cilliers, J. O.
The primary objective of this study was to investigate the challenges that urban Zimbabwean women entrepreneurs face. The study was motivated by the theoretical findings that women have always been discriminated against politically, economically, socio‐culturally, legally, educationally and at work. Scholars of gender studies assert that despite the fact that over the last decades women had attained educational levels comparable to those of men, women still remained in relatively low paying jobs (Wirth, 2001:49; Carter & Silva, 2010:19, 20‐1). Due to frustrations and challenges faced in the workplace, some women in both developed and developing countries had left formal employment to start their own businesses. According to Coulter (2000:114), even in business where women had opted to be, they continued to face challenges. A review of literature further indicated that the historical background of women in developed countries differed from that of women in developing countries because of differences in environmental factors (Adler & Israeli quoted by Woldie & Ardesua, 2004:79). However, the challenges that women faced were similar except that in developed countries more gains had been registered in improving women’s lives compared to developing countries. Theoretical findings about Zimbabwe showed that historically, women were excluded from actively participating in politics and in decision making. Economically, women were denied ownership of resources such as land and were thus dependent on men who were regarded as bread winners. Socio‐culturally, activities were arranged according to gender; thus, there were activities strictly done by men and others reserved for women. Legally, women were regarded as minors and for that reason women could not enter into any contractual obligations in their own right. In regards to education, girls were encouraged to take up subjects that were not strategically linked to the mainstream economy, while boys were channeled towards subjects that would enable them to occupy meaningful and strategic positions in the workplace. However, it was worth noting that the Government of Zimbabwe, just like governments in other countries had instituted legal amendments to redress discrimination on the basis of sex and positive developments had been achieved. These developments had enabled women to start their own businesses. According to Ministry of Small and Medium Enterprises (SMEs), Zimbabwe, 2010), in Zimbabwe, there are 20 665 registered urban women entrepreneurs. In the light of the statement by Coulter (2000:114) that in business women continued to face challenges, it was fundamental that the challenges faced by urban Zimbabwean women entrepreneurs be identified, hence the need for this study. Identification of these challenges would enable the government of Zimbabwe and other stakeholders to devise specific policies and strategies to minimise the impact of these challenges on women owned businesses. This would enable women entrepreneurs to operate viable and sustainable businesses. An empirical study was therefore conducted to investigate what the challenges women entrepreneurs faced were. This study was a combination of quantitative research design and descriptive research in which the simple random sampling technique was used to draw the sample. The sample comprised 580 registered women entrepreneurs drawn from the Small and Medium Enterprises sector in the four major cities of Zimbabwe, namely, Harare, Bulawayo, Gweru and Masvingo. The survey method was adopted as the data gathering method where a self constructed and self administered questionnaire was used as the data gathering instrument. A pilot study was conducted before the questionnaires were distributed for the main study. Reliability testing of the questionnaire showed a Cronbach’s Alpha value of 0.802 for all Likert questions based on the background of women of Zimbabwe and business challenges. These results indicated that the questionnaire was reliable as a data collecting instrument. Data collected was transformed for statistical analysis through the use of Excel software. After data processing, the Statistical Packages for Social Sciences (SPSS) was used for data analysis. Statistical techniques used in this study included frequencies, percentages, cross tabulations and Pearson chi‐square tests, descriptive statistics and Analysis of Variance (ANOVA). Relating to respondents’ demographic profile, empirical results showed that 50.4 percent of the respondents in this study are married compared to 24.5 percent single and 25.1 percent separated, divorced or widowed. Results further indicated that 83.8 percent of the respondents have children and 73.2 percent have dependent children. The average number of children is 2.26 and the average number of dependent children is 1.50. The average age of respondents in this study was 38.0 years. Results further indicated that respondents in this study are highly qualified, with 51.5 percent having tertiary education. The dominant religion in this study was Christianity. Most of the respondents owned businesses in the services sector compared to ‘other’ businesses (67.2 percent and 32.8 percent respectively). Results indicated that 54.7 percent of the respondents had been in business for 5 years and below. Results also showed that 37.2 percent of the respondents had relevant start‐up experience. In terms of start‐up capital, women entrepreneurs in this study used internal more than external sources of finance (79.2 percent and 20.8 percent respectively). Findings also indicated that women entrepreneurs were predominantly sole proprietors compared to those in partnership. The following empirical findings were indicated regarding women’s background. Firstly, women can now actively participate in politics and decision making processes in spite of the fact that women have more confidence in male than female political leaders. Secondly, economically, women can own property in their own right and the majority of women are no longer financially dependent on men. Thirdly, socio‐culturally, women are more confident than they were historically and can now challenge men on religious issues. Fourthly, women can now engage in activities that were previously done by men only, such as being formally employed. Men can also perform duties that were previously done by women only. Fifthly, legally, men and women are equal before the law. Sixthly, after 18 years of age, women can make any legal decisions without consulting male members of the family. Seventhly, some men do not accept women as their equals. Eighthly, some men still abuse their wives because they have paid lobola (bride price) for them. Ninthly, despite their legal rights, married women predominantly still have to consult their husbands before making any business decisions. Tenthly, regarding education, girls are now given equal educational opportunities by their parents and at school girls are free to study subjects and embark on courses of their choices. However, there are still some cultures and religions that expect girls to leave school young to marry. Finally, at work, both in the private and public sectors, there are equal job opportunities for both men and women. There are also fair promotional opportunities for both men and women in the public and private sectors. Men and women doing the same jobs are remunerated at the same levels and there is equal taxation for both men and women. There are no jobs exclusively reserved for women both in the government and private sectors. However, there are more educated men than women in the job market. According to empirical results, women started their businesses due to opportunity (pull) and necessity (push) factors. Findings also showed that some women have left formal employment to start their own businesses due to work related factors such as the “glass ceiling” that blocked their access to top executive ranks; gender role stereo typing, negative societal influences and pay differentials, lack of acceptance by men, sexual harassment, balancing home and family responsibilities, and stress. The following empirical results were revealed about the market environment: First, customers no longer look down upon women owned businesses. Second, male workers now respect women who have employed them. Third, suppliers now offer both men and women entrepreneurs the same credit terms. Fourth, bank officials in Zimbabwe give women the same treatment as men when applying for loans. Fifth, women entrepreneurs can easily access established private business networks. Sixth, male auditors have developed a positive attitude towards women running businesses. Finally, some men entrepreneurs have accepted women entrepreneurs as equal business partners. The study also revealed some challenges that women entrepreneurs still have to contend with in the market environment. Women still have a problem of lack of collateral. Another challenge that women entrepreneurs face is that of becoming members of formal business organisations. Women also find it difficult to access government networks. According to empirical findings on the macro environment, women now have equal chances of getting business tenders as men. On the socio‐cultural front women indicated that their religions allowed them to run their own businesses. There are now support services to enable women to operate their own businesses. Respondents also indicated that they registered their businesses without legal problems and that women can now own property in their own names. Women entrepreneurs also confirmed that amended laws have brought equality between men and women entrepreneurs. However, empirical results also indicated that at economic level, women still find it difficult to enter male dominated sectors like construction. Socio‐culturally, most women entrepreneurs indicated that they still face the challenges of balancing home and business responsibilities. Despite the availability of support services, the HIV/AIDS pandemic has also exacerbated their workload. Married women still have to request their husbands to co‐sign before they can get any loans. Conclusively, empirical findings indicate that most of the cases of discrimination highlighted in the problem statement in Chapter 1 Section 1.4, and in the historical background of Zimbabwean business women, have been reduced and in some cases eliminated.
Open Access
Closing the customer gap through effective employees
(University of the Free State, 2015) Fourie, Johanna Maria; Van Zyl, J. H.
This study attempts to contribute to the current knowledge to determine the factors that influence front-line employees in delivering a sustainable quality service. It is nearly impossible to deliver a quality service without loyal and satisfied front-line employees who, through a service encounter, determine the level of service quality delivered. These employees form an integral part of the competitive advantage of a service organisation and play a crucial, bridging role in company growth. However, some variables influence front-line employees’ effectiveness, for example personal and professional circumstances. Customer expectations are critical towards the evaluation of a service; therefore, customers have different levels of expectation. Factors such as front-line employee commitment, loyalty and satisfaction influence customers’ perception of the quality of service provided. In addition, customer satisfaction impacts on customer loyalty, which, in turn, directly affects the financial results of an organisation. In cases when expectations are not met, customers are dissatisfied, thus causing a gap between the customer and the service organisation. This “gap”, called the “Customer Gap” or the “Service Quality Gap” (in the Gaps Model of Service Quality), is the difference between what the customer expects and his/her perception of the service. However, in order to close the Customer Gap, the Provider Gap (consisting of Gaps 1 to 4) needs to be closed first. Front-line employees, customers and intermediaries (for example, suppliers) mostly influence the Service Performance Gap (Gap 3), which occurs when there is a discrepancy between specifications and service delivery. It is, therefore, evident that front-line employees play an important role in the closure of the Service Performance Gap; such closure depends on their attitude, competencies, skills, commitment, trust, communication and work in a complex relationship. A literature review was conducted where-after two different questionnaires were developed. Open-ended questions and Likert-scale questions were used. To this end, the questionnaires were distributed at branches within AVBOB. The sample consisted of front-line employees and managers who were in the service of AVBOB from the beginning of June 2013 to the end of November 2013. Statistical measures such as descriptive statistics were used. It was found that the following professional circumstances influence front-line employees’ effectiveness: qualification, training, rewards, organisational benefits, work stress and workload. The following personal circumstances were identified, namely “front-line employee transport system”, “residing area”, and the fact that some front-line employees do not always have clean clothes to wear. In addition, front-line employees experience conflict between their work and family responsibilities. These circumstances can, therefore, be argued as critical for the management of effective front-line employees and service quality. Although other factors might also influence front-line employees’ effectiveness, the factors identified may provide management with focal points for the management of front-line employees. To this extent, the Gaps Model of Service Quality should be used to guide management to find the reasons for quality issues. This useful model also needs to be used to identify appropriate ways in which to close the Customer Gap.
Open Access
Contact efficiency of Web sites: a marketing perspective
(University of the Free State, 2003) Nel, Jacques; Human, G. J. P.
English: The Internet has received a great deal of attention in the media and many companies have set up an Internet presence. According to NUA the commercial domain is the largest domain on the Internet (44 520 209 hosts). Not only have the number of businesses increased on the Internet, but also the number of Internet users. This growth in commercial activity on the Internet creates opportunities for businesses to provide products and services to new and existing markets. Although a lot of hype was created regarding the commercial possibilities of the Internet, the expectations of many companies have sadly not been met. The Internet landscape is also littered with failures. Some researchers argue that the problems companies experience may have little to do with a lack of technology or imagination, but arise instead from a lack of understanding. To assist marketers and advertisers in gaining a better understanding of marketing on the WWW and developing more effective advertising Web sites, the model of the conversion process on the Web was developed. One of the stages in this model deals with the conversion of “hits” into “visits”. This stage is important to consider since it is the starting point for interaction between the Web site of the business and the Internet user. As this study will point out, a number of factors could influence the conversion of “hits” into “visits”. For example, the study identified product related information as one of the factors that could provide an incentive to Internet users not only to “hit” the site, but also to interact with the Web site. The study also pointed out that marketing managers could use purchase facilitation as a strategy to improve the conversion rate of this stage. Other issues that were considered in the study included; the influence of addressing specific customer values on contact efficiency, twenty-four different interactive functions that could be included in a Web site and their influence on converting “hits” into “visits”, and the influence of navigation and Web site design considerations on the conversion of “hits” into “visits”. The study concludes with recommendations based on the findings of an empirical survey administered to establish what the factors are to enhance the contact efficiency of a Web site. These recommendations could enhance the ability of marketing managers and practitioners to design Web site strategies to improve the contact efficiency of advertising Web sites.
Open Access
Credit financing for SMMES in the Free State: development financing institutions versus commercial banks
(University of the Free State, 2010) Ntiso, Lisebo Agnes; Van Zyl, Johan
Access to credit finance is a challenge that faces SMMEs in developing economies such as South Africa. This challenge has been a burning issue to a number of researchers and policy makers alike. The development of SMMEs is important because the sector is an alternative solution to unemployment reduction and poverty eradication. Without enough financial resources, achieving this developmental goal becomes very difficult for SMMEs. The study helps to illustrate the roles played by both private sector (banks) and public sector (OFIs) in affording SMMEs access to credit finance. The results show that there are some challenges facing Fis that prohibit them to achieving the goal. The study, however suggests the possible solutions in addressing the problem.
Open Access
Customer delight as an antecedent of customer loyalty in the South African banking industry
(University of the Free State, 2014) Coetzee, Alexander; Rammile, Nthabeleng
Simply delivering customers’ expected level of service results in waning customer perceptions of service quality and perceived value in any service industry. Favourable customer perceptions are gained through exceptional service delivery comprising of a high quality of service that represents exceptional value for customers. This is the view of researchers that embrace the notion that simply satisfying customers by delivering expected services is no assurance of customer loyalty, and therefore advocate that banks should strive to exceed the customer’s expectations to reach higher levels of customer satisfaction, known as customer delight. The primary objective of this study was to explore customer delight as an antecedent of customer loyalty within the South African banking industry. The literature review comprehensively explored customer delight within the services context, as well as the various antecedents of customer loyalty, and a conceptual model was formulated. The conceptual model was built upon stated hypotheses based on the findings from the literature. A total of 400 respondents with access to any of the South African banks were used in this study. The statistical analysis used in this study included descriptive statistics, frequency tables, cross-tabulations, ANOVA comparison of means, confirmatory factor analysis (CFA), and partial least squares structural equation modelling (PLS-SEM). The research findings revealed that, as expected, the dimensions of service quality, namely, responsiveness, and assurance, positively affected customer satisfaction. Contrary to the literary findings, empathy failed to have a significant effect on customer satisfaction, but did, however, have a significant effect on customer delight as hypothesised. Regarding perceived value, all the dimensions, namely functional, monetary, and emotional value, had a positive effect on customer satisfaction, and emotional value significantly affected customer delight as was hypothesised. vi | P a g e As expected, customer delight had a positive effect on overall customer loyalty, accepting the hypothesised positive relationship between the two. The most significant finding was the very strong effect customer delight had on attitudinal loyalty. Based on the findings from the empirical analysis, this study recommends that banks intensify their efforts of creating satisfied customers, and aim to achieve heightened levels of customer satisfaction known as customer delight. Rather than meeting customer expectations, banks should consider implementing official measures that aim at exceeding customer expectations. Exceeding customers’ expectations speaks to their emotions, and has longer-lasting positive effects than when customers’ basic expectations are met.
Open Access
Customer retention strategies in the South African mobile phone network industry
(University of the Free State, 2015) Molapo, Motshedisi Elizabeth; Van Zyl, J. H.
Afrikaans: Ten einde markaandele en –profyt in sakeondernemings te laat styg, is dit belangrik om kliënte te behou. Om kliënte in ’n kompeterende sakeomgewing te behou, moet ’n stel gemengde strategieë soos produk, proses, prys, persone, promosies, plek en praktiese bewyse (algemeen bekend as die 7Ps) gewoonlik ontplooi word. Hierdie studie ondersoek die invloed van individueel gemengde bemarkingstrategieë op kliëntebehoud in die selfoonnetwerkbedryf. Kliëntebehoud is deur kliënte se aansluiting by ’n spesifieke netwerk bepaal sonder die intensie om na ’n ander netwerk oor te skakel. Deur gebruik te maak van selfgeadministreerde vraelyste is data van 479 respondente aan drie kampusse van twee tersiêre instansies (die Universiteit van die Vrystaat en twee Maluti VOO-Kolleges) wat in die Oos-Vrystaat van Suid-Afrika geleë is, versamel. Kruistabellerings, Chi-kwadraattoetse vir Onafhanklikheid van Assosiasie, Tweerigting Chi-kwadraattoetse en die Probit Modelanalises is gebruik om die data te analiseer. Kruistabellerings het inligting aangaande die demografiese statistieke van respondente voorsien. ’n Tweerigtingklassifikasie Chi-kwadraattoets vir Onafhanklikheid van Assosiasie het getoon dat die waargenome verskille in aansluiting tussen mans en vrouens vir al die netwerke nie statisties verskillend was nie (p>0.05), wat impliseer dat netwerkaansluiting en geslag onafhanklik van mekaar is. Tog was netwerkaansluiting en aansluitingsvoorkeure weer beduidend afhanklik van mekaar, met ’n sterk voorkeur tot voorafbetaalde aansluiting. In al die netwerke tesame, was 32.7% van die respondente deeltyds in diens en is al die netwerke deur respondente in die R1-1500 inkomstekategorie gedomineer. Behalwe vir Virgin Mobile waar die dominante ouderdomskategorie 18-21 jaar was, is al die ander selfoonnetwerke konstant deur respondente in die 22-25 jaar ouderdomskategorie gedomineer. Die studie het ook getoon dat die gemengde bemarkingsveranderlikes nie aansluitings of behoud in dieselfde mate beïnvloed nie. As deel van die 7Ps, het die Tweerigting Chi-kwadraatanalise getoon dat die behoud van intekenaars beduidend en positief deur produk (p<0.01), plek (p<0.05), persone (p<0.01), prys (p<0.01) en promosie (p<0.01) in al die netwerke beïnvloed is. Tog het proses en praktiese bewyse nie die gebruik van netwerke deur intekenaars beduidend aangemoedig nie. As bykomende veranderlikes is gevind dat bevrediging, korporatiewe sosiale verantwoordelikheid en opinie-leierskap kliëntebehoud positief invloed het, met die eersgenoemde twee beduidend. Die Probit Modelanalise het onthul dat produk en persone die gebruik van Vodacom beduidend beïnvloed, met die eersgenoemde wat die gebruik aanmoedig en die laasgenoemde die teenoorgestelde. Produk en proses was die enigste twee gemengde bemarkingsveranderlikes wat kliëntebehoud positief en beduidend in MTN beïnvloed het (p<0.01 en p<0.1 respektiewelik). Vir Cell-C was dit net prys wat hoogsbeduidend was om kliëntebehoud positief te beïnvloed (p<0.1). Vir Telkom Mobile (8ta) en Virgin Mobile het produk en proses kliëntebehoud beduidend en positief beïnvloed(p
Open Access
Customer's perceptions of business units within an agricultural business in South Africa
(University of the Free State, 11-Nov) Alsemgeest, Liezel; Smit, A. v. A.
Afrikaans: Die voordele van die bestuur van kliënteverhoudings bring kritieke faktore soos kliëntetevredenheid en loyaliteit na vore. Klantetevredenheid is ŉ goednagevorste bestuursaspek waarna al as “God, King and beyond” verwys is. Maatskappye se oorlewing word deur klantetevredenheid en/of positiewe klantepersepsie bepaal omdat die bestaan en groei van maatskappye van klante se herhaalde en toenemende aankope op grond van positiewe gevoelens jeens die maatskappy afhang. Verder kan klantetevredenheid die goeie reputasie van ŉ maatskappy uitbou en tot positiewe persoonlike reklame lei wat weer nuwe klante kan lok. Alhoewel die landbousakesektor ŉ belangrike middel tot landbouontwikkeling in Suid- Afrika is, is navorsing oor klantetevredenheid by landbouverwanteklante skaars. Landbouondernemings (voorheen bekend as koöperasies) is daarop geskoei dat hulle deur samewerking tussen verskeie boere beter dienste en produkte teen verlaagde pryse kan bekom wat waarde tot die boer op sy plaas kan toevoeg (boergesentreerd). Koöperasies was ŉ lewensvatbare ondernemingsvorm tot en met 1996 toe die Bemarkingsbeheerraad en gesubsidieerde rentekoerse afgeskaf is. Die meeste landboukoöperasies is in beleggersgeoriënteerde firmas (BOF’s) omskep met die hoofoogmerke winsgewendheid en die handhawing van waardeerbare aandeelpryse (maatskappygesentreerd). Landbouondernemings is kompleks omdat die klante van ŉ landbouonderneming ook in die meeste gevalle die aandeelhouers van die maatskappy is. Landboumaatskappye dien ook ‘n nismark (boere) en die verhouding tussen die onderneming en die klante verskil van diè van ander industrieë. Tradisionele klantetevredenheidsnavorsing fokus op die gebruik van die SERVQUALmetode, wat in der waarheid slegs dienskwaliteit toets. Hierdie studie stel dit ten doel om die meetinstrument te vereenvoudig en ook ander klantetevredenheidsaandrywers by te voeg, naamlik tevredenheid rakende prys, produk, personeel, diens en bestuur. ŉ Landbouonderneming bestaan uit verskeie sake-eenhede wat as kleiner ondernemings bestuur word en almal deel van die groter landbou “sambreel”-maatskappy uitmaak. Die hoofoogmerke van hierdie studie is dus om die verhouding tussen die klantetevredenheidsaandrywers (prys, produk, diens, personeel en bestuur) van die onderskeie sake-eenhede te bepaal en dit met die winsgewendheid van hierdie eenhede in verband te bring; en om die impak van hierdie veranderlikes op klantetevredenheid ten opsigte van die maatskappy te bepaal. Die sekondêre empiriese doelwitte van die studie behels om te bepaal watter van die klantetevredenheidsaandrywers die grootste impak op klantetevredenheid ten opsigte van die algehele maatskappy het; watter van die sake-eenhede die grootste impak op algehele tevredenheid het; of die gebruiksfrekwensie van die onderskeie sake-eenhede die algehele tevredenheid met die landbouonderneming beïnvloed; en, laastens, of klante se persepsie rakende die prestasie van die sake-eenhede ŉ invloed op winsgewendheid het. Die studie was kwantitatief van aard en het gebruik gemaak van vraelyste wat per gewone pos na die algehele populasie (bestaande uit die lede van ŉ groot landbouonderneming in Sentraal Suid-Afrika wat meer as R100 000 bydra tot die omset van die landbouonderneming) gestuur is. Altesaam 963 vraelyste is uitgestuur en 345 bruikbare vraelyste is teruggestuur. Die responskoers was dus 35,8%. Die vernaamste resultate toon ŉ statisties beduidende verband tussen tevredenheid ten opsigte van kleinhandelswinkels, versekering en meganisasie (werkswinkels) en algehele klantetevredenheid – wat daarop dui dat om algehele klantetevredenheid te verhoog, tevredenheid ten opsigte van hierdie drie sake-eenhede eerste aandag moet geniet. Produk, diens en tevredenheid met bestuur het as klantetevredenheidsaandrywers al drie ŉ statisties beduidende invloed op algehele klantetevredenheid. Verder, toe die onderskeie aandrywers inherent aan die onderskeie sake-eenhede teen algehele klantetevredenheid getoets is, het die resultate getoon dat daar twee beduidende aandrywers inherent aan ŉ sake-eenheid is, naamlik kleinhandelswinkelproduk en graanbemarkingsprys. Hierbenewens toon statisties beduidende resultate dat die gebruiksfrekwensie van ŉ sake-eenheid die mate van klantetevredenheid weerspieël (behalwe in die geval van kleinhandelswinkels). Elke sake-eenheid se gemiddelde bydrae tot netto wins is oor ŉ tydperk van vyf jaar bereken en met sy gemiddelde prestasie vergelyk. Die grafiek toon ŉ definitiewe korrelasie tussen wins en klantetevredenheid. Kleinhandelswinkels as ŉ sake-eenheid het interessante resultate opgelewer wat aandui dat kleinhandelswinkelpryse, kleinhandelsproduk, kleinhandelswinkelpersoneel en kleinhandelswinkeldiens die grootste impak op al die algehele klantetevredenheidsaandrywers het. Hiervolgens beskou klante kleinhandelswinkels as die “venster” van die landbouonderneming. Respondente is ook gevra om aan te dui wat hulle as die hoofdoelwitte van die landbouonderneming beskou teenoor wat hulle voel die doelwitte behoort te wees. Van groot belang was die beduidende resultate waarvolgens bepaal is dat respondente die doelwitte as synde maatskappygesentreerd waargeneem het, maar gevoel het dat die doelwitte boer-gesentreerd behoort te wees. Daar word spesifiek aanbeveel dat kleinhandelswinkels verbeter word en dat die beskikbaarheid en kwaliteit van kleinhandelswinkels verhoog word om klantetevredenheid te maksimeer.
Open Access
Debt and the management of personal finances
(University of the Free State, 2006) Kotze, Liezel; Smit, A. v. A.
Afrikaans: Hoë persoonlike skuldvlakke en lae spaarverhoudings blyk die norm te wees en nie die uitsondering nie in die meeste ontwikkelde lande en Suid-Afrika is beslis nie uitgesluit van hierdie groeiende verskynsel nie. Na die deregulering van finansiële instansies gedurende die 1980’s, het persoonlike skuldvlakke wesenlik gegroei en spaarvlakke het aansienlik gedaal tot ‘n breukdeel van wat nodig is vir gesonde persoonlike finansies, aangesien hierdie twee veranderlikes in ‘n omgekeerde verhouding tot mekaar staan. Uitermatige skuld en lae besparings beïnvloed nie net die individu nie, maar ook die werkgewer en die ekonomie. As gevolg van oormatige skuld kan individue die gevolge van afbrekende finansiële mislukkings ervaar, soos gebroke huise of egskeiding, stres, gebrek aan prestasie by die werk, agteruitgang van finansiële gesondheid en bankrotskap. Al hierdie uitkomste van uitermatige skuld en lae spaarvlakke, kan ‘n individu se lewenskwaliteit benadeel. Die persoonlike aspekte van ‘n individu se lewe sal ook sy werk negatief beïnvloed en daarom ook sy werkgewer. Lae produktiwiteit, afwesigheid, organisatoriese verbintenis en werktyd wat in beslag geneem word, het ‘n negatiewe invloed op die werkgewer en ook die ekonomie. Eerstens beïnvloed dit die ekonomie indirek deur die verlaagde produktiwiteit van werknemers. Tweedens beïnvloed dit die ekonomie direk deur veranderlikes soos belegging, inflasie, rentekoerse, die waarde van die rand en die oorkoepelende ekonomie te beïnvloed. ‘n Tekort aan basiese finansiële bestuurskennis is een van die belangrikste redes waarom individue verkeerde finansiële keuses maak. Geslag, ouderdom, inkomste en die vlak van opvoeding kan alles ‘n uitwerking hê op finansiële geletterdheid en dit het ook ‘n invloed op die persoonlike finansies van die spesifieke individu. Hierdie studie se doel was om inligting in te samel aangaande die bestuur van skuldgebruike van alle geregistreerde studente aan die Universiteit van die Vrystaat Skool van Bestuur wat geregistreer was vir bestuursprogamme gedurende 2005. Die sekondêre doelwitte sluit ook in om die belangrikheid van finansiële geletterdheid en die effektiewe bestuur van persoonlike finansies te bepaal, verskillende bronne van skuld te identifiseer, asook om die persentasie van besteebare inkomste wat aan elke bron van skuld bestee word vas te stel, die omvang van skuld bymekaargemaak deur die respondente, die omvang van besparings deur die respondente, asook om die impak van uitermatige skuld op produktiwiteit in die werkplek te bepaal. Die teikenpopulasie was 425 geregistreerde studente gedurende 2005. Daar is besluit om van die hele populasie gebruik te maak en hierdie besluit het die gebruik van ‘n verteenwoordigende proef uitgeskakel. Die vraelyste is deur 286 studente voltooi. Die resultate het aan die lig gebring dat die totale gemiddelde persentasie wat elke maand aan skuld bestee word, gelykstaande is aan 62,1%. Dit beteken in algemene terme dat 62,1% van alle beskikbare besteebare inkomste vir die betaling van skuld gebruik word, wat slegs 37,9% van besteebare inkomste vir algemene maandelikse uitgawes en besparing laat oorbly. Volgens 2006- statistieke is die huidige Suid-Afrikaanse huishoudelike skuld 73% van die besteebare inkomste, met slegs 28% van die salaris wat nie aan skuld bestee word nie. Hoë vlakke van ontevredenheid is by die respondente waargeneem aangaande hulle kennis en waarneembare beheer van hul persoonlike finansies; die mate van selfversekerheid om hul finansies te bestuur en beleggingsbesluite te neem; hulle was bekommerd oor skuld, besparings en of hulle oor genoegsame aftredingsfondse beskik; hulle was ook pessimisties oor hul finansiële toekoms en het hoë vlakke van finansiële stres ervaar wat inbreuk maak op daaglikse verantwoordelikhede. Daar was ook hoë vlakke van slegte finansiële bestuur deur nie fondse opsy te sit vir besparings of aftrede nie, nie ‘n begroting te volg nie en nie kredietkaarte ten volle te betaal om finansiële kostes te vermy nie. Die respondente sal ‘n gemiddeld van 5-6 maande kan oorleef deur net van hul spaargeld gebruik te maak indien hulle nie kan werk nie. Die mees algemene rede wat die respondente aangevoer het waarom hul nie spaar nie, is dat hulle nie genoeg geld het om te spaar nie (74,3%), terwyl 13,2% aangedui het dat hulle nog nie aan spaar gedink het nie. Individue wat nie in beheer van hul persoonlike finansies voel nie, dink dat hulle nie genoeg geld sal hê om te oorleef tydens hul aftrede nie; hulle voel negatief oor hul toekoms, ervaar ongelooflike finansiële stres en volg nie ‘n weeklikse of maandelikse begroting nie.
Open Access
Does occupational noise matter amongst manufacturing (small and medium enterprises) workers? Empirical evidence from Magaba, Mbare, Zimbabwe
(AOSIS, 2020) Mapuranga, Miston; Maziriri, Eugine T.; Letshaba, Ralebitso K.; Chitamba, Anos
Background: The significance of how occupational noise can influence attitudes towards occupational noise exposure, susceptibility to hearing loss and job performance has generally been neglected in the past studies. Objectives: The aim of this study was to determine the impact of occupational noise on attitudes towards occupational noise exposure, susceptibility to hearing loss and job performance of manufacturing small and medium enterprises (SMEs) workers in Zimbabwe. Method: A survey was conducted involving 250 respondents, including manufacturing SME workers, and the hypotheses were analysed by applying structural equation modelling. Results: Occupational noise had a positive and significant effect on attitudes towards occupational noise exposure and perceived susceptibility to hearing loss amongst manufacturing SME workers. In addition, attitudes towards exposure to occupational noise and the perceived susceptibility of hearing loss have had a positive and significant impact on manufacturing SME workers’ job performance. Conclusion: The novelty of the research is its analysis of occupational noise as an indicator of attitudes towards occupational noise exposure and susceptibility to hearing loss as well as job performance. This study provides practitioners with beneficial implications. Collective knowledge on occupational noise could help manufacturing SME managers in recognising the perceptions of employees on occupational noise and how it ultimately affects job performance. Moreover, this study is intended to add new knowledge to the current body of African occupational noise literature – a context that has not received much research attention in developing countries.
Open Access
Effectiveness of nursing employee retention strategies and performance of organisations in the private healthcare sector
(University of the Free State, 2022) Mpanza, Sandile Brian; Koloba, H. A.
The healthcare sector is nurse-based, as nursing employees are entrusted with a core function in healthcare organisations. However, there is a prevailing phenomenon of high turnover for nursing employees in the healthcare sector. The lack of effective retention of nursing employees poses profound complications for organisations in the healthcare sector. The phenomenon of high turnover for nursing employees does not only tarnish service delivery, but it also dwindles the finances of healthcare organisations. Accordingly, private healthcare organisations ought to maintain adequate levels of nursing employees' retention in order to enhance organisational performance. Thus, the objective of this study was to investigate the effectiveness of nursing employee retention strategies and how employee retention affects organisational performance in the private healthcare sector in South Africa. The study was conducted through the quantitative research method. The target population was nursing employees who work in the private healthcare organisations in South Africa. Questionnaires were used for data collection. Through a non-probability sampling method, 226 nursing employees were contacted to participate in the study. The participants were employed by private healthcare organisations located in the Free State province and KwaZulu Natal province. The findings of the study revealed that the retention strategies in the form of compensation, training and development, leadership and supervision, working conditions and work-life balance, have positive correlations with employee retention. The results further revealed that employee retention enhances the performance of organisations. The study concluded that nursing employees in the private healthcare sector do not intend to stay longer in their current jobs. Consequently, the study deduced that the performance of organisations in the private healthcare sector is not at an optimal level. Private healthcare organisations should consider enhancing fringe benefits for nursing employees as a remedial action to increase retention. Leadership and supervision styles within the private healthcare sector should be improved to increase nurses' intention to stay longer in their jobs. Furthermore, the private healthcare sector should sustain existing working condition elements as well as training and development initiatives, as the study's findings revealed that nursing employees are satisfied with these measures.
Open Access
Employee perceptions of share ownership schemes: an empirical study
(University of the Free State, 2000) Mazibuko, Noxolo Ellen; Boshoff, C.
All South Africans need to share a common vision. Constructing a common vision is not an easy task but is certainly worth the try. One aspect could be to persuade people to take risks by encouraging them not to be frightened off by threats of disastrous consequences. The first priority and most critical part of the vision is to draw all South Africans together. The second aspect of the vision is to attempt to negotiate the future with all participants, especially in the upliftment of the country's economy. The word 'all' should be seen as important and should be stressed because there are genuine players from all spheres who should be given the opportunity of sitting together and discussing issues of concern, with particular reference to the business environment of the country. Economic variables, socio- economic and political issues relevant to the business environment of the country are discussed in this study. This study concentrates on the important issues of employee participation because employees are the basic foundation of any business. Employees in the workplace have the same basic aim as that of consumers in the market-place. In other words, employees and consumers want the maximum amount of output for their input. For employees, this usually means more say in management decisions, a greater stake in the success of the company, more attention to their ideas, and higher income. A company can be truly participative only when all stakeholders are actively involved in creating the vision, interdependencies and systems of the company and when their day-to-day actions are appropriately participative. Participative behaviour extends· beyond the company's boundaries. The truly participative company involves customers, suppliers and union representatives as well as employees, managers and functional staff members. Since members of all these groups help to create the quality of the company's products and services and of the business relationships uniting them, participation must extend to all these groups. Additionally, participation praises.and values the capacity of people byway of encouraging financial participation and by respecting employees. Participation values the capacity of people to grow, to contribute meaningfully to performance. When people come together in an economic organisation or a workplace, an effort must be made to ensure that the company is productive, that it adds value and that people work together toward a common purpose. One of the ways of contributing meaningfully in an organisation and adding value can be the involvement of employees in decision-making processes and financial participation. Profit-sharing and Employee Share Ownership Schemes (ESOPs) have ·been fairly common financial participation practices in many countries. For the purpose of this study, the activities of ESOPs as employee participation option was investigated since it forms part of the management approach called "participative management". It is believed that ESOPs will contribute to a society based on democracy, equality and respect for the person. Also, employee ownership will make employees more committed to their jobs, companies and work performance and will also increase labour management co-operation. Furthermore, allowing full participation in decision-making increases employee awareness of the prospects and problems facing the company. Companies with ESOPs generally report increased employee motivation, productivity and retention. However, implementing an ESOP in isolation will have little bearing on employees. To be an effective motivational tool, an ESOP must be combined with other factors, particularly an employee-participation programme which affords employees greater decision-making responsibilities in their jobs. An ESOP will only be successful if a company does a good job of informing it's employees about the programme. Lastly, the successful implementation of employee ownership reduces confrontation and industrial disputes. The aim of this study was to investigate some of the problems associated with the introduction and successful management of ESOPs. Furthermore, an ESOP considers possible alternatives which will address the needs of both parties (employees and management) with regard to the implementation of ESOPs. A further aim was to investigate how perceptions of ESOPs can be influenced and managed through managerial antecedents such as trust, empowerment, communication and organisational commitment. Ownership is not a simple concept. Various definitions have been suggested. Some of the confusion stems from the fact that many authors have failed to distinguish between the following criteria: the role shares play; the method of share purchase or acquisition; the manner of shareholding; the provision of the sale or transfer of shares; the-extension of the employee ownership; the share concentration; the role of outside investors and the principles of control. Some organisational researchers, having looked at variations in employee-ownership systems, observed that ownership systems employ different degrees of employee ownership and employee control. Some are built around employee ownership, some emphasise employee control and others emphasise both ownership and control dimensions. Because the term ESOP cannot be precisely defined and may be understood in different ways by different practitioners, it was decided in this study to define an ESOP as a company arrangement in which employees hold rights to company equity, information and influence. In other words, shares are made available to all employees who wish to participate and the company helps them to buy the shares. This scheme can have unique features based on an individual company's needs. The employee share ownership scheme (ESOP) concept was developed in the 1950s by Louis Kelso a San Francisco lawyer and investment banker, who argued that the capitalist system would be stronger if all employees, not just a few shareholders, could share in ownership of capital producing assets. He believed that the best way to accomplish this goal was to create a corporate mechanism, turning workers into owners. Kelso tried, over a number of years, to convince companies to use this plan by suggesting that productivity would improve and that they could achieve tax breaks. The ESOP scene is no longer new to South Africa. A small number of companies have introduced ESOPs in South Africa. There is a lot of publicity surrounding the idea of ESOPs and around each new issue of shares to employees. The empirical findings revealed that perceptions of ESOPs can be enhanced by improving trust between employees and management. Reliable management positively influences, the employee perceptions of ESOPs. Employees appreciate and believe in the union that responds to their demands and shares information that is of importance to the members with regard to ESOP matters. This leads to positive perceptions of ESOPs. It is concluded that providing adequate training and empowering employees with more responsibility in their working environment positively influences employee perceptions of ESOPs. This leads to stronger organisational commitment which, as shown by a lot of studies, has beneficial outcomes for business firms, including enhanced profitability. This study" revealed that trustworthy management positively influences employee perceptions of ESOPs. Trust in management can be enhanced by sharing useful information with employees, by understanding each other's needs and by dedicating time for employees and resources to serve each other better. Trust must however be earned through a partnership built on a relationship where management demonstrates a sincere attempt at caring for employees in their place of employment, thereby providing security. This study revealed that employees have confidence in reliable management. Management can maintain this by improving communication between employees and themselves. For example, management must communicate the financial benefits of the ESOP lo the employees ai the time of it's establishment, with periodic updates as required. The responsiveness of unions facilitates a positive relationship between employees and an ESOP once the employees believe in and are confident that the union representing them is willing to act in its members best interests. Although the study reveals that the lack of information by unions with regard to the benefits and financial position of ESOPs has no significant direct influence on employee perceptions of ESOPs, this does not strain the relationship between unions and their members. This means that if employees believe that the union representing them always passes on and shares ESOP information that might be useful with them, employees will perceive the ideas of management with regard to ESOP matters as genuine. The results of this study also indicate that unions may willingly allow their members to participate in ESOP matters once they have overcome their doubts about the reality and existence of ESOPs. It must be taken into consideration that when employees believe the reality and existence of ESOPs, this goes beyond the possession of a share in the equity of a company. Management must be deeply committed to the concept of employee ownership and this can only be possible if an employee-ownership system is implemented. Based on the results of this study, it is believed that employees feel more capable to meaningfully contribute to the well-being of the company when they are adequately equipped with the required and necessary skills to solve their daily problems and have a positive view of ESOPs. These companies should reflect that ongoing education and training in socio-political issues, business awareness (including company financial and performance reports) and people management (leadership skills) are the major success factors in a company. Those processes are fundamental in exposing those who lack understanding and knowledge of the meaning of ESOPs and how ESOPs operate. Based on the results of this study, it can be concluded that overall employee empowerment promotes a situation in which employee involvement initiatives with regard to ESOP matters obtain the full support and encouragement of management. Once employees feel empowered, are held responsible for initiating tasks and contributing to the company's performance, they perceive ESOPs positively. Empowering employees can speed up decision-making processes and reaction times. The creativity and innovative capacities of employees can be released through empowering employees by affording them more responsibilities. Based on this premise, employees can gain a greater sense of achievement in terms of being a share owner (owning a part of the company) and being able to carry out more responsibilities with minimum supervision from management. Managers can empower employees not by giving up control, but by changing the way control is exercised. Although they have to learn to trust their subordinates, delegate more authority.and allow individuals and teams more scope to plan, act and monitor their own performance, managers still retain responsibility to provide guidance and support to their staff as required. The finding that share ownership does influence organisational commitment is based on other aspects as well, meaning that organisational commitment can be further enhanced by employee trust in management with regard to ESOP matters. This study has also revealed that unreliable management of ESOPs can lead to a lack of organisational commitment. To enhance organisational commitment, unions. have to be quick in responding to members' demands with regard to iriformation sharing about ESOP matters. In other words, both management and employees must pressurise unions to share information regarding ESOP matters. Working environment aspects such as, on-the-job training and empowerment based on responsibility, create a favourable environment for organisational commitment to take place. However, ESOPs can only find acceptance among employees if they are accompanied by certain elements which enlighten employees as to the actual meaning of and reasons for their implementation. Companies wishing to implement ESOPs, and those who have already done so, must therefore, practice enlightened labour policies and explain the actual contents of ESOPs. Before an ESOP is introduced, employees need to be familiarised with the reasons for their involvement because they are often left out of certain aspects relating to share ownership schemes. To summarise: Employee share ownership schemes or plans can only yield the positive outcomes summarised in this study if employees have a positive attitude towards ESOP's. No study has ever been done to assess which variables influence employee attitudes towards ESOPs. Given South Africa's unique historical background this study makes valuable contribution in identifying the managerial and work environment variables that managers who want to enhance the effectiveness of ESOPs should concentrate their efforts on.
Open Access
An evaluation of business support services to SMMEs in the Free State
(University of the Free State, 2010) Mathibe, Motshedisi S.; Van Zyl, J. H.; Marais, J. G. L.
Afrikaans: Gedurende die afgelope twintig jaar was daar belangrike veranderinge in die manier waarop sakeondersteuningsdienste in die internasionale ekonomie gelewer is. Hierdie verskuiwings het nuwe insigte in die proses van sakeondersteuningsdienste gebring. Ses hoofveranderinge in die benadering tot sakeondersteuning is geïdentifiseer. Eerstens, is permanente regerings- of skenkersbefondsing vervang deur „n bloot beginbenadering tot befondsing om volhoubare sakeondersteuningsdienste te lewer. Tweedens, het ŉ wye reeks markgedrewe en markgeprysde dienste, wat gelewer is teen ŉ gehalte/prysmengsel wat deur eindgebruikers gelewer en bepaal is, die hoë koste van ŉ beperkte reeks dienste wat gewoonlik gesubsidieer is, vervang. Derdens, toon geskiedkundige literatuur dat die owerheid en skenkers nie alle klein ondernemings nie, maar slegs ŉ beperkte aantal kon bereik. ŉ Geteikende kliëntbenadering is dus gevolg ten einde die owerheid en skenkers in staat te stel om die ondernemings doeltreffend te bereik. Hierdie paradigmaskuif was om ŉ klem te plaas op diensverskaffers in die privaatsektor. In die vierde plek het die klem van armoede se impak vanaf korttermynvoordele na langtermynvoordele vir verskaffers en kliënte verander, wat weens werkverskaffing indirek tot voordeel van die armes is. Verder is die hoofsaaklik manlike kliënte vervang deur kleinondernemingseienaars, insluitend vrouens. In die laaste plek was daar ŉ betekenisvolle skuif na vraaggedrewenheid ten opsigte van ondernemings se behoeftes. Die gevolg was dat die reeks dienste uitgebrei en meestal op ŉ kostevervangingsbasis gelewer is. Teen hierdie agtergrond poog die Suid-Afrikaanse klein medium en makro-ondernemingsbeleid (KMMO) om die kwessies van KMMO-ondersteuning en -ontwikkeling in die land aan te spreek. KMMO‟s het gedurende die apartheidsbewind in Suid-Afrika funksioneer, maar dit het nie voldoende ondersteuning en prioriteit geniet nie. Voor die demokratiese veranderinge het die Suid-Afrikaanse regering hoofsaaklik aandag aan groot ondernemings en staatsondernemings geskenk. Die Suid-Afrikaanse regering het eers in die laat 1970's en vroeë 1980‟s die belangrikheid van die kleinsakesektor en sy bydraes tot die land se ekonomie besef. Die demokratiese bewind van die vroeë 1990‟s het aan KMMO‟s geleenthede gegee om aan die Suid-Afrikaanse ekonomie deel te neem. In 1995 het ŉ witskrif verskyn met die strategie om KMMO‟s in Suid-Afrika te bevorder en te ontwikkel, en om ŉ KMMO-beleid in Suid-Afrika te ontwerp om die fokus en aandag op die ondersteuning en ontwikkeling van KMMO's te vestig. Die doel was om KMMO's te ontwikkel as ŉ manier om groei en balans in die ekonomie te skep (weg van ondernemings wat aan die owerheid behoort en groot ondernemings). Die gevolg was dat verskillende ondersteuningsmeganismes geïmplementeer is om KMMO‟s in die land te ondersteun en te ontwikkel, sedert die demokratiese regering in 1994 in werking getree het. Die studie het hoofsaaklik op die Vrystaatprovinsie gefokus, met die doel om te identifiseer hoe die KMMO-beleid beoog om die kwessies van ondersteuning en ontwikkeling van die KMMO‟s aan te spreek en hoe die sakeondersteuningsprogramme die KMMO‟s in die provinsie kan ontwikkel en ondersteun. Sommige van die empiriese bevindings het daarop gedui dat die wêreldwye verskuiwing in sakeondersteuningsprogramme nie altyd na Suid-Afrika deurgevloei het nie. Beleide is derhalwe grootliks ontwerp om die gelykberegtigingskwessies aan te spreek wat met KMMO‟s verband hou. Die inherente benadering van beleid en praktyk was dus aan die aanbodkant en nie aan die vraagkant nie. As gevolg hiervan is nie al die lesse uit die internasionale ervaring ingesluit nie. Verder het die KMMO-beleid en -praktyk beperkte sukses gehad en in baie gevalle was dit nie meetbaar nie, weens die afwesigheid van toepaslike M&E stelsels. Om op te som, beveel die studie aan dat daar ŉ behoefte bestaan aan sakeondersteuningsprogramme om direk meer uit die internasionale paradigmas en praktyke te leer en om die toepaslike sakeondersteuningspraktyke toe te pas ten einde KMMO's in die Vrystaat te ontwikkel en in die proses die KMMO-beleid in oënskou te neem en dit hoofsaaklik te laat fokus op die vraaggedrewe benadering. Die studie beveel verder aan dat daar M&E stelsels beskikbaar sal wees om die gehalte van dienslewering aan KMMO‟s te dokumenteer en te verseker dat in ooreenstemming met internasionale standaarde is.
Open Access
An evaluation of support institutions in enhancing the commercialisation process
(University of the Free State, 15-Jul) Booysen, Karen; Van Zyl, J. H.; Brahilder, N.
Afrikaans: Hierdie navorsingstudie het ‘n tweeledige doel waar dit eerstens gedien het om die befondsingsproses van entrepreneuriese ondersteuningsinstellings te evalueer ten einde die hindernisse tot kommersialisering te identifiseer. Tweedens, met hierdie hindernisse ingedagte, argumenteer hierdie studie vir ‘n nuut-geformuleerde fase-georiënteerde proses wat baseer is op drie onderskeidelike, tog komplimentêre fases, naamlik Haalbaarheid, Lewensvatbaarheid en Volhoubaarheid. Hierdie fase-georiënteerde proses word aanbeveel ten einde die ondersteuningsinstellings te lei in hul evaluering van aansoeke vir befondsing en sodoende hulle in staat stel om waarlik die entrepreneurs en ondernemings-idees met meriete te identifiseer. Addisioneel sal hierdie fase-georienteerde proses die entrepreneurs in staat stel om die aansoekproses suksesvol te voltooi deur ‘n hanteerbare, verstaanbare proses wat konstant gemonitor word. Sodoende sal tydige veranderinge moontlik wees en dit die uiteindelike suksesvolle vestiging van ‘n onderneming meebring waarna die entrepreneurs in staat gestel is om hul ondernemings, asook die industrie waarin hul gaan meeding, te verstaan.
Open Access
Factors and characteristics impacting underpricing of Initial Public Offerings (IPOs) on the Johannesburg Securities Exchange (JSE)
(University of the Free State, 2015) Rust, Isak Cornelis; Smit, A. van A.
Afrikaans: Die navorsing is onderneem om te bepaal watter faktore en eienskappe die onderprysing van Aanvanklike Openbare Aanbiedinge (AOA's) op die Johannesburgse Sekuriteitebeurs (JSB) beïnvloed het. Die data is bekom van die JSB, AOA-prospektus en die McGregor-BFA-databasis. Die steekproef het uit 390 AOA’s van ŉ moontlike 484 tussen 1996 en 2011 bestaan, wat 80.6% van die AOA’s op die JSB vir die spesifieke tydperk verteenwoordig. Die literatuur toon dat sekere faktore en eienskappe die vlak van onderprysing van AOA’s affekteer. Vir hierdie studie is markverwante faktore, maatskappy-eienskappe en finansiële faktore ingesluit. Die data was baie skeef vanweë uitskieters in die datastel, wat veroorsaak het dat die data onbetroubaar was en dit baie moeilik was om dit te vertolk. Om die probleem reg te stel, het die studie natuurlike logaritmes gebruik om die skeefheid te verminder, die akkuraatheid te verbeter en te verseker dat die data so na as moontlik aan 'n normale verspreiding was. Beide die aanbodprys en die markkapitalisering is aangepas deur die verbruikersprysindeks (VPI) vir inflasie te gebruik. Die JSB indeks van alle aandele (IAA) is gebruik as ŉ maatstaf vir die korttermynprestasie (markaangepaste abnormale opbrengs – MAAO) en die relatiewe mediumtermyn-prestasie (koop en hou abnormale opbrengste – KHAO). Die navorsingbevindings het die volgende getoon: - Die vlakke van onderprysing op die eerste dag en in die eerste week en eerste maand was 23.0%, 22.1% en 17.3% respektiewelik. - AOA’s wat in warmmarktydperke gelys is, het beduidend hoër opbrengste ontvang. Die JSB het ŉ afname ondervind in die aantal AOA’s wat gedurende beide die latere warm en koue marktydperke gelys is. - AltX-AOA’s het beduidend hoër opbrengste gelewer. - Die elektriese en tegnologiesektor het die hoogste opbrengste gelewer, gevolg deur die finansiële en verbruikersektore. - Jonger AOA’s met 'n kleiner markkapitalisering en aanbodprys was beduidend meer onderprys as wat die groter AOA’s was. - Kleiner maatskappye, soos gemeet deur die omset, netto wins ná belasting (NWNB), totale bates en aandeelhouers se ekwiteite, was beduidend meer onderprys in vergelyking met groter maatskappye. - Die finansiële verhoudings het getoon dat AOA’s met ŉ skuldverhouding van tussen 40% en 60% die minste onderprys was. Die huidige verhouding en die opbrengs op bates (OOB) het geen statistiese beduidendheid in die voorspelling van onderprysing opgelewer nie, terwyl AOA’s met ŉ kleiner opbrengs op verdienste (OOV) beduidend meer onderprys was. - AOA’s met ŉ uiters hoë P/E-verhouding was ook beduidend onderprys. Dit was verrassend dat die markwaarde tot boekwaarde (MW/BW) nie enige beduidendheid in die voorspelling van onderprysing op die JSB getoon het nie. - Die absolute opbrengste (koop en hou opbrengste – KHO) het gevind dat die AOA’s wat aanvanklik onderprys was, positief (41.2%) oor ŉ tydperk van ŉ jaar sou presteer; hulle sou egter oor drie jaar onderpresteer (-12.0%). - Die relatiewe opbrengste (koop en hou abnormale opbrengste – KHAO) het ook gevind dat AOA’s wat aanvanklik onderprys was, positiewe opbrengste relatief tot die mark in die eerste jaar ná lysting opgelewer het (30,3%); hulle het egter ook onderpresteer (-39.8%) in die mark oor drie jaar. - Hoewel beide die warm en koue marktydperke oor ŉ driejaar-tydperk in die mark onderpresteer het, het die koue mark-AOA’s beduidend beter mediumtermynopbrengste opgelewer. - AOA’s wat op beide die hoofafdeling en die AltX gelys was, het oor ŉ driejaar-tydperk in die mark onderpresteer; die hoofafdeling-AOA’s het egter beduidend beter in die mediumtermyn presteer. Die empiriese bevindings van hierdie studie beveel aan dat beleggers AOA’s teen die aanbodprys behoort te koop en hulle aan die einde van die eerste dag van verhandeling te verkoop, omdat die vlak van onderprysing getoon het dat die opbrengste na die einde van die eerste maand afneem. Beleggers wat hulle korttermynopbrengste wil verbeter, behoort die bogenoemde faktore en eienskappe te oorweeg wanneer hulle ŉ beleggingsbesluit neem, omdat hierdie faktore as ŉ gids vir beter opbrengste kan dien
Open Access
Factors influencing food consumption satisfaction and purchase decisions of restaurant consumers
(Taylor & Francis, 2021) Maziriri, Eugine Tafadzwa; Rukuni, Tarisai Fritz; Chuchu, Tinashe
This research examined how multi-sensory dimensions like sight, sound, and smell would influence customer attitudes toward quick-service restaurants, restaurant patronage intentions, food purchasing decisions, food consumption satisfaction, restaurant attachment, repurchase intention, and positive word of mouth in South African quick-service restaurants. The research embraced a quantitative approach. An online questionnaire was used to collect data from restaurant customers in the Bloemfontein metropolitan. The hypotheses were analysed by applying structural equation modelling. The results uncovered that the study variables were significantly associated and surprisingly, restaurant attachment had a negative and insignificant effect on positive word of mouth. This research adds new fresh knowledge to the established body of knowledge in the context of restaurant food consumption behaviour. This area has little research attention in developing African countries like South Africa.